Incentives, benefits and career opportunities
Rewarding merit to enhance talent
We want to attract and retain the best profiles of expertise. With this goal, we have built a system for the enhancement of our talents based on the total reward approach, a remuneration strategy that combines monetary and non-monetary incentive elements, integrating fixed remuneration with variable bonuses, incentives, benefits, career opportunities, welfare services, organizational well-being and work-life balance tools. Thanks to this integrated approach, the University aims to ensure high levels of attraction and retention, as well as positive effects on the level of satisfaction and motivation of our people, thus reducing the turnover rate.
To support and incentivize professional growth, we offer salary aimed at enhancing career development. It includes the basic salary provided for by the CCNL in force together with other institutions related to the possible assumption of responsibility, depending on the roles and organizational structure of the University. In this way, we ensure a fair and motivating compensation system that rewards the commitment and contribution of each member of our community.
To encourage and enhance the contribution of our people, in line with the relevant regulatory indications, we have adopted a reward system based on the analysis and evaluation of performance. Performance-related bonuses are paid annually and are aimed at remunerating the achievement of organisational and individual objectives; they constitute a significant component of remuneration and therefore have a significant impact on the degree of satisfaction and engagement of University staff.
Among the forms of reward and enhancement of our people, there is no shortage of welfare services: parenting support measures, personal care and assistance programs, life insurance, subsidies, goods and services at subsidized prices, ticket restaurants and networking initiatives. The combination of these services, although not monetary benefits, represents a ''value'' for our people, capable of generating a sense of belonging, loyalty and organizational well-being.
Measures to reconcile life and work are an important lever for worker satisfaction. To ensure the right balance between private life and work, our University provides its people with diversified measures for every need: flexible forms of work, parenting support tools, time-saving services, sports infrastructures and agreements for facilitated access to sports, recreational and cultural activities.