Employee welfare

Highly qualified personnel form the basis for DTEK’s social development. The efficient management of human resources and a continuous increase in employees’ professional skills, motivation, health and safety are priority issues for the Company.

The main aims of DTEK’s human resources policy are to:

• Recruit, motivate and retain talented and proactive employees;
• Constantly update knowledge and practices for fulfilling the Company’s current and future business goals;
• Develop management potential and ensure the highly professional and stable management of DTEK;
• Create good working conditions and protect the health of all workers.

DTEK’s main principles of personnel management are to:

• Observe existing labour legislation and human rights;
• Provide competitive remuneration for employees, taking into account their professionalism, the complexity of work performed and level of responsibility;
• Invest in education and training for employees to help them to reach their potential and make a valuable contribution to the Company’s business successes;
• Provide social support for employees.

DTEK invests heavily in the development and training of its employees. The Company has a corporate university, the DTEK Academy. Each year around 1,500 employees can undergo training on special programmes. The Academy’s training embraces all levels of the corporate center employees and engineers of production entities. Training centers have an adapted training system for workers, and the lower managers can attend the ‘Production management’ programme.

By 2013 the Company aims to fill at least 80% of vacancies for middle and senior management positions internally. To do this, DTEK has a programme to create a pool of talented employees for future promotion. Employees from the corporate centre and from company enterprises who demonstrate strong results at their annual appraisals and are successfully selected by the Development Centre are invited to participate. In addition, the Company has developed the “Top 50” programme for filling high-level management posts.

DTEK places great significance on providing both material and non-material incentives to motivate employees and encourage them to greater productivity. In 2010 a new employee payment system developed by the international company Hay Group was introduced at DTEK’s production enterprises. Its key principles are fairness, motivation, competitiveness and flexibility.

To implement the goals set for DTEK in personnel management, the wellbeing of employees plays an important role. As the Company’s business involves difficult working conditions (primarily in coal production), DTEK enables its employees to rest and recuperate in exclusive Company facilities.

DTEK’s structure includes two providers of these amenities, Ltd. Sotsis and Sotsugol, affiliate of PJSC "DTEK Pavlogradugol". They unite DTEK’s social facilities, including a sports complex, hotels, dormitories, health centres, holiday facilities and children’s camps. Each year the Company’s employees and their relatives use their services.