Impact on society and employees
Our activities and ensuring the continuity of electricity supply determine the wellbeing of Poles.

It is PSE’s particular concern to ensure the security of employees and contractors’ personnel providing services to our company. To make this possible, we incessantly take care of the development and security of our technical infrastructure.

We are a modern organisation fostering an innovative working environment. We care about the development of internal competences of our employees. We want to constantly strengthen the unique knowledge base in the organisation and the expertise of the PSE staff responsible for maintaining a secure and stable power system.

PSE’s HR development priorities

GRI 103-1
One of basic objectives is the sustainable and consistent support to the development of employee’s competences leading to the achievement of results in line with strategic plans.
The Personnel Policy defines the areas on which the effective implementation of PSE’s strategy depends. The Personnel Policy is founded on PSE values and corporate culture, which expand into three Personnel Policy Pillars.

Personnel Policy Pillars

PSE’s success is determined primarily by knowledge, skills and competence of our employees. Therefore, we attach great importance to how we treat each other, how we define our values and objectives, and what attitudes are desirable among employees.
The Policy is addressed to all PSE employees. The provisions of the Policy are widely communicated across the Company. They are also an element of the induction programme for new employees.
As part of the implementation of the Personnel Policy and promotion of appropriate attitudes, in the spring of 2019 meetings were held with employees in Konstancin-Jeziorna and in all ZKO locations, during which the Personnel Policy assumptions were presented. In addition, employees had an opportunity to listen to two lectures on values: “How to cope in a world of uncertainty and change” and “Effective and satisfied, or looking at the engineer’s way”.
Information on employees and other workers in the organisation, by duration of employment, gender and region
Total number of employees by gender
Percentage of women (%)
Percentage of women (%)
Table – Total number of employees by duration of employment, gender and region
GRI 102-8 Total number of employees by duration of employment, gender and region Number of employees
Number of employees
Women Men Total Women Men Total
Konstancin-Jeziorna employed under fixed-term contracts 33 78 111 41 94 135
employed under fixed-term contracts 328 684 1012 321 733 1054
Total 361 762 1123 362 827 1189
Warsaw employed under fixed-term contracts 3 35 38 0 16 16
employed under fixed-term contracts 23 197 220 26 197 223
Total 26 232 258 26 213 239
Bydgoszcz employed under fixed-term contracts 2 21 23 3 16 19
employed under fixed-term contracts 35 167 202 28 151 179
Total 37 188 225 31 167 198
Radom employed under fixed-term contracts 6 35 41 3 13 16
employed under fixed-term contracts 35 209 244 30 197 227
Total 41 244 285 33 210 243
Poznań employed under fixed-term contracts 11 23 34 3 30 33
employed under fixed-term contracts 26 238 264 26 206 232
Total 37 261 298 29 236 265
Katowice employed under fixed-term contracts 8 34 42 1 21 22
employed under fixed-term contracts 41 266 307 28 192 220
Total 49 300 349 29 213 242
Total employed under fixed-term contracts 63 226 289 51 191 242
employed under fixed-term contracts 488 1761 2249 459 1675 2134
Total 551 1987 2538 510 1866 2376
Information on employees and other workers in the organisation, by working time and gender
Pełny etat:
Niepełny etat:
GRI 102-8
Number of employees and associates (converted to persons) by form of employment
Number of employees and associates
2019 2018
Women Men Total Women Men Total
Employed under contracts for services 18 17 35 0 1 1
Employed under contracts for specific work 0 0 0 0 0 0
Employed under internship contracts 0 0 0 0 0 0
Self-employed 0 0 0 0 0 0
Employees under supervision and/or seasonal workers 0 0 0 0 0 0
Total 18 17 35 0 1 1
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Recruitment and internship programmes

In 2019, PSE offered internship positions for university students and graduates to gain their first professional experience under three different programmes for the first time.
Energetyczny Staż

