01

Principles of behaviour

Personal responsibility

We, i.e. all employees and managers of Blue Climate AG, take responsibility for our tasks and our work results. We act in the interests of the company and its customers, are solution-orientated and seize our opportunities.

02

Willingness to perform

We use our personal labour and personal skills to achieve the company's goals. Consistently focussing on customer needs is crucial in this respect.

03

Communication

We communicate openly, honestly, reliably and respectfully with each other. We address conflicts in good time and deal with them fairly. We work together to find solutions and honour agreements.

04

Co-operation

We support each other and treat each other in a spirit of partnership and appreciation. We promote the learning process, own up to our mistakes and learn from them. We are open to change.

05

Management principles

Role model

Our managers exemplify good performance and the principles of behaviour and leadership.

06

Guidance

Leadership means achieving goals with people. Our managers are aware of their responsibilities. They deploy their employees correctly according to their strengths. They demand performance, quality and results, empower their employees and strengthen their personal responsibility. They delegate and monitor processes appropriately. Our managers actively encourage feedback between themselves and their employees (giving and receiving). They create motivating framework conditions and harmonise company goals and individual goals. Our managers lead in a goal-orientated, demanding and participative manner. Participation does not replace management decisions.

07

Trust

Trust forms the basis for the relationship between managers and employees. Trust includes the conviction that our employees are competent and willing to perform.

08

Personnel development

We recognise development as an important management task and give everyone the opportunity to help shape their personal and professional future. The impetus for further development is primarily the responsibility of our employees. We support internal and external measures for professional training and development.

09

quality

Quality is our greatest asset, and we strive to achieve this every day. We want to maximise the benefits for our customers. We not only provide / sell services and solutions, we also create qualitative value. That is why we fulfil our customers' requirements with the utmost care. By organising internal workshops and training courses, we help to ensure that every single employee is quality-conscious at all times.

10

Corporate Governance

Corporate governance is an important issue in a management-owned SME. We are aware that, despite the concentration of management and shareholders, good corporate governance and control are important for the sustainable success of the company.

That is why we consciously rely on external monitoring by

• an external Chairman of the Board of Directors and
• an external, independent auditor.

The competencies are clearly and transparently disclosed in the organisational regulations of Blue Climate AG.

11

Management system

Blue Climate AG is in the process of establishing a quality management system worthy of certification in accordance with ISO standard 9001:2015.

We describe our corporate principles in the management handbook. It contains guidelines on service and solution quality as well as employee protection, lists important management and behavioural rules and sets out the principles of our personnel policy. The current management handbook is the most important overarching instrument for managing operational business. Based on this, the management ensures that the applicable laws and guidelines are complied with at all times.

12

Risk management

Risk awareness is a core element of our corporate behaviour. We take measures to consider all risk factors and to eliminate and limit risks where possible. Our risk management system serves to identify and assess risks, monitor, control and minimise them, document them and communicate them within and, if necessary, outside the company. We are continuously developing our risk management guidelines and systems.

We have been developing our internal control system (ICS) since 2014 and are orientated towards the ISO 9001:2015 standards.

We integrate the system into the internal organisation in such a way that the separation of management at process level and control at the highest level of the company is guaranteed.

13

Our risk management system

The system's various tools include risk scenarios, the risk portfolio and the risk map. The risk scenarios take into account issues such as delivery capability and market fluctuations, service and solution security and occupational safety. The most important parameters in the risk assessment are possible effects and the degree of controllability.

We are not primarily interested in the probability of a scenario occurring. We deliberately want to deal with scenarios that can be regarded as very rare and unlikely.

The risk portfolio summarises the findings, defines priorities and recommends measures of a technical and organisational nature. The risk map serves as a communication and control tool for the clear presentation and evaluation of risks by categorising emerging developments according to the colours of the traffic light. The risk map is presented to the Board of Directors on a regular basis.

14

Personnel

Our responsibility as an employer

As an employer, we demonstrate social commitment. We challenge and encourage, we create a secure livelihood and an optimal environment for our employees. We offer a functioning multicultural working environment: colleagues of different nationalities work together in a good family atmosphere and together characterise our open, family-like corporate culture.

15

Personnel policy

The way in which our employees convey the values and performance of our company to the outside world or contribute to these values and performance is our decisive competitive advantage. Our HR policy is fully aligned with this realisation. 

16

Recruitment

Within the requirements profile, we select our new employees on the basis of their personality. We are looking for people who want to help shape their own future and that of the company and who will take on the responsibility assigned to them.

We offer our employees holistic and responsible fields of activity with a direct influence on the development of our company.

We adapt the tasks of our employees to market developments.

17

Staff appraisal

We have an annual target agreement and appraisal process so that employees are aware of their challenges and can fulfil their role. Performance is assessed based on the achievement of factual and behavioural objectives. Discussions during the year supplement the formal process.

Discussions due to unsatisfactory performance or undesirable behaviour are formally documented. Exceptional performance is recognised and can also be formally documented.

With good tools, professionally conducted employee appraisals and an honest dialogue culture, we achieve feedback that is appreciative and promotes development.

18

Staff remuneration

We remunerate based on job requirements, performance and the market. Our benefits are not limited to the payment of salary. Our employees also enjoy additional, attractive employment conditions. We endeavour to align the remuneration of our employees with the success of the company.

19

Personnel development

We recognise development as an important management task and give everyone the opportunity to help shape their personal and professional future. The impetus for further development is primarily the responsibility of our employees. We support internal and external measures for professional training and development.

20

Communication

Through communication, we create transparency, understanding, trust and motivation both internally and externally, thereby making the company recognisable as an attractive employer. We also see communication as an instrument that is used to achieve the company's goals.

21

Personnel department

Our HR department provides the processes, tools and services to implement this HR policy. The employees in the HR department are the contact persons for managers and employees.