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What can you expect in your first days at Siemens? What’s in it for you? What development will be available to you? And who can you contact to find out more?
Your first day
Starting a new job is always exciting. Have a look at the timeline to see what you can expect from your first day. We are happy to have you on board and will do our best to make to make sure you have a great experience.
On your first day, you will meet a lot of new people and begin to orient yourself to your new working environment - that’s why we put a lot of effort into making sure that you feel well prepared for your first working day.
You don’t need to bring anything for your first day. When you show up at the office, our receptionists will let your manager know that you are here, and he/she will pick you up. Together you wil go through your introduction plan to make sure that you know what is going to happen in the coming hours and days.
Your manager will introduce you to your team and important stakeholders - they know you’re coming and are excited to meet you. You will have time to get to know them, learn about their roles and responsibilities, and find out who you will be working closely with.
You will also meet your buddy. Your buddy is an experienced colleague who will help you and support you from the first day. If you haven’t been assigned a buddy but would like to have one, ask your manager.
The first day is about getting familiar with your work environment and the people around you. You will have lunch with your team, giving you an opportunity to get to know each other.
During the day, your manager or buddy will show you around the office to make sure you know where to find everything you need. You will set up your laptop, phone and other equipment and will have the time to become familiar with your workplace.
To help ensure that you are well integrated in to the team and feel confident, your manager and buddy will provide you with relevant information - and introductions during your first 6 hours, but also during your first 6 days, 6 weeks, 6 months and your first year. Have a look at your introduction plan or read more about it on the intranet once you’ve started.
Compensation & Benefits
We at Compensation & Benefits (CB) strive to provide you with best-in-class income which is fair compared to other internal positions as well as other positions on the market.
Check out our Total Rewards Framework below, which shows you the main income elements, monetary and non-monetary. In the Total Rewards Framework we illustrate the main reward elements, and you can expect a selection of these depending on your country’s and contract group’s conditions.
The position and the country you work in has a significant impact on the income elements you will receive: Whether you are eligible for a particular element depends on your position and your country’s employment conditions.
You receive Base Pay for performing specific job responsibilities within the normal work schedule.
Base Salary is a fixed annual sum, paid to you at regular intervals (e.g. monthly).
Fixed Allowances are non-performance related extra payments that depend on the prevalence in the market (e.g. transportation allowance, shift differentials, and other such guaranteed payments).
Variable Pay reflects your and your team´s contributions and/or the performance of Siemens. Variable Pay is pay at risk: it has to be re-earned in each period.
The plan design for the Annual Incentives for higher managers is decided every year by the Managing Board. Most other Short Term Incentives plans use similar principles.
Sales Incentives are pay plans for sales employees based on a predetermined formula (e.g. a percentage of the value of sales). They typically constitute a significant part of a sales employee’s compensation package.
Long Term Incentives (LTI) are based on your performance for a period of more than twelve months. They typically come in form of equity or cash payments based on the value of equity.
Stock Awards are restricted for certain eligible employees, as defined by the annual guideline. The incumbent receives a number of Stock Awards based on, among other things, his/her job function and individual performance.
Phantom Stock Awards are awarded instead of Stock Awards in some countries due to legal restrictions. Siemens will deliver cash payment at the end of the vesting period rather than delivering shares.
Project Bonus is tied to the completion of a project.
Special Payments (Spot Bonus/ex gratia) are exceptional payments after the observation of e.g. special achievements, exceptional efforts or superior behaviors.
Overtime Premium is paid for work performed in excess of the basic working time. This is sometimes applied to work performed on weekends and public holidays.
Benefits are indirect and non-cash compensation paid to an employee. Some benefits are regulated by law, others are provided on a voluntary basis and vary from company to company.
Post-Employment Benefits include pensions, Deferred Compensation, other post-employment benefits (e.g. medical care after retirement, termination/retirement indemnities).
Insurable Benefits are supplementary to any state/social security provided benefits. Insurable Benefits are typically divided into Life & Disability (e.g. life insurance) and Healthcare (e.g. medical treatments).
There are many Other Benefits, for example Transportation, Paid Time Off/Vacation and Work-Life Benefits like Family/Medical Leave.
Recognition plans acknowledge efforts, dedication or performance for a defined group of employees. Employees´ contributions are recognized after-the-fact. There are Monetary Recognition Plans and Non-Monetary Recognition Plans (including e.g. personal recognition moments or public social recognition).
Employees can participate voluntarily in the Share Matching Plan, in which they invest in Siemens shares based on different funding methods (depending on country and position). For every three shares held for three years, the participant will receive one free matching share if he/she is still a Siemens employee.
Profit Sharing allows eligible employees to participate in the company’s success by becoming Siemens shareholders. After the sharing pool for this purpose meets certain thresholds, the amount will be distributed to employees worldwide, preferably in the form of Siemens shares.
Of course, "intangible" rewards are also important, e.g. an environment and/or development opportunities that recognize, appreciate and reinforce best-in-class performance.
Siemens offers a motivating environment, built upon our company culture, our values, the leadership style within the organization, the manner in which we assess employees´ performance, development opportunities, our corporate “brand” and our working environment.
To be well prepared for your first day, you may have a few questions. If you need any information about your employment, salary, or other work related, please topics contact AskHR.
We are happy to support you in any way we can, and we will do our best to make your transition as quick and as smooth as possible. Once you have started in your new position, you can visit the HR intranet for more information.
Learning and development opportunities
Shaping the future is all about conquering the present. By providing the framework that will allow you to drive your own personal and professional growth, we will succeed. Together, we can achieve our vision.
“Lifelong Learning is the core of shaping the future of Siemens. As colorful as our challenges and our employees are as colorful is the Learning World at Siemens. Systematic learning paths foster your career, electronic learning opportunities support you in your day-to-day challenges, hackathons and labs connect you with like-minded colleagues – following our motto: Just do – and learn”
… supports at supporting your performance and development within your role as well as realizing your individual career aspirations.
Performance management at Siemens is based on a continuous dialogue covering expectations and objectives. At Siemens we focus on achievement of specific targets, and on the way they have been achieved.
We believe real-time feedback should focus on strengths, and it is one of the most important aspects of performance management. It is considered a two way street between employees, peers and managers.
Your manager will introduce you to our approach during your first weeks at Siemens.
‘Siemens Global Learning Campus’ offers training all over the world for all employees and supports you in building individual competencies – from soft skills to in-depth knowledge in your area of expertise. Also, if you are a team leader, you will receive support with developing your team; and those responsible for entire business units receive support for strategic steps and change processes. Global Learning Campus can be visited in 30 countries or via e-learning anywhere and anytime.
The ‘Siemens Leadership Excellence Program’ is aimed at current and future executives. In addition, the individual Siemens business areas share knowledge on their technologies and products.
Siemens Social Network
You can count on AskHR for work-related questions. For questions in task-specific areas, visit our social network to draw on the knowledge of more experienced colleagues all around the world. You can join and set up groups, share ideas, discuss issues and solve problems with other members of your workgroup. Online networks give you the chance to take advantage of fast and global interaction.
This is a great way to connect with people who face the same issues and questions, but might be working in completely different countries or divisions.
As soon as you start working at Siemens, you can create your own profile and join the community. We are looking forward to seeing you there.