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"color2" => "#69B9E3"
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1 => array:3 [
"value" => "1134"
"color1" => "#1469A1"
"color2" => "#60BCF2"
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2 => array:3 [
"value" => "856"
"color1" => "#60BCF3"
"color2" => "#137AD9"
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3 => array:3 [
"value" => "495"
"color1" => "#6BAA4C"
"color2" => "#61BDF3"
]
4 => array:3 [
"value" => "467"
"color1" => "#14934D"
"color2" => "#137AD9"
]
5 => array:3 [
"value" => "277"
"color1" => "#D91065"
"color2" => "#137AD9"
]
6 => array:3 [
"value" => "183"
"color1" => "#EE8F24"
"color2" => "#137AD9"
]
]
]
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"label" => "2019"
"color" => "#5FC6F0"
"all" => "4585"
"data" => array:7 [
0 => array:3 [
"value" => "1187"
"color1" => "#074D73"
"color2" => "#69B9E3"
]
1 => array:3 [
"value" => "1090"
"color1" => "#1469A1"
"color2" => "#60BCF2"
]
2 => array:3 [
"value" => "855"
"color1" => "#60BCF3"
"color2" => "#137AD9"
]
3 => array:3 [
"value" => "499"
"color1" => "#6BAA4C"
"color2" => "#61BDF3"
]
4 => array:3 [
"value" => "493"
"color1" => "#14934D"
"color2" => "#137AD9"
]
5 => array:3 [
"value" => "271"
"color1" => "#D91065"
"color2" => "#137AD9"
]
6 => array:3 [
"value" => "190"
"color1" => "#EE8F24"
"color2" => "#137AD9"
]
]
]
2 => array:4 [
"label" => "2018"
"color" => "#5FC6F0"
"all" => "4336"
"data" => array:6 [
0 => array:3 [
"value" => "1210"
"color1" => "#074D73"
"color2" => "#69B9E3"
]
1 => array:3 [
"value" => "1076"
"color1" => "#1469A1"
"color2" => "#60BCF2"
]
2 => array:3 [
"value" => "843"
"color1" => "#60BCF3"
"color2" => "#137AD9"
]
3 => array:3 [
"value" => "492"
"color1" => "#6BAA4C"
"color2" => "#61BDF3"
]
4 => array:3 [
"value" => "493"
"color1" => "#14934D"
"color2" => "#137AD9"
]
5 => array:3 [
"value" => "222"
"color1" => "#D91065"
"color2" => "#137AD9"
]
]
]
]
]
]
3 => array:2 [
"tpl" => "cols"
"data" => array:3 [
"color1" => "#C8EAFA"
"color2" => "#fff"
"cols" => array:2 [
0 => array:2 [
"class" => "col-md-8"
"blocks" => array:1 [
0 => array:2 [
"tpl" => "graph"
"data" => array:8 [
"label" => "Headcount by Gender and Categories in 2020, "
"volume" => "Persons"
"big" => true
"subclass" => "withsplit"
"anno" => "405-1"
"titlecolor" => "#1381C6"
"legend" => array:2 [
0 => array:2 [
"title" => "Females"
"color" => "#004570"
]
1 => array:2 [
"title" => "Males"
"color" => "#009743"
]
]
"graph" => array:3 [
0 => array:2 [
"title" => "Managers"
"values" => array:1 [
0 => array:4 [
"value" => "822"
"color1" => "#5DC5EF"
"color2" => "#1481C5"
"split" => array:2 [
0 => array:3 [
"value" => "158"
"color1" => "#004570"
"color2" => "#5DC5EF"
]
1 => array:3 [
"value" => "664"
"color1" => "#009743"
"color2" => "#5DC5EF"
]
]
]
]
]
1 => array:2 [
"title" => "Specialists and <br>employees"
"values" => array:1 [
0 => array:4 [
"value" => "1345"
"color1" => "#5DC5EF"
"color2" => "#1481C5"
"split" => array:2 [
0 => array:3 [
"value" => "737"
"color1" => "#004570"
"color2" => "#5DC5EF"
]
1 => array:3 [
"value" => "608"
"color1" => "#009743"
"color2" => "#5DC5EF"
]
]
]
]
]
2 => array:2 [
"title" => "Workers"
"values" => array:1 [
0 => array:4 [
"value" => "2440"
"color1" => "#06446D"
"color2" => "#5EC4ED"
"split" => array:2 [
0 => array:3 [
"value" => "440"
"color1" => "#004570"
"color2" => "#5DC5EF"
]
1 => array:3 [
"value" => "2000"
"color1" => "#009743"
"color2" => "#5DC5EF"
]
]
]
]
]
]
]
]
]
]
1 => array:2 [
"class" => "col-md-2"
"blocks" => []
]
]
]
]
4 => array:2 [
"tpl" => "graphringlegend"
"data" => array:9 [
"id" => "ring20"
"title" => "Staff structure by age, "
"volume" => "%"
"anno" => "405-1"
"color1" => "#C8EAFA"
"color2" => "#fff"
"format" => "100"
"legend" => array:5 [
0 => array:2 [
"title" => "< 25–34 years"
"color" => "#074D73"
]
1 => array:2 [
"title" => "25–34 years"
"color" => "#1469A1"
]
2 => array:2 [
"title" => "35–44 years"
"color" => "#60BCF3"
]
3 => array:2 [
"title" => "45–54 years"
"color" => "#6BAA4C"
]
4 => array:2 [
"title" => "> 55 years"
"color" => "#14934D"
]
]
"graph" => array:3 [
"all" => "4607"
"volume" => "persons"
"data" => array:2 [
"slices" => array:5 [
0 => array:1 [
"color" => "#1469A1"
]
1 => array:1 [
"color" => "#60BCF3"
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2 => array:1 [
"color" => "#6BAA4C"
]
3 => array:1 [
"color" => "#14934D"
]
4 => array:1 [
"color" => "#074D73"
]
]
"table" => array:6 [
0 => array:2 [
0 => "title"
1 => "value"
]
1 => array:2 [
0 => "25–34 года"
1 => 21.2
]
2 => array:2 [
0 => "35–44 года"
1 => 28.7
]
3 => array:2 [
0 => "45–54 года"
1 => 29.2
]
4 => array:2 [
0 => "> 55 лет"
1 => 18.0
]
5 => array:2 [
0 => "< 25 лет"
1 => 3.0
]
]
]
]
]
]
5 => array:2 [
"tpl" => "table"
"data" => array:6 [
"title" => "Headcount by Type of Employment and Employment Contract in 2020, "
"volume" => "Persons"
"anno" => "102-8"
"titleclass" => "c-bluedark"
"class" => "blue table-striped"
"table" => array:2 [
"thead" => array:1 [
"rows" => array:1 [
0 => array:1 [
"data" => array:5 [
0 => "Gender"
1 => "Full time employment"
2 => "Part-time employment"
3 => "Open term employment contracts"
4 => "Term employment contracts"
]
]
]
]
"tbody" => array:1 [
"rows" => array:3 [
0 => array:5 [
0 => "Males"
1 => "3 269"
2 => "3"
3 => "3 172"
4 => "100"
]
1 => array:5 [
0 => "Females"
1 => "1 330"
2 => "5"
3 => "1 219"
4 => "116"
]
2 => array:2 [
"class" => "bold brd-top brd-btm-none"
"data" => array:5 [
0 => "Total"
1 => "4 599"
2 => "8"
3 => "4 391"
4 => "216"
]
]
]
]
]
]
]
6 => array:2 [
"tpl" => "text"
"data" => array:3 [
"subtitle" => "Staff Rotation and Recruitment"
"subtitleclass" => "c-greentitle"
"text" => array:5 [
0 => "An important priority of the Unipro staff management is the process of maintaining the quantitative and qualitative composition of the staff required to ensure the reliable functioning and development of the Company"
1 => "Recruitment at the Company is mostly effected by the HR Unit on a on-going basis without engagement of recruitment agencies. In 2020, almost half (45.7%) of vacancies were filled by internal transfer."
