Sustainability Report 2022

Wellbeing of collaborators


PSC promotes and respects the physical and cultural integrity of people. For this reason, it mainly guarantees also working conditions that protect individual dignity. In addition, it designs safe working environments that carefully comply with safety standards, along with hygiene protection and health at work.


In the following tables, you can check the number of hiring and employee termination in PSC Group in the last three years. Data are detailed and based on parameters such as age, gender and nationality.

2019 2021 PSC 2616513660 2020 6,6% Italia 113Polonia 5Slovacchia 8Brasile 135 38 223 Numero totale dipendentiTotale donneTotale uomini 4.0261.0852.941 4.1251.0963.029 3.9581.0002.958
Tournover negativo Tournover complessivo Totale Cessazioni per genere Totale cessazioni per fascia d'età Nazione >50 <30 30/50 61 157 54 47 225 272 2019 137 359 >50 <30 30/50 135 289 72 496 12,02% 8,7% 2021 PSC Italia 91Francia 1Romania 2Turchia 1Germania 2Marocco 3 India 1Russia 2Ecuador 1Brasile 79Romania 10Senegal 5 Bulgaria 6Algeria 1Slovacchia 61Gran Bretagna 6 >50 <30 30/50 103 200 113 82 334 416 2020 10,5% 29,0% 16,4% 17,1% Italia 162Romania 2Turchia 1Vietnam 1Polonia 47 Slovacchia 31Brasile 164Spagna 1Germania 2Ecuador 1 Etiopia 1Ungheria 1Algeria 1Senegal 1 Italia 110Spagna 1Romania 3Venezuela 1Germania 2Bulgaria 1 Senegal 2Marocco 1Slovacchia 36Polonia 53Brasile 286


The organization’s collaborators, including part-time and temporary workers, can take advantage of the following benefits:

  • Life insurance
  • Healthcare
  • Invalidity
  • Parental leave
  • Retirement provision
The details of benefits applied to specific categories of workers, in each PSC site, is shown in the appendix on page 121.

All employees in Italy have contracts that adhere to two types of CCNL:

  • Rubber and Plastic
  • Metalworking

When necessary, each company may enter into second-level agreements that may concern, for example, performance bonuses, shift work, etc.
At present, there are no formal procedures in addition to what is already provided for in the relevant CCNL for determining remuneration, which is linked to the individual employment relationship and to bilateral agreements between the employer and the employee.

Training and development3

It is also thanks to training and staff development that, year after year, PSC Group became increasingly competitive. A virtuous process not only for the company, but also for the human resources themselves who, thanks to the acquisition of new knowledge and skills, are more motivated and rewarded.

The average hours of training per capita provided are increasing over the three-year period 2020-2022, with an increase of 1.3 hours between 2021 and 2022.

In 2022, the Group’s employees attended several courses, based on a project made dynamic by a constant comparison: that between the skills acquired and those necessary for the company’s development needs, as well as strategic for customers.

  • Specialist and managerial training
The company puts its employees - in particular those belonging to strategic categories - in a position to face their professional challenges with appropriate skills and tools.
  • Language training
PSC has organised foreign language courses for its employees, in order to provide them with the language skills needed to cope with daily work activities.
  • Specific training on occupational safety and environmental issues
In line with the provisions on health and safety at work, compulsory training courses have been organised for new employees. However, on this subject, other resources have followed updating courses.

3 The data by employee category provided in this chapter and in Chapter 4.4 have been reorganised on the basis of contractual category in order to facilitate comparability of the data provided with respect to other organisations. Comparability with the 2020 and 2021 data is therefore not possible for this year.

2019 2021 Ore medie di formazione 2020 Lavoratori Numero totale dipendentiTotale donneTotale uomini 4.0261.0852.941 4.1251.0963.029 3.9581.0002.958 2020 2022 2021

*Average hours of training per employee = total number of hours of training provided to employees/total number of employees
**Average hours of employee training by gender = Total number of hours of training provided to employees by gender/total number of employees by gender
***Average hours of training per employee by category = Total number of hours of training provided to each category of employees/total number of employees in the category

Since 2017, PSC has equipped itself with a computer system that, in addition to the ordinary administration of personnel, allows to manage human resources according to a very precise flow of activities. This begins with the identification of the skills required for the role, continues with a gap analysis to assess the deviation from the expected, and ends with the definition of a specific training plan.
Competence assessment is not carried out for all professional figures in the company, but is currently only a process for the resources to be developed.
In 2020, two Group procedures were implemented: Key Figures and Talent Management.
Key figures are those resources that are considered indispensable and difficult to replace for the Group (they may not even be function managers), while Talents are those resources, with relatively low seniority in the company, that have potential for growth.
In the PCIT BU, which is the first BU where the process is tested, 46 key figures and 6 talents were identified in 2021 and assessed in 2022. The assessment also covered soft skills and was carried out both through the use of a system called Personal Profile Analysis and directly by HR directors and managers, with the aim of developing ad hoc training plans that are currently in the planning stage.
In Italy there is a compensation system - English term that indicates a set of elements, including salary, premiums and benefits – of staff providing, in addition to fixed remuneration, for the use of variable collective remuneration instruments (result premium).
Although a structured Management By Objectives (MBO) system is not defined, since 2018 a rewarding system has been defined for working groups that propose and implement improvement projects focused on specific issues.
A performance assessment for career development is also planned at several foreign plants, involving about 6% of employees of BU PC Europe and 93% of Brazilian BU.
The average training hours per employee further increased compared to 2021, recovering the drop in 2020 due to the pandemic emergency.

N° di ore di formazioneper dipendente 2021 2020 2019 7,05 3,20 13,50 2019 2020 2021 3,20 n°h/dipendente n°h/dipendente n° h/dipendente

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