Enhancing and advancing human resources also translates to applying appraisal processes, in order to better focus on training needs and opportunities for professional growth.
The existing systems make it possible for employees to discuss their objectives and, later, the results they have achieved, with their direct superior. In general, the role of appraiser is occupied by the head of each organisational unit, who has the task of appraising the people that work in his/her area of responsibility. The Personnel Department provides the methodological support and the appropriate assistance to appraisers, and plays an important role in analysing the results and drawing up the consequent management, training and development programmes. In line with measures in previous years, 100% of executives and 65% of middle managers are assigned individual annual objectives, strictly correlated to those of the company: performance quality is measured in terms of the degree to which the assigned objectives have been achieved.
In order to assess the managerial capabilities of some executives in the Group, in 2009 we held a management appraisal, which was conducted by the Egon Zehnder International consulting company. A total of 34 people, including department managers and executives in positions of considerable interest for the operations business, were involved in the appraisal which enabled us to define the best mix of skills and experience required for an optimal covering of managerial positions in the new organisational structure.
The compensation system for executives, approved and monitored by a specific committee established by the Board of Directors, clarifies the relationship with performance results (acting on the variable part of compensation) and with the evolution of the responsibilities assigned and with their impact on company results (acting on the fixed part of compensation), with constant reference to trends in the relevant markets.
All positions in Snam Rete Gas, GNL Italia and Stogit are subject to the analytical and comprehensive appraisal of the factors of Complexity, Responsibility, Experience and Autonomy (CREA), as also provided for in the National Labour Contract for the Energy and Petroleum industries. The appraisal process for each position is repeated at least every two years: in 2009, 750 appraisals were conducted. All of the appraisal processes adopted are formalised and envisage a feedback interview which represents an opportunity for exchange and dialogue between the employee and his/her superior, and it also serves to gather information that may be useful in defining new programmes for the development and professional enhancement of staff.
Snam Rete Gas is adopting a collective incentive programme for all the companies in the Group: the “Participation Bonus” established by the respective National Labour Contracts. It is based on the trend of parameters related to the company’s returns (ROACE) and the productivity measured against the objectives agreed annually between the company and union representatives.