© Bundesarbeitgeberverband Chemie
Tarifvertrag „Lebensarbeitszeit und Demografie“ - Den demographischen Wandel gestalten -
Wolfgang Goos, BAVC
Prague, 9 March 2012
„Working Life and Demographic Change“ - Collective agreement for the German Chemical Industry -
Bundesarbeitgeberverband Chemie (BAVC) German Federation of Chemical Employers‘ Associations
National federation of the
German chemical industry
in the area of collective bargaining and social affairs
Headquarters in Wiesbaden, European office in Brussels
Federal structure: BAVC is made up of 10 regional
member associations
1,900 companies with 550,000 employees are members of
the regional associations
2
What we do
Representation of interests in the area
of collective bargaining, social affairs,
labour market policy, health and safety
and training
Negotiation and conclusion of collective
labour agreements at sector level
Coordination of (regionally negotiated) pay policy for
the German chemical industry
Representation of interests towards public authorities
and the general public
3
4
Chemie-Unternehmen (Branchenstruktur) Chemical companies (industry structure)
Mehr als 80 Prozent KMU
Chemical Industry is largely made up of small and
medium-sized enterprises (more than 80 percent)
M itg lie d s u n te rn e h m e n n a c h
B e s c h ä ft ig te n z a h l
4 4 %
9 %7 %
4 0 %
bis 1 0 0 1 0 1 b is 5 0 0 5 0 1 b is 1 .0 0 0 übe r 1 .0 0 0
5
1.900 Unternehmen mit rund
550.000 Beschäftigten, davon
sind gut 27.000 Auszubildende
Unternehmen, Beschäftigte und Auszubildende Companies, Employees, Trainees / Apprentices
Graduates
Foremen,
technicians
Skilled workers
Unskilled workers
Trainees /
apprentices
1.900 companies with 550.000
employees, thereof 27.000
trainees / apprentices
18%
20%
42%
15%
5%Akademiker
Meister / Techniker
Facharbeiter / kaufm. Angest.
An-/Ungelernte
Azubis
6
Zusammenstellung BAVC; Ursprungsdaten aus der Beschäftigungsstatistik der Bundesagentur für Arbeit; Stichtag 31.12.2009
WZ 20 Herstellung von chemischen Erzeugnissen sowie WZ 21 Herstellung v. pharmazeutischen Erzeugnissen
Altersverteilung Chemiebranche Chemical Industry: Age pattern
Average age
42,1 years
Percentage
< 30 years
16,1 %
Percentage
30-50 years
58,9 %
Percentage
> 50 years
25,0 %
Percentage
> 60 years
2,4 %
Altersverteilung Chemiebranche (31.12.2009)
0
2.000
4.000
6.000
8.000
10.000
12.000
14.000
16.000
18.000
15 17 19 21 23 25 27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65
7
Altersbedingte Abgänge Retirement
Altersverteilung Chemiebranche (31.12.2007)
0
2.000
4.000
6.000
8.000
10.000
12.000
14.000
16.000
18.000
15 17 19 21 23 25 27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65
• Ohne Berücksichtigung von ATZ
• Early retirement programs not taken into account
Rentenbedingte Abgänge der Chemiebranche
1.964 2.280
3.550
5.460
7.654
8.545
10.0289.3249.049
1.217
844
0
2.000
4.000
6.000
8.000
10.000
12.000
2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018
8
• Shortage of junior staff
• Employee retention
• Transfer of knowledge
• Number of staff moving to retirement increases
• etc.
Percentage of older employees rises, availability of young employees is reduced
• Productivity
• Mobility and flexibility
• Number of staff away sick
• Know-how
• etc.
