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Social responsibility and corporate sustainability report 2015

Employees and Social Policy

Human Resource (HR) Management

The Company’s key strategic goal in the area of human resource management is to improve efficiency and employee engagement in order to provide reliable operation and development of UNEG.

To achieve the above goal, the Company focuses on:

  • improving the Company’s operating efficiency through the increase in labour productivity and quality, optimal use of human capacity for the benefits of the Company;
  • timely meeting the Company’s needs in a skilled workforce, employee ongoing development, training and involvement in the effective implementation of the corporate long-term objectives engagement;
  • satisfying material and social needs of employees according to their contribution to the achievement of the Company’s goals and objectives. G4-DMA

Headcount and Personnel Structure

A priority in the Company’s HR management policy in 2015 was performance management at the unit and employee level by raising labour productivity.

This includes the following approaches:

  • to optimise the Company’s organisational and functional structure, cut the number of management levels, expand the span of control, and reduce the administrative and managerial staff;
  • to optimise schemes for service maintenance of energy facilities with regard of the Company’s priorities in improving reliability, safety and effectiveness of the grid system and, consequently, reduce operating personnel. G4-DMA

During 2015, the following activities were implemented:

  • project “Audit and Optimisation of Federal Grid Company’s Organisational and Functional Structure”;
  • centralisation of functions by management level;
  • reduction in operational service costs;
  • optimisation of administrative and managerial staff size.

At the end of 2015, the average headcount of Federal Grid Company was 23,358 employees, a 4.1% decrease on 2014. G4-9

In the reporting year, staff optimisation actions resulted in higher labour productivity in physical terms (c. u. /man) by 9.9% compared to 2014.

At the end of 2015, the average headcount of Federal Grid Company was


Changes in average headcount in 2011–2015, persons

In accordance with the current legislation of the Russian Federation, employees receive notification on significant changes to employment terms and conditions not less than 2 months prior to the event occurrence. G4-LA4

Changes in average headcount by branch in 2011–2015, persons

Branch 2011 2012 2013 2014 2015
Executive Office 1055 1031 977 895 850
MES Centre 5,186 5,367 5,409 5,264 5069
MES North-West 2,338 2,489 2,612 2,592 2500
MES Volga 2,171 2,262 2,287 2,180 2084
MES South 2,387 2,616 2,734 2,667 2502
MES Ural 2,778 2,822 2,837 2,722 2627
MES Western Siberia 3,873 3,967 4,000 3,873 3644
MES Siberia 1,727 1,973 2,104 2,069 2026
MES East 1,816 1,933 2,034 2,006 1958
Technical Supervision Centre 0 0 129 94 97
Total 23,332 24,460 25,123 24,362 23358

Total number of employees by employment type, contract and region, persons G4-10

Branch Headcount, total including average headcount (full-time employment) including part-time employees and those employed under civil law contracts (part-time employment)
MES Centre 5,142 5,069 73
MES North-West 2,532 2,500 32
MES Volga 2,087 2,084 3
MES South 2,506 2,502 4
MES Ural 2,636 2,627 9
MES Western Siberia 2,037 2,026 13
MES Siberia 3,657 3,644 0
MES East 1,958 1,958 11
Technical Supervision Centre 97 97 0

The staffing level in the Company remains high at 97.2% as of year-end 2015.

Payments to full-time employees are made in accordance with an employment agreement, Sectoral Tariff Agreement and the Labour Code of the Russian Federation. G4-LA2

The Company does not have a collective bargaining agreement covering all employees, the social and labour relations and other relations directly associated therewith are regulated by the Sectoral Tariff Agreement of the electricity industry of the Russian Federation for 2013–2015, which has been extended for 2016–2018. G4-LA4

Gender Profile

Average headcount by gender and gender ratio, persons

Men Women Total
19,432 3,997 23,429
83% 17% 100%

2015 Employee Headcount by Branch, %

Staff termination measures are implemented in accordance with labour legislation. G4-EU20

Employee Structure by Category in 2011–2015

Federal Grid’s staffing level, %

In 2015, 3,022 employees were hired by Federal Grid Company, and 4,327 employees were terminated, among them 1,583 persons resigned voluntary, 1,044 persons were terminated due to staff optimisation, and 569 persons resigned upon mutual agreement of the parties.

Number of hired and terminated employees in 2012–2015, persons

One of the priority areas is to renew and maintain the number and quality of employees in order to ensure reliable operations and development of Federal Grid Company.

The Regulations on Employment of Federal grid Company regulate the process of appointment to management positions of the Company, which is in accordance with the qualification level of the position and in strict compliance with the requirements of the Russian legislation. About 90% of senior management were hired from the local community. G4-EC6

Qualification Requirements for all Job Levels, Career Growth Mechanisms

Qualification requirements to Federal Grid employees are set by legal and regulatory acts of the Russian Federation (the professional standards in the electric grid complex (effective from 13 February 2016), the Resolution of the RF Ministry of Labour and Social Security «On Approval of the Qualification Reference Book for Managers, Specialists and Workforce of Electricity Industry”, Standard Wage- Rates and Skills Reference Book for Jobs and Occupations of Manual Workers, etc.) and organisational and structural documents of Federal Grid Company in accordance with job categories and are aimed at implementing tasks and objectives of Federal Grid, increasing productivity, creating effective mechanisms of meeting labour protection requirements, industrial and fire safety

The HR Policy is aimed at ensuring the balance between economic and social effect of the human resources involvement, ensuring availability of a skilled workforce, including graduates from industry-specific educational institutions, needed for the Company’s structural units, creating conditions for optimal use of human resources, efficient motivation and professional development of employees.

Federal Grid Company maintains a policy of employee internal rotation and promotion and strives to make the promotion mechanism fully transparent and underpinned by equal opportunities for all employees, fair assessment of their performance, knowledge and expertise, business and personal qualities. The Federal Grid’s succession pool is updated regularly, and its members are the priority candidates for mid- and top-level managerial vacancies.

The Company imposes high requirements to the educational level and qualification of employees. Educational structure of employees has remained unchanged over the last few years. Employees with higher education prevail (63.6%); the share of employees with secondary vocational education is 36.4%.

In 2015, no violations were recorded of employee rights upon entering into employment and in the course of work, as well as of abuse of authorities by security personnel in respect of employees or citizens, which may be treated as discrimination. G4-HR4

Headcount by education level, persons

Headcount as at the end of the reporting period, persons
Education 2012 2013 20142015
Doctor’s Degree 9 4 8 6
Candidate’s Degree 95 97 94 98
Higher professional education 14,552 15,256 14,935 14,770
Secondary vocational and secondary general education 10,465 10,364 9,461 8,535
Total: 25,131 25,741 24,518 23,429

Employment structure by education level in 2012–2015, %

Employment structure by age in 2012–2015, %

Federal Grid Company has maintained an optimal balance of young, enthusiastic employees and experienced, highly qualified staff members who ensure the continuity of generations and the transfer of professional knowledge and skills. The average age of the Company’s employees is 40.9 years. Most employees (59%) are under 40; this is the most active age in economic and social terms.

