3. KEY PERFORMANCE RESULTS

3.1 Situation in Power Industry 3.2 International Activities 3.3. Generating Capacities. Developing Generating Potential 3.4. Ensuring Safety of Russian NPPs 3.5. Radiation Effect on Personnel and Population 3.6. Environmental Impact 3.7. Financial Results 3.8. HR Policy, Occupational Safety and Health 3.9. Innovation Management. Knowledge Preservation and Transfer 3.10. Social Policy. Developing Areas of Presence. Charity 3.11. Investment Program

3.8. HR Policy, Occupational Safety and Health

HR POLICY

Safety, increase in economic efficiency in the domestic and foreign markets, stability, and technology leadership remained the main objectives pursuant to the Concern’s development strategy in 2015. Implementation of these objectives defines the priorities in HR management.

The goal of the Concern’s HR policy consists in providing the company with competent and qualified employees, which is possible only if there is a personnel management system capable of responding to changing market requirements quickly and properly.

PERSONNEL REMUNERATION. KPI SYSTEM

In order to achieve the planned results, the Division implemented a system for operational efficiency management and personnel motivation in 2010.

The system is based on the use of key performance indicators (KPIs) that permit measuring the efficiency and define performance criteria of each individual employee. The remuneration process and its relation to personnel performance and development became open and transparent.

KPI DEVELOPMENT PRINCIPLES:

  • Compliance with SMART criteria;
  • Goals ambitiousness;
  • KPI decomposition;
  • Focus;
  • Balance;
  • Frequency;
  • KPI achievement justification.

KPI target values for the current and subsequent years are set up based on the out-performance on the main indicators that characterize the target status — implementation of the Concern’s strategic goals.

The SAP-based automated performance management system is currently implemented in order to enhance convenience, and increase performance and control over fulfillment of KPI.

The procedure to remunerate the Concern’s employees is set forth in the following regulations:

  • Standard Procedure for Remuneration of Labor of Branch Employees;
  • Procedure for Remuneration of Labor of Employees of Headquarters.

The amount of remuneration depends on the position level (with differentiation factors), type of job functions, and the level of fulfillment of assigned key performance indicators (KPI).

In 2015, the minimum salary of a branch employee totaled 8,600.0 rubles before November 1, 2015, and 9,590.0 rubles from November 1, 2015 (with the federally regulated minimum wage of 5,965.0 rubles).

The evaluation system used to assess managers’ performance is based on the annual evaluation system (which, among other things, is based on key performance indicators achievement).

The system of incentives is based on bonuses for achieved KPIs, where each indicator has a weighted value assigned against the total sum of bonuses. The total amount of bonuses is determined on the basis of the annual total of base salaries for each position, adjusted by a specific coefficient; the top limit depends on the position level, and can be as high as 260% if the target KPI level is achieved. Bonuses are only paid upon achievement of KPI threshold values that are also specified in the individual KPI matrix. If achievements significantly excel the target, the bonus can be increased.

PERSONNEL TRAINING

Safe, secure, and efficient operation of nuclear power plants, and achievement of long-term goals set for the Concern are ensured by successful operation of the systems for training, sustention, development, and psychological support of the Concern’s personnel, whose activities are governed by the Rules for Organization of Staff Relations at Nuclear Power Plants. The Concern’s employees undergo training in accordance with the requirements of legislative instruments and regulations, issued by federal executive agencies, and local regulations of Rosatom State Corporation and the Concern.

AMOUNT OF REMUNERATION BY EMPLOYEE CATEGORY, THOUSAND RUBLES PER YEAR

EMPLOYEE CATEGORY BASE SALARY KPI ACHIEVEMENT BONUS
2013
Managers 413.3 up 144.6 up
Specialists 214.4 up 42.9 up
Blue collar workers 93.5 up 9.4 up
2014
Managers 436.4 up 149.4 up
Specialists 226.4 up 44.3 up
Blue collar workers 98.8 up 9.9 up
2015
Managers 456.5 up 149.4 up
Specialists 238.5 up 44.3 up
Blue collar workers 105.2 up 10.3 up
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The Concern operates training and apprentice units (hereinafter — TAU) having training facilities and resources that allow to successfully perform activities for training and skill sustainment among the nuclear power plants personnel. TAUs are equipped with lecture halls for theoretical education of personnel, study rooms for specialized training, laboratories, and workshops. Study rooms are equipped with up-to-date training facilities: full-scale and analytical simulators, simulator training systems, educational stands. Computer training systems, multimedia information systems, versatile interactive and automated complexes are used at TAUs in order to train nuclear power plant personnel, and assess their knowledge. Teaching and learning guidelines were developed for the implementation of job preparation and proficiency maintenance programs for nuclear power plant personnel.

