Care for the employees

Information on recruitment

The document “Bank Gospodarstwa Krajowego recruitment rules” standardises the staff selection process and promotes equal opportunities for candidates and management of diversity in the workplace. All Bank’s employees involved in staff selection should apply the principles of equal treatment. In the selection process they should not discriminate candidates due to gender, age, disability, race, religion, nationality, political convictions, union affiliation, ethnic origin or sexual orientation. Pre-adaptation and adaptation processes, as well as those applicable to employees throughout their employment cycle, are based on the pillars of our organisational culture – values, which in 2020 included: professionalism, partnership cooperation and commitment.

In the process of recruitment and activities building the image of an attractive employer, we deploy and use modern technologies, such as: recruitment chatbot, games designed for VR headsets, browser game. To implement these tools, we use the assistance of Polish companies, including start-ups, thus supporting domestic businesses. In 2021, the recruitment team introduced further modern tools supporting the recruitment process, including a voicebot.

13
%
new employee hires
7
%
turnover ratio

We make every effort to ensure that our future employee feels a member of the BGK community already at the stage of receiving the job offer. That is why at least one week before joining the Bank’s staff, future employees are provided with access to the onboarding platform Start with BGK. In the form of gamification, they are provided with all necessary information on BGK, including on the mission, vision and strategy of the Bank, history of BGK, code of ethics, benefits offered etc. In addition, the HR Business Partner informs a future employee in advance about the schedule of onboarding activities (IT hardware configuration, introduction courses presenting the organisation). On the first day at work, an employee is greeted by their manager and receives a welcome pack, i.e. a welcome gift to make the first days at work more pleasant. Next, a new employee participates in adaptation training courses, thanks to which they learn more about the organisation and individual processes and products. The appointed supervisor assists the employee in assuming new duties and getting to know the team.

We regularly monitor the satisfaction and opinions of participants of the adaptation programme – upon joining the organisation, and subsequently after a quarter and a year after hiring.

Training placements and internships – placements squared

In the summer of 2020, the Bank implemented a paid internship programme for students. Its purpose was to acquire talents who can stay at the organisation for a longer time, build BGK’s recognition as an attractive and modern employer and support the ongoing work of the institution, which is particularly important during the holiday period.

Key elements and features of the programme were as follows:

  • attractive form of promotion addressed to the young generation (including the use of modern technology in promotional materials – augmented reality);
  • careful candidate selection;
  • attractive terms (paid placements lasting between 1 and 3 months);
  • substantive scope of training placements;
  • additional training and development activities – participants took part in a professional training programme;
  • monitoring satisfaction (satisfaction survey of trainees and representatives of business).

Results:

51
candidates employed
5264
applications
47
participants in training courses for supervisors
17
expert and general development training courses completed
4.6
average score of all training courses (the scale being 1 to 5)
90
%
of programme participants declared that they would like to work at BGK
80
%
of programme participants declared that they would recommend it to their friends

Education and development

As a state development bank, BGK makes every effort to facilitate comprehensive improvement of the competencies and knowledge of its employees. We set up long-term training and development programmes supporting both the Bank’s business needs, implementation of the organisation’s strategy, and individual needs of employees.

We encourage employees to take responsibility for their development and, with the support of managers, create and implement their individual advancement plans. This way they manage their career path in a planned manner, as a result of which they can knowingly and thoughtfully use the Bank’s training and development offer.

Training

29,194
Total number of training hours
15.2
Average number of training hours (women)
16.4
Average number of training hours (men)

In 2020, staff development policy in the Bank was carried out in the form of development projects, closed (external and internal) training courses, open training courses, language classes and post-graduate studies.

In 2020, our priority was to provide support to employees during the pandemic. The situation resulting from the pandemic posed a new challenge for us related to remote work of entire teams. To meet current needs, we organised a Remote Work Week, which consisted of the provision of psychological support, webinars, workshops, materials to support employees in the new situation, among other things. We developed best practices of remote work based on five pillars around which we focused our activities: organisation of team work, effective communication and exchange of information in the team, objectives and monitoring of their achievement, looking after ourselves, values and identifying with the organisation.

We organised remote psychological and therapeutic consultations with HR managers, who have experience in working as psychologists, coaches or therapists. We offered a series of webinars for managers: “Let’s cope with the new reality”, “Organisation of work”, “Effective communication”, “Objectives and their monitoring”. We proposed a webinar on wellbeing “The strength is within you” to all employees of the organisation, whose purpose was to give inspiration to seek balance between professional and personal life, motivate to pursue personal development and care for the wellbeing of oneself and near relatives. To promote knowledge across the organisation, we prepared two animated videos on the rules of safe work at the office and best practices for remote work.

In 2020, we launched an e-learning platform (elearning.bgk.pl) and made available training courses for employees, addressing the current needs: “Effective management of time and tasks during remote and rotational work”, “Emotions in crisis”, “How to ensure effective management in remote work”.

