Overview of the DEUTZ Group’s workforce    
  31 Dec 2016 31 Dec 2015
DEUTZ Group 3,665 3,730
In Germany 2,827 2,910
Outside Germany 838 820
Non-salaried employees 2,177 2,221
Salaried employees 1,403 1,401
Trainees 85 108
DEUTZ Compact Engines 2,989 3,050
DEUTZ Customised Solutions 676 680

Number of employees adjusted

At the end of 2016, the DEUTZ Group employed a total of 3,665 people, 65 fewer than at the end of 2015 (a fall of 1.7 per cent). As at 31 December 2016, we also had a further 182 people on temporary employment contracts, compared with 151 a year earlier. By offering fixed-term contracts and employing temporary workers, DEUTZ can respond flexibly to any fluctuations in demand. Around 6 per cent of all staff at DEUTZ had fixed-term or temporary contracts as at 31 December 2016.

77 per cent of our workforce is employed in Germany. Most of these employees are based in Cologne – 2,202 as at 31 December 2016. 411 employees are based at the Ulm facilities. Of the 838 employees outside Germany, 421 of them work at our DEUTZ Spain subsidiary.

DEUTZ Group: Breakdown of workforce by location    
  31 Dec 2016 31 Dec 2015
Cologne 2,202 2,269
Ulm 411 410
Other 214 231
In Germany 2,827 2,910
Outside Germany 838 820
Total 3,665 3,730

Looking at it by segment, DEUTZ Compact Engines employed 2,989 people as at 31 December 2016, 2.0 per cent fewer than it had employed a year earlier. The number of employees at DEUTZ Customised Solutions was 676, down by 0.6 per cent compared with the end of 2015.

New collective pay agreement for Zafra

DEUTZ Spain has concluded a collective pay agreement with the works council that will remain in force until 2018. Employees will receive a cost-of-living allowance. In addition, new pay grades are being introduced for temporary employees and for work on new products in order to maintain our competitiveness and to be able to offer new products to third-party customers with a good prospect of success. This agreement is a reflection of the forward-looking and constructive collaboration between the Company, the trade union and the works council.

Vocational training at DEUTZ

Young people in Germany embarking on their career have the opportunity to choose an apprenticeship in various occupations at DEUTZ, ranging from electronics, skilled metalworking and warehouse logistics to mechatronics and business administration. Last year, 27 young women and men started vocational training at our Company. Overall, 54 apprentices were employed at the Cologne site and 19 at the DEUTZ plant in Ulm. We employed six apprentices at both the components plant in Herschbach and the Xchange plant in Übersee, Bavaria.

Our training centre in Cologne also provides vocational training, on a part-time and full-time basis, for apprentices from 17 other companies. In 2016, our overall ratio of trainees to total employees was 3.0 per cent in Germany (2015: 3.7 per cent). All apprentices and trainees passing the final examination were given a permanent employment contract.

Again in 2016, our training centre received recognition and several of our apprentices were commended for their achievements. We also participated once again in various training fairs and careers information events to give young people the opportunity to establish personal contact with the Company. For many years, we have been striving to attract young women to engineering careers by taking part in events such as Girls’ Day. Currently, around 8.0 per cent of apprentices at DEUTZ are female.

As part of our site optimisation programme, our training centre was relocated from the Cologne-Deutz site to new facilities in Cologne-Porz in summer 2016.

Recruitment activities successful

By attending ‘meet@thköln’ in Cologne and ‘bonding’ in Aachen, we were again able to find students to help out in various areas of the Company. In the year under review, there were 171 interns employed in our Company, of whom 19 students wrote their bachelor dissertations with us and six wrote their master’s dissertations. A total of 40 students spent a practical semester at DEUTZ.

Investing in people

In 2016, we carried out succession planning from divisional head to team leader level to ensure that we are consistently able to appoint suitable successors for managerial positions with disciplinary responsibility. Another focus of our succession planning was to identify promising young professionals who should be given specific support with their career planning. This will allow us to continue fulfilling vacant managerial positions with people from within our own ranks.

After carrying out a joint analysis of the specific skills gaps with our managers, we have also expanded our range of inhouse courses for the professional development of our employees and made training on DEUTZ technologies a key focus. A total of 150 inhouse seminars attended by more than 1,100 people were held.

To upgrade the skills of our shop-floor staff, we continued to work with a training provider that specialises in production management and lean management and again made good use of the seminars on occupational health and safety offered by the professional association for the wood and metal industries. In 2016, we also continued our management development activities. At the Ulm site, for example, the ‘management driving licence’, a modular management training course, was completed by nine managers from different departments.

A rotation programme for high-potential candidates, covering production, quality and design, has been introduced at the Zafra site for the four best engineering graduates from the University of Extremadura and the two best graduates from the dual vocational training scheme. The programme aims to give potential employees for DEUTZ Spain the training they need over a twelve-month period.

Focus on promoting health

After relocating from Cologne-Deutz to Cologne-Porz in early 2016, the occupational healthcare centre started operating from its new premises. The ‘Ergonomics in the workplace’ project continues unabated at the Cologne site. The focus was on the assembly area and the service warehouse. As part of the ERGO-DEUTZ initiative, 340 workstations in Ulm were ergonomically assessed, improvements made where necessary and employees shown how they could introduce exercises into their daily routine to alleviate the problems of sitting at a desk.

Rewards for creativity

Our bonus-based ideas management system gathers creative suggestions for improvement from DEUTZ employees. Last year, more than 1,000 ideas were submitted.