Percentage of employees eligible to retire in the next 5–10 years of the total headcount as of 31 December 2015 G4-EU15

Branch Employee share, %
MES Centre 9.4–17.8
MES North West 7.3–22.1
MES Volga 10.9–22.7
MES South 8.3–22.1
MES Ural 9.9–21.8
MES Western Siberia 8.3–19.6
MES Siberia 10.3–20.7
MES Siberia 4.8–22.3

Employee turnover by age, gender and branch in 2015, persons and % G4-LA1

Branch 2015 average headcount, persons Number of employees terminated in 2015 Of whichEmployee turnover ratio in 2015, %
MenUnder 30 years oldOver 30 years old 
MES Centre 5,069 348 260 88 129 2196.6
MES North-West 2,500 126 103 23 50 764.8
MES Volga 2,084 42 31 11 17 251.9
MES South 2,502 310 273 37 135 17511.6
MES Ural 2,627 153 108 45 58 955.6
MES Western Siberia 3,644 210 158 52 83 1275.4
MES Siberia 2,026 137 113 24 55 826.6
MES East 1,958 89 78 11 38 514.4
Technical Supervision Centre 97 14 14 0 1 1314.8

2012–2015 Employee Turnover, %

Material Incentives

Principles of the Federal Grids’s employee motivation system are based on the following:

  • a unified approach to employee remuneration aimed at motivating them to achieve corporate goals and objectives and considering an employee performance and his/her contribution to the achievement of key performance targets set for employees, structural units and the Company as a whole:
  • meeting material and non-material needs of employees to determine a competitive compensation package that considers regional specific features and business peculiarities and includes, among other things, incentive award programme (honourary titles, honourary certificates, appreciation letters and other corporate awards, etc);
  • organising annual competitions among employees of the Company branches for ensuring reliable operation of equipment with further awarding branches and enterprises that demonstrated the best performance and the highest results in the implementation of new technologies with the titles “Best Branch of Federal Grid Company – MES” and “Best Enterprise of Federal Grid Company – PMES”.

During 2015, Federal Grid Company, its counterparties and subcontractors did not use child labour, which is prohibited by law. The specifics of the operational procedures at the Federal Grid’s facilities, both the existing and under construction, eliminates the risk of child labour. Forced labour is also eliminated according to current labour legislation. G4-HR6 G4-HR7

Federal Grid Company has established and maintains an employee compensation system that takes into account position categories, performance results of the Company branches and structural units, as well as specifics of regional labour markets and an individual contribution of each employee. Executive performance is assessed against key performance indicators (KPIs) that are approved by the Board of Directors.

Differentiation of wages and salaries is determined by the level of complexity and importance of work performed, qualifications of an employee and his/her impact on the Company performance.

Remuneration to employees is based on the time and bonuses. The basic wage (wage rate) is consistent with the staffing table and a list of basic wages. Wage rates (basic wages) to workers are based on the minimum monthly wage rate of a grade 1 employee, which is established by the Sectoral Tariff Agreement for the Electricity Industry of the Russian Federation.

In the reporting year, the Electricity Industry Tariff Agreement for 2013–2015 was extended for 2016–2018.

In 2015, the Company revised the frequency of indexation of basic wages and took a decision about semi-annual indexation of wages (wage rates) in accordance with the provisions of the Sectoral Tariff Agreement.

Based on the results of 2015, the average wage amounted RUB66,573, which is 3.9% higher than the 2014 actual figure (average wage calculation is done in accordance with a P4 form). The average wage in Russia is RUB31,325.

Employee average wage in 2011–2015, RUB

The Company’s remuneration policy does not involve gender or other discrimination. G4-LA14

The Company does not apply a gender-based approach to remuneration for men and women who perform the same job functions; therefore it does not keep relevant statistics. G4-LA13

Wage indexation of Federal Grid employees in 2014–2015

Year Minimum monthly rate of first grade workers of industrial staff who fulfilled their norm of standard working hours and met their work commitments (work time standard) set by the Employer  Producer Price Index (PPI)
H1 H2


since 01.01.2014 – RUB5,400 since 01.07.2014 – RUB6,000 8%


since 01.01.2015 – RUB6,372 since 01.07.2015 – RUB6,914 12,9%

Ratio of standard entry level wage of Federal Grid’s employees to local minimum wage by region G4-EC5

Branch Minimum wage of a first class worker, RUB Regional coefficient, Northern and regional bonuses, % Cost of living in the region of the MES branch location, RUB Minimum wage in the MES branch/cost of living in the region, %
Centre 13,489 1.16 12,542 108
North-West 15,001 1.29 9,332 161
Volga 11,978 1.03 8,666 138
South 12,094 1.04 7,603 159
Ural 13,838 1.19 8,146 170
West Siberia 24,537 2.11 12,875 191
Siberia 17,908 1.54 9,748 184
East 20,699 1.78 12,196 170

Key Performance Indicators (KPIs)

In accordance with the Regulations on Terms and Conditions of Employment Agreements and Determination of Remuneration and Compensation for Senior Managers of Federal Grid Company, which has been approved in 2010, remuneration for senior managers is determined by their employment agreements and includes a fixed component (salary) and a variable component (bonuses). Bonuses are tied to key performance indicators (KPIs) of senior managers.

In 2015, the Company applied a system of quarterly and annual bonuses based on the Methodology for Calculation and Evaluation of Key Performance Indicators for Federal Grid’s Senior Management approved by the Board of Directors (Minutes No. 243 dated 22 December 2015).


Quarterly KPIs Annual KPIs
  • Reliability indicator: no major accidents
  • Preventing Increase in the Number of Injured in Accidents
  • Financial stability indicator, i.e. the financial leverage ratio
  • TSR (total shareholder return)
  • ROIC (return on invested capital)
  • Reduction in unit operating expenses (costs)
  • Level of electricity losses
  • Achieving reliability level of services
  • Reduction in unit investment costs
  • Meeting schedules for commissioning
  • Meeting deadlines for technological connection
  • Workforce productivity

All KPIs that are applied to motivate senior managers are included in the Federal Grid’s Long-Term Development Programme approved by the Board of Directors.

Awards Policy

The following corporate awards have been launched in Federal Grid Company–

  • a title “Honoured Employee of Federal Grid Company”,
  • a title “ Veteran of Federal Grid Company”;
  • a badge of honour “For contribution to the development of Federal Grid Company”, First Class and Second Class,
  • a badge of honour “For Professional Skills”,
  • a badge of honour “For Construction and Reconstruction of Electric Grid Facilities”,
  • obtaining a place on the Recognition Board,
  • Honorary Certificate,
  • Letter of Commendation.

Federal Grid Company has a programme of giving state awards, awards by the Government and Ministry of Energy of the Russian Federation, Russian National Association of Electricity Sector Employers (RaEL), PJSC Rosseti and corporate awards to its employees.

