Remuneration

The Remuneration Policy of the doValue S.p.A. Group was approved on 28 April 2022 by the AGM for the period 2022-2024, in line with the time horizon of the Business Plan.

It aims to reward sustainable performances across the Group, to foster the “One-Group culture”, reinforcing retention, attraction and engagement of key people.

The Policy is defined in line with the governance model adopted by the company and the recommendations of the Corporate Governance Code.

doValue has defined a Group Total Reward proposition involving all Group personnel, which aims to value the contributions and working conditions of all employees.

INCLUSION

All Group employees can receive the annual variable remuneration and the benefits foreseen by the policies.

PAY FOR PERFORMANCE

The variable component is determined according to the process established at Group level to assess performance.

EQUITY

All roles in the Group are assigned according to a framework aimed at recognising the commitment to ensure «equal pay for equal work».

COMPETITIVENESS

Remuneration for each role is subject to an assessment of its alignment with market benchmarks, both at local and international level.

The Remuneration Policy is fully aligned with doValue Leadership Model, defined to ensure a successful engagement, commitment, and entrepreneurial attitude from all doValue employees, based on the following values:

EFFECTIVENESS

Focused on innovative solutions. Always one step ahead. Result-focused objectives. Careful listening to achieve full understanding of the tasks and identify sustainable solutions.

RESPONSIBILITY

Professional behaviour aimed at building trust and credibility with customers, shareholders, partners, colleagues and generally in the broader economy and society.

COLLABORATION

Creating an inclusive environment that promotes open dialogue where every opinion is valued. Promoting team spirit. Personal commitment and commitment to others.

LEADERSHIP

Inspiring and motivating the team to achieve great results, acting as role model and being responsible for your own actions and those of the team.

The Policy defines the remuneration and incentive criteria for the members of the bodies with strategic supervision, management and control functions and the Executives with strategic responsibilities. The principles and standards envisaged in the Policy are also extended, as applicable, to the subsidiaries of doValue, for the purposes of designing, implementing and monitoring their respective practices, plans and remuneration programs.