2 => "When hiring its staff, the Company provides in full and in accordance with the law for an approach that excludes any discrimination or harassment on any other grounds, including nationality, gender, age."
3 => "Despite the difficult epidemiological situation, the involvement of dedicated young specialists was kept at the same level. The Company hired 45 young specialists being graduates of dedicated universities (25 persons) and secondary specialized colleges (20 persons), most of whom were relocated to the Unipro branches from other regions. The Company offers a competitive relocation package for young specialists, which includes: payment for tickets to the branch, relocation allowance and residential lease for a period of 3 years."
4 => "Efficient human resources management and various methods of staff selection that are traditionally applied by Unipro PJSC allow to keep a high staffing level. In 2020, <u title='It is calculated as the ratio of the number of employees who left the Company to the headcount as of 31 December 2020, multiplied by 100.'>the number of employees quitting their jobs</u> varied from 3.9% at Shaturskaya GRES to 14.6% at Smolenskaya GRES, the average for Unipro was 8.1%."
]
]
]
7 => array:2 [
"tpl" => "textline"
"data" => array:1 [
"text" => array:2 [
0 => "As part of activities to develop the brand, Unipro as the employer:"
1 => array:4 [
0 => "held more than 35 career events at educational institutions;"
1 => "mastered online platforms and groups of targeted higher education institutions in social media;"
2 => "more than 5,000 persons took part in the Company’s career events;"
3 => "Unipro presentations and master classes on career sites of key higher education institutions"
]
]
]
]
8 => array:2 [
"tpl" => "titlenumbers"
"data" => array:2 [
"color" => "#5FC6F0"
"numbers" => array:2 [
0 => array:3 [
"toptext" => "<b>In 2020,</b> more than were closed at Unipro"
"text" => "vacancies"
"value" => "600"
]
1 => array:3 [
"toptext" => "<b>about</b>"
"text" => """
new staffing positions<br><br><p>were entered to the structure.\n
<b>274 vacancies</b> of the total number were closed by internal transfer, and <b>348 vacancies</b> were closed by head hunting in the labour market</p>
"""
"value" => "70"
]
]
]
]
9 => array:2 [
"tpl" => "graphringlegend"
"data" => array:8 [
"id" => "ring22"
"title" => "Vacancies Filled in 2020, "
"volume" => "Persons"
"color1" => "#C8EAFA"
"color2" => "#fff"
"format" => "100"
"legend" => array:2 [
0 => array:2 [
"title" => "External recruitment"
"color" => "#1469A1"
]
1 => array:2 [
"title" => "Internal transfer"
"color" => "#14934D"
]
]
"graph" => array:3 [
"all" => "622"
"volume" => "Persons"
"data" => array:2 [
"slices" => array:2 [
0 => array:1 [
"color" => "#1469A1"
]
1 => array:1 [
"color" => "#14934D"
]
]
"table" => array:3 [
0 => array:2 [
0 => "title"
1 => "value"
]
1 => array:2 [
0 => "External recruitment"
1 => 348
]
2 => array:2 [
0 => "Internal transfer"
1 => 274
]
]
]
]
]
]
10 => array:2 [
"tpl" => "table"
"data" => array:6 [
"title" => "Total Number of Hired and Dismissed Employees in 2020 by Age Group and Gender, "
"anno" => "401-1"
"volume" => "Persons"
"titleclass" => "c-bluedark fs-20 d-block mt-5"
"class" => "blue table-striped"
"table" => array:2 [
"thead" => array:1 [
"rows" => array:2 [
0 => array:2 [
"class" => "fs-18 brd-brm"
"data" => array:7 [
0 => array:2 [
"t" => "Branch/subdivision"
"rows" => 2
]
1 => array:2 [
"t" => "<25 years"
"cols" => 2
]
2 => array:2 [
"t" => "25−34 years"
"cols" => 2
]
3 => array:2 [
"t" => "35−44 years"
"cols" => 2
]
4 => array:2 [
"t" => "45−54 years"
"cols" => 2
]
5 => array:2 [
"t" => ">55 years"
"cols" => 2
]
6 => ""
]
]
1 => array:11 [
0 => "m"
1 => "f"
2 => "m"
3 => "f"
4 => "m"
5 => "f"
6 => "m"
7 => "f"
8 => "m"
9 => "f"
10 => "Total"
]
]
]
"tbody" => array:1 [
"rows" => array:18 [
0 => array:2 [
"class" => "bold brd-top brd-btm-none"
"data" => array:1 [
0 => "Recovery"
]
]
1 => array:1 [
"data" => array:12 [
0 => "Berezovskaya GRES"
1 => "18"
2 => "6"
3 => "24"
4 => "15"
5 => "23"
6 => "14"
7 => "12"
8 => "7"
9 => "11"
10 => "26"
11 => array:2 [
"t" => "156"
"class" => "w-bold"
]
]
]
2 => array:1 [
"data" => array:12 [
0 => "Smolenskaya GRES"
1 => "11"
2 => "3"
3 => "9"
4 => "3"
5 => "6"
6 => "2"
7 => "5"
8 => "3"
9 => "1"
10 => "1"
11 => array:2 [
"t" => "44"
"class" => "w-bold"
]
]
]
3 => array:1 [
"data" => array:12 [
0 => "Surgutskaya GRES-2"
1 => "10"
2 => "1"
3 => "15"