The teams of Federal Grid Company’s branches that have ensured reliable operation of equipment, achieved the best performance indicators, and demonstrated good results in the mastering and introduction of new equipment and technologies are awarded the title “Best Branch of Federal Grid Company – MES” and “Best Enterprise of Federal Grid Company – PMES.”

An Employee Recognition Programme provides for awarding employees who have rendered great service to the State, electric power industry, Federal Grid Company, demonstrate high performance and management efficiency, or achieve great results in the operation, construction and re-construction of electric grid facilities, in creation and implementation of new technologies, or have implemented advanced labour management techniques, have demonstrated professionalism in prevention or mitigation of accidents, restoration of power facilities, who are respected by colleagues, and promote corporate values.

2015 Results

In 2015, awards were given to 1,576 employees of Federal Grid Company, its subsidiaries and contractors, including:

  • 7 employees were awarded the title “Honoured Power Engineer of CIS” and 6 employees were given the Honourary Certificate of the CIS Electric Power Council for their contribution to the development of integrated processes in the power industries of CIS countries;
  • 221 employees received awards from the Ministry of Energy of the Russian Federation for their services to the electricity sector; one employee received an award “Honourable Worker of the Fuel and Energy Complex” and 11 employees received the title “Honourable Power Engineer”;
  • 85 employees received awards from RaEl Association, including 9 employees who were awarded the title “Veteran of Electricity Sector” for their long and fruitful service in the electricity industry;
  • 95 employees who made major contributions to the development of the electric grid complex received corporate awards from PJSC Rosseti;
  • 122 employees were awarded a commemorative sign “95th Anniversary of GOELRO Plan”;
  • 1,040 employees received corporate awards for their contribution to the development and services to Federal Grid Company, including
— the title “Honoured Employee of Federal Grid Company” – 2 employees;
— the badge of honour “For contribution to the development of Federal Grid Company”, First Class – 9 employees;
— 79 employees were awarded with the badge of honour “For Professional Skills” for their professional excellence;
— 16 employees were awarded the badge of honour “For Construction and Reconstruction of Electric Grid Facilities”;
— 9 employees’ portraits were put on the Recognition Board of Federal Grid Company.
— 23 employees were given the title “Veteran of Federal Grid Company” for their long and effective service in the electric grid complex.

In 2015, awards were given to

employees of Federal Grid Company

Employees of Federal Grid brunches were given awards of the constituent entities of the Russian Federation for their contribution to the development of the electric grid complex.

Non-Governmental Pension Programme G4-EC3

Since 2004, the Non-Governmental Pension Programme (hereinafter – the Programme) has been implemented in Federal Grid Company. The Programme is aimed at ensuring a good standard of living for the Company employees who reach the retirement age, increasing high performance motivation, attracting and retaining highly qualified employees.

MES Western Siberia – Best Branch

For ensuring reliable operation of equipment, implementation of new technologies and the advanced labour management techniques, the title “Best Branch of Federal Grid Company – MES” was awarded to MES Western Siberia.

Omsk – Best PMES

The title “Best Enterprise of Federal Grid Company – PMES” was awarded to Omsk PMES.

The Programme’s key principles are:

  • a unified approach to organisation of non-governmental pension scheme in Federal Grid Company;
  • differentiated approach to setting amounts of nongovernmental pension;
  • encouragement of employees for their services to Federal Grid Company and the electric power industry, and for their continuous and dedicated work.

In 2015 was allocated for the non-governmental pension scheme

RUB million

In 2015, RUB327,335 million was allocated for the nongovernmental pension scheme.

Succession Pool of Federal Grid Company

To timely meet the Company’s needs for qualified personnel, Federal Grid Company uses a wide range of advanced technologies to build a qualified succession pool. The Company’s management team, realizing that human capital is a core value and one of the main factors of successful development, strives to create conditions for improving the employee performance.

Types of Succession Pool

Tactical succession pool for the production and technical facilities of Federal Grid – MES Succession pool for the position of PMES’ Director
311 employees 83 employees
The pool has been created to improve the reliability of electric grid facilities and to build an optimal vocational qualification structure of personnel, as well as to establish a succession pool of qualified candidates able to take vacant positions promptly.
The tactical pool covers positions of the head and deputy head of subdivisions of Federal Grid branches whose functions include the organisation and performance of operation, maintenance and repair of electric equipment and devices of the electric grid complex within five key areas of Federal Grid activities:
  • Relay protection and automation
  • Operation of substation equipment
  • IT systems
  • Operational process control
  • Electricity transmission lines
The pool has been created to strengthen the HR capacity, to identify the most valuable, highpotential employees for their further development, as well as to mitigate HR risks related to withdrawal and professional level of the existing PMES’ Directors.

Appointments of succession pool members to superior positions in 2015, persons

Type of succession pool Number of succession pool members appointed to superior positions, persons
Tactical succession pool for the production and technical facilities of Federal Grid – MES 54 (17%)
Succession pool for the position of PMES’ Director 2 (2,4%)

Health and Safety

Health and Safety Policy

The Federal Grid’s key objectives in occupational health and safety are as follows:

  • to eliminate workplace injuries and occupational diseases;
  • to promote safe conduct and to develop the accident-prevention skills among employees;
  • to continuously improve working conditions.

To achieve the above objectives, the Company is committed, in all aspects of its businesses, to ensure the priority of life and health of its employees over operating performance and assumes the following commitments:

  • to provide employee training in health and safety, health and safety knowledge assessment;
  • to provide employees with the necessary special clothing, special footwear and other means of individual protection, washing agents and detergents, serviceable tools, devices, etc.;
  • to monitor compliance with health and safety requirements at the Company facilities;
  • to ensure the implementation of the incentive system that encourages employees to full compliance with health and safety requirements;
  • to ensure compliance with occupational health and safety laws and regulations of the Russian Federation;
  • to ensure safe working conditions at workplaces;
  • to identify, assess and mitigate health and safety risks;
  • to implement technologies that ensure occupational safety;
  • to ensure the effective operation and continuous improvement of the health and safety management system. G4-DMA

Special Assessment of Working Conditions

During 2014 and 2015, the special assessment of working conditions (SAWC) was conducted in all branches, on the results of which classes of harmful working conditions were eliminated or reduced. In 2015, SAWC covered 8,965 workplaces in 34 PMES branches, 4 MES Branches and in the Executive Office with the total staff of 11,087 employee.

SAWC costs amounted to RUB11.87 million (80.6% were covered from the budgets of MES and PMES, and 19.4% were reimbursed from the Social Insurance Fund of the Russian Federation).

Based on SAWC findings, the number of workplaces with harmful working conditions reduced by 1.8 times and amounted to 0.97% of all workplaces covered by SAWC in 2015 (see the Figure “Breakdown of classes of working conditions before and after the special assessment of working conditions in 2015”).

