The breakdown of this item in the accompanying statement of profit or loss is as follows:
2019 |
2018 |
2017 |
|
|---|---|---|---|
Wages and salaries |
(2,207) |
(2,187) |
(2,137) |
Social security contributions |
(517) |
(482) |
(472) |
Contributions to pension plans (saving and risk) * |
(145) |
(139) |
(136) |
Transfers to defined benefit plans |
3 |
3 |
2 |
Other personnel expenses |
(1,090) |
(153) |
(238) |
Of which: Labour agreement 8-5-2019 (Note 23.2) |
(978) |
|
|
Total |
(3,956) |
(2,958) |
(2,981) |
(*) Includes premiums paid.
The expense recognised in 'Transfers to defined contribution plans' includes mainly mandatory contributions stipulated which are made to cover retirement, disability and death obligations of serving employees. To cover retirement, CaixaBank makes a monthly contribution equal to a percentage of pensionable wage items ranging from 0% to 8.5% depending on the length of service at the Group and other agreed terms and conditions.
“Other personnel expenses” includes, inter alia, training expenses, education grants and indemnities and other short term benefits. The cost of share-based payment plans, is also recognised under this heading, recorded with a balancing entry under 'Shareholders' equity — Other equity items' of the accompanying balance sheet, net of the corresponding tax effect. The amounts accrued from the share-based compensation plans are set out below:
|
2019 (**) |
2018 |
2017 |
|---|---|---|---|
Format variable compensation package bonus - Executive Director, Senior Executive and other members of the group identified |
9 |
8 |
7 |
Variable remuneration of the Long-Term Incentives Plan related to the SP 2015-2018 * |
|
2 |
3 |
Variable remuneration of the Annual Consolidable Incentives Plan related to the SP 2019-2021 |
3 |
|
|
Total |
12 |
10 |
10 |
Beneficiaries of the Annual Consolidable Incentives Plan (people): |
90 |
|
|
(*) With respect to the Long-Term Incentives Plan linked to the SP 2015-2018, the estimated maximum number of authorised Beneficiaries of the Plan stood at 80 people. The earned amount in 2017 is the target, which has been adjusted in 2018 for the achievement of the plan.
(**) In accordance with that established in the Policy of Remunerations approved in the agreements of the General Committee of Shareholders of 6 April 2019, the reference for the calculation of the stock equivalent to the variable compensation package based on instruments for 2019 is the average of the CaixaBank, SA share price between 1 and 15 February of 2020.
The characteristics of the variable components in place that entail remunerations paid in shares are detailed below:
Remuneration in shares * |
Group identified |
Accrual period |
Payment scheme |
Parametres evaluated |
Completion level |
|---|---|---|---|---|---|
Variable remuneration in bonus format |
Executive Directors **, Senior Management *** and other members of the identified collective *** |
Yearly |
Upon each settlement, the payment is made in shares [50%] and cash [50%] |
i) Individual challenges (50%) linked to strategic objectives |
Min [80%] and Max [120%] |
ii) Corporate challenges (50%) linked to the following parameters:
|
Min [60%] and Max [120%] |
||||
Annual Conditioned Incentives Plan related to the SP 2019-2021 ** |
Executive Directors, Senior Management, and other key management personnel of the Group |
From 2019 to 2023
|
Executive Directors and Management Committee members:
Other key management personnel of the Group
|
i) Provisional incentive based on the following metrics:
|
Min [80%] and Max [120%] |
ii) Definitive incentive: ex post adjustment to the provisional incentive based on the following metrics:
|
Additional conditions are established according to CaixaBank's position with respect to the metrics indicated |
||||
(*) The Annual Remunerations Report regarding the directors of listed limited companies this year includes the terms and conditions related to said payment schemes.
(**) Executive Directors receive variable remuneration in the form of a bonus, determined by a target compensation established by the Board at the proposal of the Remuneration Committee, with a level of achievement adjusted to the risk and the measurement of performance. It will be approved by the Board at the proposal of the Remuneration Committee.
(***) The challenge of the members of Senior Management and other members of the identified collective is calculated in line with the CEO, although the weighting of the RAF and of the variation of problematic assets is 15% and 5%, respectively.
The average number of employees, by professional category and gender, is set out below:
|
2019 |
2018 |
2017 |
||||||
|---|---|---|---|---|---|---|---|---|---|
|
Men |
Women |
of which: with a disability ≥ 33% |
Men |
Women |
of which: with a disability ≥ 33% |
Men |
Women |
of which: with a disability ≥ 33% |
Directors |
3,716 |
2,366 |
26 |
3,769 |
2,216 |
0 |
3,927 |
2,182 |
|
Middle management |
3,454 |
4,035 |
32 |
3,262 |
3,939 |
29 |
3,247 |
3,945 |
64 |
Agents |
9,650 |
13,376 |
285 |
10,365 |
13,765 |
312 |
10,342 |
13,643 |
151 |
Total |
16,820 |
19,777 |
343 |
17,396 |
19,920 |
341 |
17,516 |
19,770 |
215 |
(*) The distribution, by professional category and gender, at any given time is not significantly different from that of the average number of employees.
