Annual Report 2013
Human resources management

Employee training and advancement

In the reporting year, 249 employees of the Company participated in training and advanced training programmes. In 2013, the total time of internal and external training (net of the compulsory training hours) amounted to 16,112 hours, or 47.3 hours per employee (based on average staff numbers). An average number of training hours of employees for the year (net of the compulsory training hours), broken down by categories of employees was: for managers – 5,736 hours, or 59.14 hours per manager and for specialists – 10,376 hours, or 42.70 hours per specialist.

Total expenditures for training (RUR thousand)

Average staff member (total)

Training expenditures per employee (RUR thousand)

26
2011
27
2012
28
2013

Training time per employee (hours)

15
2011
28
2012
47
2013

In 2013, one manager of the Company did the compulsory training that was necessary to obtain Rostechnadzor’s permit to work in the field using atomic energy (total time of that training was 72 hours).

In 2013, employees of the Transport and Logistics Directorate did training courses on the “International Freight Forwarder” (two people); “Shipment of Dangerous Goods by Air” (one person); and the “National Training Courses of Specialists in Application of Requirements of the Safe Transport of Radioactive Materials” (one person). Furthermore, three specialists were granted FIATA

International Federation of Freight Forwarders
diplomas in supply chain management and five specialists were granted FIATA

International Federation of Freight Forwarders
diplomas certifying conformance with the international requirements for a forwarding agent.
Eleven specialists of SRD

Security and Regime Department
(70%) participated in training related to anti-corruption measures.

In the reporting year, internships for the Company’s employees continued under the employee advancement programme at various sectoral enterprises:

  • at JSC SPb IZOTOP: to acquire hands-on experience in arranging transport and the forwarding of nuclear material and radioactive substance shipments (12 people);
  • at Rostov NPP: to acquire hands-on experience and advance professional competencies in the nuclear power plant lifecycle (11 people).

English language skills are a necessary competency for many categories of employees to perform their job duties effectively. In 2013, 70 employees of the Company who process documents in foreign languages and/or take part in negotiations with foreign partners participated in foreign language courses.

A cycle of trainings to advance corporate competencies was conducted jointly with the Corporate Academy of ROSATOM on:

  • activity planning and organisation;
  • change management;
  • conflict management;
  • effective communications; and
  • activity efficiency management.

Staff recruitment and tutorship

Specialists are recruited on a competitive basis after an interview and testing.

The main screening criterion is a candidate’s conformance to the position requirements, which is determined with the use of professional competency models.

32
persons
Total number of filled vacancies
21
persons
Recruitment in external labour market
11
persons
Recruitment within nuclear industry

Staff recruitment in 2013

The Company set up a tutorship system to retain continuity of personnel. The system functions as per the procedure and on terms stipulated in the in-house regulations.

Build-up and use of the succession pool

In 2013 the Company continued building up its succession pool of specialists and managers and their promotion to the sectoral advancement programmes, such as:

  • “ROSATOM’s Domain” (4 people);
  • “School of Leadership” (2 people);
  • “ROSATOM’s Capital” (23 people); and
  • “ROSATOM’s Talents” (4 people).

ROSATOM implements two-year education programmes covering thematic modules, which are aimed at developing managerial skills, and professional and corporate competencies.

In 2013, six managers who had taken part in the sectoral advancement programmes were promoted. As the Company shifts to a new organisational structure in 2014, it plans for the career progression or horizontal transfers of over 30% of managers and specialists who are taking part in sectoral advancement programmes.

Interaction with nuclear sector universities

As in previous years, in 2013, JSC Techsnabexport continued its cooperation with leading Moscow-based universities, primarily with NRNU MEPHI

National Research Nuclear University Moscow Engineering and Physics Institute
, which is the leader in training staff for the nuclear industry.
Company specialists deliver lectures to NRNU MEPHI

National Research Nuclear University Moscow Engineering and Physics Institute
students and post-graduates. Traditionally, JSC Techsnabexport representatives take part in the ROSATOM Career Days held at NRNU MEPHI

National Research Nuclear University Moscow Engineering and Physics Institute
.

The well-proven practice of the recruitment of candidates for employment in the Company through internships with nuclear- related university students in the Company continued in 2013.

In the reporting year, under related agreements, 15 students from NRNU MEPHI

National Research Nuclear University Moscow Engineering and Physics Institute
, the Russian Foreign Trade Academy, and Lomonosov Moscow State University participated in internship and pre-graduation training in the Company, with one student being recruited.

Development of in-house communications and corporate culture

In 2013, an employee engagement study, i.e. readiness to continue working in the Company, share the corporate values, and achieve high performance, held by ROSATOM, showed this indicator to be at 89% (the electronic poll covered 170 employees, including the management).

In 2013, the Company continued meetings of the General Director with the team relating to the Awareness Days.

As in 2012, in the reporting year, JSC Techsnabexport organised a donor initiative to help children with serious diseases, i.e. 39 Company employees donated blood for patients of the Federal Research Centre of Paediatric Haematology, Oncology, and Immunology, named after Dmitry Rogachev of the Ministry of Healthcare of the Russian Federation. The blood donation was held in the mobile station of the Blood Centre of the Federal Medical Biological Agency.