The PGNiG Group is one of the largest employers in Poland. It employs individuals with extensive experience and high qualifications, but is also the first employer for many young people. This human capital is the key resource enabling the Group to provide its customers with the highest quality service, achieve international successes and pursue a wide investment program. In 2016, the PGNiG Group’s headcount was 25 271. This represents a change of 148 in employment levels from the Group’s 2015 headcount of 25 419. .
|Exploration and Productione||7,720||8,903||10,221||10,754||10,990|
|Trade and Storage||3,520||3,462||3,929||4,070||4,397|
In the Exploration and Production segment, a significant drop in employment was recorded. Relative to December 31st 2015, the number of employees fell by 1,183 (or 13%), owing mainly to the following processes:
- employment restructuring at EXALO Drilling SA caused by the company’s difficult ecnomic situation, where 800 employees (25%) were made collectively redundant;
- ongoing liquidation of GEOFIZYKI Kraków Sp. z o.o., where 219 people (or 26%) were made redundant;
- Voluntary Redundancy Programme launched and implemented by PGNiG to optimise its workforce. Under the programme, 164 employees departed, the majority of them from the hydrocarbon production branches.
In the Generation Segment, the headcount increased by 799 (or 75%), which was attributable to the inclusion of Przedsiębiorstwo Energetyki Cieplnej S.A. in Jastrzębie-Zdrój and Spółka Energetyczna Jastrzębie S.A. in the PGNiG Group. Workforce in the Distribution segment grew by 168 (or 2%) in connection with the structural reorganisation of the business of Polska Spółka Gazownictwa Sp. z o.o., resulting in a higher number of local gas utilities and service points.
|up to 24||2%||2%|
|15 and more years||59%||59%|
|Age (years)||Number of new hires||Number of departures|
|Up to 24||40||239||12||193|
In 2016, the rate of return to work at the PGNiG Group was 92.8%. The rate of return to work for employees who took parental leave is the quotient of:
- number of staff who maintained their jobs/continued work after return from parental leave in 2016; and
- number of staff who returned to work after parental leave in 2016.
Parental leave is any leave to which an employee may be entitled after child birth/adoption, including maternal, additional maternal, paternal and childcare leave.
The training management system in place is a vital tool in developing human resources. Our employees are given opportunities to improve their professional qualifications through a range of training programmes, postgraduate studies, trade conferences, seminars and symposia, and also through occupational training. In June 2016, the Talent Identification System was launched as a first step in the establishment of the Future Leaders Academy. The aim is to identify high-potential employees (talent), who might later be included in the Future Leaders Academy development programme preparing them to perform other (also managerial) functions in the organisation.
Number of training hours per PGNiG employee in 2016: 32.
Number of training hours,
by gender .
Number of training hours,
by type of job
Twice a year, employees are evaluated based on the Performance Assessment System in place. In the process, particular emphasis is placed on targets assigned to individual employees, which are linked to strategic objectives of the PGNiG Group. It allows employees to discuss the needs and challenges associated with their positions, and is a source of feedback on both their achievements and potential issues in professional development. In 2016, all PGNiG employees were subject to performance assessment. In 2016, 85.5% of PGNiG Group employees were subject to performance assessment.
PGNiG offers a number of work placement initiatives and competitions. Its internships are attractive opportunities to gain professional experience, develop new skills and learn more about working in the industry. In 2016, PGNiG had in place the following internships and work education programmes:
PGNiG’s recruitment policy is focused on employing top-class specialists whose expertise and competence, combined with the experience and professionalism of the Company’s other staff, will ensure continuity and high standard of business processes. Priority in filling vacancies at the PGNiG Group is given to internal recruitment, to best use the potential of the current employees.
There are a number of trade unions active at PGNiG. Considerable importance is attached by the Company to maintaining constructive links with the trade unions, making sure that social dialogue is based on the independence of all parties, legal compliance, as well as trust, willingness to compromise, and adherence to rules. In 2016, the Company worked with the trade unions on a regular basis, in accordance with the agreements concluded and the labour law. There were 24 meetings between the Company and trade unions over the period, at which participants discussed staff-related matters and individual segments of the PGNiG Group’s business, including a revision of the strategy for 2014−2022. As regards changes in remuneration terms, in 2016 the Company, acting pursuant to Art. 44.2 of the Collective Bargaining Agreement, was holding pay negotiations, which however did not end in any agreement with the trade unions. Therefore, the Company made a unilateral decision on remuneration rules in 2016. The new arrangements led to a 4.8% pay increase in 2016, and employee benefits were also paid in the form of pre-paid vouchers. There were no collective redundancies or disputes at PGNiG in 2016. The Company’s Bargaining Labour Agreement, dated July 8th, 2009, was not terminated or suspended.
Main OHS tasks performed in 2016:
- determination of the circumstances and causes of work accidents, preparation of a lesson learnt report from that investigation and monitoring of its implementation;
- update of the occupational risk assessment for the Geology and Hydrocarbon Production Branch together with the physician providing preventive medical care to employees;
- development of PGNiG staff’s OHS competences through introductory training in OHS, fire safety and first aid procedures;
- implementation of a procedure for reimbursement of the cost of corrective eyeglasses for PGNiG employees using screen monitors at work;
- implementation of the decision on rules of providing and settling the cost of meals and drinks for PGNiG employees;
- participation in and supervision of evacuation drills on the Head Office premises.
Accident reporting facilitates analysis of the causes of injuries and diseases arising from accidents at work, helping to work out and adopt preventative measures. As a result, it helps raise the staff’s awareness and foster a work safety culture. Below are presented 2015 and 2016 accident statistics for PGNiG and the following companies of the PGNiG Group: GEOFIZYKA Kraków, GEOFIZYKA Toruń, EXALO Drilling, PGNiG TERMIKA, PGNiG Serwis, GEOVITA SA, Gas Storage Poland, PGNiG Technologie Sp. z o.o., PGNiG Obrót Detaliczny Sp. z o.o., PSG and Polski Gaz TUW.
|Year||Total accidents||Casualties||Group accidents||Serious accidents||Fatalities||Occupational diseases||Days lost/days of absence|