4 => "6"
5 => "9"
6 => "6"
7 => "6"
8 => "1"
9 => "2"
10 => "1"
11 => array:2 [
"t" => "57"
"class" => "w-bold"
]
]
]
4 => array:1 [
"data" => array:12 [
0 => "Shaturskaya GRES"
1 => "11"
2 => "4"
3 => "9"
4 => "0"
5 => "6"
6 => "1"
7 => "1"
8 => "2"
9 => "0"
10 => "0"
11 => array:2 [
"t" => "34"
"class" => "w-bold"
]
]
]
5 => array:1 [
"data" => array:12 [
0 => "Yaivinskaya GRES"
1 => "7"
2 => "3"
3 => "9"
4 => "2"
5 => "8"
6 => "1"
7 => "5"
8 => "3"
9 => "2"
10 => "1"
11 => array:2 [
"t" => "41"
"class" => "w-bold"
]
]
]
6 => array:1 [
"data" => array:12 [
0 => "Headquarters"
1 => "0"
2 => "2"
3 => "2"
4 => "5"
5 => "5"
6 => "4"
7 => "3"
8 => "1"
9 => "1"
10 => "0"
11 => array:2 [
"t" => "23"
"class" => "w-bold"
]
]
]
7 => array:1 [
"data" => array:12 [
0 => "Unipro Engineering"
1 => "0"
2 => "1"
3 => "0"
4 => "0"
5 => "4"
6 => "0"
7 => "3"
8 => "0"
9 => "2"
10 => "1"
11 => array:2 [
"t" => "11"
"class" => "w-bold"
]
]
]
8 => array:2 [
"class" => "bold brd-top brd-btm-none"
"data" => array:12 [
0 => "Total"
1 => "57"
2 => "20"
3 => "68"
4 => "31"
5 => "61"
6 => "28"
7 => "35"
8 => "17"
9 => "19"
10 => "30"
11 => array:2 [
"t" => "366"
"class" => "w-bold"
]
]
]
9 => array:2 [
"class" => "bold brd-top brd-btm-none"
"data" => array:12 [
0 => "Dismissed"
1 => ""
2 => ""
3 => ""
4 => ""
5 => ""
6 => ""
7 => ""
8 => ""
9 => ""
10 => ""
11 => ""
]
]
10 => array:1 [
"data" => array:12 [
0 => "Berezovskaya GRES"
1 => "8"
2 => "2"
3 => "16"
4 => "4"
5 => "11"
6 => "7"
7 => "9"
8 => "1"
9 => "32"
10 => "22"
11 => array:2 [
"t" => "112"
"class" => "w-bold"
]
]
]
11 => array:1 [
"data" => array:12 [
0 => "Smolenskaya GRES"
1 => "10"
2 => "1"
3 => "10"
4 => "2"
5 => "7"
6 => "3"
7 => "3"
8 => "6"
9 => "18"
10 => "8"
11 => array:2 [
"t" => "68"
"class" => "w-bold"
]
]
]
12 => array:1 [
"data" => array:12 [
0 => "Surgutskaya GRES-2"
1 => "2"
2 => "0"
3 => "9"
4 => "5"
5 => "2"
6 => "9"
7 => "6"
8 => "1"
9 => "11"
10 => "5"
11 => array:2 [
"t" => "50"
"class" => "w-bold"
]
]
]
13 => array:1 [
"data" => array:12 [
0 => "Shaturskaya GRES"
1 => "1"
2 => "0"
3 => "4"
4 => "1"
5 => "8"
6 => "0"
7 => "3"
8 => "2"
9 => "13"
10 => "1"
11 => array:2 [
"t" => "33"
"class" => "w-bold"
]
]
]
14 => array:1 [
"data" => array:12 [
0 => "Yaivinskaya GRES"
1 => "2"
2 => "0"
3 => "8"
4 => "0"
5 => "4"
6 => "2"
7 => "6"
8 => "1"
9 => "12"
10 => "6"
11 => array:2 [
"t" => "41"
"class" => "w-bold"
]
]
]
15 => array:1 [
"data" => array:12 [
0 => "Headquarters"
1 => "0"
2 => "1"
3 => "3"
4 => "3"
5 => "2"
6 => "2"
7 => "3"
8 => "1"
9 => "0"
10 => "1"
11 => array:2 [
"t" => "16"
"class" => "w-bold"
]
]
]
16 => array:1 [
"data" => array:12 [
0 => "Unipro Engineering"
1 => "0"
2 => "0"
3 => "4"
4 => "1"
5 => "6"
6 => "0"
7 => "4"
8 => "0"
9 => "3"
10 => "0"
11 => array:2 [
"t" => "18"
"class" => "w-bold"
]
]
]
17 => array:2 [
"class" => "bold brd-top brd-btm-none"
"data" => array:12 [
0 => "Total"
1 => "23"
2 => "4"
3 => "54"
4 => "16"
5 => "40"
6 => "23"
7 => "34"
8 => "12"
9 => "89"
10 => "43"
11 => array:2 [
"t" => "338"
"class" => "w-bold"
]
]
]
]
]
]
]
]
11 => array:2 [
"tpl" => "text"
"data" => array:3 [
"subtitle" => "Staff Training and Development"
"subtitleclass" => "c-greentitle"
"text" => array:5 [
0 => "The professional development of Unipro PJSC employees is based on high-quality and timely training for employees."
1 => "The system of continuous staff training allows to develop the employees competencies in accordance with the requirements for the positions held by them and for the purpose of their transfer within the Company."
2 => "In 2020, the priority area of training was compulsory training which allows to improve the qualification and to gain knowledge required by the employees to perform their employment duties. The main types of compulsory training are:"
3 => array:6 [
0 => "knowledge assessment of Electrical Facility Installation Rules, labour safety, industrial and fire safety, and staff’s working instructions;"
1 => "pre-certification training and accrediting on industrial safety;"
2 => "compulsory education in accordance with the requirements of the state rules and regulations (-35% against 2019);"
3 => "short-term training for no more than 2 weeks (+ 69% against 2019);"
4 => "advanced training (-48% against 2019);"
5 => "training for the second job (+ 9% against 2019)."
]
4 => "In 2020, the employees of Unipro PJSC completed 3,958 different types of training, which is by 18% less than in 2019 (in average)."
