Performance management
Our performance management model is based on a continuous feedback culture, which characteristics we highlight:
- Its universality;
- Its focus on people's motivation and development;
- An orientation towards meritocracy and differentiation;
- Its coherence and integration;
- Its objectivity.
Thus, the new model particularly values the behavioural skills, which are directly related to Galp’s values because of the importance given to "how it is done" and not just "what one does". The model's ability to differentiate the degree of responsibility in achieving the objectives is also worth noting.
In 2023, the performance assessment process covered 100% of Galp’s employees.
Creating a recognition culture
In 2023, improvements to the performance appraisal model were implemented to address organisational feedback and reinforce cultural alignment and to enhance the overall experience by simplifying the process and achieving better model results.
We also launched the GROW (Great Recognition of Outstanding Work) programme, to promote a culture of acknowledgment and experimentation. A total of 205 employees were acknowledged with this award.
Benefits and compensations
At Galp, we are concerned with the overall well-being of our employees, and we provide them with a number of benefits. Our organization provides a set of social insurance policies to the majority of our employees and pensioners beyond those provided in the Portuguese Labour Code (for example, health insurance and life insurance).
In addition, we have implemented a flexible benefits program, with the objective of maximizing and customizing the benefits associated with variable remuneration. The flexible benefits plan allows each employee to choose, in a dynamic, flexible and participative way, the additional benefits that he/she wants to use, recognizing that different people have different needs and that the needs vary over time. Aligned with the best market practices, benefits in the areas of mobility, health, retirement, education, and technology are available on an optional basis, without partial or total loss of any available benefits. The aim is to reinforce the values of the company, extend the social protection areas and reinforce the employer brand of the organization.
See also health and safety topics covered in formal agreements with trade unions.
Labour relations
The employees of the Group’s companies elect Committees to represent them, and Management representatives meet monthly with these employee representatives. The goal of these meetings is to present, analyse, discuss and clarify issues and situations of labour nature that are considered relevant for the life of the Company and our employees.
In 2022, the Group's companies (Petrogal, Enerfuel, SAAGA, Galpesge) held 14 meetings to discuss labor related topics and 8 Worker’s Plenary to discuss working conditions, salary raises and benefits for employees. Other topics, such as refinery, teleworking, performance assessment, Dividend Distribution Policy, Pension Fund, Gender Equality, Safety, results, among others, are part of the Worker’s Commissions and Sub-Commissions meeting’s agenda. At this level, 16 meetings were held during 2022.
Organizational climate diagnosis
For another consecutive year, we performed a pulse survey that was sent to all employees. The survey is designed to improve our understanding of how we are progressing on key issues that are part of our overall experience in the organisation and to identify opportunities for improvement.
The response rate was 73% and the Engagement Index reached 76%, above our 75% target, an improvement on last year. 86% of our employees feel proud to work for the company and 81% would recommend it as a good place to work. We will continue to identify high-impact areas with lower scores, and, in collaboration with the different Business Units, define action plans to address these concerns by continuously monitoring the impact of the initiative and promoting frequent communication with all employees throughout the process.
Internal communication tools
Aware that communication is fundamental in engaging with our employees, we have a series of tools for communication and for promoting the sharing of information, namely via intranet (mygalp), digital periodical newsletters, videos, clipping of media articles related to the Company, to the sector, market and trends, etc.
The Employee Portal
The Employee Portal has progressively established itself, over the years, as an important tool for streamlining and dematerializing operational human resource processes. We aim to increase productivity, the quality and level of the service rendered.
The Employee Portal is a web solution with an important set of benefits:
- It gives employees autonomy of access to services and information through an intuitive and simplified interface;
- It provides managers with a set of tools to improve the efficiency and effectiveness of the work teams' management while reducing the administrative burden;
- It enables the modernization and simplification of procedures, the increase in efficiency/effectiveness, and the rationalization of operating costs;
- It allows human resources professionals to direct their attention to activities of greater strategic contribution to the Organization, minimizing their involvement in tasks with a reduced added value.