The employee performance evaluation process (Performance & Development Management – PDM) takes place on an annual basis and includes the evaluation of individual objectives and managerial, technical and professional skills. The process strengthens the relationship of trust between employees and managers, promoting a culture based on constant dialogue with a view to continuous personal improvement and development. The PDM and its incentive system (Management by Objectives – MBO, career advancement) are based on the Leadership Model, which expresses a series of sensitivities, attitudes and tools that each Group employee should have or add to their professional and personal skills, of which integrity in business is included among the key skills. Integrity in business means for all employees, at any organisational level, to act ethically and in line with the Company’s commitment to a zero-tolerance policy towards corruption.
All bonuses and incentive systems for Leonardo employees must always be reasonable and proportionate to their salary, so as to discourage people from adopting an inappropriate “success at all costs” attitude.
Leonardo and the Group Companies will not penalise any employee if an opportunity is missed or business objectives are not achieved where this is the result of behaviour that complies with Leonardo’s Anti-Corruption Management System and Code of Ethics.
In addition to sanctions in the event of non-compliance with the Anti-Corruption Code and the Code of Ethics, the employee violating these principles will lose any incentive or the incentive received in the year in which the non-compliant behaviour occurred will be returned (claw-back).