Workers at the core


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


In 2020 the number of sustainability objectives assigned is higher compared to the previous year


During 2020, relations between Snam and the trade unions continued, both nationally and locally, with 155 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 2020, the third cycle of Performance Management was launched with the aim of expanding the scope to the population of Technicians and Employees with the support of ad hoc training organised on the territory starting in February 2020 and ending in 2021.


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
manifestly incorrect.
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 2020, 320 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 2020, 22.3% 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 2020, note that from the perspective of industrial relations, continued relations with the unions, nationally and locally, included around 155 virtual meetings in compliance with government regulations and specific company policies aimed at limiting contagion from Covid-19, during which the parties discussed various projects to develop already consolidated businesses and those recently launched, as well as issues of organisational importance arising from the crisis situation that occurred this year.

Specifically, the issues addressed in the meetings concerned the definition of paths deriving from the integration of commercial dispatching with physical dispatching, aimed at optimising transportation and storage activities, and the scheduling of the work of the technical commission on the "SMART Gas" and "SMART Gas Impianti" projects, aimed at improving the effectiveness of technical and operational processes relating to asset maintenance activities.
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.


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21 April 2021 - 13:10 CEST