The Group was composed of 6,304 individuals by 31.12.2013. Compared to 2012 (7,257 employees), a decrease of roughly 13% was recorded, mainly caused by the termination of the contract with Aguazul Bogotà in the water area. Slight decreases in the workforce of the energy business and corporate areas were recorded, while the environment area experienced a slight increase.
TABLE N. 38 – EVOLUTION OF THE GROUP’S EMPLOYEES IN ACCORDANCE WITH MACROAREAS (2011-2013) (End of the period quantities for percentage of consolidation)
|BUSINESS AREA||2011 (NUMBER OF EMPLOYEES)||2012 (NUMBER OF EMPLOYEES)||2013 (NUMBER OF EMPLOYEES)|
|Water||4,561 of which||4,442 of which||3,522 of which|
|Latium - Campania||2,189||2,119||2,081|
|Tuscany - Umbria||853||869||877|
|foreign countries and LaboratoRI||1,519||1,454||564|
|Energy||1,796 of which||1,728 of which||1,711 of which|
|generation and selling||331||317||326|
|Corporate (Acea SpA+Acea8cento)||718||895||855|
TABLE N. 39 – GEOGRAPHICAL LOCATION OF EMPLOYEES (2012-2013) (*)
(*) according to the registered office of the firm they are employed by.
COMPOSITION AND TURNOVER
The Personnel and Organisation Function of Acea SpA takes care, both in service and on behalf of the controlled firms, of the administrative management of the employees; investee companies entrust such management to the group leader or other companies on the market, so as to enhance the process and rationalise costs.
The examined three-year period saw the overall amount of resources used by the Group’s companies progressively decrease, especially after the decrease in the number of employees. However, no professional category remains as important in the overall structure of the workforce.
Indeed, modifications in the composition of the workforce, apart from being determined by the constant need for staff turnover, result from modifications in professional categories and carrier advancements of pre-existing personnel in the company.
The incidence of female personnel in the overall workforce, in accordance with the tendency recorded in the previous two-year period, shows a slight increase, reaching 23.2% (22.8% in 2012 and 21.3% in 2011); however, the prevalence of male personnel in the Group can be explained by the technical-operational nature of the managed businesses, which leads to less flexibility as far as the gender structure is concerned: in Italy today, professional, technical positions are predominantly held by men (see table n. 40).
TABLE N. 40 – ACEA EMPLOYEES: COMPOSITION OF THE PERSONNEL (2011-2013) NB: The total workforce shown in the table differs, as far as the reporting boundary is concerned, from the datum of the consolidation boundary (see table n. 38); the workforce has been decreasing since 2012 also because of the exclusion from the reporting boundary of Umbra Acque, due to its abandoning of the administrative management of Acea SpA (341 units).
(NUMBER) 2011 2012 2013 MEN WOMEN TOTAL INCIDENCE% MEN WOMEN TOTAL INCIDENCE% MEN WOMEN TOTAL INCIDENCE% directors
TABLE N. 40 – ACEA EMPLOYEES: COMPOSITION OF THE PERSONNEL (2011-2013)
NB: The total workforce shown in the table differs, as far as the reporting boundary is concerned, from the datum of the consolidation boundary (see table n. 38); the workforce has been decreasing since 2012 also because of the exclusion from the reporting boundary of Umbra Acque, due to its abandoning of the administrative management of Acea SpA (341 units).
In 2013 new employees decreased compared to 2012; the 117 entries are determined by: 49 new workers from companies of the Group (43 within Acea Ato 2 and 6 towards Acea Energia), 35 stabilisations of pre-existing positions in the Group with atypical contracts, 26 hirings from the external labour market, 15 of which with openended contracts (2 people belong to protected categories), 9 fixed-term contracts, 2 apprenticeships and 7 hirings because of litigations.
The Companies that were affected the most by inward personnel flows are Acea Ato 2 SpA with 51 entries, Acea Energia with 21 entries, Acea8cento with 12 entries, Acea SpA and Acea Ato 5 both with 8 entries.
In 2013 54 people with open-ended contracts were hired, 27 of which were stabilised, while 16 individuals were hired with fixedterm contracts.
