96.2%
employees with permanent contracts
4.2
million euro
used by employees with Hextra,
the company’s welfare plan
(with 98.5% of employees adhering)
30%
variable retribution
of middle and senior management
depending on sustainability, 17%
on hsared value

Hera Group's workforce

2018 confirmed the consolidation of the Group’s organisational and corporate structure, both through expansion of the scope of reference and through ongoing attention towards simplifying the operating mechanisms.

More specifically, the companies Blu Ranton (6 workers) and Megas Net (19 workers), operating in the market area, were added to the scope of the Group during the year. At the same time, the following companies left the Group’s scope: Medea (21 workers), operating in the market area, and the waste management services branch of Hera Spa to Alea Ambiente.

As at 31 December 2018, the total workers with open-ended contracts in Group companies amounted to 8,622, while workers with fixed-term contracts amounted to 155.

Staff figures at year end
qty 2016 2017 2018
Managers 151 154 149
Middle managers 524 537 536
White-collar workers 4,514 4,612 4,648
Blue-collar workers 3,185 3,380 3,289
Open-ended contract employees 8,374 8,683 8,622
Fixed-term contract workers 101 137 129
Job training and entrance contracts, apprenticeships 12 2 0
Fixed-term contract employees 113 139 129
Staff leasing contracts 15 25 26
Total 8,502 8,847 8,777

Data as at 31 December.

The decrease in managers (5 units) is due to 1 recruitment, 5 moves from the role of middle manager to manager, and the exit of 11 managers during 2018. The number of middle managers dropped by 1 unit, which is the result of 2 new entries, 25 promotions to middle manager, 7 moves from the role of middle manager to manager, and 23 exits. The increase in white-collar workers is due to the entry of 238 new workers (21 of whom as a result of changes in scope) and 5 level changes, offset by 207 exits. The number of blue-collar workers increased by 9 units since 2018 due to the entry of 222 blue-collar workers (4 of whom as a result of changes in scope) and to the exit of 283 blue-collar workers and 61 moves from the role of blue-collar worker to white-collar worker. The reduction of 61 open-ended contract workers is therefore the result of changes in both scope and turnover.

Workforce by function
no. 2016 2017 2018
Grid services 2,848 2,793 2,61
Waste management services 2,431 2,805 2,726
Other services 751 800 832
Commercial 782 848 891
Coordination activities 1,562 1,601 1,667
Total 8,374 8,847 8,777

Data as at 31 December. The 2016 figure refers to workers with open-ended contracts.

Of the workforce, 30% operated in grid services (gas, electricity, water service and district heating) and 31% operate in the waste management sector. 10% of the workforce were employed in the commercial structure and a further 9% in other services (information technology systems, fleet management, laboratories, public lighting):

Workforce by type of contract and gender (2018)
no. Men Woman Total
Open-ended contract 6,498 2,124 8,622
Fixed term contract and other 106 49 155
Total 6,604 2,173 8,777

Data as at 31 December

Workforce by type of contract and geographical breakdown (2018)
no. Italy Abroasdd Total
Open-ended contract 8,477 145 8,622
Fixed term contract and other 147 8 155
Total 8,624 153 8,777

Data as at 31 December

The 153 foreign workers refer to Aresgas, which distributes methane gas in Bulgaria, and 3 companies that run plastic selection plants in France, Poland and Spain (Aliplast France Recyclage, Aliplast Polska and Aliplast Iberia).

Workforce by workplace
no. 2016 2017 2018 % 2017
Emilia Romagna 5,667 5,733 5,686 65%
Triveneto 1,800 1,805 1,780 20%
Marche 569 576 511 6%
Other 338 733 800 9%
Total 8,374 8,847 8,777 100%

Data as at 31 December. The 2016 figure refers to workers with open-ended contracts

Open-ended contract employees by educational qualification and position (2018)
no. Managers Middle managers White-collar workers Blue-collar workers Total
Primary education 0 0 7 36 43
Junior secondary education 1 6 632 1,842 2,481
High school diploma 17 147 2,647 1,443 4,284
University degree 131 357 1,451 30 1,969
Total 149 540 4,737 3,351 8,777

Data as at 31 December

The overall percentage of employees holding high school diplomas and university degrees is equal to 71%, two percentage points higher compared to 2017.

Workforce by gender and type of contract (2018)
no. Man Woman Total
Full time 6,561 1,849 8,410
Part-time 47 320 367
Total 6,608 2,169 8,777

Data as at 31 December

Average age and average seniority of total employees by role (2018)
Years Age Years pf servoce
Managers 52.3 17.6
Middle managers 50.3 19.0
White-collar workers 47.2 18.5
Blue-collar workers 49.3 18.2
Total 48.3 18.2

Data as at 31 December

The average age of employees with open-ended contracts is 48.3 (basically in line with 2017 which recorded an age of 48.4). Average seniority is 18.2 years.

Hours of absence and hours worked per capita for employees with open-ended contracts (by type)
Hours 2016 2017 2018
Illness 62.7 62.4 65.0
Maternity/paternity and parental leave 13.1 13.2 11.3
Accidents 5.1 4.9 5.4
Strikes 1.7 1.7 1.0
Union meetings 1.0 0.8 0.3
Union leave 6.8 6.6 5.3
Other 32.6 36.3 33.4
Total absences (h) 122.9 125.9 121.6
Regular hours worked 1,537.8 1,546.2 1,534.8
Overtime hours worked 39.7 38.3 31.9
Total hours worked 1,577.4 1,584.5 1,566.7

The data apply to the following companies: Hera Spa, Acantho, AcegasApsAmga, Fea, Herambiente, Herambiente Servizi Industriali, HERAtech, Hestambiente, Hera Comm, Hera Luce, Hera Trading, Inrete Distribuzione Energia, Marche Multiservizi, AcegasApsAmga Servizi Energetici, Uniflotte, Waste Recycling. The hours worked are calculated net of overtime hours for recovery.

The hours of absence per capita are substantially in line with the last three years. Even in 2018 overtime hours continued to represent a small percentage of the total hours worked and the per capita average continued to decline. The “other” item in the table mainly refers to leave requested to assist family members with disabilities or illness, leave for medical check-ups and therapy, and leave for academic purposes.