Leonardo’s employee evaluation process (Performance and Development Management - PDM) is carried out on an annual basis and includes the assessment of individual goals, as well as managerial and technical skills. The process strengthens the relationship of trust between team members and managers, promoting a culture based on constructive dialogue and continuous feedback with a view to improving and developing people. The PDM and the related incentive scheme (Management by Objectives, career progression) are based on the Leadership Model, which expresses in itself a series of sensitivities, attitudes and tools that each individual in the Group should have or acquire in his or her professional and personal background, and which also includes among its key competencies integrity in business.
Integrity in business means for all employees, at any organisational level, acting in an ethical manner, in line with the Company’s commitment to a zero-tolerance towards corruption.
All bonuses and incentive schemes for all Leonardo employees must always be reasonable and proportionate to employees' salaries so as not to unduly encourage a "win at all costs" attitude among employees based upon disproportionately large financial incentives for success.
Leonardo and the Group Companies do not penalize any employee for losing a competition or not achieving his/her sales target, if such loss of business is a consequence of the employee’s compliance with Leonardo’s Anti-corruption Management System and Code of Ethics.
In addition to other penalties for failure to comply with Leonardo's Anti-Corruption Code and Code of Ethics in performing his or her duties, an employee who violates these principles will be subject to the loss or claw-back of any incentive payment that the employee is eligible for or has received for the year in which the non-compliant behaviour occurred.