Essential topics
| UN Sustainable Development Goals  |
Key events
| Objectives and initiatives
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Distribution of responsiblities
Main regulatory documents
| Internal documents | External documents |
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8.1 Governance approach
[GRI 3-3]
The main objective of HR policy is to provide the Company with an optimal number of personnel having the necessary professional skills, sharing corporate values and focused on the implementation of the Company’s strategic goals.
Coordination of interests of the parties is provided in the following forms:
- collective bargaining;
- mutual consultations;
- participation of representatives of employees and the employer in the resolution of labor disputes;
- participation of employees and their representatives in the Company governance.
The company posts information about vacancies and employment conditions on its corporate pages on social networks in PJSC OGK-2's messenger group Telegram channel and the official website, information boards, as well as on a specialized recruitment website.
OGK-2 has unified approaches to assess the competencies of applicants, regardless of age, gender or membership in social groups.
All personnel is selected and approved in accordance with the Regulations for the Recruitment of Personnel for Vacancies/Professions at OGK-2, PJSC and guidelines of Gazprom Energoholding LLC.
Targeted work with candidate pool is used. In 2022, 785 employees of the Company were included in the candidate pool, of which 70 had targeted training, including 7 persons – within the corporate program “School of Chief Engineer”.
8.2 Personnel structure
[GRI 2-7]
As of December 31, 2022, the headcount of OGK-2 (including external part-time employees) amounted to 6,806 persons; as of December 31, 2021, it was 7,027. From December 31, 2021 to December 31, 2022, the headcount decreased by 3.1%, or 221 persons.
Total number of employees at the end of the year, by gender, people
[GRI 2-7]
Total number of personnel by position and age*, pers.
[GRI 405-1]
* Without external part-time employees.
Total number of personnel in the breakdown by age and region, at the end of 2022, persons*
[GRI 2-7]
* Without external part-time employees.
Additional information on the personnel structure is given in Appendix to this Report. Without external part-time employees. Complete data about the number of personnel by age and region for 2020-2022 available in Appendix to this Report.8.3 Incentives and Remuneration
The salary is set taking into account the qualifications of each employee, complexity of the work performed, performance results, as well as performance of the unit where the employee works, and the Company's activities as a whole. The forecast consumer price index increase is taken into account when setting the salary cost plan for future periods.
[GRI 401-2]
In accordance with collective agreements, employees are provided with social benefits, guarantees and compensations:
- financial assistance is provided in various life situations;
- compensation is paid for the maintenance of employees' children in preschool institutions;
- the cost of travel is reimbursed;
- additional vacation days are provided;
- allowance is paid to employees who are on parental leave;
- the mechanism of personal insurance is implemented.
Control over the execution of the collective agreement is carried out jointly with trade union organizations.
[GRI 202-1]
The level of remuneration exceeds the minimum wage in the respective regions and does not depend on the sex and age of employees.
8.4 Recruitment and development of personnel
8.4.1 Staff turnover
[GRI 401-1]
The main tool for reducing employee turnover is a decent level of remuneration and social protection of employees in the regions of presence, as well as:
- corporate health insurance and pension schemes;
- staff training and development programs;
- involvement of third-party lenders in the provision of services to employees (special conditions on loan processing, property and life insurance);
- corporate cultural events (including sporting events);
- organizing recreational activities for employees and their families.
* Without external part-time employees. More detailed data on the hiring and dismissing of employees by age and gender are available in Appendix to this Report.
8.4.2 Employee engagement
Young professionals
One of the strategic objectives in the field of the Company’s staff policy is maintaining the optimal age structure of the staff and ensuring professional continuity of generations.
OGK-2, PJSC has a Regulation on Work with Students and Young Professionals, which sets out the main approaches and mechanisms for working with young people, including, for example, the organization of internships and adaptation in the workplace.
The Council of Young Professionals in all branches and in executive office continues to operate in the Company.
