The success of a location, a division or the Corporation as a whole depends to a significant extent on the commitment of each individual employee. Continental is therefore endeavored to spur its employees at all levels on to peak performance and to let them partake of the company’s success.

Continental makes a distinction between three profit sharing models:

1. Individual: Middle and top management throughout the Corporation shares in the company’s profits by means of a process of agreed-upon annual targets.
2. Location: In a group work environment, employees enjoy a share in the savings achieved when specified targets are met. A reduction in the number of rejects or downtime or optimization of quality are examples of the criteria applied here.
3. Corporate-wide profit-sharing: Depending on the Corporation’s financial results, the Executive Board decides each year on whether to distribute a portion of the consolidated profits to all the employees. The amount paid is in relation to the purchasing power at each Continental location.

In line with our success-oriented compensation policy, the company made a one-off payment to its staff as a reward for corporate performance in fiscal year 2007. The total sum for profit-sharing payments rose to around €38 million.

Due to the difficult economic situation, Continental employees did not receive any corporate profit-sharing payment for fiscal 2008.