HR policy
[GRI 103-1], [GRI 103-2], [GRI 103-3] The Bank Millennium Group has in place the “Bank Millennium Group’s Human Resource Policy” concerning such issues as employee recruitment, management, development and retention as well as planning and monitoring employment.
The Bank has compensation policies in place for employees as well as persons having material impact on the Bank’s risk profile. They formulate the assumptions used to shape the fixed and variable components of these employees’ compensation.
Bank Millennium operates in compliance with the policies for selection and assessment of Supervisory Board Members and Management Board Members as well as key functions holders. The application of these policies ensures that the persons discharging the most important functions in the Bank Millennium Group, including functions in the management bodies, have the requisite professional qualifications and the appropriate reputation. This policy fosters sound Group management, the generation of stable results and the appropriate risk management in the long-term perspective.
Another policy in force is “Diversity Policy”, which shows that Bank Millennium operates while respecting human dignity and the right of equal treatment regardless of age, gender, ethnic or national origin, religion, creed, family status, sexual orientation, health condition, convictions, trade union membership and other premises that could trigger discrimination.
The Bank Millennium Group applies employee regulations that are as uniform as possible, in particular: Work Rules and Regulations – laying down the organization and order of work and the related rights and duties of the employer and employees as well as Compensation Rules and Regulations establishing the rules and conditions for paying compensation and awarding other benefits.
The result of applying HR policies is as follows:
- Creating uniform rules of employment, access to benefits and compensation;
- Checking compensation systems periodically, including base salaries, including comparisons with market benchmarks;
- Using balanced appraisal systems aligned to the mid and long-term targets while taking into account quantitative and qualitative criteria;
- Checking qualifications and conscientiously selecting employees for the top positions in the Group;
- Countering conflicts of interest and decision making that poses a threat to the Bank’s long-term interests by introducing more detailed criteria for appraising the work of people in managerial positions referring to their impact on the risk;
- Counteracting discrimination and mobbing through communication, training and implementing an abuse reporting system;
- Building an organizational culture based on values by extensively advancing organizational values and implementing the “Leadership Code”.