Our remuneration policy

09/30/2016 - 10:18 AM

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Remuneration policy tools

The remuneration policy of the Telecom Italia Group is aimed at ensuring the company’s maximum competitiveness in the labour market, as well as its capacity to attract, retain and motivate people.

The guidelines and related remuneration tools  must ensure:

  • the achievement of the Company’s strategic targets
  • the competitiveness of the company on the labour market
  • the commitment of its people
  • the safeguarding of the principles of internal fairness
  • the alignment of the interests of the management with the creation of value for shareholders and also with the sustainability of the results in the long-term
  • the safeguarding of consistency at Group level, while taking into account the diversity of the reference markets

 

To better determine remuneration policies, the necessary comparisons are made with the external market

The remuneration architecture, geared towards the People Strategy and the related centrality of  the individual, will be based on three components; the first two typically having monetary content, and the third being linked to a broader idea of the remuneration system.

  • Benefits and Welfare
  • Variable Remuneration
    - short-term
    - long-term
  • Fixed Remuneration
 

The integration of these components will mean that the principles of Total Rewarding can be even more effectively applied in 2016 , through an appropriate balancing of monetary and non-monetary tools, with the goal of increasing the satisfaction of the beneficiaries at a sustainable cost.