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Employer in the industry of the future

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Employer in the industry of the future

The Polenergia Group consists of more than two hundred employees for whom we are systematically building a friendly workplace. We want our team members to have the opportunity of self-realization, to be able to raise their skills and find the right balance between personal and professional life.

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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.

Headcount

Headcount, by type of employment contract

Total number of employees by contract type and gender 2021
Type of employment contract: women men total
definite term 5 5 10
indefinite term 73 118 191
TOTAL 78 123 201
Total number of employees by employment type and gender women men total
full-time 75 120 195
part-time 4 8 12
TOTAL 79 128 207*
*The higher number is due to the fact that 4 people are employed by two companies, which means that they are counted twice

New hires and employee turnover

Total number of new employee hires by gender and age 2021
women men total
under 30 years old 7 12 19
30-50 years old 18 19 37
over 50 years old 1 0 1
TOTAL 25 31 57
Index employment 33% 25% 28%
Total number of employee departures by gender and age 2021
women men total
under 30 years old 1 3 4
30-50 years old 8 3 11
over 50 years old 1 1
TOTAL 9 7 16
Employee turnover 12% 6% 8%

 

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

Employee compensation and hiring system

The employees are covered by transparent rules governing their compensation and fringe benefits, which takes into account the individual contribution of each employee as well as the performance of his or her team. The rules are set forth in the internal Work Regulations, the Employee Compensation Regulations, and the Annual Performance Assessment System. The Group employees are assessed by their superiors on an annual basis; as part of this assessment, the achievement of their personal objectives set a year earlier is reviewed and the results of such a review translate into annual bonuses. Employee interviews are held regularly; those are at least two interviews: one to summarize the fulfillment of annual objectives, during which employees together with their supervisors prepare objectives for the next year, and an Employee development meeting, which is independent of the annual evaluation.

100%

of Polenergia Group employees had work evaluation and career development meetings in 2021

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.

Employee satisfaction

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.

Training

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.

Average number of training hours in 2021

Average number of training hours in 2021:
senior management 4
middle management 3
other employees 19
women 2
men 7

Training for the management: at the turn of 2021/22, from December 2021 to March 2022, training was conducted for Managers and Leaders in the following areas: team management, diversity management, team motivation and engagement, organizing the work of the manager and the team. 59 people participated in the training.

From 26 March to 11 June 2021, training and online coaching sessions with a physical therapist, coach and psychologist were held every two weeks. The proposed activities were to provide support, both mental and physical, to employees. The meetings were divided into sections:

  • 26 March – HEALTHY SPINE training
  • 9 April – webinar (WORK HOME BALANCE – EFFECTIVE SYNCHRONIZATION OF WORK AND LIFE – A WEBINAR WITH A PSYCHOLOGIST)
  • 23 April – HEALTHY BREAK training – ENERGY AND CONCENTRATION BOOST TRAINING – ONLINE TRAINING WITH A PHYSICAL THERAPIST
  • 7 May – YOGA AND MEDITATION training – ONLINE TRAINING WITH A YOGA COACH
  • 21 May – webinar (SPINE AT A HOME OFFICE – A WEBINAR WITH A PHYSICAL THERAPIST)
  • 11 June – STRETCH & MOBILITY training

Employee benefits

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.

 

Important documents creating a friendly workplace

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.

Development of the future workforce of the energy sector

In accordance with its CSR strategy, Polenergia is educating the future staff of the energy sector.

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Educating the future workforce for the offshore wind energy sector

Polenergia engages in cooperation with numerous academic centers to facilitate cooperation and flow of knowledge and experience between academia and business. Polenergia has signed an agreement with the Centre for Sustainable Development of the University of Gdańsk and has assumed patronage over a two-semester postgraduate course “Education for sustainable development: offshore wind energy”.

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Builiding the future team of leaders

In February 2020, at the Polenergia Group, workshops were held for male and female leaders to improve their team and project management skills.

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Dialogue with female and male employees

The Polenergia Group respects every one for their individual contribution. Everybody, regardless of their period of service and position, may express their opinion and contribute to their team’s success.

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Education of future human resources of the sector of the modern energy market

In 2020, Polenergia, one more time, started to cooperate with the Lesław A. Paga Foundation, becoming Strategic Partner of the 9th Edition of the Energy Academy, which was launched on 19 September 2020.

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Annual evaluation of Polenergia Group

Annual assessment in the Polenergia Group means a dialog, setting objectives and development of male and female employees.

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COVID-19 pandemic and the safety of employees

The 2020 employee satisfaction survey assessed the organization of remote working during the pandemic as very good. As many as 72% of female and male employees assessed it very positively.

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Cooperation with Gdańsk University of Technology

Polenergia and Equinor, a partner with which the project of Offshore Wind Farms is performed, established cooperation with the Faculty of Ocean Engineering and Ship Technology of Gdańsk University of Technology, which is the only institution in Poland to educate future employees of the sector of offshore wind energy.

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The grand finale of the 10th edition of the Energy Academy is behind us

13 December officially marked the end of this year’s Energy Academy. This is one of the flagship programs of the Lesław A. Paga Foundation, which celebrated its 10th anniversary this year. For two months, 29 participants learned about the power industry through the lens of market leaders.

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