Career Management. Employee Pool

The Company pays close attention to the development of corporate and managerial competencies of employees. The formation of an employee pool allows to identify and motivate talented employees, helps to retain the best employees by providing career opportunities and development. The Company has a multi-stage competency assessment system for the selection, prioritization and formation of individual development plans for pool members.

To ensure effective implementation of the HR policy, a new concept of employee pool formation has been approved; to ensure the structured approach to the HR management system, all positions in TATNEFT Group are divided into three levels:

• TOP-100 (TOP management),
• TOP-300 (operational management),
• TOP-1000 (production unit management).

In 2018, for the purpose of the prompt and high-quality formation of the employee pool of the Company, the Regulations on the Competition for Inclusion in the Employee Pool of TATNEFT Group and the Regulations on the HR Committee of TATNEFT Group were approved and put into effect, and the Standard of the Overall Assessment of TATNEFT Group Employees was updated.

The employee pool system is built on the basis of transparent mechanisms that allow each employee to take part in it.

Principles of employee pool formation:

• voluntary participation in the competition;
• objectivity in assessing the professional and personal qualities of candidates;
• availability of information on the formation of an employee pool.

Based on the results of the competition, the HR Committee of TATNEFT Group, by open majority vote of the committee members, makes a decision on admission to the employee pool. The decision is made taking into account the combined opinions of experts participating in the comprehensive personnel assessment procedure, in accordance with the requirements of the TATNEFT Group competency model.

An individual development plan (IDP) is drawn up for each pool member, in accordance with which he/she must increase the level of corporate, managerial, general and professional competencies. Initially, 2 competencies for development are included in the IDP. The IDP is made up for 1 year. If it is required to increase the level of education, the IDP may include recommendations for obtaining a Master’s degree/ Research degree.

With the aim of developing managerial competencies of the existing managers and employee pool of the Company, the Targeted Educational EMBA Program for the TOP 100 Employee Pool and the Targeted Educational MBA Program for the TOP 300 Employee Pool are being implemented. As of this date, more than 80 managers of different levels have been trained under these programs.

In 2018, 1,083 employees of TATNEFT Group took part in the «Employee Pool” contest, where 102 people claimed the TOP-100 positions, 265 people claimed the TOP-300 positions, 887 people claimed the TOP-1000 positions.

Extensive attention is paid in TATNEFT Group to the system of personnel search and selection. The vacancies are mainly filled from among the current staff of enterprises. In 2018, the enterprises of TATNEFT Group and the executive office of PJSC TATNEFT have submitted 95 applications for the search of 287 staff units.

Active work is performed to form an external employee pool. Basically, the search for external candidates and the formation of the employee pool is carried by the Company itself, in particular among university graduates, by posting information about the external employee pool on the Company’s website, in professional social networks and on recruitment websites. In addition, the Company accepts employees proposed by employment centers for the quota jobs.

Employment assistance is provided to citizens who are in particular need of social protection and who have difficulties in finding permanent or temporary work. In 2018, 46 persons were employed.