Annual Report 2017
Efficiency improvement
and sustainable development
Annual Report 2017
Development of Staff Capacities
People are an important asset of the Fuel Company, which provides internal stability and business modernization. Traditionally, HR development and training is one of the top priorities of HR policy of TVEL Fuel Company

The development and training mission is focused on creation of an environment for employees to achieve the business goals while increasing the level of their professionalism, corporate culture and personnel management technologies.

The purpose of HR development program is to support business priorities of ROSATOM State Corporation.

Priority development programs at the Company's enterprises:

  • Program of Succession Pool Formation and Development: "ROSATOM Assets", "ROSATOM Assets. Basic Level", "ROSATOM Capital" and "ROSATOM Talents". The program is aimed at increasing management competencies in accordance with a single value model, as well as involving staff in key sectoral strategic projects and industry tasks.
  • The globalization participants development program Global Professionals aimed at client-oriented approach development, readiness for change, innovation and knowledge acquisition according to international standards.
  • training program in the field of safety culture aimed at building workers' understanding of general principles of safety culture, developing a leadership position in terms of safety, creating an atmosphere of openness and trust in the team.

Personnel Training

Within HR Development and Training Provisions, the Company's enterprises regularly provide training to enhance competencies of their workers. Amount of investment training in 2017 made RUB 111.4 mln. (which is 10.3 million more than in 2016). Average training hours per each employee of the Company in 2017 made 66 hours. In the reporting year 11.430 employees of TVEL Fuel Company passed training. Average training hours per each employee of the Company in 2017 made 66 hours.

Diagram 27

Average training hours per employee

Diagram 28

Average training hours per employee in 2017

Educational events contributing to development of skills are implemented using the resources of corporate coaches, as well as the external providers of training services.

TVEL Fuel Company enterprises regularly implement sectoral and divisional training programs to enhance competencies of managers and employees of enterprises.

Development of Succession Pool and Succession Plans

TVEL Fuel Company pays great attention to development of the succession pool and training of the Company's managers.

Training in this sphere is built on the following principles:

  • correlation with business strategy and industry development;
  • focus on the most advanced international leadership development practices;
  • analysis of the uniform industry-specific development system for managers

The succession planning and MPS formation are based on the results of Annual Performance Assessment "RECORD". The prime tool used to form and approve the managerial succession plans of the Fuel Company is the review of personnel capacity by holding round tables at all levels of the Fuel Company management. The decision to include an employee in the MPS list is taken following the results of independent evaluation, which contains the assessment of potential, motivation and compliance with corporate values. An employee may be included into the succession plans on the basis of his/her manager's decision taken with due regard to his/her achievements in the past period.

Preparation of reservists of senior, middle and entry-level managers to career development is carried out in accordance with the industry-specific development MPS programs "ROSATOM Assets", "ROSATOM Assets. Basic Level", "ROSATOM Capital" and "ROSATOM Talents". The development programs are focused on raising the level of corporate and managerial competencies of the MPS participants.

178
Internal coaches on improvements
3
Leader Forums held
89
Improvement tools trainings
106
Engineers who mastered TRIZ tools
11,430
Number of employees trained
28
Process factories

In September 2017, the organizational and communication block was added to the Leader Forum at SGChE JSC which was dedicated to safety culture enhancement in the Fuel Company. Its participants, specialists in communications, HR, representatives of labor protection and nuclear safety services, as well as members of succession pool program proposed a number of projects aimed at safety culture development, "unsafe behavior" causes analysis and formation of correct value and psychological patterns focused on prioritization of safety issues for each employee.

The forum was attended by 106 people, 16 production tasks were considered. The participants worked out 5 directions for improving the safety culture: motivation, communication and leadership in the field of safety culture, increasing efficiency in ensuring electrical safety and interaction with contractors.

Table 45

TVEL FC Succession Pool and Succession Plans*

Indicator

2015

2016

2017

Number of employees included to succession pool

215

162

147

Number of employees included to succession pool and running for major posts

139

162

147

Number of employees included to succession pool and transferred to major posts

89

80

45

* Next career move requirement was not mandatory for inclusion in the succession pool list until 2015, while after 2015 this requirement became mandatory for succession pool candidates.

