Steam goes to turbine, rotation, generator.
Electric workshop, connection –
Megawatts go to the system.
Not everybody knows this process,
Only energy specialists do,
Those who care about warmth and light!
Who can proudly say – energy is my job.
Leonid Shamanov,
Head of Repair section of Technical services servicу at Adlerskaya TPP
4.3
Human Capital
HR Management Policy
In all regions of presence, our Company can be rightfully called, if not the best, but definitely one of the best employers. However, we also expect our employees to be concerned with the future prospects of development of the enterprise by participating in the process aimed at its improvement. We need people who are ready to treat the company as a personal matter, who associate their personal success with its future. Only by joint efforts can we build a company in which it is interesting and prestigious to work.
The OGK-2 staff management policy is based on principles conducive to the successful socio-economic development of the Company and a harmonious combination of the interests of employees, shareholders, consumers and the state, creating the necessary conditions for ensuring the Company’s leading positions in the market and the implementation of its mission.
The key principles for building relationships between employees within the Company are defined in the Code of Corporate Conduct. The Company provides transparency and openness in staff management, improves management methods, providing favorable working conditions, as well as providing opportunities for advanced training and realization of the potential of employees.
Directions for the HR Management Policy Implementation | Activities implemented in 2020 | Activities planned for 2021 |
Attraction, selection and fulfilling the potential of employees |
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Training and development |
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Incentives and Remuneration |
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Headcount and Staff Structure
As of 31.12.2020, the headcount of the Company (executive staff and branches) amounted to 7,341 persons, demonstrating a decreased by 12.7% vs. 2019 indicators. The decrease in the number of staff is due to the measures taken in 2020 to alienate the property of Krasnoyarskaya GRES-2, branch of OGK-2 JSC, optimization measures due to decommissioning of the equipment of Cherepovetskaya GRES, branch of OGK-2 JSC, Ryazanskaya GRES, branch of OGK-2 JSC, and Serovskaya GRES, branch of OGK-2 JSC.
* Average headcount calculated in accordance with section 2.4.1 of Appendix to the Order of Rosstat dated November 27, 2019 No. 711.
Staff Rewarding System
OGK-2 has built a comprehensive incentive system based on competitive wages, remuneration for results and the social component. The system includes tangible and intangible types of incentives, is closely linked to key performance indicators (KPIs), and is constantly being improved in accordance with the current and strategic objectives of the Company.
Interests and Rights of Employees
One of the key areas of OGK-2 policy in the personnel sphere is to ensure the social security of employees. Trade union organizations unite a significant part of the Company's employees and participate in resolving issues affecting professional, social and labor rights and interests of employees.
An important element of interaction of the Employer with the Trade Unions is the development and implementation of the collective agreement. The result of active collaboration with trade union organizations in 2020 was the adoption of a decision to conclude a collective agreement for the entire company for OGK-2 JSC for 2021–2023.
As part of the meetings of the Committee for Settlement of Social and Labor Issues in OGK-2 JSC (hereinafter referred to as CSSLI), during 2020, joint consultations were held with employee representatives in order to develop and make optimal decisions on social and labor and related economic issues. About 20 issues were considered by CSSLI on the following topics: occupational safety, work with personnel during the spread of coronavirus infection, provision of personnel with personal protective equipment, benefits and compensation for work related to harmful working conditions based on the results of special assessment of working conditions, etc.
Voluntary Personal Insurance and Retirement Benefits Program
In the effort to take care for the health and protection of the property interests of employees, the Company implements the following personal insurance mechanisms approved as part of the insurance coverage program:
- voluntary health insurance;
- voluntary insurance against accidents and illnesses;
- insurance of expenses of citizens traveling outside their permanent place of residence.
With the financial participation of the Company, employees are insured in case they or their relatives and friends have a complex or serious illness that requires the provision of high-tech medical care.
The system of non-state pension schemes (NPS) for employees OGK-2 JSC allows ensuring a decent standard of living in retirement age and helps to attract and retain qualified personnel in the Company. In order to implement pension programs, the Company during 2020 interacted with such non-state pension funds as NPF GAZFOND JSC and NPF Otkritie JSC.
The total amount of funds allocated by the employer to finance personal and pension insurance programs in 2020 amounted to more than 158 million rubles. The decrease in the total amount of funds allocated for the provision of these programs is due to a change in the approaches to financing the work of the health centers of the Company's branches.
