Drilling and further training of the personnel

The share of employees that underwent drilling in the total average headcount is 88.8% or 13,037 person-courses (11,901 workers). It exceeds the target indicator of 30%, stipulated in the HR and social policy. Production personnel has the largest share among employees that underwent training – 88.7% or 11,600 person-courses (incl. supporting workers – 36 person-courses). In 2023, this indicators totaled 94.7%.

2024 actual training expenses totaled RUBruble 124,836.78 thousand, with RUBruble 67,528.24 thousand spent on personnel training at the corporate educational center. 2023 actual training expenses totaled RUBruble 103,644.8 thousand, with RUBruble 73,993.1 thousand or 71.4% spent on personnel training at the corporate educational center.

The Company participates in career planning of its employees with a view to replace vacant administrative positions as well as to expose, retain and develop high-potential employees. Formation of administrative labor pool reserve provides equal possibilities for career promotion in the Company as well as horizontal and vertical rotation. Regular training of employees, development of their professional and management competence, required for target positions, is a part of labor pool activities. As of 31.12.2024, labor pool reserve consists of 26 best-in-class employees, the staffing level of the administrative labor pool reserve totaled 100% of all administrative positions. As a part of administrative pool promotion, the Company engaged succession pool members in activities fostering competences required for target positions, sent them to competence-developing educational programs. In 2024, 55% of senior positions (5 out of 9 positions in HQheadquarters and branches) were in-house staffed.

Social policy

PAOPublic Joint-Stock Company Rosseti Ural’s collective agreement regulates social and labor relations. The Company’s social policy is based on the principle of social partnership. The parties of the social partnership, on parity basis, deliver joint projects for the benefit of the employer and employees and share a joint control over implementation of the collective agreement. Primary goals of Company’s social policy are: veteran, employee and employee family care; preserving of socially responsible corporate image to attract and retain highly-qualified staff; preserving of benevolent working environment; securing of post-retirement decent living.

The social program of the Company determines vital social projects, implementation steps and funding. The program includes the following aspects:

Private health insurance scheme

The Insurance Coverage Regulations, adopted by the Company’s Board of Directors, state that each employee of the Company is provided with private health insurance scheme. Insurance coverage of the personnel is based on the integral private health insurance scheme, guaranteeing timely and high-quality medical and other related services. Corporate programs include a wide range of medical services provided by the best state, institutional and commercial medical institutions operating in Russia. Personal accident and sickness insurance is active for the period of employment and guarantees insurance payouts to employees (beneficiaries) due to loss of productivity, medical condition or death as a result of any accident.

Non-state pension schemes

The Company promotes non-state pension schemes under a contract with AOJoint-Stock Company NPF Otrkytie and NPS program, approved by the Board of Directors every year. The NPS program was designed to secure post-retirement decent living of employees, to promote efficient HR solutions related to hiring, retention and motivation of employees.

State, industry and corporate awards

1,846 employees were awarded for best performance and contribution to the development and improvement of the Urals grid facilities: state awards (7 employees), ministry awards (52 employees), ERA of Russia awards (88 employees), corporate awards (1,699 employees).

Corporate support in employee housing improvement

In 2024, 294 employees obtained corporate support in housing improvement (compensation of mortgage interest) under the bylaw on corporate support in employee housing improvement.

Veteran activities

A special attention was paid to the veterans of the Company. The Company has the Veteran Coordination Council to oversee and administer branch veteran councils. The Veteran Coordination Council covers over 5,773 retirees of the Company. In 2024, the Company continued its health support activities for veterans and retirees. Retirees actively participated in sports competitions (skiing, athletics, mini-football, volleyball, basketball, and chess).

Activities for employees and their families

The Company continues to promote healthy life-style of its personnel by arranging group activities in several sports. In May 2024, the Company held an interregional sports contest in 5 sports (swimming, volleyball, basketball, mini football and athletics). The Company also arranged online chess qualifying competitions to form a Company team. The winners of the qualifying competitions represented the Company at the XIV open chess tournament in the memory of M.M. Botvinnik. Employees showed good results and won regional competitions in all three regions of the Company’s presence. The Company also actively promotes the “Ready for Labor and Defense” movement. In 2024, 200+ employees passed physical training standards, obtaining gold and silver badges of merits.

Charitable programs

Promotion of volunteer services among employees traditionally occupies a special place in the charity practices. In 2024, employees conducted the traditional large-scale socially-oriented project “Blood donations save lives” (blood donations) as well as local projects on collection of clothing, hygiene, toys for beneficiaries. The events took place in the Sverdlovsk, Chelyabinsk and Perm regions.

In 2024, the Company continued to support material and technical base of specialized educational institutions in the Sverdlovsk, Chelyabinsk and Perm regions. In 2024, The Company donated RUBruble 40+ million to equip 12 educational institutions under the Professionalitet federal project in the Chelyabinsk and Perm region. The Company also spent RUBruble 5 million to acquire equipment for the Urals Energy Institute of FGAOU VO UrFU named after B.N. Yeltsyn. To promote culture and art, PAOPublic Joint-Stock Company Rosseti Ural provided charitable assistance in the arrangement and conduct of the Skryabin media-art festival in Chelyabinsk.

Labor Protection and Industrial Safety

The Company’s labor protection management system functions in line with the PAOPublic Joint-Stock Company Rosseti’s Regulations on the System Managing Labor Protection^[32] and PAOPublic Joint-Stock Company Rosseti Ural’s Regulations on the System Managing Labor Protection^[33], regulating provision of safe labor conditions on all stages of production process, creation of conditions preventing the injury risks. The Regulations also stipulates the evaluation of the system and remedial action procedures that help enhance the efficiency of labor protection activities. In 2023, the Company conducted identification of dangers and evaluation of risks of every work place in line with the Methodology^[34]. Hazards with an “unacceptable” risk level have not been identified. In 2024, the Company reviewed identification of dangers and evaluation of risks of workplaces where accidents occurred due to employees’ faults.

Key types of industrial injuries in 2022-2024 are: effect of electric current (3 cases), road accidents (5 cases), fall from height (1 case), elevation difference falls (1 case), falling on the surface of one level as a result of slipping, faltering or stumbling (1 case), accidentally hitting objects (1 case). In 2024, the rate of industrial injuries decreased by 40% compared to 2023 (5 cases in 2023 and 3 in 2024). In 2024, 3 employees were injured (2 heavy injuries and 1 minor injury). Key factors of industrial injuries through an employee’s fault in 2024 were: unsatisfactory organization of work, as well as carelessness. Occupational diseases of workers not established.