Sustainability Report ENEVA 2020
7.1.3 Compensation
& Benefits
[GRI 102-35 | 102-36]
We maintain a compensation policy that aims to promote superior performance, as well
as attract and retain qualified employees who are aligned with our values. Every year
we carry out a market survey with the participation of a specialized third-party company
to define compensation strategies and maintain our competitiveness. Considering the
different locations of our operations, the lowest salary we offered in 2020 was 1.75
times the national minimum.
Our compensation methodology includes an assessment of the business using details
such as sales/invoicing, number of employees, market complexity, and product/service
diversity. This methodology helps define the levels of each position classified in a "decision
tree" that reflect the nature of each career and level of contribution compared to others.
Grades are also assigned according to seven factors that define the relative weight of
technical, managerial career positions, and levels. Examples include functional knowledge,
business knowledge, leadership, problem solving, nature of impact, areas of impact,
and interpersonal relationships.
GRI 201-2
Therefore, we offer fixed compensation and benefits; salary and fees; short term
incentives (STI) such as profit sharing (PS); and bonuses based on the achievement of
corporate, team, and individual goals.
Transparency is one differentiator of our compensation process. Career and
succession assessment cycle results are the foundation for job promotions and
meritocratic salary increases. We maintain a portal for managers to follow the
evolution of their teams. This enables critical analyses and comparisons that can
be followed up by employees to support their professional development and,
consequently, their compensation.
By 2020, 43% of our employees who were eligible for salary movement
were promoted to a different position or received merit pay increases.
Of the total eligible women, 33% received merit pay increases and
16% were promoted to higher positions. Of the total eligible men, 31%
received a raise and 10% were promoted. Employees with indefinite
employment contracts who have worked with the company for at
least 3 months at the time of the performance evaluation are also
eligible.
Movements
by gender
We always look carefully at the compensation of our employees.
Professionals who perform the same function and have similar
responsibilities should be paid fairly and meritocratically. There also
should be no significant differences in pay between genders. Looking
at the charts below, the first value corresponds to the amount (%) above
or below the average salary of our professionals, by gender and seniority
level. The second value shows the compensation curve by salary range
and gender.
Average salary
by gender and employee group - 2020
Women
10
2019
2020
Men
Merit Pay Increase - Women
Merit Pay Increase - Men
Promotions - Women
Promotions - Men
Officers
0
111%
10
34%
33%
33%
31%
Managers
12
110%
110%
57
Coordinators
16
101%
107%
34
9%
16%
9%
10%
Experts
23
109%
111%
40
Administrative 122
98%
102%
209
Operational
59
93%
97%
485
Equity in job promotions and merit pay increases
between men and women
Number of women/men who received merit or promotion in relation
to the total number of eligible women/men*
Note: The classification of employees follows the same rationale already presented in the indicator
[GRI 102-8] Note 2: In December 2020, there were no women on the board of executive officers.
Compensation curve
by gender and salary range - 2020
Women
Men
48%
49%
31%
30%
16%
6%
Women
Men
34% 33%
33%
31%
16%
10%
9% 9%
16%
4%
APPENDICES
Detailed information on the ratio of our wages
in comparison to the national minimum wage
Merit
2019
Promotion
2019
Merit
2020
Promotion
2020
Eligibility corresponds to employees with indefinite employment contracts and working with the
company for at least 3 months at the time of the evaluation.
Range 1 Range 2 Range 3 Range 4
Range 1 Range 2 Range 3 Range 4
Note: The ranges correspond to the number of employees per salary positioning.
ABOUT
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LETTER FROM
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INTELLECTUAL &
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SUSTAINABILITY REPORT ENEVA 2020
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