Personnel Efficiency Assessment

In 2017 the Company continued to successfully apply the annual personnel efficiency assessment system*. The assessment is based on the employee's compliance with corporate values and the required level of professional and technical knowledge and skills.

The key principles of assessment are objectivity and relevance. Objectivity is achieved by evaluations calibration (alignment of evaluation criteria for employees of different divisions subordinate to one superior manager) by heads of departments and the superior leader at round table. Assessment of corporate values is performed only in relation to the behavioral indicators of the employee associated with his/her professional activities and influencing his/her performance.

Following the results of assessment the recommendations were made concerning alteration of personal additional incentives, choice of training program and recruitment of employees to succession pool and career planning.

In 2017, part of the staff of category "Managers, specialists, employees" were evaluated on the basis of the single information system "RECORD". In 2018-2019, it is planned to apply the automated assessment system to all the companies included into TVEL Fuel Company management system.

* Managers, specialists, employees and workers are subject to assessment.

Critical Knowledge (CK) – is the knowledge accumulated by organization in specific subject areas, as well as personal knowledge and experience of employees, obtaining priority depending on the specifics of the organization's activities in a resource-constrained environment.

The Fuel Division has implemented a systematic approach to preservation of critical knowledge based on existing IAEA knowledge management concepts. Within the said approach, knowledge mapping has been carried out with the subsequent formation of a knowledge map. Mapping the knowledge of workers and organizations in general allows to combine individual fragments of knowledge kept in different places and get a general idea of knowledge pattern of the organization and employees possessing certain knowledge. The final product of CK is the detailed program for the conservation of CK developed for organization, including both methods for preserving critical knowledge and skills, as well as measures required to reduce the negative impact from their loss.

In addition, a mentorship program has been implemented in the industry aimed at the transfer of key knowledge and skills, having following objectives:

  • ensuring continuity of generations in key technical positions;
  • preservation and transfer of key knowledge and skills;
  • raising the professional level of employees;
  • increasing the level of motivation for young workers' professional development.

Professional Standards

TVEL JSC is the member of the Council for professional qualifications in the sphere of nuclear power, which shall be responsible for reviewing the professional standards elaborated for the industry.

An industry-specific working group on professional qualifications in nuclear energy complex of ROSATOM was created in 2017, which included employees of TVEL FC. Over the past year, 20 professional standards were coordinated in the industry in key engineering and trade jobs.

Professional Competitions

For 10 years TVEL Fuel Company has been holding professional skills competitions, since 2016 they are oriented to WorldSkills standards.

The II industrial ROSATOM Championship WorldSkills – AtomSkills 2017 was attended by 287 employees of ROSATOM divisions, including 46 workers from TVEL Fuel Company (25 workers under 28 years old, 21 specialists aged 28 - 35) in 15 competencies. 51 specialists of TVEL Fuel Company were engaged as experts under the project.

The Championship was held on June 19-23, 2017 at Ekaterinburg-Expo site. The Fuel Company team won gold in 6 competencies and bronze in five competencies.

A divisional professional efficiency contest among inspectors of TVEL Fuel Company of ROSATOM was held at Chepetsky Mechanical Plant (ChMZ) at the end of November 2017. General tasks were prepared for its participants: 50 theoretical questions, interpretation of drawing, and in the practical part - detail measurement and drawing a report on usability and compliance with the drawing. The experts of the contest summed up the results - representatives of MSZ PJSC and ChMZ JSC became the best inspectors of the Fuel Division.

TVEL Fuel Company's corporate award for Best Solution / Development was established in 2008 and became the most important and prestigious award in the Company for talented engineers, technologists, designers, managers who won corporate competition.

The awards are given to corporate authors of enterprises of TVEL Fuel Company, who have introduced new technologies and design developments, organized new production and made achievements in financial and economic activities, enhancing corporate governance etc.

