In times of demographic change and a lack of specialist staff, the competition for the best employees is increasing by the year.
For us, it is becoming increasingly important to advertise what makes us so special as a medium-sized family-run company, so that we can stand out from other companies as an employer.
We do everything we can to offer our staff attractive employment, so that they can be proud of their employer:
- Work safety
- A friendly atmosphere
- Modern work environment
- Compatibility between work and private life
- Wide ranging career and development opportunities
- Competitive salaries and social support
At igefa, we take employee rights and fair working conditions seriously, as well as high standards when it comes to health and safety.
The protection of these basic principles is anchored in our Company Policy and our procedural instructions. Many of our staff have already been working with us for several years precisely for this reason.
Compatibility between work and private life
Today, compatibility between professional and private life is becoming increasingly important due to various societal developments, such as provision of care for children or care of relatives who need assistance.
As a family-run company, we want to support families in mastering the difficult art of combining work and private life.
That is why, as far as possible, we offer our staff flexible working hours, home office solutions and part-time employment.
However, these flexible ways of working are not just popular with families. For young people of “Generation Y” age and so-called “digital natives”, flexible work conditions are becoming ever more important, and also make us an attractive employer for the younger generations.
In general, our working hours adhere strictly to the statutory specifications.
If overtime is needed, it is reimbursed financially or offset by extra time off.
Diversity and equal opportunities
Equal treatment and equal opportunities, regardless of
- skin colour
- social or geographical origin
- sexual orientation
- political or religious affiliation
- gender or age
are basic pillars of our sense of obligation at igefa and form a key component of the igefa Code of Ethics.
The Code of Ethics is a part of our integrated management system, and is binding for all igefa staff, including those working outside Germany.
Infringements can be reported to the management or an ombudsman via an installed reporting procedure, also anonymously, in a way that does not create any disadvantage for the sender arising from their report.
During the reporting period, we received no notification of any infringements.
As a result of our varied professional profiles and skilled professions, we offer people with a wide range of different qualifications the chance to create opportunities for the future:
- from a lower secondary school leaving certificate to “Abitur” (A-Levels)
- from completing their professional training to finishing their studies
Communication und participation
Our flat hierarchies and short communication routes at igefa promote direct exchange between staff, the management and owners, enabling active participation in decision-making processes.
A large number of strategic and operative measures are initiated by our specialist and management staff themselves, and then prepared and taken forward at regular meetings and conferences.
We have different ways of communicating with our staff:
- regular meetings and video conferences at the different levels
- staff discussions
- Intranet, website
- staff newsletter
- at least one owner address or staff meeting per year
- corporate events, staff parties
We conduct staff surveys at regular intervals, in order to obtain valid data about staff satisfaction. These take place for all locations, either in the form of a questionnaire or as part of annual staff discussions.
Our regional ideas management and recommendation procedure with report boxes means that staff can easily and quickly submit their own ideas and suggestions for improvement.
Many ideas and recommendations from our staff have already led to process improvements and cost savings.
Salaries and social benefits
igefa offers its staff a clear, performance-oriented, reliable, competitive salary above the legal minimum wage.
The basis of the salary calculation and any variables is in line with the following categories, regardless of gender:
- Complexity of tasks
- Significance of the function for the company
- Experience of the member of staff
Of key importance when evaluating these factors are the respective function or job description in particular, as well as any individual target agreements.
To improve pension provisions, each member of staff has the opportunity to convert their salary in order to pay into a direct insurance policy offered by the company or a pension savings fund.
Focus on personnel management
In 2016, igefa established a personnel management working group, thus doing justice to the importance of our staff - including future staff - for securing the future of the organisation.
The personnel working group consists of personnel managers and owners of the individual company groups.
The goal of the working group is to support the strategic further development of igefa by developing specific concepts:
- Increasing the attractiveness of igefa as an employer, as well as its name recognition
- Improving employee health
- Staff loyalty and recruitment
This working group is also obliged to collect personnel figures to derive specific targets and to support the long-term personnel planning of the company groups.
With the establishment of the personnel working group, igefa has set out on a path for overcoming future challenges on the job market, and driving forward this important area.
We have also gained new staff: Since mid-2017, one personnel manager is responsible for all personnel issues among the central igefa businesses, and also joins the working group.