Workers at the core


The remuneration system is periodically updated using criteria based on meritocracy and internal fairness


During 2016, relations between Snam and the trade unions continued, both nationally and locally, with 105 meetings


To provide internal communication on welfare initiatives, Snam has a specially dedicated website to this issue: SnamMY

Valuing and developing internal resources is a key objective on which Snam aims to place increased focus. In fact, for years, in addition to training, Snam has chosen to place its workers at the core of the business, incentivising them financially, professionally and personally.

Snam’s corporate welfare system is constantly evolving to get increasingly closer to the real needs of individual people. In 2016, in-depth investigations into company personnel and the services provided were completed, by listening to employees through questionnaires, focus groups and surveys which led to a new welfare system being defined.
SnamMY, the new welfare portal, accessible from anywhere using any device, was launched during the year in order to improve communication between the company and its people.

The welfare system in Snam encompasses several initiatives, including:

  • insurance cover in addition to the standard insurance required for occupational and personal accidents
  • supplemental health care that guarantees reimbursement for expenses incurred for health and hospital services in public and/or private facilities
  • a supplemental pension fund, which is funded to a great extent by company contributions
  • several initiatives to promote the sustainable mobility of employees, such as the possibility of buying discounted public transport passes and using the shuttle service from the metro station to the worksite
  • support for the family, including refund for crèches and summer camps
  • special agreements and conditions for certain purchases and cultural activities

> For more information on corporate welfare, see the dedicated section in the Sustainability Report

At Snam merit is at the heart of all management actions and it is rewarded both in terms of professional development and career opportunities. At the same time, it is the benchmark so that the management of people responds to the criteria of fairness and sustainability.

The remuneration systems are periodically updated based on comparisons with the reference markets as well as taking into consideration information from external stakeholders. Specifically, they seek to ensure recognition of results achieved, the quality of professional contributions made and people’s potential for development. In 2016 too the verification and optimisation of competitive positioning and the fairness of remuneration practices for managerial and professional resources was completed.


Target population Compensation systems
executives Alongside any annual adjustments of fixed remuneration based on merit or promotion/added responsibility, Snam operates a variable remuneration system designed to promote professional contribution in the short-term, through the allocation of an annual monetary incentive (IMA), and in the medium-/long-term, through the allocation of a deferred monetary incentive (IMD) and a long-term monetary incentive (IMLT).
There are of claw-back mechanisms aimed at the recovery of the variable part of pay which is not due because it is received on the basis of targets reached following wilful misconduct or grossly negligent conduct or on the basis of figures that subsequently prove to be manifestly incorrect; The development and transparency of the remuneration system are guaranteed by the Total Reward Statement, the information package on the composition of the individual remuneration.
Non-executive personnel
Snam adopts a short-term variable incentive system aimed at rewarding the best performances and young resources with potential for development. It also provides a deferred monetary incentive dedicated to managers with high potential, with the objective of supporting motivation and performance in the medium-/long-term.
In addition, all Group companies have a “Performance-Related Pay” structure, established by the collective agreement, based on the performance of corporate profitability and productivity parameters, measured in relation to annual targets agreed by the company and union representatives.

All workers at Snam, Snam Rete Gas, GNL Italia and Stogit are subject to the analytical and overall assessment of complexity, responsibility, experience and autonomy (CREA) factors, as specified by the national collective labour agreement for the energy and oil industry.
All assessment processes are formalised and include feedback sessions, which provide an important opportunity for discussion and communication between the manager and the employee with a view to gathering information that can be used to draw up new action plans for developing and maximising the potential of people.
In 2016, a total of 278 CREA evaluations were approved.

> For more information on the remuneration system see the dedicated section in the Sustainability Report

Snam guarantees all workers the right to express their thoughts freely, to join associations and to engage in trade union activities. At the end of 2016, 27% of employees were members of a union.

For the purposes of engaging in trade union activities Snam offers its personnel:

  • appropriate meeting areas
  • dedicated permits for workers

In 2016, note that from the perspective of industrial relations, continued relations with the unions, nationally and locally, included around 105 meetings to analyse the business development projects and share the effects on people resulting for the organisational changes made by the group and examine them in more detail.

  • As far as storage is concerned, according to the provisions of the EU Regulation, Resolutions 193/2016/R/gas and 312/2016/R/gas were applied, launching the new balancing regime as a result of which storage companies also had to continuously manage 24-hour renomination cycles. Snam Rete Gas also launched the new balancing scheme as a result of which its commercial dispatching service will operate hourly renomination cycles continuously 24 hours a day known as “Aste Within Day”.
  • As far as the transportation business segment is concerned, meetings of the SmartGas project technical committee, made up in equal measure of company and union representatives, continued with the aim of analysing the technical aspects of the project and solving any problems.
  • In 2016, GNL and the trade unions, nationally and locally, held various meetings aimed at sharing and comparing subjects intrinsic to the regasification business

 In January 2017, the renewal of the National Labour Agreement applied to the group for the three-year period 2016 - 2018, was signed.

> For more information on trade union activities visit the dedicated section in the Sustainability Report


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06 April 2017 - 16:32 CEST