Page 131 - MEDIASET ESPAÑA / 2013. Corporate Responsibility Report

CORPORATE RESPONSIBILITY REPORT 2013
131
Performance evaluation
The Performance Evaluation System, which covers
around 25% of employees working in Group companies,
allows the systematic, detailed analysis of activities and
responsibilities undertaken during 2013, while defining
future actions for developing the work teams. The
process is carried out through a specific tool located
on the Employee Portal, which enables the evaluation
process to be completed more quickly and increases the
reliability of historical data. In addition, the results are
completely transparent.
Performance evaluations take place in December and
January, including an improvements and observations
section. Mid-year a follow-up meeting takes place
each employee, in order to evaluation the correct
implementation of the system by superiors. The results
of the assessments are taken into account in decisions
on the professional development of employees and on
the identification of training needs.
The evaluation measures a number of factors, of which
the following are common to all categories:
• Proactivity and innovation.
• Adversity management.
• Team work.
• Positive thinking.
The specific competencies associated with the
measurement of the progress of technical employees
area the following:
• Commercial vision and results orientation (only
commercial executives).
• Efficiency and commitment.
The specific competencies associated with the
measurement of the progress of senior and middle
management are the following:
• Leadership and team development.
• Objectives orientation.
• Decision-making capacities.
Innovation, which is a critical factor in business
development and is common to all professional
categories, is evaluated for both technical staff and
middle/senior manager.
Technical staff, secretaries and middle managers of
Publiespaña and Publimedia Gestión and the executives
and commercial agents of Mediaset España have a bonus
linked to job performance. Other personnel categories
do not have variable remuneration of this type.
In the Publiespaña Group, the performance evaluation
system has been adopted as part of its new organisational
structure. In this way, certain personnel categories are
evaluated on the basis of their dual reporting lines within
the organisation, being evaluated by both their functional
superior and their hierarchical superior.