MM Group performance system
The performance evaluation system
The performance evaluation system has been implemented in MM since 2010, with the aim of:
► Map out the roles and positions within the company’s work processes
► Plan and organise staff activities
► Improve staff performance and employees’ relationship with the organisation
► Develop staff potential and support employees’ career progression.
Staff performance appraisals play a strategic role within the Company, as they make a vital contribution to employees’ professional development, not least in relation to the evolution of the organisation.
The appraisal process involves all employees each year and consists of a meeting in which each manager assesses the results achieved and the skills possessed by the employee against what was planned the previous year.
Since 2011, MM has introduced a reward system for managers based on MBO (Management By Objectives), a series of quantifiable and objectively measurable objectives (of an economic nature, linked to project timing or process efficiency) through which began to pay the variable part of managers’ salaries on objectives strictly linked to the achievement of the company strategy.
Total amount of bonuses paid to staff in 2026 (as at 30th June 2026)
Total amount of bonuses paid to staff in 2025
Total amount of bonuses paid to staff in 2024
Total amount of bonuses paid to staff for the year 2023
Total amount of bonuses paid to staff for the year 2022
Total amount of bonuses paid to staff for the year 2021
Total amount of bonuses paid to staff for the year 2020
Total amount of bonuses paid to staff for the year 2019
Total amount of bonuses paid to staff for the year 2017
Total amount of bonuses paid to staff for the year 2016
Total amount of premiums paid for the year 2015
Total amount of premiums paid for the year 2014
Total amount of prizes paid for the year 2015 Napoli Metro Engineering S.r.l