UBI Banca Group

Personnel management policies and instruments
In a particularly difficult economic context like that of the present, the Group’s policies are
still strongly focused on the enhancement and growth of its “human capital” in terms of
professional abilities.
Personnel management policies and tools are reviewed and updated annually on the basis of
objectives and strategies.
Almost all Group member companies have now adopted a role system, skill assessment,
performance assessment, measurement of potential and managerial appraisal (assessment
using structured interviews), tools that are all used to increase knowledge of human resources
and to define action consistent with supporting their career growth and development.
A new software application was released in 2011 to manage performance assessment which
required a more flexible configuration to address increasing intragroup mobility.
Performance assessment and skill assessment is used for all personnel, with the sole
exception of General Management positions. Combined interpretation of the results provides
valuable information on personnel that can be used to define career growth paths, training
requirements and remuneration.
Work on the management of the potential measurement and managerial appraisal is
increasing progressively with a view to drawing maximum benefit from the aptitudes of each
person and to defining career paths to match their characteristics.
Measurement of potential was performed on 343 staff in 2011 (+30% compared to the previous
year) and obtaining this data was introduced as a compulsory step in the careers of future
branch managers. Ninety one of these measurements regarded mass market account
managers, young personnel on average who had recently joined the Group.
Managerial appraisal was extended at the same time to include senior management. Over 180
interviews were carried out during the year with two objectives: to map key Group personnel
(with a view to enhancement and development) and to provide personnel – through feedback
interviews – with self-awareness tools with which to take self-training and self-determination
action.
Trade union relations
Work on trade union relations was intense in 2011 with agreements signed at both Group and
individual company level and also to complete procedures concerning the new Group Business
Plan.
A memorandum of intent was signed in February concerning the transfer of new mortgages
originated by external distribution networks, previously managed by B@nca 24-7, to the
network banks, while a memorandum of intent concerning the tax relief on productivity for
2011 was signed in April.
At company level, an agreement was signed in March regarding the rationalisation of Banca
Popolare di Ancona’s branch network, a project which did not have any significant impact on
personnel.
An agreement was signed on the reorganisation of UBI Leasing in April. This initiative, which
did not give rise to any employment problems, was designed primarily to improve the efficiency
and effectiveness of risk management processes and to better identify centres of responsibility
with regard to the activities performed by individual units.
A trade union procedure was commenced in June for the rationalisation of B@nca 24-7
operations in local centres and the centralisation of some activities in the Tax and
Administration Area of UBI Banca. It was concluded with an agreement signed on 25 th July.
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