Ferrovial - Annual Report 2012


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Human Capital

Goal-orientation through people

Ferrovial’s remuneration policy is fair and competitive in the markets in which it is present. It includes fixed and variable remuneration adjusted to local markets, together with long-term incentive systems with a global focus.

The variable remuneration system is target-based. This target-based assessment process now covers 20% of the workforce, and taking into account the structural personnel, i.e. personnel not subject to contracts, it would account for 100% of the workforce. Targets connected with the company's results and cash flow are included in the target table according to the specific position.

Targets were planned and set in 2012 through a platform that improves the use of information and management by the chain of command. It is a simple, intuitive and easily-accessed tool.

The company has continued to promote the flexible remuneration system through its Flexibility Plan, which provides employees with the chance to modify their current remuneration package in accordance with personal needs, by replacing part of the current fixed remuneration with products (day nursery vouchers; life, accident and health insurance; purchase of computers; or vehicle and computer leasing).

This program has been encouraged this year too, with the addition of a new product: the Transport Card , which allows employees to buy transport passes for their own use in commuting to and from work by public transportation.

All employees can access the Employee Club on the intranet. It offers easy ways to purchase products and services, as well as payment facilities that save money as well as time, while improving their quality of life.

In addition, work has continued over the year on the "12,000 Plan", a remuneration package that pays part of the variable remuneration of beneficiaries (350 executives, middle-management and department heads or similar categories) with Ferrovial shares.

A long-term incentive program called the Performance Share Plan was set up in 2012 for 312 executives and middle-management, who receive shares after 3 years if they meet certain requirements.

The remuneration and benefits area monitors compliance with confidentiality requirements and to ensure its remuneration policy meets internal and external criteria of equality.

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This is an electronic version of the 2012 Annual Report prepared by Ferrovial, S.A. for its stakeholders, which aims to be complete and accurate. The contents of this version can be checked by referring to the print version. A copy of the print version in PDF format is available to download on this web page