Since 2013, the Energy Internship programme has been pursued, under which the most talented power engineering students and university graduates are acquired to work with the company. The programme provides for the employment of selected persons under contracts of employment for a period of 10 months. During that period, each intern develops his or her knowledge under the guidance of a mentor assigned to them. Following the internship, the candidate has an opportunity of permanent employment with our organisation. In 2019, our company hired 13 people after they completed their internships. In the six editions of the programme held so far from the beginning of the programme, 37 interns have been employed in total, 32 of whom are continuing employment with PSE.
Energy for the Future

In 2019, PSE joined the Energy for the Future internship programme undertaken in coordination with the Ministry of Climate (previously the Ministry of Energy) and energy sector companies (PLN Orlen, PGNiG, PGE).
The objectives of the programme are as follows:
  • build human resources for the Polish energy sector by acquiring the best student of technical universities interested in working in the energy sector;
  • familiarise interns with the specificities of work in the country’s key energy companies and in the Ministry of Climate;
  • prepare interns for work in the energy sector.

The Energy for the Future internship programme was developed so as to enable each intern to gain specific skills and experience in the energy-related areas of interest to them and to plan their career path. In 2019, PSE recruited 6 interns under the programme.
Energy Academy

It is one of the training/educational programmes of Lesław A. Paga Foundation, addressed to those who see their professional future in the energy sector. The objective of the Energy Academy is to enable young people to lean best industry practices and draw experience from experts. Those invited to participate in the project include students of graduates of engineering, economic, legal and related studies who are under 27 years of age.

Under the project, on 29 March 2019, we hosted lectures by our by our experts for more than 30 participants of the programme at PSE headquarters in Konstancin-Jeziorna. The future specialists could learn about the role of the transmission system operator in the power system and familiarise themselves with the electricity market operation rules and the challenges facing PSE. The workshop was received enthusiastically by the participants and effectively encouraged many of them to apply for participation in the Energy Internship programme.
Job fairs

In 2019, in order to increase the effectiveness of the recruitment processes and to attract the best candidates, PSE took part in a number of job fair events:
  • Absolvent Talent Day – an event hosted by the Electronic Youth Activity Promotion Centre in Poznań (April 2019),
  • Work Stricken. Employees’ Panel – an event hosted by the SEP (Association of Polish Electrical Engineers) Student Club at the University of Science and Technology in Bydgoszcz (May 2019),
  • Data Science Summit 2019 – an event addressed to the IT industry (June 2019),
  • IT Job Fairs IT at Warsaw University of Technology – an event addressed to the IT industry (November 2019),
  • IT Job Fairs at University of Warsaw MIM Department – an event addressed to the IT industry (November 2019),
  • What the Hack – a conference combined with a trade fair – an IT Security event (November 2019).

Other initiatives supporting recruitment

In 2019, our organisation increased its activity related to building the employer’s brand. As part of these activities, we started promoting job offers through the company’s LinkedIn profile. Another initiative was the Fridays with Recruiter information campaign on LinkedIn. The addressed the action to all those interested in working with PSE. On each Friday, Joanna Wójcik from the Recruitment, Training and Development Department was answering questions for 3 hours, encouraging those interested to participate in recruitment processes.
Another activity aimed to strengthen PSE’s positive image as an employer was a set of training events improving managers’ recruitment skills in terms of legal aspects and internal recruitment rules. All staff in managerial roles were invited to participate in the training.

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Delivery of training

In 2019, we continued development work through a training catalogue addressed to all employees of the company. The training offer is being updated and expanded on a continuous basis so as to best address the needs of the organisation and employees.
PSE’s training catalogue has been prepared in such a way as to optimise the selection of training within the available budget in terms of effective fulfilment of tasks and the employee’s diagnosed needs, as well as the company’s objectives. It is a tool that facilitates the systematic development of knowledge, skills and qualifications of our employees, which has already become a permanent feature of our organisation.
Training products are divided in the catalogue into five categories:
  1. Manager Academy management training – improving managerial and leadership skills of the executive and managerial staff and tailored to the needs of each manager;
  2. Specialised/expert training – concerning the subject matter closely related to the substantive nature of work in a given area or in a given job position;
  3. Training developing soft skills – improving personal skills and supporting effective, task-oriented work;
  4. Induction, introductory, periodic and on-the-job training – addressed to all employee groups irrespective of functional areas and hierarchies; provide basic, universal knowledge indispensable in work;
  5. Industry conferences.

