ANNUAL REPORT INTRUM JUSTITIA A N N U A L R EP O R T 2 0 ...

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Notes
NOTE 28
AVERAGE NUMBER Of EMPLOYEES
GROUP OF WHICH PARENT COMPANY
2010 2009 2010 2009
MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN
Austria 11 25 6 37
Belgium 35 73 39 56
Czech
Republic
21 21 21 29
Denmark 20 41 21 40
Estonia 8 27 8 31
Finland 104 270 88 253
France 109 281 117 272
Germany 56 104 60 117
Hungary 26 57 30 81
Ireland 21 34 12 26
Italy 20 58 27 85
Latvia 15 14 6 10
Lithuania 2 12 1 12
Netherlands 189 141 204 146
Norway 27 35 33 37
Poland 111 129 98 127
Portugal 17 61 17 55
Slovakia 19 35 21 34
Spain 62 202 82 240
Switzerland 120 76 121 88
Sweden 147 229 122 238 13 12 12 13
UK 19 15 129 95
Total 1,159 1,940 1,263 2,109 13 12 12 13
3,099 3,372 25 25
Of the Group’s employees 37 percent are younger than 30 years old, 32 percent
are 30-39 years, 21 percent are 40-49 years and 10 percent are 50 years or older.
2010 2009
GROUP MEN WOMEN MEN WOMEN
Gender distribution of senior executives
Board of Directors 5 2 5 2
Group Management Team 8 – 10 1
Country MDs 13 4 15 3
Board members in
subsidiaries (percent)
97 3 73 27
Four members of the Group Management Team are employees of the Parent
Company. There is no management team for the Parent Company.
NOTE 29
SICK LEAVE
Sick leave among employees of the Group’s Swedish companies, expressed as
a percentage of the employees’ aggregate normal working hours.
GROUP PARENT COMPANY
2010 2009 2010 2009
Men 2.5 3.0 0.5 4.7
Women 4.9 5.8 8.8 7.4
Employees aged 29 or younger 6.3 7.5 * *
Employees aged 30–49 3.0 3.5 3.9 6.7
Employees aged 50 or older 4.6 6.2 * *
Total 3.9 4.8 3.9 6.2
Of which long-term
sick leave (60 days or more)
32 31 75 82
* Not reported since the number of employees in the category is less than ten.
During the year sick leave in the Group as a whole, including foreign subsidiaries,
corresponded to 3.9 percent (4.8) of the employees’ aggregate normal working
hours.
NOTE 30
SALARIES AND OTHER REMUNERATION
GROUP PARENT COMPANY
2010 2009 2010 2009
Salaries and other remuneration
to senior executives, i.e., Board,
Presidents and Executive Vice
Presidents
Salaries and other remuneration
to other employees
53.7 84.6 9.6 7.9
Northern Europe 410.0 401.3 – –
Central Europe 225.8 243.3 – –
Western Europe 410.0 477.3 – –
Head offices and central
operations
53.7 52.6 33.3 24.4
Total salaries and other
remuneration, Group
1,153.2 1,259.1 42.9 32.3
Social security costs 305.3 304.5 22.5 17.3
Of which pension costs
Costs for employee stock
81.0 74.2 9.2 7.4
option program, including
social security costs
–2.6 –1.2 –2.6 –1.8
Total 1,455.9 1,562.4 62.8 47.8
Salaries and other remuneration in the Group also include remuneration in
forms other than cash payments, such as a free or subsidized car, housing and
meals. Parent Company figures strictly refer to cash payments, however.
For information on compensation to the Group’s senior executives, see
Note 31.
NOTE 31
TERMS AND CONDITIONS Of EMPLOYMENT fOR SENIOR EXECUTIVES
Remuneration principles for senior executives
The Chairman of the Board and other Board members receive fees determined
by the Annual General Meeting, including additional fees for committee
work. The company also compensates Board members for travel expenses in
connection with their Board work.
The Annual General Meeting in 2010 adopted the following principles of
remuneration for senior executives.
According to these principles, Intrum Justitia will offer market terms enabling
the Group to recruit and retain highly qualified executives with the ability
to achieve established goals. As far as possible, remuneration structures will
be predictable in terms of the cost for the company and the benefits for the
employee, and will be based on factors such as position, competence, experience
and performance. The principles of remuneration may vary within the
Group depending on local conditions.
Relationship between fixed and variable remuneration
as well as the connection between performance and compensation
Remuneration consists of a fixed base salary and variable compensation,
the latter of which is paid to reward the achievement of certain targets in
a simple, transparent manner. According to the principle for management’s
variable compensation, such compensation generally will not exceed the annual
base salary. Management’s variable compensation will depend on the
extent to which predetermined targets are met. In 2010 an incentive program
was established whereby senior executives and other key persons can receive
part of their annual salary in the form of cash compensation. Performance
is measured during a three-year period, and to receive a distribution these
individuals must remain employees.
Non-monetary benefits, pension, termination and severance
Management’s non-monetary benefits shall facilitate performance and
conform to what is considered reasonable according to market practice.
Management’s pension terms will correspond to what generally applies for
similar executives in the market in terms of defined contribution solutions.
Termination and severance pay for members of the Group Management
Team may not exceed 24 months’ salary.