The main purpose of the personnel policy is to establish, develop and maintain the optimal number of full-time employees required to fulfill the company’s goals, ensure efficient human resources and sustainable development.

In each region where we work, we implement integrated personnel management policies, programs and procedures that are unified to the maximum extent possible, such as recruitment, motivation, training and development, and social policies.

EuroChem observes the following principles to achieve its goals in the field of personnel management, in particular:

• Maintenance and development of the company’s ideology and values;
• Establishand develop highly professional, motivated and loyal team in each region where the company works;
• Establish a personnel reserve and a personnel development system in accordance with company’s priorities;
• Provide of a safe labor environment to encourage professional development and labor efficiency;
• Establish and implement personnel remuneration and motivation systems to ensure that employees’ interests and needs are in line with the company’s strategic goals.

In 2010 EuroChem employed 19,614 people.

With 48 facilities across 12 regions within the Russian Federation, and seven abroad, our operations span an extensive geographical area giving the Company a rich diversity of over 40 nationalities within our workforce. This gives us a distinctive corporate character, reflected in both geographical and cultural diversity.

Each year over 60% of the Company’s employees benefit from training. In 2010, over 12,000 employees, of which 7,000 were shop-floor workers, attended training and qualification enhancement programs.

As a company that seeks to be a leader in every field that it works in, EuroChem pays close attention to personnel motivation systems and regards them as an important means of increasing efficiency.

The company’s personnel remuneration and motivation system is regulated by internal documents at each of its enterprises and collective labour agreements. We have implemented and are using integrated remuneration principles based on the unified remuneration system at all the plants, which makes it possible to establish reasonable and competitive remuneration schemes.

As for social guarantees, EuroChem is applying a system of privileges within the appropriate social programs established under collective agreements.
The existing personnel motivation system provides not only for material compensation, but also for various types of non-material rewards.

To solve the problem of retaining high-skilled personnel to its large production facilities currently under construction, EuroChem started implementation of its program for construction of housing for employees of the Future GOK of EuroChem-VolgaKaliy in Kotelnikovo.

Some certain employee categories are given additional guarantees in the course of interregional recruitment or transfer to another job, such as one-time allowance for home improvement, compensation of travel expenses and costs related to shipment of the employee’s property and belongings, compensation of housing costs, providing additional paid vacations for home improvement purposes.

Young Employee Recruitment and Support Programs

The young employee system corresponds to a “school-college-enterprise” chain and includes 4 steps:

• Vocational guidance for schoolchildren, forming target groups to enter colleges;
• Involvement and selection of college graduates;
• Adaptation, professional development and promotion of young employees;
• Social support and motivation of young employees and their mentors.

We are gradually forming a group of qualified young specialists who want to work at EuroChem. We provide young specialists with opportunities for development and career planning.

In cooperation with technical colleges, the company conducts targeted specialist preparation programs in which school graduates can study for free in college and benefit from guaranteed employment with EuroChem in their chosen profession.

On average, approximately 120 school graduates enter targeted university programs, and approximately 200 new specialists with technical degrees from universities join us each year. As part of our targeted selection, we collaborate with the Moscow State University of Environmental Engineering, Moscow State Mining University, the South Russian State Engineering University, and Kolskiy, a satellite of Petrozavodsk State University.

1,113 students benefited from work experience in our Company in 2010. More than 1,000 students per year receive hands-on training at our facilities.

Social Support

• Additional payments to young specialists are made over the course of 3 years
• Newcomers requiring relocation are provided one-time allowances upon employment and receive extra paid vacation for home improvement purposes
• Accommodations: dormitory or housing, rental expense reimbursement, and mortgage benefits – EuroChem covers the interest on the loan