Acea’s employees

Acea’s employees

The Group headcount as of 31 December 2012,  by consolidation percentage, numbered 7,257 resources, essentially unchanged with respect to 2011. The main changes concerned, in the one hand, the increases in Acea SpA (+ 123 units) and in Acea8cento (+ 54 units), and on the other hand, the reductions in staff within Acea Distribuzione (- 52 units) and in Acea Ato 2 (- 51 units), companies care of which mobility and redundancy procedures are underway.

Table No. 47 – EVOLUTION OF GROUP EMPLOYEES BY BUSINESS SEGMENT (2010-2012) (year end balances by consolidation percentage)

Business area 2010 (No. of employees) 2011 (No. of employees) 2012 (No. of employees)
Water 4,169 of which 4,561 of which 4,442 of which
Lazio – Campania 2,150 2,189 2,119
Tuscany – Umbria 715 853 869
Abroad and laboratories (*) 1,304 1,519 1,454
Energy 1,863, of which 1,796, of which 1,728, of which
Networks 1,544 1,465 1,410
generation and sales 319 331 317
Waste management 181 202 193
Corporate (Acea SpA+Acea8cento) 700 718 895
Total 6,913 7,277 7,257
(*) the total for abroad and laboratories in 2010 included the 67 resources from Acea Gori Servizi, reclassified as from 2011 in the Lazio-Campania water area. Following adjustment, the 2011 figure which concerns abroad was changed with respect to that published last year.

Table No. 48 - GEOGRAPHIC LOCATION OF HUMAN RESOURCES  (2010-2011)(*)

  2011 2012
Location No. % No. %
Central-north  (Tuscany-Umbria-Lombardy)    1,043 14.4 1,046 14.4
Central-south  (Lazio-Campania-Puglia) 4,865 66.8 4,913 67.7
Abroad 1,369 18.8 1,298 17.9
(*) by registered offices of the company they are employed by.

Composition and turnover

The boundaries 

The information and data presented in the section Composition and turnover refers to: 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 and Umbra Acque for the two-year period 2010-2011

Acea SpA’s Human Resources and Organisation Division sees to, in service and on behalf of the subsidiary companies, the administrative management of the human resources employed by the same; the investee companies entrust this management to the parent company or outsource the same to other companies present on the market, with a view to making the process efficient and rationalising costs.

During the three-year period 2010-2012, there was a gradual reduction in the total number of resources employed in the Group; in 2012, in particular, the decrease in the overall workforce was attributable to the exclusion from the reporting boundaries of the investee company Umbra Acque (341 units), due to the fact that the company had left the sphere of administrative management entrusted up until last year to Acea SpA.

By contrast, with regard to the other figures (employees by professional category, gender, level of education, recruits and leavers, etc.), in consideration of the reduced dimensions of the companies, they were affected to a contained extent by the decrease in the boundary, remaining in line with the values for the previous two-year period.

Analyzing the composition of the workforce by professional qualification, the percentage incidence discloses a progressive decrease in the balances relating to blue-collars, essential stability of the executive category and growth in the white-collar category and, to a more contained extent, middle management. These changes, besides being determined by the movements - incoming and outgoing - of resources, were the result of changes in the professional levels and the career advancements which concern the resources present in-house.

Once again during 2012, the percentage of female staff to total workforce resources, on a consistent basis with the trend seen in the previous two-year period, disclosed a slight increase, reaching 22.8% (21.3% in 2011 and 20.9% in 2010) (see table No. 49).

The predominant presence of male staff in the Group workforce can be explained by the very type of businesses run, whose pronounced technical-operational nature essentially determines the professional and gender-related mix. At present, in fact, in Italy professional roles of a technical-operational nature are mainly covered by men.