    In 2019, workshop activity proposals appeared in the training catalogue, designed to improve the social skills or managerial staff and employees in five subject-matter groups:
  • leadership,
  • management,
  • employee motivation and development,
  • communication,
  • efficiency.

In addition to the development of social competences, the proposals addressed to PSE employees include project management training and procurement law training. In 2019, specialist training was also delivered on other topics: Construction Law, Environmental Protection Law, Cultural Differences in Business.
The need to increase the availability of training for employees outside the offices in Warsaw and Konstancin-Jeziorna, diagnosed in 2018, prompted the provision of training also in other locations of the company. 9 training events were delivered at ZKO offices for employees and managerial staff.
As in the previous year, in the course of training preparations we adopted environmentally-friendly arrangements – most training material is provided to participants in electronic form. Only materials needed for classes are printed, which substantially allows paper consumption to be significantly reduced.
Average hours of training per year per employee by gender and employment structure
GRI 404-1 Total hours of training by gender
2019 2018
Women Men Total Women Men Total
Total hours of training by gender 7,328 33,648 40,976 5,272 23,448 28,720
Number of employees (values identical to the data from GRI 102-8 ) 551 1,987 2,538 510 1,866 2,376
Average hours of training by gender 13.30 16.93 16.14 10.34 12.57 12.09

GRI 404-1
Employment structure
Total number of employees by employment structure Total training hours by employment structure Average training hours by employment structure
Show data
Assistant 7 64 9.14
Director 34 200 5.88
Dispatcher 130 1,768 13.60
RCN Duty Officer 5 0 0.00
Substation Duty Officer 132 3,256 24.67
Expert 97 256 2.64
Electrical Fitter 10 0 0.00
Electrical Fitter 260 3,736 14.37
Trader 3 16 5.33
Inspector 46 1,736 37.74
Equipment Maintenance Inspector 4 48 12.00
Engineer 24 352 14.67
Equipment Maintenance Engineer 8 136 17.00
Section Manager 50 720 14.40
Division Manager 196 3,336 17.02
Junior Specialist 149 3040 20.40
Legal Counsel 42 576 13.71
Clerk 6 0 0.00
Secretary 3 16  
Specialist 470 8,392 17.86
Specialist Coordinator 360 5,280 14.67
Senior Inspector 8 96 12.00
Starszy Inżynier 7 32 4.57
Senior Engineer 405 7,344 18.13
Senior Technician 9 96 10.67
Intern 14 16 1.14
Technician 3 16 5.33
Deputy Director 46 192 4.17
Other positions* 10 256 25.60
TOTAL 2,538 40,976  
Development programmes

In 2019, as well as a year before, the development programme for the executive staff, PSE Manager Academy was conducted in a manner tailored to the individual needs of persons holding managerial roles. Each manager could choose 3 14 training subjects improving soft skills. This formula was met with appreciation from the management, all the more so as new, interesting subject proposals for this employee group appeared in 2019.
Apart from catalogue training, in 2019 we continued development programmes operated for years, focused on ensuring the correct operation of the Polish Power System. Traditionally, significant elements of development activities included 2 dedicated development programmes for the O&M and dispatching personnel.
New education and development platform

In 2019, PSE started work to implement a training management tool, which was also an educational platform. The first stage of work made it possible to provide access to e-learning functionalities in February 2020. In June, the expanded employee profile was implemented as well as the option to create and provide access to knowledge guides, collections and tests.
Building the feedback culture

In 2019, PSE took steps towards building open communication among employees as well as feedback giving and receiving skills. An information campaign was organised featuring a series of humorous posters promoting appropriate attitudes. We also invited third-party experts who delivered lectures titled:
  • “The Art of Giving and Receiving Feedback”,
  • “Feedback in the Organisation: Towards the Dialogue Culture”.

