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Employees

As of December 31, 2012, the ProSiebenSat.1 Group had 3,026 employees calculated on the basis of full-time equivalents (previous year: 2,605). The average number of full-time equivalents in the year under review was 2,849 (previous year: 2,631). Of that number, 2,533 employees worked for the Group in Germany, Austria and Switzerland (previous year: 2,456). That is equivalent to 88.9% (previous year: 91.0%) of the Group’s total employees. The increased number of employees in the German-speaking region resulted primarily from the strategic expansion of the online games business (+57 full-time equivalents), the expansion of other digital business and ventures business, the acquisition of the Booming agency and growth in TV. At the international level, the new participations of the Red Arrow Entertainment Group in the USA and Great Britain resulted in 79 new full-time equivalents. All information is based on continuing operations.

EMPLOYEES BY REGION

With 1,900 employees (previous year: 1,805), the Group employed the most staff in the Broadcasting German-speaking segment. The number of personnel in the Digital & Adjacent segment increased by 36.2% to 464 employees after 341 full-time equivalents in the previous year. In the Content Production & Global Sales segment, the number of employees was at the same level as the previous year.

EMPLOYEES BY SEGMENT

Due to the personnel expansion in the Digital & Adjacent and Broadcasting German-speaking segments, the personnel expenses of the ProSiebenSat.1 Group increased to EUR 266.8 million (previous year: EUR 246.7 million) in 2012.

At Group level, the employee turnover rate fell to 11.4% in 2012 (previous year: 13.1%). In the core market of Germany, the rate sank to 11.3% (previous year: 12.1%).

Diversity management at ProSiebenSat.1. We value the diversity that our employees bring to the company in terms of personal characteristics, talents and abilities. Our way into the future is determined significantly by the way we promote and use this diversity. An important issue is thereby the proportion of men and women within the company and in management positions. There is already a very balanced ratio of men and women in the ProSiebenSat.1 Group. In 2012, 46.8% of ProSiebenSat.1 employees were female (previous year: 49.1%) and 53.2% were male (previous year: 50.9%). The slight decline in the proportion of women is mainly attributable to the growth in the digital area, because here the Group primarily hires employees with a background in IT and skilled staff from the field of technology.

PROPORTION OF WOMEN AND MEN IN THE WHOLE GROUP

In the core market of Germany, the proportion of women was 46.0% (previous year: 48.2%). This matches the average proportion of women in German commercial enterprises, which was 46.3% in 2012.

PROPORTION OF WOMEN AND MEN IN THE GERMAN CORE MARKET

The proportion of women at the management level of the ProSiebenSat.1 Group was 28.4% (previous year: 27.1%). In the core market of Germany, the proportion of women at management level was 26.9% in 2012 (previous year: 27.3%). In German companies, the proportion of women in management positions averages 30.3%.

The ProSiebenSat.1 Group has expanded its core business in recent years and invested heavily in new growth areas. Digitalization and the accompanying transformation of the industry offer the Company numerous opportunities for growth. The objective is to develop the Group from a traditional TV provider into a digital entertainment & e-commerce powerhouse. The Group supports this process with targeted HR measures derived from the Group’s strategy that strengthen the Company’s innovative power. Against this backdrop, strategic human resources work has become increasingly relevant for ProSiebenSat.1 in recent years. In 2012, the Group therefore created a separate Link to Executive Board division (The Year 2012 At a Glance) for Human Resources. At the same time, as a media company, the ProSiebenSat.1 Group is a classic “people business”: Every day, our employees help ensure that the Group remains one of Europe’s largest media companies with their talent, creativity and dedication. For the successful development of the ProSiebenSat.1 Group, it is of central importance to retain qualified employees in the Group and gain new talented individuals. Therefore, we have continually expanded our employer branding measures in recent years. Moreover, we offer our employees attractive career opportunities, numerous possibilities for development, performance-based remuneration models, great working conditions for families, a comprehensive work-life package and a wide range of social benefits.

Personnel Development in the ProSiebenSat.1 Group

In 2012, the ProSiebenSat.1 Group continued to expand its specialist training portfolio for employees. With an investment of EUR 2.85 million, the company spent over EUR 0.47 million more on professional and specialist training than in the previous year (EUR 2.38 million). Approximately half of the higher investments went to the ProSiebenSat.1 Academy whose extensive program is available to all staff. In 2012, the training program in German-speaking countries covered 495 events (previous year: 441), with 4,992 participants taking up the offer of training (previous year: 3,525).

