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About PSE
Business strategy
Impact on the economy and the market

Impact on society and employees
Environmental impact
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About PSE

Impact on society and employees
Business strategy
Environmental impact
Impact on the economy and the market
On the report
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GRI PL Language

Impact on society and employees
Our activities and ensuring the continuity of electricity supply determine Poles wellbeing.

It is PSE’s particular concern to ensure the security of employees and contractors’ personnel providing services to our company. Therefore we incessantly take care of the development and security of our technical infrastructure.

We are a modern organisation fostering an innovative working environment. We care about the development of internal competences of our employees. We want to constantly strengthen the unique knowledge base in the organisation and the expertise of the PSE staff responsible for maintaining a secure and stable power system.

We are keen to strengthen awareness and educate the public about the functioning of the electricity market.
Impact on society and employees
Development of regions and local communities
Quality of Poles’ lives vs electricity supply
How PSE’s activities translate into the transmission tariff and electricity bills
PSE’s HR development priorities
Work based on the highest standards of safety

PSE’s HR development priorities

One of basic objectives of an effectively operating organisation is the sustainable and consistent support to the development of employee’s competences leading to the achievement of results in line with strategic plans.
PSE’s personnel policy adopted in December 2018 is aimed to ensure business support through the acquisition and retention of highly specialised employees. It is owing to employees, their experience and commitment that the company is an organisation in which social responsibility combines with business objectives. The Policy adopted is founded on values and corporate culture, which expand into three pillars – values, high quality and improvement.

Personnel Policy pillars

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Information on employees and other workers in the organisation, by duration of employment, gender and region
GRI 102-8
Total number of employees by gender
2018
2017
Women
510
478
Percentage of women (%)
21.46%
21.17%
Men
1866
1780
Percentage of men (%)
78,53%
78,83%
Total
2376
2258
Table. Total number of employees by duration of employment, gender and region
GRI 102-8 Total number of employees by duration of employment, gender and region: Number of employees
2018		 Number of employees
2017
Women Men Total Women Men Total
Konstancin-Jeziorna (Head Office) fixed-term contracts 41 94 135 66 141 207
indefinite-term contracts 321 733 1054 315 651 966
Total 362 827 1189 381 792 1173
Warsaw ZKO fixed-term contracts 0 16 16 3 14 17
indefinite-term contracts 26 197 223 14 201 215
Total 26 213 239 17 215 232
Bydgoszcz ZKO fixed-term contracts 3 16 19 2 18 20
indefinite-term contracts 28 151 179 14 136 150
Total 31 167 198 16 154 170
Radom ZKO fixed-term contracts 3 13 16 0 15 15
indefinite-term contracts 30 197 227 21 186 207
Total 33 210 243 21 201 222
Poznań ZKO fixed-term contracts 3 30 33 1 9 10
indefinite-term contracts 26 206 232 20 206 226
Total 29 236 265 21 215 236
Katowice ZKO fixed-term contracts 1 21 22 1 7 8
indefinite-term contracts 28 192 220 21 196 217
Total 29 213 242 22 203 225
TOTAL fixed-term contracts 51 191 242 73 204 277
indefinite-term contracts 459 1675 2134 405 1576 1981
Total 510 1866 2376 478 1780 2258
GRI 102-8
Number of employees by working time:
2018
 
Full-time:
493
1849
2342
Part-time:
17
17
34
Total:
510
1866
2376
2017
 
Full-time:
465
1756
2221
Part-time:
13
24
37
Total:
478
1780
2258
GRI 102-8 Number of employees and associates (converted to persons) by: Number of employees
2018 2017
Women Men Total Women Men Total
employed under contract of mandate 0 1 1     0
employed under work made for hire contract     0     0
employed under an internship contract     0     0
self-employed     0     0
employees under supervision and/or seasonal workers     0     0
Total 0 1 1     0
Training and education

