HR Management
The following policies were approved and put into effect in 2024 in order to uphold the high degree of social protection for PJSC Rosseti South employees and to give them benefits and guarantees:
- Regulations on the organisation of sanatorium and resort treatment for employees of production departments and power grid regions of branches of PJSC Rosseti South were put into effect.
- Regulations on the procedure for compensating expenses for the rental (sublease) of residential premises to employees of the power grid regions of branches of PJSC Rosseti South are in effect.
- One-time payments were made to mobilised workers (called up for military service during partial mobilisation) and families of deceased mobilised workers on Defender of the Fatherland Day, Victory Day, and Energy Workers’ Day.
- One-time financial aid was provided to the Company’s employees and veterans.
Headcount and personnel breakdown
GRI 2-7, 401-1, 405-1
The headcount of employees of PJSC Rosseti South in 2024 totalled 12,956 people, down 4.5% year-on-year. The decrease resulted from natural staff outflow and refusal to extend the status of the guaranteeing supplier in the area of Elista (Kalmenergo, a branch of PJSC Rosseti South).
The majority (60.6%) are employees of the Company who are in the most economically and socially active age group under 50 years old. Thus, PJSC Rosseti South achieves an optimal combination of young, proactive employees and experienced, highly qualified staff, ensuring the continuity of professional knowledge and skills. Average age of the Company’s employees in 2024 was 45.4 years (45.2 years in 2023).
The Company’s personnel structure by category is typical for companies in the power grid sector: the Company’s workforce consists mainly of workers (53.1%), managers (15.3%) and specialists (31.6%).
Staff training and development
GRI 404-2, 404-3
Training is one of the priority areas of the Company’s personnel policy and is regulated by the Regulations on Professional Training, Retraining and Advanced Training of Personnel of PJSC Rosseti South, as well as the Rules for Working with Personnel in Electric Power Organisations of the Russian Federation.
The ratio of organised man-courses to the average headcount is 101.2% (13,114 man-courses) (in
The key personnel training needs of the Company are satisfied by the corporate training centre of the Interregional Energy Institute of the South, which in 2024 delivered 11,743 person-courses under vocational training, additional vocational education and additional education programmes, accounting for 89.5% of the total. In 2023, 7,077 people received training at the corporate training centre (84.9% of the total number of training courses).
The majority of training activities at the corporate training centre are attended by production
Working with the Company’s talent pools
To meet the Company demand for qualified and efficient staff wherever needed and create conditions for the best fulfilment of its staff potential, PJSC Rosseti South constantly updates and improves its management talent pool.
In 2024, the revised Regulations on the formation and development of talent pools at PJSC Rosseti South (hereinafter referred to as the Regulations) were reviewed and approved.
Under the new Regulations, the Company set up two levels of management talent pool: the management talent pool of PJSC Rosseti South and the management talent pool of PJSC Rosseti South’s branches.
The Company’s work on building up its talent pool enables it to quickly and efficiently meet its needs for employees who are ready to take on leadership roles.
In 2024, the management talent pool of the Company included 816 most promising employees. As of the end of the reporting period, 103.2% of existing managerial jobs were covered by the available talent pool.
The number of young specialists in the Company’s talent pool at the end of the reporting period was 264, or 32% of the total number of talent pool members.
The membership of the talent pool is updated annually, with additional recruitment among the Company’s specialists to replace those assigned to higher-level target positions and those who have left the talent pool. Members of management talent pools are approved by the Personnel and Remuneration Committee of the Board of Directors of PJSC Rosseti South once every two years.
Employees who are part of the Company’s management talent pool regularly participate in training programmes and industry-wide national and regional conferences, which allow them to learn about the best practices of power grid companies, study new technologies, and master more efficient working methods. In 2024, thematic training courses and programmes were organised for members of the Company’s management talent pool on the following topics:
- Risk-based thinking in the field of the occupational health and safety management system (OHSMS)
- Managers and specialists of organisations, heat energy consumers (service organisations)
- Successful leader: management tools
- Framework for behavioural auditing in inspections of working teams (behavioural auditing)
- Effective selling
- Project management
Employees from the youth talent pool represented the Company at the International Forum for Young Professionals Forsage-2024 and Russian Energy Week-2024.
Youth policy of the Company
The Company’s youth policy aims to provide vocational guidance to schoolchildren, raise the prestige of energy industry professions and identify potential talent, and is focused on consistent work with schoolchildren, students and young specialists.
