Employment and Working Conditions

HR Policy

The Bank Millennium Group has in place a HR policy, setting forth the general principles related to recruitment, evaluation, development and retention of employees. The principles of the policy have been defined in a document approved by the Management Board. It defined the general direction of the activities relating to HR management and the principles that the organization would follow in any matters involving its employees.

Based on the HR policy and business assumptions, the Bank develops and implements the Human Resources Management strategy. Implementation of the HR policy involves monitoring of all the elements that affect its execution, in particular: personnel expenses and changes in headcount, employee turnover and its causes, scope and quality of training and development programs and actions supporting development of the employer’s image.G4-DMA

Headcount

In 2014, the headcount at the Bank Millennium Group increased by about 4%. Most of the employees have signed an employment agreement (99%). Employee turnover ratio is maintained at 2%. Women constitute the majority of employees (69%) and an average employee is 35 years old.

Number of employees by region and gender

G4-10

Employees by type of employment

G4-10

New employees

G4-LA1

Employee turnover ratio

G4-LA1

Number of employees hired locally*

G4-EC6

Employees by position and gender

G4-LA12

Employees by age groups

G4-LA12

Recruitment policy

The recruitment processes in the Bank Millennium Group are optimized, subject to internal regulations and computerized to maintain their high quality and efficiency.

Communication of job offers

The process of communicating job offers is transparent. Job announcements are published on the Bank’s website and Internet portals and they are accessible to all those interested in working for the Bank, irrespective of the region of their residence. The bulk of recruitment processes is related to the development of the sales network. The Bank offers employment opportunities also to those who have little professional experience, by encouraging them to take part in programmes and internships addressed to university students and graduates.

Recruitment process

Elements of the recruitment process include: CV selection based on pre-defined profiles and criteria, recruitment interviews - direct and over the phone, analytical tests and specific competence tests. Each process is designed to consider the unique nature and requirements of the job. The decisions to hire a candidate are not taken individually, which increases objectivity of the process. Candidates are selected based on criteria such as education, professional experience, general and specific competence, proficiency in foreign languages and overall match with the profile.

Internal recruitment

Recruitment offers for jobs in support departments are first directed to the current Bank Group employees who wish to grow in other areas. The offers are published on a special Intranet site named Internal Job Exchange. In Retail Banking, 80% of management job openings are filled by internal candidates. 

Employees who changed their organizational unit as a result of internal recruitment

Anti-discrimination practices

Anti-discrimination regulations and notification of discrimination incidents

According to the Bank Millennium Work Bylaws no employee is allowed to engage in mobbing or any indirect or direct discriminatory practices against another employee, in particular related to gender, age, race, religion, nationality, ethnic origin, disability, political beliefs, trade union membership and sexual orientation. G4-DMA

Any employee who believes to be a victim of discriminatory practices or mobbing may notify any manager about this fact. Moreover, every employee is required to immediately report any observed cases and circumstances that may indicate the occurrence of mobbing. This may be reported to the direct or indirect supervisor but also, skipping the official route, to any member of the Management Board. A report may also be made anonymously. In this case, the events and circumstances should be described in a way that allows the employer to obtain evidence confirming them.

The company has a register of employee claims, where notifications on employee matters are recorded. These notifications are reported to the Process and Operational Risk Committee. No discrimination incidents were recorded in the Bank in 2014.

Employees with disabilities

G4-LA12

Ratio of basic salary of men to women

G4-LA13

Facilities for working parents

To meet the needs of employees with children, in 2014 the Bank launched the YES to Parenting project.

Under the project, the Bank takes measures to promote balance between professional and private lives of employees, promote knowledge on parents’ rights and ensure universal respect for these rights.

The YES to Parenting project comprises a number of initiatives addressed to parents and children:

• A website was launched with information on rights and formal matters related to parenthood and guidelines to support communication between managers with pregnant employees.
• The project allows employees to submit cultural and sports projects that promote spending time with the family. 50% of the cost of the projects is co-financed by the employer.
• Three nursing rooms have been made available at the Bank’s head office Warsaw;
• Articles on child health, safety and development authored by specialists are published on the Intranet;
• Competitions and quizzes for children and/or parents are organized.

Returning after a maternity/parental leave

G4-LA3