1. YOUNG TALENTS’ ATTRACTION AND DEVELOPMENT BEST PRACTICES
OF ROSSETI GROUP OF COMPANIES
Ms. Natalia Erpsher
May 2017

2. ROSSETI IS A BACKBONE POWER COMPANY OF RUSSIA
PJSC «Rosseti» was established on April 4, 2013
by the Presidential Decree № 1567 as of November 22, 2012
of electric power of Russia supplied via distribution networks
74%
thousand substations
496
of electric power of Russia supplied via a mainline network
88%
transformer capacity (GVA)
773
length of power transmission lines
(in thousand km)
2 314
subsidiary and affiliated grid companies 15
of electricity produced in Russia
75%
PJSC «Rosseti» provides transmission of more than 78
regions of operation in Russia 1

3. STAFF BY LEVEL OF EDUCATION
ROSSETI IS A MAJOR EMPLOYER IN THE ELECTRIC POWER INDUSTRY
total number of employees
216K
average age of employees in the last
4 years
42 y.o.
turnover rate
4,5%
employees under the age of 35 y.o.
32%
100% of employees are involved in the corporate training program, more than 50% of employees have off-the-job trainings annually.
A tendency to recruit young professionals has been decreasing in recent years (from 15,000 to 12,000 people).
STAFF BY LEVEL OF EDUCATION
STAFFING LEVELS % 2

4. Promotion of technical professions and engineering specialization
KEY STAFFING TRENDS IN THE ELECTRIC POWER INDUSTRY
ELECTRIC POWER SECTOR
HR POLICY
SINCE 2013
Industry’s needs
Graduates
Industry’s needs
Graduates
Promotion of technical professions and engineering specialization
Actualization of qualification requirements – development of professional standards, synchronisation with educational standards
Active participation of the Russian Ministry of Energy in staffing programs in collaboration with industry’s largest employers
strong educational level imbalance: higher education dominance causing technical worker shortage in Russian labor market
shortage of young specialists in engineering, including power engineering
higher education system reform – shift from specialized programs to bachelor and master degree programs, elimination of “engineer” as a post graduate degree
enhancing the image of engineering as a profession
practice-oriented educational programs for young specialists
joint program on developing targeted bachelor and master degree programs in collaboration with employers
selection of young specialists during educational process 3

5. 300 7 1,2 8 6,7 COOPERATION WITH EDUCATIONAL INSTITUTIONS
In accordance with HR policy PJSC «Rosseti» takes an active role in developing a system of practice-oriented educational and vocational guidance programs
300
partners – educational institutions of higher and specialized professional education in all regions of operation
General partner - National Research University «Moscow Power Engineering Institute»,
key partners – universities – members of the Energy Power Educational Consortium
KEY AREAS OF COOPERATION
KEY FIGURES
departments established at educational institutions in cooperation with the company 7
dual education system development
designing targeted educational program for students
internships and student volunteering teams
vocational guidance activities
active participation in the educational process
young high-potential (HiPo) specialists identification
training facilities development and modernisation
1,2
thousand students involved in targeted education
(with guaranteed further employment) 8
thousand students annually doing internships at the electrical grid complex facilities
the number of educational programs developed in cooperation with the company has doubled since 2014, for instance, 44 programs were conducted in 2016
thousand students from 100 educational institutions have worked in student volunteering teams since 2010
6,7 4

6. COOPERATION WITH EDUCATIONAL INSTITUTIONS
STUDENT VOLUNTEERING TEAMS
С BACHELOR THESIS PROJECT COMPETITION
Since 2010 student volunteering teams work at company’s sites accross the country during summer vacation.
The competition is organized jointly with the Youth section of Russian National Committee of CIGRE.
Bachelor graduate projects on electrical power engineering are eligible to apply for the competition.
The winners get a special scholarship and an opportunity for further employment.
Students perform complex tasks requiring special skills and electrical safety qualification access (f.e. cabling, installation of power equipment) as well as support works (f.e. assembly of transmission towers, right-of-way clearance).
182 projects
21 universities
2016 COMPETITION HIGHLIGHTS
YOUNG ENGINEERS & SCIENTISTS SUMMER CAMP
Student volunteering teams participated in construction and renovating of 370 sites such as power supply facilities of Winter Olympic Games in Sochi, the APEC Russia 2012 in Vladivostok, Summer Universiade in Kazan.
Format of candidate screening and selection for targeted master’s program at the leading power engineering university of Russia with guaranteed further employment. 5

7. HUMAN RESOURCES DEVELOPMENT
KEY PRINCIPLES AND APPROACHES OF HR MANAGEMENT
Unification of staff qualification requirements
Ensuring maximum development of employee performance potential
Ongoing process of education and training («lifelong learning»)
HR development in respect of company’s future needs (incl. the core competencies)
Staffing of integration processes 6