In addition, workshop activities were included in the training catalogue, concerning feedback at different levels of the organisation: for senior and mid-level managerial staff and for employees. The new training options were met with interest.
HR Newsletter

Since 2017, the Human Resources Management Department has been issuing a weekly HR Newsletter providing in a clear and transparent way all significant up-to-date HR information. This form of communication is addressed directly to directors, who cascade it to managers and employees, as necessary.
PSE health diagnosis

The OHI (Organisational Health Index) survey is a part of the programme which is aimed to create an innovative organisation capable of quick adaptation. In 2019, the OHI survey was carried out for the fourth time. 1,305 employees took part in the survey, which meant a turnout rate of 49 percent.
According to the survey, PSE’s organisational health level remained at the same level as a year before. However the difference in health assessment between senior executives and other employees increased. The results for individual departments change in different directions, which may be indicative of a low level of coordination of improvement initiatives.
According to surveys, responsibility remains a strength of our organisation. The lowest-rated element of the organisational health is motivation. The strengths mentioned most often include development, competence, responsibility, technologies and investments. The positive values indicated during the survey also included direction and vision, innovation and knowledge.
Last year and over a span of 4 years, internal orientation has also significantly improved, both in terms of the practices followed and effects witnessed by employees.
Despite the fact that performance was maintained at the same level, employees can see may activities pursued by the company towards improvement of its corporate culture. PSE is viewed as a stable and responsible organisation.
Employee appraisal system

As in the previous years, all PSE employees underwent periodic appraisals based on a simplified performance appraisal system introduced in 2017. Performance appraisal of employees in specialist positions is carried out on a quarterly basis (provided that at least 1 month has been worked) against a 3-degree scale, where the ratings are as follows:
  • N – not acceptable,
  • A – acceptable,
  • S – special.

The executive staff, legal counsel and experts were covered by the Management by Objectives system which provides for the achievement of strategic objectives cascaded by the Management Board to individual managers and based on the company’s strategy. Management by Objectives is a complex and performance-oriented method of appraisal, but also, very importantly, it is conducive to boosting the commitment of the staff to the pursuit of strategic objectives and facilitates the monitoring of the achievement of objectives.
Percentage of employees receiving regular performance and career development reviews, by gender
Percentage of employees of the organisation receiving regular performance and career development reviews, by gender:
Employees covered by collective bargaining agreement
Total number of employees by:
Total number of employees covered by collective bargaining agreement
Total number of employees
Percentage of employees covered by collective bargaining agreement
* The Company Collective Bargaining Agreement (CCBA) covers all employees hired under contracts of employment and the employees of PSE Inwestycje, who were successively covered by the agreement as part of their employment within the PSE structure in the transitional period. Two employees of PSE Inwestycje were not subject to all provisions of the CCBA.
The CCBA governs, first of all, the mutual rights and obligations of the parties to the contract of employment, including benefits closely related to work.
New hires in 2019
GRI 401-1
Total number of new hires by:
Number of employees Number of newly hired employees PPercentage of newly hired employees (converted to persons)
2019 2018 2019 2018 2019 2018
Women 551 510 67 60 12.16% 11.76%
Men 1,987 1,866 240 186 12.08% 9.97%
Age groups
<30 297 214 134 79 45.12% 36.92%
30-50 1,662 1,603 154 149 9.27% 9.30%
>50 579 559 19 18 3.28% 3.22%
Total 2,538 2,376 307 246 12.10% 10.35%
Departures in 2019
GRI 401-1
Total number of employee departures by:
Number of employees Number of employee departures Percentage of employee departures
2019 2018 2019 2018 2019 2018
Women 551 510 22 23 3.99% 4.51%
Man 1,987 1,866 115 61 5.79% 3.27%
Age groups
<30 297 214 13 21 4.38% 9.81%
30-50 1,662 1,603 55 47 3.31% 2.93%
>50 579 559 69 16 11.92% 2.86%
Total 2,538 2,376 137 84 5.40% 3.54%
Remuneration of the lowest-level employees by gender relative to the minimum pay
GRI 202-1 Minimum wage at a given location (gross value in PLN) Average remuneration of the lowest-level employee - WOMEN Ratio of lowest-level remuneration to the minimum pay - WOMEN Average remuneration of the lowest-level employee - MEN Ratio of lowest-level remuneration to the minimum pay - MEN
Location 2018 2017 2018 2017 2018 2017 2018 2017 2018 2017
Konstancin-Jeziorna 2,250 2,100 5,752.91 5,627.00 2.56 2.68 5,637.08 5,805.00 2.51 2.76
Bydgoszcz 2,250 2,100 5,076.89 4,769.00 2.26 2.27 4,941.35 4,786.29 2.20 2.28
Katowice 2,250 2,100 4,785.08 3,853.00 2.13 1.83 4,981.24 3,700.00 2.21 1.76
Poznań 2,250 2,100 4,605.70 5,404.16 2.05 2.57 5,217.70 5,190.60 2.32 2.47
Radom 2,250 2,100 4,969.79 5,966.65 2.21 2.84 5,075.41 5,997.28 2.26 2.86
Warsaw 2,250 2,100 5,312.83 4,000.00 2.36 1.9 5,252.55 3,500.00 2.33 1.67
Impact indicator
Equivalent of additional benefits