]
]
]
12 => array:2 [
"tpl" => "table"
"data" => array:4 [
"title" => "Results of Training of Employees of Unipro PJSC"
"titleclass" => "c-bluedark fs-20"
"class" => "blue table-striped"
"table" => array:2 [
"thead" => array:1 [
"rows" => array:1 [
0 => array:2 [
"class" => "fs-18"
"data" => array:7 [
0 => array:1 [
"t" => "Branch"
]
1 => "Training <br>in accordance with <br>the requirements of state <br>государственных <br>standards and rules"
2 => "Short-termtraining"
3 => "Advanced training (at least once every 5 years)"
4 => "Retraining"
5 => "Total (by branch)"
6 => "% to 2019 году"
]
]
]
]
"tbody" => array:1 [
"rows" => array:7 [
0 => array:7 [
0 => "Moscow Representative Office"
1 => "245"
2 => "458"
3 => "34"
4 => "0"
5 => array:2 [
"t" => "737"
"class" => "w-bold"
]
6 => array:2 [
"t" => "+29"
"class" => "c-blue"
]
]
1 => array:7 [
0 => "Berezovskaya GRES"
1 => "330"
2 => "232"
3 => "69"
4 => "49"
5 => array:2 [
"t" => "680"
"class" => "w-bold"
]
6 => array:2 [
"t" => "-34"
"class" => "c-blue"
]
]
2 => array:7 [
0 => "Smolenskaya GRES"
1 => "373"
2 => "115"
3 => "46"
4 => "17"
5 => array:2 [
"t" => "551"
"class" => "w-bold"
]
6 => array:2 [
"t" => "-5"
"class" => "c-blue"
]
]
3 => array:7 [
0 => "Surgutskaya GRES-2"
1 => "593"
2 => "199"
3 => "59"
4 => "50"
5 => array:2 [
"t" => "901"
"class" => "w-bold"
]
6 => array:2 [
"t" => "-41"
"class" => "c-blue"
]
]
4 => array:7 [
0 => "Shaturskaya GRES"
1 => "334"
2 => "184"
3 => "90"
4 => "50"
5 => array:2 [
"t" => "658"
"class" => "w-bold"
]
6 => array:2 [
"t" => "+3"
"class" => "c-blue"
]
]
5 => array:7 [
0 => "Yaivinskaya GRES"
1 => "254"
2 => "148"
3 => "22"
4 => "7"
5 => array:2 [
"t" => "431"
"class" => "w-bold"
]
6 => array:2 [
"t" => "-13"
"class" => "c-blue"
]
]
6 => array:2 [
"class" => "bold brd-top brd-btm-none"
"data" => array:7 [
0 => "Total (by type of training)"
1 => "2 129"
2 => "1 336"
3 => "320"
4 => "173"
5 => array:2 [
"t" => "3 958"
"class" => "w-bold"
]
6 => "-18"
]
]
]
]
]
]
]
13 => array:2 [
"tpl" => "text"
"data" => array:1 [
"text" => array:2 [
0 => "In 2020, the main focus was on online training of the Unipro PJSC employees due to their transfer to teleworking. The basic online training programs are:"
1 => array:9 [
0 => "Teleworking Team Management, 60 managers of Moscow Representative Office and the branches;"
1 => "Employee Performance Management within the Manager’s Core Functions, 16 managers of Moscow Representative Office and the branches;"
2 => "Staff Incentives, 87 line managers of the branches and the talent pool;"
3 => "Time Management, 268 line managers of the branches and the talent pool;"
4 => "Mentoring and Feedback, 68 line managers of the branches and the talent pool;"
5 => "Communication. Conflict Management, 29 heads of Moscow Representative Office and the branches;"
6 => "Project Management, 19 heads of Moscow Representative Office and the branches;"
7 => "Systematic Approach to Achieving Results, 16 heads of Moscow Representative Office and the branches;"
8 => "Self-Regulation under Pressure, 150 employees of Moscow Representative Office and the branches."
]
]
]
]
14 => array:2 [
"tpl" => "imgtextline"
"data" => array:2 [
"img" => "images/grow/conditions98.jpg"
"text" => "The survey of participants demonstrated that <h4>over 90% of respondents</h4> that took part in the programmes referred to above were planning to use the skills and knowledge they had acquired in their work and recommend them to their colleagues"
]
]
15 => array:2 [
"tpl" => "text"
"data" => array:1 [
"text" => array:2 [
0 => "Alongside with the programmes above, other training projects for various subdivisions of the Company were implemented in the reporting year:"
1 => array:5 [
0 => "Culture of Ethical Business and Combating Fraud and Corruption, 90 managers of Moscow Representative Office and the branches; <anno>205-2</anno>"
1 => "Qualities of an Instructor/Expert, 43 employees of Moscow Representative Office and the branches;"
2 => "Practical Issues of Testing Laboratories (Centres) Activities. Criteria for Accreditation in the National Accreditation System. General Requirements for the Competence of Testing Laboratories, 9 employees of the Production Unit of Moscow Representative Office and the branches;"
3 => "Normative, Technical and Legal Regulation of Safety. State Fire Supervision. Assessment of Protected Objects (Products) Conformity to Fire Safety Requirements. Fire Protection Projects for Building Structures. Fire Fighting Equipment. Fire Alarm and Protection Systems. Fire Safety at Fuel and Energy Facilities. Fighting Fires and Rescue Operations, 18 employees of the Production Unit of Moscow Representative Office and the branches;"
4 => "Theory and Practice of Calculating Short-Circuit Currents and Protection Installations, 10 employees of the Production Unit of Moscow Representative Office and the branches."
]
]
]
]
16 => array:2 [
"tpl" => "textimgline"
"data" => array:3 [
"img" => "images/grow/conditions99.jpg"
"title" => "<br>275 employees of Unipro PJSC"
"text" => array:3 [
0 => """
were connected to the Mann, Ivanov and Ferber corporate electronic library\n
<h4>and 199 employees</h4>\n
were granted access to video recordings of the BBI Lecture Hall, where they could listen to lectures on MBA programs of the best business schools in the world
"""
1 => "The Company arranged for the comprehensive training on the procedure for approving, updating and changing heat and water supply schemes for the Tariff Department. Those schemes affect the forming of tariffs and the investment programme."