GRI 404-2
Training catalogue adopted and used in our organisation includes various types of training adjusted to the needs of PSE employees. The offer is being updated and expanded on a continuous basis so as to best address the needs of the organisation and employees. We assume that the training catalogue will evolve as PSE’s needs change.
The catalogue has been prepared in such a way as to optimise the selection of training within the available budget in terms of effective fulfilment of tasks and the employee’s diagnosed needs, as well as the company’s objectives. It is a tool that facilitates the systematic development of knowledge, skills and qualifications of employees.
Training products are divided in the catalogue into five categories:
  • Manager Academy management training through which we offer the executive and management staff training that improves managerial and leadership skills. Participation in 3 meetings during a year is mandatory. The choice of training depends on the individual needs of each manager.
  • Specialised and expert training – concerning the subject matter closely related to the substantive nature of work in a given area or in a given job position.
  • Training developing soft skills – improving personal skills and supporting effective, task-oriented work.
  • Adaptation, introductory, periodic and on-the-job training – covering all employee groups irrespective of functional areas and hierarchies. Provide basic, universal knowledge which is essential at work.
  • Industry conferences
In 2018, the training catalogue included mainly social skills development training for the management staff and the employees. Training courses were divided into four thematic groups:
  • management,
  • employee motivation and development,
  • communication,
  • efficiency.
Example training subjects include:
  • 4 management functions
  • Team building and development,
  • Negotiations,
  • Aspiration to achieve results.
In addition to the development of social competences, the offering addressed to PSE employees includes project management training, MS-Office e-learning training, and tax training courses. In preparing the assumptions for the catalogue, we adopted the rule that environmentally-friendly solutions were worth applying in the training. Owing to this, most of the training materials provided are delivered to participants in electronic form. Only materials needed for classes are printed, which substantially reduces paper consumption.

In 2019, further specialist training courses will be added to the PSE training offer. Our organisation’s plans also provide for expanding the soft training range.
Average hours of training per year per employee by gender and employment structure
GRI 404-1 Total hours of training by gender
2018 2017
Women Men Total Women Men Total
Total hours of training by gender 5272 23448 28720 3737 38861 42598
Number of employees (values identical to the data from GRI 102-8 ) 510 1866 2376 478 1780 2258
Average hours of training by gender 10,34 12,57 12,09 7,82 21,83 18,86

