Human resources

FTE PERSONNEL (AVERAGES)

At December 31, 2017, SEA Group employees numbered 2,837, decreasing by 29 on the end of 2016 (-1.0%).

The Full Time Equivalent total for 2017, compared to 2016, saw a decrease of 35 from 2,801 to 2,766 employees (-1.2%).

Females at the SEA Group represented 28% of the Headcount at December 31, equally distributed across classifications.

Organisation

During the period, the organizational structuring of personnel and lines was revised. This particularly concerned the Planning and Control Department, the Legal and Corporate Affairs Department, the Non-Aviation Sales Department, the Aviation Business Development Department and the Operations Department. A Compliance Monitoring Department was also introduced to guarantee compliance with EU Regulation No. 139. In 2017, the process for the divestment of airport ticketing activities was completed and the parking operational management outsourcing was finalized.

Regarding internal processes, to keep in line with regulatory developments, operating plans and methods governing goods and services procurement were also revised. In addition, consistent with the defined self-regulatory principles of corporate conduct and ethics, the procedure for reporting improper conduct (e.g. whistle-blowing) was fully formalized.

In line with and in support of the Industrial Plan objectives, SEA launched a Business Process Innovation Project to give continuity to the operational excellence already achieved in previous years. A Europrivacy Project was also launched in order to set out an effective and timely action to adapt to the new European regulatory developments expected in 2018.

Development and training

During 2017, SEA continued to present a full program of intense training initiatives, with particular regard given to managerial skills and the strengthening of professional skills for the main passenger-customer front-end roles.

Front-end initiatives included:

1. "The Value of Security", addressed to Security Officers, begun in 2016 and having among its main objectives the improvement of role supervision and customer relations, in line with total compliance. The initiative promoted a growth in awareness of the value of the profession and in good teamwork and involved approximately 500 employees in a total of over 2,800 training hours.
2. PRM Service staff training, to improve integrated transport assistance to passengers with reduced mobility at Linate and Malpensa, through an effective approach to customer care-oriented role supervision, team integration and personnel motivation.
3. Training action for employees in the Customer Care Airport Information Area of Linate and Malpensa airports.  The course, of one-day duration on 5 occasions, involved approx. 50 persons, including the new Shift Managers.

Management oriented initiatives focused on:

1. “Daily excellence” for personnel managers and project managers concerning the daily management of operations.  80 staff were involved in 2017, for a total of more than 1,000 training hours.
2. "Effective and Inclusive Leadership", aimed at developing and promoting a culture of diversity and gender integration, new leadership paradigms and the enhancement of development tracks.
3. "Alzare lo sguardo", or "Look up", an innovative initiative aimed at SEA’s young professionals.

During the second half of 2017, several Team Building exercises were carried out across various company departments. The goal of each experience was to organize an outdoor day that would encourage informal communication and interaction in work group development.

Making good on progress made in 2016, April saw the continuation of linguistic skills initiatives for personnel requiring a good level of knowledge of business English.

Two project initiatives involved the Group HR team in elaborating Talent Management and Acquisition processes. The first project defined the characteristics and skills of today’s talents, and imagined and defined those of tomorrow’s talents, in order to place value on existing skills resources and develop those still lacking. The second project was aimed at facilitating the entry and integration of new hires, both from universities and from the general labour market.

Professional Training and Technical Training initiatives in 2017 confirmed the group’s utmost attention to compliance with a focus on the control and governance of organizational processes consistent with all activities of:

• Mandatory Training
• Recurrent Training

1. Particular focus was given to the planning and scheduling of ground safety training interventions in close relation to the implementation of new EU Regulation No.139/2014, establishing aerodrome operator technical requirements and procedures. This Professional Training and Education, with initiatives to promote knowledge of the new legislation, was aimed at developing Safety Management System content for the dissemination and communication of instruments such as the Airport Manual, Airport Regulation, Emergency Plan and the assistance and fire services.
2. In this context, initial and recurrent courses were given to Linate and Malpensa airport maintenance personnel dedicated to the ENAC APT-10A circular dealing with criteria for assessing runway surface conditions during periodic checks as part of maintenance plans and during operations in the case of wet or contaminated grounds.
3. Numerous practical training sessions, involving a total of 89 participants, were administered on the use of Vetter bags and Goldhofer Aircraft Recovery Transport Systems for the removal of damaged aircraft, with the exceptional possibility of using a Meridian MD80 made available by Volandia.
4. A theoretical confined space and work at altitude Personal Protective Equipment (PPE) Category III course was administered, involving 27 participants, in relation to Italian Legislative Decree 81/08 on Work Safety, pursuant to Italian Presidential Decree 177/11.
5. Regarding Winter Operations, recurrent training was given on de-icing and anti-icing operations, in line with Association of European Airlines (AEA) Training Recommendations, involving over 300 Operations Department personnel. In addition, initial and recurrent training courses were given to 190 Integrated Transport and Airport Maintenance personnel dedicated to Snow Emergency Management and the use of various types of snow removal vehicles.
6. Firefighting training included four exam sessions, preceded by a complete theoretical-practical course, in line with current legislation, given to more than 43 new SEA employees certified for Security, Maintenance and Airport Coordination emergency plans. Concurrently, numerous updating sessions were programmed and dedicated to personnel already certified as firefighters, involving a total of 173 participants. In addition, Apron Fire Emergency Management training, involving 110 participants, was aimed at Specialist Drivers dedicated to awareness of the risks of use of specific means and equipment, to knowledge of procedures in Airport Regulations and to main invention methodologies.
7. In 2017, in collaboration with Area Security managers, redeployment continued of several SEA professional roles from Airport Handling, through the Sworn Security Guard (Guardia Particolare Giurata) qualification procedure. In addition to professional assessments and sector-specific theoretical-practical technical training, sessions were administered, involving 105 participants, in English for Security, Work Safety, Radiation Protection, Airside Safety, Firefighting, Dangerous Goods Regulations and Persons with Reduced Mobility (PRM) assistance.
8. Regarding the topic of Passengers with Reduced Mobility (PRM), in addition to recurrent courses, in line with current legislation, regulations and standards, Italian Consolidated Law 81/2008, EC Regulation 1107/06 and European Civil Aviation Conference guidelines, training courses were administered for the first time to new SEA PRM Assistance personnel. The aim was to provide basic skills and knowledge in mobility methods, for application in the professional context with responsibility and awareness, and effective tools for communication and the management of interpersonal relationships, in line with the conduct guidelines indicated in ECAC Document 30 Annex 5C - Part I - Section 5/2014. 18 participants took part in this initial training. Over 190 participants took part in recurrent training.
9. In compliance with the ENAC circular GEN 02A, PRM Training courses were held at Linate and Malpensa for personnel in contact with the traveling public, involving professional figures, of which 130 personnel from Security, Airport Information and Coordination, and employees of commercial operators present at the airport terminals.
10. Again with a view to legislative, regulatory and standards compliance, specific distance training continued on the administrative responsibility of legal entities, in relation to Italian Legislative Decree 231/01 and the Organizational, Management and Control Model adopted by the company, initially for administrative staff, followed by SEA operational roles, completed by a total of 250 participants over the year.
11. At Linate and Malpensa, in collaboration with the Infrastructure Department and the Work Safety and Infrastructures Unit, continuous professional training courses were administered, in line with Italian Presidential Decree 137/2012, for the achievement of Professional Training Credits (Crediti Formativi Professionali - CFP) aimed at updating and certifying the knowledge and skills of 146 SEA professionals. Two ‘Project Manager’ courses were also organized, divided into 4 meetings totalling 32 hours of training.

Welfare

Corporate welfare, increasingly focusing, in 2017, on the needs of individuals, saw the introduction of new initiatives and activities dedicated to employees and their families. The main objective was to provide support in family care situations, to offer new skills acquisition opportunities in the educational orientation of dependent children and to promote guidelines for a healthy lifestyle and well-being.

