Career paths
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Career paths

Career planning at Snam is organised around the idea that people should be able to progress both vertically and horizontally in the company. What counts most of all is an in-depth understanding of the business . Professional development is thus fostered through structured growth paths that combine training activities with internal mobility (changing role, department or area). In order to assess progress achieved, define areas for further improvementand determine an individual's contribution to the organisation, the company carries out regular evaluations (of performance, potential, experience and know-how).

Promoting people

Valuing people means understanding their capabilities, developing their skills and enriching their professional and human qualities. Training is the ideal development tool to enhance the value of a company’s human resources.

The Snam Institute is an accelerator of innovation. It aims to project the company into the future, starting from our roots, using Snam’s core technical expertise to make it a company for all.
Through the three pillars of the Institute, Technical, Leadership, Innovation & Transformation, we promote the continuous exchange of knowledge and managerial skills to develop our business.

In order to develop skills and talents, Snam has moved from a training course-based approach to paths carved out for specific requirements.

During 2021, 89,375 hours of training were provided with 15,108 participants and 78% of the company population were involved excluding activities relating to health, safety, environment and quality issues (in particular 76% of women and 79% of men were involved in at least one training course), providing an average of 26.1 hours per employee.

Discover more about how we promote our talents.

What we expect from our people

The people of Snam are required to be the main players in the company’s processes and developments: dynamic and proactive subjects committed to playing their part in Snam’s future.

The orientation to operating correctly, the guarantee of service quality, protection of the environment and workplace safety represent the foundation for a culture of values recognised by all people of Snam.

Working in Snam means also to share its Code of Ethics and to act with fair play and transparency.

 

Mobility

Snam is a dynamic company that provides its people with opportunities for geographical mobility throughout Italy as well as abroad, both in its companies and in different business areas. Snam is continuously looking for dynamic people willing to grow and move around different localities.

 

Performance Management and the Managerial skills model

The Performance Management process at Snam is a bridge between people and organization: it works on the corporate culture to valorise the behavior and contributions of individuals, involving all people in the pursuit of corporate objectives, thus strengthening the engagement of everyone with respect to current challenges.

In a constantly and rapidly evolving gas market, the alignment between the company's strategic objectives and those of all people is a fundamental condition. The Performance Management process has therefore been designed with this aim: to assign in a capillary way objectives consistent with the company strategy to all the people who daily contribute to the results, allowing them to grow together with the business. The process is divided into several phases and focuses on feedback as a constructive comparison of involvement, motivation and empowerment.

At the base of the process, two fundamental elements: a new model of skills, launched at the end of 2021, consistent with corporate values and the culture of continuous feedback, which supports the constant dialogue between managers and resources, even in informal mode.

The process will involve everyone: we started in 2018 with the involvement of about 700 people with roles of greater responsibility within the organization, to then gradually involve the entire population, including our Operations and New Businesses from 2021.

The new skills model, made up of six skills and 18 dimensions for the whole company, was integrated with the new skill "Give value to the others" to ensure the full enhancement of every individuality at Snam. At the center of the model we have also inserted the message "Bring value for who you are" to clearly underline our constant commitment to Diversity & Inclusion. The six core skills of our model represent a compass to guide the behavior of our people within the Snam organization. The "Sharing of technical expertise" binds and unites our skills, as our founding and distinctive value, underlining the importance at Snam of enhancing our technical know-how through sharing and generous transmission to all our people.

In support of the " Modello delle Competenze", Snam offers an Empowerment Program, a series of managerial training courses aimed strengthening the 5 competencies (Act for continuous improvement, Act with vision, Entrepreneurship, Work in connection with others, Motivate with passion) of all participants by identifying priority needs to increase company performance. In 2021, participation at the programme also had an impact in terms of retention rate of the people involved, equal to 98%. Each path, for each of the 5 skills, includes 2 days of training plus a half-day follow-up aimed at training and translating the "Modello delle Competenze" into concrete behaviors (Always improve, Act with vision, Be proactive, Team up, Lead by example, Give Value to the others).

 
Model
  • Build valuable relationships
  • Listen and communicate effectively
  • Promote team-working
 
Model
  • Show great honesty and integrity
  • Motivate the others with passion
  • Support the others' development
 
Model
  • Be open towards diversity
  • Include diversity
  • Take care of your colleagues
 
Model
  • Define challenging goals
  • Promote new approaches
  • Invest on your personal development
 
Model
  • Push towards the result
  • Take the initiative and be reliable
  • Drive the change
 
Model
  • Solve problems by assessing the consequences
  • Develop a strategic perspective
  • Open up to the outer world
 
Model

 
 

Operations area paths

Career paths within "Operations" which accounts for over 75% of people in Snam - are structured and developed over the course of several years by alterning periods of work with training (for both professional skills and cross-cutting competences). Development plans are categorised into various levels of complexity, based on an individual’s work experience in the field and managerial experience, with the goal of helping young people gradually grow into roles of responsibility.

There are specific multi-year paths for graduates. These programmes offer a mix of experiences both in operational roles at the head office and above all in the field in Italy. These paths are designed to develop technical skills first and then, following an assessment of each person's potential, managerial skills for promising young professionals. This approach aims to ensure ongoing generational change in managerial line in both operations and corporate roles.

For instance a typical development path for someone working in the transport network is to progress from a technical role to become a professional expret and then be put in charge of an operational unit.

 

THE MAIN SNAM OPERATIONS AREAS WHERE WE ARE LOOKING FOR THE BEST RESOURCES ARE:

Area in charge of managing and coordinating commercial activities related to gas transportation, storage and regasification businesses.

This function deals with the coordination of activities for the identification, promotion and marketing of new regulated gas products and services, by promoting the development of potential business initiatives, in accordance with the company strategy and the evolution of the target markets.

Area in charge of defining guidelines, methodologies, tools and operating methods for the activities of the Engineering and Construction function.

This function is responsible for the supervision of the implementation and management of investment projects, by assuring the application of project management methodologies and techniques.

It also deals with the coordination of assistance activities and specialized services in the field of transport assets realization, it also provides support to the procurement activities of competence and technical-economic supervision of contracts.

Area in charge of supervising the operation and maintenance of transport assets, guaranteeing appropriate levels of service, safety, environmental and cost protection and the design and implementation of investments, by directing and supporting the operating units in the territory.

It deals with the definition of technical and operational guidelines and best practices regarding investments in the maintenance of the transport network, guaranteeing the necessary methodological assistance to the competent departments in the operational management phase of the activities.

Area in charge of supervising the operation and maintenance activities of transport and storage plants and the design and implementation of the relevant investments, by directing and supporting the operating units in the territory, committing itself to ensure appropriate levels of service, safety, environmental protection and cost.

It also provides a contribution to the monitoring and updating of technical and operational regulations related to the operation and maintenance of transport and storage plants.

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updated
26 July 2022 - 10:54 CEST