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Employees are PGE Group's most important asset. Thanks to their experience and involvement, every day we are building a values-based organisation in which social responsibility is combined with business goals.
We are the third biggest employer in Poland. It is a great responsibility towards approx. 42 thousand people, for whom we provide stable and secure workplaces in over 200 locations in Poland. The PGE Group’s employees extract brown coal in open-pit mines, operate power plants as well as heat and power plants, work at wind and water energy production, but also use economic knowledge to analyse the profitability of investments and develop long-term strategies for particular business lines and the entire PGE Group.
In everyday work, we are striving to achieve the ambitious goal of becoming the most effective energy group in Poland. This also means the implementation of the best practices of corporate order in terms of human resources management, supporting business decisions and effectiveness management as well as support process standardisation.
The PGE Group is a place for people with passion and motivation to act.
As at December 31, 2019.
As at December 31, 2019.
As at December 31, 2019.
As at December 31, 2019.
We strive to ensure that our employees have optimal conditions for career development. PGE Group invests in their development not only through a wide array of training and courses, financing for higher studies, but most importantly by giving them opportunities to take on interesting professional challenges on a scale unique in the country . Our approach to employee matters is presented in PGE Group’s Code of Ethics, adopted in 2016, in the chapter „People at our company”. The standards and rules presented therein address friendly working conditions, self-improvement and development, promoting safety and health amongst employees.
Since 2018 we have been implementing employee competency evaluation program in the PGE Capital Group. It is a very important tool in the hands of managers, used for building organisational culture compliant with the Group’s values and responding to the current labour market challenges. The implementation of competency evaluation will allow for effective execution of the PGE Group’s strategic objectives by shaping employee approaches and behaviours. An important aspect of this project is also the ability to use the Group’s common HR tools, which translates into cost effectiveness. In 2019, at PGE S.A. we conducted the second edition of the competency evaluation, and also started a project in the Group’s companies through negotiations with the social side and extensive communication of the program to employees.
At PGE S.A. we also conducted the following programs as part of the implementation of the Human Capital Management Strategy:
In turn, in the PGE Group we have completed:
The dynamic growth of the energy sector, supply safety improvement as well as source diversification and increasing pressure on environmental protection increases the demand for engineering and energy personnel. The demand for these competencies will be constantly increasing. As the leader of the energy market in Poland, we are purposefully engaged in creating a competency base of the future employees of our sector through engagement in education in industry-specific schools, high school and universities, as well as supporting practical vocational education.
In June 2019, PGE Energia Ciepła S.A. inaugurated the Energetic Career program. As part of this initiative, company wants to expand cooperation with industry schools and technical schools located in the cities with branches. Contracts were signed with ten schools. The cooperation concerns joint work on changes in the curricula, organizing apprenticeships at workplaces, conducting patron classes, supporting training for students and teachers, and assistance in organizing exams and professional trips.
We are actively involved in internship programmes for students and graduates.
Programmes in 2019:
We support vocational education for many years. The co-operation with industry-specific and technical secondary schools became more intense in 2017 due to the vocational education system reform introduced by the Minister of National Education. We are engaged in co-operation with universities for three reasons: social, civil and business.
We are actively participating in rebuilding vocational education, which is important for the entire national economy. Close co-operation between employers, schools and the local governments is one of the elements that favours the development of local markets, guarantees the region growth, improves community stabilisation and contributes to improving the community’s living conditions.
We are supporting local communities in terms of education to execute our activities according to the business social responsibility concept. Being one of the biggest employers in Poland, we want to have real influence and participate in creating vocational education at the highest European level.
We are all aware that well educated, ambitious and entrepreneurial young people are the future of the country and nation.
We want to support and invest into the development of the young generation, which will use its youthful zeal as well as acquired qualifications and competencies to build a strong Polish economy.
We are confident that the co-operation of employers and schools allows for reaping mutual benefits. We are constantly monitoring and analysing the future staff needs to prevent a generation and competitive gap. Close co-operation with schools gives us the ability to ensure a qualified staff for the purpose of future recruitments as part of supplementing staff shortages.
We want technical secondary and industry-specific school graduates to have the (up-to-date and useful) knowledge and skills that interest us. This contributes directly to improving the quality and effectiveness of vocational education as well as adapting it to developmental challenges and the needs of the local labour market.
In the 2019/2020 school year, we created 20 patronage classes, in which 275 students gained knowledge and students of industry and technical schools. The patronage classes are run by three subsidiaries of our Group: PGE Górnictwo i Energetyka Konwencjonalna, PGE Energia Ciepła and PGE Energia Odnawialna.
We apply the following principles in employing new and current employees: honesty, equality and diversity. In our everyday work, we take care for our employees to constitute a diverse group in which people are learning from one another. Younger employees are introduced into the profession and duties by older, experienced employees, which allows not only for quick assumption of responsibility, but is also beneficial for building interpersonal relations.
