Your Guide to Gain Share
What is Gainshare?
Gainshare payments are based on productivity improvements against set company targets; the metric used to determine productivity will be OPEX (Operating Expenditure) Per Passenger.
Every employee has opportunity to influence Opex directly in their roles, the actual Opex Per Passenger achieved will be measured versus the Opex Per Passenger in the budget as agreed through a daa Group Board approved process.
There are a number of financial “triggers” or “thresholds” that daa Group must achieve before any payment can be made. Annually a predetermined minimum Profit after Tax (PAT) threshold must be achieved.
Who is eligible for Gainshare?
Employees who do not currently receive performance related incentive payments (known as the Performance Related Pay Scheme (PRP) and whose terms and conditions or collectively bargained agreement provide for the Gainshare payment are eligible to receive the payment.
Employees in receipt of PRP payments already have a remuneration element linked to Company performance.
To note: employees not in receipt of lump sum performance related payments (PRP) but who are in receipt of collectively agreed performance related salary progression are eligible to receive gainshare payments.
Illustration of Business Overachievement:
The table below sets out the different payments which would be paid based on any business overachievement:
*The amount of gainshare paid will be capped at 10% of outperformance against budget.
How Gain Share is Calculated & Things to Note
• Employees who work less than 1 FTE in the relevant year will receive a pro-rata payment based on hours worked. 1 FTE is as established in each area.
• Employees who leave the company before payment is made would not be entitled to a payment.
• Employees leaving the company due to the normal retirement date during the financial year who will receive a pro-rata gainshare payment for that year when gainshare is paid.
• As absence is a matter of serious concern and to incentivise better attendance:
a. Individual absence of 4 occasions or above in a calendar year will render the person ineligible for payment
b. Notwithstanding the above, in exceptional circumstances and in relation to a very narrow range of serious physical injuries at work, such as those arising from assaults, fire, or chemical burns; the company will make a payment.
c. The payment values for those deemed ineligible for payment due to 4 or more occurrences of absence will be redistributed to those with zero absence in that calendar year.
If you’ve any questions about the Gain Share scheme, your eligibility, or a query on previous payments, then you can raise a ticket via iHR or call 1800 804 313.
Conditions for Payment: The company reserves the right to make changes to the structure of the Gain Share payment.