During the year the company’s outward flow of personnel slightly grew compared to 2012, reaching 153 people (see table n. 41); 91 employees (26 from Acea Ato 5, 24 from Acea Distribuzione, 23 from Acea Ato 2, 10 from Acea SpA, 7 from Acea Energia and 1 from Acea Produzione) were redundant, and plans for the facilitated voluntary resignation of workers involved 14 workers who decided to willingly terminate their working contract with the firm.
TABLE N. 41 – ACEA EMPLOYEES: ENTERING AND LEAVING PERSONNEL (2011-2013)
|with open-ended contracts||57||17||74||28||45||73||33||21||54|
|with fixed-term contracts||9||6||15||9||18||27||11||5||16|
|with reintegration contracts||0||1||1||0||0||0||0||0||0|
|with professional apprenticeship contracts||1||1||2||0||2||2||1||3||4|
|acquiring of a firm’s branch||0||0||0||66||19||85||32||11||43|
|(of which) acquiring of personnel by Public Bodies||2||0||2||0||0||0||5||1||6|
|income-deprived voluntary early retirements||45||2||47||26||6||32||12||2||14|
|joint-venture demerger between Acea and GdF Suez Energia Italia SpA||103||37||140||0||0||0||0||0||0|
(*) among “exits”, the “redundancy” entry shows a form of subsidized, voluntary retirement, agreed by trade unions, that the firm proposes to employees who are about to retire, after having carried out a preliminary organisational analysis aiming at limiting the social impact of the retiring process: redundant employees are found within organisational areas with exceeding personnel, among those with the personal/contributory prerequisites required to retire within three years from the termination of the employment relationship; the “income-deprived voluntary early retirements“ entry shows the subsidized, voluntary termination of the employment contract; the “other reasons” entry includes exits due to: contract expiry (26 in 2013), resignations (10 in 2013), death (7 in 2013), just cause (2 in 2013), health problems (1 in 2013) and litigation (1 in 2013).
The duration of the employment relationship of personnel exiting from the Group shows an overall stability of jobs in the company. Indeed, 2013 saw 64.7% of resources being used by the Group for a maximum of 20 years and 34.6% for a timespan between 20 and 40 years.
The data of companies working in the energy chain are aligned with the Group’s data: 55.5% of exiting personnel worked in the firm for a maximum of 20 years, while 42.2% worked between 20 and 40 years.
TABLE N. 42– ACEA EMPLOYEES: DURATION OF THE EMPLOYMENT RELATIONSHIP (2013)
|DURATION OF THE EMPLOYMENT RELATIONSHIP||EXITING PERSONNEL IN 2013|
|≤ 20 years old||79||20||99|
|> 20 years old ≤ 30 years old||12||4||16|
|> 30 years old and ≤ 40 years old||28||9||37|
|> 40 years old and ≤ 50 years old||0||1||1|
TABLE N. 43 – COMPANIES OF THE ENERGY CHAIN: DURATION OF THE EMPLOYMENT RELATIONSHIP (2013)
|DURATION OF THE EMPLOYMENT RELATIONSHIP||EXITING PERSONNEL IN 2013|
|≤ 20 years old||20||5||25|
|> 20 years old ≤ 30 years old||5||1||6|
|> 30 years old and ≤ 40 years old||10||3||13|
|> 40 years old and ≤ 50 years old||0||1||1|
NB: the data refer, in accordance with the GRI Sector protocol (commentary on LA2), to employees of the Group working at the operational companies of the energy chain, mostly in Latium.
Almost all employees are employed in Acea with stable contractual agreements: 99.5% of the workforce was hired with open-ended contracts (99.1% in 2012). Personnel employed with professional apprenticeship contracts decreased, in accordance with the end of the multiannual training plan for the integration of apprentices, while fixed-term contracts, differently from 2012, showed a decrease (see table n. 44).