2 => "The legal basis for developing, updating and approving such schemes, the sequence of processes and the regulatory deadlines were brought to the notice of the workmates. In the course of training, recommendations were provided how to interact with public and executive authorities while developing, approving and updating the schemes. The employees of Unipro PJSC got a general idea of possible ways to appeal against actions and decisions of executive authorities when developing, approving and updating the schemes<br><br><br><br>"
]
]
]
17 => array:2 [
"tpl" => "table"
"data" => array:5 [
"anno" => "404-2"
"title" => "Skills Development and Education Programmes"
"titleclass" => "c-bluedark fs-20"
"class" => "blue table-striped"
"table" => array:2 [
"thead" => array:1 [
"rows" => array:1 [
0 => array:2 [
"class" => "fs-18"
"data" => array:2 [
0 => "Training Form"
1 => "Frequency"
]
]
]
]
"tbody" => array:1 [
"rows" => array:7 [
0 => array:2 [
0 => "Advanced training"
1 => "At least once every 5 years"
]
1 => array:2 [
0 => "Vocational education and training"
1 => "In accordance with the requirements of the supervisory authorities, if it is necessary to obtain a new profession: once per year, once in three years, once in 5 years"
]
2 => array:2 [
0 => "Professional retraining"
1 => "As required according to professional standards and training plans"
]
3 => array:2 [
0 => "Corporate training"
1 => "Annually in accordance with the training plan and the Unipro Leader programme"
]
4 => array:2 [
0 => "In-house production and technical training"
1 => "Monthly for the operating staff in accordance with the schedules"
]
5 => array:2 [
0 => "Short-term training programmes (workshops, conferences, forums)"
1 => "Annually in accordance with the training plan"
]
6 => array:2 [
0 => "E-learning"
1 => "Annually in accordance with the training plan"
]
]
]
]
]
]
18 => array:2 [
"tpl" => "graph"
"data" => array:7 [
"label" => "Average Number of Training Hours per Employee in 2020"
"volume" => ""
"big" => true
"anno" => "404-1"
"titlecolor" => "#1381C6"
"legend" => array:2 [
0 => array:2 [
"title" => "Males"
"color" => "#009743"
]
1 => array:2 [
"title" => "Females"
"color" => "#004570"
]
]
"graph" => array:3 [
0 => array:2 [
"title" => "Managers"
"values" => array:2 [
0 => array:3 [
"value" => "103,8"
"color1" => "#009743"
"color2" => "#5DC5EF"
]
1 => array:3 [
"value" => "46,8"
"color1" => "#004570"
"color2" => "#5DC5EF"
]
]
]
1 => array:2 [
"title" => "Specialists and <br>employees"
"values" => array:2 [
0 => array:3 [
"value" => "49,4"
"color1" => "#009743"
"color2" => "#5DC5EF"
]
1 => array:3 [
"value" => "30,8"
"color1" => "#004570"
"color2" => "#5DC5EF"
]
]
]
2 => array:2 [
"title" => "Workers"
"values" => array:2 [
0 => array:3 [
"value" => "45,3"
"color1" => "#009743"
"color2" => "#5DC5EF"
]
1 => array:3 [
"value" => "44,2"
"color1" => "#004570"
"color2" => "#5DC5EF"
]
]
]
]
]
]
19 => array:2 [
"tpl" => "graph"
"data" => array:7 [
"label" => "Staff Development and Training Expenses, "
"volume" => "RUB thousand"
"big" => true
"subclass" => "withsplit"
"titlecolor" => "#1381C6"
"legend" => array:2 [
0 => array:2 [
"title" => "Branches"
"color" => "#004570"
]
1 => array:2 [
"title" => "Moscow Representative Office"
"color" => "#009743"
]
]
"graph" => array:3 [
0 => array:2 [
"title" => "2018"
"values" => array:1 [
0 => array:4 [
"value" => "58668"
"color1" => "#5DC5EF"
"color2" => "#1481C5"
"split" => array:2 [
0 => array:3 [
"value" => "33294"
"color1" => "#004570"
"color2" => "#5DC5EF"
]
1 => array:3 [
"value" => "25375"
"color1" => "#009743"
"color2" => "#5DC5EF"
]
]
]
]
]
1 => array:2 [
"title" => "2019"
"values" => array:1 [
0 => array:4 [
"value" => "72671"
"color1" => "#5DC5EF"
"color2" => "#1481C5"
"split" => array:2 [
0 => array:3 [
"value" => "34146"
"color1" => "#004570"
"color2" => "#5DC5EF"
]
1 => array:3 [
"value" => "38525"
"color1" => "#009743"
"color2" => "#5DC5EF"
]
]
]
]
]
2 => array:3 [
"title" => "2020"
"titleclass" => "c-bluwdark w-bold"
"values" => array:1 [
0 => array:4 [
"value" => "35531"
"color1" => "#06446D"
"color2" => "#5EC4ED"
"split" => array:2 [
0 => array:3 [
"value" => "20705"
"color1" => "#004570"
"color2" => "#5DC5EF"
]
1 => array:3 [
"value" => "14826"
"color1" => "#009743"
"color2" => "#5DC5EF"
]
]
]
]
]
]
]
]
20 => array:2 [
"tpl" => "textimgline"
"data" => array:4 [
"white" => true
"class" => "mb-0"
"text" => array:1 [
0 => "In 2020, the expenses for the human resources development of Unipro amounted to RUB 35,531.2 thousand, which is almost two times lower than in the previous reporting period. In 2020, the training budget was cut due to the pandemic. Compulsory education programmes were implemented, and personal performance skills programmes were in the online format."
]
"img" => "images/grow/p100-0.jpg"
]
]
21 => array:2 [
"tpl" => "textimgline"
"data" => array:2 [
"text" => array:1 [
0 => """
In 2020, an online training event on the\n
legal basis for the use of photographs of citizens and intellectual property items in the Company’s activities was held for the Corporate Communications Department and Heads of the Press Centres of the branches
"""
]
"img" => "images/grow/p100.jpg"
]
]
22 => array:2 [
"tpl" => "textline"
"data" => array:2 [
"title" => "Engagement"
"text" => array:2 [
0 => "In October 2020, Unipro conducted an engagement survey with 3,774 employees, which is 85% of the target headcount."
1 => "In December 2020, the survey results were submitted to the Company’s management. It was decided to draw up engagement plans of key subdivisions in Q1 2021"
]
]
]
23 => array:2 [
"tpl" => "textline"
"data" => array:2 [
"title" => "EMBA Programme"
"text" => array:2 [
0 => "Under the EMBA programme Operational Excellence in the Digital Age, 16 managers of the Production Unit and talent pool members to fill management positions received training in final module No. 6 Building a Modern Operating Model, and theses were successfully defended before the General Director of Unipro PJSC and top managers on the following subjects:"
1 => array:4 [
0 => "Improving Efficiency and Effectiveness of Investment Projects implementation by the Example of a Power Industry Company;"
1 => "Improving the Performance of Repair and Maintenance Staff of a Power Industry Company;"
2 => "Improving the Efficiency of the Staff Management System through Digitalization of Core Processes;"
3 => "Cost Optimization when Using Automotive and Motor-and-Tractor Equipment in the Branches of Unipro PJSC"
]
]
]
]
24 => array:2 [
"tpl" => "textline"
"data" => array:2 [
"title" => "Training in Occupational Health and Safety Management System"
"text" => array:3 [
0 => "In 2020, the Company held training for its employees while preparing for certification of the Health And Occupational Safety Management System for its compliance with ISO 45001:2018. The training objective was to study the main changes in the existing Health and Occupational Safety Management System of Unipro PJSC made in accordance with the requirements of ISO 45001:2018."
