Personnel are recruited to vacant positions in case of transfer or dismissal of employees, and to newly created positions.
As of 31.12.2018, Company management personnel reserves comprise 1,890 employees of the executive body and branches.
Out of 580 appointments to management positions conducted in 2018 in the Company branches and executive body, 367 posts (63.3%) are staffed by internal candidates, of whom 244 employees (42.1%) are from the candidate pool. Due to systematic work personnel reserves, the ratio of the provision with managerial succession pool of all the established positions of head officers amounted to 93.4%.
For the purpose of collection of information on potential candidates, labor market is monitored and external candidate pool is formed for the following positions: mid-level executives (from the level of department head), heads and chief engineers for production departments, regional electric grids, operations supervisors, etc.
|Branch name||2016||2017||2018||2018 (plan)|
|Altay Region (Altayenergo)||94.5||96.84||98.03||97|
|Republic of Altay (Gorno-Altayskiye Power Grids)||95.84||98.47||97.48||97|
|Republic of Buryatia (Buryatenergo)||95.79||96.59||97.9||97|
|Krasnoyarsk Region (Krasnoyarskenergo)||92.7||97||97.31||97|
|Kemerovo Region (Kuzbassenergo – Regional Electric Grids)||94.65||97.01||97.19||97|
|Omsk Region (Omskenergo)||96.04||98.19||97.5||97|
|Republic of Khakassia (Khakasenergo)||98.26||98.42||97.3||97|
|Zabaikalye Region (Chitaenergo)||92.79||97.13||97.55||97|
|total for PJSC IDGC of Siberia||94.54||97.23||97.56||97|
|Altay Region (Altayenergo)||488||638||420|
|Republic of Altay (Gorno-Altayskiye Power Grids)||90||120||90|
|Republic of Buryatia (Buryatenergo)||346||487||528|
|Krasnoyarsk Region (Krasnoyarskenergo, IA)||813||943||902|
|Kemerovo Region (Kuzbassenergo – Regional Electric Grids)||363||499||389|
|Omsk Region (Omskenergo)||623||647||522|
|Republic of Khakassia (Khakasenergo)||173||206||492|
|Zabaikalye Region (Chitaenergo)||413||470||438|
By the results of selection, employee of the Department for Personnel Management and Organization Design (DPM) conducts preliminary interviews (including by telephone) with candidates selected by the head of the structural subdivision, in order to evaluate candidates’ personal and business qualities, understand their motives for the job change, and after that organizes personal interviews of the candidates with the head of the structural subdivision. In the process of selection, no discriminating criteria are applied to the candidates. Dropout of candidates due to sex, age, nationality or religion is not allowed. The Company has workplaces for the disabled people. Information on such vacancies is sent to job centers. When selecting among the candidates, the head of the structural subdivision conducts an interview, solely inclusive of the specificity of the relevant vacancy and the requirements specified in the job description. The following aspects are assessed:
- A level of professional knowledge, skills and abilities of the candidates
- Availability of qualities required for work performance
|Total number of newly hired employees in the reporting period||3,309||4,010||3,781|
|Share of employees hired in the reporting year, % (hired/headcount)||16.3||19.931||18.572|
|Share of employees hired in 2017 and remaining by the end of 2018Number of working employees (by the end of the reporting period) hired in the previous year / total number of employees hired in the previous year||77.9||79.5|
|Up to 30 (inclusively)||1,774||2,144||1,874|
|Above 55 years||221||150||150|
The Company actively engages young specialists – more than 70% of the total number of employees hired – to increase its human capital. The biggest share of employees hired is presented by young people under 30. The second category in terms of number is presented by employees having experience in specialty at the age below 40, which has positive impact on personnel efficiency.
Due to the specificity of production in the power industry, traditionally, most workplaces are occupied by men – they are almost 3-fold more than women. Whereby, there is no sex discrimination during hiring: women occupy both office and production positions, such as electricians.
|Higher vocational education, incl. employees of the following categories:||1,175||1,536||1,389|
|specialists, office workers and technical executives||564||823||828|
|Two higher educations, incl. employees of the following categories:||101||123||166|
|specialists, office workers and technical executives||58||77||113|
|Secondary vocational education, elementary vocational education, incl. employees of the following categories:||1,248||1,497||1,316|
|specialists, office workers and technical executives||174||140||177|
|Secondary (complete) general education, basic general education (incomplete secondary)||783||852||907|
In 2018, 41% of specialists with higher vocational education were put on a payroll. More than 30% of newly admitted employees have secondary professional and elementary professional education. Personnel policy aimed at the attraction of certified specialists enables the Company to ensure higher quality of work and improves its readiness for the implementation of long-term digital transformation programs.