8. HUMAN RESOURCES DEVELOPMENT
KEY PROJECTS
Participation in professional standards’ development
development of 10 professional standards in electric power complex by key activities that ensure the consistency of qualification requirements for 50% of employees
active participation in further review and approval of professional standards for non-core areas in electric power industry
participation in actualization of educational standards, accreditation of professional educational programs
Participation in WorldSkills
(since 2015 )
development and promotion of core competencies for electric power industry
conducting open corporate in-house championships on the base of WorldSkills standards on a regular basis
participation in regional and national championships that allows to follow the principles of consistency of qualification requirements and ongoing educational and training process in compliance with the world best practices
Непопулярность среднего профессионального образования среди вчерашних выпускников, низкий престиж рабочих профессий сказывается на….
Структура профессионального образования смещена в пользу высшей школы. В то же время спрос на квалифицированных рабочих и специалистов остается неудовлетворенным и продолжает возрастать.
Несбалансированность объемов и профилей подготовки специалистов с потребностями рынка труда в ряде случаев усугубляют проблемы трудоустройства выпускников образовательных учреждений.
Corporate Training System Development
32 corporate educational centers that cover educational and training needs by 60%
actualization of corporate training programs in accordance with professional standard requirements
implementation of digital and distance learning resources
certification of corporate educational centers using WorldSkills standards 7

9. HUMAN RESOURCES DEVELOPMENT
KEY PROJECTS
opportunities for technical and personal development:
participation in scientific events all over the world, e.g. CIGRE Biennial Sessions held in Paris
cooperation with CIGRE study committees and working groups
access to the on-line library, one of the most comprehensive accessible databases of relevant technical works on power engineering
interaction with:
leading technical partner universities
biggest power companies
global network of experts
Membership in Youth section of Russian National Committee of CIGRE
Work with talent pool
(talent management)
discovering and work with talents at all management levels up to primary production departments
identification of youth talent pool into a certain target group
HR development in respect of forecasting needs and competencies in long-term demand
Непопулярность среднего профессионального образования среди вчерашних выпускников, низкий престиж рабочих профессий сказывается на….
Структура профессионального образования смещена в пользу высшей школы. В то же время спрос на квалифицированных рабочих и специалистов остается неудовлетворенным и продолжает возрастать.
Несбалансированность объемов и профилей подготовки специалистов с потребностями рынка труда в ряде случаев усугубляют проблемы трудоустройства выпускников образовательных учреждений. 8

10. TALENT MANAGEMENT
PJSC “Rosseti” considers the following key competencies in HR and in particular young employees’ development:
A complex of measures has been implemented to develop the above-mentioned competencies that also includes trainings in different formats: lectures, business cases analysis, foresight sessions, business projects, participation in regional and international conferences and forums, internships at major international power companies, innovative projects competitions. 8

11. International Youth Forum
Held in international format since 2014
The core goal of the Forum is to create a platform for communication between future leaders of energy (young high potentials) around the globe by exchanging experience and working on the real projects
SINCE 2014
8 countries-participants
Over 40 companies represented
217 participants (aged 25 – 35)
KEY VALUES
Openness
International cooperation and exchange
Mutual respect and willing to understand
Orientation for practical use
Creativity development with a strong focus on an integrated approach to problem solving 10

12. Final project defense to the international jury board
International Youth Forum
Young specialists formed into teams work on designing a solution to the challenges that participating countries currently face.
Launched as a 4-day event the program grew up into an ongoing educational program and now includes a variety of interactive formats.
FORMATS OF WORK
Lectures and meetings with key experts
International short-term field trips and site visits
Online work and interaction via special platform (web-portal)
Project work
Final project defense to the international jury board
Foresight sessions
Skill trainings (presentation, etc.)
A specific feature of the forum is its continuity: former Forum participants coordinate and mentor the new ones.
During the Forum the participants had short-term field trips to Russia (Moscow, Saint-Petersburg, Grozny), China (Beijing, Tai'an, Jinan), France (Paris) and Germany (Munich, Augsburg).
Young leaders’ community of the Future of electric power industry has been formed thanks to the Forum. 11

13. 2014 2015 2016 2017 International Youth Forum
During the Forum period teams are working on development a real life and most up-to-date projects both in national and mixed teams.
Some of them were already successfully applied in home companies. others – inspired for the new ideas.
PROJECT WORK: BRINING A REAL VALUE
2014
Energy Company of the Future
2015
e-GREEN Project (peer-to-peer platform to connect final users)
Advanced International Energy Cluster
Global Dispatching Center – Global Energy Internet
Eurasian Energy Union
Global Energy Trends: Risks and Opportunities
2016
Universal Energy Access Solution
Model of Efficient Interconnection – Europe, Russia and Asia
2017
Innovative Electricity Metering System
Increasing the Efficiency of Electric Grids (taking into account perspectives of renewable energy sources development)
Virtual Power Station Technology
Application of HTSC Technologies and High-Capacity Network Power Storage 12

14. THANK YOU FOR YOUR KIND ATTENTION13