CONCLUSIONES GENERALES: ANÁLISIS DE LA INFORMACIÓN

developmeNT of sTAff NumBeRs

As of 31 December 2009 the Biotest Group employed 1,983 staff in Continuing Operations around the world, corresponding to 1,834.3 full-time equivalents. A year earlier the headcount was 1,842 employees and 1,701.2 full-time equivalents. A further 256.0 (2008: 251.1) full-time equivalents were attributable to the Discontinued Operation.

The 7.8% increase in the number of full-time equivalents was largely attributable to the Plasma Proteins segment. It reflected the acquisition of the plasma donation centre and the expansion of production in Dreieich. In addition, we enlarged our R&D teams in the Biotherapeutic segment in line with project progress.

As of the end of 2009, 710.6 or about 39% of jobs in the Group were with Biotest AG, and a further 588.8 full-time equivalents (32%) were with BPC.

staff by segment as of 31 december (full-time equivalents)

As of the reporting date, 58.8% of the Group’s employees were based in Germany and a further 33% in the United States.

As of 31 December 2009, Biotest AG employed 25 apprentices (2008: 21). A further three trainees, the same number as in the previous year, were undergoing training.

2009 2008 Change in % Plasma Proteins 1,438.8 1.356.7 6.1 Biotherapeutics 58.1 38.2 52.1 Microbiological Monitoring 314.0 292.8 7.2 Corporate 23.4 13.5 73.3 Biotest Group 1,834.3 1,701.2 7.8

oRGANisATioN ANd woRKiNG houRs

In the Plasma Proteins segment we retained the rotating shift work model introduced in plasma fractionation in spring 2008 with a reduced shift strength until the end of 2009. Since 1 January 2010 production has been suspended at the weekend and a partially continuous rotating shift schedule has been implemented.

With the introduction of rotating shift work, Biotest created around 15 positions in plasma protein production sourced from temporary recruitment agencies. Since year-end 2009 we have not employed temporary staff in production any more.

Some employees had to switch jobs temporarily. This change went ahead quickly thanks to the flexibility and readiness to cooperate of the employees in question and to constructive coopera- tion with the works council. If the market environment were to improve again, we would be able to respond to the change swiftly with respect to the production.

RemuNeRATioN

The first tranche of the new Long Term Incentive Programme (LTIP), the performance-related remu- neration system for specialist and executive staff at Biotest, began on 1 June 2009. The tranche runs from 2009 to 2011, with disbursement of the incentive payment scheduled for 2012. Compared with the previous tranches we have increased the number of employees entitled to take part in the pro- gramme this year.

LTIP participation is granted by invitation from the Board of Management and is subject to a personal investment in Biotest AG preference shares. Unlike in previous years, shares purchased in previous LTIP tranches no longer counted toward the personal investment required.

In addition, a part of the shares acquired for previous tranches must still be held until the end of the fourth tranche. They must correspond to at least 50% of the shares newly acquired as part of the 2009 tranche.

In May 2009 Biotest disbursed the incentive payment for the first LTIP tranche, which ran from 2006 until the end of 2008. Biotest will be making an incentive payment for the 2007 tranche in May 2010. Performance factors are one element on which the incentive payment is based. The other factors and the method used to calculate the LTIP payment are described in detail in item F1 of the Notes to the consolidated financial statements.

In 2009 Biotest AG expanded its Company pension scheme by an additional offering. On a voluntary basis, employees can now have a part of their gross compensation paid into the Biotest pension sav- ings plan.

The accumulated total will bear interest at 4.0% p.a. until 2012, and the interest rate paid in subse- quent years will be at least 0.5 percentage points higher than the guaranteed interest rate for endow- ment insurance policies. For pay-scale employees Biotest AG paid in 2009 a voluntary profit-sharing sum for 2008 into the savings plan.

Savers acquire an entitlement to payment of the capital and interest by Biotest AG on reaching retire- ment age. Biotest is setting aside provisions for these commitments. The contingency funds are insured against the risk of insolvency with the Pensions-Sicherungs-Verein (PSV), the German pension assurance association.

peRsoNNel developmeNT

Executive and junior executive development

Biotest has continued to extend its activities in this area. Development programmes launched as early as 2008 have been continued and expanded by the addition of further components. In this connection, we consider it to be particularly important to strengthen international cooperation within the Group. The General Management Programme, introduced by the Biotest Group in 2008, is intended for execu- tives of Group subsidiaries and senior executives of Biotest AG. Its aim is to further develop the partici- pants’ strategic, methodological and specialist competence. Biotest cooperates on the programme with an internationally recognised business school.

The Effective Management & Leadership programme for the development of management and leader- ship competence was attended by 45 selected participants from Germany and other countries. Over 95% of qualified senior executives and 80% of line managers made use of the opportunity, intro- duced at the end of 2008, to gain a comprehensive assessment of their perceived leadership perform- ance via the 360-degree feedback programme.

Training and professional development

Biotest AG hired 11 new apprentices last year – nearly twice as many as in the previous year. With training facilities for electronic plant technicians and industrial maintenance engineers, we have now increased the number of professions to be taught to six. The others are biology lab assistant, chemical assistant, industrial management assistant and office communications clerk. All apprenticeships are open to applicants of either sex in equal measure.

The international trainee programme with a focus on marketing and distribution continued. With the acceptance of a further trainee, the number of participants in this two-year programme for university graduates increased to four in 2009. A selection process for new trainees was put in place.

In the second quarter of 2009 we launched the 60+ Programme. Its aim is to ensure the succession of positions currently filled by employees aged 60 or over at an early stage. To this end we identify candi- dates with the potential to take over in the medium term the tasks performed by colleagues who are nearing retirement age and prepare them for the position via corresponding qualification measures. It is especially important for us to enable the successors to benefit from the experience and specialised knowledge of the men and women who are doing the work at present.

Three employees made use of the opportunity, first provided in 2009, to gain a further professional qualification as “Industriemeister” (foreman). In addition, Biotest has supported two employees taking further training on the biological-technical sector since 2009. Well-established in-service courses for commercial staff round off our training offering geared toward enabling employees to gain further qualifications.

soCiAl RespoNsiBiliTy

Biotest primarily supports medical science initiatives, research projects and measures by patients’ organisations, by means of donations and as a sponsor. We took on further commitments in this regard in 2009.