of Polenergia Group employees had work evaluation and career development meetings in 2021
The Polenergia Group consists of more than eight 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.
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.
Employment details can be found in our non-financial report
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.
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.
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.
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.
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.
Annual appraisal at Polenergia Group is about dialogue, goal setting and development of male and female employees.
This is the eleventh edition of one of the most popular programs of the Lesław A. Paga Foundation, which helps in the development of talented students and graduates who not only want to develop in the energy industry, but also understand that business is based on good relations and commitment. This is a program for future leaders.
What are the opportunities behind developing offshore wind energy? What are the components of an offshore wind farm? What are the available career paths and what are the skills and abilities that can be useful in joining the new sector supporting the energy transformation of Poland?
The Polenergia Group, together with Equinor, Rumia Municipality and Rumia Invest Park signed a Letter of Intent on the plan to cooperate as part of the Pomerania Offshore Wind Energy Competence Centre. The parties declare their desire to reinforce the labour market necessary for efficient development of wind energy at the Baltic Sea.
The Polenergia Group notices the need for educating the energy sector staff and supplementing the knowledge acquired by students at higher education institutions with the practical experience they can obtain during apprenticeships in its companies.
Guided by the best practices and the intention to educate the future staff in the energy sector, Polenergia Nowa Sarzyna Cogeneration Plant has been organizing free student internships and apprenticeships and enabling demonstrations of the operation of a steam and gas unit, in particular for students of technical schools and universities for many years.
Polenergia, in line with its CSR strategy, is educating the energy sector’s future workforce. For the third time, we were a Partner of the Energy Academy conducted by the L. Pagi, and for the second time a Strategic Partner of the event.
Polenergia engages in cooperation with numerous scientific centers to facilitate cooperation and flow of knowledge and experience between science and business. Polenergia has signed agreements with the Center for Sustainable Development at the University of Gdansk and has assumed patronage of a two-semester postgraduate course “Education for Sustainable Development: offshore wind energy”.
This is the world’s second Sectoral Agreement between representatives of government, investors, entrepreneurs interested in creating a local supply chain, academic and research entities and other industry players.
Since November 2019 Polenergia and Equinor have collaborated with the Gdańsk University of Technology (GUT) and the Polish Offshore Wind Energy Society (PTMEW) in running university programs for the future offshore wind energy sector staff.
Polenergia continues contributing to sustainable development in the academic community. The aim of the company’s agreement signed with the University of Gdańsk is the transfer of knowledge as well as the realization of actions supporting the implementation of a sustainable EU economy.
In February 2020, at the Polenergia Group, workshops were held for male and female leaders to improve their team and project management skills.
We happily take part in educational initiatives. This time Polenergia Obrót organizes an event addressed to RES generators and offtakers interested in LT PPA, aimed at sharing knowledge in the area of operation of energy markets.
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.
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.
IXth edition of Akademia Energy by Fundacja im. Lesława A. Pagi of which we were a Strategic Partner, is over!
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.
October is time for meetings in terms of the 9th edition of the Akademia Energii by Fundacja im. Lesława A. Pagi.
We are getting ready to meet the participants of the 9th edition of the Academy of Energy, organized by Fundacja im. Lesława A. Pagi for the third time.
Ahead of us is the second meeting with young people interested in energy as part of the 9th edition of the Energy Academy, of which we are a strategic partner!
On Saturday we launch the 9th edition of the Energy Academy organized by the Lesław A. Paga Foundation.