The State Atomic Energy Corporation ROSATOM

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Remuneration system and social policy


 РОСАТОМ » Capital management efficiency » Human capital management » Remuneration system and social policy



In 2013, the total amount of staff costs was RUB 227 billion, up 7 % from 2012. The cost of one employee per year grew from RUB 826,800 in 2012 to RUB 879,600 in 2013 (up 6.4 %).

Fig. ROSATOM staff cost structure in 2011-2013

3.4.3.1. Uniform remuneration system

The corporate (sectoral) remuneration system provides:

  • an incentive fee: strengthening of the link between the financial gain of the employee and performance and meeting key performance indicators. KPIs of managers of ROSATOM are formulated towards achievement of the strategic goals and KPIs established for the Corporation by the Supervisory Board, while the strategic tasks set for the organisations and enterprises are transformed in the KPI charts of specific managers and cascaded down to structural divisions and employees. Individual KPI charts that follow the uniform corporate standard have been developed for 11,000 top managers of organisations;
  • worthy remuneration for labour.

In 2013, the average monthly wage per employee of ROSATOM grew by 10.6 % against 2012 to RUB 55,300. The average wage in the Corporation is higher by 39 % than the average in Russia (according to the data of the Federal State Statistics Service, the average accrued wage in Russia for December 2013 was RUB 39,700 a month).

Non-material incentives

The uniform sectoral award policy of ROSATOM is the most important element of the non-material incentive system.

In 2013, 152 employees were given state and government awards for their contributions to nuclear industry development, strengthening of the defence capabilities of the country, improvement of nuclear and radiation safety, increasing generation of nuclear electricity and ensuring technological leadership on a global scale.

In 2013, the sectoral nominations programme “ROSATOM’s Person of the Year” was developed and introduced. The programme is aimed at acknowledging employees’ merits. The nominations list includes 53 headings, of which 35 are professions within the divisions, 13 corporation-wide nominations and five special nominations by the Chief Executive Officer.

In 2013, the contest finalists were 177 employees from 65 enterprises in the nuclear industry. The awards ceremony, attended by the top management, was held in Moscow on 27 February. The participants, contest winners and top managers of the sector, highly praised the organization and format of the ceremony.

In 2013, 13,700 people were given ROSATOM awards for high professionalism, great personal contributions to solving priority objectives of the nuclear industry and longstanding commitment to work.

3.4.3.2. Implementation of the social policy

The social policy is aimed at achieving the following goals of the Corporation:

  • improvement of attractiveness as an employer;
  • engagement and retaining of young and high-skilled specialists;
  • improvement of employee involvement;
  • enhancement of expenditure efficiency.

The total amount of social expenditures in 2013 was RUB 12.0 billion.

Fig. An amount of social expenditures per worker of ROSATOM, thousand RUB

To ensure the unity of command of the nuclear industry, in 2013, the Uniform Sectoral Methodological Recommendations for Expert Review of Draft Collective Labour Agreements of ROSATOM’s Organisations were put into effect. The collective labour agreements cover 89.6 % of employees working in the Corporation’s entities. Collective labour agreements of all entities provide for a minimal period of two months for notifying employees of substantial changes in the activities of the Corporation If a situation arises that may lead to a large-scale dismissal, this period is three months.

Interaction with the Interregional Non-Governmental Movement of Nuclear Power and Industry Veterans (INGM NPIV)

INGM NPIV unites 127 veterans’ organisations totalled 325,171 people as of 31 December 2013, of which 81 veterans’ organisations (157,262 participants) are within ROSATOM.

During 2013, welfare assistance to veterans of organisations amounted to RUB 842,000. 1950 veterans’ petitions were addressed. 800 pensioners were awarded the badge “Veteran of Nuclear Power and Industry” by requests of INGM NPIV.

The Executive Directorate of INGM NPIV rendered assistance to serious patients and veterans in sore need to the amount of RUB 358,000. As a rule, the veterans’ organisations monitor the health of veterans, and in JSC Rosenergoatom Concern, visiting nurse care services have been established at seven NPPs. The Praesidium of the INGM NPIV Board initiated a reduction of 10 % of the voucher costs for visiting health resorts of the Russian Nuclear Workers’ Trade Union and the health rehabilitation centre for nuclear industry veterans in Hungary.

The Badge of Honour “For Active Work in Patriotic Upbringing of Citizens of the Russian Federation” and the Commemorative Medals “Patriot of Russia” were awarded to the veterans’ organization of FSUE PA Mayak and leaders of veterans’ organisations:

  • Levitschev A. N., JSC Sverdlovsk Research Institute of Chemical Machine Engineering, Yekaterinburg;
  • Orlov V. E., JSC SCC, Seversk;
  • Saraev O. M., JSC Rosenergoatom Concern;
  • Khimchenko V. I., Lermontov;
  • Chudinovsky A. V., Zababakhin RFNC-VNIITF, Snezhinsk.

Tasks for 2014:

  • to participate in the Corporate Social Programme of Unemployed Pensioners Support;
  • to establish the International Consultative and Expert Board of Nuclear Power and Industry Veterans;
  • to take part in the preparations and conduct of events to be held on the occasion of the 60th anniversary of the start-up of the first nuclear power plant and the 25th anniversary of the Nuclear Society of Russia.




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