The Group workforce at 31/12/2014, by consolidation percentage, numbered 5,105 resources. Compared to 2013 (5,195 employees) this represented a decrease of roughly 1.7%, caused mainly by drops in both the water and network areas to the same extent. By contrast, the headcount in the energy and environment areas showed slight increases. The quantities of human resources were also recalculated in 2014 due to changes in the basis of consolidation under the new accounting criteria.
TABLE 42 - EVOLUTION OF GROUP HUMAN RESOURCES BY BUSINESS AREA (2013-2014) (year-end balances by consolidation percentage)
(No. of employees)
(No. of employees)
|Water||2,405 of which||2,366 of which|
|Lazio - Campania||1,834||1,792|
|Tuscany - Umbria||15||-|
|Foreign countries and LaboratoRI||556||574|
|Energy||1,719 of which||1,672 of which|
|Generation and sales||337||337|
|Corporate (Acea SpA+Acea8cento)||855||846|
TABLE 43 – GEOGRAPHIC LOCATION OF RESOURCES (2013-2014)(*)
|Central-north Italy (Tuscany-Umbria)||15||0.3||-||-|
|Central-south Italy (Lazio-Campania-Puglia)||4,784||92.1||4,695||91.9|
(*) by registered office of the company in which they are employed
COMPOSITION AND TURNOVER
Following the adoption of new accounting principles (IFRS10 and IFRS11), at 01/01/2014, the consolidation boundary of the Group has changed, and the reporting boundary for the current section conforms to this new development. To ensure the uniformity of information for the three years under review, the data for the 2012-2013 period were restated.
Acea SpA’s Human Resources and Organisation Division sees to the administrative management of the human resources, both in service and on behalf of the subsidiary companies. The subsidiaries entrust this management to the parent company or outsource the same to other companies on the market, with a view to efficiency of processes and rationalisation of costs.
The three-year period 2012-2014 saw the total number of resources employed by the Group’s companies register a contraction, particularly due to the reduction in numbers of white and blue-collar workers, although the overall effect was limited. Moreover, each professional category retained the same weight in the overall personnel structure.
Changes in the workforce composition are in part determined by the inherent turnover of personnel, but also result from the changes in employment category and the career advancements of the personnel already present in the company.
The incidence of female personnel in the overall workforce, at 23.1%, remains substantially stable over the period considered. The prevalence of male personnel in the Group is explained in light of the technical-operational character of the business areas, which limits the flexibility in the gender structure: in Italy, positions in the technical professions are still primarily held by men (see Table 44).
TABLE 44 – ACEA EMPLOYEES: COMPOSITION OF HUMAN RESOURCES (2012-2014)
Note: The workforce total shown in the table differs, due to the reporting boundaries, from the figure indicated for consolidation percentage (see Table 42).
(*) Effective 1 January 2014, the 11 employees of the S.A.MA.CE. company have been subsumed under the administration of Acea SpA.
In 2014, the incoming employees decreased significantly compared to the preceding two years. In particular, there were 79 new entries: by means of 9 acquisitions of personnel deriving from Group companies, from 26 confirmations of personnel already present in the Group but with ‘atypical’ contracts, from 42 recruitments from the external labour market - of which 21 were open-ended contracts (with 4 persons belonging to protected categories), 19 fixed-term contracts, and 2 apprenticeships, plus 2 hirings due to litigations.
The companies most affected by the arrival of human resources are Acea Ato 5, with 22 entries, Acea Energia con 13 entries, A.R.I.A with 10 hirings, Acea8cento with 9 entries and Acea SpA with 8 entries.
Overall, in 2014 there were 55 individuals hired with open-ended contracts and 22 new personnel with fixed-term contracts. Of the incoming personnel, 73.4% were between 20 and 40 years of age (see Table 46).