  • ProSiebenSat.1 Academy: Qualified, high-performing and motivated employees are the ProSiebenSat.1 Group’s most important asset. At the ProSiebenSat.1 Academy, the Group offers an extensive specialist training portfolio under the motto of “Unfold Your Potential”. This includes seminars and lectures on specialist and personal development, which are derived mostly from the corporate strategy and aligned specifically to the qualification requirements of ProSiebenSat.1 employees. The central platform provides events such as “Lunch & Learn” or “Guest Speaker”, which regularly offer employees analyses of trends and developments in the media and entertainment industry. In addition, ProSiebenSat.1 employees pass on their media-specific expertise to colleagues in the form of “Media Training”. In the interests of proactive health management, the ProSiebenSat.1 Group also incorporated the topics “Reconciling Family and Career”, “Stress Management” and “Health” into the Academy’s 2012 lecture program.

  • Executive Development: The ProSiebenSat.1 Group wants to offer its employees a motivating working environment. For this reason, all managers at the ProSiebenSat.1 Group go through a development program with the modules “New Leader”, “Performance”, “Team”, “Change” and “Self Management”. The modules are attuned to the ProSiebenSat.1 Group’s corporate culture and the management tools used in the Group and enhance the employees’ management skills. In 2012, 433 managers took part in the “TOP 5” manager development program.

  • Cross-Mentoring: In 2012, the ProSiebenSat.1 Group started a new mentoring program. Throughout the Group, it promotes the professional development of employees with high potential, who are supported from within the Group by experienced employee mentors over a period of twelve months. The focus is on open exchange across hierarchical and departmental boundaries. The cross-mentoring program not only supports the participants in their professional and personal development. The mentor/mentee partners generally come from different business areas. In this way, the ProSiebenSat.1 Group is encouraging the development of a cross-divisional network in the Group and promoting understanding between the various business units. In 2012, 27 mentoring pairs took part in the cross-mentoring program.

  • Learning Expeditions: In October 2011, the ProSiebenSat.1 Group organized a “learning expedition” to Asia for the first time. During a one-week trip, 24 ProSiebenSat.1 employees met with representatives of large business enterprises, researchers and academics to discuss trends and future issues in the media and entertainment industry. Two learning expeditions in 2011 resulted in several specific business projects that were implemented in 2012, including the development of the internet platform MyVideo into an online TV station, the opening of a permanent program sales office in Hong Kong and an array of new formats. Due to the success the year before, the Group organized two more trips in 2012: Under the motto “Strengthening Innovation Capacity”, a learning expedition was made to the USA in October 2012. Another trip to Tokyo and Shanghai followed in November with the thematic focus of “The Future of Entertainment”. After the participants returned, a structured process ensured that learnings were transferred into the Group. The first projects were implemented by the end of the year. Overall, 101 employees have taken part in a ProSiebenSat.1 Group learning expedition so far. ProSiebenSat.1 considers the learning expeditions an efficient tool for sustainably strengthening the Group’s power of innovation.

In 2013, the ProSiebenSat.1 Group will continue developing its human resources work and focus in particular on the Group’s ability to innovate. For this purpose, the Group will set up an “Innovation Lab”, which will encourage employees’ cross-divisional communication and support the transformation of ideas into commercially viable products.

Training in the ProSiebenSat.1 Group

The ProSiebenSat.1 Group also systematically employs a cross-media approach to training, providing its interns with interdisciplinary training in TV, online and PR. At the same time, ProSiebenSat.1 gains qualified junior staff for the Company with training courses for various career groups. In total, the ProSiebenSat.1 Group employed 168 apprentices on average in 2012 (previous year: 140). This includes trainees, management trainees and apprentices in the career groups of audiovisual media, events, office management, video and sound media design, digital and print media design and dual students specializing in business administration/media and communications business. After their training, ProSiebenSat.1 Group takes into full employment the majority of apprentices, trainees and management trainees, as shown in the chart below:

RETENTION RATE OF APPRENTICES AND TRAINEES IN GERMANY IN 2012

ProSiebenSat.1 as an Attractive Employer

Positive evaluations in the major surveys of the trendence and Universum institutes on employer appeal regularly show that the ProSiebenSat.1 Group is one of the most popular employers in the media industry. ProSiebenSat.1 took second place in the “trendence Schülerbarometer 2012”. In the “Universum Ranking”, the ProSiebenSat.1 Group was ranked 14th among the most popular media companies. In 2012, the ProSiebenSat.1 Group received around 21,500 applications in Germany, around 25% more than in the previous year (around 17,300). The increase is attributable in part to the strategic increase of staff in the Digital & Adjacent segment. It is of particular importance to the Group to find talented employees and to position itself as an attractive employer to relevant target groups. In 2012, the ProSiebenSat.1 Group strengthened its appeal as an employer by expanding the work-life package and stepping up its employer branding measures.

