Salary Structure and Compensation and Indemnification Policy for Senior Executives
As established in its Board Training Program, in April, May, and November 2020, the Directors and Senior Executives of Enaex S.A. were trained in the following subjects:
- Labor Standards and Covid-19: Telecommuting and Teleworking, Employment Protection Law (Peñaloza GLP);
- Tax Reform Effects Chile (Deloitte and Dentons);
- Digital Transformation (Knowledge.cl and Google Cloud);
- Salary Structure and Compensation and Indemnification Policy for Senior Executives;
Enaex’s compensation and indemnity policy is intended to:
I) Recognize and reward performance and achievement of objectives;
II) Commit executives to the creation of value for the company;
III) Incentivize medium and long term objectives;
IV) Retain talent in the company.
Enaex’s compensation policy for senior executives, as for the entire company, seeks to attract and retain talent based on three criteria:
To ensure these criteria, we rely on specialized and world-class consulting firms, which allows us to compare our salary structure with the market. Along the same lines, we conduct an annual review of salaries to ensure competitiveness and equity.
The personnel salary structure considers a proportion of fixed and variable remuneration to promote the fulfilment of the company’s objectives through an incentive system based on the company’s (R1), Business Unit’s (R2), and personal (R3) results.