GRI 103-1 GRI 401-2
Employee health-promoting benefits and programmes
PSE provides an extensive welfare package to its employees and their families. The benefits that PSE’s employees could receive in 2019 included: The Employee Pension Scheme, meal subsidies, prevention scheme, leisure subsidies for employees and their children, housing loans, subsidies to school residential trips, nurseries and kindergartens, as well as cultural activity subsidies.
Employee health-promoting benefits and programmes
Type of additional benefit Number of persons who received a benefit Purpose of benefit
2019 2018
Leisure subsidies for employees and their children 2,300 2,325 Maintaining work-life balance, arranging holiday trips for employees’ children, helping employees to spend time with their families during holiday trips.
Medical care 2,192 2,077 Providing employees with better access to health prevention, improving employees’ health.
Subsidising forms of sport, recreational and cultural/educational activities. 2,341 2,134 Improving physical and health condition, creating opportunities for employees to foster their interests, opportunities to participate in interesting cultural events, support in maintaining work-life balance.
Aid schemes in the transitional period supporting retirement
Employees acquiring pension rights at PSE have the opportunity to receive several mandatory and optional benefits:
Obligatory benefits:
  • retirement severance pay in amounts dependent on years of service at PSE and the time of termination of the contract of employment (up to 500 percent of the pay base);
  • compensation for the loss of funding of electricity costs (twice the average wage at the company). Optional benefits;

Optional benefits:
  • compensation for the loss of funding of electricity costs (twice the average wage at the company).
Percentage of employees eligible to retire in the next 5 and 10 years
Employee categories Number of employees eligible to retire in 5 years Percentage of employees eligible to retire in 5 years Number of employees eligible to retire in 10 years Percentage of employees eligible to retire in 10 years
Show data
Assistant 1 0.04% 2 0.08%
Director 3 0.12% 5 0.20%
Dispatcher 10 0.39% 18 0.71%
RCN Duty Officer 0 0.00% 1 0.04%
Substation Duty Officer 10 0.39% 48 1.89%
Expert 13 0.51% 22 0.87%
Electrical Fitter 0 0.00% 2 0.08%
Electrical Fitter 25 0.99% 39 1.54%
Trader 0 0.00% 0 0.00%
Inspector 1 0.04% 4 0.16%
Equipment Maintenance Inspector 1 0.04% 2 0.08%
Engineer 3 0.12% 4 0.16%
Equipment Maintenance Engineer 2 0.08% 2 0.08%
Section Manager 2 0.08% 8 0.32%
Division Manager 18 0.71% 36 1.42%
Junior Specialist 1 0.04% 3 0.12%
Legal Counsel 1 0.04% 3 0.12%
Clerk 3 0.12% 4 0.16%
Specialist 44 1.73% 71 2.8%
Specialist Coordinator 41 1.62% 63 2.48%
Specialist Coordinator 5 0.20% 6 0.24%
Senior Engineer 1 0.04% 1 0.04%
Senior Specialist 23 0.91% 41 1.62%
Senior Technician 0 0.00% 3 0.12%
Intern 0 0.00% 0 0.00%
Technician 3 0.12% 3 0.12%
Deputy Director 3 0.12% 8 0.32%
Other positions 2 0.08% 4 0.16%