HomeFeedbackSite mapRussian version



NCSP Group pursues a balanced human resources policy, aimed at hiring highly qualified specialists. Developing the professional qualifications of employees, providing a decent standard of living and creating a corporate culture have been key factors contributing to the Group’s successful growth.


The Group’s incentive program is based on competitive salary packages that are linked to employee performance.


Given the nature of its business, NCSP Group takes occupational health and safety very seriously.


The Group had 6,996 employees in 2009, 386 or 5.2% fewer than in 2008. A slight drop in the number of employees was reported by OJSC I PP, PJSC NGT, PJSC Fleet of NCSP, and PJSC NCSP due to a natural decline in the workforce, in part as employees retired and

production processes were automated. The contraction of the Group’s workforce slowed in 2009 compared with 2008, when it shrank by 500 employees.


Since 2007, relations between management and employees at Group companies have been governed by collective agreements that guarantee decent and safe working conditions, social benefits and guarantees, the opportunity for education and retraining, and other material incentives. The collective agreements provide for bonuses for employees working in difficult and hazardous conditions or combining professions, and for overtime work.

About 90% of Group employees were covered by collective agreements in 2009.




One of the chief priorities of the Group’s human resources policy is to improve the professional qualifications of its workers, specialists and management. All Group companies offer education and training programs to their employees that are tailored to

the specific area of each company.


Last year 3,148 employees participated in educational programs for additional training and professional advancement, including programs on occupational health and safety. NCSP Group spent more than $310,000* on training for employees in 2009.


Benefit Packages


NCSP Group has made it a priority to pursue a policy of corporate social responsibility toward its employees and has introduced a system of benefits packages at its companies. Collective agreements give employees the right to additional incentives such as extra paid personal days for women with children under the age of 18, severance packages for employees who are retiring, bonuses for reaching long-term

work, and others.


The Group also pays bonuses upon the birth of children and monthly childcare allowances for children until the age of 18 months. The Group also provides support for families with disabled children, large families, and pensioners.



NCSP Group supports its employees during difficult times such as the death of a loved one, illness, fire, theft, natural disasters, and other circumstances.


In order to encourage healthy lifestyles, the collective agreement also provides reimbursement of expenses for regular medical examinations (for professions requiring periodic checkups and in the hiring process), and provides annual compensation equivalent to the average monthly salary to cover vacations for health and treatment purposes.


NCSP Group spent $3.2 million on additional social benefits for its employees in 2009.

In addition to benefits for its current employees, NCSP Group provides support to retired employees. The Port Veterans Council provides quarterly allowances and handles matters pertaining to the social welfare of retirees. Employees who have been with the Group for more than 20 years are given the title of Novorossiysk Commercial Sea Port Employee Veteran and receive a cash bonus and other benefits.

The Group spent $417,000* on benefits for retirees in 2009.




NCSP Group carries insurance for a broad range of risks and liability, including property insurance, losses due to interruption of operations, civil liability insurance for hazardous

enterprises, optional health insurance and group accident insurance.




Stevedoring operations pose certain risks to the life and health of employees, so the Group takes occupational health and safety very seriously. The Group has introduced an Occupational Safety Management System (OSMS) to ensure the proper level of safety at its companies. The system regulates the monitoring process and certification and reporting for each division, and establishes a special occupational safety day.


Under the OSMS program, division managers write quarterly reports on occupational health and safety efforts, including training and information campaigns, planning, compliance with labor laws, and reporting and investigation of accidents. The reports also include information about the steps taken to correct deficiencies identified in the previous quarterly report.


A commission of specialists from all areas, including the departments of the chief engineer, technology, the chief power engineer and occupational safety, inspects the reporting division one week before the report is submitted and gives an assessment of either satisfactory or unsatisfactory. All remarks are included in a report specifying the deadline for correcting problematic elements. As part of the occupational health and safety efforts, the Group is working to certify its employees and at the end of 2009 had certified 2,321 employees.


Despite the efforts taken to ensure occupational safety, the Group has not been able to prevent all accidents. It reported 28 workplace accidents resulting in temporary disability in 2009. The Group is planning additional safety measures in 2010 to prevent future accidents.