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.
In executing its HR policy, the Bank monitors 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 LA1,G4-DMA LA2, G4-DMA LA3
Headcount
In 2015, the headcount at the Bank Millennium Group fell by about 3%. Most of the employees have signed an employment agreement (99%). The employee turnover ratio is maintained at 3%. Women constitute the majority of employees (69%) and an average employee is 37 years old.
G4-DMA EC6
| Number of employees by region, age and gender | Females | Males | Total 2015 | ||||||
| Voivodship | <30 yrs | 30-50 yrs | 50 yrs | Females total | <30 yrs | 30-50 yrs | 50 yrs | Males total | Total 2015 |
| Dolnośląskie | 47 | 131 | 5 | 183 | 29 | 43 | 2 | 74 | 257 |
| Kujawsko-pomorskie | 25 | 153 | 40 | 218 | 8 | 37 | 8 | 53 | 271 |
| Lubelskie | 7 | 53 | 6 | 66 | 2 | 15 | 2 | 19 | 85 |
| Lubuskie | 6 | 25 | 8 | 39 | 0 | 10 | 1 | 11 | 50 |
| Łódzkie | 13 | 72 | 3 | 88 | 5 | 47 | 1 | 53 | 141 |
| Małopolskie | 36 | 94 | 0 | 130 | 15 | 55 | 2 | 72 | 202 |
| Mazowieckie | 407 | 1,375 | 163 | 1,945 | 266 | 759 | 101 | 1,126 | 3,071 |
| Opolskie | 7 | 14 | 3 | 24 | 2 | 6 | 2 | 10 | 34 |
| Podkarpackie | 2 | 27 | 4 | 33 | 3 | 12 | 1 | 16 | 49 |
| Podlaskie | 17 | 46 | 11 | 74 | 5 | 14 | 2 | 21 | 95 |
| Pomorskie | 80 | 446 | 161 | 687 | 20 | 120 | 35 | 175 | 862 |
| Śląskie | 51 | 164 | 3 | 218 | 24 | 64 | 2 | 90 | 308 |
| Świętokrzyskie | 4 | 11 | 0 | 15 | 1 | 6 | 0 | 7 | 22 |
| Warmińsko-mazurskie | 20 | 91 | 40 | 151 | 8 | 16 | 4 | 28 | 179 |
| Wielkopolskie | 48 | 111 | 11 | 170 | 20 | 44 | 3 | 67 | 237 |
| Zachodniopomorskie | 27 | 68 | 4 | 99 | 8 | 19 | 3 | 30 | 129 |
| Total | 797 | 2,881 | 462 | 4,140 | 416 | 1,267 | 169 | 1,852 | 5,992 |
G4-10
Bank Millennium Group employees
Employees by type of employment
| Employment agreement | Females | Males | Total 2015 |
| For an indefinite term | 59% | 25% | 84% |
| For a definite term | 10% | 5% | 16% |
| Total | 69% | 31% | 100% |
| Type of contract | Females | Males | Total 2015 |
| Mandate agreement | 1% | 1% | 1% |
| Employment agreement | 68% | 31% | 99% |
| Total | 69% | 31% | 100% |
G4-10
| New employees | Females | Males | Total 2015 |
| Dolnośląskie | 33 | 19 | 52 |
| Kujawsko-pomorskie | 17 | 5 | 22 |
| Lubelskie | 8 | 0 | 8 |
| Lubuskie | 8 | 0 | 8 |
| Łódzkie | 9 | 2 | 11 |
| Małopolskie | 32 | 15 | 47 |
| Mazowieckie | 265 | 220 | 485 |
| Opolskie | 7 | 3 | 10 |
| Podkarpackie | 3 | 2 | 5 |
| Podlaskie | 11 | 5 | 16 |
| Pomorskie | 45 | 24 | 69 |
| Śląskie | 33 | 10 | 43 |
| Świętokrzyskie | 0 | 1 | 1 |
| Warmińsko-mazurskie | 12 | 6 | 18 |
| Wielkopolskie | 26 | 13 | 39 |
| Zachodniopomorskie | 19 | 4 | 23 |
| Total | 528 | 329 | 857 |
G4-LA1
New employees
| Employee turnover ratio | Females | Males | Total 2015 |
| Dolnośląskie | 3% | 5% | 4% |
| Kujawsko-pomorskie | 2% | 2% | 2% |
| Lubelskie | 2% | 3% | 2% |
| Lubuskie | 4% | 2% | 3% |
| Łódzkie | 2% | 2% | 2% |
| Małopolskie | 4% | 4% | 4% |
| Mazowieckie | 2% | 3% | 3% |
| Opolskie | 5% | 4% | 5% |
| Podkarpackie | 3% | 3% | 3% |
| Podlaskie | 3% | 3% | 3% |
| Pomorskie | 1% | 2% | 2% |
| Śląskie | 3% | 3% | 3% |
| Świętokrzyskie | 0% | 6% | 2% |
| Warmińsko-mazurskie | 2% | 4% | 2% |
| Wielkopolskie | 3% | 4% | 4% |
| Zachodniopomorskie | 3% | 3% | 3% |
| Total | 2% | 3% | 3% |
G4-LA1
Employee turnover ratio
| Employees hired locally* | Females | Males | Total 2015 | Total 2014 | Total 2013 | Total 2012 |
| % of employees hired locally | 99% | 97% | 99% | 99% | 99% | 99% |
| % of Management Board members and senior managers hired locally | 95% | 89% | 90% | 89% | 89% | 89% |
