remuneration Policy 2019
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 2019 for directors and managers with strategic responsibilities was approved by the Board of Directors on 18 February 2019.
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%|
|New business development - business abroad and Biomethane||10%|
|Sustainability - weighted index of frequency and severity and DJSI, FTSE4GOOD and CDP||10%|
|Long-term equity plan|
|Adjusted net profit||30%|
CYCLE OF ACTIVITIES OF THE COMPENSATION COMMITTEE
2018 Remuneration Policy guidelines
The remuneration instruments are summarised and explained in the following diagram:
19 March 2019 - 10:38 CET