Promoting Employment and Quality of Work in the Rail Sector

Case study: Poland

July 2015

EVA AcademyPrepared for:

2

Progress so farDesk researchWorking Conditions in the rail sectorEmployer ranking studiesMedia perceptions of the rail sector or rail companies

InterviewsManagement Representatives (PKP PLK, PKP SKM Trójmiasto)Independent Experts (Warsaw School of Economics)

InterviewsTrade Unions

SurveyEmployees (population around 20,000 workers)

CASE STUDY METHODS

3

Overall Image and Attractiveness

4

Employment in rail sector in PolandOVERVIEW

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

Structure of PKP Group’s employees

Education (2012-2013) Age (2011-2012)

OVERVIEW

Source: PKP Group

2 0 1 2 ( 8 4 , 0 4 5 ) 2 0 1 3 ( 8 1 , 2 6 8 )

5% 5%

29% 27%

52% 52%

14% 16%

primary vocational secondary higher

2011 (87,056) 2012 (84,422)

2% 2%8% 9%

25% 24%

51% 50%

13% 15%

up to 25 years of age 26-35 36-4546-55 above 55 years of age

+2pp

+2pp

6

PerceptionATTRACTIVENESS

Source: PKP Intercity and PKP SA

April 2013 April 2015

42%

63%

Satisfaction with rail travel

+26pp

7

Recruitment and Retention

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

Channels used

Channel Usage Usefulness

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

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

Working Conditions and Social Standards

12

Factors defining attractiveness of an employer in PolandWORKING CONDITIONS

Job security Health and safety standardsBenefits (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

Attractiveness for special groupsGroup Most important factors

when looking for a job (Source: Randstad Award 2015)

Attractiveness of rail sector

Women Job 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

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

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

Heavily injuredKilled

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).

Q&A