 Table No. 49 – Acea’s employees: composition of the human resources (2010-2012) 

(number) 2010 2011 2012
  Men Women Total % weight Men Women Total % weight Men Women Total % weight
Executives 109 21 130 2.4 95 20 115 2.2 83 19 102 2.1
Middle management 266 88 354 6.6 265 100 365 7.1 269 104 373 7.8
White-collar workers 2,047 1,016 3,063 56.8 1,918 966 2,884 56.4 1,910 972 2,882 59.9
Blue-collar workers 1,844 4 1,848 34.3 1,746 4 1,750 34.2 1,450 5 1,455 30.2
Total 4,266 1,129 5,395 100.0 4,024 1,090 5,114 100.0 3,712 1,100 4,812 100.0
NB: The workforce total shown in the table differs, due to the reporting boundaries, from the figure indicated for the scope of consolidation (see table No. 47); furthermore, in 2012 the employees of Umbra Acque (341 resources) no longer fell within the scope of the data handled a centralised level.

Recruits during the year increased significantly with respect to 2011, reaching 2010 levels. In detail, the 187 recruits were as follows: the acquisition within the parent company of 85 resources on the workforce of Marco Polo, 36 recruits from the outside employment market, 32 recruits for disputes, 30 stabilisations of resources already present in the Group under atypical contracts, 4 transfers of employees between Group companies not included in the reporting boundaries.

The companies affected the most by incoming staff flows were Acea SpA  with 85 resources from the company Marco Polo, not included in the reporting boundaries, in accordance with the agreement for the reallocation of the activities and resources within the parent company, 5 stabilisations and 2 recruits of which 1 transfer from Gas de France; Acea8cento with 61 recruits of which 32 for disputes, Acea Energia SpA with 5 recruits and 7 stabilisations; LaboratoRI with 6 stabilisations and Acea Ato 5 with 6 stabilisations.

In total, during 2012 the resources taken on under permanent contracts amounted to 73, 30 of which stabilised and 32 due to disputes while the resources take on under temporary contracts numbered 27.

Human resources leaving the company during 2012, going against the trend in the last two years, was clearly down (see table No. 50) mainly as a result of the progressive depletion of the lay-off and redundancy agreements launched by the company in previous years for the functional changeover of the human resources.

During the year, 64 employees were laid off (27 from Acea Distribuzione, 25 from Acea Ato 2, 7 from Acea Energia and 5 from Acea SpA) and the facilitated voluntary redundancy plans involved 32 employees who decided to terminate their employment contract with the company under agreement involving incentives.

Table No. 50 – Acea’s employees: NEW RECRUITS AND LEAVERS (2010-2012) 

(number)
2010 2011 2012
new recruits (*) Men Women Total Men Women Total Men Women Total
permanent positions 94 25 119 57 17 74 28 45 73
temporary positions 18 19 37 9 6 15 9 18 27
induction contracts 4 1 5 0 1 1 0
professional training apprenticeship contracts 8 12 20 1 1 2 2 2
acquisition of business segments 0 0 0 0 0 0 66 19 85
total 124 57 181 67 25 92 103 84 187
(of which) acquisition of staff from public authorities 37 7 44 2 0 2 0 0 0
(number)
2010 2011 2012
leavers (**) Men Women Total Men Women Total Men Women Total
mobility (lay offs) 180 21 201 102 6 108 53 11 64
redundancies 51 11 62 45 2 47 26 6 32
retirements 72 9 4 1 4 0 2
dismissals 1 1 2 3 37 4 1 1
spin-off of joint-venture between Acea and GdF Suez Energy Italia SpA