Breakdown of classes of working conditions before and after the special assessment of working conditions in 2015

Breakdown of classes of working conditions in Federal Grid Company (with consideration of SAWC conducted in 2014–2015 and assessment of workplaces of 2011–2013), %

As at 01 January 2016, workplaces with harmful working conditions (class 3.1 and higher) represented 3.34%.

In 2015, 3 cases of process disturbances (fires) were recorded at the Federal Grid’s facilities, while in all cases no violations of fire safety rules were discovered, including violations discovered by the supervisory authorities before the fire.

Employees injured in 2015 by branch, persons

Plans for 2016 to improve employee protection from occupational hazards

Based on the results of special assessment of working conditions, conducted in 2015, 105 measures have been designed to reduce the impact of occupational hazards at workplaces, of which 59 were implemented in 2015.

Measures planned for 2016 include the elimination of shortcomings in the work of ventilation of chemical laboratories, of the permanent electric welder station, purchase of advanced means of respiratory protection for electric and gas welders.

Occupational Injuries G4-EU25

Since 2002, no cases of occupational diseases have been registered in Federal Grid Company.

In 2015, 5 cases of occupational accidents with Federal Grid employees were recorded mainly caused by road traffic accidents. All injured persons were men.

Since 2013, there has been a reducing trend in electric injuries (six persons in 2013, one person in 2014, and one person in 2015).

Number of accidents in Federal Grid branches in 2015 by type

Severity rate (lost day rate and absentee rate) is determined by the following formula:

Estimated value for the severity rate for 2015 is Sr=121.5 day/person G4-LA6

Injury cause analysis shows that human factor plays an important role in all injuries (neglect of safety requirements by operators; knowledgeable violation; personal carelessness; employee’s inability to assess risks; etc).

The main risks of occupational injuries in Federal Grid Branches are:

  • electric arc exposure;
  • high temperature exposure (electric arc);
  • falling from height;
  • traffic accident. G4-LA7

Measures to prevent injuries, improve occupational health and safety, eliminate major and recurrent violations of health and safety requirements were taken in accordance with the Federal Grid’s Action Plan for employee injury risk reduction and the Programme for monitoring compliance with health and safety standards at the Company facilities.

Injury and Fatality Rate* at the Company’s facilities

* Occupational accident rate, including fatal or group accidents due to failure to perform or inadequate performance of job duties, per 1,000 persons.

To improve occupational safety, the Company takes safety measures, performs injury risk assessment and develops corrective actions. The Company also monitors compliance with safe working practices by repair teams. Training videos have been made that demonstrate safe working practices, a regular monitoring and analysis of safe working practices by repair teams is conducted.

An automated software system is used in training, pre-examination and knowledge assessment of employees.

Health and safety offices operate in all MES and PMES branches, equipped with robotic equipment, demonstration kits of personal protective equipment, equipment for video conferencing, etc.

Federal Grid branches have 17 mobile health and safety offices that are used for seminars, training, viewing videos, induction training, Labour Protection Days, etc.

Injuries of third parties at Federal Grid facilities

In 2015, three persons (outsiders) were injured due to accidents at the Company facilities.

The following measures were implemented within the Programme:

Measures to improve health and safety Number of measures
Measures to prevent electrical injuries among summer visitors, gardeners and amateur anglers
Preparation of information materials on electric injury prevention and their publication in local media, pcs 113
Preparation and distribution of printed materials for various target audiences, including with the involvement of volunteers and representatives from non-governmental organisations, pcs 8,064
Making and placement of warning plates, pcs 4,096
Joint preventive initiatives with the regional educational authorities, territorial offices of the Ministry of Internal Affairs, Emergency Situations Ministry, Rostechnadzor, etc. 98
Preparation of health and safety audio and video materials and their placement at local radio stations and TV channels, pcs 3
Distribution of preventive printed materials among the participants of rural gatherings, residents of private houses of the mortal danger of unauthorised connection to electric grids, pcs 1,980
Number of horticultural societies where preventive printed materials about the danger of approaching electric facilities and unauthorised works within the OHL exclusion zones were distributed, pcs 350
Equipping the crossing points of electricity transmission lines with water bodies with the warning plates about prohibition or danger of fishing within an OHL exclusion zone, pcs 316
Meetings with and awareness-raising work among members of anglers associations, pcs 26
Measures to prevent electrical injuries among children and teenagers
Conducting preventive outdoor events in children’s recreation school camps, pcs 11
Conducting guided tours for schoolchildren to power facilities, pcs 68
Conducting lessons on electrical safety for schoolchildren, pcs 97
Preparation of handouts on child electrical safety and their distribution in educational organisations, pcs 3,874
Articles in regional and interregional mass media about the work done on the prevention of electrical injuries to children and teenagers, pcs 30
Measures to prevent electrical injuries among employees of outside organisations and contractors
Classes on the rules of work in OHL exclusion zones in driving schools that train drivers of trucks and lifting machinery, pcs 10
Distribution of preventive printed materials about safety precautions to be taken when performing loading-unloading operations with OHL exclusion zones in the State Traffic Safety Inspectorate offices, instrumental inspection and MOT tests stations, pcs 377
Measures to prevent electrical injuries in case of the unauthorised electric grid connection
Placement of posters outlining the statistics of injuries and deaths during attempts of theft of equipment and materials at power facilities, pcs 174
Making leaflets on fatal danger of the unauthorised electric grid connection and their and distribution among private housing residents, pcs 522
Joint efforts with local administrations on raising awareness among the rural people, pcs 424

The Programme implementation resulted in the reduction of injures to third parties and of unlawful acts of the public with respect to electric power facilities in the area of responsibility of Federal Grid Company.

Health and Safety Committees

Health and Safety Committees (hereinafter ‘the Committees’) of Federal Grid branches are one of the elements of the occupational health and safety management system. Work of the Committees is governed by the Regulations on Health and Safety Committees of Federal Grid Company, in force since 2012.

Each MES and PMES branch has its own Committee. Totally, Federal Grid has 49 Committees that include 933 members. In the reporting period, 368 meeting were held and 1,339 matters were considered. All Committees’ decisions made on the matters reviewed were implemented. G4-LA5

Also, Federal Grid Company has a Health and Safety Committee that is composed of 22 persons, including representatives from the Departments of the Executive Office, First Deputies of General Directors (Chief Engineers) of MES branches and the Company subsidiaries. The Committee is a collective consultative body that shapes an occupational health and safety policy. In 2015, three meetings of the Committee were held devoted to the development of occupational accident prevention measures that were further implemented.

Another important element of the health and safety management is a workforce involvement in the creation of healthy and safe working conditions through the appointment of the authorised persons who perform health and safety monitoring in their structural units, including monitoring of the compliance with the health and safety requirements by employees. 1020 authorised persons in the health and safety area were appointed in 1175 structural units of PMES branches. Among them, 944 persons received training at the specialised health and safety courses.