1 => "The training was completed by:"
2 => array:6 [
0 => "top management of the Company, 11 persons;"
1 => "top management of the branches, 29 persons;"
2 => "Heads of Production Units of the branches, 72 persons;"
3 => "Heads of non-production units of the branches, 70 persons;"
4 => "internal auditors of the Health and Occupational Safety Management System, 29 persons;"
5 => "Heads of subdivisions of Moscow Representative Office, 30 persons"
]
]
]
]
25 => array:2 [
"tpl" => "cols"
"data" => array:1 [
"cols" => array:2 [
0 => array:2 [
"class" => "col-md-7"
"blocks" => array:1 [
0 => array:2 [
"tpl" => "text"
"data" => array:4 [
"class" => "pb-0"
"subtitle" => "Staff Assessment"
"subtitleclass" => "c-greentitle w-light"
"text" => array:1 [
0 => "The Unipro employees perform critical functions to ensure the reliability of electric power production. This sets special requirements for assessing the knowledge, skills and abilities of the staff. The professional standards of the electric power industry are a benchmark in the system of training, development and assessment of the qualifications of the Company’s staff"
]
]
]
]
]
1 => array:2 [
"class" => "col-md-5"
"blocks" => array:1 [
0 => array:2 [
"tpl" => "image"
"data" => array:2 [
"container_class" => "mb-0 pb-0"
"img" => "images/grow/rabotniki.jpg"
]
]
]
]
]
]
]
26 => array:2 [
"tpl" => "text"
"data" => array:1 [
"text" => array:7 [
0 => "<b>360 Degrees Feedback Programme</b>"
1 => "The 360 Degrees Feedback programme plays an important role in maintaining the corporate culture of the Company."
2 => "The primary objectives of the programme are to:"
3 => array:5 [
0 => "assess how the employees’ competencies are manifested in actual working conditions;"
1 => "take into account different points of view: the information is received from the employees who regularly interact with the persons being assessed at different levels;"
2 => "compare the employee’s self-esteem with the assessment of his/her workmates;"
3 => "analyse variations in the perception of the employee behaviour by various groups of persons;"
4 => "collect data for providing developmental feedback by results of the assessment."
]
4 => "The target audience of the programme is:"
5 => array:3 [
0 => "Heads of the Headquarters;"
1 => "Heads of subdivisions: shops and departments;"
2 => "Heads of the Production Unit participating in the Talent Pool Management programme."
]
6 => "By results of the 360 degrees assessment, streamlined feedback is provided regarding the assessment of the employee’s competencies."
]
]
]
27 => array:2 [
"tpl" => "cols"
"data" => array:1 [
"cols" => array:2 [
0 => array:2 [
"class" => "col-md-7"
"blocks" => array:1 [
0 => array:2 [
"tpl" => "graph"
"data" => array:8 [
"label" => "Share of Employees for whom Periodic Assessments of Performance and Career Development were Carried out in 2020,"
"volume" => "% of the Total Number of Employees in the Specified Category"
"big" => true
"anno" => "404-3"
"format" => "70/10"
"titlecolor" => "#1381C6"
"legend" => array:2 [
0 => array:2 [
"title" => "Males"
"color" => "#009743"
]
1 => array:2 [
"title" => "Females"
"color" => "#004570"
]
]
"graph" => array:3 [
0 => array:2 [
"title" => "Managers"
"values" => array:2 [
0 => array:3 [
"value" => "27,1"
"color1" => "#009743"
"color2" => "#5DC5EF"
]
1 => array:3 [
"value" => "28,3"
"color1" => "#004570"
"color2" => "#5DC5EF"
]
]
]
1 => array:2 [
"title" => "Specialists and <br>employees"
"values" => array:2 [
0 => array:3 [
"value" => "4,4"
"color1" => "#009743"
"color2" => "#5DC5EF"
]
1 => array:3 [
"value" => "2,3"
"color1" => "#004570"
"color2" => "#5DC5EF"
]
]
]
2 => array:2 [
"title" => "Workers"
"values" => array:2 [
0 => array:3 [
"value" => "1,3"
"color1" => "#009743"
"color2" => "#5DC5EF"
]
1 => array:3 [
"value" => "1,3"
"color1" => "#004570"
"color2" => "#5DC5EF"
]
]
]
]
]
]
]
]
1 => array:2 [
"class" => "col-md-5"
"blocks" => array:1 [
0 => array:2 [
"tpl" => "image"
"data" => array:1 [
"img" => "images/grow/w.jpg"
]
]
]
]
]
]
]
28 => array:2 [
"tpl" => "text"
"data" => array:1 [
"text" => array:5 [
0 => "<b>Talent Pool Management Programme</b>"
1 => "This programme includes a number of assessment procedures:"
2 => array:5 [
0 => "personality questionnaire;"
1 => "ability tests;"
2 => "competency interviews;"
3 => "feedback to participants;"
4 => "the Assessment and Development Centre (for candidates for the positions of branch heads)."
]
3 => "By assessment results, the programme participants draw up an individual development plan."
4 => "In 2020, the percentage of programme participants appointed to key positions in the Company amounted to 73% at the target value of 70%. Rating “High Potential” was assigned to 79% of submitted personal development plans at the target value of 80%."
]
]
]
29 => array:2 [
"tpl" => "text"
"data" => array:3 [
"subtitle" => "Efforts of Youth Associations"
"subtitleclass" => "c-greentitle w-light"
"text" => array:3 [
0 => "The youth association of Unipro PJSC includes 6 youth organizations of each of the five branches of the Company and the Headquarters, that are aimed at achieving professional and innovative potential, career and professional growth, solving social issues, promoting health and developing healthy leisure activities for the company’s youth, cooperation with city organizations, busy participation in pursuing the city and district youth policy."
1 => "In 2020, the activities of youth organizations of the branches were partially carried out in the online format:"
2 => array:4 [
0 => "more than 60 projects were developed and implemented by members of the youth associations of the branches;"
1 => "more than 2,000 employees took part in the activities carried out by the youth associations;"
2 => "a team of 10 young specialists of Unipro PJSC took part in the CASE-IN International Engineering Championship, the Energy special shift league in October;"
3 => "25 young specialists took part in an online forum arranged by the All-Russian Industry Union of Employers of Enegry Suppliers (Union AEES)."
]
]
]
]
30 => array:2 [
"tpl" => "text"
"data" => array:3 [
"subtitle" => "Staff Remuneration System"
"subtitleclass" => "c-greentitle"
"text" => array:1 [
0 => "Transparent and honest relations with employees lay at the basis of Unipro PJSC HR policy. Fair remuneration, growth and development opportunities, and social partnership require mutual respect and consideration of the interests of the Company’s employees and management, as well as compliance with the laws and other regulations by the parties."
