and personnel development, we introduced the new
ALTANA Talent Cycle in 2021. The Talent Cycle combines a
revised version of the previous compass dialog (annual employee
review) and the new People and Talent Conferences
with a completely digital platform – also provided by SAP
SuccessFactors. This is a global, digital, and standardized process
that enables all employees to receive clear feedback
on the competencies that are important to ALTANA and to
exchange views with their manager in a structured and
continuous manner. Personal strengths and areas for development
are identified in a comprehensible way. With the
help of this assessment of competencies and potential, personal
development can be managed and cooperation between
employees and their managers improved. Talent conferences
at the local, divisional, and global level serve to
calibrate performance and potential assessments by managers
and form the basis for future career and succession
planning.
In the area of Compensation & Benefits, the attractiveness
of the employee participation program ALTANA Profit
Participation Rights was once again enhanced in 2021 by
raising the employer allowance and the investment op-
portunities in Germany. ALTANA had issued the profit-sharing
rights for the first time in 2010, thus creating an oppor-
tunity for employees to participate in the future success of
the Group by acquiring an entitlement to an interest payment
dependent on ALTANA’s success. Due to the attractive
conditions, an average of around 40 percent of those entitled
have participated in recent years.
Environment and Safety
Occupational safety and environmentally compatible management
are key components of ALTANA’s corporate strategy
and are becoming increasingly important. The ALTANA
Group measures progress in the area of environmental protection
using specific key figures, such as the consumption
of natural gas and electricity as energy sources and the resulting
greenhouse gas emissions, and in the area of safety
with the help of accident figures.
In terms of environmental protection, our goal is to
continuously reduce energy consumption at all of our sites
and in all areas and to promote the use of energy from
renewable sources in order to achieve climate neutrality for
the ALTANA Group by 2025. ALTANA plans to compensate
for the greenhouse gas emissions that cannot be avoided by
2025 by financing equivalent climate protection projects.
In the field of safety, the primary objective is to reduce the
number of accidents.
The issue of safety is a top priority at ALTANA.
ALTANA ensures continuous improvement in the safety of its
employees by means of various technical and organiza-
tional measures tailored to the production conditions at the
sites and to the laws and regulations that apply there. To
achieve a uniform safety culture, ALTANA also relies on targeted
employee training programs. All of our worldwide
sites have established their own safety organization, which
is responsible, among other things, for complying with all
local occupational safety regulations, for training and education
measures, and for recording and evaluating accidents.
Throughout the Group, the Work Accident Indicator (WAI)
serves as the central key performance indicator for record-
ing and evaluating the development of occupational safety
at all sites on the basis of reported accidents with lost work
days. Three key figures are defined for better comparability:
WAI 1 refers to the number of reported occupational ac-
cidents with lost work time of one day or more per million
working hours. WAI 2 comprises the number of reported
occupational accidents with lost work time of more than three
days per million working hours. And WAI 3 represents the
number of lost work days due to reported occupational accidents
per million working hours.
68 Innovation, Employees, Environment, and Safety