remuneration Policy 2017
The remuneration system recognises responsibilities assigned, results achieved and the quality of the professional contribution, and it adheres to the principles of personal development and equal opportunity that have always formed a part of Snam’s organisational culture.
The Snam Remuneration Policy for 2017 for directors and managers with strategic responsibilities was approved by the Board of Directors on 6 March 2017.
New aspects introduced in 2017
Introduction of a Long-term Equity Incentive Plan
Introduction of a new objective on non-regulated activities in the company’s Performance Plan
In order to strengthen and bring remuneration tools in line with changes in the Strategic Plan, the Remuneration Committee has introduced a new objective on non-regulated activities (CNG) in Snam’s Performance Plan.
At-a-glance: Snam’s remuneration policy
|Short-term incentive systems||Long-term incentive systems|
|Existence of a short-term incentive system (cash)||Existence of a long-term incentive system (equity)|
|Short Term Incentive parameters for the CEO||Weight|
|Free Cash Flow||30%|
|Development of non-regulated activities – CNG||10%|
|Sustainability - accident frequency index and DJSI, FTSE4GOOD and VigeoEurope indexes||10%|
|Long-term equity plan|
|Adjusted net profit||30%|
CYCLE OF ACTIVITIES OF THE COMPENSATION COMMITTEE
2017 Remuneration Policy guidelines
The remuneration instruments are summarised and explained in the following diagram:
12 July 2017 - 15:46 CEST