Nuclear power plants’ TAUs are staffed with the instructors having the required job experience at NPPs who passed special psychological and peda­gogical training. There is an Instructor School operational at the Concern. 438 NPP instructors attended advanced training courses in 2015.

According to the operator’s standards, TAUs undergo an accreditation procedure. So far, TAUs of all nuclear power plants are accredited. TAU accreditation was held at the Bilibino, Kalinin, Kola NPPs, and FTNPP in 2015. A full-scale simulator of the Balakovo NPP admitted to training. Over 40 training facilities were commissioned. 3,218 teaching and learning guidelines were developed and enacted.

In 2015, the Concern took successful efforts for ‘personnel assessment and development’, including:

  • Сorporate program for English language studying, efficient operational management trainings;
  • Mentoring trainings;
  • Programs for managerial competence development;
  • Divisional modules for succession pool programs were developed and implemented.

Practical solution of complex tasks for enhancement and maintenance of the desired level of the human factor reliability, including psychological and pedagogical support of training processes, maintenance and enhancement of personnel skills, is exercised by psycho-physiological support laboratories (hereinafter — PPSL) at nuclear power plants.

ROUTINE PERFORMANCE EVALUATION AND CAREER DEVELOPMENT

EMPLOYEES SUBJECT TO ROUTINE PERFORMANCE EVALUATION AND CAREER DEVELOPMENT, PERS. 13,105
Men 26%
Women 61%
Managers 65%
Specialists 29%

CONCERN’S EMPLOYEES TRAINING IN 2015

INDICATOR HOURS OF TRAINING, TOTAL HOURS OF TRAINING, PER EMPLOYEE
Total hours of in-house training (in TAU at NPPs and structural units) 3,106,682 83.6
Total hours of training with third-party providers 992,955 26.7
Total hours of training, including: 4,099,637 110.3
Managers 896,193 24.1
Specialists and white collar workers 1,509,909 40.6
Blue collar workers 1,693,535 45.6

According to the operator’s standards, NPP PPSLs are subject to accreditation. In 2015, accreditation of the Kola NPP PPSL was conducted.

The internal personnel training system at nuclear power plants is based on TAUs or NPP structural units directly. External training is carried out by educational institutions.

On average, every employee of the Concern passed 110.3 hours of training in 2015, including 83.6 hours of internal training and 26.7 hours of external training.

Preparation of employees for NPP positions is carried out with a view to obtain professional knowledge and practical skills required for performance of job duties. The Concern approved and enacted the Standard List of NPP job positions for which NPP TAUs ensure job preparation and proficiency maintenance.

The operator developed programs for all jobs included in the Standard List of NPP job positions for which NPP TAUs ensure preparation and proficiency maintenance. 70 training programs were developed and updated in 2015, including those for NPP managers.

Proficiency maintenance is performed on an annual basis among all employees of nuclear power plants. For each group of NPP employees, annual curricula were developed according to the proficiency maintenance programs. For operating personnel of NPP main control rooms, the curriculum is at least 96 hours long, including 40 hours of practical training at simulators. For other personnel categories at NPPs, the curriculum is at least 20 hours long.

Qualification maintenance among the operative personnel, who have to obtain Rostekhnadzor permission to conduct the processes, is carried out by NPP TAUs. Each year managers and specialists of nuclear power plants — holders of permits issued by Rostekhnadzor authorizing work in the field of nuclear energy use attend a qualification maintaining course provided at National Research Nuclear University MEPhI. In 2015, 345 employees of nuclear power plants passed the course. Qualification maintenance among other NPP employees is carried out, both in structural units and NPP TAUs.

The Concern’s employees advanced training is performed on a continuous and as-needed basis but at least once every five years during the whole career of employees.

Advanced training is provided:

  • For the Concern's managers and experts at educational institutions;
  • For NPP employees, not included in the mager and expert categories, in structural units or NPP TAUs.

The Concern’s personnel pass advanced training in two areas:

  • Vocational competence.
  • Managerial competence.

Over 100 trainings were held as part of managerial competences development in 2015.

Among the traditional providers of external educational services for the Concern are: Rosatom Central Institute for Continuing Education and Training, Corporate Academy of Rosatom State Corporation, National Research Nuclear University MEPhI, Petersburg Power Institute of Professional Upgrading, and VNIIAES Training Center. In 2015, 16,507 NPP employees passed advanced training at educational institutions.

