This website uses cookies to ensure a better browsing experience; in addition to technical cookies, third-party cookies are also used. To learn more and become familiar with the cookies used, please visit the Cookies page.
By continuing to browse this site, you automatically consent to the use of cookies.

Continue

Personnel policies

In line with its values, Expo 2015 S.p.A. considers essential all those people who, in different ways, contribute with their expertise to create and develop the ambitious project related to the implementation of the Universal Exposition and its theme, "Feeding the Planet, Energy for Life".

Respect for and protection of human rights, working standards of excellence, transparency in the personnel selection process and strict policies for evaluating results achieved, are the cornerstones of human resource management in the company.

Expo 2015 S.p.A. seeks to make contact with talented applicants who possess a strong capacity for innovation, creativity and adaptation, and who share the mission and the values that made our bid successful.

Recruitment policies
From the very outset, Expo 2015 S.p.A. has paid the utmost attention to the selection process so as to recruit highly qualified personnel. Since 2012, it has further improved recruitment methods in accordance with the principles and values of transparency, publicity and impartiality. (These principles are also expressed in art. 18, paragraph 2, of Legislative Decree no. 112/2008, converted by Law no. 133/2008).
 
Stages of the selection process
The selection process adopted and developed by Expo 2015 S.p.A. uses five communication channels in five different ways:
 
  1. Publication of vacancies on the Company website;
  2. Use of Social Networks (Facebook, Twitter and LinkedIn);
  3. Use of meta search for the dissemination of the ad, which is a digital interface allowing the vacancy to show up simultaneously on multiple search engines;
  4. The purchase of advertising on selected sites;
  5. In case of a need for an expert individual, of strategic and organizational impact, a targeted advertisement is used with the help of external recruitment companies that is selected on the basis of requirements indicated in a public tender.

On receiving Curricula Vitae, we proceed with an initial selection that is based on the requirements set out in the relative advertisement.
Once we have identified the profiles offering a best fit with requirements, Expo 2015 S.p.A. evaluates candidates through written and/or oral examinations during individual interviews by an ad hoc Committee, giving each a numerical summary of assessments that help identify the best candidate.

The selection process concludes with the presentation and validation of all new recruits by the Board of Directors (as required by Art. 54 of Law 78 /2010, converted by Law No. 122).
 
Politiche di Assunzione
 
Policies for evaluating the results

Assessment of Skills and Assignments Objectives
Expo 2015 S.p.A. has adopted a skill assessment system and a system of management objectives, directly linked to the milestones set out in the General Programme for the implementation of the project so as to evaluate results achieved by each person and the level of annual performance.

Expo Performance Review
Every year, all employees participate in the Expo Performance Review, by which managers assess employees as per the Company’s manual of competencies and skills. The skills system defines the set of behaviors and skills for managing key roles in the company, and evaluates those skills possessed and tasks carried out by supervisors and employees, identifying strengths and areas for improvement.
The evaluation is managed electronically in the first phase and through a record of comments, actions and objectives using a relevant form following the publication of results, during the conversation between supervisors and employees. This system forms the basis for further developing the skills and effectiveness of Expo 2015 S.p.A. employees.

Management by Objectives
Always on an annual basis, the company personnel are set objectives that derive from the general plan for the project. These objectives relate to both the completion of activities and respect for budgetary parameters. The assessment of the results is managed on an impartial basis, by the Human and Organizational Resources function in consultation with the steering committee dedicated to Corporate Planning through the verification of results actually achieved. The achievement of objectives is related to a variable pay (a minimum of 15% and a maximum of 25%). Approximately 34% of employees participate in the plan.
 
Politiche di Valutazione
 
Remuneration policies

Definition of Salaries
Expo 2015 S.p.A. is a company under private law that applies the relative National Collective Bargaining Agreement, for Tertiary Companies, distribution and services (Commercial Businesses) and National Collective Bargaining Agreement of Business Executives, for Companies Tertiary: distribution and services. All salaries are established on the basis of compensation surveys (the general Italian market) conducted by a specialized leader in the field of research. It is therefore possible to distribute resources equitably and keep costs under control. In addition to the parameters defined by the methodology, overall remuneration is defined by considering the timing definition of the project Expo Milano 2015, which provides for the closure of contracts of employment at the end of the activities related to the Event.
 
A Summary of the methodology
Each role in the company is placed on a scale that establishes an organizational weighting (grade), according to quantitative and qualitative indicators (from budgets managed to business impact of the position). The assessment grids used by Expo 2015 S.p.A. are aligned with those established at international level relevant to the Company’s key areas, thus allowing a comparison of roles for the grade assigned. To each grade, which can be then articulated by the professional family (e.g., Marketing, Construction etc..) is assigned a specific pay band which permits comparison with the target market in Italy. The survey allows a comparison with the mean or median of the remuneration, inclusive of benefits and variable pay.
However, to provide an indication of the overall positioning of remuneration below is the ratio between the compensation
 
Compensi

Our Shareholders

Official Global Partners

Expo Milano 2015 Supporting Initiatives