Employer in the industry of the future

The Polenergia team has been growing dynamically. Employment increased by about 15 between 2020 and 2021. It is worth noting that women represented as many as 19 out of 29 Polenergia’s new hires in 2021. We try to ensure that different age groups and genders are represented at various levels in the company. We offer our employees stable employment, development opportunities through various training courses, solutions that facilitate the balancing of personal and professional life, and benefits – tailored to their needs and changing conditions. We maintain two-way communication with Polenergia employees – each employee has the opportunity to participate in a satisfaction survey and in a periodic interview.

No employees in the Polenergia Group are covered by collective bargaining agreements

In the Group as a whole, the percentage of persons working under civil law contracts is very low. Such cases are confined to hiring under a contract of commission or a work product contract for the purpose of providing a specific service or executing a specific project.

The notice period for an employment contract in the Polenergia Group is one month if the employee has worked for the Group for 6 or more months, or three months if the employee has worked for 3 or more years. For other forms of employment and notice periods, provisions of the Labor Code apply. The Group does not employ collective bargaining agreements.

The Polenergia Group has low employee turnover. This is due to the long-term policy of creating a friendly workplace and responding to the needs of the team.  As part of the survey of “Job Satisfaction of Employees at the Polenergia Group”, over 70% employees emphasized that the thing they value the most is the work atmosphere in the team and relations with the supervisor, as well as the benefits offered by the company to employees.

Employee satisfaction surveys were carried out in Q1 2021 in the following areas:

• WORK-LIFE BALANCE
• CORPORATE VALUES
• DIVERSITY & INCLUSION
• EXTERNAL AND INTERNAL COMMUNICATION
• EMPLOYEE EDUCATION
• TEAM INTEGRATION ACTIVITIES FOR NEXT YEAR
• OVERALL JOB SATISFACTION

The surveys were carried out by an external independent consulting firm. The results were used to plan work on changes in the employee management area. A new edition of the evaluation survey has been planned for 2022.

Polenergia’s growth and competitive edge depend on how well-qualified the employees are. This is why the Group as an employer enables and co-funds employee efforts to improve their qualifications through training, conferences, post-graduate studies or MBA programs.

The benefits from employee training and education are two-fold. On the one hand, employees who feel appreciated are more likely to be fully engaged in striving for success, for themselves as well as for the company. On the other hand, the company reaps benefits from better performance and efficiency of the employees receiving the training provided by the company.

All the descriptions of procedures, regulations, rules, instructions and strategies implemented in the organization to ensure responsible management of employee training and education are stated in the Training and Development Policy.

Polenergia’s goal is to build loyalty and attachment of employees to the company, boost their motivation and involvement in the company’s development with simultaneous satisfaction from their work. The employees are provided with a broad medical package and an option to have all their family members covered by it as well. They also receive fringe benefits in the form of sports packages comprising a broad range of activities.

The Compensation Policy, Rules and regulations for awarding bonuses and rules for awarding the annual bonus, Rules and regulations of the Company Social Benefit Fund, the rule for reimbursing costs incurred by an employee for cultural and sports events, the procedure of employee training and skills improvement.