Socially responsible staff restructuring
With a view to remaining strong and competitive in our dynamic and global market environment, in the long term, we support and assist our employees in growing with the evolving digitalized workplace.
These changes are also accompanied by unavoidable personnel restructuring. We are creating new jobs in growth fields and are training qualified personnel to fill these positions. In other areas, we are restructuring, and reducing our workforce in the process. We make sure that all staff restructuring measures are implemented in a socially responsible way for our employees.
The HR service provider Vivento has provided us with support for implementing staff restructuring in Germany for many years. Since 2013, Vivento has been primarily responsible for providing support and placement services for civil servants. 70 civil servants employed at Deutsche Telekom in Germany opted for a permanent transfer to federal, state, or local authorities in 2021. The focus was primarily on transfers of civil servants to the German Armed Forces, the Customs Office, and to other federal authorities. Also, employees were assisted in finding positions with administrative authorities. Since Vivento’s founding, 18 years ago, it has helped more than 52 900 employees (full-time equivalents – FTEs ; as of Dec. 31, 2021) find viable new options.
For some years now, various segments, including T-Systems, Group Headquarters and Telekom Deutschland, have offered surplus personnel assistance, including individual counseling for professional reorientation. Employees in the change process are given prompt and comprehensive support, with the goal of finding permanent new employment for them.Reporting against standards
Job Service & Placement (JSP): Staff restructuring at T-Systems
Deutsche Telekom’s systems solutions business is currently undergoing a transformation. Job Service & Placement (JSP), our internal service provider, advises and supports employees, with a comprehensive program and various initiatives, in connection with the necessary change processes. The aim is to place employees within the Group or externally. In addition, T-Systems supports restructuring in a socially responsible manner – for example, by offering phased retirement, early retirement, and severance payments.
T-Systems also designs and supports processes for individual applications to external partners. In 2021, the company also launched new initiatives for placement of employees in available positions in the employment market. One such initiative was the program “ACM – Ausgewählte Chancen am Markt” (“Selected opportunities in the market”). In the framework of the initiative, cooperating companies and government agencies offer expert and management positions for potential new recruits. T-Systems presents the cooperating partners and organizes pertinent informational events for employees.
Holistic staff restructuring and transfer management at Telekom Deutschland GmbH
Telekom Deutschland GmbH has implemented a holistic staff restructuring and transfer management system since 2017. Its aim is to win employees over to the idea of a career change early on. In cases where tasks are being eliminated in the near or medium term, or different skills are required, the affected employees will be given advice proactively regarding opportunities for a professional reorientation. Managers are also actively involved in the change process. Together with them, internal and external employment alternatives are considered and personal labor market profiles developed. In addition, assistance is provided for individual application processes and – where necessary – training offered. Since 2018, around 1 200 employees nationwide, in the company’s Germany segment , have received counseling via this system. Approximately two thirds of them were able to find new options through these measures.
Tools for socially responsible staff restructuring Deutsche Telekom Group in Germany KPI
We continued our efforts to engage in socially acceptable staff restructuring. To this end, the Group continued to rely on the already proven tools of early retirement, severance pay and partial retirement in 2021.
You can find further information in the HR Factbook.Reporting against standards
- Criterion 6 (Rules and Processes)
- Criterion 14 (Employee Rights)
Fluctuation rate KPI
The fluctuation rate in Germany increased slightly compared to 2020 and was 2.1 percent. Internationally it has also risen compared with 2020. At Group level, it also increased slightly due to the increase in Germany and internationally and stood at 5.2 percent in 2021.
Proportion of civil servants in Group workforce KPI
The proportion of civil servants employed in the company fell once again in 2021. The reason for this is that Deutsche Telekom has not recruited any new civil servant staff since the company was privatized. In addition to civil servants leaving the company when they reach retirement age, others also took advantage of early retirement or moved to other agencies. This led to a continuous drop in the number of civil servants in our workforce.