As the main tools for attracting young employees, the Company uses:
- cooperation with educational institutions in order to attract and recruit graduates for employment at production sites;
- organizing internships for students of higher and secondary vocational education institutions;
- open days, roundtables with the Company’s leading experts;
- participating in job fairs and posting vacancies on the corporate website, educational organizations, social media and the mass media;
- corporate targeted training programs for young professionals.
In 2022, OGK-2 had a wide range of HR activities, including interaction with educational institutions, holding sports, recreation and cultural events, training and development programs for personnel that have a positive impact on the employer’s brand and help attract highly qualified work force.
The Company regularly holds events and programs aimed at developing the potential of young professionals:
- The annual Young Professionals and Innovators Competition;
- Young Professionals’ School;
- TRIZ School: Technology for Dealing with Inventive, Managerial and Operational Issues.
8.4.3 Employee training
[GRI 404-1 • 404-2]
Professional skill competitions are held annually for operational personnel for the following reasons:
- increasing the level of professional training of operational personnel in ensuring the power system reliability,
- exchange of advanced experience in organizing and carrying out the operational governance of thermal power plants equipment,
- improvement of forms and methods of work aimed at ensuring the quality and safety of equipment maintenance.
| The team of Ryazan SDPP took 1st place in the competition of operating personnel of the modular thermal power plants of Gazprom Energoholding LLC. | In 2022, for the first time, competitions were held for the operational personnel of CCGT power units of LLC Gazprom Energoholding, in which the Adler TPP team took 3rd place. |
8.4.4 Employee Development
[GRI 404-2]
The collective agreement provides for payment for OGK-2 employees training in higher and secondary vocational education schools on a part-time (evening) and part-time basis in those education schools that have state accreditation, in profile specialties that are relevant to the Company.
OGK-2 has the Regulations on Training and Development of Personnel in OGK-2, PJSC which defines the goals, types and forms of training and development, as well as uniform requirements for planning, organizing and evaluating training, the responsibility of certain categories of employees for training and development in OGK-2, PJSC.
In 2022, the corporate unified distance learning system (UDLS) and distance learning technologies (DLT) were intensly used.
8.5 Social policy, health and culture
8.5.1 Culture and Inclusion
The Company regularly holds cultural and sports events. An annual Energy Worker’s Day celebration is held, with online broadcasts to all regions where the Company operates.
The Company organizes and conducts events to maintain corporate traditions and values:
- Energy workers of OGK-2 planted an olive alley in the Ornithological Park of the Imeretinskaya Lowland in Sochi in honor of the tenth anniversary of the commissioning of the Adler TPP. The event was attended by Artem Semikolenov, Managing Director of OGK-2, PJSC, Oleg Nikandrov, Director of the Adler TPP, representatives of the Youth Council and the trade union organization, employees and pensioners of the power plant, as well as the governance of the ornithological park.
- Representatives of the Council of Young Specialists in Serov SDPP became finalists of the city competition "Volunteer of the Year - 2022".
- Energy workers of the Novocherkassk SDPP took part in the All-Russian action "Siege Bread", dedicated to the 78th anniversary of the lifting of the blockade of Leningrad.
- Energy workers of the Troitsk SDPP held a master class for pupils of the Solnyshko Support Center for Disabled Children.
- Energy workers of the Novocherkassk State District Power Plant held an environmental campaign to stock the Don River with fish. 226,000 fry of the Don sterlet, included in the Red Book of the International Union for Conservation of Nature, were released into a reservoir near the village of Topolky, Azov oblast.
- An employee of OGK-2, PJSC represented Gazprom Energoholding LLC among 45 companies of the Gazprom Group at the Best Young Employee of the Gazprom Group competition.
The Company has a variety of activities for schoolchildren and students, including career guidance tours, topic-related classes at schools, lectures, information lessons, quests for schoolchildren on issues related to the energy industry, energy saving in all regions of OGK-2, PJSC presence.
8.5.2 Wellbeing of our employees
One of the key areas of the Company’s policy in the personnel sphere is to ensure the social security of employees.
Cooperation with trade unions is an important tool for ensuring the protection of employees’ interests and maintaining the social partnership between management and staff.
