October 2000EUROCARDES steering committee / INE-OTE research / presentation BANKING SECTOR’S CADRES IN GREECE Presentation of INE-OTOE research’s main findings

October 2000EUROCARDES steering committee / INE-OTE research / presentation Research Objectives  Determination of «cadres» in Greece  description of demographic characteristics  analysis of current labour situation in terms of: working time and conditions Labor relations relationship with Trade Unions compensation level and components

October 2000EUROCARDES steering committee / INE-OTE research / presentation Research Framework  Desk research on data drawn up from Employment Observatory for the Banking Sector Eurostat other research carried out by private consulting companies  Field research through: questionnaire to the Banks’ H/R Divisions questionnaire to employees’ Unions focus group workshops

October 2000EUROCARDES steering committee / INE-OTE research / presentation The field research took place from October 1999 to April 2000 and participated:  13 Banks & Financial Institutions representing more than 50% of total sector employment  16 first level Trade Unions Research Framework

October 2000EUROCARDES steering committee / INE-OTE research / presentation Definition of «cadres» in Greece  There is no legal definition  Distinction between «white-collar» and «blue-collar» workers  Banks’ annual social reports make the following distinction: Directors or managerial staff Supervisors Specialists

October 2000EUROCARDES steering committee / INE-OTE research / presentation A Bank Director in Greece:  Forms the 7,1% of the sector’s employment  Is a man by 88%  Is years old (58%)  Possess at least a university degree (50%)  Has more than 16 years previous service (79%)

October 2000EUROCARDES steering committee / INE-OTE research / presentation TOTAL EMPLOYMENT TIME

October 2000EUROCARDES steering committee / INE-OTE research / presentation WHY DO THEY HAVE TO WORK MORE?

October 2000EUROCARDES steering committee / INE-OTE research / presentation WHY DO THEY HAVE TO WORK MORE? the Unions' answers Incentives & target setting 12% Other 3% No answer 9% Personnel planning problems 9% Business needing enhansive availability 12% Much work to be done 21% Hard competition 25% Carrier antagonism 9%

October 2000EUROCARDES steering committee / INE-OTE research / presentation Consequences of working-time lengthening  Positive for the Banks : 62%  Positive for the cadres : 28%  both the Banks and the Unions feel that bonuses and additional benefits compensate for lengthened working-time (55% of the answers),  while the cadres think they don’t (39% of the answers)

October 2000EUROCARDES steering committee / INE-OTE research / presentation ROLE ASSIGNED TO CADRES

October 2000EUROCARDES steering committee / INE-OTE research / presentation According to the Banks’ opinion a successful «stelexos»:  Has worked his way up within the Bank (91%)  His experience is equivalent to Knowledge (100%)  His is qualified for the position according to existing job descriptions (64%)

October 2000EUROCARDES steering committee / INE-OTE research / presentation However, as TOP MANAGEMENT members, in most of the cases (73%) are appointed executives from outside the company

October 2000EUROCARDES steering committee / INE-OTE research / presentation The most important challenges executives will have to face in the coming 3 year-time, are:  Deriving from Banks’ hard competition  Related to target achievement  Born with mergers and acquisitions  Incorporated in managerial and operational procedures reengineering

October 2000EUROCARDES steering committee / INE-OTE research / presentation

October 2000EUROCARDES steering committee / INE-OTE research / presentation Cadres’ relationship with Trade Unions  There are no labor Unions, of any level, especially for Cadres  Cadres have different degree of participation in existing Unions  Banks think that Unions’ engagement in Cadres’ special problems solving is insufficient  While the Unions think the opposite