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We need involved and motivated employees who are committed to the success of Schiphol Group and who continue to develop themselves. They are essential for our ability to realise our strategic ambitions. Schiphol aims to be a loyal employer, that invests in its employees and gives them the possibilities to pursue an interesting career. In return, we expect our employees to have an enterprising and professional work attitude.

Employee development

At the end of 2012, Schiphol Group had 2,131 employees, corresponding to 2,080 FTEs, which is virtually the same as the number of fte in 2011 (2,088). There was a decrease in the number of seasonal personnel and temporary replacement personnel.

Talent & Leadership development

In 2012, the Talent & Leadership Curriculum was expanded with three training programmes aimed at managers of Schiphol Nederland B.V. with a higher vocational or university degree. In the second half of 2012, 20% of the two hundred managers participated in these intensive training programmes. The remaining managers will participate in the programme in 2013.

These management training programmes are a follow-up to the new performance management policy that was implemented in 2012. This policy focuses on performance agreements between managers and employees. The goal is to initiate an active dialogue and to increase the transparency of the assessment process.

New trainees

A new group of trainees started in 2012. This is a way to attract young talent. The ten trainees have been selected from more than nine hundred applications. Each trainee will complete four projects during the next two years to gain knowledge and experience in the different business areas. In addition, the trainees participate in a personal development programme. In 2012, the ten trainees that started in 2010 all found jobs within Schiphol Group.


Schiphol Group is a highly diverse organisation. We want our employees to be proud of Schiphol and feel at home, regardless of factors such as their cultural background or gender. In recent years, we have made a specific effort to increase the number of women in the top of the organisation. We have formulated a target: 30% of the senior management positions should be held by female employees by the end of 2014. At the end of 2012, the proportion was already 27% compared with 23.4% in 2011. The monitoring commission of the charter Talent to the Top has noted our efforts. Schiphol Group has been designated as Best Practice, partly because we 'simply do it'. This recognition is an extra incentive to prepare our talented female employees in the sub top for a higher level.

Average employment length Schiphol Group
(years per location)

Schiphol Group










Average age of Schiphol Group employees
(years per location)

Schiphol Group










(number per location)






Schiphol Group (2,130)






Schiphol (1,948)






Rotterdam (130)






Eindhoven (36)






Lelystad (16)






Safe and sustainable employability

The long-term plan Safe and sustainable employability 2012 – 2014   (Veilige en Duurzame Inzetbaarheid 2012–2014) was adopted in 2012. This plan guarantees the safety, health, vitality and employability of our staff. We want our employees to be motivated, involved and healthy and to be able to continue to provide added value to our organisation. Furthermore, we want employees and third parties to be aware of the importance of safety and the further development thereof. They must be able to do their work in a safe and healthy environment.

The implementation of this policy is described in the Safety and Working Conditions Plan (Veiligheids- en Arbobeleidsplan). Relevant laws and regulations are applied as the lower limit. Amsterdam Airport Schiphol uses a working conditions management system that is based on the international standard OHSAS 18001 (Occupational Health and Safety Assessment Series).

Absenteeism due to illness 

In 2012, much attention was given to reducing and controlling absenteeism due to illness as part of the policy. In the past year, absenteeism due to illness at Schiphol Nederland B.V. dropped by one percentage point to 3.7%.

We take curative as well as preventive measures. Training sessions regarding absenteeism counselling were organised for all the operational managers. Employees could participate in preventive medical vitality examinations. Almost two-thirds of the employees participated. The results show that the mental vitality of the employees is high, but that physical vitality requires our continued attention.

Labour conditions

Schiphol Nederland B.V. and the unions have included stipulations in the collective labour agreement that relate to increasing sustainable employability. We have developed an HR policy that takes into account the phases in the lives of employees. This policy allows employees to make their own choices in respect of career development, leave, flexible work and vitality. We have put together a package of measures aimed at promoting internal mobility, with a focus on the personal development of employees. These regulations have replaced the previous age-related HR policy that only focused on older employees.

Safe employability

Safety is one of the main topics of the long-term plan. By safe employability we mean that employees and third parties are aware of the importance of working safely and that they carry out their work in a safe and healthy environment. Where possible, we continue to make safety improvements. In 2012, exposure of our employees to diesel engine emissions was further restricted. The renovation of the platform at Pier C is well under way and will include an increase in the number of underground fuel pipelines for kerosene. This has the advantage that there will be no more tankers driving around Pier C, which enhanced the safety at the platform. The Safety & Security Pocket Guide that all employees receive when they apply for a Schiphol Pass, is also available as an app since 2012. This guide also includes information on occupational safety.

To enhance the safety of regular maintenance, renovations and new construction work, a start was made in 2012 with the standardisation of safety and health plans. These plans contain clear procedures for each project and also describe the risks and role of Schiphol in its capacity as commissioning party, partner and/or supervisor.

Schiphol uses the Lost Time Injury Frequency (LTIF) to register work-related accidents. This measure enables us to compare our performance to that of other companies within and outside the sector and to previous years. In 2012, the LTIF of Schiphol Nederland B.V. (excluding the fire brigade) was 1.6. The LTIF of the fire brigade was 44.4. This is similar to the level that we recorded in internal reports in previous years. In 2012, we have improved LTIF measurement: registration now also encompasses all work-related accidents that occur at airside, in the baggage basements and in the terminal.


Integrity means that we conduct our business honestly and treat each other with respect. Schiphol attaches great value to this. The manner in which we treat each other within Schiphol is laid down in the rules of conduct. These rules contain agreements on how to deal with abuse: harrassment, fraud, contacts with external parties and the abuse of e-mail, internet and social media.

Colleagues have a moral obligation to file a report if they know that someone within our organisation is or has been involved in situations that violate these rules of conduct. In 2012, we set up a special telephone number that employees can call to report integrity breaches anonymously. This telephone number is managed by an external agency that sends the notifications to the integrity commission. Employees can also contact one of the confidential advisors or the integrity committee directly.