Thanks to the work of the health and safety authorised persons, the number of inspections of the working teams increased with the aim to reduce violations in the preparation of workplaces and permits. G4-LA5

Plans for 2016 to Improve Health and Safety Policy

Further implementation of the Federal Grid’s health and safety policy is aimed at:

  • eliminating occupational accidents and diseases;
  • promoting safe conduct and developing accidentprevention skills among the Company employees.

Ensuring Industrial Safety

All legal, economic and social aspects of ensuring safe operation of hazardous industrial facilities, as well as the main focuses of preventing accidents at hazardous facilities, ensuring the Federal Grid’s preparedness to localise and rectify consequences of the above accidents, are regulated by the Federal Law No. 116-FZ, dated 21 July 1997, “On Industrial Safety of Hazardous Industrial Facilities”.

The ley focuses of the Federal Grid Company’s activities aimed at ensuring industrial safety are as follows:

1. to ensure the level of industrial safety with zero or minimum risk of accidents and incidents when operating technical devices, buildings and structures at hazardous industrial facilities (hereinafter ‘HIFs’);

2. to ensure compliance with industrial safety requirements set out in federal laws, regulatory acts of the RF President and the RF Government adopted pursuant thereto, as well as federal rules and regulations in the field of industrial safety;

3. to ensure the employee preparedness to localise and rectify consequences of possible accidents, fires and other emergencies;

4. to improve effectiveness of in-process control and internal audits of the compliance with industrial safety statutory requirements at HIFs;

5. to ensure compliance with licensing requirements established by the regulations on licensing specific types of activities at hazardous industrial facilities subject to licensing in accordance with the legislation of the Russian Federation;

6. to ensure the conformity of technical devices, buildings and structures used at HIFs to the industrial safety requirements by conducting technical examinations, organising and conducting planned preventive maintenances, industrial safety expertise, diagnostics, testing, upgrade and replacement of technical devices that reached the end of their useful life;

7. to protect a property interest related to the obligation to repair injury caused in the course of HIF operations by entering into a liability insurance contract.

Fire Safety

In order to ensure fire safety, operations at the Federal Grid’s facilities are conducted in accordance with the requirements of federal legislation:

  • Federal Law “On Fire Safety” No. 69-FZ dated 21 December 1994;
  • Federal Law “Technical Regulations on Fire Safety Requirements” No. 123-FZ dated 22 July 2008;
  • Fire Prevention Rules in the Russian Federation adopted by the Resolution of the RF Government No. 390 dated 25 April 2012, as well as internal regulatory acts:
  • Decree of PJSC Rosseti No. 6 dated 15 January 2015, which approves:

—Company Standard 34.01-27.1-001-2014 (in-house fire safety rules 27-14) “Fire Safety Rules for Electric Grid Complex of PJSC Rosseti”;
—Company Standard 34.01-27.1-001-2014 (in-house fire safety rules 28-14) “Fire Protection Systems. General Specifications”;
—Company Standard 34.01-27.1-001-2014 (in-house fire safety rules 29-14) “Engineering Design of Fire Protection of Electric Grid Complex of PJSC Rosseti. General Specifications”.

Fire Safety Days are held quarterly in all units of MES branches and in the Company’s subsidiaries. Based on their results, the Company draws up and implements measures to eliminate the identified irregularities and violations.

Fires at Federal Grid’s facilities in 2010–2015

The number of fires caused by process disturbances at the Company’s facilities did not increase over the past five years because additional measures have been taken to prepare for the danger period. Besides, the Company implemented a corporate programme aimed at raising the fire safety level and improving the quality of fire safety at UNEG facilities.

Regular fire drills and trainings are held as part of the fire safety training programme for the Company employees, including trainings together with the firefighting units of the Ministry of Emergency Situations. Besides, in 2015 the Company held personnel evacuation trainings in the buildings of its Executive Office and branches. It drew up post-training actions to eliminate irregularities and violations in the work of the fire protection systems in the buildings. Based on the results of trainings, measures have been planned to eliminate defects and irregularities in the operation of fire protection system of buildings.

A Review competition for the best fire safety status of facilities of MES branch and its enterprises has been held annually since 2008.

MES Western Siberia became a winner of the 2015 competition.

The number of emergency response exercises and fire trainings for operational personnel of Grid Control Centres of MES, PMES, and SS in 2015, pcs

Branch Number of fire trainings Number of fire trainings combines with emergency response exercisesNumber of fire trainings and exercises conducted together with units of the Ministry of Emergency Situations
target actual target actualtargetactual
scheduled unscheduled unscheduledunscheduledscheduledunscheduled
MES Centre 813 813 66 2,286 2,286 153 245 245 6
MES North-West 186 186 5 528 528 34 121 109 10
MES Volga 768 768 2 1,300 1,270 17 123 119 0
MES South 843 843 10 790 790 130 105 105 11
MES Ural 87 87 4 1,318 1,318 50 170 170 0
MES Western Siberia 141 141 0 1,074 1,074 12 83 83 0
MES Siberia 379 379 1 1,493 1,493 65 133 132 3
MES East 232 232 6 1,375 1,065 130 103 100 16
Federal Grid Company 3449 3449 94 10,164 9,824 591 1,083 1,063 46

Social and Youth Policy

Incentive programmes and social guarantees provided by the employer to employees play an important role in the attraction and retention of personnel.

Benefits Package

Federal Grid Company’s benefits package includes:

  • Voluntary medical insurance
  • Accident insurance
  • Non-governmental pensions
  • Financial assistance related to various social aspects, such as marriages, childbirths, and others
  • Advance wage payment.

The Company has a Corporate Housing Programme. To provide qualified personnel for key power facilities that are in remote areas or under construction, a corporate housing stock of Federal Grid Company has been created. It now includes 481 apartments. The Company’s corporate housing stock covers such regions as Primorie, Khabarovsk, Krasnodar and Stavropol Krais, Chechen Republic, Amur, Saratov, Leningrad and Moscow Oblasts, Yamalo-Nenets Autonomous Okrug and Khanty-Mansi Autonomous Okrug.

In 2015, the Company commissioned 34 company-owned apartments and provided them for rent to employees in Novy Urengoy and Pyt-Yakh. Employees of MES Western Siberia branch electric facilities located in remote areas will live in these apartments, including employees who will work under rotation system.

In 2015, the Company provided corporate assistance in the form of loans and compensations to 686 employees including 315 young specialists.

To relocate qualified personnel and young specialists to other regions, the Company reimburses their housing rental costs (this programme is included in the corporate benefits package). In 2015, the Company provided assistance in housing rent to 398 employees including 230 young specialists.

Federal Grid Company provides corporate assistance according to its commitments under the “Long-Term Programme for Improving Employees’ Housing Conditions.”

Student Construction Teams

The sixth season of Federal Grid Company’s student construction teamwork was organised in summer 2016. MPEI sent 3 teams (50 students) to work at the Company facilities in Krasnodar Krai. Students received paid tickets to the job location, comfortable accommodation, meals, medical services and decent wages consistent with the workload.