Working with schoolchildren
The aim of early career guidance is to introduce schoolchildren to the profession of energy engineer, encourage them to pursue relevant education and work at PJSC Rosseti South, and identify well-prepared, motivated schoolchildren for referral to targeted training at relevant educational institutions.
Since 2018, we have been involved in organising and holding regional stages of the All-Russian Schoolchildren Olympiad of Rosseti Group. In 2024, 475 schoolchildren representing the regions where the Company operates took part in the Olympiad.
In 2024, the first career guidance project for schoolchildren, Energy Clubs of PJSC Rosseti South, was rolled out: seven energy clubs (involving 150 people) were set up in the regions where the company operates.
Every year, in order to popularise technical occupations among young people, PJSC Rosseti South holds Open Doors Days for schoolchildren and students. This event allows participants to learn about the history of the industry and the region’s energy system, the specifics of various departments’ activities, and visit the Company’s energy facilities.
As part of the Ticket to the Future project in 2024, electrical safety lessons and visits to the facilities of Volgogradenergo, a branch of PJSC Rosseti South, were held for schoolchildren in
Throughout the year, Rosseti South’s specialists hold vocational guidance lessons for middle and high school students at partner schools, children’s camps and quantoriums.
Representatives of PJSC Rosseti South took part in the International Exhibition and Forum Russia (VDNKh, Moscow) as part of the industry’s Energy Day.
Working with college students
Working with students in relevant fields of study is aimed at providing the Company with qualified specialists who are motivated to work in the energy sector.
Key focus areas in the student engagement in 2024:
- Organisation of workshop and pre-graduation internships of students of industry-specific schools in the Company In 2024, 898 students completed workshop and pre-graduation internships at the Company’s divisions.
- Organisation of targeted training for specialists in fields relevant to the Company with a view to their subsequent employment by the Company. A total of 171 people are studying at partner universities under the targeted programme of PJSC Rosseti South, including 35 students who got enrolled under targeted agreements in 2024. Support measures are offered for employer-sponsored students such as corporate scholarship in case of good academic performance.
- Student brigades at the Company’s facilities. In the reporting year, during the summer labour season, 119 students from nine partner universities worked at Rosseti South’s facilities.
- Young Worker Project. Under the project, the Company employs third- and fourth-year students from universities and vocational colleges who are enrolled in full-time programmes with individual study schedules. Such employees are paid a subsistence scholarship of RUB 3,000 per month. In 2024, the Company hired 70 people.
Working with young specialists
Recruiting, onboarding and developing young talents are the integral parts of the youth policy of the Company. Young specialists participate in various forums, conferences and competitions. In order to involve young people in the Company’s activities, the Company engages with the youth talent pool, established the Council of Young Professionals, which includes 100 employees, and runs targeted development and social support programmes for young people of the Company.
Rosseti South’s specialists act as experts at events held for students and schoolchildren, including the qualification stage of the International Engineering Case Solving Championship among university students and the regional stage of the Big Challenges All-Russian Competition of Scientific and Technological Projects.
Young specialists from PJSC Rosseti South took part in the interregional forum for working youth in the South organised by the interregional public organisation Working Youth of the South and the Committee on Youth Policy of the Rostov Oblast.
Young specialists from the executive office and the Astrakhanenergo branch of PJSC Rosseti South took part in Youth Day.
Young specialists from PJSC Rosseti South got involved in the city forum for working youth in the South, called ‘City of Professionals.’
Young specialists of the Volgogradenergo branch of PJSC Rosseti South took part in the All-Russian Energy Saving and Environmental Festival #
As part of the opening ceremony of the large-scale youth festival #TriChetyre, young specialists from the Volgogradenergo branch, together with their partner vocational school, Volgograd Energy College, organised a career guidance platform for festival participants, including school leavers, students and young professionals.
