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PGNiG
The PGNiG Group is one of the largest entities in
Poland. As an employer, the Group attracts both
highly qualifed professionals and school leavers
looking for frst-time employment. Employees are
regarded as our major asset. Without their com‑
mitment we would not be able to supply gas to
customers, successfully operate on the interna‑
tional market and pursue our extensive investment
programme.
In 2010, the Group’s headcount was 32,418, which
represented a year-on-year increase of 1,025 per‑
sons, compared with the headcount of 31,393
in 2009.
Performance Assessment
PGNiG has in place a Management by Objective
(MBO) programme for its management staff. In
2010, the programme was extended to cover all
employees holding managerial posts. Providing
a framework for assessing and remunerating
the management staff for their performance
against strategic corporate objectives, the system
reinforces a sense of responsibility for the Group’s
performance among staff.
Moreover, late March 2010 saw the launch of a Per‑
formance Assessment System project, implement‑
ed by the Project Team consisting of employees
of the Head Offce and Branches, including Trade
Union representatives. The Performance Assess‑
ment System project is part of a broader initiative
designated as “Implementation of the New Group
Management Model from the PGNiG Group’s
Value Based Management (VBM) Programme
for 2009 – 2015”. The project has been designed
to develop a Performance Assessment System
integrated with the incentive scheme and profes‑
sional development of staff. Following months of
intensive work, discussions, training sessions and
talks, on January 1
st
2011 the Performance Assess‑
ment System fnally came into effect. The system
allows staff to understand clearly defned expecta‑
tions for each job title and to receive feedback
about the quality of performance in relation to the
duties assigned to each job. The system serves as
a platform through which employees can discuss
the needs and challenges related to their positions,
and is a source of feedback regarding both the
achievements and potential issues in their profes‑
sional development. The system, which relies on a
set of clearly communicated criteria, including the
methodology of the assessment and its impact on
employees, covers all staff employed at the PGNiG
Head Offce and Branches.
Employees
Headcount as at the end of 2010, by segment (persons)
2010
2009
2008
PGNiG Head Offce
840
833
837
Exploration and Production
11,592
10,800
10,725
Trade and Storage
3,809
3,836
3,793
Distribution
13,881
13,851
13,746
Other Activities
2,296
2,073
2,044
Total
32,418
31,393
31,145
Emp l o y e e s a r e t r e a t e d a s t h e G r o u p ’ s mo s t v a l u a b l e
a s s e t – t h a n k s t o t h e i r e x p e r i e n c e we r ema i n a
ma r k e t l e a d e r , wh i l e t h e i r c omm i t me n t f u e l s o u r
g r ow t h , a l l ow i n g u s t o k e e p e n h a n c i n g t h e q u a l i t y
o f o u r s e r v i c e s a n d g a i n n ew b u s i n e s s c a p a b i l i t i e s .
Development
Investment in human resources furthers PGNiG’s
plans, while supporting the individual ambitions of
each employee. As the PGNiG Group’s subsidiaries
are engaged in a wide range of businesses activi‑
ties, it is up to them to determine the scope and
types of staff training.
The training management system in place is a key
factor in creating bonds between the Company and
its staff. Employees of the PGNiG Group are able to
raise their professional qualifcations, benefting
from a wide offering of training courses, post-
graduate programmes, national industry confer‑
ences, seminars and symposia, work placements,
as well as innovative self-education tools, such as
e-learning.
Depending on their job descriptions, staff can
beneft from a variety of training courses deal‑
ing with the operation of a modern business
organisation. Among other topics, the courses
cover: project management, analysis of the legal
environment, business risk management, customer
service techniques, internal communication and
teamwork. Some courses are co-fnanced by the
European Social Fund. The extensive offering of
training opportunities enables our staff to develop
and raise their professional qualifcations, which
translates into productivity gains for the Company.
The development of human resources adds value
to the PGNiG Group, which is viewed favourably
primarily by investors and customers, and also by
prospective employees.
Mission
Key Figures
Key Events
Letter from the
President of the
Management
Board
Management
Board
Letter from the
Chairman of the
Supervisory Board Supervisory Board
PGNiG on the Stock
Exchange
Strategy for the
PGNiG Group
until 2015
Exploration
and Production