Human resources leaving the company grew compared to the preceding two-year period, reaching a total of 174 people (see Table 45). In particular, 114 employees were laid off (50 from Acea Ato 2, 35 from Acea Distribuzione, 11 from Acea SpA, 7 from Acea Energia, 6 from Acea Ato 5, 3 from A.R.I.A, 1 from Acea Produzione and 1 from Acea Illuminazione Pubblica) and six workers decided to terminate their working contracts with the company under plans for facilitated voluntary redundancy. Roughly 80% of the personnel leaving were more than 50 years of age (see Table 46).
TABLE 45 – ACEA EMPLOYEES: PERSONNEL ENTERING AND LEAVING (2012-2014)
|Professional apprenticeship contracts||0||2||2||1||3||4||2||0||2|
|Acquisition of business segments||66||19||85||32||11||43||0||0||0|
|(Of which) personnel acquired from public agencies||0||0||0||5||1||6||9||0||9|
(*) Among “exits”, the “mobility (lay-offs)” entry indicates a form of subsidized, voluntary retirement, subject to union negotiation, which the company can propose to employees about to retire, after a preliminary organisational analysis aimed at limiting the social impact of the retirement process and investigating other considerations. The redundant employees are found within organisational areas with excess personnel, and among those with the personal and contributory requirements for receipt of pension within three years of termination of their employment.
The “redundancies” entry indicates the consensual and indemnified termination of the employment contract; the “other reasons” entry includes exits due to: contract expiry (23 in 2014), resignations (10 in 2014), death (11 in 2014), and health problems (1 in 2014).
TABLE 46 –ACEA EMPLOYEES: PERSONNEL ENTERING AND LEAVING BY AGE CLASS (2014)
|Age||Personnel entering, 2014||Personnel leaving, 2014|
|≤ 20 years||0||0||0||0||0||0|
|> 20 years and ≤ 30 years||21||8||29||7||5||12|
|> 30 years and ≤ 40 years||22||7||29||10||6||16|
|> 40 years and ≤ 50 years||10||1||11||7||0||7|
The duration of the employment for human resources leaving the Group demonstrates the essential stability of the company workforce: in 2014, 55.7% of leaving personnel had been employed in the Group for not less than 20 years, and 43.7% for a duration of between 20 to 40 years.
Considering just the companies active in the energy sector, the figures are essentially in line with the whole Group: 64.2% of leavers had served in the companies for between 20 and 30 years, and 35.8% for between 30 and 40 years.
TABLE 47 – ACEA EMPLOYEES: DURATION OF THE EMPLOYMENT RELATIONSHIP (2014)
|Duration of the employment relationship||Personnel leaving in 2014|
|≤ 20 years||75||22||97|
|> 20 years and ≤ 30 years||25||4||29|
|> 30 years and ≤ 40 years||38||9||47|
|> 40 years and ≤ 50 years||1||0||1|
TABLE 48 – ENERGY SECTOR COMPANIES: DURATION OF THE EMPLOYMENT RELATIONSHIP (2014)
|Duration of the employment relationship||Personnel leaving in 2014|
|≤ 20 years||0||0||0|
|> 20 years and ≤ 30 years||26||8||34|
|> 30 years and ≤ 40 years||14||5||19|
|> 40 years and ≤ 50 years||0|
Note: In keeping with the GRI Sector protocol (commentary on LA2), the data refer to Group personnel employed by companies operating in the energy sector, situated mostly in Lazio.
At Acea, almost all employees are engaged under on a permanent basis. In particular, 99.5% of the workforce is employed under open-ended contracts, a statistic in line with that of 2013. Resources employed with professional apprenticeship contracts remained stable compared to the preceding year, and fixed-term contracts registered a slight increase (see Table 49).
