Performance assessment is a key tool in managing the development of human resources. Ansaldo STS has adopted a global, structured and consistent process at international level called the Performance Development Plan (PDP), which provides for the assignment and assessment of performance and development targets for all Ansaldo STS personnel. The process, which is fully managed online, is structured into three phases:
- phase 1 - planning: relates to the formalized assignment of targets linked to business and/or individual performance indicators and professional development indicators;
- phase 2 - coaching: involves the continuous monitoring of performance by the employee’s direct supervisor and mentor;
- phase 3 - review: the final assessment phase in which all the employee’s assessments are combined (self-assessment, direct supervisor’s assessment and those of other people selected from within the Organisation for a more comprehensive vision of individual performance).
The process, which extends to all Group companies, has been consolidated in terms of management and development practices and involves more than 95% of the total company workforce. Thanks to the integration of the Global Job System, PDP is an even more complete development tool, as the assessment of abilities and skills, performed concurrently with the performance assessment, makes it possible to define individual targets and development paths that are effectively in line with expectations for the position.
In 2017, an analysis aimed at improving the performance assessment process to enhance the evaluation mechanism was launched. Employee self-assessment, while remaining a key element in the process to assess performance and define development objectives, is not automatically integrated into the overall evaluation but is instead applied as a standalone comparison element used to analyse performance together with the employee’s organisational manager.
PDP is also applied to the appraisal process for Executives. There are some 80 company executives around the world who, in addition to having been assigned challenging performance targets in connection with business priorities for the current year, managed through the MBO incentive process, have been set position-holding targets derived from the roles and mandates outlined for each managerial position.
In line with its internal strategies to promote managerial development, Ansaldo STS applies a 360° appraisal process to all staff included in an MBO incentive scheme as a tool to assess management skills. The use of this more structured, challenging approach in the assessment of managers is considered one of the tools to strengthen a managerial culture more focused on putting into practice the soft skills that the Company values, such as team spirit, people management skills, change management skills and international cooperation. By including executives in the PDP-based assessment and development process, the system is now consistent throughout all levels of the Organisation.
Over the past two years and in line with the empowerment programmes, the PDP has been fine-tuned further so that as well as department managers, Project Managers (PMs) and Project Engineers (PEs) are also assessed. These employees were given the task of managing their team’s output by defining, monitoring and assessing project objectives. This strong commitment assigned to the key roles in the project teams (PMs and PEs) is designed to enhance the independence, effectiveness and leadership of these teams.