Acea’s personnel

DevelopmentThe 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 AREA2011 (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
  networks 1,465 1,410 1,385
  generation and selling 331 317 326
Environment 202 193 216
Corporate (Acea SpA+Acea8cento) 718 895 855
total 7,277 7,257 6,304

TABLE N. 39 – GEOGRAPHICAL LOCATION OF EMPLOYEES (2012-2013) (*)

 
20122013
LOCATIONn.%n.%
centre-north (Tuscany-Umbria) 1,046 14.4 1,066 16.9
centre-south (Latium-Campania-Apulia) 4,913 67.7 4,834 76.7
foreign countries 1,298 17.9 404 6.4

(*) according to the registered office of the firm they are employed by.

COMPOSITION AND TURNOVER

REFERENCE BOUNDARY

Information and data shown in Composition and turnover involve: Acea SpA, Acea Distribuzione, Acea Illuminazione Pubblica, Acea Reti e Servizi Energetici, Acea Energia holding, Acea Energia, Acea Produzione, Acea8cento, Acea Ato 2, Acea Ato 5, LaboratoRI, Acea Gori Servizi Scarl, Crea Gestioni Srl, Gesesa, Sogea, Lunigiana, Solemme, A.R.I.A, SAO, Aquaser.

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)

(NUMBER)201120122013
 MENWOMENTOTALINCIDENCE%MENWOMENTOTALINCIDENCE%MENWOMENTOTALINCIDENCE%
directors 95 20 115 2.2 83 19 102 2.1 81 19 100 2.1
managers 265 100 365 7.1 269 104 373 7.8 272 110 382 8.0
employees 1,918 966 2,884 56.4 1,910 972 2.882 59.9 1,894 972 2,866 60.0
workers 1,746 4 1,750 34.2 1,450 5 1,455 30.2 1,423 5 1,428 29.9
total 4,024 1,090 5,114 100.0 3,712 1,100 4,812 100.0 3,670 1,106 4,776 100

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)

(NUMBER)201120122013
ENTRIESMENWOMENTOTALMENWOMENTOTALMENWOMENTOTAL
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
total 67 25 92 103 84 187 77 40 117
(of which) acquiring of personnel by Public Bodies 2 0 2 0 0 0 5 1 6
(NUMBER)201120122013
EXITS (*)MENWOMENTOTALMENWOMENTOTALMENWOMENTOTAL
redundancy 102 6 108 53 11 64 76 15 91
income-deprived voluntary early retirements 45 2 47 26 6 32 12 2 14
retirements 4 0 4 2 0 2 0 0 0
payoffs 3 1 4 0 1 1 1 0 1
joint-venture demerger between Acea and GdF Suez Energia Italia SpA 103 37 140 0 0 0 0 0 0
other reasons 52 18 70 43 6 49 30 17 47
total 309 64 373 124 24 148 119 34 153

(*) 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 RELATIONSHIPEXITING PERSONNEL IN 2013
 MENWOMENTOTAL
≤ 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 1 1
total 119 34 153

TABLE N. 43 – COMPANIES OF THE ENERGY CHAIN: DURATION OF THE EMPLOYMENT RELATIONSHIP (2013)

DURATION OF THE EMPLOYMENT RELATIONSHIPEXITING PERSONNEL IN 2013
 MENWOMENTOTAL
≤ 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 1 1
total 35 10 45

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)

(NUMBER)201120122013
 MENWOMENTOTALMENWOMENTOTALMENWOMENTOTAL
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
total 4,024 1,090 5,114 3,712 1,100 4,812 3,670 1,106 4,776

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 RATEENTRY RATEEXIT RATE
201120122013201120122013201120122013
8.9% 7.0% 5.7% 1.8% 3.9% 2.4% 7.3% 3.1% 3.2%

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)

(YEARS)201120122013
 MANWOMENTOTALMANWOMENTOTALMENWOMENTOTAL
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)

(YEARS)201120122013
 MANWOMENTOTALMANWOMENTOTALMENWOMENTOTAL
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)

 MANWOMENTOTAL
≤ 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
total 3,670 1,106 4,776

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)

(NUMBER)201120122013
 uominidonnetotaleuominidonnetotaleuominidonnetotale
degrees 428 285 713 448 311 759 434 316 750
diplomas 1,756 500 2,256 1,772 528 2,300 1,755 522 2,277
other educational qualifications 783 75 858 766 66 832 757 65 822
non defined(*) 1,057 230 1,287 726 195 921 724 203 927
total 4,024 1,090 5,114 3,712 1,100 4,812 3,670 1,106 4,776

(*) 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.