The Career and Compensation Plan (PCR) establishes our structure of positions and careers, with their respective descriptions of attributions and responsibilities, requirements of their assignees, evaluations, and respective salary ranges.
Our compensation is defined through a compensation policy approved by the Board of Directors, and represents an instrument for attracting, engaging, and retaining talent, in accordance with the Public Selection Processes (PSPs) for hiring employees and current legislation, being competitive and aligned with our performance culture.
Linked to our Strategic Plan, the PPP aims at aligning the interests of shareholders, executives, occupants of bonus-receiving positions and employees without a bonus-receiving position; encourage results-oriented behavior; rewarding people for the results achieved; pay differently for differentiated delivery (meritocracy); and contribute to attracting and retaining talent.
During 2021, the organizational units' scorecards continue to be considered as input for the assessment of the Executive Board (CEO and directors), executive managers and other members of our general structure, which are reflected in the calculation of variable compensation.
These scorecards include the results of our core organization metrics; the scores of specific metrics of each executive scorecard (represented by specific indicators and strategic initiatives that address economic, environmental and social factors); and discretionary assessment made by the immediate superior according to the employee's profile and performance.
In addition to the PPP payment, we have a current collective agreement of the Profit Sharing Program (PLR) for the period 2021-2022 for all employees who do not occupy gratified functions (managers, specialists and supervisors).
The relationship between the total annual compensation of the highest paid individual and the average salary of all other employees is 5.73, where the highest paid person is the CEO.
In 2021, the salary readjustment in the company was 10.42% in the salary scales for permanent positions and 6.1% in the tables for bonus-receiving positions. Executive Board members (CEO and directors) were not covered by such readjustments.
The minimum entry wage is BRL 5,117.17 and is equivalent to 4.65 times the current national minimum wage, without any differentiation by gender.
Saúde Petrobras is a health care benefit offered by the company, which works in the dimensions of health promotion, prevention, and recovery.
The benefit is available to our active employees, retirees, pensioners, and their respective family groups.
In 2021, Saúde Petrobras ended the year with 269,350 beneficiaries distributed across all states of the federation.
The benefit costing ratio was 60% for the employer and 40% for the employees, complying with the provisions of the ACT 2020-2022.
The Petrobras Saúde benefit also provides coverage for complementary programs, such as the Benefício Farmácia program.
The Benefício Farmácia program offers coverage for drugs for the treatment of chronic or psychiatric diseases, in addition to others considered high cost.
We also offer educational benefits, aiming at contributing to the training and education of the children of employees.
These benefits do not cover our administrators, who are members of the Board of Directors and Executive Board. They also do not include Fiscal Council members.
The educational benefits are financial amounts granted for reimbursement with educational expenses and include the following: Daycare Allowance; Caregiver Allowance; Preschool Assistance Allowance; Elementary School Allowance; High School Allowance; University Youth Program (active for employees who were enrolled until 09/30/2019).
In addition to the benefits mentioned above, we have implemented other measures aimed at the well-being of our employees, such as the granting of hourly allowances to employees with disabilities and employees who have children with disabilities, who are enrolled in the Special Assistance Program (PAE) and that need assistance with medical appointments and/or therapies. The allowance for employees who have children with disabilities has been extended to up to 240 non-cumulative hours per year. In 2021, 116 employees received the aforementioned bonus.
We sponsor six post-employment benefit plans, operated by the Petrobras Social Security Foundation (Petros), social security characteristic.
Together, these plans cover 96% of our employees, considering that the plans are offered, and membership is optional.
In PP-2, a plan that operates in the variable contribution modality and is currently open to new entries, the same amount is collected by the sponsor (in the case of sponsored participant) and by the participant, who can contribute with percentages according to their age that vary between minimum of 6% and a maximum of 11%.
All employees who have proven the birth or adoption of a child are eligible to take maternity or paternity leave. In addition to the legal determination, our employees have the right to extend maternity leave, reaching a total of 180 days, and to extend paternity leave, reaching a total of 20 days. The extension of maternity leave in case of premature birth (before the 37th week of gestation) is also guaranteed as long as the baby remains hospitalized, limited to eight weeks.
In 2021, 989 employees went on paternity leave, 380 employees went on maternity leave, and 10 on adoption leave, making a total of 3.06% of employees.
The total number of employees who returned to work after maternity/paternity leave and remained employed 12 months after returning to work was 1,568. Of these, 454 are women and 1,114 are men. The rate of return to work and retention of employees who were on maternity/paternity/adoption leave in 2021 was 100%.