Family-friendly environment. A family-friendly environment is a crucial criterion for many employees and applicants. The ProSiebenSat.1 Group has offered its employees attractive conditions for over ten years, and it improved its offer once again in 2012. Many ProSiebenSat.1 Group employees have families. As early as 2002, the company founded an inhouse day-care center in Germany which currently has 74 places. In 2012, the Group spent EUR 713,000 on childcare (previous year: EUR 630,000). EUR 207,000 went to the company nursery, EUR 506,000 to care subsidies, which are paid to all employees whose pre-school age children receive care outside the home. Teleworking jobs as well as flexitime models and part-time work simplify balancing family and career. In 2012, the proportion of part-time employees in Germany was 17.6% (previous year: 14.8%). In German companies, the proportion of parttime workers was 26.6%.

  • Work-life package extended: In 2012, the ProSiebenSat.1 Group considerably extended its work-life package in the areas of family, sport, health and service. To do so, the Group is cooperating with an external service partner which brokers concierge services and provides childcare, coaching in difficult life circumstances and support in caring for family members. In addition, the group has worked with the Technische Universität München since 2012 on the issues of health and sport. The package here ranges from individual sports consulting and endurance tests to various sports courses. Moreover, the ProSiebenSat.1 Group offers its employees an attractive benefits package with offers of private pensions and extra leave for special personal reasons.

  • Sabbatical models introduced: In 2012, the ProSiebenSat.1 Group concluded a working agreement concerning various sabbatical models. Since January 1, 2013, this has given employees the opportunity to exchange a portion of their salary for additional vacation days in order to take a short sabbatical of three months or a longer sabbatical over a period of 12 to 24 months.

  • Employer branding measures extended: In order to put across its position as an attractive employer effectively with its public image, the ProSiebenSat.1 Group has extended its employer branding measures in the 2012 financial year. The content and structure of the careers section of the Company website www.ProSiebenSat1.com were fundamentally reworked. This allows applicants to get a much quicker idea of the range of jobs the ProSiebenSat.1 Group offers and the diversity of career opportunities for employees. In addition, the Group intensified its cooperation with universities. In 2012, the Group entered into three new university partnerships, including with the Universities of Mannheim and Münster. ProSiebenSat.1 has partnerships with seven universities in total, establishing contact with future specialists and managers at an early stage. Moreover, the Group was represented at ten higher education, human resources and trade fairs in 2012.

Careers at the ProSiebenSat.1 Group

  • Performance Development: For managers, the Company introduced the ”Performance Development“ program back in 2010. Key factors include specialist performance, behavior as manager and business activity. The program is linked to a bonus system, in an ideal case making employees eligible to receive a one-time payment of up to 200% of the individual target bonus. A further incentive system was first initiated at the ProSiebenSat.1 Group in 2005 — a stock option plan (Long Term Incentive Plan) in which selected managers participate. The stock option plan was replaced in 2012 by a new share-based compensation plan (Group Share Plan).
  • Long-term development and career plans: In the ”Organization & Talent Review“ program (OTR), the ProSiebenSat.1 Group formulates long-term development and career plans with managers and high-potential employees without management responsibility. In this way the ProSiebenSat.1 Group gives talented employees clear development perspectives, at the same time having an efficient instrument for successor planning. The process was introduced in 2010 and is carried out for employees of upper, middle and lower management in a staggered two-year cycle. In 2012, 134 employees on manager level 4 took part in the OTR (previous year: 280 participants from manager levels 1 to 3). 31.3% of participants were female (previous year: 26.4%).
  • Management by Objectives: ProSiebenSat.1 Group staff are managed on the principle of ”Management by Objectives“, drawing on a system of goals that puts higher-level corporate objectives into more specific terms for both staff and management by breaking targets down systematically into segment, departmental and individual goals. At annual assessment interviews, employees and their supervisors define personal targets for the financial year. These are intended not only to provide clear goals but also to encourage motivation. The system of goals is tied to a special, performance-based bonus plan that recognizes individuals’ accomplishment of their goals. The maximum amount of the bonus is partly based on recurring EBITDA. Due to the successful financial year, the bonus share based on recurring EBITDA was 100% in 2012 (previous year: 110%).

High participation rate and good results in employee survey. In June 2012, the ProSiebenSat.1 Group carried out an employee survey, the results of which were presented at the company in September. With a share of 70%, the participation rate rose again compared to the survey in 2010 (66%). The results showed that the level of satisfaction among employees of the ProSiebenSat.1 Group has risen significantly since the last survey. 54 of a total of 56 questions received better ratings than in 2010. The company performed particularly well in the categories “Personal fulfillment in the job” and “Attractiveness of work task.” The employees of the ProSiebenSat.1 Group also assessed the corporate culture very positively (“Relationship to direct superior,” “Association to colleagues”). Every two years, the ProSiebenSat.1 Group carries out an employee survey to gain a detailed impression of the employee morale and to identify possible potential for improvement.