INTEGRATED ESG
REPORT 2020

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PL

Human capital

Employees are PGNiG Group’s most valuable asset, instrumental in delivering its stated strategy.

The PGNiG Gro­up is one of the lar­gest em­ploy­ers in Po­land. Its work­for­ce is com­pri­sed of hi­gh­ly­-qu­ali­fied pro­fes­sio­nals with exten­si­ve expe­rien­ce. At the sa­me ti­me, it is fre­qu­en­tly the first em­ploy­er for ma­ny young pe­ople. Pro­per ap­pli­ca­tion of em­ploy­ee skills and com­pe­ten­cies al­lows the or­ga­ni­sa­tion to of­fer pro­ducts that me­et cu­sto­mer expec­ta­tions and to en­su­re Po­land’s ener­gy se­cu­ri­ty. Em­ploy­ee com­mit­ment to en­su­ring the growth of the PGNiG Gro­up gu­aran­te­es de­li­ve­ry of stra­te­gic plans and achie­ve­ment of am­bi­tio­us go­als that con­tri­bu­te to bu­il­ding sta­ble mar­ket le­ader­ship. A strong and re­co­gni­sa­ble brand is ca­pa­ble of at­trac­ting spe­cia­li­sts and qu­ali­fied pro­fes­sio­nals re­ady to work as a te­am to le­ve­ra­ge the­ir po­ten­tial and con­tri­bu­te to its growth. A key aspect of the Gro­up’s ope­ra­tions is pro­vi­ding its em­ploy­ees with sta­ble em­ploy­ment and re­war­ding ca­re­er op­por­tu­ni­ties in a sa­fe and frien­dly wor­king envi­ron­ment.

Key metrics

24,608 people – employment at the PGNiG Group as at December 31, 2020.

Work­for­ce struc­tu­re at the PGNiG Gro­up at the end of 2020, by gen­der

Outcomes:

89 %

an­nu­al re­ten­tion ra­te for PGNiG em­ploy­ees who we­re still em­ploy­ed 12 mon­ths after re­tur­ning from
pa­ren­tin­g-re­la­ted le­ave in 2020
(91% in 2019)

5.32 %

new hi­res as a per­cen­ta­ge of to­tal work­force in 2020 (8.34% in 2019, 8.05% in 2018)

5.56 %

le­avers as a per­cen­ta­ge of to­tal work­for­ce in 2020 (6.79% in 2019, 7.29% in 2018)

2.15 %

em­ploy­ees on pa­ren­tin­g-re­la­ted le­ave in 2020 (2,21% in 2019, 1.32 % in 2018)

14

ave­ra­ge num­ber of tra­ining ho­urs per PGNiG Gro­up em­ploy­ee in 2019 (25 ho­urs in 2019, 25 hours in 2018)

  • Winner of the Trustworthy Employer – PGNiG SA competition in the internship programs category
  • In the PGNiG Group, the number of accidents at work fell by 6.9% year on year. The number of persons who were injured in accidents at work decreased by 6.2%.
  • No deaths reported in 2020
  • No cases of corruption were recorded by the PGNiG Group in 2020.
XLS

PGNiG’s headcount by segment

PGNiG’s headcount by segment
  2020 2019 2018
Exploration and Production 6,534 6,747 6,958
Trade and Storage 3,026 3,061 3,051
Distribution 11,517 11,482 11,542
Generation 1,817 1,833 1,813
Other Activities 1,714 1,663 1,510
TOTAL 24,608 24,786 24,874

Our ap­pro­ach to per­for­man­ce ma­na­ge­ment?

  • We promote and implement good hiring standards by pursuing a professional HR policy and building a friendly workplace, which is one of the goals under the PGNiG Group Sustainable Development Strategy for 2017−2022
  • We refine and support our IntroDay onboarding programme and the Managers Academy management development programme
  • We foster the development of our mentoring programme and take proactive measures to ensure access to qualified staff
  • We raise employee knowledge of the ethical values and principles followed in the workplace
  • We apply uniform OHS management standards to constantly improve employee safety
  • Effective solutions improving work safety related to counteracting the COVID-19 pandemic (stable production and prevention)

How do­es hu­man ca­pi­tal af­fect other ty­pes of ca­pi­tal?

The PGNiG Gro­up stri­ves to bu­ild a cul­tu­re of em­ploy­ee en­ga­ge­ment and dri­ve in­no­va­tion. In the ca­se of ener­gy com­pa­nies, the pro­blem of ge­ne­ra­tion gap is be­co­ming in­cre­asin­gly wi­de­spre­ad. De­spi­te ad­van­cing au­to­ma­tion, the ef­fi­cien­cy of pro­duc­tion as­sets re­ma­ins hu­ge­ly de­pen­dent on the ava­ila­bi­li­ty of com­pe­tent and well qu­ali­fied tech­ni­cal per­son­nel.