Alongside the programming of the usual initiatives included in the annual welfare plan (e.g. home-work mobility, health, risk prevention, social services and initiatives organized with the NoiSea association, such as summer activities and camps and the Bono Befana scheme), various new projects were proposed in 2017, including the ‘Fragibilità’ service, offering support in the care of elderly and disabled family members, and the ‘Word from a Nutritionist’ initiative, aimed at promoting well-being through guidelines for a healthy nutrition and lifestyle.

Adding to initiatives for the education and employability development of employee’s children, as part of the ‘Future Lab’ project, was the implementation of a new service aimed at twelve to fourteen-year-old school pupils, the ‘Push to Open Junior’ orientation course for parents and children on making a conscious and appropriate choice of secondary school. Other initiatives dedicated to the children of employees continued in 2017, including scholarships rewarding exemplary class examination passes and ‘Learn to study with SEA’ study methodology courses dedicated to middle and high school children. The ‘Push to Open’ initiative for the orientation of high-school students continued, as did the ‘Talent Days’ laboratory classes for recent graduates. ‘Intercultura’ study abroad scholarships were increased, with the addition of a further summer scholarship for Finland. The ‘Work-Study Alternation’ project, launched the previous year, also continued with the involvement of 29 young people in a three-week ‘Summer Job’ experience.

Finally, comparison and benchmarking activities continued on corporate welfare and work-life balance with external companies and institutions, in collaboration with Valore D, the IEP ‘Enterprises and People’ Network and Jointly.

Industrial relations

In the first six months of 2017, discussions with the Trade Unions regarding both macro procedures at Company level as well as specific Division-level issues were ongoing.

These discussions specifically led to the signing, on January 3, 2017 of a voluntary redundancy agreement, in accordance with Legislation 223/91, aimed at reducing employee numbers. The agreement formalised the positive outcome of the mobility procedure launched in November 22, 2016, implementing the first part of the Draft Framework Agreement of July 22, 2016.

On March 6, 2017, an agreement was reached regarding multi-skill training for Linate and Malpensa Airport Coordination staff. As a result of changes in the operational and technological events recorded over the years, the role of the Apron Operator, Terminal Operator and Driver Coordinator were incorporated into the new multi-skilled role of Airport Specialist.

On June 12, 2017, following the rationale of improving efficiencies and increasing productivity, the SEA and the Trade Unions signed an agreement to redefine the role of the PRM assistant, who in addition to managing passengers with reduced mobility carried out BHS-related tasks, and who would be in a position to assist Drivers by driving certain vehicles, e.g. ambulifts, ambulances etc.). It was also agreed to relocate the clock-in units, used by the drivers and the PRM operators at the Linate and Malpensa Airports, close to their workstations, as well as agreeing to establish 15-minute shifts to maximise work efficiencies. SEA also committed to assessing and to potentially redesigning the current configuration of changing-rooms, car parks, and break rooms. 

Following specific agreements with the Trade Unions, again in the first half of 2017, funding was provided for several training projects for approximatively 400 employees, with the aim of developing a culture of gender integration (“the other side of the coin”); to improve the management of the client relations role as well as client relations (“the value of security/taking care of the people who take care”); to create a community that could reinstate the corporate value of continuous innovation (“blue sky vision”/”innovate the world”).

On October 30, 2017, again with the purpose of improving efficiencies and increasing productivity, the SEA and the Trade Unions signed an agreement to redefine the Security organisational structure by introducing new roles (Security Coordinator, Security and On-site Monitoring Managers, Security compliance Operator). It was also agreed to relocate the staff clock-in units in Linate close to the workstations (similar to the lay-out in Malpensa), as well as planning new 30-minute shifts with 15-minute frequencies to maximise work efficiencies. SEA also agreed here to assessing and to potentially redesigning the current configuration of changing-rooms, car parks, and break rooms.

