Employees
Employees are regarded as the Group’s most valuable asset – their experience enables us to continue as the market leader, while their commitment fuels our growth, allowing us to keep enhancing the quality of our services and gain new business competences.
The PGNiG Group is one of the largest employers in Poland. It employs highly qualified staff with extensive experience as well as young first-time employees, creating human resources, which are the Group’s most valuable asset. It is thanks to our employees’ commitment that we can provide the highest quality service to our customers, successfully operate on the international markets and pursue our extensive investment programme.
In 2011, the Group’s headcount was 32,783, which represented a year-on-year increase of 365 persons, compared with the headcount of 32,418 in 2010.
Development
Investment in human resources furthers PGNiG’s plans, while supporting the individual ambitions of each employee. As the PGNiG Group companies are engaged in a wide range of business activities, it is up to them to determine the scope and type of staff training.
The key role in the process of human resources development is played by the training management system. Our employees are offered opportunities for improving their professional qualifications by participating in training programmes, postgraduate studies, trade conferences, seminars and symposia, but also through occupational training, and self-education (e-learning).
Depending on their respective responsibilities, employees may participate in various training courses on all aspects of modern business organisation, including project management, risks, legal environment analysis and customer service. Employees’ participation in training courses focusing on soft aspects of the organisation’s activity and management, such as communication, teamwork, team management and task management, is an important element of the process. Some of the training sessions are co-financed by the European Social Fund, e.g. as part of the “Development of Intellectual Assets in PGNiG” training project. As many as 672 employees participated in training courses held as part of the project completed in November 2011. The project received total subsidies of PLN 2.5 m.
The extensive training offering enables our employees to develop and enhance their professional qualifications, while the Company benefits from higher productivity of its personnel. Human resources development translates into higher value of the PGNiG Group, positively viewed by investors and customers; it also helps us become a desirable employer by prospective staff.
| 2011 | 2010 | 2009 | |
|---|---|---|---|
| PGNiG Head Office | 838 | 840 | 833 |
| Exploration and Production | 12,054 | 11,592 | 10,800 |
| Trade and Storage | 3,841 | 3,809 | 3,836 |
| Distribution | 13,865 | 13,881 | 13,851 |
| Other Activities | 2,185 | 2,296 | 2,073 |
| Total | 32,783 | 32,418 | 31,393 |
Performance Assessment
At the beginning of 2011, PGNiG launched a Performance Assessment System covering all our employees, regardless of their positions and nature of their work. The system was developed as part of a broader initiative designated as “Implementation of the New Group Management Model” under the “PGNiG Group’s Value Based Management (VBM) Programme for 2009–2015.” As part of the system, each employee’s performance is assessed twice a year according to the same criteria and uniform rules applied across the Group. The system helps staff to understand the superiors’ clearly defined expectations for each job position and to receive feedback about the quality of performance in relation to the duties assigned to each job. The system serves as a platform on 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 professional development. The key features of the system implemented at PGNiG are clarity and transparency of the criteria, simplicity and universality of the solution, and regularity of the assessment process.
The Performance Assessment System is integrated with the Management by Objectives programme, designed for the management personnel. Providing grounds for appraisal and remuneration of the management based on the performance of strategic objectives, the programme strengthens the employees’ responsibility for the Group’s results.
Workplace Safety
Workplace safety is a matter of particular importance in the case of companies operating on foreign markets which, when tendering for contracts, must demonstrate the efficiency of their OHS (Occupational Health and Safety) and HSE (Health Safety & Environment) systems, meeting the highest global standards. It allows PGNiG to provide its services to international industry leaders, such as Shell or Statoil, which expect their business partners to adhere to the highest standards of safety. The key focus in the area of workplace safety is on providing staff with suitable protective clothing, modernisation of machinery and equipment, as well as keeping the premises in a good state of repair. For years, selected employees have been members of formal OHS committees, and thus have been able to take active part in OHS inspections and present their proposals in that area. A number of new initiatives have originated from employees themselves. Employees at all levels of the PGNiG Group receive regular training focusing on OHS at the workplace.
PGNiG Group as the Largest Employer
The PGNiG Group fulfils its obligations towards the employees and their families with utmost diligence. These obligations are chiefly connected with social services. The eligible persons enjoy the following benefits:
- Organisation and co-financing of holidays for employees and their children, both in Poland and abroad,
- Financial assistance and material support to families in a difficult financial or health situation,
- Subsidies for non-public healthcare services for employees and their family members,
- Repayable financial housing assistance,
- Organisation and co-financing of various forms of recreation (sports, leisure and cultural activities).
Internships
PGNiG runs an internship programme for all interested persons who participate in the annual “Grasz o staż” initiative, the most popular and prestigious internship programme for Polish students and graduates. The paid internships at PGNiG awarded in the competition are an attractive way to gain professional experience, learn the nature of the business and acquire new practical skills. Some of the trainees are later employed by the Group. The Group also runs a programme of trainee placements for students of the AGH University of Science and Technology in Kraków and the Warsaw University of Technology, as well as summer internships for students from all Polish universities and colleges.
Recruitment
In line with the adopted rules and the arrangements provided for in the Programme for Employment Streamlining and Redundancy Payments to the Employees of the PGNiG Group for 2009 – 2011 (Stage 3), all posts at the PGNiG Head Office are in the first place filled in a process of internal recruitment. Not only does it allow us to make full use of our employees’ potential, but it also motivates the employees to more effective work and development of their individual skills. External recruitment is carried out when highly specialist competences are sought. It is undertaken based on a detailed competence specification supplemented with a description of the knowledge, skills and behaviour required for a given post.
