Employee performance evaluation Employee performance is assessed annually in the framework of each department through the CSP process, described in the Internal Rules. The employees are assessed on the basis of tasks fulfilled and skills from the PENNY's skill model, and the results are discussed bymanagers and employees in order to define a targeted and efficient development schedule. Thus, performance at workplace, elements of work relationship and questions concerning personal and professional growth are systematically discussed, documented and approached. The assessments take place in the first part of the current year for the last year. For 2021, 93% of employees eligible for undertaking this process have been assessed. Employee satisfaction We want to be close to our colleagues and meet their needs. The evaluation of our Human Resources Strategy is carried out through an internal opinion survey. The results reflect the level of satisfactionof our employees andways to improve the conditions and benefits provided. Thus, in 2021, as a result of the survey carried out the previous year, we have implemented the following measures to increase the degree of satisfaction of our employees: z Creating a climate that encourages giving and receiving feedback consistently and quickly. This is how the Leadership Program was created, which emphasizes this aspect z The efficiency and optimization of work activities, through which we created My Penny Own It project, which harmoniously combines the development of employees and the promotion of entrepreneurial culture z Finding and developing newmethods of attracting new candidates in Logistics z Staff recruitment for the new logistics center in Filiași 2020 2021 2020 2021 15.22 17.36 Total 17.57 21.06 24.27 24.20 Headquarters 28.08 11.09 1.09 8.91 Logistics 5.64 24.27 15.38 17.48 Stores 20.73 91 Average number of training hours in hours/FTE (Full-time equivalent) Education and training programmes for employees The development of our employees is essential. Due to the knowledge acquired, their contribution is both internal and external. We wish that they are confident that they can reach their professional andpersonal goals. Internal development can lead topromotion to new higher positions, which brings challenges, but also satisfactions. In 2021, in the context of a pandemic year, we have continued important training sessions, tailored to the needs of our colleagues, according to the PENNY's Human Resources Strategy. We have focused on the following specific goals: z development of capabilities and resilience z leadership development z development of specific competences z initiation of the mapping of career path of employees Due to the activities carried out in the field of professional training and growth, PENNY positions itself as an attractive employer. The company seeks to recruit as many qualified employees and managers as possible from its own staff and in order to create a longterm relationship with qualified and motivated employees. In 2021, 316 employees have taken a new role within the company, and 73 of them were promoted to a management position. In average, our employees had 18 training hours by reference to the full-time equivalent (FTE), almost 13% more than in 2020. In total, in 2021, our employees had over 23 000 training hours on e-learning platforms. CONTENT ABOUT PENNY SUSTAINABILITY STRATEGY SUSTAINABILITY STEP BY STEP SUSTAINABLE ASSORTMENT ENERGY, CLIMATE AND RESOURCES EMPLOYEES AND SOCIETY REPORT ASSURANCE GRI & SASB INDEX
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