“Forsazh” Forum of Young Power Engineers

Young specialists from Federal Grid Company take part in the annual International Forum of Young Power Engineers “Forsazh.” The 2015 forum was held on 12–18 July in Kaluga Oblast. The Company’s team included 9 members from its branches (MES) and the Executive Directorate.

Co-Operation with Educational Institutions

In 2015, Federal Grid Company continued mutually beneficial relations with the higher-education institutions and specialised secondary schools that train specialists for the power industry.

Organisation of practical and pre-degree training for students remains the main area of co-operation with educational institutions. About 770 students developed practical skills at the Company’s facilities in 2015. Temporary jobs with time wage were created for 200 of them.

The Company organises annual guided tours to its facilities for students of higher-education institutions and specialised secondary schools, thus making the teaching processes more effective. More than 1,020 students took part in such tours in 2015.

Federal Grid Company co-operates with 106 Russian higher education institutions and 30 specialised secondary schools. Bilateral cooperative agreements are signed with 49 higher education institutions and 13 specialised secondary schools. These include Moscow Power Engineering Institute, Ivanovo Power Engineering University, North Caucasian Federal University, St. Petersburg State Polytechnic University, National Research Polytechnic University in Tomsk, and others.

Personnel Training Centre “Bely Rast” of MES Centre hosted training sessions of “School of Young Engineer” for students of Ivanovo State Power Engineering University, Novomoskovsk Institute (branch of the Dmitry Mendeleev University of Chemical Technology) and National Research University Moscow Power Engineering Institute (MPEI). Thirty-two senior grade students received a large volume of additional theoretical and practical knowledge that is necessary for a would-be electric power engineer.

In order to improve professional training of graduates of power engineering institutes and departments, Federal Grid Company and MPEI drew up a list of 105 topics for academic, degree and dissertation papers for graduate and post-graduate students. The list covers important technical issues that reflect the Company’s needs and promote the development of the electric grid complex.

Federal Grid Company and MPEI have a 2015 Organisational Plan of Joint Events. As part of its implementation, the Company’s officers met students and faculty of MPEI in April, May and October 2015 to present the topics of graduate and dissertation papers offered by the Company’s specialists, and address issues related to the organisation of pre-degree training for students.

In 2015, the Company continued to support educational institutions, and provided donations for the improvement of their assets. It allocated funds for the research & training centre “Reliability and Efficiency of Relay Protection and Automation” (RPA), emergency automatic equipment and telecommunications of a smart energy system with an active adaptive network at MPEI.

In total, about 3,600 students, tutors and the Company’s employees took part in events that Federal Grid Company arranged for the development of co-operation with educational institutions in 2015.

Day of Federal Grid Company

In April and May 2015, Federal Grid Company held annual events for professional orientation of students of higher education institutions and specialised secondary schools. The Company’s Executive Directorate and all branches took part in these events. The total audience included 1,541 participants (1,334 from 40 higher education institutions and 207 from 8 specialised secondary schools).

The focus of these events was on the in-depth communication of specialists and heads of the Company’s units and branches with energy engineering students many of whom intend to co-operate with the Company. Most events were held in the form of students’ meetings with the Company specialists at the electric grid facilities.

Social and Youth Policy Development Plans for 2016

In 2016, Federal Grid Company intends to support its employees within the approved benefits package. It will continue implementation of the housing programme. The key focus of the corporate youth policy will be on the development of mutually beneficial partnership with educational institutions and assistance in the professional development of the Company’s young employees. In 2016, we intend to hold a Day of Federal Grid Company in educational institutions, organise skills training at the corporate facilities, co-operate with the relevant educational departments with a view to improving the professional background of employees, and involve higher education institutions in the Company’s innovative development programme. A student construction team will be formed during summer vacations. In July 2016, young specialists will take part in the annual International Forum of Young Power Engineers “Forsazh.”

HR Development

Reliable operations and development of the electric power industry in the long term are based on the development of professionalism and personnel capacity.

Average hours of training for one employee per year, by employee gender and category, 2015 G4-LA9

Employee category Average training hours (hours/ person)
Industrial personnel:
Men 51
Women 46
Administrative and managerial personnel and maintenance personnel:
Men 35
Women 18

In 2015, 15,093 employees (64% of the Company’s total workforce) took part in different training, retraining and skills development programmes.

The improvement of employees’ technical competencies remains the priority objective. A particular focus in the training programmes implemented in the corporate Personnel Training Centres is on the development of practical skills. The licensed Personnel Training Centres of Federal Grid Company are equipped with training simulators, laboratories and electric grid training areas. This makes it possible to conduct skill drills and accident prevention trainings as close to the real conditions as possible.

Personnel Training Centres became the main platform for organisation of competitions and contests of professional skills. G4-DMA

Twenty-eight professional skills competitions were held in the Company in 2015. At the request of the Ministry of Labour and Social Protection, Federal Grid Company’s training centre in the Moscow Oblast hosted the federallevel stage of “The Best Professional,” a Russian national competition of professional skills, in the nomination for “The Best Electrical Lineman (high-voltage lines)” award. The main goal of the competition is to increase the prestige of the blue-collar professions for which demand is high on the labour market, and develop professional competencies of the Company employees.

Federal Grid Company’s Personnel Training Centre received the “Chrystal Pyramid” award in 2015 in the category “Corporate University” for a special contribution in human capital management. The award gives its winners the image of a leader and reputation of a reliable employer.

In accordance with the objectives that had been set by the Council for Professional Qualifications in the Electricity Sector at the Russian Ministry of Energy, Federal Grid Company and Russian Association of Employers in Electricity Industry actively participated in the development and adaptation of industry professional standards for the electric grid complex.

To develop a talent pool for the industry, Federal Grid Company is implementing initiatives to provide young employees with the opportunities for professional growth, and to attract talented and active youth to the industry.

Federal Grid Company’s participation in the International Forum of Young Power Engineers «Forsazh-2015” was acknowledged by the Russian Ministry of Education and Science for the maintenance of high educational standards in capacity development of young engineers.

In 2015, Federal Grid Company continued to co-operate with institutions of higher education in all regions where the Company operates. Co-operation continued in:

  • Professional retraining and skills development of the operating personnel;
  • Involvement of specialists from the industry-specific higher education institutions in R&D;
  • Organisation of on-the-job practice and training for the would-be power engineers at the Company’s facilities.

The Company employees took part in the retraining and skills development programmes that were run by institutions of higher education, including the industrywide targeted programme “Skills Development of Engineers and Technicians” . G4-LA10

Employees from MES branches were trained under the federal programme «Training and Retraining of Management Pool.”

As part of its co-operation with the youth panel of CIGRE Russian National Committee, Federal Grid Company actively participated in actions that helped to promote the development of the Company and the entire electricity sector, such as the forum “Electric Industry Through the Eyes of the Young People,” International Academic Competition in the Electricity Industry held at Ivanovo Power Engineering University, conference “Dispatch Control and Management in the Electricity Sector” held for young people at Kazan State Power Engineering University, and 2015 ENES International Forum.

