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07/01/2023 - 04:45 PM
The Nomination and Remuneration Committee's work took place with the planning of activities, implementation of instruments in support of the 2021 Remuneration Policy and the definition of guidelines to the 2022 Remuneration Policy.
TIM Group’s remuneration policy is designed to support the achievement of the objectives set out in the Company’s strategic Plan, while ensuring the Company’s competitiveness on the labor market and its ability to attract, retain and motivate personnel.
The remuneration policy aims at:
The definition of the remuneration policy is supported by the analysis of market practices in terms of both remuneration levels and composition of remuneration packages, taking as reference both companies in the Telco sector at an international level (peer group Industry TLC) and Italian companies, comparable in terms of size and/or stock market capitalization (peer group FTSE MIB).T
The components of individual remuneration are:
The integration of the various compensation components allows to appropriately balance the monetary and nonmonetary tools, with the aim of increasing the satisfaction of recipients at a sustainable cost.
The Nomination and Remuneration Committee ensures the implementation of the remuneration policy approved by the Shareholders' Meeting and defines the policy guidelines for the following year.
Among the Committee’s activities, the following may be mentioned:
The Committee also deals with issues related to
Go in depth on all the components regarding remuneration in the specific sections of the Remuneration Report.