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remuneration Policy 2020

Policy and 2018 assessment

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 Compensation Committee undertook its annual assessment of Snam’s remuneration policy in early 2020. In making its decisions, with a view to consistency, the Committee took into account the decisions taken by the Shareholders’ Meeting of 2 April 2019 and by the Board of Directors in 2019, following an evaluation of the regulatory framework regarding remuneration, as well as the practices in the preparation of the remuneration report in a national and international context.

The Snam Remuneration Policy for 2020 for Directors, Auditors and Managers with Strategic Responsibilities was approved by the Board of Directors, on the recommendation of the Remuneration Committee, at the meeting of 18 March 2020 and subsenquently approved with a binding vote by the Shareholders' Meeting of 18 June 2020.

  

At-a-glance: Snam’s remuneration policy

 

Connection between the Company’s Strategic Plan and the incentive system.

 

Connection

 

Incentive systems

 

incentiveSystems

 

Annual Monetary Incentive (AMI) 2020 parameters for the CEO - Weight

 

AMI

For further details on the Annual Monetary Incentive (AMI) parameters for the CEO please refer to page 25 of the Remuneration Report 2020

 

Long Term share-based Incentive Plan (LTI) 2020-2022 parameters - Weight

 

ILT

CYCLE OF ACTIVITIES OF THE COMPENSATION COMMITTEE

cycle

2020 Remuneration Policy guidelines

The 2020 Remuneration Policy guidelines were defined in line with the aims and general principles stated and were evaluated, by the Remuneration Committee, to be consistent with the applicable market benchmarks. 
 
The long term share-based incentive plan involves the granting of the Company’s ordinary shares if performance targets measured over a period of three years are reached. The maximum number of annual shares to service the plan is 3,500,000. This share plan guarantees a direct connection with stock performance.

The remuneration instruments are summarised and explained in the following diagram:

  
rewardPolicy
Compensation Committee

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updated
27 August 2020 - 10:51 CEST