103
140 0 0 0
other reasons 59 29 88 52 18 70 43 6 49
total 298 64 362 309 64 373 124 24 148
NB: the 2010 figures have been recalculated including Aquaser (*) the item “recruits” includes: the human resources acquired from the outside market, the acquisition of resources from Public bodies, and the transfer of human resources from companies not included in the reporting boundaries. (**) under “Leavers”, the item “mobility (lay-offs)” indicates a form of voluntary pre-retirement with incentive, subject to trade union negotiation, which the company proposes to employees near to retirement age subject to performance of preliminary organisational analysis aimed, amongst other things, at limiting the social impact of the retirement process: the employees laid off are in fact identified within the organisational areas considered in excess and from among those in possession of the age-contribution requirements for retirement within three years of the termination of the employment relationship ; the item “redundancies” indicates the consensual and incentived termination of the employment contract, the item “other” includes leavers due to: resignation (18 in 2012), transfer of staff to Group companies outside the reporting boundaries (18 in 2012), contract expiry (9 in 2012) and demise (4 in 2012).

The duration of the employment relationship of human resources leaving the Group discloses the essential stability of the company employment. In fact, during 2012 for 69.6% of the resources this period was less than 30 years (79.3% in 2011) and comes to between 30 and 40 years for 29.7% of the staff (20.7% in 2011).

 Considering just the companies involved in the energy sector, the figures are essentially in line with those of the Group, with 61.2% of leavers who have worked for the company for a period of less than 30 years (78.6% in 2010) and 38.8% for a period of between 30 and 40 years (21.4% in 2011).

Table No. 51 – Acea’s employees: DURATION OF THE EMPLOYMENT RELATIONSHIP (2012)

duration of the employment relationship leavers in 2012
  Men Women Total
≤ 30 years 91 12 103
> 30 years and ≤ 40 years 33 11 44
> 40 years and ≤ 50 years 0 1 1
Total 124 24 148

Table No. 52 – ENERGY SECTOR COMPANIES: DURATION OF THE EMPLOYMENT RELATIONSHIP (2012)

duration of the employment relationship   leavers in 2012

Men Women Total
≤ 30 years 25 5 30
> 30 years and ≤ 40 years 16 3 19
> 40 years and ≤ 50 years 0 0 0
Total 41 8 49
NB: as per GRI Sector protocol (commentary on LA2), the figures refer to Group employees employed by companies operating in the energy sector, mainly located in Lazio.

In the Acea Group, 99.1% of the human resources are employed under permanent contracts (98.1% in 2010) therefore nearly all of the workforce is in fact employed under permanent contractual forms. The number of human resources employed under temporary contracts rose by ten units with respect to 2011while the balance of staff taken on under professional training apprenticeship contracts confirmed its downwards trend, closing the cycle of taking on apprentices launched in previous years(see table No. 53).

Table No. 53 – Acea’s employees: contract types (2010-2012)

(number) 2010 2011 2012
  Men Women Total Men Women Total Men Women Total
permanent workforce 4,148 1,032 5,180 3,970 1,049 5,019 3,695 1,076 4,771
(of which) part-time 17 70 87 21 85 106 23 86 109
staff on temporary contracts 26 12 38 14 5 19 11 18 29
staff on induction contracts 4 3 7 0 0 0 0 0 0
staff on professional training apprenticeship contracts 88 82 170 40 36 76 6 6 12
total 4,266 1,129 5,395 4,024 1,090 5,114 3,712 1,100 4,812

The turnover rate, 7%, was down with respect to the previous two-year period; the leaver rate was down sharply while the recruitment rate rose (see table No. 54). This latter figure, for 2012, should also be placed in relation to the acquisition within the parent company of staff transferred from Marco Polo.

Table No. 54 – Turnover, recruitment, and leaver rates (2010-2012)

Turnover rate Recruitment rate Leaver rate
2010 2011 2012 2010 2011 2012 2010 2011 2012
9.9% 8.9% 7.0% 3.3% 1.8% 3.9% 6.7% 7.3% 3.1%
NB: the turnover rate is the sum of the recruits and the leavers during the year as a ratio of total workforce; the companies to which the figures refer are mainly situated in Lazio; the 2012 figures are broken down below by gender: turnover for women 2.1%, turnover for men 4.7%; recruitment for women 1.7%, recruitment for men 2.1%; women leavers 0.5%, men leavers 2.6%.

