1. Promoting Employment and Quality of Work in the Rail Sector Case study: Poland July 2015 EVA Academy Prepared for:

2. 2 Progress so far Desk research Working Conditions in the rail sector Employer ranking studies Media perceptions of the rail sector or rail companies Interviews Management Representatives (PKP PLK, PKP SKM Trójmiasto) Independent Experts (Warsaw School of Economics) Interviews Trade Unions Survey Employees (population around 20,000 workers) CASE STUDY METHODS

3. 3 Overall Image and Attractiveness

4. 4 Employment in rail sector in Poland OVERVIEW Employment in principal railway enterprises (2012) in PL 100,358 (17% of EU 28) Employment in PKP Group (2013) 81,268 (81% of employment in principal railway enterprises in PL) Employment in PKP PLK (2013) 38,469 (38% of employment in principal railway enterprises in PL) Employment in PKP SKM Trójmiasto (2013) 784 (1% of employment in principal railway enterprises in PL)

5. 5 Structure of PKP Group’s employees Education (2012-2013)Age (2011-2012) OVERVIEW Source: PKP Group +2 pp

6. 6 Perception ATTRACTIVENESS Source: PKP Intercity and PKP SA +26 pp

7. 7 Recruitment and Retention

8. 8 Staff and skills needs  External trends influencing recruitment: investments (EU financed) and new technologies.  HR priorities: – Adjusting the level and structure of employment to their current tasks related to changing market requirements. – Immediate (1 year): recruitment of staff in occupations with generational gap Train Managers, Drivers, Rail Traffic Controllers, Mechatronic Engineers, Electronics engineers. – Long term (3-5 year): maintain number of staff after retirement of number of staff, recruitment of Mechatronic Engineers, Signalling technicians, Electronics engineers.  Skills shortages: ICT, Investments / Construction Project Management.  Staff turnover not an issue.  No priority actions for employing/ addressing skills shortages among females, older workers, young people, and lower skilled workers. RECRUITMENT

9. 9 Channels used ChannelUsageUsefulness Employee referrals   Job portals   Cooperation with PES   Company website   Internships   Scholarships   Facebook   LinkedIn  RECRUITMENT Source: PKP PLK Facebook page Looking for job? FRIENDLY Recruitment

10. 10 Cooperation with secondary schools  Start: 2011  Annual cost: EUR 150,000  Number of pupils receiving scholarships: 300 from more than 150 schools  Amount of scholarship depends on study level (from EUR 72 to 120)  Close cooperation with 15 secondary schools training rail transport technicians, technicians for the automatic control of the railway traffic. In these schools PKP PLK offers: – Scholarships for students, – Employment guarantee for best students, – Apprenticeships program, – Training facilities and qualified trainers.  Problems with securing qualified trainers and number of pupils. RECRUITMENT Source: PKP PLK website and PKP PLK Facebook page Why not?! Rail faculty?

11. 11 Working Conditions and Social Standards

12. 12 Factors defining attractiveness of an employer in Poland WORKING CONDITIONS Job security Health and safety standards Benefits (99% discount for tickets) Level of pay High responsibility of work Source: Randstad Award 2015 The most and least attractive elements of railway sector

13. 13 Attractiveness for special groups GroupMost important factors when looking for a job (Source: Randstad Award 2015) Attractiveness of rail sector WomenJob security, working atmosphere, work- life balance and flexible working arrangements.  Job security and the types of employment offered maybe attractive but only in certain occupations. Older workers Job security and financial health.  Level of pay depends on number of years worked in the rail sector therefore it is not attractive for older candidates. Younger workers Interesting job content, training opportunities, flexible working arrangements and employers that make use of the latest technologies.  Level of pay and image for rail sector is not attractive for young people. Type of employment offered maybe attractive. WORKING CONDITIONS

14. 14 Benefits  Each company has its own collective agreement with employees  Benefits vary across different occupations and include: – 99% discount for tickets – Additional days-off – Clothing supplement – Coal supplement – Co-financing of children's vacations – Stock market shares – Medical care schemes – Insurance schemes – Sport cards WORKING CONDITIONS

15. 15 Psychological risks  Psychological support for workers affected by rail accidents.  One of the main objectives of the PKP Group is to increase level of safety at trains and stations (guards and monitoring). SOCIAL STANDARDS Source: PKP PLK Facebook page Number of accidents May 2015 No. in May 2015 Since beginning of 2015 Killed No. of accidents Heavily injured Killed

16. 16 Conclusions Strengths  Priority given to rail investments.  Improving performance and willingness to change.  Voluntary Retirement Plans and aging of staff will adjust the level employment to current tasks related to changing market requirements. Weaknesses  Generational gap in some occupations.  Low / Lack of impact on unattractive elements of work.  Lack of employee assessment programs (career paths).

17. Q&A