The strategic objectives of the Lead Entities of Business Lines and heads of Energa SA departments have been set in a consultation process, using a top-down approach. In line with this approach, the objectives for executive staff covered by the system are underpinned by the strategic objectives of the Group. The objectives for Lead Entities and heads of Energa SA departments have been designed on the basis of the Energa Group’s Strategy, long-term financial plans and budget information. The objec-tives perform a range of functions, including that of a basis for executive incentives within the Energa Group..
In 2018, in the Energa SA Group, the actions aimed at the standardization of personnel processes at Group level were continued.
In 2018, the system of additional employee benefits at the Energa Group includes, without limitation:
Within the Energa Group companies covered by the Multi-Employer Collective Bargaining Agreement for Power Industry Employees of 13 May 1993, although the Group companies withdrew from the agree-ment on 31 December 2014, some additional pay components remain in place as acquired rights, in-cluding but not limited to:
In 2018, grading scales within the Group companies were not modified to a significant extent.
No collective dismissals occurred within the Group companies in 2018.
As at the end of 2018, there were thirty trade union organisations across the Energa Group companies. Almost 5.4 thousand employees were members of trade unions as at 31 December 2018.
Three collective disputes occurred within the Energa Group in 2018.: