Skills in a business like ours are of strategic importance for our Group to grow. This is why our internal processes to valorise human capital are based mainly on training and development and on good assessment processes.

With this in mind, we outlined our "Leadership Model" as a reference for values and conduct for staff development and the achievement of our strategic objectives.

Training and development

We organise personal development for our personnel, starting with the Group’s strategic objectives of industrial growth, the territory, innovation and quality, operational efficiency and with their need in terms of know-how. Our companies use the e-learning platform Pianetacea to map training requirements and design targeted training courses.

Training can be grouped into four categories:

  • managerial, to develop skills and management techniques for organisational conduct and leadership;
  • legislation and company policies (anticorruption, antistrust etc.), giving details  of legislation and corporate provisions for the various areas of business of the Group;
  • technical-operational, to acquire specific competencies depending on the business;
  • safety.

We have developed three projects of major importance to enhance our comptencies:

  • the Managerial Academy, a managerial course combining innovation and the community di formazione manageriale che coniuga innovazione e territorio;
  • The School of Trades, which enhances the heritage of technical and operational know-how held by a restricted group of people;
  • IdeAzione the project which alternates school and work so we can contribute to this innovative teaching method.

We have also organised the training programme In-Contatto, which aims to develop a model of effective skills and behaviour.

The "In-Contatto” Programme

The In-Contatto programme aims to improve the efficiency of company project management by developing a consolidated model of skills according to the training requirements of certain operation departments (Service Centre, Sale Dispatcher and Team Leader of commercial areas), which enhances and consolidates typical behaviour of corporate roles and values peoples’ experience.
One of the programme’s strong points is that it can provide highly customised training thanks to:

  • the co-design by Department Supervisors, HR managers and operational staff of courses based on the real operational requirements of the roles;
  • repeatable project design over time based on the participants’ needs which have emerged in the classroom;
  • individual coaching, to strengthen roles of operational coordination

The Programme involved 160 people from Acea Ato 2, Acea Ato 5, Areti, Acea Energia and Acea8cento in 104 training days.

Assessment and incentive systems

We are committed to creating a culture based increasingly on merit and to encourage our staff to continually improve in line with our Group values, for which we have designed our Performance Management system in order to:

  • value the contribution of the individual and strengthen performance behaviour;
  • ensure the continual improvement of the individual and the team;
  • anchor assessment not merely to results (measuring a “thing”), but also to actual behaviour (measuring “how”);
  • encourage a process to evaluate the performance of the individual, by achieving measurable objectives and observing the relevant actual behaviour.

We understand performance in a global sense as a group of directly measurable results, and a person’s observable behaviour towards a specific objective.

We apply long-term incentive systems, such as our Long Term Incentive Plan (LTIP), reserved for managers holding strategic roles and responsibilities (MT and senior management) and short term (annual) incentive systems, such as our Management by Objectives (MBO) applied to top and middle management. This is based not only on achieving individual and Group objectives set out in the MBO Catalogue, but also on compliance with the conduct required by the Leadership Model.

Lower management, office employees and workers (including apprentices) are given a premium on the annual result, the result bonus: this payment is awarded to employees to acknowledge and share the company’s good results.