Key highlights in HR management
GRI 2-7, 401-1, 404-1, 405-1
Indicators | UoM | Period | ||
|---|---|---|---|---|
2022 actual | 2023 actual | 2024 actual | ||
Average headcount | people | 13,669 | 13,567 | 12,956 |
Distribution of headcount by branches in the reporting yearThe information is shown in a diagram. | % | Х | Х | Х |
Staffing level | % | 95.7 | 93.4 | 88.0 |
Production staffing level | % | 95.7 | 93.2 | 87.7 |
Active staff turnover rate | % | 6.3 | 6.4 | 6.1 |
Gender composition | % | Male FTE: 74.7 Female FTE: 5.3 | Male FTE: 74.2 Female FTE: 25.8 | Male FTE: 73.2 Female FTE: 26.8 |
Gender composition of managers | % | Male FTE: 88.2 Female FTE: 11.8 | Male FTE: 88.2 Female FTE: 11.8 | Male FTE: 88.5 Female FTE: 11.5 |
Gender composition of specialists | % | Male FTE: 48.7 Female FTE: 51.3 | Male FTE: 48.5 Female FTE: 51.5 | Male FTE: 47.7 Female FTE: 52.3 |
Gender composition of workers | % | Male FTE: 85.4 Female FTE: 14.6 | Male FTE: 84.9 Female FTE: 15.1 | Male FTE: 84 Female FTE: 16 |
Average age of employees | years | 43.8 | 45.2 | 45.5 |
Age structure of personnel by group: under 35 years old, 35 yto 50 years old and over 50 years old | %, %, % | Under 35 years 35 to 50 years Over 50 years | Under 35 years 35 to 50 years Over 50 years | Under 35 years 35 to 50 years Over 50 years |
Personnel structure by education: basic / secondary general, primary / secondary vocational, higher education | %, %, % | basic / secondary primary / secondary vocational higher | basic / secondary primary / secondary vocational higher | basic / secondary primary / secondary vocational higher |
Number of employees with academic degrees | people | 17 | 15 | 12 |
Total number of new hires during the reporting period | thousand people | 1.9 | 1.8 | 1.8 |
11. Social policy indicators | ||||
Number of employees honoured with state awards | people | 0 | 2 | 0 |
Number of employees honoured with awards of the President of the Russian Federation and awards of the Government of the Russian Federation | people | 1 | 0 | 0 |
Number of employees honoured with departmental awards by the Russian Ministry of Energy | people | 67 | 61 | 66 |
Number of employees honoured with industry awards | people | 90 | 63 | 73 |
Number of employees honoured with corporate awards | people | 946 | 702 | 1125 |
12. Staff training and development | ||||
Number of employees who participated in off-the-job training programmes / ratio to average headcount | man-course, %, | 10,565 77.3 | 8,337 61.5 | 13,114 101.2 |
including occupational health and safety / ratio to average headcount | man-course, %, | 4,446 32.5 | 2,510 18.5 | 9,026 69.7 |
including employees trained at in-house training centres / ratio to the total number of employees who received off-the-job training | man-course, %, | 8889 84.1 | 7077 84.9 | 11743 89.5 |
Number of production personnel who received off-the-job training, including at in-house training centres | man-course/person | 9,564 8,217 | 7,731 6,764 | 11,891 10,867 |
Distribution of the employees who took part in off-the-job training programmes by category (manager, specialists, workers) | % | Managers: 44.4 Specialists: 16.8 Workers: 38.8 | Managers: 21.5 Specialists: 17.5 Workers: 61.0 | Managers: 32.7 Specialists: 19.5 Workers: 47.8 |
Number of employees who take part in distance learning programmes | man-course | 6,280 | 3,021 | 7,516 |
Average number of training hours per employee by gender | h | 45.6 Male FTE: 53 Female FTE: 22.2 | 40.5 Male FTE: 49.6 Female FTE: 21.2 | 42.4 Male FTE: 49.9 Female FTE: 19.9 |
Number of personnel who underwent appraisal procedures / ratio to average headcount, including as part of | people, %, | 2,235 16.3% | 2,239 16.5% | 1441 11.1% |
| 1,432 | 1,395 | 703 | |
| 803 | 844 | 738 | |
Headcount of talent pools | people | 765 | 1,185 | 816 |
Share of managerial positions covered by the talent pool | % | 82.7 | 91.42 | 103.2 |
Share of managerial positions filled by internal candidates, including from the talent pools | % | 77.8 | 75.4 | 73.8 |
13. Youth policy indicators | ||||
Number of schoolchildren participating in career guidance projects of Rosseti Group | people | 280 | 286 | 415 |
Number of partner universities/colleges in the regions where the Company operates | – | 18 | 19 | 19 |
Number of university/college students trained under company-sponsored training contracts | people | 121 | 169 | 171 |
Number of university/college students who completed internships with the Company | people | 724 | 823 | 898 |
Number of university/college graduates employed by the Company in the reporting year | people | 111 | 171 | 89 |
Number of young professionals who participated in corporate, regional or federal level competitions, forums, conferences | people | 34 | 35 | 35 |
Social policy
GRI 2-23, 2-24, 2-30, 403-7
PJSC Rosseti South sees the efficient social policy as key to success. Caring for the health of employees and veterans, organising recreation and health promotion for employees’ children, developing physical culture and sports, and providing social benefits are the main areas of social responsibility.
