Ferrovial has a dedicated workforce of more than 106,596 employees that work in 49 countries. The company strives to provide stable employment through the provision of permanent contracts. In 2008, 82% of its employees were employed through a contract with these characteristics, compared to 79% in 2005.
The majority of its employees identify Ferrovial with being a good company to work for, as revealed by its third
Employee Satisfaction Survey.
Remuneration policy
Training
In 2008, a total of
€27.9 million was invested in training, which translates into an investment of €259 per employee. In total, 2,024,854 training hours were given 324,000 more than last year.
Part of these training activities were channeled through the
Ferrovial University, created in 2007 as a place where professionals from the different companies and various nationalities that make up the group can come together and share their knowledge and experiences.
Ferrovial University has continued to educate employees in the
corporate values and to serve as a catalyst for tapping the organizations hidden talents through the programs offered at its three schools: the Leadership School, designed to develop abilities; the Business School, focused on the shared knowledge of the value chain, and the Cultural Integration School.
In 2008, over
2,900 people participated in the programs offered by Ferrovial University at its headquarters in El Escorial.
Freedom of Association
In every country where it operates, Ferrovial guarantees the rights of workers such as the right to strike, freedom of association and the right to collective bargaining by appointed workers representatives and unions. Collective bargaining agreements currently govern the working conditions of 72.2% of employees.
Remuneration policy
Ferrovial continues with the introduction of a
fixed and variable remuneration system and remains highly competitive in the market. Currently, the variable remuneration system has been set up for 17.45% of the workforce, and covers almost all structural personnel.
This remuneration policy is complemented with other plans, including remuneration systems pegged to the
share price, stock option plans and personalized compensation programmes (PCP) which enable a part of annual fixed remuneration to be allocated to specific products and services in more advantageous conditions.
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