FS Italiane Group for the people
ENCOURAGING, TRAINING AND UPGRADING SKILLS (404-1, 404-2, 404-3)
The Group rewards and nurtures people according to transparent, merit-based criteria in order to achieve the objectives in the business plan. The purpose of the development model is to ensure that the professional and managerial structure is consistent with the needs established in the plan, business development requirements and those of the resulting organisational structure. The purpose of the performance management process is to encourage better business performance, encouraging growth in the performance of people. In a performance assessment, the person has the opportunity to receive clear, measurable objectives and share open, structured feedback with their supervisor, in order to highlight their strengths and take specific action on their improvement areas, consolidating on-the-job expertise.
Conducted by employees’ supervisors on the integrated assessment system platform, the annual performance assessment involved 15,092101 people, roughly 25% of the average workforce for the year102.
PERFORMANCE ASSESSMENT
15,092
Total 2021
Resources not included in the integrated assessment process have their performance informally monitored each year by their supervisors (e.g., feedback on strengths and weaknesses).
POTENTIAL ASSESSMENT
1,395
Total 2021
25% - Women
32% - Women
75% - Men
68% - Men
101) Including 5% managers, 43% junior managers and 51% white collars. 102) The percentage is calculated on the scope average (FS Italiane S.p.A., RFI, Trenitalia, Ferservizi, Italferr, Mercitalia Rail, Mercitalia Logistics, FS Sistemi Urbani and Busitalia - Sita Nord).
201
