In order to increase the efficiency of human resources processes we outsourced personal administration processing in 2015.
In 2015, the most important area for staff recruitment was the recruitment of personnel for the completion of Units 3 and 4 of the nuclear power plant at Mochovce. A total of 33 new employees, mainly with technical qualifications, were taken on for the project and joined the Company's international team of experts. The respective sites and Company headquarters were heavily involved in external recruitment as the venue for the selection of experts and specialists for a range of technical, economic and administrative positions. Slovenské elektrárne hired a total of 119 employees in 2015.
By the end of the year, the Company employed 3 800 people.
The average age of employees in 2015 was 45.96 years. The average length of employment in the Company was 19.76 years, which is an indication that our employees have long experience and specialised expertise.
The entire employee turnover was at the level of 10.42%, where the rate of voluntary turnover in our Company has long been on a very low level of 1.17%. A total of 408 employees left the Company in the last year.
Development of average wage in the Company has an increasing tendency, year on year, where an average wage in the Company in 2015 reached the level of 1 828.45 euro, which is 3.38% more compared to 2014.
The whole system of employees’ remuneration inherently includes also benefits and above-standard employees´ benefits we are providing to our employees. The employees’ benefits that we provide above and beyond those required by the labour code include supplementary payments, discounts and bonuses. We provide to our employees increased severance pay and retirement benefit, extra five days of holiday, and in case of achieving a positive economic result, we pay profit shares to our employees.
The Company provides for our employees' retirement – contributing 3% of each employee's gross pay to supplementary pension saving, as well as annual lump sum contribution of 275 euro for each employee.
In 2015, Slovenské elektrárne continued in the launched training project Changes Management and Team Cooperation, 491 employees participated in the project. The aim of the project is to make our organisation more competitive by training all the managers in our Company in the effective initiation and implementation of change. This project is a response to both the employee climate survey and our desire to increase efficiency in all areas.
In the course of the last year we have also aimed at managerial skills development of managers participating in assessment and development activities. The aim was to assess the managerial potential of each participant that will subsequently help in deciding the career development of the employees and planning their training and development.
Newly nominated managers participated in the "Lead with Passion" course which focused at improvement of communication between managers, new responsibilities with the aim to provide information and tools to new managers for efficient performance in their new roles.
The overall quantity of training activities for employees was 31 586 man-hours in 2015 within managerial preparation and soft skills courses.
In the area of technical and professional capability, training in the nuclear power plants (NPP) focussed primarily on ensuring that employees have the necessary occupational skills. Five types of technical practical training for internal employees and two types for contractors were made. The aim of training was drill of performed work activities using human error prevention tools. In total 2 400 employees completed training, i.e. 16 276 man-hours of training.
Within the process of permanent improving of units operation safety in nuclear power plants we continued in training Severe Accident Management at the Mochovce site in this year. Training was divided into three levels depending on the need of depth of understanding the issues; 672 employees participated in training, i.e. 9 096 man-hours of training. The issue of severe accident management was consequently included in personnel training and all new comers will come aware of all necessary information based on changes implemented at both NPPs within preventive measures after the accident in the nuclear power plant Fukushima.
For specific target groups from the nuclear power plants - the technical and operational staff of the main control room – were again given outdoor training to reinforce selected soft competencies. In 2015 we aimed at team work development, confidence-building in order to strengthen open communication, receiving and giving feedback as a mean of building confidence in the team.
The emergency response organisation personnel had an outdoor training focused on training the ability to make decisions in non-standard situations and people management in critical situations. Its aim was to strengthen the team cooperation, synergy and confidence in the team, as well as explain to participants the mechanism of the occurrence of stress and learn coping methods to deal with stress.
The project Best Practice in Training continued also in 2015; its main aim was to implement the methods of a Systematic Approach to Training (SAT) for the nuclear power plant personnel.
The project team completed the analysis of work activities in the maintenance departments of nuclear power plants and 4 training programmes were designed with their technical support. As a result, new periodic trainings for the selected groups of maintenance staff were implemented. Currently, the team is preparing new training materials for training on the job and professional preparation. The same procedure of SAT implementation started also for engineering employees.
In the last year several organisational changes have been made to the conventional power plants operation section. Due to the changes, maintaining, improving and ensuring professionally capable personnel to keep smooth, quality and mainly safe operation remains a priority in the area of education and professional training. In total 3 500 participants took part in training, i.e. 17 000 man-hours of training, mainly professional training. At the same time employees participated in professional workshops and conferences in order to gain and implement information in every-day practice. We paid attention to succession planning and knowledge management which became crucial in the conventional power plants. The overall quantity of training activities for the employees of Slovenské elektrárne was 251 131 man-hours in 2015.
Cooperation with universities continued at a high level also in 2015. Slovenské elektrárne has awarded the Aurel Stodola Award for the best university student papers, and awarded scholarships to students studying technical subjects or subjects relevant to the electric power industry. Its main objective is to support the growth of a new generation of engineers and technicians for the Slovak electric power industry. Thirty-two students entered final dissertations and students' research works (ŠVOČ) on the electric power industry for the Aurel Stodola prize in 2015. These were judged by a panel of experts made up of professors from the Slovak technical universities and representatives of Slovenské elektrárne who awarded eight students. In the academic-year of 2015/2016 applications for scholarships were received from 124 students and a total of 25 scholarships were awarded. The scholarships granted by Slovenské elektrárne amounted to 33 250 euro and a total of 7 900 euro was awarded the Aurel Stodola prize.Aurel Stodola Award Scholarships