Workers at the core
The remuneration system is periodically updated using criteria based on meritocracy and internal fairness
In 2021 the number of sustainability objectives assigned is 1,068 of which 91% has benn reached
During 2021, relations between Snam and the trade unions continued, both nationally and locally, with 162 meetings
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 and professionally.
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.
Performance Management is designed with this in mind, a process of assigning and assessing objectives linked to sustainability issues and behavioural aspects consistent with those defined in the corporate strategy to all the people who contribute to results on a daily basis, enabling them to grow together with the business. During 2021, the fourth cycle of Performance Management was launched expanding the perimeter to the population of Technicians and Employees BUAIT (Business Unit Asset Italia) and part of the New Business, which raised the number of people evaluated to 2,853 (+ 77.6%). The process was supported by an activity of ad hoc training organized for the territory starting from October 2020 and ending in February 2021. Below you can discover the type of performance appraisal and the percentage of interested employees for 2021.
|Type of performance appraisal||Employees (%)|
Management by objectives agreed by line superior
Multidimensional performance appraisal
Comparative ranking inside one employee category
|Target population||Compensation systems|
|Executives||The remuneration system consists of two parts: a fixed remuneration, with annual adjustments for merit or increased responsibility or more senior role, and a variable remuneration with incentives aimed at enhancing professional contributions in the shortterm, by awarding an annual monetary incentive (IMS), as well as in the medium-/long-term by allocating a long-term share-based incentive (ILT).
Claw-back mechanisms are also provided, for the recovery of the variable portion if the resulting compensation is not due because it was earned based on targets that were attained as a result of malicious or grossly negligent behaviour or that were proven to be
The Total Reward Statement, an information package on the composition of the individual remuneration, guarantees the enhancement and transparency of the remuneration system.
|Non-executive personnel||Snam adopts a short-term variable incentive plan intended to reward best performance and the young resources with potential for development.
All the companies in the group provide a “Participation Bonus”, instituted by the National Collective Labour Agreement, based on the performance of profitability and Productivity parameters, measured in relation to the targets agreed upon every year between the company and the trade-union representatives.
All the jobs within Snam, with the exclusion of executives, undergo an analytical and overall evaluation regarding the Complexity, Responsibility, Experience and Autonomy (C.R.E.A.) factors. In 2021, 383 CREA assessments were approved.
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 2021, 21.4% 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 2021, respect to industrial relations, nam held 162 virtual meetings with local and national trade unions in compliance with government regulations and specific company policies aimed at limiting contagion from Covid-19.
The main issues addressed in the meetings concerned the definition of the paths deriving from the Works Project and the Plants Project, initiatives aimed at optimising the activities of the works with regard to the management of the gas network and the Plants Management, respectively. In addition, an important agreement was reached on the issue of smartworking,
where the operating procedures for using the tool were defined for both emergency and normal situations.
In the regasification business, meetings were held with the trade unions at national and local level, aimed at sharing and comparing the issues concerning the evolution of the business that can have an impact on employees.
21 June 2022 - 10:36 CEST