]
]
]
31 => array:2 [
"tpl" => "table"
"data" => array:4 [
"title" => "Results of Assessment of Employees of Unipro PJSC"
"titleclass" => "c-bluedark fs-20"
"class" => "blue table-striped"
"table" => array:2 [
"thead" => array:1 [
"rows" => array:1 [
0 => array:2 [
"class" => "fs-18 v-top"
"data" => array:7 [
0 => array:1 [
"t" => "Branch"
]
1 => "Appointments"
2 => "Key Positions"
3 => "% of Appointments to Key Positions"
4 => "Participants of High Potential Rating"
5 => "Individual Development Plans"
6 => "% of Indivi‐ <br>dual Development Plans that were assigned the High Potential Rating"
]
]
]
]
"tbody" => array:1 [
"rows" => array:6 [
0 => array:7 [
0 => "Berezovskaya GRES"
1 => "12"
2 => "10"
3 => "83"
4 => "70"
5 => "61"
6 => "87"
]
1 => array:7 [
0 => "Surgutskaya GRES-2"
1 => "14"
2 => "12"
3 => "86"
4 => "72"
5 => "41"
6 => "57"
]
2 => array:7 [
0 => "Yaivinskaya GRES"
1 => "8"
2 => "4"
3 => "50"
4 => "25"
5 => "21"
6 => "84"
]
3 => array:7 [
0 => "Shaturskaya GRES"
1 => "9"
2 => "7"
3 => "78"
4 => "53"
5 => "45"
6 => "85"
]
4 => array:7 [
0 => "Smolenskaya GRES"
1 => "9"
2 => "5"
3 => "56"
4 => "24"
5 => "24"
6 => "100"
]
5 => array:2 [
"class" => "bold brd-top brd-btm-none"
"data" => array:7 [
0 => "Итого <br>по ПАО «Юнипро»"
1 => "52"
2 => "38"
3 => "73"
4 => "244"
5 => "192"
6 => "79"
]
]
]
]
]
]
]
32 => array:2 [
"tpl" => "text"
"data" => array:1 [
"text" => array:4 [
0 => "In Unipro PJSC, the main regulatory documents governing the relations among the employer and employees are the Collective Bargain Agreements of the Company’s branches and the Regulations on Labour Remuneration. <anno>102-41</anno> Those documents were developed on the basis of the Labour Code of the Russian Federation on the principles of regulation of social and labour relations and regional specific features of the Company’s branches."
1 => "Unipro PJSC employees’ salary comprises a fixed and a variable part. The fixed part is set depending on the employee’s qualification and position, while bonuses and incentives are paid depending on performance."
2 => "The Unipro incentive system is based on the pay for performance principle. The amount of the employee’s bonus is subject to the Company’s KPIs and the employee’s individual KPIs. When setting the Company’s KPIs and the individual KPIs of the employees, the strategic goals of the Company are taken into account."
3 => "Overall, the employees’ average salary is similar to salaries paid by companies of the same sector in respective regions of the branches. Subject to the region of presence, the wages of entry-level employees correspond to the minimum wage rate (MWR) or exceed it by more than 4.5 times."
]
]
]
33 => array:2 [
"tpl" => "table"
"data" => array:5 [
"title" => "Ratio of Standard Entry-Level Wages for Employees of Different Genders to the Established Minimum Wage Rate in Significant Regions of Unipro Activities"
"anno" => "202-1"
"titleclass" => "c-bluedark fs-20"
"class" => "blue table-striped"
"table" => array:2 [
"thead" => array:1 [
"rows" => array:1 [
0 => array:2 [
"class" => "fs-18 v-top"
"data" => array:4 [
0 => array:2 [
"t" => "Region"
"w" => 15
]
1 => array:2 [
"t" => "Entry-Level Salary of Employees (Gender), RUB"
"cols" => 2
]
2 => "Minimum Wage Rate in the Region, RUB"
3 => "<u title='Times.'>Ratio of the Minimum Wage to the Minimum Wage Rate</u>"
]
]
]
]
"tbody" => array:1 [
"rows" => array:14 [
0 => array:5 [
0 => "Perm Territory"
1 => "Grade 3 Fuel Feed Machinist (f)"
2 => "25 506,9"
3 => "13 949,5"
4 => "1,8"
]
1 => array:5 [
0 => "Perm Territory"
1 => "Grade 4 Boiler Equipment Auxiliary Operator (m)"
2 => "31 578,7"
3 => "13 949,5"
4 => "2,3"
]
2 => array:5 [
0 => "Krasnoyarsk Territory"
1 => "Grade 1 lifter (f)"
2 => "24 024,8"
3 => "19 408,0"
4 => "1,2"
]
3 => array:5 [
0 => "Krasnoyarsk Territory"
1 => "Grade 3 Chemicals Preparation Operator (m)"
2 => "29 908,8"
3 => "19 408,0"
4 => "1,5"
]
4 => array:5 [
0 => "Krasnoyarsk Territory"
1 => "Housekeeping Manager (f)"
2 => "56 816,6"
3 => "19 408,0"
4 => "2,9"
]
5 => array:5 [
0 => "Krasnoyarsk Territory"
1 => "Grade 4 Loader Operator (m)"
2 => "35 782,4"
3 => "19 408,0"
4 => "1,8"
]
6 => array:5 [
0 => "Smolensk Region"
1 => "Grade 2 Switch Control House Operator (f)"
2 => "19 102,1"
3 => "12 130,0"
4 => "1,6"
]
7 => array:5 [
0 => "Smolensk Region"
1 => "Grade 2 Walker of Hydraulic Ash Removal and Ash Disposal Areas Trace (m)"
2 => "26 853,4"
3 => "12 130,0"
4 => "2,2"
]
8 => array:5 [
0 => "Moscow Region"
1 => "Grade 2 Switch Control House Operator (f)"
2 => "36 262,5"
3 => "15 000,0"
4 => "2,4"
]
9 => array:5 [
0 => "Moscow Region"
1 => "Grade 4 Vehicle Repairman (m)"
2 => "34 314,2"
3 => "15 000,0"
4 => "2,3"
]
10 => array:5 [
0 => "Khanty-Mansi Autonomous District"
1 => "Grade 3 Power Plant Chemical Water Treatment Operator (f)"
2 => "84 810,2"
3 => "26 686,0"
4 => "3,2"
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4 => "1,6"
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3 => "20 361,0"
4 => "2,6"
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2 => "92 240,3"
3 => "20 361,0"
4 => "4,5"
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34 => array:2 [
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0 => "Unipro observes the principle of equality and nondiscrimination based on gender: the ratio of salaries for men and women is 1/1 for all categories of employees."
1 => "Payroll expenses account for 77.0% of the total HR costs. Payroll expenses include all expenses associated with the payment of salaries, with due regard to estimated liabilities. At year-end 2020, the Unipro expenses associated with the payment of salaries dropped by 4.1% as compared to 2019 and amounted to RUB 5,498 mln (58.0% of the Company’s controlled expenses)."
2 => "Employees’ official salaries are subject to indexation and may also be revised depending on the employee’s KPI in the relevant period within the limits of the payroll budget."
3 => "This approach to measuring salaries provides each individual employee with a clear idea of the matters within his/her responsibility area and of the things he/she needs to do to secure a high evaluation of his/ her performance and, consequently, a higher salary and enables Unipro to recruit and retain top-end professionals."
