Acea’s Personnel

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)

Business area 2013 restated
(No. of employees)
2014
(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
  Networks 1,382 1,335
  Generation and sales 337 337
Environmental services 216 221
Corporate (Acea SpA+Acea8cento) 855 846
Total 5,195 5,105

TABLE 43 – GEOGRAPHIC LOCATION OF RESOURCES (2013-2014)(*)

  2013 restated 2014
Location Number % Number. %
Central-north Italy (Tuscany-Umbria) 15 0.3 - -
Central-south Italy (Lazio-Campania-Puglia) 4,784 92.1 4,695 91.9
Foreign countries 396 7.6 412 8.1

(*) 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. 

REPORT BOUNDARY

The information and data shown in Composition and Turnover pertain to: Acea SpA, Acea Distribuzione, Acea Illuminazione Pubblica, Acea Reti e Servizi Energetici, Acea Energia, Acea Produzione, Acea8cento, Acea Ato 2, Acea Ato 5, LaboratoRI, Acea Gori Servizi, Crea Gestioni, Gesesa, Lunigiana, Solemme, A.R.I.A, SAO, Aquaser, Kyklos, Innovazione Sostenibilità Ambientale (ISA) and, beginning 2014, the company S.A.MA.CE.

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)

(number) 2012 2013 2014 (*)
MenWomen Total%MenWomen Total%MenWomen Total%
Executives 83 19 102 2.1 81 19 100 2.1 82 18 100 2.1
Managers 269 104 373 7.8 272 110 382 8.0 268 107 375 8.0
White-collar workers 1.904 965 2,870 59.9 1,890 965 2,855 59.9 1,869 952 2,821 60.3
Blue-collar workers 1,443 5 1,447 30.2 1,424 5 1,429 30.0 1,382 4 1,386 29.6
Total 3,699 1,093 4,792 100.0 3,667 1,099 4,766 100.0 3,601 1,081 4,682 100.0

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)

(number)
ENTRIES 
2012 2013 2014
MenWomen TotalMenWomen TotalMenWomen Total
Open-ended contracts 28 45 73 33 21 54 42 13 55
Fixed-term contracts 15 18 33 19 5 24 19 3 22
Professional apprenticeship contracts 2 2 1 3 4 2 0 2
Acquisition of business segments  66 19 85 32 11 43 0 0 0
Total 109 84 193 85 40 125 63 16 79
(Of which) personnel acquired from public agencies 0 0 5 1 6 9 9

EXITS (*) 2012 2013 2014
MenWomen TotalMenWomen TotalMenWomen Total
Mobility (lay-offs) 53 11 64 76 15 91 91 23 114
Redundancies 26 6 32 12 2 14 6 0 6
Retirements 2 0 2 0 0 0 2 0 2
Dismissals 0 1 1 0 0 0 6 1 7
Other reasons 46 6 52 29 17 46 34 11 45
Total 127 24 151 117 34 151 139 35 174

(*) 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
MenWomen TotalMenWomen Total
≤ 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
>50 years 10 0 10 115 24 139
Total 63 16 79 139 35 174

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
MenWomen Total
≤ 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
Total 139 35 174

TABLE 48 – ENERGY SECTOR COMPANIES: DURATION OF THE EMPLOYMENT RELATIONSHIP (2014)

Duration of the employment relationship Personnel leaving in 2014
MenWomen Total
≤ 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
Total 40 13 53

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)

(by number) 2012 2013 2014
MenWomen TotalMenWomen TotalMenWomenTotal
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
Total 3,699 1,093 4,792 3,667 1,099 4,766 3,601 1,081 4,682

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
2012 2013 2014 2012 2013 2014 2012 2013 2014
7.2% 5.8% 5.4% 4.0% 2.6% 1.7% 3.2% 3.2% 3.7%

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)

(in years)  2012 2013 2014
MenWomen TotalMenWomen TotalMenWomen Total
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)

(in years) 2012 2013 2014
MenWomen TotalMenWomen TotalMenWomen Total
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)

 MenWomen Total
≤ 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
>61 years 109 16 125
Total 3,601 1,081 4,682

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)

(BY NUMBER)  2012 2013 2014
 MenWomen TotalMenWomen TotalMenWomen Total
University graduates 448 311 759 434 316 750 445 317 762
High-school diploma-holders 1,771 528 2,299 1,754 522 2,276 1,730 514 2,244
Other qualifications 766 66 832 757 65 822 731 59 790
Undefined 714 188 902 722 196 918 695 191 886
Total 3,699 1,093 4,792 3,667 1,099 4,766 3,601 1,081 4,682

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.