OGK-2 has a Commission that oversees the regulation of social and labour relations. In close cooperation with trade unions, the social policy on the organization of cultural, sporting and recreational events is being actively implemented.
The Collective Agreement of OGK-2,PJSC for 2021-2023 was signed for 3 (three) years.
The goals of the Collective Agreement of OGK-2, PJSC include
- ensuring and maintaining social stability in the Company;
- developing contractual relations between the parties to the Company’s social partnership;
- harmonizing the interests of the parties to the Company’s social partnership and developing common principles for the regulation of social and labour relationship;
- providing the employees with jobs and remuneration in accordance with the employment contracts concluded and the social and economic rights established by the current law of the Russian Federation;
- adhering to labour and technological discipline, labour protection, occupational health and industrial hygiene requirements;
- establishing guarantees for the Company’s employees and ensuring their provision;
- increasing the Company’s competitiveness, attracting and retaining employees.
The subject matter of the Collective Agreement is primarily the mutual obligations of the parties in relation to working conditions, remuneration, employment, training, conditions for the release of employees, working hours and leisure periods, improvement of working conditions and occupational safety, social guarantees, youth policy and other issues as compared to the current law of the Russian Federation.
[GRI 2-30]
The Collective Agreement is applied to all employees of the Company. Primary trade union organizations have been established in 11 structural subdivisions; they are united by the Council of Representatives of Primary Trade Union Organizations, most of the Company's employees are members of Trade Unions.
The implementation of the Collective Agreement is monitored with the participation of all parties in the form of periodic (quarterly, half-yearly, annual) reports and conferences. Collegial bodies were set up to discuss issues related to the Collective Agreement, which include representatives of employers, employees (trade unions) and, in some cases, representatives of Gazprom Energoholding.
8.5.3 Mandatory and voluntary social programs
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 Company has Regulations “On Non-State Pension Provision for OGK-2, PJSC Employees” approved by Order No. 302 dated November 07, 2019, according to which the system of non-state pension provision (NSPP) is implemented by concluding agreements with the fund, under the corporate plan and/or parity plan. In order to implement pension programs, the Company interacts with such non-state pension funds as Otkrytie NPF JSC and GAZFOND NPF JSC.
The NSPP system is implemented in accordance with the terms of the NSPP agreements concluded by OGK-2 with the fund, the fund’s Charter and Rules by making and distributing pension contributions to individual pension accounts of Participants (employees eligible to participate in the NSPP program) opened with the fund. The level of pension contributions depends on tenure and official salary. All employees over 30 years of age with more than 5 years’ experience in the electricity (gas) sector are eligible for the program.
8.5.4 Promoting of a healthy lifestyle
[GRI 403-6]
| Goals of promoting a healthy lifestyle | maintaining the corporate culture of the personnel aimed at motivating a healthy lifestyle and improving the health of the Company's employees and their families. |
In 2022, the XI sports and athletic contest of OGK-2 was held in Sochi, in which 13 teams of branches and the Executive Office took part. The participants of the competition practiced in 8 athletic disciplines.
Among sporting events, the Gazprom Energoholding Group traditionally holds the following events:
- The Gazprom Energoholding Cup cross-country skiing tournament: OGK-2 team showed the best results and took first place in 2022;
- IX Summer sports and athletic contest of Gazprom Energoholding: the team of OGK-2, PJSC took second place;
- Mini-football tournament "Gazprom Energoholding Cup": OGK-2, PJSC team took the third place.
The participation of OGK-2 athletes in the teams of Gazprom Energoholding LLC also made it possible to take prizes in 22 team competitions among companies in the fuel and energy complex, including awarding prizes to: 1st place in 9 competitions, 2nd place in 7 competitions, 3rd place in 6 competitions.
OGK-2, PJSC employees took an active part in the "Vmarafone" project13, Athletes from Kirishi, Ryazan, Stavropol and Cherepovets SDPPs won prizes among companies in the fuel and energy industry.
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.