Employee evaluation system
The purpose of periodic employee evaluation is to express opinion on an employee using the numerical scale within the reference system in place in the Bank. An employee should be evaluated by comparison to other team members or other employees with a similar role and in the context of his/her influence on the operation of the entire organization.
All employees are subject to evaluation of work quality It is performed in monthly, quarterly and semi-annual cycles, conditional upon the bonus system applicable to the employee. Shorter evaluation periods are used in units with greater business dynamics, e.g. in the sales network.
For Retail Banking and Corporate Banking sales managers, a 360 degree competence assessment is used. This method requires that opinion on the employee is obtained from himself/herself and also from people in his/her surroundings, e.g. from the superior, subordinates and co-workers. The feedback received forms the basis for implementing improvements in the management culture of sales network employees.
Managers may use work evaluation to plan professional development of their employees. Information on evaluation results may also be used to plan promotions and raises.
|Upper management||2 (4%)||0||2 (3%)||0||0||0||3 (5%)||0||3 (4%)|
|Management||37 (11%)||66 (12%)||103 (12%)||56 (17%)||75 (14%)||131 (15%)||57 (16%)||79 (15%)||136 (15%)|
|Sales personnel||141 (15%)||327 (12%)||468 (13%)||115 (16%)||315 (13%)||430 (13%)||199 (26%)||479 (19%)||678 (21%)|
|Technicians||73 (15%)||130 (18%)||203 (17%)||103 (22%)||126 (17%)||229 (19%)||33 (7%)||83 (12%)||116 (10%)|
|Other Employees||25 (17%)||58 (18%)||83 (17%)||34 (17%)||78 (20%)||112 (19%)||33 (15%)||74 (16%)||107 (16%)|
|Total||278 (14%)||581 (14%)||859 (14%)||308 (17%)||594 (14%)||902 (15%)||325 (18%)||715 (17%)||1,040 (17%)|
* number and % of employees in the group who were promoted
The training programs addressed to Bank employees aim at enhancing the quality and efficiency of work. G4-DMA
In 2014, training was conducted in the following areas:
Training for retail branch employees in preparation for the satisfaction of Recommendation U requirements (guidelines specifying best practices for bancassurance), improving customer service quality and identification of client needs, product knowledge and effective selling.
Corporate Banking – improving the skills of relationship managers in product knowledge and their skills in analysing client needs. The training program consists of a number of e-learning product-related courses, training workshops, knowledge tests and practical exams held in business-related environment.
Just as in previous years, the policy of comprehensively preparing new hires to perform their jobs is being continued. These training sessions are adjusted on an ongoing basis to current business needs and the profile of the recruited employees. Moreover, the Bank conducts internal training in all its areas on soft skills and many internal specialist training sessions.
An important tool to assess training needs entails knowledge tests administered through e-learning covering all the units that directly interface with the Bank’s retail clients (branches, e-banking, call centre, complaints).
Number of employees taking part in the training, by method*
*the following calculation criterion was used: employee participated/not participated in training of this type
Average number of training hours, by gender and employee category
Development programs for students
Development training programmes are addressed to students and recent graduates starting their professional careers. In 2014, the following programmes were carried out:
People Grow is a management skills development programme for graduates and soon-to-graduate students. It is a 2-year on-the-job training programme that offers an opportunity to obtain comprehensive knowledge of the bank's operations. The participants of the Programme supported by the Mentor – Bank’s management board member – have the possibility of working for various departments, participating in selected projects and training sessions. After completion of the programme, the participant is employed in one of the Bank's departments.
Expert Start Up is a collection of internship programs conducted in various departments of the Bank for people with specific interests and a vision for their professional career. The interns are supported by managers and specialists in the area in which the project is conducted. Following the internship, the best participants are offered jobs in the Bank. In 2014, Expert Start Up programs were implemented in the areas of web content design, e-commerce and project and process management.
|Number of participants||2014||2013||2012|
|Expert Start Up||9||15||8|