Jobs at Eni

Strategic factors for reaching our business objectives include the development of our human resources, attention to generation change, and the protection and development of the skills needed to maintain our competitive capacities.

Training is a key element for the development of professional and managerial skills, so Eni has built an internal centre of excellence for training: Eni Corporate University.

Furthermore, part of our professional training takes place “on the job‘ with the support of managers, expert colleagues and knowledge management systems.

About three years after being hired, graduates benefit from Eni's “development centre‘, which deepens knowledge by identifying potential. This is an important time for direction and career counselling, which helps our people reflect on their areas of strength and improvement, self-development programmes and possible growth pathways in line with their own aptitudes.

At Eni, geographical mobility both in Italy and abroad forms an important tool for the integration and development of our human resources.

Employees by business sector in 2009 Italy Abroad Exploration & Production 5,287 5,583 Gas & Power 8,911 2,493 Refining & Marketing 6,493 1,673 Petrolchemical 5,054 1,014 Engineering and Construction 7,316 28,966 Other activities 35,969 968 Eni Corporate and Financial Companies 4,583 389 Total 38,299 40,118

In order to help our people fully express their potential, Eni has set out the distinctive actions required by the company in a “model of excellence‘.
It is a combination of skills, behaviours and competencies required at different levels from people working at Eni.
The excellence model is used in assessment, feedback, training and development processes for staff:

Knowledge and know-how
is the part of the model which represents skills, development and the sharing of know-how, as well as the capacities to put these into practice in order to reach objectives.

Courage to change
refers, on the one hand, to strategic vision, awareness of markets and change and, on the other, to courage in decision-making, planning and completing new initiatives while assuming risk in a responsible way.

Teamwork
is the ability to involve, integrate and work alongside colleagues - a fundamental skill at all organisational levels. It also involves people leadership, the capacity to manage and get the best from those working with you, and creating environments of reciprocal trust.

Passion
refers to motivation, engagement and positive outlook, as well as energy, dynamism, tenacity and stamina, particularly in difficult and stressful situations.

Leading by example
means, on the one hand, a responsible attitude regarding results and resources, conformity of actions and transparency of operations, and on the other, the level of credibility gained both within the business and externally.

Eni's compensation system aims to reinforce values, skills and behaviours in line with the company's strategy and culture. This is achieved by looking at the responsibilities assigned, the results achieved, the quality of the professional contribution made and the employee's development potential, in the context of international benchmark compensation markets.

In order to encourage new initiatives and activities in relevant foreign markets, reward policies for international mobility have been updated to support and motivate expatriated or transferred staff and retain personnel with managerial skills or high levels of know-how.

Graduates at Eni are also rewarded by differentiated compensation policies according to performance and professional and managerial skills, in order to boost motivation and retain the top young employees.

Protecting the safety of workers and people involved in its activities and productive assets is Eni's top priority.

The main aim of the activities undertaken in the current four-year period is a continual reduction of the frequency and seriousness of injuries, and the prevention and mitigation of risks associated with work processes.

In this vein, Eni has intervened in three areas: promotion of a culture of safety, new applications of analysis methodologies and the reduction of risks and interventions in critical sectors.

Eni offers a variety of benefits to its staff in Italy. The company supports a welfare programme which provides a series of initiatives aimed at improving employees' well-being and striking a good work/life balance.
Following a survey carried out on a significant number of employees, the following priority areas were identified: “family and children‘, “health and well-being‘, “time and money saving‘ and “entertainment‘.
Eni offers a wide selection of “family and children‘ services, covering a broad range of ages (from 3 months to 17 years old). Among the most important initiatives are:

• The “Eni nursery school‘, an educational crèche and infant school for children between the ages of 0 and 6
• The “summer camps‘, for children between the ages of 6 and 14, which involve two weeks away by the sea or in the mountains, where children can enjoy games and sports as well as take part in educational "workshops", supervised by qualified youth workers.
• The “theme camp‘ for adolescent children of Eni staff focuses on the study of English, in line with the ever-increasing internationalism which Eni stands out for, along with activities themed around nature/adventure or sports;
• The “city summer camp‘ is open to children between the ages of 4 and 16 for games and sports during the entire summer, from June to September.

As part of taking care of its staff, Eni has also begun a Health Promotion programme, which mainly focuses on the principles of prevention. Eni offers discounted memberships for staff at selected sports centres near office buildings and promotes healthy and correct dietary habits. This is a fundamental part of employees' well-being, so Eni pays great attention to all things food-related. At the company restaurants, menus are planned following nutritional advice from the Italian National Institute for Food and Nutrition Research and in application of the principles laid down by the Italian Ministry of Health in the “Guadagnare Salute‘ (“Get Healthy‘) document. As part of this new approach to food, there is also a programme to redevelop company canteens and restaurants.

The “time & money saving‘ category includes:

• agreements with insurance services and funds for supplemental policies at discounted rates and occupational and non-occupational accident insurance policies;
• a complementary pension (Fondenergia) on top of the mandatory pension system, through the investment of contributions in financial instruments;
• a nationwide agreement for private travel with a leading tour operator in order to benefit from discounts and special deals;
• agreements for cultural enjoyment with bookshops, shops and publishers;
• discounted rates for car hire in Italy and abroad;
• access to personal loans at favourable conditions for the purchase and renovation of a first home, or generic loans;
• a company credit card for staff, which may also be used for personal reasons under the same terms;
• a takeaway service, which allows you to order food using the company intranet, which can then be collected from the company restaurant.

Among other benefits, staff can use business transport services between the office and the nearest metro station and we have created a guide for “caregivers‘ to help support people who have responsibilities for looking after family members.

In the “entertainment‘ category, Eni organises numerous cultural events for staff and arranges deals so that employees can gain free entry to museums, shows and cinema festivals.