The employees of operational nuclear power plants passed 4,064,148 hours of training in total in 2015, including 3,106,682 hours of internal training and 957,466 hours of external training. On average, each employee of existing NPPs received 117.4 hours of training, including 89.7 hours of internal training and 27.7 hours of external training.

The costs of external training of the Concern’s employees in 2015 totaled 325,903 thousand rubles (8.7 thousand rubles per person a year on average).

In order to provide qualified personnel for the infrastructure of the nuclear industry in the countries that had decided to construct NPPs under Russian designs, a Consortium of contractors for preparation of the Foreign Customer and Supplier's personnel was established under the auspices of the Concern. The Consortium consists of: Rosenergoatom Concern JSC, Rosatom CICE&T, Atomenergotekhno JSC, VNIIAES JSC.

The Consortium allows to provide a full package of services for training of Russian and foreign NPPs personnel, including:

  • Creation of a single training base for preparation in the Russian Federation of the foreign customer and supplier’s personnel for nuclear power plants;
  • Preparation of proposals to make contracts (agreements) on provision of turnkey services for creation of the personnel training system, and the foreign customer knowledge management and implementation system;
  • Personnel training on a turnkey basis of the foreign customer and the supplier of nuclear power plants constructed abroad under Russian designs;
  • Qualification maintenance among personnel of the foreign customer and the supplier of NPPs;
  • Development of industry-specific regulatory documents of the foreign customer;
  • Organization of the training base creation, and support of activities of the foreign customer's NPP training centers.

EMPLOYEE TRAINING EXPENSES BY ROSENERGOATOM CONCERN JSC, THOUSAND RUBLES

In 2015, foreign personnel were trained at the Consortium's organizations (over 100 representatives from 15 countries, and over 200 experts out of the operating personnel of foreign nuclear power plants).

NPP personnel training also includes psychological training provided by experts of the psycho-physiological support laboratory. In 2015, 10,250 NPP employees passed psychological training in the amount of 3,712 hours. Psycho-physiological studies are held at PPSL of nuclear power plants for the NPP personnel who obtain Rostekhnadzor permits authorizing work in the field of nuclear energy use and those employees who may influence the nuclear power plant safety. 7,046 NPP employees passed psycho­physiological studies in 2015. PPSL experts participated in the committees for investigation of 36 cases of violation and 104 cases of irregularity in NPP operation procedures.

NPP personnel training aimed at enhancing the level of safety culture is carried out as part of general and specialized courses, and courses devoted to the topics directly related to the Safety Culture subject:

  • Safety Culture course is mandatorily included in the subject schedules of the programs for job preparation;
  • The subjects related to safety culture issues are mandatorily included in the qualification maintenance programs;
  • Advanced training programs implemented in ducational institutions.

Training in psychological aspects of the safety culture among employees is carried out on the basis of the teaching and learning guidelines, which had been developed and mplemented.

The main personnel characteristics are provided in Appendix 14.

HUMAN RESOURCE DEVELOPMENT SYSTEM

SCHOOL — UNIVERSITY — DIVISION

The Concern is interested in attracting the best students and graduates for work at NPPs and other organizations forming part of the management circuit. Professional orientation starts at school. In the cities where NPPs are located ‘nuclear classes’ are created to provide a deeper study of physics and to serve as a basis for holding specialized academic competitions in physics and mathematics for secondary school students.

The Future of Russia, multi-profile engineering academic competition, was held with the Concern’s support in 2015. Over 800 secondary school students from the cities where NPPs are located took part in this academic competition. Wining the academic competition gives high school graduates advantages and benefits when entering leading Russian technical universities, as well as additional points when entering the program of employer-sponsored education on NPP related subjects for profession oriented specializations. 152 persons entered universities in 2015 under the Concern sponsored education agreements. If such employer-sponsored students are successful in their studies, they receive additional financial support in addition to their study allowance, attend practical training at NPPs, and obtain an employment offer upon graduation from the university. The leading universities preparing personnel for the Concern are traditionally as follows: National Research Nuclear University MEPhI with branches (Volgodonsk, Obninsk, Seversk), Ivanovo State Power University (Ivanovo), National Research Tomsk Polytechnic University (Tomsk), Ural Federal University (Ekaterinburg).

Each year the Concern participates in professional orientation activities for students of leading technical universities. In 2015, in addition to traditional industry-level events — Rosatom Career Days in Tomsk, Ekaterinburg, and Moscow, the Concern held first Concern Knowledge Days at Ivanovo State Power University (Ivanovo), and National Research Nuclear University MEPhI (Obninsk). The Concern organized intellectual business games for students at all sites. The winners and runners-up were awarded certificates for business trainings at Rosatom Corporate Academy (61 winners and runners-up of the games).

