Guided by the International Labor Organization Conventions, Gazprom Group adheres to international standards in the issues of associations freedom, wages, length of a working day and labor conditions, rewarding of workers for their work, social insurance, paid vacations, labor protection, etc.
As of December 31, 2015, the number of Gazprom Group employees totaled 462.4 thousand people with 26.8 thousand of them employed in the Group companies incorporated abroad.
At the same time, the number of personnel at Gazprom Group’s core companies focused on gas production, transmission, underground storage and processing totaled 219.3 thousand people.
Gazprom Group’s employee motivation system, combining financial and non-financial incentives, is aimed at attracting and retaining qualified personnel, as well as increasing the employees’ commitment to high performance.
The wage systems of Gazprom Group subsidiaries provide that the position salaries and tariff rates be determined by qualification and business qualities, running rewards – by the employees’ production activity; additional payments and increments depend on labor conditions and amount of work performed, non-recurrent rewards (including rewards for production facilities and construction objects commissioning, new equipment introduction, energy resources saving, new hydrocarbon deposits discovery) and reward payments according to work results.
The unified corporate norms of the salary payment are outlined in the Model Regulations on salary payment to employees from Gazprom Group subsidiaries according to the Gazprom Order No.377 of December 20, 2012.
To stimulate top management of Gazprom and its main subsidiaries focused on gas production, transmission, underground storage, processing and marketing, the Management Committee Resolution No.927 of December 19, 2006 envisages:
- the annual bonus system with due account for the company-wide and individual key performance indicators of the Company in the accounting year. The list of company-wide indicators includes unit production costs, unit costs of natural gas transmission, amount of gas sales in physical terms, cost saving on purchase of goods (work, services) as well as commissioning of top-priority production facilities;
- the program for Gazprom’s management rewarding with the Company’s shares aimed at the long-term stimulation of the key employees of the Company depending on the appreciation of Gazprom’s shares.
In order to stimulate Gazprom Group employees, the system of their rewarding with the state awards of the Russian Federation, as well as the awards of the Russian Ministry of Energy and Gazprom is being implemented.
In Gazprom, the relationships between employees and administration are governed by several basic documents.
A list of the most important documents is as follows:
- Industry Agreement for the companies engaged in the oil and gas industry as well as in the construction of oil and gas industry facilities in the Russian Federation for 2014 through 2016;
- Industry Tariff Agreement for the power industry of the Russian Federation;
- General Collective Agreement of Gazprom, its Subsidiary and Associated Companies for 2016 through 2018;
- General collective agreements of the Company’s subsidiaries.
Social policy is an integral part of the human resources management policy aimed at maintaining the Company’s competitive advantage in the labor market and creating an effective system of employees’ social protection.
The underlying principle of social security is the social partnership based on a constructive mutual dialogue between employees and employers aimed at regulating social and labor relations.
The main trends and principles of the social policy are stated in the key social document – the General Collective Agreement of Gazprom and its subsidiaries.
Vladimir Kovalchuk, Chairman of Gazprom's Interregional Trade Union and Alexey Miller sign General Collective Agreement for 2013 to 2015
The Company’s current social policy is intended to provide social security of employees, motivating them to lasting efficient work for the Company and is executed by granting benefits, guarantees and compensations, healthcare and medical resort services, various types of private insurance, creating comfortable and safe labor conditions as well as paying supplementary pensions.
With a view to solve the employees’ housing issues a special-purpose program is being successfully implemented on the basis of a new market mechanism – mortgage banking.
In 2012 the social and labor relations within Gazprom Group were regulated in line with the employment legislation, the General Agreement among Russian trade unions, employer associations and the Government, the Industry Agreement for oil, gas and construction companies, collective agreements and other local legal acts of Gazprom Group companies.
Gazprom’s social policy is aimed at providing well-balanced partnership relations between the employees and the employer.
The interests of over 277 thousand of Gazprom Group employees are represented by the Interregional Trade Union (ITU) of Gazprom.