We see our rapidly changing, more and more globalized world as a chance of developing our company. We want our employees to share our vision as to reach our challenging goals.
Relying upon our company’s strengths, which is first of all our highly motivated employees, we are on our way to the future,
creating new ideas and
- implementing efficient organizational structures.
Together with you we will find specific steps to develop and enhance your individual skills and capabilities. Qualification is the basis of our joint future.
Internal and external courses as well as executive trainings are the foundations of Siltronic’s innovative education system.
Internal assignment of executive positions is part of our philosophy. As a result we see the development and encouragement of our talented and motivated staff as one of the most important tasks within Siltronic.
The framework for qualification and development is built by the upcoming new challenges for our company and our employees. Accordingly, Siltronic’s employees are encouraged to develop their roles within process management and individual entrepreneurship. Furthermore, we want them to perform an advisory function and continue to develop their personality.
We put an emphasis on systematic feedback for existing and in development executive personnel given by our top management. On the basis of a well structured feedback on strengths and weaknesses we develop detailed measures of qualification “on the job” which will take place at home and abroad. These measures include special trainings and project oriented work.
Since Siltronic has been on its way to internalization for several years, therefore development of executives also means to attract high-potentials with intercultural competencies and experiences.
Management of Ideas
Progress needs innovation. Siltronic supports our employee’s creativity by an attractive system for management of new ideas.
Proposals for improvement are directly discussed with the direct supervisor. Feasibility and value added are decisive criteria for realization and gratification.
Dialogue and feedback are key points of our philosophy, one important part is the employee interview once a year. You will get detailed feedback from your supervisor. Based on a strengths & weaknesses analysis, your development potential is assessed. Inconsideration of your personal interests and professional prospects a specific plan of qualification and development will be derived.
This interview is a framework for performance assessment, too. We would like to encourage and support the personal responsibility of every employee.
Objectives of these interviews are:
- to secure and support the dialogue and communication between employees and their direct management
- to conduct a transparent performance assessment
- to support our employee’s career path
- to improve motivation, capability and work related satisfaction
Nive to five?
Modern flextime models allow you to flexibly determine your working hours in accordance with your own level of performance and skills. Siltronic accommodates employees in many departments by offering various alternatives that fulfill both corporate and individual needs.
Flexible working hours
Flexible working hours and personalized flextime accounts are incorporated into the work-time models of many task-related and functional areas.
Independent working hours
The principle of independent working hours (i.e. self-determined working hours without "clocking in" and "clocking out" requirements) is already employed in many managerial areas.
Production facilities frequently require around-the-clock or nearly continuous shift operations.
In addition to the various work-time models, Siltronic offers highly flexible part-time systems, some of which are based on job sharing or other modern part-time models.
Compensation / Profit Sharing
Siltronic places great importance on letting employees participate in the company's success.
Generally, the greater your responsibility for corporate results, the greater the possible increase of your total compensation via its variable components.
Added to that is a further compensation component, also voluntarily provided by Siltronic, that reflects the individual employee's performance. Profit sharing and personal performance payments of variable size are also granted to non-pay-scale employees.
Fringe benefits and social security measures also play a major role, supplementing cash-based compensation. We provide a modern structure for employees retirement benefits. Other employee perks include a broad variety of additional fringe benefits and social measures.