6,502
people hired
thanks to the induced employment
generated by Hera in 2017
78
million euro
Investments in innovation and
digitalization. 13 projects in smart city,
circular economy and 4.0 utilities
75%
of reused soil
in projects implemented in 2016
and 2017

Of the Group’s average of 8,963 workers in 2017, 96.8% are on open-ended contracts. This percentage is characterized by the entry of Aliplast into the corporate scope, which during the year made greater use of temporary staff for the operational management of its production processes. Workforce figures (average)

On a like-for-like basis compared to 2016, the average percentage of workers on open-ended contracts is 97.3%. In detail, compared to 2016, results increased both for both Marche Multiservizi (+1.7% percentage points) and for AcegasApsAmga (+1.6% percentage points), while for the rest of the Group there was a decrease due to the change in Aliplast’s scope (-0.9% percentage points).

Employees with fixed-term contracts account for 2.8% of workers on fixed-term contracts on average, while the remaining 0.4% of workers were hired with other flexible contracts (staff leasing contracts). On average, there were 8,930 workers on open-ended and fixed-term contracts, not including non-employee workers.

We hereby reiterate the Group’s will to limit the use of flexible contracts only for urgent situations (seasonality, extraordinary and temporary work peaks, substitution of workers who are absent temporarily). However, the employees hired through flexible contracts provide a priority recruitment pool for hiring with open-ended contracts.

Regarding this aspect, in 2017, the average number of workers on staff leasing contracts was 33, 21% lower than in 2016 and 33% lower than in 2015.

In 2016, net of the change of scope due to Aliplast, Teseco, Verducci and Sinergie Ramo south and islands in 2016, 284 workers were hired with open-ended contracts. In addition, there were 150 consolidations of fixed-term workers and 111 hires involved people less than 30 years old.

Over the past three years, overall 767 open-ended contract workers were hired, 418 of which following initial hiring with the Group under a fixed-term contract.

Personnel hired during the year (by position)
No. 2015 2016 2017
Managers 1 6 1
Middle managers 2 3 2
White-collar workers 151 142 161
Blue-collar workers 103 75 120
Open-ended contract employees 257 226 284
Fixed-term contract workers 257 250 236
Staff leasing contracts 53 54 53
Job training and entrance contracts 0 0 0
Project based and freelance contract workers 7 1 0
Seasonal workers and apprentices 3 5 2
Non-open-ended contract employees 320 310 291

In 2017, 79 female workers were hired with open-ended contracts (14 less than in 2016). The percentage of newly hired female managers, middle managers and employees was 47% of the total number of hires. Hires at Hera Spa totalled 24, i.e. 54% of the total for managerial, middle management and office positions.

Women hired with open-ended contracts during the year (by position)
No. 2015 2016 2017
Managers 0 0 0
Middle managers 0 1 0
White-collar workers 67 64 77
Blue-collar workers 1 0 2
Total 68 65 79

Among the hires, 111 were for staff under 30 years of age (+46 compared to 2016), 150 between 30 and 50 years (+5 compared to 2016) and 23 over 50 years (+7 compared to 2016).

Personnel hired during the year (by age)
No. 2015 2016 2017
under 30 years of age 81 65 111
between 30 and 50 years of age 167 145 150
over 50 9 16 23
Open-ended contract employees 257 226 284

In 2017, 331 employment relationships ended (100 at Hera Spa), of which 57% were due to retirement.

Hires by age and gender (2017)
No. Men Women Total
under 30 years of age 71 40 111
between 30 and 50 years of age 112 38 150
over 50 22 1 23
Total 205 79 284

 

 

Open-ended contract workers leaving, by reason
No. 2015 2016 2017
Resignation 80 78 90
Retirement 195 151 189
Death 12 16 14
Dismissal 9 7 8
Inability 54 32 23
Transfer to other companies/deconsolidations 12 0 7
Total 362 284 331

 

Workers leaving by age and gender (2017)
No. Men Woman Total
under 30 years of age 7 2 9
between 30 and 50 years of age 50 18 68
over 50 217 37 254
Total 274 57 331

The turnover rate is calculated by dividing the number of leaving employees by the number of employees at the end of the year: in 2017, it was 3.7%. The category most subject to turnover is the male workforce over 50 years of age, due to the increase in retirements over the past years.

Turnover rate for workers, by role
% 2015 2016 2017
Managers 7.5% 5.3% 3.9%
Middle managers 2.8% 2.3% 2.6%
White-collar workers 2.8% 2.6% 3.4%
Blue collar workers 6.0% 4.6% 4.3%
Average 4.2% 3.4% 3.7%

 

Turnover rate for workers, by gender
% 2015 2016 2017
Man 4.6% 3.7% 4.1%
Woman 2.8% 2.3% 2.7%
Average 4.2% 3.4% 3.7%

 

Turnover rate for workers, by age
% 2015 2016 2017
under 30 years of age 2.0% 3.6% 2.5%
between 31 and 50 years of age 0.9% 1.1% 1.6%
over 50 8.0% 5.7% 5.9%
Average 4.2% 3.4% 3.7%