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Prysmian Group – 2015 Sustainability Report
Prysmian’s People
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overall assessment: appraisal of the quantitative and qualitative results achieved
calibration: sharing and comparison of the assessments made by management at different levels
(Country/Region, BU, Group)
feedback: provision of feedback to staff
In 2015, thanks to a survey that received a large response (around 3,000 replies) and was widely praised,
various improvement actions were launched in order to guarantee better meritocracy and employee
engagement:
alignment between the performance process and career programmes
links to rewarding practices
the possibility for staff to state their targets as agreed with their superiors, and to redefine those
targets during the year in response to changes in their roles or conditions in the external
environment
elaboration of an action plan intended to improve performance
TALENT MEASUREMENT AND SUCCESSION: P4 PRYSMIAN PEOPLE PERFORMANCE POTENTIAL
About 250 executives, middle managers and professionals involved in leadership assessment
programmes
In 2015, following various talent assessment and measurement projects and also in accordance with the
provisions of the Code of Conduct of the Italian Stock Exchange on successions, the Group decided to
streamline its talent assessment procedure by introducing a single process for talent assessment and for the
drafting of succession plans. This initiative involves everyone who participates in the P3 process and the aim
is to create talent pools and succession tables for all key positions, not only on the Group's front line but also
for each country and site. The new P4 (Prysmian People Performance Potential system) process has the
fundamental aim of assessing talent and of predicting future performance in roles of greater responsibility.
The first step is to work towards defining talent for Prysmian by means of structured interviews with 35 key
managers. The process, which is expected to be launched in April 2016, will involve around 1,000 staff and
will be in three phases:
individual assessment of potential by managers
consolidation of the Group Talent Pools
preparation of the succession plans