Investor Presentaiton
eneva
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Variable compensation is fixed, when short-term,
considering the achievement of corporate and
team goals (financial indicators, such as EBITDA
and Free Cash Flow, operational productivity and
sustainability indicators), and, when long-term,
considers working time in the company and,
when applicable, performance goals.
Transparency is a distinguishing feature of our
compensation process - the result of our career
and succession assessment cycle is one of
the bases for job promotions and meritocratic
salary increases, and we maintain a website for
managers to follow the evolution of their teams,
enabling critical analyses and comparisons that
can be followed up by employees to support their
professional development and, consequently,
their compensation.
Since 2020, our directors and 10% of
employees full analyst and higher-have
also been eligible for Share-Based Long-Term
Compensation Incentive Plans. In addition to
offering the opportunity to those eligible to
become company shareholders, this initiative
is designed to assure competitiveness in the
levels of total remuneration practiced and to
sharpen the commitment to the generation of
results. Another point of progress in 2021 was
the approval of a Matching Program, available for
key positions, that is, managers and higher. Thus,
each share purchased by program participants
is increased by half, at no cost, to reinforce the
shareowner's mindset.
Ratio of lowest wage to local minimum wage
by gender and operating unit GRI 202-1
2019
Women
Men
2020
Women
Men
2021
Women
Men
Eneva (Rio de
Janeiro)
1.55
2.58
1.98
2.65
2.06
1.76
Azulão (Amazonas
and Roraima)'
n.d.
n.d.
1.89
2.01
1.59
2.23
Pecém II (Ceará)
2.01
2.01
1.94
1.94
1.71
1.81
Itaqui (Maranhão)
2.01
3.05
1.97
2.59
1.74
1.74
Parnaíba
(Maranhão)
1.78
1.90
1.75
1.87
1.59
1.69
Eneva (general)
1.90
1.78
1 Operations in Azulão only started to be accounted for in 2020
In 2021, on average, the lowest base salary paid
(does not include other variable compensation
payments or benefits), for both men and women,
corresponded to 1.59 and 1.69 of the local
minimum wage, respectively.
Subsequent to this stage, Performance
Monitoring begins, through the identification of
risks and opportunities. Finally, the Consequence
Management and Fault Correction stage occurs.
1.75
1.87
1.59
1.69
Specifically, regarding the Target Cycle, the main
strategic challenges are defined in the corporate
panel, with, for example, the definition of our
commitments and the main ESG indicators. In
the team block, these challenges are developed
for the areas, with a view to more specific
actions, such as the reduction of specific water
consumption in Itaqui, and the reduction of
effluent generation from the cooling tower, at
Pecém II. All employees with an open-ended
contract are eligible for variable compensation.
Corporate targets
Our variable compensation, linked to our Mana-
gement Model and with steps that involve
Strategic Planning, the Business Plan and the
Budget and Goal Cycles, also considers, for all
levels, the performance in ESG goals and is
based on five dimensions:
Zero accidents: we work intensively on good
safety practices to avoid accidents;
Increase Profitability: we consistently pursue
higher business profitability by optimizing the
financial resources needed for our maintenance
and growth
Structure to Conquer: we seek to grow in a
structured manner to enable the achievement of
the defined objectives;
Securing Eneva for the Future: we seek new
opportunities for the future and to optimize the
use of our reserves
Build to Grow: we build with quality and in a
sustainable fashion the projects acquired, in
order to honor our commitments.
sustainability report 2021
human capitalView entire presentation