Performance. We want to create an environment in which our staff can grow professionally and demonstrate their passion to perform.
Peggy Lau, Head of Human Resources, North Asia, Deutsche Bank, Hong Kong
| Structural Data | 2003 | 2002 | 2001 | |
| Staff (full-time equivalent)1 | 67,682 | 77,442 | 86,524 | |
| Divisions |
Private Clients and Asset Management |
54.4% | 53.6% | 50.9% |
|
Corporate and Investment Bank |
43.8% | 44.2% | 44.4% | |
|
Corporate Investments |
0.3% | 0.9% | 3.4% | |
|
Corporate Center |
1.5% | 1.3% | 1.3% | |
| Regions |
Germany |
44.1% | 43.7% | 47.6% |
|
Europe (excluding Germany)2 |
28.7% | 27.8% | 26.8% | |
|
North America |
17.6% | 19.8% | 17.5% | |
|
South America |
0.8% | 0.8% | 0.8% | |
|
Asia/Pacific |
8.8% | 7.9% | 7.3% | |
| Qualifications3 |
University degree |
51.0% | 49.8% | 46.1% |
|
High school certificate |
23.8% | 24.4% | 26.3% | |
|
Other school degree |
25.2% | 25.8% | 27.6% | |
| Age3 |
up to 24 years |
7.5% | 8.7% | 10.4% |
|
25–34 years |
35.8% | 36.8% | 37.4% | |
|
35–44 years |
33.9% | 32.4% | 30.4% | |
|
45–54 years |
18.7% | 18.0% | 17.4% | |
|
over 54 years |
4.1% | 4.1% | 4.4% | |
| Key Figures | 2003 | 2002 | 2001 | |
| Employee Commitment Index | 67 | 67 | 70 | |
| Employees leaving the bank for a new job4 | 3.8% | 3.6% | 8.0% | |
| Advanced training (expenses per employee in €)3 | 1,298 | 1,506 | 1,590 | |
| Apprenticeship programs (expenses in € million) | 50 | 53 | 64 | |
| Participants in the staff share program | 33% | 30% | –5 | |
| Special Initiatives | ||||
| Systematic talent managementin all divisions |
Talent management pursues the goal of challenging and developing our best talents in order to retain them and thereby strengthen our competitiveness. | |||
| Introduction and implementation of Group-wide standards on leadership |
The Leadership Standards define responsibilities and outcomes against which managers will be assessed on a Group-wide basis. The standards comprise financial and business success, sustainable quality in process engineering, franchise building and leading people. | |||
| Transition of existing German defined-benefit pension plan into a defined-contribution plan |
Conversion to modern defined-contribution pension plans accepted by approximately 94% of staff in question (approximately 23,000). | |||
| 1 | Staff (full-time equivalent) = total headcount adjusted proportionately for part-time staff, excluding apprentices and interns. |
| 2 | Includes immaterial number of employees in Africa. |
| 3 | Point of reference: number of staff (headcount). |
| 4 | 2003 and 2002 not comparable with 2001 figures due to changed calculation basis. |
| 5 | 2001: due to stock market conditions after September 11 staff were allowed to reverse their orders. |