GRI 404-1 *
Employment structure		 Total number of employees by employment structure Total training hours by employment structure Average training hours by employment structure
2018
Learn more
System Analyst 5 48 9,60
Assistant 10 48 4,80
Adviser 5 0 0,00
Director 31 232 7,48
Dispatcher 122 1856 15,21
SC Duty Officer 16 88 5,50
RCN Duty Officer 7 0 0,00
Substation Duty Officer 184 4736 25,74
Expert 74 272 3,68
Electrical Fitter 12 0 0,00
Main Specialist 212 1104 5,21
Inspector 45 544 12,09
Supervision Inspector 24 0 0,00
Equipment Maintenance Inspector 5 296 59,20
System Engineer 7 352 50,29
Engineer 52 256 4,92
Power System Automation Engineer 14 728 52,00
Equipment Maintenance Engineer 35 1056 30,17
Office Manager 16 0 0,00
Section Manager 47 992 21,11
Division Manager 168 2976 17,71
Junior Specialist 110 2240 20,36
Designer 28 0 0,00
Legal Counsel 33 232 7,03
Clerk 7 16 2,29
Specialist 404 3672 9,09
Specialist Coordinator 267 2664 9,98
Senior Inspector 10 0 0,00
Senior Engineer 22 64 2,91
Senior Specialist 283 2816 9,95
Senior Technician 21 0 0,00
Intern 7 16 2,29
Technician 7 48 6,86
ICT Engineer 15 528 35,20
Deputy Director 53 528 9,96
Other positions 18 312 17,33
*In previous years, PSE reported this indicator in accordance with the CCBAs in force at the individual ZKOs, while since 2018 a common CCBA has been in force for the whole Company. The data presented apply to all locations.
Energy Internship
Since 2013, the Energy Internship programme has been pursued, under which the most talented power engineering students and university graduates are acquired to work with the company.
The programme provides for the employment of selected persons under contracts of employment for a period of 10 months. Each intern develops his or her knowledge under the guidance of a mentor assigned to them. After that period, the intern can be employed on a permanent basis.
In 2018, 11 interns were employed under the internship programme. In the six editions of the programme held so far, 37 interns have been employed in total, 32 of whom are continuing employment with PSE.
Development programmes
The development programme for the executive staff under the name of PSE Manager Academy was conducted in a manner tailored to the individual needs of persons holding managerial roles. As part of participation in the activities, each manager selected at least 3 of 11 training subjects improving soft skills. The new formula of management staff development met with high interest – managers willingly participated in training improving the level of management skills.
Apart from catalogue training delivered in 2018, we continued regular development programmes focusing around ensuring the correct operation of the Polish Power System. Traditionally, significant elements of development activities included two dedicated development programmes for Maintenance Personnel and Dispatching Personnel.
SMART SEMINARIA are a cycle of lectures aimed to disseminate and exchange knowledge, dedicated to a wide group of PSE employees. The subjects of the seminars are diverse and depend on current needs.
In 2018, SMART Seminars were conducted both on the sector-specific subjects, concerning the national capacity market and energy for non-energy engineers, and in the areas of motivation, work-life balance and savoir-vivre in business. Video recordings of seminars are available in the Intranet and can be reviewed at any time.
OHI survey
In 2018, we conducted a heath survey among employees using the OHI (Organisational Health Index) survey.
The survey is a significant part of the programme which is aimed to create an innovative organisation which is capable of quick adaptation. As part of the survey, the values present at PSE were assessed as well as those desired in future. According to our employees’ opinion, our greatest strength is a sense of responsibility, and the greatest weakness is motivation. The hierarchical structure was often indicated as a problem that hinders daily work and makes decision-making a rigid and lengthy process. The positive values indicated during the survey were: responsibility, professional development and having a vision.
More than 1,330 people participated in the survey conducted in 2018, a turnout rate of 59%. The high turnout showed a high degree of the employees’ engagement in what happens at the company. The result was lower than that recorded in 2017, which is due to a difficult adaptation period the company has been experiencing in consequence of many changes made. The survey results allowed us to diagnose the strengths of the organisation and areas that need improving.
Employees appraisal system, management by objectives
In 2018, a three-level performance appraisal system was in place, introduced a year before for employees in specialist positions. All employees of are subject to performance appraisal. In specialist positions, the appraisal is performed on a quarterly basis (provided that at least 1/3 of the billing period has been worked).
The management staff, legal counsel and experts were covered by a management system providing for the achievement of strategic objectives cascaded by the Management Board and based on the company’s strategy. Management by objectives is a complex and performance-oriented method of appraisal, and additionally – and very importantly – it is conducive to boosting the commitment of the staff to the pursuit of strategic objectives and facilitates the monitoring of the achievement of those objectives. The introduction of the system was preceded by training courses and workshops which involved all staff.
The consequence of the introduction of management by objectives for management staff, legal counsels and experts is a new bonus system based on an appraisal of work performance. Appraisal of performance against objectives and payment of bonuses takes place on a semi-annual basis.
GRI 404-3
Percentage of employees receiving regular performance and career development reviews, by gender
2018
2017
Percentage of employees of the organisation receiving regular performance and career development reviews, by gender:
100%
100%
Women:
100%
100%
Men:
100%
100%
Cooperation with social partners
According to the provisions of the Trade Unions Act and the Employee Information Act, our company cooperates on a daily basis with its social partners.