Human Resources
Availability
Ageing Workforce
Auswirkungen des demographischen Wandels Demographic change influences business activities
9
Tarifvertrag „Lebensarbeitszeit und Demografie Working Life and Demographic Change (Collective Agreement)
Ziele / objectives:
Nachhaltige und vorausschauende
Personalpolitik ermöglichen
(sustainable staffing policy)
Anreize für längere Beschäftigung
setzen und diese fördern (support
the extension of working life)
Einstieg in einen
andauernden
Gestaltungsprozess
10
Elements
§ 2 Demografieanalyse / Analysis of demographic
characteristics
§ 3 Handlungsfelder und Maßnahmen / Areas of operation and accompanying measures
§ 4 Arbeitsorganisation /
Work organisation
§ 5 Betriebliche
Gesundheitsförderung / Occupational health promotion
§ 6 Qualifizierung / Training & Qualification
§ 7 Demografiefonds / (internal) Fund for demographic challenge
§ 13 Unterstützung durch
die Tarifvertragsparteien /
Assistance by social partners
§ 1 Geltungsbereich / Scope
§ 14 Schlussbestimmungen / Final clause (e.g. duration until 2015)
11
§ 2 Demografieanalyse Analysis of demographic characteristics
Analyse der Alters-, Qualifikations- und Funktionsstruktur
Instrument zur Veranschaulichung des Altersprozesses der Belegschaft
Grundlage, um demografiebedingte Maßnahmen zu diskutieren
8
ASA - AltersStrukturAnalyse2009Altersstruktur
Jahrg.
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Alter
Jahrg.
15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 61 62 63 64 65
1994
1993
1992
1991
1990
1989
1988
1987
1986
1985
1984
1983
1982
1981
1980
1979
1978
1977
1976
1975
1974
1973
1972
1971
1970
1969
1968
1967
1966
1965
1964
1963
1962
1961
1960
1959
1958
1957
1956
1955
1954
1953
1952
1951
1950
1949
1948
1947
1946
1945
1944
2
5
4
9
14
7
14
9
7
12
7
1
1
6
9
4
5
6
6
15
21
2
3
24
29
2
3
9
22
19
2
3
2
8
36
1
6
2
3
29
24
22
22
1
8
1
6
19
15
1
1
1
6
12
6
7
1
3
bis 20 21 bis 30 31 bis 40 41 bis 50 51 bis 60 61 bis 65
----------------- 107 = 16% ----------------- ----------------------- 370 = 55,3% ----------------------- --------------- 192 = 28,7% ---------------
Jüngere Mittlere Ältere
undälter
undälter
22 Azubis (Quote: 3,3%), relativ dünn besetzte Jahrgänge bis Alter 35,
relative Gleichverteilung von Alter 36 bis 56 (starker Mittelblock), relativ geringer Anteil
57 Jahre und älter
Kapazität: altersbedingtes Ausscheiden ohne erhöhte Dynamik ist zu erwarten
Alterung: der starke Mittelblock wird in den kommenden Jahren gemeinsam altern
Altersstruktur detailliert
Demografieanalyse SOG 2009/2014
2
89
13
2 5
3 6
4 6
3 2
3 4
7
2
89
14
2 6
3 6
4 6
3 2
4 0
0
5
10
15
20
25
30
35
40
45
50
16-19 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64
Altersbereich
An
zah
l Mit
arb
eit
er
2009 2014
ASA: 400 Lizenzen
AStAT: 330 Lizenzen
12
Employee
structure
today
Employee
structure
„tomorrow“
Areas of
operation
- age
- gender
- task
- qualification
- employee turnover
- health
- etc.
review:
company, site,
division,
department,
etc.
- information / communication
- job design
- work schedule
- health
- training &
development
- junior staff
- work-life balance
- transfer of
knowledge
- etc.
special impacts:
• recruiting
• employee turnover
• workability
• health
• qualification
• transfer of knowledge
- age
- gender
- task
- qualification
.
.
.
Demografieanalyse / Analysis of demographic characteristics
13
Alterstruktur (Beispiel) / Age distribution / age pattern (example)
ASA - AltersStrukturAnalyse2009Altersstruktur
Jahrg.
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______________________________________________
Alter
Jahrg.