The following awards were presented in 2017:

  • author team of NCCP PJSC was awarded 1st place Diploma "Best Engineering and Process Solution" for development of a technology for processing carbonate precipitates of lithium-7 to produce a solution of lithium-7 hydroxide;
  • author team of SGChE JSC was awarded 1st place Diploma "Best Development of New Production/Best Solution for Reconstruction and Building" for reconstruction of electrolysis production of fluorine of a sublimate plant;
  • author team of ChMZ JSC and VNIINM JSC was awarded 1st place Diploma for organizing the processing of substandard uranium-containing materials.

Partnership with Educational Institutions

Recruitment of promising young people is one of the top priorities in HR policy of TVEL Fuel Company. By hiring young specialists, the Company intends to preserve and strengthen its position in the sphere of science and advanced technologies in the years ahead.

Cooperation with educational institutions is carried out on the basis of the communication plan on work with universities and graduates; the plan that is being continuously updated on an annual basis.

With a view of occupational guidance for schoolchildren the Company's enterprises organize excursions, meetings with young specialists, information and educational activities.

The major areas of cooperation with educational establishments of higher and secondary education are the following:

  1. long-term planning of demand for specialists in terms of relevant specialities (for 2018-2028);
  2. raising awareness among students and graduates on possibilities of professional growth in the enterprises of TVEL Fuel Company, as well as TVEL FC and ROSATOM brand promotion;
  3. arrangement of educational and on-the-job trainings at the premises of the Company's enterprises;
  4. implementation of joint educational programs, special courses within the sphere of main departments:
    • Branch of the 9th Department of MEPhI NRNU and complex branch of the Department of D.I. Mendeleev University of Chemical Technology of Russia and M.V. Lomonosov Moscow State University of Fine Chemical Technologies at VNIINM JSC;
    • Specialized Department of "Design and Engineering Support of Mechanical Facilities" of Stoletovykh Vladimir State University at Tochmash VPA JSC;
    • Specialized Department of Seversk Institute of Technology of MEPhI NRNU "Radiochemistry" at the facilities of SGChE JSC;
  5. special contests for recruiting young specialists with advanced capabilities (Young Professionals Tournament "TeMP").
  6. annual participation of young specialists in industry-specific contest of professional skills Atomskills and national Worldkills Hi-Tech.

TVEL Fuel Company of ROSATOM took part in a large-scale event for schoolchildren, students and graduates - ROSATOM Career Day - held at MEPhI National Research Nuclear University.

The central event of the Career Day which brought together about three thousand young people was a vacancy fair. People from the Fuel Division of ROSATOM presented the information on the prospects for employment at enterprises entering the management contour of TVEL JSC and answered questions about traineeship. Senior students could apply for internship, while graduates filed their CVs. Young people were invited to participate in an experiment and apply their knowledge in building an atomic reactor, answer quiz questions and cross-word puzzles.

In September 2017, the delegation of TVEL Fuel Company visited Armenia, and jointly with Armenian partners organized a number of events aimed at developing cooperation in scientific and educational spheres. During the meeting, an agreement was reached on organization of Smart Nuclear international youth network community on the basis of Miru-MIR open communication platform sponsored by TVEL JSC to popularize nuclear science and to overcome radio and technophobia.

In October TVEL JSC and the Russian-Armenian (Slavic) University (RAU, Yerevan) signed the cooperation protocol aimed at implementing a number of humanitarian projects. In particular, the parties agreed on implementation of a historical and memorial program related to the joint contribution of the peoples of two countries to the implementation of the Soviet nuclear project, the participation of young specialists from the Fuel Division of ROSATOM in RAU research conferences and invitation of Armenian students to seminars held by TVEL JSC.

In 2017 the enterprises of the Company offered practical training to 554 students of higher educational institutions and vocational secondary schools, 32 of them were employed by TVEL Fuel Company. In 2018 the Company expects 477 students to take their practical training.

During the reporting period the Company employed 83 graduates of higher educational institutions and vocational secondary schools, 17 of whom took target preparation classes for employment by TVEL Fuel Company. Diploma grade point average of employed graduates was over 4.2. Per cent of graduates from core universities of ROSATOM is over 40%.