TABLE N. 44 – ACEA EMPLOYEES: CONTRACT TYPE (2011-2013)
|personnel with open-ended contracts||3,970||1,049||5,019||3,695||1,076||4,771||3,659||1,095||4,754|
|(of which) part-time personnel||21||85||106||23||86||109||23||100||123|
|personnel with fixed-term contracts||14||5||19||11||18||29||9||6||15|
|personnel with professional apprenticeship contracts||40||36||76||6||6||12||2||5||7|
The turnover rate of 5.7%, decreased, which confirms the trend of the previous two-year period; the exiting personnel rate remained stable compared to 2012, while a decrease was experienced in the entering personnel rate (see table n. 45).
TABLE N. 45 – TURNOVER RATES, ENTRIES AND EXITS (2011-2013)
|TURNOVER RATE||ENTRY RATE||EXIT RATE|
NB: the turnover rate is the result of the sum of the year’s hirings and terminations compared to the workforce by the end of the year. The companies to which the data refer are mainly found in the territory of Latium; following are the 2013 data according to gender: women’s turnover rate 1.5%, men’s turnover rate 4.2%; women’s entry rate 0.8%, men’s entry rate 1.6%; women’s exit rate 0.7%, men’s exit rate 2.5%.
In 2013 the company’s average age and length of service of employees remained unvaried as in the previous year (see tables n. 46 e 47); 67.5% of employees are aged between 36 and 55, and 14.9% are 35 or less (see table n. 48).
TABLE N. 46 – ACEA EMPLOYEES: AVEARAGE AGE OF THE PERSONNEL (2011-2013)
|company’s average age||46.2||42.8||45.5||46.9||43.1||46.0||47.5||43.8||46.6|
|average age of directors||50.2||49.3||50.1||51.3||50.0||51.1||51.7||49.9||51.3|
|average age of managers||47.4||45.8||47.0||48.4||46.2||47.8||49.2||46.8||48.5|
|average age of employees||46.2||42.4||44.9||46.9||42.6||45.4||47.5||43.3||46.0|
|average age of workers||45.7||52.0||45.8||46.3||54.1||46.4||47.0||55.1||47.0|
TABELLA N. 47 – ACEA EMPLOYEES: AVERAGE LENGHT OF SERVICE OF THE PERSONNEL (2011-2013)
|company’s average length of service||13.5||11.8||13.2||15.0||12.3||14.4||15.6||12.8||15.0|
|average length of service of directors||13.9||19.1||14.8||16.2||19.5||16.8||16.7||19.0||17.1|
|average length of service of managers||15.1||14.3||14.9||16.6||15.0||16.1||17.5||15.8||17.0|
|average length of service of employees||14.9||11.4||13.7||15.9||11.8||14.5||16.5||12.3||15.1|
|average length of service of workers||11.7||15.7||11.8||13.5||19.8||13.5||14.1||20.8||14.1|
TABLE N. 48 – ACEA EMPLOYEES: AGE GROUPS (2013)
|≤ 25 years old||11||10||21|
|> 25 years old and ≤ 30 years old||127||83||210|
|> 30 years old and ≤ 35 years old||301||181||482|
|> 35 years old and ≤ 40 years old||441||157||598|
|> 40 years old and ≤ 45 years old||619||199||818|
|> 45 years old and ≤ 50 years old||747||191||938|
|> 50 years old and ≤ 55 years old||702||169||871|
|> 55 years old and ≤ 60 years old||634||106||740|
|> 61 years old||88||10||98|
Regarding the level of education of employees, in 2013 the incidence of people with degrees or diplomas in the overall workforce increased, respectively, to 16.7% and 50.9% (15.7% and 47.8% in 2012) (see table n. 49); the incidence of employees with other educational qualifications grew by 1%, reaching roughly 18%.
Also in 2013 the incidence of women holding a university degree increased, reaching 42.1% (40.8% in 2012), which confirms the growth in the trend of the previous two-year period.
TABLE N. 49 – ACEA EMPLOYEES: LEVEL OF SCHOOLING (2011-2013)
|other educational qualifications||783||75||858||766||66||832||757||65||822|
(*) the datum on the level of education of employees has not been thoroughly traced for some companies of the Group, among those of whom were recently included in the reporting boundary. The datum recording and monitoring system is currently being enhanced, but data were shown in the table so as to represent the likely situation of the company.