Excerpt from the Edi­to­ri­al:

In recent years, the remu­ne­ra­ti­on struc­tu­re within the aqua­tic faci­li­ties sec­tor has under­go­ne signi­fi­cant chan­ges. The pri­ma­ry cau­se for this is not so much the COVID-19 cri­sis. Fur­ther­mo­re, the gro­wing shorta­ge of skil­led labor is more of a con­ti­nuous pro­cess, rather than the sole dri­ver of this spe­ci­fic dyna­mic. Ins­tead, spe­cial fac­tors included the war in Ukrai­ne as an infla­ti­on dri­ver and the sharp increase in the mini­mum wage from Octo­ber 2022. This has had a domi­no effect, impac­ting even tho­se sec­tors that have his­to­ri­cal­ly paid abo­ve the mini­mum wage.

The first part of the report addres­ses the qua­li­fi­ca­ti­ons and remu­ne­ra­ti­on of manage­ment per­son­nel. For this pur­po­se, num­e­rous tele­pho­ne inter­views were con­duc­ted with mana­gers in the Ger­man aqua­tic faci­li­ties sec­tor. Natu­ral­ly, our exten­si­ve expe­ri­ence from regu­lar­ly pla­cing manage­ment per­son­nel also signi­fi­cant­ly con­tri­bu­tes to this.

For the second part of the report, con­cer­ning the qua­li­fi­ca­ti­ons and remu­ne­ra­ti­on of ope­ra­tio­nal and admi­nis­tra­ti­ve per­son­nel, the data basis is deri­ved from our exten­si­ve con­sul­ting prac­ti­ce and the coll­ec­ti­ve bar­gai­ning deve­lo­p­ments within the indi­vi­du­al affec­ted indus­try seg­ments. In our com­men­ta­ries, we draw upon our 30 years of expe­ri­ence with 30 to 40 con­sul­ting pro­jects annu­al­ly in the aqua­tic faci­li­ties sec­tor.

Thus, the aqua­tic faci­li­ties sec­tor has access to cur­rent and com­pre­hen­si­ve data on the qua­li­fi­ca­ti­ons and remu­ne­ra­ti­on of indus­try per­son­nel.”