TIM Group’s remuneration policy is designed to support the achievement of the objectives set out in the Company’s strategic Plan, while ensuring the Company’s competitiveness on the labor market and its ability to attract, retain and motivate personnel.
The remuneration policy aims at:
- adopting an appropriate balance between the performance parameters of the short-term and long-term incentive schemes to achieve the Company’s strategic objectives
- making the Company attractive in the labor market, with particular reference to young people
- supporting people's engagement
- safeguarding the principles of internal equality, including with respect to gender
- safeguarding coherence at Group level, while considering the diversity of the markets of reference
The definition of the remuneration policy is supported by the analysis of market practices in terms of both remuneration levels and composition of remuneration packages, taking as reference both companies in the Telco sector at an international level (peer group Industry TLC) and Italian companies, comparable in terms of size and/or stock market capitalization (peer group FTSE MIB).T
The components of individual remuneration are:
- Fixed remuneration (which is the only form of remuneration provided for the Directors without specific positions, the Chairman and the Statutory Auditors)
- Short term variable remuneration
- Long term variable remuneration
- Benefits and welfare.
The integration of the various compensation components allows to appropriately balance the monetary and nonmonetary tools, with the aim of increasing the satisfaction of recipients at a sustainable cost.