NUMBER OF EMPLOYED GRADUATES OVER 3 YEARS, PERSONS

NUMBER OF GRADUATES EMPLOYED IN 2015, PERS., %

In 2015, the Concern took part in the industry-specific TeMP contest of young professionals, which is a large-scale event organized in order to select the best students studying engineering specializations at Russian universities. In the final round of the contest, the Novovoronezh NPP team presented to the industry top managers a students’ project on Process Solutions for Use of Low-Grade Heat and Mechanical Energy of Waste Waters in NPP Circulating Water System. The project took the third place in the contest, and the Concern was awarded by Sergey Kirienko for best organization of the contest.

In 2015, a contest was announced for awarding of corporate student scholarships, and university teacher grants on the basis of the results of 2015. According to the contest results, 15 teachers of the subjects demanded by the Concern, and 40 students (National Research Nuclear University MEPhI with branches in Volgodonsk and Obninsk, Ural Federal University, National Research Tomsk Polytechnic University, and Ivanovo State Power University) will receive grants in the amount of 200,000 rubles, and scholarships in the amount of 100,000 rubles for an academic year.

The graduate students, who aspire to work at nuclear power plants, have to meet demanding requirements: the mandatory prerequisite is the average grade point of at least 4.2 and successful attendance of practical training at a nuclear power plant.

CAREER AND SUCCESSION MANAGEMENT. DEVELOPMENT OF SUCCESSION POOL

Career and Succession Management is a process intended to provide the availability of prepared successors for the company’s management positions, as well as to manage career expectations of employees increasing their level of involvement.

Development of the succession pool is one of the links of career and succession management. The Concern successfully implements the unified industry-specific system for development of the succession pool for various position levels: Rosatom’s Talents for initial management level, Rosatom’s Capital for medium management level, and Rosatom’s Legacy for top management level. Employees, who have potential to management activities, are motivated to achieve high results, professional growth and development, and become selected to the succession pool.

Each year employees are selected to the succession pool. As of late 2015, 473 employees of the Concern who completed training on the development program were included into the pool.

PERSONNEL INVOLVEMENT

A survey held in late 2015 among personnel showed that the Concern in terms of its working environment and team spirit is close to the level of the best employers in Russia: 81 % of employees consider the Concern the best place for work, make every effort to achieve goals, and take pride in their work (in the level of personnel involvement in the companies considered the best employers in Russia equals 81%).

ROSATOM’S PERSON OF THE YEAR

Among the winners representing the Concern and its subsidiaries in 2015 were the employees of:

  • Kola NPP — Alexander Khrenov in the Dosimetrician nomination, Alexander Zaryvakhin in the Reactor Compartment Operator nomination;
  • Bilibino NPP — Oleg Ivanyushin in the Turbine Equipment Inspection Engineer;
  • Rostov NPP — Victor Chikalov in the Repairman nomination;
  • Leningrad NPP — Alexander Yuryev in the Wireman nomination, Natalya Gorbatyuk in the Procurement Activities Management nomination, and Dmitry Razbash who took the third place in a special nomination for the Mentor of the Year;
  • Rostovatomtekhenergo (Atomtekhenergo JSC branch) — Denis Muzlov took the third place in the Step Ahead special nomination.

Alexander Zolotaryev and Vadim Tukmachyev, employees of the Beloyarsk NPP, won the special nomination of the Victory of the Year as members of the Rosatom team competing for absolute leadership in the 2nd National Championship of Cross-Industry Blue Collar Jobs in High-Tech Industries (WorldSkills Hi-Tech 2015).

G4‐LA8
LABOR PROTECTION

Ensuring safe working conditions for nuclear power plant employees and contractor personnel is the Concern’s top priority and one of the key operating principles in labor protection. The matters of safety and health are included in the Industry-Wide Agreement on Nuclear Power, Industry, and Science for 2015–2017 made between the employees and employers with participation of Rosatom State Corporation.

INJURY RATE

In the reporting period, the Concern continued taking regular efforts to enhance the safety level, including implementation of a package of measures aimed at elimination of occupational injuries and reduction of harmful production factors influence on the personnel. In 2015, the Concern’s employees suffered one accident at the Kursk NPP classified as a minor industrial accident.