The following social organisations operate at PSE:
  • Trade unions:
    • Intercompany Trade Union of Engineers and Technicians at PSE,
    • Trade Union of the Polish Power System Continuous Operation Workers – ZZPRC PPS ,
    • Company Organisation No 3202 of Solidarity Trade Union Mazovia Region at PSE SA,
    • Electricity Industry South Trade Union,
    • Extra High Voltage Power Workers' Trade Union;
  • Workers' Council;
  • Civic Labour Inspector.
Under the cooperation, amendments to the PSE Company Collective Bargaining Agreement, the Labour Rules, and the Company Social Welfare Fund are negotiated. The company also enters into agreements on: the rules of system-based pay rises, topping up prepaid cards on the occasion of the Power Engineer's Day and Christmas, and the rules for payment of extra bonuses. The trade unions and the Workers' Council receive semi-annual and annual reports on issues such as: the utilisation of the wage fund, components of the pay incentive system, employment, organisational changes, and the economic and financial standing of the company. In addition, cyclic meetings are held at PSE with all trade unions, at which issues are discussed including employee matters.
GRI 102-41
Total number of employees by:
2018
2017
Total number of employees covered by a collective bargaining agreement
2165
2258
Total number of employees
2376
2258
Percentage of employees covered by a collective bargaining agreement
91.1%*
100%
*The Company Collective Bargaining Agreement (CCBA) applies to all employees hired under a contract of employment, except the employees of PSE Inwestycje, who were successively covered by the agreement as part of their employment within the PSE structure in the transitional period.
The CCBA governs, first of all, the mutual rights and obligations of the parties to the contract of employment, including benefits closely related to work.
GRI 103-1
Job evaluation
In 2018, the evaluation of managerial and specialist positions was performed at PSE. As a result of the work, position levels and dependencies between them were systematised. The evaluation was performed using the analytical/scoring method, based on job descriptions and direct interviews with the managers of the respective areas.
The job positions were evaluated in the context of three main criteria groups:
  • the level of skills needed to achieve performance in each position,
  • the degree of difficulty and complexity of work,
  • the responsibilities of the position.

The purpose of the job position evaluation project was mainly to create a system which is transparent, both for the management staff and for the employees, based on clear rules strengthening the sense of fair treatment among employees.
New hires in 2018
GRI 401-1 Total number of new hires by: Number of employees Number of newly hired employees Percentage of newly hired employees (converted to persons)
2018 2017 2018 2017 2018 2017
Gender
Women 510 478 60 72 11,76% 15,06%
Men 1866 1780 186 188 9,97% 10,56%
Age groups
<30 214 196 79 96 36,92% 48,98%
30-50 1603 1486 149 149 9,3% 10,03%
>50 559 576 18 15 3,22% 2,6%
Total 2376 2258 246 260 10,35% 11,51%
Departures in 2018
GRI 401-1 Total number of employee departures by: Number of employees Number of employee departures Percentage of employee departures
2018 2017 2018 2017 2018 2017
Gender
Women 510 478 23 31 4,51% 6,49%
Men 1866 1780 61 68 3,27% 3,82%
Age groups
<30 214 196 21 5 9,81% 2,55%
30-50 1603 1486 47 40 2,93% 2,69%
>50 559 576 16 54 2,86% 9,38%
Total 2376 2258 84 99 3,54% 4,38%
Wysokość wynagrodzenia pracowników najniższego szczebla według płci w stosunku do płacy minimalnej
GRI 202-1 Minimum wage at a given location (gross value) average remuneration of the lowest-level employee - WOMEN ratio of lowest-level remuneration to the minimum pay - WOMEN average remuneration of the lowest-level employee - MEN ratio of lowest-level remuneration to the minimum pay - MEN
Location 2018 2017 2018 2017 2018 2017 2018 2017 2018 2017
Konstancin-Jeziorna (Head Office) PLN 2 100 PLN 2 000 PLN 5 627,00 PLN 3 200,00 2,68 1,6 PLN 5 805,00 PLN 3 000,00 2,76 1,5
Bydgoszcz PLN 2 100 PLN 2 000 PLN 4 769,00 PLN 4 046,43 2,27 2,02 PLN 4 786,29 PLN 4 326,84 2,28 2,16
Katowice PLN 2 100 PLN 2 000 PLN 3 853,00 PLN 3 783,00 1,83 1,89 PLN 3 700,00 PLN 4 216,00 1,76 2,11
Poznań PLN 2 100 PLN 2 000 PLN 5 404,16 PLN 4 630,27 2,57 2,32 PLN 5 190,60 PLN 4 500,74 2,47 2,25
Radom PLN 2 100 PLN 2 000 PLN 5 966,65 PLN 4 202,78 2,84 2,10 PLN 5 997,28 PLN 4 330,40 2,86 2,17
Warsaw PLN 2 100 PLN 2 000 PLN 4 000,00 PLN 3 500,00 1,9 1,75 PLN 3 500,00 PLN 2 980,00 1,67 1,49
Impact indicator
Equivalent of additional benefits

GRI 103-1 GRI 401-2
Employee health-promoting benefits and programmes
PSE has been providing an extensive welfare package to its employees and their families for many years. The benefits that PSE’s employees could receive in 2018 were: the Employee Pension Scheme, meal subsidies, prevention scheme, leisure subsidies for employees and their children, housing loans, subsidies to school residential trips, nurseries and kindergartens, as well as cultural activity subsidies.