15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 61 62 63 64 65
1994
1993
1992
1991
1990
1989
1988
1987
1986
1985
1984
1983
1982
1981
1980
1979
1978
1977
1976
1975
1974
1973
1972
1971
1970
1969
1968
1967
1966
1965
1964
1963
1962
1961
1960
1959
1958
1957
1956
1955
1954
1953
1952
1951
1950
1949
1948
1947
1946
1945
1944
2
5
4
9
14
7
14
9
7
12
7
11
6
9
4
5
6
6
15
2
1
2
3
2
4
2
9
2
3
9
2
2
19
2
3
2
8
36
16
2
3
2
9
2
4
2
2
2
2
18
16
19
15
11
16
12
6
7
1
3
bis 20 21 bis 30 31 bis 40 41 bis 50 51 bis 60 61 bis 65
----------------- 107 = 16% ----------------- ----------------------- 370 = 55,3% ----------------------- --------------- 192 = 28,7% ---------------
Jüngere Mittlere Ältere
undälter
undälter
14
Which skills are required in future ?
Which training programmes have to be established ?
Do the recruitment policies have to be adjusted ?
Graduates
Foremen,
technicians
Skilled workers
Unskilled
workers
Trainees /
apprentices
Qualifikationen / Kompetenzen Occupational skills
18%
20%
42%
15%
5%
Akademiker
Meister / Techniker
Facharbeiter / kaufm.
Angestellte
An-/Ungelernte
Azubis
15
Setting up and using of the fund
Social Partners on company level (management and works council)
decide on the use (5 different modules possible)
Companies pay 300 € for each employee (not top level executive staff),
beginning in 2010; annual increase in relation to
pay increase of prior year.
Long-term
(time)
accounts
Part time
work for
elderly
employees
(company)
Partial
pension
programme
(state)
Disability
insurance BUC
(special offer for
the chemical
industry)
Pension
plans
§ 7 Demografiefonds / (internal) Fund for demographic challenge
16
Demografiefonds: Bildung und Verwendung
Flexible Verwendung nach Wahl der Betriebsparteien (= BV) (mit Auffangregelung, sofern bis 31.12.2009 keine Einigung)
300 € Demografiebetrag pro Tarifarbeitnehmer und pro Kalenderjahr
durch den AG, erstmals ab 1.1.2010, anschließend Erhöhung
entsprechend der Tariferhöhung des Vorjahres
Langzeit-
konten
Alters-
teilzeit
Teil-
rente
BUZ
Chemie (BUC)
Tarifliche
Altersvorsorge
Auffangregelung: Betriebe 200 AN tarifliche Altersvorsorge, sonst Langzeitkonto, beschränkt auf
Demografiebetrag und Verwendung für Freistellung vor Altersrente
§ 7 Demografiefonds / (internal) Fund for demographic challenge
17
Verwendung des Demografiefonds /
Using of the fund
Quelle: BAVC-Umfrage Mai/Juni 2011; Daten Stand 31.12.2010
Long-term (time)
accounts
Part time
work for
elderly employees
Partial pension
programme
Disability
insurance
BUC
Pension
plans
25
7 0
8
76
57
8 0
5
52
0
25
50
75
Langzeitkonten Altersteilzeit Teilrente BUC tariflicheAltersvorsorge
An
ga
be
in
Pro
ze
nt
% der Unternehmen % Beschäftigte in den Unternehmen
18
area of operation
information /
communication
job design
health
training &
development
transfer of
knowledge
etc.
2010 2011 2012
accompanying measures
seminars / workshops for managers
workplace descriptions
health research group
qualification / skills improvement concepts for vocational training
... ...
workplace health promotion
tandems / job succession
§ 3 Handlungsfelder und Maßnahmen / Areas of operation and accompanying measures
occupational safety
Plan of action: management discusses the results of the analysis and
the plan of action with the works council
19
I. Bewusstsein stärken
Raise Awareness
II. Analyse /
Informationen
gewinnen
Analyse and win
information
III. Betriebliche Gestaltungsstrategien Operational strategies for organisation
IV. Ergebnisse / Results • Innovationsfähigkeit /
Capacity for innovation
• Wettbewerbsfähigkeit /
Ability to compete
• Beschäftigungsfähigkeit /
Employability
Umsetzungskonzept des TV Demo
Implementation
20
Bundesarbeitgeberverband Chemie e.V.
Abraham-Lincoln-Straße 24
65189 Wiesbaden
Telefon +49 611 77881- 45
Fax +49 611 77881- 22
www.bavc.de
Vielen Dank für Ihre Aufmerksamkeit!
Thank you for your attention!
