Skip to main content
STAFF
Compensation Policy

The Remuneration Policy applies to indirect personnel and is based on the Role Model, understanding "role" as "the set of responsibilities, knowledge and skills, to a certain degree, required for the optimal performance of the tasks assigned.”

The fixed remuneration associated with each role is defined according to the role assessment using the CompensaVal model.

The Remuneration Policy applies to indirect personnel and is based on the Role Model, understanding "role" as "the set of responsibilities, knowledge and skills, to a certain degree, required for the optimal performance of the tasks assigned.” The same role may include different jobs with different technical content, depending on the area in question.

This policy is guided by the following principles:  

INTERNAL EQUITY

Direct relationship between the content and responsibilities of each role and the remuneration received.

COMPETITIVENESS

Considers the reference market, with the objective of attracting and retaining staff.

MOTIVATION

Considers the remuneration associated with the role, recognition for their contribution to the achievement of results and, to the extent possible under the law, their personal and/or family needs.

FLEXIBILITY

To adapt quickly to market conditions, competition, and organizational needs. When determining compensation, we consider not only the role held and performance, but also potential and personal and family circumstances.

The fixed remuneration associated with each role is defined according to the role assessment using the CompensaVal model, a job evaluation tool developed by Compensa Capital Humano. Seven factors are evaluated:

  • Required training and experience

  • Complexity of problems
  • Managerial complexity
  • Leadership and motivation
  • Decision-making
  • Organizational responsibility
  • Nature of results.
A combination of internal equity (80%) and market factors (20%) is used to maintain internal equity and improve competitiveness in the market. This generates a structure for degree of content, as shown in the image.
The evaluation midpoint for each content grade is calculated according to the median (MD) formula of the fixed remuneration market average for that grade:

Median (MD): Y = 90.117 * Points + 3,924.6

Median (MD): Y = 90.117 * Points + 3,924.6

Based on this result, minimum (-20%) and maximum (+20%) limits are established for each content grade, and the dispersion between -20% and +20% is divided into nine levels so that individuals can be promoted in terms of remuneration without having to change the content of their role according to their experience, performance, and potential.

Remuneration data is presented by professional category and gender, as the role system has not yet been extended to workplaces outside Spain.

AVERAGE WAGES BY GENDER AND PROFESSIONAL CATEGORY AND THE WAGE GAP

DATA
IN €

SPAIN
WOMEN

SPAIN
MEN

SPAIN
GAP (%)

BRAZIL
WOMEN

BRAZIL
MEN

BRAZIL
GAP (%)

FRANCE
WOMEN

FRANCE
MEN

FRANCE
GAP (%)

MOROCCO
WOMEN

MOROCCO
MEN

MOROCCO
GAP (%)
MANAGERIAL ROLES
110,963,11
117,694
5.72%
-
52,000
-
51,269
91,496
43.97%
-
-
-
MIDDLE MANAGEMENT AND SKILLED TECHNICIANS
56,609.95
59,437.74
4.76%
26,240
24,793.85
-5.83%
51,673
52,132
0.88%
27,443
36,621
25.06%
TECHNICIANS
34,427.39
37,236.65
7.54%
10,113.57
13,102.01
22.81%
40,953
39,949
-2.51%
-
10.816
-
FUNCTIONAL SUPPORT
28,500.87
29,885.67
4.63%
9,297.98
8,853.21
-5.02%
41,355
28,655
-44.32%
-
7,926
-
OPERATORS
26,418.71
28,884.43
8.54%
6,245.10
6,599.89
5.38%
30,478
33,246
8.33%
6,305
5,148
-22.47%
TOTAL AVERAGE
33,354.24
33,651.44
0.88%
10,344
9,587
-7.90%
33,084
39,642
16.54%
11,590
7,236
-60.16%

Companies located in Spain carry out salary audits in accordance with Royal Decree 902/2020, of October 13th, on equality in remuneration between women and men. In no case have gaps been identified that would require the development of specific action plans. For its part, the Brazilian headquarters carries out a transparency exercise in relation to remuneration, publishing information on salaries on the company's website in compliance with local legal requirements.

Salaries for direct personnel are set by the applicable collective agreement. Thus, the fixed remuneration for similar positions with the same level of experience and seniority is the same, regardless of other circumstances, including age or gender. Variable remuneration, or the incentive system, is directly linked to individual performance.

Companies located in Spain carry out salary audits in accordance with Royal Decree 902/2020, of October 13th, on equality in remuneration between women and men. In no case have gaps been identified that would require the development of specific action plans.

Companies located in Spain carry out salary audits in accordance with Royal Decree 902/2020, of October 13th, on equality in remuneration between women and men. In no case have gaps been identified that would require the development of specific action plans.

The remuneration of the members of the Boards of Directors is governed by the Corporate Bylaws, which were amended in this regard in 2024 to adapt to the new structure following the acquisition of 100% of Alestis Aerospace, with this company now being governed by a Sole Director following the acquisition. In any case, the position of director is remunerated and the remuneration system and remuneration to be received by directors who are not executive directors, in the event that the management body takes the form of a Board of Directors, is a fixed annual allowance, commensurate with their services and responsibilities, which may be paid in cash and/or in kind.

The average gross remuneration of Alestis' directors was €45,000 per year for the months in which they served as directors (some directors held office for only one month, and the rest for three months, until the Board was dissolved on March 31). In total, the directors were paid a total of €63,750 during 2024. In the case of Aciturri, the total remuneration paid to the Board of Directors was €901,050 (an average of €9,377 per director per month for the time they served as directors).

Specifically, in 2024, the average remuneration of the directors of Aciturri Aeronáutica was €105,116.67 gross per annum, while at Alestis Aerospace the average remuneration was €45,000. These are considered annual calculations, although some of the directors have been in office for shorter periods and have received the proportional part of the remuneration (for example, the Board of Directors of Alestis is dissolved on March 31). No information broken down by gender is included, as there is only one female director on each of the Boards.

No payments in kind were made during the year. Nor were any contributions made to pension funds or plans on behalf of directors or senior management, nor were any obligations incurred in this regard. The directors did not receive any remuneration in the form of profit sharing, life insurance premiums or payments to long-term savings plans. Nor did they receive any shares or stock options during the year, nor did they exercise any options, nor do they have any options pending execution, nor were they granted any advances or loans. No payments were made in respect of compensation.

previous section
next section