On December 4, 2017, an agreement was signed between the SEA and the Trade Unions to introduce new welfare initiatives by establishing a "welfare bonus" as well as by introducing new innovative "work life balance" tools. This “welfare bonus” specifically related to 2017 as a one-off bonus awarded at the end of a number of shared efficiency initiatives, in terms of aspirational principles under the Draft Framework Agreement of July 22, 2016 and was effectively implemented in that year. The welfare bonus is implemented through our IT platform, a platform which provides a range of welfare services. With regard to the work-life balance, the following arrangements were introduced to improve the balance between private life and work: helping shift-workers use their holidays, management of per hour ROLs (Reduced working hours), flexible hours for non-shift workers, facilitation of part-time demands, parental supports, the consistent allocation of ROL hours and holidays by inputting them into a time database to support staff with specific problems.

Again within the scope of the direction taken under the Draft Framework Agreement signed with the Trade Unions on July 22, 2016, regarding restructuring initiatives to support the SEA’s Industrial Plan, on January 15, 2018 an Agreement was signed to end the mobility procedure launched on December 27, 2017 which established early-leave incentives for a maximum of 235 employees, who, by August 2023, will have acquired pensionable status (early retirement or old age pension).

Workplace health and safety

In 2017 the SEA Group confirmed its commitment to workplace safety with a view to continual improvement of health and safety conditions of activities carried out within the airport, also through the promotion of a culture based on increased awareness and involvement of all parties, at all levels, on prevention issues.

In 2017, the SEA Group maintained the certification of its Workplace Health and Safety Management System, issued in 2012 by TÜV Italia - Accredited in line with the BS OHSAS 18001/2007 regulation, as established by Article 30 of Legislative Decree 81/08 for effective organisational models in line with Legislative Decree 231/2001.

The SGSSL (Integrated Environmental and Safety Management System) was monitored by:

• 10 internal audits carried out by specifically trained and authorised company employees, resulting in follow-up interventions with the relevant Managers of the audited areas; by virtue of this process, issues highlighted by the SEA auditors were solved and some improvements were identified to reduce and control OSH risks;
• a 5-day audit carried out by certified TUV Italia auditors. The audit covered all the operational areas of the Company, confirming the validity of the current certificates, renewed in November 2015.

In particular, the reports confirmed that the System is correctly implemented, maintained operational and is functional in achieving the corporate objectives.

The process of consultation and participation, launched by the SGSSL, allowed for the active involvement of employees and their Managers and proved that effective collaboration is crucial in preventing and managing risks in the workplace environment.

Maintaining the BS OHSAS 1801/2007 standard will also provide, for 2017, immediate entitlement to the annual reduction of the INAIL insurance premium.

Workplace accidents and on commute accidents registered a slight increase compared to the previous year. It is important to highlight that only 40% of workplace accidents are directly linked to specific work activities, whereas the remainder are related to general scenarios which have very little or nothing to do with the work carried out by the operators/employees, and which are predominantly related to walking about (trips, slips, sprains, bumps, etc..).

In relation to the Fire Prevention and Emergency management activities, in 2017, specific internal audits were carried out to verify the correct implementation of and compliance with Fire Prevention Standards already described by the SEA in its Fire Prevention Regulations, for the spaces allocated to commercial retail operators (shops, depots) located inside the terminal. Similar to the audits carried out in the Malpensa Terminals T1 and T2, these audits were carried out in the spaces allocated in the Linate Terminal.

To facilitate the dissemination and improve the awareness across all the retail and non-retail Operators of the Fire Prevention Documentation drafted by the SEA in association with the Non-Aviation Commercial Board and the Aviation Business Development Board, a specific area (workplace safety and fire prevention) was set up on-site with all the individual documents (regulations, emergency plans) which are also available in English. Furthermore, there is a mandatory requirement in the contractual clauses for all the retail-space concessionaires to send to SEA, every 6-months, a declaration signed by the Business Manager and by their Health and Safety Manager declaring compliance with the Fire Prevention Regulations. The Company’s Prevention and Protection Service collects, verifies and stores these documents.

