170
SOCIAL | Human Resources | People Management
RATIO OF SALARY AND COMPENSATION BETWEEN WOMEN AND MEN (PETROBRAS PARENT COMPANY)
RELEVANT OPERATIONAL UNITS
Job Category
0.78
0.92
without position
0.74
0.88
with position
0.75
0.91
without position
0.77
0.91
with position
0.89
0.92
without position
0.81
0.91
with position
0.80
0.91
without position
0.74
0.91
0.74
0.90
Executive Department for Refining and Natural Gas (DRGN)
Higher Education
with position
Executive Department for Exploration and Production (DE&P)
High School
Other Departments
Total
Total
. We classified the areas directly related to our main business into “Relevant Operating Units”: exploration and production area and refining and natural gas (RGN) area. The other operating units and administrative units are part of the item “other departments.” . Average compensation for women divided by the average compensation for men, for each group. . We have a salary table with different levels of basic salary, all applicable to both men and women. However, when calculating compensation, basic and additional wages are considered, such as transportation vouchers, childcare allowances, etc.
Performance Analysis One of the five pillars of our Strategic Plan is meritocracy. This means rewarding people based on results as well as behaviors and attitudes, and ensuring that all performance is treated and recognized in a transparent manner. The performance analysis of employees takes place through the Performance Management process, based on objective metrics, derived from strategic initiatives. Based on these metrics, established through the unit scorecards, we seek to ensure that individual and shared goals are deployed to the teams, contributing to the achievement of our top metrics. This process is done in three stages: 1) Planning - the initial phase, which includes the definition of goals among managers and employees and/or teams, as a result of the deployed actions to achieve management goals. 2) Monitoring - the phase in which managers and employees verify that goals are being met according to the expected performance, and if there is a need for redirection, making the necessary adjustments to enable the achievement of the goals; 3) Evaluation - includes measurement and evaluation of what was done, identifying the difference between what was accomplished and what was planned. The calibration committees meet and the final formalization of the employee performance record 2019 SUSTAINABILITY REPORT