PGNiG ta­kes me­asu­res to re­cru­it hi­gh­ly qu­ali­fied staff and ma­na­ge ge­ne­ra­tion gap thro­ugh pro­jects such as:

  • ‘GeoTalent’ – an educational and internship programme targeted at students interested in future career in the E&P industry. The programme is meant to enhance the students’ theoretical knowledge and develop hands-on skills in hydrocarbon exploration, appraisal, and production from conventional and unconventional sources.
  • ‘Energy for the Future’ – 2019 saw the fourth edition of the scholarship programme run by the Ministry of Energy, the PGNiG Group, PGE, PKN ORLEN and PSE. Its objective is to seek out the best university students and graduates to reinforce staffing in the industry.
  • Mentoring Program – in 2019, a pilot initiative was carried out, the purpose of which is to share professional experience and distribute substantive knowledge from employees who are experts in their field and with many years of experience to employees who do not have such knowledge.

The PGNiG Gro­up is one of the lar­gest em­ploy­ers in Po­land. Its work­for­ce is com­pri­sed of hi­gh­ly­-qu­ali­fied pro­fes­sio­nals with exten­si­ve expe­rien­ce. As at De­cem­ber 31st 2020, the Gro­up had 24,680 em­ploy­ees, which trans­la­ted in­to the em­ploy­ee be­ne­fits expen­se of PLN 3,381m.

The key internal document governing the remuneration policy at PGNiG is the 2009 Collective Bargaining Agreement. Under the adopted remuneration policy, base pay rates are based on job grading and depend on the qualifications required for a given job. Other components of remuneration include awards and bonuses under the incentive scheme, St Barbara’s Day rewards, length-of-service awards, annual bonuses, and employee pension schemes.

Hu­man ca­pi­tal and na­tu­ral ca­pi­tal in­te­ract on se­ve­ral le­vels:

  • Through education and training, the Group minimises the risk of events which could have an adverse effect on the natural environment due to human error.
  • Through development and innovation projects, the Group develops and rolls out solutions designed to reduce the environmental footprint of its operations. A large number of such solutions are developed internally by Group companies.
  • From the perspective of extraction of natural resources, competent staff are key to efficient exploration for and production from new deposits, also outside of Poland.

In re­spon­se to pre­sent chal­len­ges, PGNiG is lo­oking for new tech­no­lo­gi­cal so­lu­tions and sup­ports the work and pro­fes­sio­nal de­ve­lop­ment of in­no­va­tors. The Gro­up en­co­ura­ges and re­wards intra-Gro­up in­i­tia­ti­ves, but has al­so de­ve­lo­ped a sys­tem which ge­ne­ra­tes in­no­va­tion by tap­ping the po­ten­tial of hu­man re­so­ur­ces in aca­de­mic cen­tres and in other bu­si­nes­ses, in­c­lu­ding star­t-ups.

We sup­port new en­trants in the tech bu­si­ness, of­fe­ring the exper­ti­se, tech­ni­cal in­fra­struc­tu­re, of­fi­ce spa­ce, ad­mi­ni­stra­tion and ope­ra­tio­nal as­si­stan­ce (in­c­lu­ding in the field of law and eco­no­mics) as part of the In­nVen­to bu­si­ness in­cu­ba­tor pro­ject. Our se­rvi­ces are ba­sed on the exper­ti­se of our staff.

The Gro­up-wi­de Ta­lent Iden­ti­fi­ca­tion Sy­stem se­rves to iden­ti­fy hi­gh-po­ten­tial em­ploy­ees (ta­lents) to in­c­lu­de them in the Fu­tu­re Le­aders Aca­de­my pro­fes­sio­nal de­ve­lop­ment pro­gram­me, which pa­ves the way for ta­len­ted em­ploy­ees to as­su­me key func­tions wi­thin the or­ga­ni­sa­tion, in­c­lu­ding ma­na­ge­rial po­si­tions.

The Gro­up is de­eply com­mit­ted to bu­il­ding part­ne­ring re­la­tions with its so­cial envi­ron­ment, lo­cal go­vern­ments, sup­pliers and con­trac­tors, with the ul­ti­ma­te go­al of pur­sing jo­int ob­jec­ti­ves.

Our employees are PGNiG’s informal ambassadors in contacts with third parties. Their direct involvement in local initiatives and membership of work councils or trade unions directly supports further development of our social environment.

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