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The management of generational turnover

The new Italian legislation regarding retirement (Art. 24 of Italian Law No. 214/2011), which raised the age and years of contribution requisites necessary to gain the right to a pension, reduced the “catchment area” of potential retirees for Terna. A summary table of potential retirees in the period 2012-2017 is shown below. The total of 508 people can be broken down as follows:

People who have gained the right to a pension with the old legislation at 31.12.2011 115
of which: senior executives, junior executives and white-collar workers88
blue-collar workers27
People who will gain the right to a pension under the new legislation393
of which: senior executives, junior executives and white-collar workers228
blue-collar workers165

Ten-Year European Network Development Plan

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Terna is a member of the ENTSO-E, the European Network of Transmission System Operators, which represents 41 TSOs belonging to 34 countries, including the countries of South-Eastern Europe (excluding Albania and Kosovo).

The Development Plan and reduction of the electric system's CO2 emissions

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The construction of new lines and stations provided for by the Development Plan will produce positive effects not only in terms of service security and the final cost of electricity, but also in reduced emissions by the electric system. The effects achievable upon completion of the Plan will be of three kinds:

Smart Transmission Solutions

One of Terna's main needs is to make the transmission grid dynamic, i.e. capable of evolving rapidly and effectively with respect to scenarios that change quickly and unpredictably.

Grid development

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in the generation and consumption of electricity. Both supply and demand of electricity grow at different rates in different areas of Italy. The combination of these elements changes the flows of electricity in the system, causing congestion on the existing grid.

Occupational injuries

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As in the previous two years, in 2012 there were no fatal occupational injuries suffered by the Group's employees. The total number of injuries was in line with the previous years. The injury rate shows limited fluctuations over time, while the absentee rate confirms the falling trend. No hours of absence were ascribable to occupational disease because the type of activities carried out by Terna does not entail any work associated – on the basis of the official legal tables – with the possible onset of occupational diseases.

Training

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Training at Terna continuously embraces all aspects of professional life. It is aimed at creating value for people by increasing and diversifying skills and employability and creating value for the company – through the development of human capital in line with the mission and the business strategy.

Equal opportunities

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Terna adopts systems for selecting, developing, and paying personnel that recognize and reward merit and performance. All forms of discrimination, beginning with the selection and hiring process, are explicitly forbidden by the Group’s Code of Ethics.

A large majority of employees are men, because of the traditional scarcity of the supply of female labour in more technical occupations. However, the presence of women is increasing, partly as a reflection of the general trend of the labour market and the greater participation of women in the labour force.

Human resources

In 2012 the Group's personnel fell in number compared with 2011, after two years of growth. This reduction is a reflection of few recruitments in comparison to greater leavings – meaning that employees leaving the Group were only partially replaced. At the end of 2012, the Italian companies of the Group totalled 3,433 employees, in addition to the 3 employees of the Montenegrin subsidiary Terna Crna Gora d.o.o. Unless explicitly indicated, these last employees are excluded from the data presented in this chapter.

Environmental costs

Terna's commitment to the environment is reflected in the costs incurred for environmental reasons, both as investment and as operating expenses. Environmental costs were shown separately on the basis of the definitions presented below, by aggregating information deducible from the company's general and industrial accounting. In 2012 these definitions and the methodology described below became an operating guideline for the Terna Group. 

Recording methods

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