2017 Sustainability Overview | Prysmian Group

55 PER CAPITA TRAINING HOURS BY EMPLOYMENT CATEGORY AND GENDER 20.00 30.00 40.00 50.00 10.00 0 70.00 80.00 90.00 100.00 60.00 Women EMEA APAC N&CA SA Men Women Men Women Men Women Men 18.4 17.7 19.7 27.9 26.6 22.7 39.9 14.5 19.4 25.1 48.3 62.4 31.7 27.4 40.4 47.8 White collar Blue collar Acting on a mandate from the Compensation, Appointments, and Sustainability Committee, the Group decided to streamline its talent assessment procedure by introducing a process for the identification of talent and the preparation of succession plans. In 2016, the Group introduced a structured process to identify "Prysmian People Performance Potential", based on the definition of talent developed on the basis of structured interviews with 35 key managers of the Group, and defined as the sum of consistent performance and potential. In 2017, the P4 process involved all those who participated in the P3 following five different phases and significant steps were taken to consolidate it, including the integration of the training offer of the Prysmian Academy. Some 1,000 involved in talent and succession management TRAINING HOURS DELIVERED BY TYPE 56.2% 18.3% 13.6% 4.7% 3.9% 3.3% Training on the jobs Health, safety, and environment Professional training Foreign languages Managerial training Other In order to achieve the business objectives and continue to improve results, each employee must be put in a position to make a daily contribution. This requires a constant feedback about the work performed and results obtained. Prysmian first introduced its performance assessment system, called P3. Now the process has been extended to all Group countries, involving only the white collar workforce. About 4,600 people were involved in 2017 only, equal to 94% of women and 96% of men. In 2017, some significant interventions were carried out to consolidate the process, in different areas. In the Technology one of the online platform that supports the process was upgraded, in the Culture field the first global training was launched in collaboration with the Digital Academy, in Training and Development the offer of the Prysmian Academy was integrated through the development of the Action plan, while in the Meritocracy area the reward systems have been reviewed. The challenges for 2018 include the continuous improvement of the process and its evolution towards Continuous Dialogue methodologies. People’s performance is the performance of business