Navigation Menu


Alert Web

HeraAssetPublisherFilterComuneSelector

Choose the municipality

Ci dispiace, il servizio non è attivo nel tuo comune.
Esplora i servizi attivi nel tuo comune:
Inserisci un comune con il servizio di "Ambiente" oppure vai all'Homepage

Remuneration policy and objectives

TESTATA Remuneration and policy objectives

Remuneration and policy objectives

Aims and Principles

The remuneration policy adopted by Hera represents an indispensable instrument for supporting the Group’s medium- and long-term strategies, conceived as a factor that contributes to improving corporate performance and the creation of value in the medium to long-term. In fact, the incentive capacity of the systems is ensured in accordance with the strategic objectives of the Group, with particular attention to the criteria of sustainable development.

The Company defines and applies a General Policy on Remuneration designed to attract, motivate and retain resources which possess the professional qualities needed to effectively pursue the Group’s objectives.
The policy is defined in such a way as to align the interests of management with those of shareholders, with the main goal being the creation of sustainable success in the medium to long-term, through the consolidation of the link between reward and performance, of both individuals and the Group.

Seleziona il tuo comune

HeraAssetPublisherFilterComuneSelector

Choose the municipality

Ci dispiace, il servizio non è attivo nel tuo comune.
Esplora i servizi attivi nel tuo comune:
Inserisci un comune con il servizio di "Ambiente" oppure vai all'Homepage

Remuneration policy and ojectives

USING AND CONSTANTLY
UPDATING THE METHODOLOGY
FOR EVALUATING OFFICES

 with the objective of guaranteeing standardised remuneration comparisons and analyses that are consistent with the development of the Group’s organisational framework over time
LONG-TERM PERSPECTIVE

calibrating remuneration to performance
CONSTANTLY REFERENCING THE EXTERNAL MARKET

for the reference sector as well, in order to check the consistency of the company’s remuneration scheme, with the dual purpose of retaining directors and ensuring sustainable cost management
FOCUSING ON INTERNAL CONSISTENCY BETWEEN THE LEVEL OF REMUNERATION OFFERED AND THE COMPLEXITY OF THE ROLE PERFORMED
FOR EVALUATING OFFICES

taking into account employees’ compensation and working conditionse

Seleziona il tuo comune

HeraAssetPublisherFilterComuneSelector

Choose the municipality

Ci dispiace, il servizio non è attivo nel tuo comune.
Esplora i servizi attivi nel tuo comune:
Inserisci un comune con il servizio di "Ambiente" oppure vai all'Homepage

Remuneration and policy objectives

The Group’s remuneration policies are defined in order to guarantee the following aims:

  • increasing value for shareholders;
  • achieving sustainable success in a stable way in the short and medium-long terms;
  • retaining employees who hold positions that are strategic for governance and the business;
  • pursuing the company’s purpose, mission and values, including sustainability and equity.

Governance Model

The bodies and subjects involved in the preparation, approval and possible revision of the Hera Spa remuneration policy report, as well as the bodies or individuals responsible for the correct implementation of this policy, are summarized below:

ENTITY IN CHARGE RESPONSIBILITIES / ACTIVITIES
Shareholders' Meeting

Binding resolution on the First Section of the report on remuneration policies and compensation paid.
Non-binding resolution on the Second Section of the report on remuneration policies and compensation paid.

Board of Directors

Defines, examines and approves the remuneration policy for the directors and top management of the Group, following a proposal from the Remuneration Committee.

Remuneration Committee

Formulates proposals to the Board of Directors for the remuneration of the Executive Chairman, Vice Chairman and CEO, and periodically assesses the suitability and overall consistency of the policy for the remuneration of directors and top management.

Executive Chairman

Proposes the remuneration policies to the Remuneration Committee.

Personnel and Organization Central Director

Supports the Remuneration Committee, in particular regarding technical aspects.
Oversees the correct implementation of the remuneration policy.


Role, composition and responsibilities of the Remuneration Committee

The Remuneration Committee has the task of formulating proposals to the Board of Directors for the remuneration of the Executive Chairman, Vice Chairman, and CEO, as well as based on the suggestions put forward by the Executive Chairman, for the adoption of general remuneration criteria for managers.

Executive Directors do not participate in Remuneration Committee deliberations concerning the remuneration awarded to them.

The Committee, in addition, regularly evaluates the adequateness, overall consistency and concrete application of the general policy adopted for the remuneration of Executive Directors.

In the performance of its functions, the Committee has access to the information and business functions necessary for carrying out its duties, making use of an independent consultant if necessary.

This Committee, first established at the meeting of the Board of Directors of 4 November 2002 and last renewed in terms of its composition on 13 May 2020, is made up, in compliance with the provisions of the Corporate Governance Code, exclusively of independent non-executive directors (Monica Mondardini, Fabio Bacchilega and Alice Vatta), and chaired by an independent director (Gabriele Giacobazzi).

Remuneration Committee cycle of activity

The activities of the Committee are carried out according to an annual schedule that includes the following phases:

Activities carried out and planned

During the meetings held in the 2022 financial year, all duly recorded in the minutes, the following subjects were discussed:

  • BSC system and welfare plan for executives;

  • executive management retention;

  • 2021 variable short-term final accounting company objectives component;

  • 2021 welfare plan final accounting;

  • final accounting of long-term incentive plan for management - 2019/2021 three year period;

  • final accounting 2021 variable remuneration - company top management;

  • benchmarking the remuneration of top management positions: comparison with comparable multi-utility companies and positioning with respect to the "General Market Business Directors Italy 2021”;

  • 2022 remuneration guidelines and policies for directors and managers.

  • human capital development policies - focus on gender and generations.

  • evaluation of salary adjustment for the Executive Chairman and remuneration to be paid to the new Chief Executive Officer;

In addition, the Committee reported on the work carried out by the Board of Directors.

Page updated 27 April 2023

Seleziona il tuo comune

HeraAssetPublisherFilterComuneSelector

Choose the municipality

Ci dispiace, il servizio non è attivo nel tuo comune.
Esplora i servizi attivi nel tuo comune:
Inserisci un comune con il servizio di "Ambiente" oppure vai all'Homepage

Bilancio bs e be banner

Interactive financial statements
and sustainability reports
The consolidated economic results at 31 December 2022 and the 2022 sustainability report were approved by the Board of Directors of the Hera Group on 21 March 2023

Pre-Footer Standard

Hera SpA, Viale Carlo Berti Pichat 2/4, 40127 Bologna, Tel.051287111 www.gruppohera.it