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The Principles of the Remuneration Policy

The Principles of the Remuneration Policy of the State Joint-stock Company Riga International Airport

SJSC Riga International Airport (“the Airport”) provides work to more than 1000 employees. They are a responsive, professional and enthusiastic community helping the Airport achieve its business objectives.

The Airport as a responsible employer sees the goal of its remuneration policy in creation of a wages and salaries system facilitating provision of top-quality, safe and accessible air travel services to our clients by maintaining and developing infrastructure that complies with international aviation standards.

The remuneration policy is focussed on creation of a stable, competitive wages and salaries system always paid on time and supplemented with social guarantees and benefits.

The remuneration system is defined in the Airport’s Wages and Salaries Regulation and it consists of a salary, a variable part of a salary, premiums and bonuses as well as other work-related rewards.

Salary –monthly fixed remuneration set for each position (for the employees working standard hours) or an hourly wage tariff (for the employees with aggregated working time).
Variable part – the variable part of a monthly salary or an hourly wage set as a percentage of the fixed salary or the hourly wage and added thereto, depending of the employee’s annual performance appraisal results.
Monthly salary – the sum total of the salary or hourly wage and the variable part.

The remuneration system consists of seven remuneration levels. The remuneration level is the range of the monthly salary (from-to) for specified groups of positions, within which the sum total of the salary and the variable part, depending on the principle of its establishing, may change. All the positions are divided into groups and attributed specific remuneration levels.

The remuneration of the airport personnel is established by determining the relative value of each position by means of assessment according to the following criteria:

  •  responsibility – freedom of action, impact on the result,
  •  problem solving, decision making and complexity,
  •  professional competence, including the education level and work experience record.