A team of Federal Grid Company’s young specialists made a project on power transformer heat extraction and utilisation for subsequent use in the heating of substation buildings and structures. It was recognised as the best project in the panel “Heat and Electric Power Engineering and Young Leaders” at the 2015 ENES International Forum and was awarded a diploma by the Ministry of Energy.

The Company’s specialists became members of a new youth association – the Russian National Union of Young Engineers of the Commodities and Power Complexes.

Plans to Develop the Talent Pool in 2016

In 2016, Federal Grid Company will continue implementation of the corporate education programmes for its operational personnel in accordance with the regulatory requirements and the Company’s needs. These programmes will be conducted at the corporate Personnel Training Centres and in the premises of suppliers of equipment. The 2016 objectives also include the development of a system for simulator drills; implementation of professional standards; and organisation of employee retraining and skills development in accordance with the new qualification requirements. Close attention will be paid to the development of the pool of young talents in the electric power industry, including co-operation with the Youth Panel of CIGRE.

Development of Corporate Culture

Most corporate events in 2015 were dedicated to the 70th anniversary of the victory in the Great Patriotic War.

The Company held professional skills competitions dedicated to the 70th anniversary of Victory. Its team took part in the indoor soccer Victory cup organised with support from the Ministry of Energy.

See details in section 5. Core Sustainable Development Activities Employees and Social Policy Care about Veterans.

A traditional annual Day of Federal Grid Company was organised in 2015 in all branches and enterprises for children of the Company’s employees. More than 1,500 children took part in the guided tours to the key substations.

On the eve of the Power Engineer Day, Federal Grid Company held the first competition of Christmas tree decorations “Electric Fur Tree.” More than 500 children aged from 4 to 13 took part in the competition.

Involvement of employees in sport and physical activities, as well as promotion of a healthy lifestyle that helps them to strengthen their health and raise labour productivity is a priority in Federal Grid Company’s corporate life.

In 2015, the Company continued to organise trainings in volleyball and indoor soccer, and offered its employees partial reimbursement of gym membership (annual contracts). The Company’s volleyball and indoor soccer teams participated in competitions that were held between the companies of the fuel and energy complex with support from the Ministry of Energy. In June 2015, the Company’s team won the summer competition “Rostekh – Russian Corporate Games” that were dedicated to the 70th anniversary of victory in the Great Patriotic War and the reunion of Russia and the Crimea.

In November 2015, Federal Grid Company, together with JSC R&D Centre of FGC UES, held the Fifth Open Chess Tournament in memory of Mikhail Botvinnik, a great chess player and outstanding electrical engineer.

Plans for the Development of Corporate Culture in 2016

The Company intends to conduct several events in 2016 to develop corporate culture and maintain corporate traditions. The level of their organisation will be as high as in the reporting year. The Company will organise art competitions and guided tours to its facilities for the employees’ children, and buy New Year gifts for them. Employees will be involved in the cultural and sports events that promote active and healthy way of life. Volleyball and indoor soccer teams will participate in competitions between the companies of the Fuel and Energy Complex with support from the Ministry of Energy, and in the traditional chess tournament in memory of Mikhail Botvinnik.

Relations with Trade Unions

Since 2004, the Company has been a member of the All-Russian Association of Employers in Electricity Industry (RaEl), which represents the Company’s interests in relations with the Non-Governmental Association “Russian Electric Trade Union,” which is a representative of electricity industry employees.

The number of trade union members in the Company is about 6% (about 1,300 employees) of the total workforce; 12 trade union cells operate in the Company.

The Company respects the trade union members’ rights granted by the Russian legislation: it does not interfere in the activities and does not prevent the establishment of trade unions cells; provides equipped premises free of charge when there is a need; and allocates money for social, and cultural and other events. Federal Grid Company engages with trade unions in the field of occupational and health safety, in regulation of social, labour and other relations. G4-LA8

Regulation of Social and Labour Relations

The Company does not have a collective bargaining agreement; as a result, the social and labour relations and other relations directly associated with them were regulated in 2015 in accordance with the RF Electricity Industry Tariff Agreement (EITA) for 2013–2015 that was extended for 2016–2018. Association RaEl represented Federal Grid Company’s interests as the employer in the negotiations about EITA. The Company’s representatives proactively contributed to the development of EITA, and their proposals were taken into account.

The social and labour relations in the Company are regulated in accordance with internal documents that are consistent with the Russian legislation and EITA provisions. The Company raises the wage/salary level through indexation following the increase of consumer prices of goods and services, ensures performancerelated pay, guarantees the observance of statutory standards for working hours and leisure time, implements measures for improving occupational health and safety, and offers various benefits to employees. These measures contribute to the improvement of the Company performance, increase its competitiveness on the industry-specific and regional labour markets, and help to attract and retain qualified employees in the Company.

Issues of health and safety are covered by the respective section of the Electricity Industry Tariff Agreement. G4-LA8

Care about Veterans

The 70th anniversary of victory in the Great Patriotic War was celebrated in 2015. Federal Grid Company’s employees and veterans took part in commemorative actions that were held across Russia during the year.

The ceremony of laying flowers and wreaths to the Tomb of the Unknown Soldier and the monument to Marshal Zhukov in the Manezh Square was held in Moscow in May 2015. Minister of Energy Alexander Novak and heads of the largest energy companies took part in the ceremony. Federal Grid Company’s delegation was headed by Andrey Murov, Chairman of the Management Board. Veterans from the Russian regions came to Moscow to take part in the festivities held by the Ministry of Energy. Many of these veterans worked at the energy sector enterprises all their life. The Company’s representatives also paid tribute to the memory of soldiers who were killed in the war – at a meeting organised by the Council of Veterans of the Energy Sector.

Since the very first days of the War, and in inhuman conditions, power supply was restored to almost all largest national enterprises that had been quickly relocated to the eastern regions of the USSR. The Soviet Union produced the pre-war volumes of electricity already in 1945.

Andrey Murov

Federal Grid Company continues to pay close attention to the social security of its veterans. A Regulation on Financial Assistance to Federal Grid Company has been effective since 2004. According to this Regulations, veterans include non-working pensioners who retired from Federal Grid Company and electric grid entities that had been operational before Federal Grid Company was established, and have a record of at least 10 years of continuous service in the electric grid complex; soldiers/ officers who took part in the Great Patriotic War; home front workers; and other persons who fall in the category of a “veteran of the Great Patriotic War” in accordance with the Russian laws.

The first run of a documentary film “Gogland: War on the Cold Islands”

In April 2015, Zvezda TV channel ran a two-part documentary film “Gogland: War on the Cold Islands.” Members of the “Gogland Complex Expedition” took part in making the film.

Organised by the Russian Geographic Society, this expedition has been supported by Federal Grid Company since 2014.