From day one on the job, we care for creating an atmosphere of being part of the Group. Newly-hired employees from key PGE Group companies undergo an adaptation programme that is in place not just at the company where they work but at the entire Group. In 2019, three editions of the „Włącz Prąd” (”Switch the power on”) programme were conducted, with close to 700 participants. These workshops let them meet employees from different business lines, allow for experience sharing and quicker adaptation in the Group. This is invaluable experience for employees who are just joining such a big energy group, often at the start of their professional careers.
Number of employees by type of employment and type of employment contract, by gender (number persons)
| As at Dec. 31, 2019 | PGE Capital Group | PGE S.A. | ||
|---|---|---|---|---|
| Female | Male | Female | Male | |
| Total number of employees | 42,280 | 667 | ||
| Total number of employees, by gender | 8,704 | 33,576 | 331 | 336 |
| Employment contracts, full-time | 8,613 | 33,462 | 322 | 327 |
| Employment contracts, part-time | 91 | 114 | 9 | 9 |
| Employment contracts, indefinite term | 7,590 | 30,835 | 311 | 308 |
| Employment contracts, definite term | 1,114 | 2,741 | 20 | 28 |
| Contracts of services | 283 | 507 | 4 | 5 |
| Number of self-employed staff | 0 | 22 | 0 | 0 |
| Ratio of self-employed staff to all employees | 0% | 0.07% | 0% | 0% |
Number of employees covered by collective agreement
| As at Dec. 31, 2019 | PGE Capital Group | PGE S.A. |
|---|---|---|
| Number of employees covered by collective bargaining agreements | ||
| Number of staff | 42,280 | 667 |
| Employees covered by collective bargaining agreements | 32,339 | 1 |
| Percentage of employees covered by collective agreement (in relation to all employees) | 76% | 0% |
In the latest Randstad Employer Brand Research ranking, PGE Polska Grupa Energetyczna was among the top ten best employers in Poland. PGE has also become the leader of the ranking among companies from the energy sector.
We are one of the most desired employers in Poland. This is confirmed by various independent market research.
respondents answered questions about the dream job and the factors that most affect the attractiveness of the employer. This year’s Randstad Employer Brand survey was conducted in January 2020. As a result of the COVID-19 pandemic, the national report was expanded to include additional analyzes that will help forecast changes in the labor market in the future due to the epidemic.
Randstad Employer Brand Research is the most comprehensive analysis of employer brands and factors that influence their attractiveness.
In the Universum Most Attractive Employers Poland 2020 study, presenting the preferences of students, PGE was ranked 10th in the Engineering category.
In turn, in this year’s edition of the „Employee-friendly Employer” competition, three branches of companies belonging to the PGE Capital Group were awarded: PGE Energia Ciepła Wybrzeże branch in Gdańsk, PGE Energia Odnawialna ZEW Dychów branch in Dychów, and PGE Górnictwo i Energetyka Konwencjonalna Branch Turów Lignite Mine .
PGE is one of the largest employers in Poland. We are a socially responsible company and we care for our employees and their families. We maintain a constant dialogue with the social partners. We are proud that three companies from the PGE Group have been awarded in this competition, which is important for employees and employers.
We are certain that these results are the effect of our long-term human resource management policy, especially our care for employee safety. Given the specific nature of the industry in which PGE Group companies operate, safety is one of the most important factors taken into account in our actions – our employees include open-pit miners, power plant staff, electric technicians, so people who work in especially difficult conditions that warrant exceptional safety.
As a responsible employer, we care about ensuring that our employees work in safe conditions. PGE Group’s objective is to promote amongst its employees a culture of workplace safety. Such initiatives are primarily based on preventive activities as well as the exchange of know-how and experience. Each Group company has its own workplace health and safety regulations. This is mainly due to the different nature of our business lines. Promoting safety among employees is inscribed in PGE Group’s strategy as an objective to be achieved as part of corporate social responsibility and sustainable development.
*Number of accidents in 2019 / number of employees (as at December 31, 2019)* 1000.
**Total number of absent days of people injured at work / number of people injured at work (excluding victims of fatal accidents).
Employees of PGE GiEK, PGE Dystrybucja, PGE EC and PGE EO are exposed to the highest risk due to the character of their work. Due to the responsibility towards our employees and their families, we are continuously improving the limitation of any risks related to work safety thanks to continuous activities based on the safety culture model. These activities include, among others, the following:
Our care for employee safety is acknowledged by the market. For the fourth time in a row, the employees of Bełchatów power plant, a branch of PGE Górnictwo i Energetyka Konwencjonalna from the PGE Group, won the team classification at the National Competition of Knowledge on Work Safety in Power Plants and Combined Heat and Power Plants. Members of the power plant team from Bełchatów – Adam Rudzki, Tomasz Kmieć and Jerzy Góźdź not only dominated the team competition but also took high places in the individual classification.
