Remunerative structure

 

 

- Professional classification and wage scheme 

The professional classification of the PATSA is currently distributed between these professional groups: 0 to 8. Of these nine levels, 0 to 4 (both inclusive) are personnel excluded from the collective bargaining agreement, and 5 to 8 (both inclusive) are personnel subject to the labour conditions established in the collective bargaining agreement.

Affiliation to the different organisational levels and professional groups is done in accordance with an evaluation system of the job posts that follows the basic methodology of HAY Group and a follow-through study is conducted every five years that supervises the internal and external fairness of the assessment system and wage scheme linked to this scale, both for personnel excluded from the agreement and personnel linked to the agreement.

It is particularly important to obtain coherence and internal equality between the two wage schemes, as the progressiveness of the remuneration model pursuant to classification levels could break in the border area between the highest levels of the collective bargaining agreement and the lowest levels of the remuneration scheme for those not in the agreement.

- Personnel excluded from the collective bargaining agreement (groups 1 to 4)

Executive management are level 1 and levels 3 and 4 are highly-specialised technical personnel excluded from the agreement, who generally report to the three highest levels and have a hierarchical position with regard to managers and technicians in levels 5 and 6, for personnel affiliated with the collective bargaining agreement.

The remunerative system for personnel excluded from the agreement consists of these items:

Fixed or base wage: Gross monetary amounts received by the occupant of a job in one calendar year, without including the bonus for the job post held or the variable linked to obtaining targets. It corresponds to the level and professional group occupied.

Job post bonus: linked to executing specific responsibilities in the job post. Its function remunerates specific characteristics of a job post by assigning an assessment level or group. In general terms, it represents 15% of the average base wage of the professional group and is established as a closed amount, different for each professional group.

Variable wage: sum of the gross monetary amounts earned in the previous year, payable in the year in progress and for obtaining specific targets (company-wide or individual) during the calendar year. Variable wage is a percentage of the base wage plus the job post bonus. The percentage of variable wage is established annually as an amount that represents a maximum of obtaining 100% of the targets and is a percentage of the base wage plus the job post bonus that, in general, is shown in the table below according to each employee's professional group and is different for each professional group: 

Groups 1 and 2     10%

Groups 3 and 4     7%

Total remuneration: is the sum of the previous wage items.

The application of this scheme (base wage and job post bonus) can be implemented progressively over time for levels 3 and 4, in so far as it means modifying pre-existing contractual conditions.

The application of the variables chart can also be done progressively, with the aim of obtaining these percentages without an immediate effect on the maximum theoretical amount of the variable, which is absorbable and compensable.

For personnel excluded from the agreement, they do not earn items linked to presence, remaining at or years worked at the company or leaves of absence from the job post established by contract.

The application of the annual wage update for excluded personnel, although done individually, is referenced in the public or private arena of services and operations companies (external market of comparison pursuant to the HAY scale) and takes professional career issues into account.

- Personnel subject to the collective bargaining agreement (groups 5 to 8)

Level 5 consists of middle managers and mid-level technicians.

Level 6 consists of supervisors and specialists.

Levels 7 and 8 consist of operators in different business units, administrative personnel and maintenance personnel. 

The remuneration system is based on different items. The nature of the income is broken down into three broad sections below:

Fixed items: the base wage, the job post bonus, the agreement bonus and extra payments make up this group. This group also includes payment for time at company for two-year and five-year periods or two-year and five-year periods according to the applicable collective bargaining agreement.

Other non-fixed items or bonuses: these payments that are one-off, such as overtime, or that depend on the event that produces the condition that causes them and conditions the amount, such as loss of money or issues related to the job chart, among others. 

Items linked to presence or lack of absenteeism are also included in this group.

Variable wage: equal to excluded personnel, it is the sum of the gross monetary amounts earned in the previous year, payable in the year in progress and for obtaining specific targets (company-wide or individual) during the calendar year. Variable wage is a percentage of the fixed items. Percentages range from 1% to 4% of fixed items (without years worked), depending on the professional group and job post.

Total remuneration: is the sum of the previous wage items.

Remuneration tables for personnel excluded from the agreement (groups 0 to 4)

 

Fixed wage received / Variable wage received / Bonuses received / Number of employees

 

 

 

 

 
 
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