Gogland Island which blocks the routes of approach to St. Petersburg was a place of a severe battle during the Great Patriotic War. Visitors can see shell holes, shell fragments and military vehicles that have survived the war.

In August 1941, thousands of people were saved on Gogland during the tragic evacuation of the Tallinn military naval base. The first part of the documentary focuses on the “Tallinn Crossing” operation and its heroes. The second part describes hostilities between the Finnish troops and five hundred of courageous Red Army soldiers under command of Colonel Barinov who seized Gogland but could not hold it.

A network of trenches and hundreds of meters of barbed wire barriers remind about the battles of old days. One of objectives of the “Gogland Complex Expedition” is to identify places where the soviet troopers and victims of the Tallinn Crossing are buried.

Competition of Children’s Drawings “Energy of Victory”

In April 2016, Federal Grid Company awarded winners of a competition of children’s drawings “The Energy of Victory.” Winners and participants of the competition from the Executive Directorate, the Company’s branch – MES Centre, JSC “Centre for Engineering and Management of Construction of UES,” JSC “Moscow Power Sector Communications Centre,” JSC “R&D Centre for Power Engineering of UES,” and JSC “Energostroysnabkomlekt UES” took part in the ceremony Alexander Yakovlevich Milakhin, veteran of the Great Patriotic War and former employee of MES Centre, was the honorary guest at this event.

The competition was dedicated to the 70th anniversary of victory in the Great Patriotic War. This is a very special topic, and many children made drawings about their family history, grandmothers and grandfathers. Some drawings showed the energy sector employees’ contribution to the Victory.

Exhibition “Military Geography: De-Classified”

In June 2015, an exhibition “Military Geography” DeClassified” was held in the Central Russian Museum of the Armed Forces. The exhibition was arranged by the Russian Geographic Society and Ministry of Defence of the Russian Federation. It was part of the “Gogland Complex Expedition” project supported by Federal Grid Company. The main goal of the exhibition was to focus on such unknown heroes of the Great Patriotic War as geographers, topographers, land surveyors, hydrology engineers and meteorologists. Planning and implementation of the most important military operations depended to a large extent on information which they provided.

The exhibition displayed unique documents, maps, photos and terrain models. These materials from the collection of the Russian Geographic Society archive, Central Archive of the Russian Ministry of Defence, archive of the Russian Academy of Sciences, archive of the Institute of Geography and other organisations had been classified “top secret.” The exhibition was also displayed in St. Petersburg and Sevastopol.

One of the most vivid illustrations is a hand-drawn chart of the Lake Ladoga freezing. This chart was used for planning the legendary Road of Life which became the symbol of hope for the citizens of besieged Leningrad.

An episode about the Road of Life and a story about joint work of hydrology and power engineers in the laying of the Cable of Life were included in the documentary film “Geographers’ Contribution to the Great Victory.”

Gogland Complex Expedition

In July 2015, the participants of “Gogland Complex Expedition” made another visit to the Outer Islands in the Gulf of Finland. Their main goal was to find the mortal remains of soldiers who were missing in action during the Great Patriotic War, and export unique artefacts. These strategically important islands played an important role in the history of Russia and in the global history over the past centuries but they are still not studied well enough.

The military, experts of the Russian Geographic Society and members of the Search Movement were to work on three islands for one month. They looked for mortal remains of the soviet troopers on the isles of Gogland and Sommers. A unique operation on rescuing almost 200 pieces of armaments and military equipment of the first half of the 20th century was held on Bolshoy Tyuters Island. The artefacts that had been discovered during the earlier expeditions (guns, field kitchens, searchlight devices, trailers, engines and gasoline generating sets) were transported to the continent and located on the territory of an army base in Leningrad Oblast. They will later be distributed among the relevant museums, repaired, and take their place in the exhibitions.

Documentary film “A Special Weapon: Geographers’ Contribution to the Great Victory”

In August 2015, Zvezda TV channel ran a documentary film “A Special Weapon: Geographers’ Contribution to the Great Victory.” The film is made by the Russian Geographic Society and Ministry of Defence of the Russian Federation with support from Federal Grid Company. It describes the heroic deeds of the “geographic elite force,” i.e. people who helped to build the “Road of Life,” lay the “Cable of Life” to besieged Leningrad, conduct a military parade in the Red Square in November 1941, and organise the assault on Berlin.

Events of this year prove that energy sector employees can unite for making things different – as they did in the most difficult periods of our country’s modern history.

Recent achievements demonstrated yet again that the industry has the best professionals who combine experience of the older generations with the energy and enthusiasm of the young people.

Reliable uninterrupted supply to the customers remains the priority for the backbone electric grid complex. But we also face new major challenges.

In the near term, we are to implement major government projects related to power supply of BAM and Transsiberian railways, ESPO pipelines, the Power of Siberia pipeline, and connection of large industrial and social facilities in Siberia and the Russian Far East.

Andrey Murov

The Company proactively cooperates with the Council of Veterans of the Energy Sector and supports it. It organises joint events for the veterans of the Company and the electric grid complex. Veteran recognition ceremonies were held in 2015 on the occasion of the Power Engineer Day, and more than 200 veterans took part in them.

Veterans Support Plans for 2016

Federal Grid Company will continue support to the Council of Veterans of the Energy Sector. Festivities on the occasion of the Victory Day and the Power Engineer Day will be organised for them.


Federal Grid Company’s charity support is one of the fundamental activity areas in sustainable development. It is targeted at the establishment of a favourable social environment and promotes the development of communities in the regions where the Company operates.

In accordance with the regulatory and administrative documents approved in the Company, Federal Grid provides charity support to individuals and legal entities.

Federal Grid Company’s main charity support areas:

  • support of educational, scientific and cultural activities, and public awareness campaigns;
  • support of physical culture and sport activities (except professional sport);
  • social support and protection of citizens including the improvement of financial situation of low-income people, social rehabilitation of the unemployed, the disabled and other persons who are unable to implement their rights and lawful interests on their own due to their physical or intellectual specific features or any other circumstances;
  • protection and adequate maintenance of buildings, facilities and territories of historic, religious, cultural or environmental importance;
  • social rehabilitation of orphaned children and children without parental care, neglected children and children in difficult life circumstances;
  • support of activities in the field of health care, healthy lifestyle promotion, improvement of moral and psychological condition of citizens;
  • assistance for those who have suffered from natural disasters, environmental or industrial disasters or other catastrophes, as well as social, ethnic or religious conflicts, victims of repression, refugees and forced migrants;
  • support of individuals who need surgery to protect their life and health (including for prevention of disability and long-lasting rehabilitation), and those who need treatment of serious disease;
  • other areas that do not run contrary to the laws of the Russian Federation.

In 2015, the Company allocated RUB50.9 million for charitable aid to individuals and legal entities. G4-EC7

Plans for the Development of Charity in 2016

Federal Grid Company will continue charitable assistance to legal entities and individuals in accordance with the approved corporate regulations and the 2016 budget.

My Report

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