The second place went to Adam Rudzki, who has been on the podium of the competition for three years. Tomasz Kmieć was sixth and Jerzy Góźdź came seventh – he has been representing the power plant in the competition continuously since 2014. The team leader was Jan Rogalski, chief health and safety specialist at the Bełchatów Power Plant.
The Chief Labor Inspector’s award in the „Most Active Social Labor Inspector” competition went to: Jerzy Brąglewicz, Company Social Labor Inspector at PGE Energia Ciepła – Branch Gorzów Wielkopolski CHP.
Every year, PGE GiEK, which includes power plants and lignite mines, passes the supervision audit of the Integrated Management System at the headquarters and branches, which includes the Health and Safety Management System. The company maintains relevant certificates, including a certificate of compliance with PN-N 18001 Health and Safety Management Systems – Requirements.
Zero accidents at work is the goal of PGE Energia Ciepła in the area of occupational safety. The company carries out dozens of activities annually in various areas, building a safety culture for employees, but also for subcontractors and suppliers. The result is high awareness of occupational safety and very good health and safety results in our heat and power plants.
Safe work is a priority at PGE Energia Ciepła and is subject to continuous improvement. The inconsistent awareness of work safety among employees of subcontracting companies resulted in the creation of a System for identifying safe behavior among employees of PGE Energia Ciepła subcontractors. Employees who actively engage in improving work safety and report near-accident events are rewarded. Thanks to this practice, safety was improved, awareness of the importance of health and safety at work increased and the role of the individual in building a safety culture in the organization was emphasized.
As part of the improvement of occupational health and safety, the SOWA (English OWL) Program operates in the company. Independence, Observation, Proper Working Conditions, Assertiveness (Samodzielność, Obserwacja, Właściwe warunki pracy, Asertywność – SOWA) is a program started in 2015. „Owls” are selected employees from contractors who are not professionally involved in safety. However, they are natural safety leaders and draw attention to colleagues who work in a risky manner, breaking safety rules. In-house trainers regularly train „Owls” in communication, effective enforcement and conflict resolution.
In order to increase the level of safety in PGE Energia Ciepła companies, „Zero Accidents” Training Centers were established to raise awareness in the area of health and safety among employees. In these centers, employees and subcontractors can undergo theoretical training and acquire practical specific skills, important for working in energy companies. By providing knowledge, the ability to identify health and safety hazards at work and to deal with difficult situations increases in a practical way.
Safety News is an example of building a safety culture through everyday awareness that H&S is a priority. Once a week, PGE Energia Ciepła employees receive an e-mail with a message for each day. They are read during internal meetings.
#Health and Safety numbers
There are 127 trade union organizations operating in the PGE Group, which associate nearly 29 000 of its employees. A high degree of unionization, at a level of nearly 70 percent, requires active social dialogue. Cooperation with trade union organizations consists of three levels:
In 2019, the social situation in the PGE Group was stable. Thanks to the active cooperation of the social dialogue cells in the Group with representatives of trade union organizations, the number of collective disputes has decreased significantly.
We aim to appropriately use our employees’ competences and effectively manage the transfer of their knowledge and skills. We are encouraging employees to self-improve and share their knowledge. This way, we are building a self-learning organisational culture. We provide our employees with opportunities to raise their qualifications by participating in specialist training, workshops in soft, management and IT competences, post-graduate studies and foreign language courses.
Training was provided to employees of all levels.
Percentage of employees subject to regular evaluation of quality of work and review of career development, by gender
| As at December 31, 2019 | PGE Capital Group | PGE S.A. |
|---|---|---|
| Percentage of employees subject to regular evaluation of quality of work, by gender: | 23.50% | 100% |
| Number of employees regularly receiving work evaluations | 9,923 | 667 |
| Number of women regularly receiving work evaluations | 2,899 | 331 |
| Number of men regularly receiving work evaluations | 7,024 | 313 |
| Number of directors (management posts, names can differ depending on the company) | 1,256 | 156 |
| Percentage of employees regularly receiving work evaluations (total women and men – % of total number of all employees) | ||
| Women (% of women out of all women) | 33.30% | 100% |
| Men (% of men out of all men) | 20.90% | 100% |
| Directors | 43.70% | 100% |
PGE GC’s employees also have the opportunity to develop their competencies through participation in global competitions. For a few years, employee teams have been taking active part in the Global Management Challenge competition. The PGE FULLJOIN Group won the final of the 20th Polish edition of the Global Management Challenge competition, and the PGE Atomic People was third. The champions will represent Poland at the global final of the Global Management Challenge 2020 in Lisbon.
