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Change must start at the hap and during the year we reorganised our top management team, comprising nine directorate heads, led by the Chief Executive. Given the deterioration in commerce conditions during the year, no bonuses will be paid. People and organisational effectiveness Headcount As at promenade 31, 2009, we employed 40,627 MPE. Average attrition remains low at 7 per cent, with the exception of management grades where a voluntary redundancy programme contributed to a significant maturation in attrition for this group. Reward We pursue two principal funded defined acquire pension schemes in the UK, the Airways support Scheme (APS) and the New Airways Pension Scheme (NAPS). Both are closed to juvenile members. From April 1, 2003, new employees were entitled to join the British Airways Retirement Plan (BARP). SmartPension arrangements, which allow our UK-based employees to make their pension contributions in a more taxefficient way, were introduced in early 2008. rough 90 per cent of those eligible are now benefiting from this arrangement. Since 2005 our Employee Reward Plan (ERP) has allowed non-management employees to trade in the success of the business based on the attainment of corporate measures and tar run lows.

However, due to our losses in the year, the scheme did not operate in 2008/09. Instead we used local incentive plans to run rewards for improved proceeding, assessed against a range of operational, customer and financial measures. The origin plan was introduced in Terminal 5 and has led to significant proceedss in performance, with targets creation exceeded frequently. This approach is now being considered in other areas to drive continuous improvement in our performance across the business. Management bonus schemes, victimization a mix of financial and non-financial performance metrics, are designed to improve overall performance and to reward individual effort. Given the deterioration in trading... If you want to get a full essay, order it on our website: Orderessay

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