Balance 2015 ENG

cially in the area of jobs paid according to tariff. An integrated map function allows the display of the searching company’s geographical location. For employees at Lufthansa German Airlines and in central functions the program also offers a free job application service with external advisors. Program participants who wish to apply for a suitable job via the portal can also use this service to have their application docu- ments checked, to obtain tips on how to optimize them and to be prepared for upcoming job interviews. COMPASS is addressed to employees and managers whose jobs are threatened, who seek new professional challenges or who would like to become self-employed. To support the latter in an optimum way, the program also includes comprehensive, individual counseling for setting up a business as a self-employed entrepreneur. An online forum, where current and former users can exchange information anony- mously, completes the range of coun- seling offers and online services within COMPASS. In this way, COMPASS has evolved into an integral part of sustainable personnel policy at the Lufthansa Group. “involve me!”: First Group-wide standardized employee survey For many years the Lufthansa Group has counted on regular employee surveys. With the introduction of the strategic pro- gram “7to1 – Our way forward”, which also includes the action field “Culture and Leadership” (see page 18), the impor- tance of a modern, feedback-oriented leadership culture has further increased. The goal of employee surveys is to find out how satisfied employees are with their work, to what degree they identify with their employer and where they have identi- fied weak spots (see from page 93, Balance 2014). The results and open comments thus obtained are the basis for an in-depth dialogue between managers and employees and the drivers of contin- uous improvements within the Company. While each Group company conducted its own survey in the past, 2015 marks the first year in which a Group-wide standardized polling process is to be implemented. A significant advantage of the new proce- dure is that themes, questions and indices can be harmonized and results can be compared. The new survey concept will be known under a new name: “involve me!” Employees of the Lufthansa Group selected this name from among four alter- natives. COMPASS program: Job exchange offers more than jobs The Lufthansa Group pursues a sustain- able personnel policy that takes into account not only the Company’s require- ments, but also the employees’ interests. This also applies to times of change, which are unavoidably accompanied by operational restructurings. For this rea- son, the aviation company has offered COMPASS (see page 93, Balance 2014), which was launched in 2013, in an expand- ed format since the beginning of 2015. Since then, employees have been able to access in an even simpler, more efficient and direct way daily updated vacancies at more than 50 renowned partner compa- nies, including the job portal JobStairs. As a further advantage, the job exchange lists significantly more offers than before, espe- 82 // Social Responsibility

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