The average age of the employees and the average seniority within the company rose in 2012 with respect to the previous two-year period (see tables No. 55 and 56); the composition of the workforce by age bracket (table No. 57) reveals that 67.7% of the human resources were aged between 36 and 55 and 16.3% had a maximum of 35 years of age, proof of the company’s ability to attract younger resources, who over the years will develop specific skills, and to keep more mature resources, in possession of know-how already formed.

Table No. 55– Acea’s employees: average age of the human resources (2010-2012) 

(years) 2010 2011 2012
  Men Women Total Men Women Total Men Women Total
Average age in company 45.6 41.9 44.8 46.2 42.8 45.5 46.9 43.1 46.0
Average age of executives 50.1 47.9 49.7 50.2 49.3 50.1 51.3 50.0 51.1
Average age of middle managers 46.6 45.4 46.3 47.4 45.8 47.0 48.4 46.2 47.8
Average age of white-collars 45.5 41.4 44.2 46.2 42.4 44.9 46.9 42.6 45.4
Average age of blue-collars 45.3 52.1 45.3 45.7 52.0 45.8 46.3 54.1 46.4

Table No. 56 – Acea’s employees: average length  of service of the human resources (2010-2012)

(years) 2010 2011 2012
  Men Women Total Men Women Total Men Women Total
Average length of service in company 12.9 10.9 12.5 13.5 11.8 13.2 15.0 12.3 14.4
Average length of service of executives 13.3 17.7 14.0 13.9 19.1 14.8 16.2 19.5 16.8
Average length of service of middle managers 14.5 13.9 14.3 15.1 14.3 14.9 16.6 15.0 16.1
Average length of service of white-collars 14.1 10.5 12.9 14.9 11.4 13.7 15.9 11.8 14.5
Average length of service of blue-collars 11.3 17.8 11.3 11.7 15.7 11.8 13.5 19.8 13.5

Table No. 57 – Acea’s employees: age bracket (2012)

  Men Women Total
≤ 25 years 24 20 44
> 25 years and ≤ 30 years 160 93 253
> 30 years and ≤ 35 years 314 175 489
> 35 years and ≤ 40 years 450 161 611
> 40 years and ≤ 45 years 663 216 879
> 45 years and ≤ 50 years 727 176 903
> 50 years and≤ 55 years 710 157 867
> 55 years and ≤  60 years 591 96 687
>61 years 73 6 79
Total 3,712 1,100 4,812

With regard to the level of education of the human resources, in 2012 there was a greater number of resources in possession of a university degree and a minor presence of employees with other types of scholastic qualifications, generally of a lower level. The percentage of employees with university degrees and high school diplomas rose respectively to 15.7% (13.9% in 2011) and to 47.8% (44.1% in 2011) of the total workforce (see table No. 58), the percentage of employees in possession of other qualifications by contrast remained stable at roughly 17%.

The percentage of women graduates out of total graduates increased in 2012, to 40.8% (39.9% in 2011).

Table No. 58 – Acea’s employees: LEVEL OF EDUCATION (2010-2012)

(number) 2010 2011 2012
  Men Women Total Men Women Total Men Women Total
university graduates 469 294 763 428 285 713 448 311 759
high school diploma holders 1,790 506 2,296 1,756 500 2,256 1,772 528 2,300
other qualifications 828 76 904 783 75 858 766 66 832
not established (*) 1,179 253 1,432 1,057 230 1,287 726 195 921
total 4,266 1,129 5,395 4,024 1,090 5,114 3,712 1,100 4,812
(*) with regard to certain Group companies, including those recently included in the reporting boundaries, the figure concerning the level of education of the resources has not been traced in full. Steps are being taken to make the data registration and monitoring system more efficient. However, the decision was taken to break down the figures as indicated in the table so as to provide a representation as close to the company situation as possible.