Implementation of Professional Standards
OGK-2 JSC continues to actively work on the implementation of professional standards in accordance with the labor law of the Russian Federation and interacts with the All-Russian Intersectoral Association of Employers in the Energy Supply Area (RaPE Association) to update the developed and apply existing professional standards. Work is underway to develop qualifications and requirements for qualifications, for compliance with which an independent assessment of employee qualifications will be carried out in accordance with professional standards.
As of the end of 2020, OGK-2 uses 14 mandatory and 48 optional professional standards.
Training and Competence Development Programs
“Personnel training and development is of particular importance for ensuring high productivity and labor efficiency and therefore is traditionally in the focus of attention of energy enterprises. To this end, we have developed and are implementing a whole range of measures to develop the human resources potential of OGK-2 JSC, to create conditions for its successful implementation. By introducing coaching, we ensure the continuity of generations, and by implementing corporate training programs, we develop the leadership qualities of young specialists and form a talent pool. With these areas of activity, we create the foundation for the sustainable development of the company in the future”
Maria Sharova, Head of the Human Resources Department of OGK-2 JSC
OGK-2 creates conditions for professional development and improvement of personal, business and engineering competencies of employees through the corporate training and development system. Employees of the Company are trained in a wide range of programs and areas, including both compulsory training, implemented in accordance with the requirements of the law of the Russian Federation and necessary for obtaining permits for independent operation of equipment by personnel, and advanced training related to the development of technologies, changes in regulatory legal framework, building the potential for professional growth of employees.
Training is carried out in specialized accredited training centers equipped with modern material and technical facilities, simulators for thermal and mechanical and electrical equipment, laboratories and highly qualified teaching staff. In 2020, OGK-2 completed a project to establish classrooms in five branches, equipped with computers and presentation equipment, for the effective organization of distance learning, professional skills competitions, special training of employees and other forms of training.
The total expenses for training, further training, professional development and short-term educational programs for the Company's employees in 2020 amounted to more than 45 million rubles.
During 2020, 244 employees were trained in the areas of specializations demanded by the Company and received higher and vocational secondary education.
In 2020, training on the corporate Training Web portal of Gazprom Energoholding LLC for employees of OGK-2 JSC was organized in the amount of 3,862 person/courses in 37 training courses, including mandatory certification areas and knowledge testing, development of business and management competencies, use of office programs, etc.
Targeted training on compliance with the Code of Corporate Conduct was organized for 4,678 persons, including 1,901 persons (40.64%) who were trained in a distance format using the Training Portal.
Attracting and Developing Young Professionals, Professional Growth
The Company considers maintaining the optimal age structure of personnel and ensuring the professional continuity of generations as one of the strategic tasks in the field of HR policy.
The Company pays special attention to the professional development and career growth of young professionals. In order to identify, promote and support the most talented and proactive ones, OGK-2 holds conferences and competitions within the framework of individual functional modules and the Company as a whole. In 2020, OGK-2 held the twelfth Competition of young specialists and rationalizers, in which 73 persons took part, who submitted 67 papers for consideration.
In order to preserve and develop the traditions of responsible, trouble-free work and ensure the continuity of technical knowledge and skills, targeted work with the employee pool is being implemented. In 2020, 57 persons of 888 employees of the Company included in the employee pool, underwent targeted training, and 41 persons were appointed to senior positions. 72% of vacancies formed in 2020 for reserved positions were filled by employees of OGK-2 from among the employee pool.
In 2020, OGK-2 took an active part in the implementation of corporate programs of the companies of Gazprom Energoholding Group “TRIZ School: Methods for Solving Inventive, Managerial and Production Issues”, “HR Specialist”, “Young Specialist School”. Additionally, 21 members of the personnel pools were trained under the Personal Management Art program.
Young Professionals Council
Since 2018, the Young Professionals Council has been functioning in OGK-2 JSC, which includes employees of the executive office and branches of the Company. Its main task is to pool and accumulate experience, maximize the use of creative and intellectual potential and involve new young employees in the professional and social life of the Company.
Members of the Young Professionals Council of OGK-2 take an active part in organizing and conducting career guidance programs, social and charitable projects, sports and intellectual events, competitions for young specialists and innovators and scientific and technical conferences.
2020 was marked by the victory of Andrey Tikhonov, shift supervisor of the Chemical Engineering Department of Stavropol GRES, within the engineering panel of the IX Competition of Young Specialists and Innovators of Gazprom Energoholding LLC.