Bayer is rich in diverse roles and responsibilities. Our job at HR is to ensure that our pay structures are governed by a system that is transparent and fair. Salaries are to reflect qualifications and achievements, offering both stability and the flexibility to take into account your individual situation. Competitive pay and incentives are just two of the many elements making Bayer an attractive employer.

Base pay at Bayer: Competitive and stable

Money is not everything. But to be attractive as an employer, competitive pay is a must. No wonder, then, that nothing involving your base pay is coincidental. Base pay is the largest component of the total compensation package. It is a fixed, stable and dependable foundation and forms the basis for your standard of living.

Your pay is built on our clearly defined pay principles:
 

• Competitive in the market: We want to offer competitive compensation packages and programs. This is why we benchmark ourselves regularly against industry peers.
• Performance-related: We need dedicated employees to meet the challenges of our innovative portfolio and a highly competitive environment. Your individual performance, therefore, is the major driver for your base pay development.
• Fair: Pay at Bayer is fair. Internal equity is essential for us.

When it comes to determining your base pay as a managerial employee at Bayer, three elements are of fundamental importance: the Hay evaluation of your position defining the salary grade, external market benchmarks and the Bayer salary bands.

Your base pay as a non-managerial employee is founded on the collectively agreed pay scales. These are regulated by the federal remuneration collective agreement or by company collective agreements. The central point of the federal collective wage agreement is the salary scale catalogue with its 13 salary groups.

Variable pay

The pay structure at Bayer consists of different components depending on your employee group:

STI (Short-Term Incentive) is our pay component depending on individual and company performance for managerial employees: The STI is a variable payment which depends on corporate success. We aim for high performance and therefore ask all employees to do their very best to help us meet or exceed our objectives each year. As part of this culture, we believe in rewarding our managerial employees for their individual contributions toward achieving annual objectives and for the financial achievements of their subgroup or service company. We also want our managerial employees to benefit from the financial achievements of the Bayer Group as a whole.
The STI (Short-Term Incentive) is designed to provide these rewards. You will find detailed information in the flyer “Bayer Global STI, Your Short-Term Incentive Plan.”

VEZ (Variable Einmalzahlung), the performance related pay component for tariff employees. The system equivalent to the STI for non-managerial employees is known as "Variable one-time payments (= Variable Einmalzahlung - VEZ)". The VEZ factor differs from the STI factor, and VEZ awards are not dependent on individual performance.

LTI (Long-Term Incentive), for managerial employees as of salary grade VS2: "Aspire" is a global, stock-based cash plan with a period of up to 4 years (rolling basis).
 

Further reading

Would you like to know more about the pay structure at Bayer and the different pay components? Starting from your first day at Bayer you can access our Intranet portal BayerNet. On this portal you will find detailed information on compensation & benefits topics in the section “People” under “My pay”.