Social programms 

Social policies have always been in the focus of Intergas Central Asia’s activities. In the first run, they are aimed at creation of sound working environment at the company’s subdivisions promoting the relationship of social partnership that allows the employees to successfully perform their main functions. ICA Branches have developed and effected the Regulations on social support to the employees providing for the necessary basis to ensure productive activities of the workers employed in the gas transportation industry.

The Company consistently increases the social spending, with the major share of funding directed for cash allowances granted to the company’s employees for medical treatment undertaken during the vacation period, aid to women on maternity leave, material assistance at retirement, special allowances to employees and Company pensioners for jubilees, gifts to personnel for the New Year and to women on International Women’s Day on the 8th of March.

Special attention is paid to improvement of housing conditions of the employees. Thus, in 2005, residential block of apartments for the employees of ICA’s Aktobe Branch, was constructed in Aktobe city. Earlier, residential blocks of apartments were constructed on a “turn key” basis for employees in Uralsk and Atyrau Branches. In 2007, 24-apartments house was commissioned in the village of Makat for the workers of Makat subdivision of compressor station facility and Makat ‘Energoremont’ Repair Center of Atyrau Branch. Another facility, the Administrative and Catering Center for the workers of Redut subdivision of compressor station facility of Atyrau Branch was also commissioned in 2008. Construction of two residential blocks of apartments was completed in the village of Amangeldy in Taskalinsky district of the West-Kazakhstan region for the workers of the Chizha subdivision of compressor station facility of Uralsk Branch. To improve the living standards of the workers, the Company constructed a Shift Campus for 34 places at the Opornaya Compressor Unit with a canteen and a gym room. It’s envisaged to continue to improve the housing conditions of the company’s employees.

Personnel development programms 

Undoubtedly, the technical workers are the critical personnel for the business operations of Intergas Central Asia. Their professional level is the main driver to improve efficiency and safety of operations, enhance of productivity and quality of works and services, for this, ICA pays special attention to the staff training.

Intergas Central Asia has established the ongoing system of the staff development, including continuous professional education, training and re-training, as the key element.

The Company annually organizes professional competence contests to identify the Best Branch Subdivision and Best Professional, and teams from each ICA Branch take part in these competitions. The contests are held to revive the drive for better operations at every subdivision, encourage enhance professional competence and knowledge in theory, develop the sense of responsibility and willingness to improve the working environment, improve corporate culture.

Since its inception in 2001, the “Young Specialist” Programme has been implemented to address the demand of the company in specialized and highly skilled personnel.

Every year, ICA provides for study grants to students selected through competition organized for the young people residing in the territories where the gas pipeline routs are passing. Upon completion of the studies, the young specialists commit to return back to the regions of their residence where the company offers them the appropriate work and distribution. By now, 166 graduates under the programme have returned back to the regions of operations, where the Company provided them with jobs and substantial allowances. Another 68 students continue to study in the leading educational institutions in Russia and Kazakhstan where they master the most complicated professions in oil and gas industry.

Starting from introduction in 2002, the relevant Programme “Personnel Reserve” has provided the employees with a priority right to compete for and replace available vacancies. The information on new positions is regularly published in corporate news letter and is available through on-line information service. One of the key questions of HR management in terms of the work with executive personnel at the company’s branches is to identify and train the selected candidates to be promoted for top executive positions, i.e. the group of candidates, who along with strong professional level have to demonstrate individual initiative, determination, readiness to further education, etc. The selection and evaluation process is contracted to independent consultants with respectful track record in the field of personnel assessment and selection in other industrial companies. The candidates shortlisted into the Personnel reserve programme have to attend special trainings and seminars, aimed to further develop their basic managerial skills, knowledge of the foundations of executive and financial management.

In addition, on annual basis ICA performs Personnel evaluation. Evaluation is addressed to the employees of the Company covers the level of specialists up to managers on the level of heads of departments. The key objectives of the evaluation process as viewed by the company’s management are the need to “bring home” to each employee the system of requirements and expectations of the company towards each person; to provide incentives to improve operational behaviour by setting an unbiased “feedback” expressed in a positive format.