To guarantee equal opportunities in access to employment and professional promotion for the team, regardless of gender, age, origin or any other factor of diversity, the Company has an assessment system to evaluate the capabilities of each person, in which individual merit stands out as a decisive factor. This system makes it possible to evaluate the annual contribution of each person to the Company’s success.
For the purpose of conducting individual evaluations, objectives are established according to each person’s role and competencies (social and team; task and business; and personal), as well as the level of knowledge demonstrated in the performance of the role. The process evaluates the level of achievement of the objectives at two points during the year, through the intermediate evaluation and the final evaluation.
These evaluations are integrated into SEDA (Aciturri’s Performance Evaluation System), a process developed using Success Factors as a tool to automate and analyze the information generated and the competency matrices (Skill Matrix) in a better way.
Since 2024, the role model and performance evaluation have applied to all indirect labour, corporate and engineering staff at all Aerostructures plants. In addition, all direct labour positions have been standardized across all plants, and the Skill Matrix has been launched for all this staff.
In the case of France, a digital tool was implemented in 2025 to help monitor the training plan and contribute to the proper performance of annual performance interviews. As a result of this implementation, 6 apprenticeship contracts are currently in progress.
In addition, Aciturri has the PI® (Predictive Index) tool, which supports the collection of more information from recruitment processes with incoming candidates through to promotion and professional development processes.
Every year, Aciturri draws up the Annual Training Plan based on the analysis of the team’s needs, business information (context information, new investments or facilities, regulatory changes, future projects, etc.) and the conclusions of the performance evaluation process.
At Aciturri Aeroengines, the HR team and the Works Council have collaborated in defining a new Skill Matrix to assess, using objective criteria, the professional categories of workshop employees, making it possible to provide visibility of their professional development and their current and future remuneration.
At Malichaud, training is managed through a digital tool that was implemented with the aim of monitoring the training plan and helping to carry out annual performance interviews.
22. The difference between the reported percentage and 100% corresponds to people for whom the performance evaluation process is not applicable at the time it is carried out. The percentage is calculated with respect to the staff as at 31 December. The data included in this table refer to each company as follows: in Spain, to Aciturri Aeronáutica, S.L.U., Aciturri Aerostructures, S.L.U., Aciturri Engineering, S.L.U., Aciturri Corporate, S.L.U. and Alestis Aerospace, S.L.U.; and in Brazil, to Alestis do Brasil Industria Aeroespacial, Ltda.