Integrating the Team
An important driver of the productivity and quality of work is the team spirit and cooperation between the Group employees. Everyday work is supported by both traditional and electronic communication tools. As part of our initiatives implemented to date, employees receive daily electronic newsletter highlighting the most important developments at the PGNiG Group, and – on a monthly basis – “MaGAZyn”, an internal bulletin devoted to key developments at the Group. We have also implemented a system based on “communicators” – persons responsible for disseminating information among the employees across the Group. Additionally, a text communicator is launched several times a year. The employees receive text messages on their company phones, informing them of important business matters. Any initiatives concerning internal communication are consistent with our HR policy, which fosters employees’ commitment and satisfaction.
Employment Optimisation
In 2011 the term of the “Programme for Employment Streamlining and Redundancy Payments to the Employees of the PGNiG Group for 2009–2011 (Stage 3),” was extended. On August 10th 2011, the Extraordinary General Meeting of PGNiG approved an Annex to the Programme, introducing a possibility to use the funds accumulated in the Central Restructuring Fund’s account to support the streamlining initiatives undertaken by PGNiG and to create similar funds by the entities covered by the Programme, all with a view to securing financing for their employment streamlining expenses. The Extraordinary General Meeting of PGNiG held on December 7th 2011 resolved to continue maintaining the capital reserve, designated as the Central Restructuring Fund, a source of financing for the Programme, until December 31st 2015. A decision to launch the Programme may only be made where it is justified by the scope of planned restructuring involving workforce downsizing and/or liquidation of jobs.
From July to December 2011, the employment streamlining process and the related mass redundancies were carried out at the Head Office; as a result, 12% of the staff were laid off. Implementation of the streamlining initiative was preceded by a detailed analysis of the levels of staffing with regard to particular corporate functions at the Head Office. At the time of mass redundancies, we maintained an on-going social dialogue with representatives of trade unions and the Employee Council, which led to the signing of an agreement on implementation of the mass redundancies, executed with representative trade unions operating at PGNiG. Under the agreement, laid off employees, apart from redundancy payments under the “Programme for Employment Streamlining and Redundancy Payments to the Employees of the PGNiG Group for 2009–2011 (Stage 3),” also received support in training and consultancy on searching for new jobs.
Employee Satisfaction Surveys
In 2010, the first satisfaction survey was conducted among the PGNiG employees. It was the first survey of this type conducted among all PGNiG personnel. The key objective of the survey was to gauge the level of satisfaction among the employees while identifying factors which affect employee satisfaction; getting employees to define the strengths and weaknesses of PGNiG as an employer; identifying areas in need of improvement to raise employee satisfaction and loyalty; reviewing the values selected to be incorporated into the Code of Values, and identifying areas to be covered by the Code. The survey covered 10 thematic areas: general attitude, remuneration, bonuses, awards, social benefits, working conditions, communication, management, work atmosphere, career and development, the Company’s image, and new solutions.
The survey’s results were gathered and published in a special edition of a corporate magazine, which was later distributed among the Company employees. The average participation rate was 53% of all PGNiG employees, with the highest participation among employees of the Gas Trading Divisions. On the whole, 60% of respondents expressed satisfaction with their work and only 6% stated they were dissatisfied (the remaining 34% responses being neutral). In the Management Board’s opinion, proper focus on the relations within the organisation is as important as the image it projects outside. After all, employees are the key internal stakeholder group, whose commitment and satisfaction largely determine the Company’s success.
Code of Ethics. Appointment of the Ethics Officer
Work in this area commenced several years ago. The values we have recognised as fundamental to the development of the Code of Ethical Conduct for PGNiG Employees include credibility, accountability, partnership and quality. These values have always been cherished by our personnel, as they form an integral part of the ethos of miners, which has shaped our tradition and continues to be appreciated in PGNiG’s current activities. Accordingly, implementation of the Ethics Programme Management System was a necessary step towards creating a sustainable and competitive company, ensuring both market success and personal development and satisfaction of PGNiG employees.
The appointment of the Ethics Officer and implementation of the Ethics Programme Management System were provided for in the Strategy of Sustainable Development and Responsible Business. The Company held internal consultation with the management staff, as well as external consultations with academics, NGOs and public administration authorities with respect to the necessary changes in the draft code. The comments were then taken into account in the work on the final version of the Code. An “ethics line” was launched to enable PGNiG employees to raise their questions and doubts concerning the rules of ethical conduct. A dedicated telephone number available on a 24/7 basis and an e-mail address were launched.
The results of the work include the final and approved version of the PGNiG Code of Ethics, the PGNiG Ethics Programme Management System, appointment of the PGNiG Ethics Officer at the Head Office and appointment of the Ethics Committee composed of heads of areas key to the corporate ethics (HR Management, Sustainable Development and Responsible Business Officer, etc.). The Code of Ethics and the Ethics Programme Management System were then disseminated across the PGNiG Group.
Sports Activities
Since its establishment in October 2003, Towarzystwo Sportowo-Turystyczne Nafty i Gazu “SportGas” (the Oil and Gas Association for Sport and Tourism “SportGas”) has been a well-organised entity, validly existing under the law, whose primary objective is to design and promote initiatives, attitudes and activities conducive to the development of active lifestyle and sports. The Association has seven sport sections devoted to tennis, football, volleyball, badminton, shooting, bridge and fishing. A group of over 200 members of the Association, mainly employees of the PGNiG Group, OGP Gaz-System and other gas companies, pursue their passion for sports in various forms of competition, both within the PGNiG Group and outside it, participating in business leagues and cross-industry tournaments.
