+
ANNUAL SUSTAINABILITY REPORT
= PASSION FOR THE TEAM
REMUNERATIONS
[GRI: 102-35, 102-36, 202-1, 405-1, 405-2; Spanish Law (11/2018): 20, 21, 22]
Our Remuneration Policy and Control System, to which employees have access through the Intranet, considers the employees’ performance and work experience to assign salaries, while also considering the market remuneration equivalent to the position held by the person within ALEATICA. In 2019, together with the consulting firm Mercer Consulting, we conducted a study to implement a competitive and equitable remuneration structure, based on the contribution made by each position to the organizational pillars and business objectives. This new remuneration structure was approved in December 2019 by the Board of Directors of ALEATICA SAU and in February 2020 by the Board of Directors of ALEATICA SAB. In May 2020 we implemented the new compensation structure, comparing each employee’s compensation with that corresponding to their level, in order to identify the gaps that should be closed, and thus position each person’s compensation at least at 80% of the market average. This is applicable whenever performance is evaluated with an expected level of compliance.
ANNUAL BONUS COMPETITIVENESS AND INTERNAL EQUITY NUMBER OF EMPLOYEES WITHIN COMPETITIVE RANGES
Employees before implementation Employees post implementation < 70% >=70% and <85% >=85% and <115%
>=115%
IMPROVEMENT IN SALARY DISTRIBUTION - GLOBAL BASIS NUMBER OF EMPLOYEES WITHIN COMPETITIVE RANGES
The new compensation structure redefined the eligibility criteria for the payment of short-term bonuses or performance incentives, so that as of 2020 they only apply to the executive level. Therefore, the annual bonus received in 2019 was integrated into the base remuneration of the other employees Through a successful communication plan, more than 1,000 letters were delivered to employees, with personalized messages for each group, explaining the new compensation they would receive as of 2020.
Employees before implementation Employees post implementation < 70% >=70% and <85% >=85% and <115%
>=115%
Information from the non-consolidated Business Units is not included: Mexico (Supervía Poniente, Libramiento Elevado de Puebla and Toluca International Airport), Spain (Autovía A-2 and Metro Ligero Oeste), Chile (Vespucio Oriente) and Italy (Brebemi). Brebemi was not included because the salary analysis was conducted prior to its incorporation on October 26, 2020.
Given the fluctuations in the exchange rate, with the euro appreciating against the currencies of the countries where we operate, the remunerations expressed in euros in this report will be lower in relation to the remunerations presented in the 2019 Report, with the exception of Spain where the euro is the local currency. At ALEATICA we do not make salary adjustments that negatively affect the income of our employees. 86
87