RESPONSIBLE EMPLOYER

In 2020, the ORLEN Group’s hiring policy was focused on recruiting top quality specialists for both day-to-day tasks and strategic projects. Acquisition of the ENERGA Group (9,731 people) and RUCH Group (407 people) in 2020 and expansion of the ORLEN Group’s power generation, petrochemicals, maintenance services, IT and retail areas led to a year-on-year increase in total workforce by 11,040 people to 33,377 employees. In 2020, the average annualised workforce at the ORLEN Group was 32,792, an increase by 10,966 employees year on year.

Indicators on the composition of supervisory bodies and workforce broken down by employee category by gender, age and other diversity indicators are available in the ‘Diversity Policy’ section.

The proportion of temporary work contracts at the ORLEN Group is negligible and they are used on an as needed basis.

Employee turnover rates at the ORLEN Group are similar to those recorded in 2019.

The rules of remuneration in place at PKN ORLEN are laid down in the Collective Bargaining Agreement. The main components of remuneration are base pay (determined according to the Pay Grade Table and Base Pay Table) and a bonus. Employees are covered by monthly, quarterly, quarterly/annual or annual bonus schemes, depending on positions held.

Employees are also entitled to receive an extra annual bonus for achievement of solidarity targets, and a number of allowances, including shift-work allowance, chemical emergency service allowance, or expat allowance. For particularly outstanding achievements, an employee may be awarded a prize, financed from the Employer Prize Fund.

In 2020, the ORLEN Group companies implemented consistent rules for granting awards from the Employer Prize Fund (a formal document) and deployed ‘Wniosek IT’, an e-application within the SSEGK system to run the award process in line with the rules.

Furthermore, investment projects are and will be an important feature of the ORLEN Group’s Strategy and positioning efforts. An additional incentive scheme was created within the Employer Prize Fund in order to reward and incentivise key employees who are expected to pursue the most demanding investment goals. The scheme targets the Company’s areas and employees with the strongest impact on the Company’s investment projects and performance.

In 2020, a Collective Bargaining Agreement was negotiated at Energomedia, and the Remuneration Rules for ORLEN Upstream were amended. In addition, remuneration principles were worked out for the ORLEN Foundation, which are to take effect in 2021.

In 2020, PKN ORLEN entered into a pay agreement for 2020, which provided for obligatory base pay rises of PLN 300 for employees graded 1 to 8 and an extra pool of PLN 100 per employee for further allocation of merit increases. Furthermore, Christmas bonuses totalling PLN 3,500 were agreed. Pay agreements were signed at all ORLEN Group companies. They were adapted to each company’s financial capabilities and additionally depended on its position on the pay market.

In 2020, the average gross monthly remuneration (including base pay, bonuses, awards, lump-sum allowances and overtime) at the ORLEN Group was PLN 8,486.

Development of the human resources functions and standardisation of processes across the ORLEN Group

HR and payroll solutions at the ORLEN Group evolve continually so as to effectively support its business processes. Based on the HR policy for the ORLEN Group, HR and payroll processes at the Transaction Centre are optimised on an ongoing basis. IT systems are developed to streamline staff administration activities and improve the efficiency of HR processes in the Group. In 2020, a project team consisting of representatives of various functions and companies continued a project aimed at standardising HR processes across the ORLEN Group. The digitisation of PKN ORLEN S.A. and ORLEN Group HR and payroll services continued throughout 2020. An application supporting the onboarding process at the ORLEN Group was further developed, and so was the ORLEN Group’s cafeteria system, which was also deployed in other Group companies. KCP, a work time planning and reporting tool, was implemented in further ORLEN Group companies, resulting in further standardisation and improvement of efficiency of the working time management process. The continuous development of HR functions combined with process digitisation improve the HR processes, guaranteeing their high quality and transparency. The pandemic in 2020 showed that HR digitisation was the most appropriate development focus for HR functions and enabled the ORLEN Group to adapt to new needs and requirements, including home office arrangements, in a very short time frame. All recruitment processes, image-building efforts and a complete range of training and development activities were carried out remotely, providing employees with uninterrupted access to training and development opportunities. Recruitment processes and campaigns were communicated on social media and career sites and by attending online events. Knowledge-sharing and employer branding activities (presence at universities – the ORLEN Knowledge Days) were also carried out remotely.

Image-building activities

In 2020, we carried out the Employer’s Brand Ambassador programme to reinforce our image as an attractive employer, which included communicating PKN ORLEN’s strengths as an employer and building personal employee brands to show the people who form the ORLEN Group.The programme is based on promoting projects implemented by project ambassadors, which includes fostering the image and reputation of the employer’s brand, while identifying the key areas of their activities, processes and innovation, showcasing the contribution of employees to the company’s strategy. The primary activities of the programme are reaching out to the prospective candidates, building satisfaction and pride, improving employee identification with the employer and raising employee awareness of the broadly defined ORLEN products and services. Participation in the Ambassador programme offers many long-term benefits involving personal brand development, career development opportunities, greater recognition and an opportunity to improve one’s knowledge. The Ambassadors are employees, interns and partners: representatives of universities, student research groups and student organisations. All persons involved in the programme are proud of their work, popular and recognised by their colleagues and professional communities.

