In 2025, Línea Directa conducted performance evaluations for 96% of its employees as part of its talent management strategy.

The performance evaluation process is based on setting agreed-upon objectives at the start of the year, including:

Area-specific objectives

Linked to the company’s strategic goals (including those related to ethics and compliance); most of these are shared by work teams, with each team member defining their specific contribution.

Individual development action plan

Linked to each employee's competency profile.

After establishing these objectives, employees engaged in agile development conversations with their direct supervisors throughout 2025, utilizing an innovative Human Resources methodology. The aim of these discussions is to foster a culture of development—within the broader talent strategy—that identifies and cultivates the skills and knowledge required for employees' professional growth.

Certain business-focused areas of the company conduct these conversations on an ongoing basis, while in other areas involving shared projects, they take place annually.

Accordingly, at the end of the year—and culminating the aforementioned performance evaluation process—a multidimensional assessment of competency development is carried out by both the team leader and the employee.

Additionally, the manager evaluates each team member's individual objectives and their progress regarding their individual development plan. Following this assessment, the manager holds a performance meeting with each team member to communicate the assessment results and provide personalized feedback.

For more information, please visit the following link: https://lineadirectaaseguradora.com/webcorporativa/en/how-is-employee-performance-measuredHow is employee performance measured? - Línea Directa Blog - webCorporativa (lineadirectaaseguradora.com)