The Company’s social policy in 2024 was based on the Industry Tariff Agreement in the Electric Power Industry of the Russian Federation for
In order to retain personnel and ensure social protection of the Company’s employees and their family members, social benefits and guarantees are provided to the employees of PJSC Rosseti South in accordance with the Collective Bargaining Agreement of PJSC Rosseti South for
Branch | 2024 |
|---|---|
Astrakhanenergo | 7,104.01 |
Volgogradenergo | 8,016.52 |
Kalmenergo | 2,692.73 |
Rostovenergo | 8,728.05 |
Executive Office | 1,553.00 |
TOTAL for PJSC Rosseti South | 28,094.32 |
In 2024, following collective bargaining, the restriction of over 90 days for getting financial assistance when retiring, for the first time after awarding an old-age pension was removed from the Collective Bargaining Agreement. The employee continues to work, and the right to financial assistance for employees is retained.
Taking care of health
PJSC Rosseti South has Regulations on the organisation of recreation and health promotion for employees, veterans of PJSC Rosseti South and their family members, pursuant to which a health-improving rest was organised for 1,269 employees and their family members at JSC Energetik Recreation Centre and the Energetik Health Resort and for 984 children of employees at children’s health camps. In 2024, 100 employees engaged in work with harmful and (or) hazardous production factors and pre-retirees spent their holidays in sanatoriums in the Krasnodar Krai and Caucasian Mineral Waters.
In October 2024, the Regulations on the organisation of sanatorium and resort treatment for employees of production departments and power grid regions of branches of PJSC Rosseti South were put into effect, under which employees are provided with discounted vouchers to sanatorium and resort facilities. In 2024, a total of 126 employees of the Company enjoyed a holiday at the Frunze Sanatorium in Sochi.
Housing improvement
In order to attract and retain highly qualified specialists, the Company put in place the Regulations on corporate support for employees of branches of PJSC Rosseti South. The right to receive such corporate support for improving housing conditions is given to employees of power grid regions and production departments with key electrical engineering specialities, young professionals aged under and including 45 years. Electric fitters, electricians, foremen, and dispatchers of the branch’s production departments received compensation for interest expenses under loan (mortgage) agreements. In total, over 300 employees of the Company took advantage of this benefit, amounting to a total of RUB 29,890,000.
Since October 2024, PJSC Rosseti South has the Regulations on the procedure for compensating employees of power grid regions of PJSC Rosseti South’s branches for the costs of leasing (subleasing) residential premises. (The Regulations apply to newly hired/transferred employees of power grid regions who do not own housing at their place of work.) A total of 10 people claimed this compensation in 2024.
The priority areas are stable social and labour relations of co-workers facilitated by effective cooperation with trade union organisations. Complying with the interests of the parties to social partnership, ensuring and maintaining social stability contribute to improving labour productivity and competitiveness of the Company.
Development of corporate culture and sports
In accordance with the Collective Bargaining Agreement, the Company finances the costs of cultural, mass and physical culture and recreational activities, which are carried out jointly with primary trade union organisations. For 2024, 0.3% of payroll budget amounting to over RUB 50 million was transferred to fund these activities. All activities were aligned with approved action plans for working with primary trade union organisations for 2024.
Help for veterans
PJSC Rosseti South devotes special attention to veterans of the Company’s electric power industry. The Company has 3,128 power engineering veterans and 31 veterans of the Great Patriotic War. The Coordination Council of Veterans of the Company maintains the work of veterans’ organisations on a scheduled basis in close cooperation with the HR Department of PJSC Rosseti South, the Council of Young Specialists of the Company, the Coordination Council of Veterans under the Rostov Oblast Government, the Rostov Oblast Youth Policy Committee, the Rostov Oblast State Autonomous Institution “Centre for Patriotic Education of Youth”, veterans’ organisations of cities and regions, search groups, and the command of the Southern Military District.