G4‐LA5

Standard Regulations on Labor Protection Committee (Commission) were approved by the Order of the Russian Ministry of Labor No. 412n dated June 24, 2014. by 6 The Order was 5 registered 0 the Russian Justice Ministry on July 28, 2014, No. 33294, and entered into effect on August 29, 2014.

Based on the Standard Regulations, labor protection committees (commissions) were established at each NPP by orders of Deputy CEOs — Directors of the Concern’s branches — NPPs with due regard to the trade union organization opinion. There are no such committees in the Headquarters.

CHANGES IN NUMBER OF INJURIES AT CONCERN’S OPERATING NPPS IN 1992–2015

NUMBER OF INJURIES AT OPERATING NPPS IN 2007–2015

2007 2008 2009 2010 2011 2012 2013 2014 2015
Balakovo 0 0 0 0 0 0 0 0 0
Beloyarsk 0 0 0 1s 1f 0 0 1s 0
Bilibino 0 0 0 0 0 0 0 0 0
Kalinin 0 0 0 0 1s 0 0 1s 0
Kola 1 0 0 0 1s 0 0 0 0
Kursk 0 0 0 0 1f 0 0 0 1
Leningrad 0 0 0 0 1 0 0 0 0
Novovoronezh 0 1 1s 1 0 1 0 0 0
Rostov 0 0 0 0 1s 0 0 0 0
Smolensk 0 0 0 0 0 1s 0 0 0
Total: 1 1 1s 2(1s) 6(2f, 3s) 2(1s) 0 2s 1

CHANGES IN INJURY RATE AMONG CONTRACTORS’ PERSONNEL

NPP INJURIES, TOTAL:
2013 2014 2015
At the Concern’s operational NPPs
Balakovo - 3(1f) -
Kalinin 1 (1 s) 1 -
Kursk 2 1f -
Leningrad 1 - -
Smolensk 2 (2s) - -
Sub-total 6 (3s) 5 (2f) 0
At construction facilities of the Concern’s NPPs under construction
Baltic 1 (1 f)
Beloyarsk, power unit No. 4 5 (1 f,2 d) 2 (1f,1s) 1
Leningrad NPP-2 6 (1 f,5 s) -
Novovoronezh NPP-2 2 (1 f, 1 s) 3 (2f,1s) 2f
Rostov, power units No. 3 and No. 4 2 (2 s) - 2(1f,1s)
Sub-total 16 (4 f,10s) 6 (4f,2s) 5(3f,1s)
Total 22 (4 f,13s) 11 (6f,2s) 5(3f,1s)

Committees are an integral part of the labor protection management system, as well as one of the forms of employees’ participation in labor protection management. Committees operate pursuant to the principles of social partnership.

WORK WITH CONTRACTORS

In 2015, the employees of contractors performing operations at NPPs under construction suffered five incidents, including three fatalities (Novovoronezh NPP-2, and Rostov NPP-1). All three fatalities were caused by falling from height. According to the results of investigation, on-the-spot checks of the circumstances and reasons for the incidents, the Concern's General Inspectorate developed and enacted remedial action programs.

The number of incidents with contractors reduced in 2015 if compared to 2014 (from 11 to 5) due to implementation of typical approaches to organization of the labor safety management system at NPPs, including:

  • Implementation of the Action Plan for prevention of contractors’ personnel injury when performing construction and assembly work at the facilities of Rosatom State Corporation organizations;
  • Introduction of the Typical Regulations on Labor Safety Management System at NPP Construction Sites at operational NPPs and those under construction;
  • Execution of measures stipulated by the Comprehensive Action Plan for improvement of the labor safety management system efficiency during construction of NPP power units of Rosenergoatom Concern JSC.

ECONOMIC INDICATORS OF LABOR PROTECTION EXPENSES

Labor safety expenses in 2015 totaled 3.4 bln rub­les. These funds were spent on the following:

  • Labor protection activities according to collective agreements;
  • Ensuring normal working environment;
  • Improvement of labor conditions and protection;
  • Acquisition of personal protective equipment;
  • Therapeutic and preventive nutrition;
  • Purchase of washing agents and detergents.

LABOR PROTECTION EXPENSES IN 2015

NPP AMOUNT OF EXPENSES (RUBLES)
Balakovo 121,287,000
Beloyarsk 92,687,987
Bilibino 61,504,000
Kalinin 1,128,205,400
Kola 225,943,096
Kursk 372,386,625
Leningrad 408,664,045
Novovoronezh 445,763,080
Rostov 208,904,418
Smolensk 351,095,036

INJURIES AMONG CONTRACTORS' PERSONNEL