Page 21 - Parmalat 2017 Consolidated Statement

To support the management and development of its human resources, Parmalat adopted a performance
management system (PLUS) applied throughout the Group, thanks to which employees are periodically assessed in
terms of their objectives, technical competencies, managerial competencies, and conduct; the performance
assessment does not only provide an evaluation opportunity, but also an most importantly is an occasion for
defining the development plans for the resources involved in the process, analyzing any risk components and fine
tuning the respective action plans. More than 4,500 Group employees are included in PLUS.

The Group offers on a regular basis training internship opportunities, aimed at students and recent university
graduates from different fields of study; in Italy, training apprenticeships are also offered to students from upper
secondary schools in the School-Work Alternating modality. Internships represent the main channel to join the
Company for junior resources with no prior work experience.

The risks identified for each country concern potential non-conformity with relevant regulations, loss of qualified
staff and inefficient allocation of personnel to critical functions. There are also some more specific risks that
depend on the conditions in each country. For example, for a company headquartered in South Africa or
Venezuela, there is a constant risk of political instability that could result in a lack of basic services and critical
financial situations. To mitigate those risks, the Group has implemented programs aimed at strengthening the
staff, improving the control systems in the hiring phase and maintaining the work relationship with employees,
providing continuous training to existing resources and implementing emergency plans in response to
extraordinary events.

Lastly, Parmalat promotes numerous initiatives aimed at guaranteeing the well-being of its employees and an
adequate balance between personal and professional life. More specifically, depending on the individual countries
(hence, on the regulatory and social benefit context and level in the collective bargaining agreements), the
following types of benefits are provided:

- work-life balance programs, such as, for example, the possibility of part-time work upon reentry after
maternity leave or other support requiring conditions, types of agile work arrangements and flexible
scheduling;
- medical and accident insurance;
- pension plans;
- reimbursement of school related expenses for children of employees or the employees themselves;
- initiatives in the areas of health and wellness.

Performance Indicators

Overview of Parmalat’s staff
At December 31, 2017, the Group’s total staff numbered 26,234 employees (26,180 in 2016). With data based on
the perimeter used for reporting purposes, the Group’s staff numbered 24,661 employees at December 31, 2017
(25,892 in 2016). The reduction in the number of employees that occurred in 2017 compared with the previous
year is due primarily to a reorganization of the Brazilian operations.

The Group’s commitment to long-term collaborative relationships with its employees is demonstrated by the high
percentage of staff hired on a full time basis, which reached 93% of the total staff, in line with the percentage in
2016. The remaining 7% was hired with part time employment contracts.

Consolidated Non-financial Statement at December 31, 2017 Pursuant to Legislative Decree No. 254/2016 21