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"title" => "2018"
"values" => array:1 [
0 => array:4 [
"title" => "5717"
"value" => "5717"
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"color2" => "#137EC0"
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"title" => "2019"
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"value" => "5280"
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"color2" => "#137EC0"
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"text" => "<b>are insured against accidents and diseases. <br/ >The insurance coverage is valid 24 hours a day</b>"
"value" => "100%"
"volume" => "<br />of Unipro employees"
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0 => "Unipro PJSC provides its employees with a full social package, guarantees and compensations stipulated by the law (e.g., increased salary for employees working in harmful and/or hazardous work environment, working at night, etc.), as well as additional benefits, guaranties and compensations, such as: <anno>401-2</anno>"
1 => array:8 [
0 => "voluntary health insurance (VHI);"
1 => "personal accident and sickness insurance;"
2 => "non-state pension scheme;"
3 => "various types of financial assistance;"
4 => "corporate support for housing improvements;"
5 => "holiday packages for employees and children;"
6 => "funds for cultural and recreational events;"
7 => "others."
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0 => "In 2020, the term of the Collective Bargain Agreements of the branches was extended for 1 year. <anno>102-41</anno>"
1 => "In 2020, the attention of the social partnership was focused as well on:"
2 => array:2 [
0 => "implementing measures to counter the spread of the coronavirus infection COVID-19;"
1 => "preparing and holding of sports and cultural online events."
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"tpl" => "text"
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"subtitle" => "Corporate Pension Scheme"
"subtitleclass" => "c-greentitle w-light"
"text" => array:4 [
0 => "Unipro strives both to provide its employees with stability and development at present, and to ensure a comparable quality of life in the future after they retire."
1 => "The Company’ non-state pension system (NPS) was implemented in 2005 and comprises two basic pension schemes: corporate and parity."
2 => "The corporate scheme extends to the employees of the Company branches and represents a variation of the non-state pension scheme when the employee retiring due to old age receives money transferred by the Company to such employee’s account with a non-state pension fund (NPF) from this NPF. The amount transferred to the NPF depends on the employee’s official salary and length of service with the Company. The liabilities under the corporate non-state pension scheme covered from the general resources of Unipro PJSC and calculated in accordance with IFRS (IAS) 19 amount to <u title='5% of the liabilities are covered by assets specially allocated for that purpose. The liabilities were measured using the projected unit credit method in accordance with IFRS (IAS) 19. The asset value was provided to the NPF. The measurement was carried out as of 31 December 2020 based on the data on participants and asset value as of 30 September 2020.'>RUB 752 mln.</u> The amount of funds deposited with Otkritie (NPF) is about RUB 40 mln. <anno>201-3</anno>"
3 => "Participation in the parity scheme enables the employees to have a major influence on their future pension amount. The programme is based on the joint involvement of the Company and its employees (co-financing in equal shares on a monthly basis) in money savings for the payment of a supplementary non-state pension benefit."
]
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"title" => "Number of Employees Eligible to Retire in the Next 5 and 10 Years, <u title='Retirement age means pension qualification both on general and preferential terms.'>by Category</u>"
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2 => "13,6"
3 => "208"
4 => "25,3"
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1 => "122"
2 => "9,1"
3 => "250"
4 => "18,6"
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1 => "332"
2 => "13,6"
3 => "649"
4 => "26,6"
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2 => "12,3"
3 => "1 107"
4 => "24,0"
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40 => array:2 [
"tpl" => "text"
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"subtitle" => "Employees Housing Improvements"
"subtitleclass" => "c-greentitle w-light"
"text" => array:3 [
0 => "In an effort to ensure stability of its employees, Unipro annually allocates funds to the employees of the branches for corporate support in improving their housing conditions. In 2020, 47 employees of the branches who do not own any housing or are recognized as in need to improve their housing conditions were granted interest-free loans under that programme."
1 => "The priority is annually placed on highly qualified specialists, employees invited from other localities and young specialists. The loans granted are applied by the employees to purchase and construct their housing and to repay mortgage loans."
2 => "This benefit allows the employees to purchase their own housing and to get rid of the need to pay huge interest to banks, which undoubtedly increases the quality of living of the employees and results in high value for the Company"
]
]
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"text" => "<b>were granted interest-free loans to improve their housing conditions in 2020</b>"
"value" => "47"
"volume" => "branch employees"
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1 => array:3 [
"toptext" => "<b>the total loans amounted to</b>"
"value" => "75,3"
"volume" => "RUB mln"
]
]
]
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42 => array:2 [
"tpl" => "text"
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"subtitle" => "Employees’ Rights, Interaction with Trade Unions"
"subtitleclass" => "c-greentitle w-light"
"text" => array:3 [
0 => "The branches of Unipro PJSC implement social partnership in the field of labour in accordance with the current legislation of the Russian Federation."
1 => "The Unipro employees are able to fully exercise their right to freedom of association. Trade union cells carry out their work at 5 branches of the Company, the number of their members varies in the different branches and is: 6% at Berezovskaya GRES, 42% at Smolenskaya GRES, 55% at Yaivinskaya GRES, 58% at Surgutskaya GRES-2 and 62% at Shaturskaya GRES.<anno>407-1</anno>"
2 => "The employees’ rights are determined by the current legislation, employment contracts, collective bargain agreements and other local normative acts of the Company and are observed by the employer in full."
]
]
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0 => "The Company has a friendly corporate culture and an atmosphere of appreciation, care and recognition of everyone’s achievements. The Company’s corporate culture is based on the “Unipro Path” concept geared towards staff capacity building and support and motivation of employees. The Company continues to promote the healthy lifestyle culture among employees thorough implementation of various sport and development programmes."
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0 => "LEADERSHIP <br />Grow and empower people"
1 => "TEAMWORK <br>Become one team and simplify the work"
2 => "YOUR INDIVIDUAL CONTRIBUTION <br>Act as if it is your own company"
]
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1 => array:3 [
"title" => "Support <br>and encourage"
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"list" => array:3 [
0 => "Valuing our people and their capabilities"
1 => "Work together"
2 => "Striving for excellence"
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"color" => "#DF0062"
"list" => array:3 [
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1 => "Think in silos"
2 => "Stick to the comfort zone"
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"title" => "Start<br> "
"color" => "#F49221"
"list" => array:3 [
0 => "Taking responsibility"
1 => "Simplify the complex"
2 => "Being entrepreneurial"
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]
]
]
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"img" => "images/grow/conditions108.jpg"
"title" => "HEROES AT HOME Online Marathon"
"text" => array:2 [
0 => "In 2020, due to the epidemiological situation, sports events and socially oriented programmes were transferred to the online format."
1 => "Unipro continued to develop its programme of encouraging its employees to keep a healthy lifestyle. In November 2020, a 4-week HEROES AT HOME online marathon was held, where, competing in team, branch or individual competitions, the employees ate healthy food, had regular sports training, read books on the recommendations of other participants, answered the questions of an intellectual quiz together with their teams"
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