Contents Management report Corporate governance Consolidated financial statements Financial statements Pillar 3
Performance management
DLL uses its own system for performance management.
It focuses on achieving results, bringing the DLL core values
into practice and the personal development of employees.
This instrument contributes to the following goals:
Regular contact between the manager and employee about
the plans functioning,
The personal development of employees,
Clarity in mutual expectations between the manager and the
employee,
Direction with regard to the realisation of business goals, and
Transparency in evaluation.
As part of the PM cycle, the manager and employee have
a number of meetings each year: the agreement meeting, the
progress interview and the evaluation interview.
Development of remuneration package
In 2015, DLL took further steps in the area of the moderation
of variable remuneration: for most of the Identified Staff
the variable remuneration is limited to 20%, also outside
the Netherlands. In the Netherlands, the general increase was
1.0% in 2015. For 2016, a general increase of 0.5% is granted.
For the activities of DLL in the American continent, there is
an ongoing pilot programme aimed at making the granting of
the variable remuneration less complex. This pilot will continue
through 2016, and a fundamental discussion about the
performance management system will be held.
DLL has taken further steps in the management and monitoring
of the terms of employment worldwide. A worldwide
Compensation Benefits monitoring plan has been established,
on the basis of which the application of the remuneration
policy will be monitored systematically from 2016.
Rabo Real Estate Group
Rabo Real Estate Group implements its own remuneration
policy that meets the requirements of the Group Remuneration
Policy of Rabobank. In the Netherlands, in addition to
the Executive Board (consisting of three employees as of
1 December 2015), there are forty senior management
employees and around 1,040 CLA employees. Each of
these groups has their own terms of employment package.
Around 550 employees work at subsidiaries outside of
the Netherlands. Each foreign organisation has its own
remuneration policy.
In January 2015, it was announced that FGFH Bank would be
integrated into Rabobank.The employees of FGFH were part
of Rabo Real Estate Group for the whole of 2015. This will also
partly be the case for 2016, meaning that FGFH will continue to
fall under the terms of employment policy of Rabo Real Estate
Group for now.
Remuneration components
In the Netherlands, Rabo Real Estate Group uses a remuneration
package that consists of fixed and variable remuneration
components as well as a pension scheme.
Benchmark
Rabo Real Estate Group has various activities, varying from real
estate development and real estate financing to real estate
investment management domestically and abroad. That is why
a comparison is made of the terms of employment in various
markets, such as the general, financial and asset management
markets, as well as with other specific markets.
Performance management
Rabo Real Estate Group uses a digital instrument for
Performance Competence Management (PCM), with which
the group focuses on achieving results and developing
employees.This instrument contributes to the following goals:
Regular contact between the manager and employee about
the plans functioning,
The personal development of employees,
Clarity in mutual expectations between the manager and the
employee,
Direction with regard to the realisation of business goals, and
Transparency in evaluation.
As part of the PCM cycle, the manager and employee have
a number of meetings each year: the agreement meeting, the
progress interview and the evaluation interview.
The foreign divisions have their own PCM system.
Development of remuneration package
The CLA of Rabo Real Estate Group is agreed with the unions
CNV, FNV and De Unie. In September 2015, a union meeting
took place, during which the parties extensively discussed
the state of affairs ofthe organisation developments and
the consequences thereof for the future ofthe CLA from
1 January 2016. Rabo Real Estate Group has indicated that
the division-specific developments lead to a future increased
111 Remuneration