TABLE 49 – ACEA EMPLOYEES: CONTRACT TYPE (2012-2014)
|Permanent work-force (open-ended contracts)||3,671||1,069||4,740||3,657||1,088||4,745||3,581||1,077||4,658|
|of which part-time personnel||25||86||111||21||97||118||20||93||113|
|Personnel with fixed-term contracts||22||18||40||8||6||14||16||1||17|
|Personnel with professional apprenticeship contracts||6||6||12||2||5||7||4||3||7|
In 2014, the turnover rate declined to 5.4%, continuing the trend of the preceding two-year period; the recruitment rate also decreased, while the exit rate registered an increase of 0.5% (see Table 50).
TABLE 50 – TURNOVER, RECRUITMENT AND LEAVING RATES (2012-2014)
|Turnover rate||Recruitment rate||Exit rate|
Note: The turnover rate is the result of the sum of the year’s recruits and outputs as a ratio of total workforce at year-end. The companies indicated by these data are mostly situated in the Region of Lazio. Following are the 2014 data by gender: turnover for women 1.1%, turnover for men 4.3%; recruitment for women 0.4%, recruitment for men 1.3%; women’s exit rate 0.7%, men’s 3%.
In 2014 the average age and seniority of the company’s personnel remained substantially unvaried from the previous year (see Tables 51 and 52). Most human resources are in the younger age classes: 67.7% of employees are aged between 36 and 55 and 13.8% are 35 or less (see Table 53).
TABLE 51 – ACEA EMPLOYEES: AVERAGE AGE OF PERSONNEL (2012-2014)
|Average age of Acea workforce||46.5||42.7||45.6||47.0||43.3||46.2||47.4||43.9||46.6|
|Average age of executives||50.9||49.6||50.7||51.2||49.5||50.9||52.0||50.4||51.7|
|Average age of managers||46.4||42.2||45.0||47.0||42.8||45.6||49.5||47.0||48.8|
|Average age of white-collars||46.0||53.6||46.0||46.6||54.6||46.6||47.4||43.4||46.1|
|Average age of blue-collars||47.9||45.8||47.3||48.7||46.3||48.0||46.7||54.5||46.8|
TABLE 52 – ACEA EMPLOYEES: AVERAGE SENIORITY OF PERSONNEL (2012-2014)
|Average workforce seniority||14.5||11.8||13.9||15.2||12.3||14.5||15.9||13.2||15.3|
|Average seniority of executives||15.7||18.9||16.3||16.2||18.5||16.6||17.2||20.2||17.7|
|Average seniority of managers||15.4||11.4||14.0||16.1||11.8||14.6||16.8||12.7||15.4|
|Average seniority of white-collars||13.0||19.2||13.0||13.5||20.2||13.6||14.2||18.0||14.3|
|Average seniority of blue-collars||16.1||14.5||15.6||17.0||15.3||16.5||18.3||16.0||17.6|
TABLE 53– ACEA EMPLOYEES: AGE CLASSES (2014)
|≤ 25 years||10||6||16|
|> 25 years and ≤ 30 years||111||73||184|
|> 30 years and ≤ 35 years||286||161||447|
|> 35 years and ≤ 40 years||411||168||579|
|> 40 years and ≤ 45 years||569||177||746|
|> 45 years and ≤ 50 years||752||204||956|
|> 50 years and ≤ 55 years||708||179||887|
|> 55 years and ≤ 60 years||645||97||742|
Regarding the level of education of the human resources, in 2014 the incidence of people with university degrees or high-school diplomas in the overall workforce increased, respectively to 16.3% and 47.9% (15.7% and 47.8% in 2013) (see Table 54); the incidence of employees with other educational qualifications remained essentially constant at roughly 17%.
The percentage of women graduates out of total graduates increased slightly in 2014, to 41.6% (from 42.1% in 2013).
TABLE 54 – ACEA EMPLOYEES: EDUCATION LEVELS (2012-2014)
Note: data on the level of employee education is not available for the companies: A.R.I.A., Aquaser, SAO, Kyklos, Innovazione Sostenibilità Ambientale (ISA), Solemme and S.A.MA.CE.