Various evaluation tools are used in the Company in order to assess the leadership potential of employees and their compliance with positions held. In 2016, the Company conducted a survey of CEO-1, CEO-2 level executives using the “360 degree” method. The assessment based on “360 degree” method was conducted by interviewing the employee’s work environment through filling out an online questionnaire with his supervisor, subordinates, colleagues, and his own evaluation, developed on the basis of the Company’s leadership competency model.
Managers were given feedback based on assessment results as well as key recommendations on strengths, weaknesses, and areas for development that require further improvement.
In addition, to improve the quality of staff selection and placement, to stimulate employees to improve the quality and performance, assessment of the Company’s employees was carried out in 2016, within the framework of which the level of qualification, training and business qualities of employees was assessed.
Assessment activities aimed at identifying the compliance with positions heldwere also conducted in “East Kazakhstan Regional Energy Company” JSC, “Shygysenergotrade” LLP, “Station Ekibastuz SDPP-2” JSC, “AlmatyEnergoSbyt” LLP and “Almaty Power Plants” JSC.
The Company continues the implementation of Transformation Program, within the framework of which the new organizational structure of the Company was developed and approved in 2016; new qualification requirements to professional experience, knowledge, skills, competencies and skills for all positions of the Company were developed according to the new structure. The requirements for a number of key positions have been significantly increased, including in terms of the availability of qualifications confirmed by international professional certificates or additional education in the field of management. These requirements were documented in the new job descriptions.
As part of the transition to the new organizational structure, the Company implements activities on assessment the compliance of the Company’s CEO-1, CEO-2 level executives with requirements forthe new organizational structure’s positions (Job matching), which will ensure that employees successfully cope with new directions at work and forthcoming major challenges facing the Company.