Headcount and Structure of Company Personnel

Dynamics of the average headcount in 2013–2015, people

Dynamics of the average headcount in 2013–2015, people

The average headcount of the Company in 2015 amounted to 8,364 people that is by 0.4 % lower than in 2014. Decrease in headcount is due to optimization of number of the administrative and managerial personnel.

Employee distribution in 2015, %

Employee distribution in 2015, %

Provision of personnel in PJSC Kubanenergo, %

Provision of personnel in PJSC Kubanenergo, %

 
The staffing level of the Company for the end of 2015 amounted to 97.9  that is 1.7 pp higher than the level of 2014. In general, the staffing level of PJSC Kubanenergo is stable.

Change in employee structure in PJSC Kubanenergo by personnel category in 2013–2015, %

Change in employee structure in PJSC Kubanenergo by personnel category in 2013–2015, %

The structure of employees by categories is due to the specific nature of activities of the distributive grid complex. The main part of employees are workers (50.9 %); the number of specialists/officials amounts to 29.2 %; and the number of managers equals to 19.9 %.

The dynamics of the structure of employees during three years is generally uniform and stable. The insignificant increase in a proportion of heads and reduction of employees in 2015 in comparison with 2014 by 0.1 % and 0.6 % respectively is caused by acceptance of the operation personnel in the previous years in order to ensure reliable power supply of sports and infrastructure Sochi facilities during the XXII Olympic and XI Paralympic Winter Games 2014, as well as to ensure reliable functioning of an electric grid complex of Kuban and power supply to customers, timely performance of emergency recovery works.

Change in the personnel structure of PJSC Kubanenergo by age in 2013-2015, %

Change in the personnel structure of PJSC Kubanenergo by age in 2013-2015, %

The structure of the personnel by age have not practically changed during three years. There is an insignificant increase in a proportion of the main working personnel aged from 25 till 50 years by 0.4 % caused by smooth transition of the personnel from an age category “up to 25 years” into category of the personnel “25 to 50 years”.

Average age of employees of the Company in 2013 was 40 years, and in 2014 and 2015 it was 41 years.

The basis of human resources of PJSC Kubanenergo in 2015 was formed by employees up to 50 years (70.7 % of total headcount); the number of the working pensioners in the Company has slightly changed and amounts to 9.1 % of total headcount that is connected with transition of the personnel from an age category “over 50 years to retirement age” into the category “working pensioners”.

In 2015, PJSC Kubanenergo continued working on involvement and retention of the qualified young specialists in the Company and on transferring working pensioners from operational positions to other jobs; in order to ensure continuity of professional experience and knowledge a mentoring system is being purposefully developed.

Qualification structure of PJSC Kubanenergo employees in 2013–2015, %

Qualification structure of PJSC Kubanenergo employees in 2013–2015, %

The structure of employees of the distributive grid complex with regard to education level is caused by existence of high requirements for qualification of the personnel in connection with business need.

The analysis of dynamics of educational level of Company employees for 2013–2015 shows annual increase in a proportion of employees having professional education and, at the same time, reduction of a proportion of employees having lower educational level. Nearly 80 % of employees have the higher, secondary and primary professional education that proves the high professional level of the personnel of PJSC Kubanenergo.

The main sources of personnel involvement in PJSC Kubanenergo are institutions of higher, secondary and primary professional education which are mainly located in areas of presence of PJSC Kubanenergo branches carrying out training on the directions/specialties demanded in the electric grid complex, basic educational institutions.

In case of incomplete fulfillment of Company’s requirements with possibilities of the existing institutions of primary and professional education, assistance in creation of the profile directions of training in institutions of secondary professional education, equipment of the training resource centers in the electrical power areas is rendered.

The quantitative and qualitative structure of the personnel corresponds to the specifics of distributive electric grid complex activity and makes it possible to solve not only the current tasks but also strategic goals of the Company.