In 2017, in 2 airports, 25 Emergency and Evacuation Plan drills were carried out, in addition to alarm and fire detection drills, involving the Emergency Management Staff (AG) as well as employees from the various relevant buildings. The outcomes of the drills were positive both from a drill handling point of view as well as in terms of the measures implemented to date. Again in terms of emergency evacuation, 28 "evacuation chairs" were purchased and placed in the main ancillary buildings in Linate and Malpensa to assist the evacuation of persons with motor or mobility difficulties.

The internal staff for the Prevention and Protection Service updated the Risk Evaluation Documents through:

• analysing the conclusive data from 2016 regarding work-related stress indicators in accordance with INAIL guidelines. From this, substantial evidence emerged of an insignificant level of risk relating to Company roles;
• conducting temporary assessments of noise-induced risks regarding individual tasks due to changes in the organisational/work process or due to the introduction of new equipment;
• updating the risk-assessment for several Company Divisions where new chemical products had been introduced;
• updating the risk assessment of "ionising radiation" for the 2 Company Terminals;
• drafting appropriate operational safety procedures as well safety operation instructions for worker health and safety, for example, following the introduction of new equipment/work installations;
• updating the mapping of the electromagnetic fields with compliance to the new standard introduced into Legislative Decree 81/08. Moreover, specific risk assessments were conducted in relation to all Company equipment (welding equipment, fixed installations, mobile devices, radio transmitters, etc.) used by Company employees, especially for employees with implanted medical devices. The data collected confirms full compliance with the standards indicated in the reference standards.

In addition to the above, support is also given to the functions responsible for drafting the DUVRIs for preventative interference risk-management inherent to the various activities conducted by third-party contractors in the airports. Particular emphasis was placed on activities carried out in confined environments or environments presenting a potential pollution risk under the provisions of Legislative Decree 177/11.

Relations continue with the public entities on issues of occupational safety (ATS (Health and Safety Authority), INAIL, (National Institute for the prevention of workplace accidents), DTL (Local Directorate of Labour), and from time to time they support the corporate functions involved.

Assisted by Certified Radioprotection Experts, employee safety monitoring activities were continued with the use of specific environmental and personal dosimeters, to monitor ionising radiation related to the transit of radioactive packages through the Airports as well as the use of x-ray equipment. Still within the scope of radioprotection, a significant number of environmental dosimeters were put in place to detect the potential presence of radon gas in underground and basement work areas. This monitoring continues for long periods (up to 12 months), although results within the regulatory limits are expected to be confirmed.

The monitoring of the Occupational Health & Safety of specific SEA employees exposed to health risks with visits to the Company-appointed doctors also continued, in addition to inspections of the workplace environments in each airport. In addition, in order to offset the risks related to the use of equipment and machines introduced to support workplace activities, the preventative evaluation and analysis on their acquisition continued, carried out within the internal testing commission which the SEA Prevention and Protection Service participates.

In order to improve the manner in which we communicate and inform employees on Occupational Health & Safety topics, a function was set up on the Company Intranet (Occupational Safety) to provide a number of documents (safety procedures, safety instructions, individual protection devices etc.), that can be read and downloaded and which relate to the various company roles and workplace environments, as well as providing reporting modules and related guidelines. This information was used by an increasing number of employees, contributing to an increased awareness and knowledge of the topics. 

As for SEA Prime, risk assessment documents and several safety operational procedures were updated in order to redefine and implement, for every company role, standard and revision health and safety training programmes, with topic-based content, as well as organising the duration and the frequency of the programmes, to redefine and implement some of the Emergency Evacuation Plans, to support the competent functions in the drafting the DUVRIs for the preventative management of interference risks inherent in the various tasks carried out by third-party contractors and to conduct regular Company Health and Safety meetings pursuant to Legislative  Decree 81/08.