In 2018, we continued an initiative addressing our employees’ needs, designed to enable our employees to take children to work on days off school – called children’s KDM (Kolorowa Dziecięca Majówka). On such days PSE organises various activities for children conducted by professional animators and provides care for them.
Employee health-promoting benefits and programmes
Type of additional benefit Number of persons who received a benefit in: Description
2018 2017
Leisure subsidies for employees and their children 2325 1571 Leisure subsidies for employees and their children 2,325 1,571 Maintaining work-life balance, arranging holiday trips for employees’ children, helping employees to spend time with their families during holiday trips.
Medical care 2077 2013 Improving employees’ access to health prevention, improving the accessibility of medical services, which translates into improvement of employees’ health.
Subsidising forms of sport, recreational and cultural/educational activities. 2134 1347 Improving physical and health condition, creating opportunities for employees to foster their interests, opportunities to participate in interesting cultural events, maintaining work-life balance.
Aid schemes in the transitional period supporting retirement
Employees acquiring pension rights at PSE have the opportunity to receive several mandatory and optional benefits:
Obligatory benefits:
  • retirement severance pay dependent on years of service at PSE and the time of termination of the contract of employment (up to 500 percent of the pay base);
  • compensation for the loss of funding of electricity costs (twice the average wage at the company).

Optional benefits:
  • base pay rise by up to 10% during two years before retirement.
GRI EU15 Percentage of employees eligible to retire in the next 5 and 10 years
Employee categories Number of employees eligible to retire in 5 years Percentage of employees eligible to retire in 5 years Number of employees eligible to retire in 10 years Percentage of employees eligible to retire in 10 years
Learn more
System Analyst 4 0,17% 4 0,17%
Assistant 1 0,04% 3 0,13%
Adviser 0 0,00% 0 0,00%
Director 3 0,13% 6 0,25%
Dispatcher 12 0,51% 20 0,84%
SC Duty Officer 0 0,00% 0 0,00%
RCN Duty Officer 0 0,00% 1 0,04%
Substation Duty Officer 22 0,93% 65 2,74%
Expert 18 0,76% 27 1,14%
Electrical Fitter 0 0,00% 2 0,08%
Main Specialist 21 0,88% 32 1,35%
Inspector 5 0,21% 11 0,46%
Supervision Inspector 6 0,25% 9 0,38%
Equipment Maintenance Inspector 1 0,04% 3 0,13%
System Engineer 0 0,00% 0 0,00%
Engineer 2 0,08% 4 0,17%
Power System Automation Engineer 2 0,08% 2 0,08%
Equipment Maintenance Engineer 3 0,13% 4 0,17%
Office Manager 1 0,04% 1 0,04%
Section Manager 4 0,17% 10 0,42%
Division Manager 19 0,80% 35 1,47%
Junior Specialist 1 0,04% 2 0,08%
Designer 3 0,13% 5 0,21%
Legal Counsel 2 0,08% 4 0,17%
Clerk 2 0,08% 2 0,08%
Specialist 42 1,77% 62 2,61%
Specialist Coordinator 29 1,22% 45 1,89%
Senior Inspector 6 0,25% 7 0,29%
Senior Engineer 1 0,04% 2 0,08%
Senior Specialist 12 0,51% 28 1,18%
Senior Technician 2 0,08% 9 0,38%
Intern 0 0,00% 0 0,00%
Technician 2 0,08% 4 0,17%
ICT Engineer 1 0,04% 3 0,13%
Deputy Director 4 0,17% 7 0,29%
Other positions 2 0,08% 6 0,25%