The strategic role of the distribution grid sector, high requirements imposed on its functional reliability and the complexity of used technologies place special requirements on the qualifications and motivation of employees, which can not ensured without long-term cooperation with the personnel and its ongoing development.

For the purposes of implementing a systemic approach to human capital development in the present year, IDGC in collaboration with JSC IDGC Holding developed and approved (by the resolutions of the Boards of Directors) the Program of Maintaining and Developing the Workforce Capacity of IDGCs. The programs were prepared taking into account the areas of development of the distribution grid sector, regional peculiarities and changes in the socio-economic development of Russia, specifically in the context of risks associated with the demographic situation. The implementation of the Programs is intended to ensure that the workforce capacity of the distribution grid sector is maintained and develops, to keep, engage and retain highly qualified personnel motivated to achieve the formulated objectives. A set of measures covers 5-year term, up to and including 2014.

The Programs are adjusted for the provisions of the Energy Strategy of Russia for the Period Until 2030, the Concept of Demographic Policy of the Russian Federation for the Period Until 2025, the Development Strategies of regions.

Workforce capacity is maintained and developed by the distribution grid sector companies in the following areas:

• maintenance of workforce capacity;
• replenishment of workforce capacity;
• development of workforce capacity.

The programs provide for the accomplishment of the following objectives in the field of personnel management:

• determination of a special category of employees, whose retention is critical for the distribution grid sector companies;
• development and implementation by the distribution grid sector companies of activities for the rejuvenation of personnel, especially the personnel of operating functions (workers and engineering staff);
• strengthening of cooperation with Russia’s leading institutions of higher and secondary professional education, specifically with regard to proper training of young employees for the distribution grid sector companies;
• development of the system of professional training, education and retraining of personnel in respect of broad use of the potential of regional training centers and the implementation of flexible training technologies;
• improvement of the incentive system, development of the system of social partnership by the distribution grid sector companies;
• strengthening of succession pool work;
• strengthening of work aimed at ensuring phychophysical occupational safety of the operational personnel of the distribution grid sector companies.

Annual assessment of the results of implementation of the Program of Maintaining and Developing the Workforce Capacity is based on the analysis of the evolution of personnel situation in the interregional distribution grid companies.