In 2020, for the first time we launched the project “Bank of talents”, whose purpose was to identify, select and provide for development of key employees with a strong potential to become the ambassadors of change and support the cultural and process transformation at the Bank. We also focused on increasing employee engagement and preparing potential successors in the organisation. We carried out a transparent process of recruitment for programmes based on, among other things, AC and interviews. The project consists of three development programmes for three different groups: Academy of Potential, Start Up, and Mont Blanc. The Academy of Potential programme is addressed to senior specialists and experts, who have extensive knowledge in their respective specialisations and want to be involved in more complex projects and tasks, develop their skills, inspire others and implement new initiatives. The Start Up programme is intended for senior specialists and experts interested in advancing in their management career path. The Mont Blanc programme is addressed to experienced managers who wish to manage more complex structures and issues in the future. For each group, a dedicated schedule of activities was prepared, in which we focused, among other things, on strengthening competences related to transition through change, storytelling or leadership. In this programme, we draw on the experience of certified Mentors who offer their knowledge to Talent Bank participants.

We appreciated persons with the highest annual score and offered development activities to them. An employee who received a C+ score for the achievement of objectives in 2019 was given the opportunity to participate in a selected development activity: individual coaching or MBTI test with individual feedback.

In 2020, managers participated in development activities based on leadership skills. These included: Maxwell’s Leadership Academy and Manager’s ABCs for newly appointed managers.

Employees on expert positions participated in a number of online general development training courses, which covered four training areas: Personal effectiveness, Mindfullness with elements of emotional intelligence, I facing everyday challenges, Discover your strengths.

475
open training sessions with 824 participants
159
closed training sessions
41
employees undertaking postgraduate studies
50
subsidies to foreign language learning courses + 887 logged on the etutor platform (937 participants in total)

The Bank applies an annual employee evaluation system. It serves as a motivational tool (it is directly related to the bonus system), it supports the implementation of strategic objectives and facilitates an open dialogue based on the Bank’s values and the related behaviours:

  • I take care of my development and I improve competencies.
  • I identify myself with the Bank, seeking the best solutions.
  • I take responsibility for my tasks and decisions, I make every effort to ensure the highest quality of my work.
  • I strive to ensure effective communication, I accept and provide feedback.
  • I share knowledge and experience, I support others in the performance of tasks.
  • I build positive relations and I treat others with respect regardless of their position.
  • I strive to achieve goals, present ideas and initiate changes.
  • I take action when witnessing behaviour that is inconsistent with adopted standards, principles and values.
  • I have a positive attitude.

The values and related behaviour also support effective cooperation between the employee and the superior.

Employee evaluation is based on two equivalent criteria. These are: achievement of objectives and attitude. In this way, BGK communicates to employees that it cares not only about the achievement of business objectives, but also about the way they are achieved. The evaluation of attitudes refers directly to the Bank’s values referred to above.

HEALTH AND SAFETY

The Bank provides a safe and healthy working environment. Each employee is responsible for common safety and is required to promptly notify the superior of any accident and warn all persons staying in the potentially affected area against the danger.

In 2020, we started the process of preparing new occupational risk assessments for BGK’s employees. To that end, a commission was appointed on 8 January 2021, composed of representatives of employees, the employer, an OHS expert and an expert preparing the occupational risk assessment. To determine occupational risk and identify threats at BGK, the “Risk Score method” is used. The commission’s tasks included:

  1. location of work positions and tasks assigned to them;
  2. location of persons working on a given work position;
  3. determination of relevant tools and materials;
  4. indication of activities performed, the time and manner of their performance by persons on a given work position;
  5. identification of risks and their sources;
  6. identification of the potential effects of existing risks;
  7. identification of personal and collective protective equipment;
  8. determination of measurements of harmful factors;
  9. presentation of accidents at work, occupational diseases etc. occurring in the past in the analysed work position;
  10. specification of the requirements of regulations and standards related to the analysed work position.

The occupational risk assessment is updated every five years (or more frequently in the case of organisational changes and the creation of new positions).

Employees report occupational hazards and incidents to their superiors or directly to the OHS expert. For that purpose and to prevent the spread of SARS CoV-2, a special mailbox was set up: bhp@bgk.pl.

Regular OHS inspections are carried out at the Bank in all work premises to eliminate threats to the safety and health of employees.

We ensure that employees gain specific knowledge and practical skills in occupational health and safety during initial OHS training and that they update this knowledge regularly during periodic OHS training.

In 2020, we started the process of training employees selected for the administration of first aid. The aim of the training was to acquire theoretical and practical knowledge in providing first aid to injured persons at the workplace and in everyday life. The exercises performed by employees involved, among other things, simulation of injuries and exercises with the use of VR goggles. We successfully held the training at seven regional offices of the Bank. Due to the imposed restrictions resulting from the announcement of the state of the coronavirus epidemic, we had to suspend the initiative until the situation returns to normal.

As part of the P-MOD project, in 2020 we moved regions to their new offices (class A buildings adapted for disabled persons) in: Wrocław, Gdańsk, Kielce, Rzeszów and Katowice, we modernised the regional offices in Olsztyn, Opole, Poznań and Zielona Góra, and for the duration of the renovation we relocated our main office in Warsaw. We made every effort to ensure that the new space promotes efficiency and good atmosphere. We used materials that are safe for human health, we prepared comfortable and ergonomic workstations and spaces promoting the integration of employees.

We care about the health and life not only of employees, but also of the Bank’s customers. Thanks to an efficient first aid system, in BGK’s buildings we provide access to newly ordered first aid kits and AED Lifeline defibrillators.

BGK pursues a policy of flexible working hours. Depending on their individual needs, employees may choose to start work between 7:00 am and 9:00 am and finish accordingly between 3:00 pm and 5:00 pm.