* Polish citizens working in Poland
G4-EC6
|
Employees by position and gender |
Females |
Males |
Total 2015 |
|---|---|---|---|
|
Management Board |
17% |
83% |
0% |
|
Upper management |
27% |
73% |
1% |
|
Management |
61% |
39% |
14% |
|
Sales personnel |
75% |
25% |
56% |
|
Technicians |
60% |
40% |
21% |
|
Other employees |
70% |
30% |
7% |
|
Total |
69% |
31% |
100% |
|
Employees by age groups |
Females |
Males |
Total 2015 |
Total 2014 |
Total 2013 |
Total 2012 |
|
<30 |
15% |
8% |
23% |
26% |
27% |
30% |
|
[30-50] |
47% |
20% |
67% |
65% |
64% |
61% |
|
>50 |
7% |
3% |
10% |
9% |
9% |
9% |
|
Total |
69% |
31% |
100% |
100% |
100% |
100% |
|
Average employee age |
37 |
36 |
37 |
36 |
36 |
35 |
|
Average tenure |
8 |
7 |
8 |
7 |
7 |
6 |
G4-LA12
Recruitment Policy
In selecting employees, no criteria associated with age, race, color, gender, ethnic or national origin, sexual orientation and health condition are considered. These rules also apply to the termination of employment, terms of employment, promotions and access to training to raise professional qualification. Candidates are selected based on objective criteria, such as education, professional experience, general and specific competence, proficiency in foreign languages and overall match with the profile.
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. 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. In 2015, over 50 thousand people expressed their willingness to start working for the Bank.
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.
| Internal recruitment | 2015 | 2014 | 2013 | 2012 |
| Number and % of employees recruited internally | 98 (1.6%) | 72 (1.2%) | 121 (2%) | 267 (4.4%) |
Counteracting discimination
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. In 2015 668 (80%) of managers of the Bank were trained on discrimination and mobbing.
G4-DMA LA12, G4-DMA LA13
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 are notifications on employee matters are recorded. These notifications are reported to the Process and Operational Risk Committee. In 2015, two reports were registered concerning discrimination.
| Employees with disabilities | 2015 | 2014 | 2013 | 2012 |
| Employees with disabilities | 39 (0.65%) | 43 (0.70%) | 37 (0.62%) | 35 (0.58%) |
G4-LA12
| Ratio of basic salary of men to women* | 2015 | 2014 | 2013 | 2012 |
| Upper management | 1.2 | 1.2 | 1.2 | 1.2 |
| Management | 1.2 | 1.2 | 1.2 | 1.2 |
| Sales personnel | 1.1 | 1.1 | 1.1 | 1.1 |
| Technicians | 1.4 | 1.4 | 1.3 | 1.3 |
| Other employees | 1.3 | 1.8 | 1.7 | 1.3 |
| Total | 1.5 | 1.4 | 1.4 | 1.4 |
* Weighted average, taking into account the group size and the percentage of women in the group. The difference in remuneration levels arises from the calculation method: a category contains positions with different responsibilities and different pay.
G4-LA13
Facilities for working parents
Under the Yes to Parenting 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;
- Events and competitions for children and/or parents are organized.
| Returning after a maternity/parental leave | Females | Males | Total 2015 | Total 2014 | Total 2013 | Total 2012 |
| Employees entitled to a leave | 645 | 4 | 649 | 619 | 478 | 509 |
| Employees who used a leave | 325 | 3 | 328 | 349 | 319 | 377 |
| Returned to work after the leave | 288 | 3 | 291 | 326 | 288 | 334 |
| Employed 12 months after returning from the leave | 256 | 2 | 258 | 313 | 264 | 290 |
| Proportion returning after the leave | 89% | 100% | 89% | 93% | 90% | 89% |
| Proportion of employees retained by the Bank who returned from the leave | 89% | 67% | 89% | 96% | 92% | 87% |
G4-LA3
