MERLIN Properties Annual Report 2017 / English

ı 89 ı Annual Report 2017 Talent retention. Main mechanisms Remuneration 41 Employees may currently opt to join the Company’s Long-Term Incentive Plan Remuneration is a key tool to attract and retain the best talent. The Company’s remuneration system includes three distinctive features: • Low (base) salary slope between categories. • Better salary than the market average. • Prioritisation of performance over any other variable when determining remuneration. Continuous monitoring of the employees’ evolution. The following developments in employee remuneration took place in 2017: • Extension of the variable remuneration policy to the entire company for 2017 and the coming years. • Extension of the Long-Term Incentive Plan from 12 to 41 employees under the new 2017-2019 Plan. Professional development 1,170 hours training to employees The proactiveness of MERLIN’s professionals is the key to their advancement. The Company’s horizontal structure and youth allows its professionals to define the pace and direction of development based on their capabilities and aspirations. During their time at the Company, all professionals have the opportunity to move between different positions and take on new responsibilities. MERLIN also offers employees post-specific training to boost their development process. This consists of three tools: • Language training plan: available for all employees based at headquarters and aligned with the Company’s current needs. Employees may currently study English and Portuguese. • Guided training: arises from specific needs detected in work teams and tailored to specific professionals. • Shared knowledge: SAP internal training courses are regularly held, the Company’s own personnel teaching their colleagues. Training hours totalled 1,170 in 2017. All new joiners receive training in Occupational Risk Prevention as soon as they join the Company.