Furthermore, as part of the image-building efforts, PKN ORLEN’s solutions and practices were promoted through social media and partnerships with external companies – employer branding activities relating to the Well.HR report and cooperation with the Dream Employer programme – promoting ORLEN’s employees, solutions and best practices through participation in webinars, podcasts, debates, or offering expert commentaries.

Focusing of specific target groups relevant to the Company’s business areas – current and prospective employees, as well as students and graduates of vocational schools and universities. Being aware of the need for synergies between business and academia, the ORLEN Group collaborates with the academic community.

It is also important for PKN ORLEN to offer employment opportunities to disabled persons, which is why together with some other ORLEN Group companies we joined the ‘Work – Integration’programme of the State Fund for the Rehabilitation of the Disabled (PFRON), aimed at recruiting people with disabilities from the open labour market. Seven Group companies joined the Programme together with PKN ORLEN: ANWIL S.A., ORLEN Centrum Usług Korporacyjnych Sp. z o.o., ORLEN Eko Sp. z o.o., ORLEN KolTrans S.A., ORLEN Ochrona Sp. z o.o., ORLEN Paliwa Sp. z o.o. Oddział Logistyka Pierwotna Gazu and ORLEN Południe S.A. Jobs for 28 persons with disabilities were declared in total. In 2020, PKN ORLEN hired 7 disabled persons, and the other companies hired 16 disabled persons (23 persons in total). The programme will be continued next year.

What is more, PKN ORLEN deems it necessary to raise the awareness of its employees around disabilities. And to this end it organises special information and consultation meetings. Two meetings were held in 2020 for managers hiring or intending to hire persons with disabilities, as well as a meeting addressed to everyone interested in the subject of employee disability. Further to that, individual consultations with a disability expert for PKN ORLEN employees were launched in December 2020. The expert is on duty once a week.

Realising the need to build an HR pipeline in professions that are crucial to the industry, given especially the specific business profiles of the Group companies, PKN ORLEN engages in active partnerships with vocational schools – as a result students obtain expert support during hands-on activities and have the opportunity to take part in study visits and trainee placements offered by the Group companies. PKN ORLEN cares for the professional development of young people − students, university graduates and school leavers, by providing them with an opportunity to acquire their first professional experience on internship and work placement programmes, Which are attended by dozens of university graduates and school leavers each year. In 2020, PKN ORLEN had 85 interns in the ‘Headed for ORLEN’programme and the ‘#Energy for the Future’ programme carried out in cooperation with the Ministry of Climate and PGE Polska Grupa Energetyczna S.A., Polskie Górnictwo Naftowe i Gazownictwo S.A. and Polskie Sieci Elektroenergetyczne S.A.Furthermore, PKN ORLEN offers development opportunities to Poles studying abroad. This year, we were a strategic partner of the Summer Stock Exchange School, aimed at encouraging young talented Poles studying abroad to plan their career paths at Polish or multinational companies, public institutions operating in Poland, or foreign branches of Polish companies. As part of the programme, we provided holiday internship, workshop and mentoring opportunities. We also established cooperation with the Lesław Paga Foundation as part of the EnergyAcademy Programme, which is addressed to young people who would like to work in the energy sector in the future. Internships were completed by 135 students, mostly in the production, development and technology segments, but also in other business areas.

In 2020, we signed agreements for group internships with the Helena Chodkowska School of Technology and Economics, an agreement for project internships with the Faculty of Chemistry of the Warsaw University of Technology, as well as a framework cooperation agreement with the Main School of Fire Service in Warsaw.

PKN ORLEN also participated in career fairs (Virtual IT Career Fair, CSR Fair, Career and Internship Fair for Computer Specialists and Electronic Engineers at the Faculty of Electronics and Information Technology of the Warsaw University of Technology) at technical universities, and provided students and graduates with opportunities to gain professional experience. Additionally, it was involved in a number of education and awareness-raising projects, including the ORLEN Knowledge Day for Mechanics and Machine Design students of the Warsaw University of Technology Branch in Płock and for Chemical Technology students of the Warsaw University of Technology. Before the pandemic, PKN ORLEN participated in the Business Networking Day (workshops, lectures and career counselling with the involvement of PKN ORLEN) and in the Meet Your Employer event hosted by the Warsaw University of Technology.

For nine years in a row, PKN ORLEN has been recognised by experts from Top Employers Institute as Poland’s leading employer. Based on the results of an independent study of the HR policies of surveyed companies, PKN ORLEN won the Top Employer Polska 2020 title once again in 2020. The TOP Employers Institute survey is conducted among the world’s best employers whose HR practices are in line with international standards.