Zhanaozen Oil Refinery’s personnel policy is carried out in accordance with the Company’s functional strategy in the field of employee management and remuneration, which determines the mechanisms, directions, and principles of personnel management for the implementation of the Company’s strategic directions. The strategy’s major goal is to meet the company’s prediction by enhancing staff management efficiency and employee development as a strategic resource.

The strategy covers seven areas:

• Employee selection
• Work with young people
• Staff Development and Training
• Personnel Reserve and Career Growth
• Salary and rationing
• Manage staff ingress and costs
• Personnel management and working time monitoring.

Early retirement

The company offers an early retirement program. Employees of the Company who have reached the program-approved age will be eligible to receive benefits in the amount of 48–50% of their salary from the retirement age of 3 years prior to retirement (employees who were working in a challenging environment 5 years ago). The employee can keep almost half of his basic income during early retirement. He can simultaneously devote more time to his family, his health, and other opportunities to work another job and supplement his income whenever he chooses.

Training of Kazakhstani specialists

The company allots money for charitable endeavors, such as educating Kazakh experts in the country’s oil and gas sector. The company has dual training and scholarship programs in place as of 2015. 78 students from the Atyrau Oil and Gas University, the ARES Retrotechnic Higher College, and the Ufa State Oil and Technology University have received training in the production departments over the past four years. They were given workbooks and diplomas after graduating. 40 students who performed well on the test were hired by the company, per the test results.

Employee incentives

The Company hosts a number of annual events to motivate employees, including the professional skills competition “The Best Specialist” among employees of production units, the project “Day of Young Specialists,” designed to increase the potential of young professionals and foster a sense of community, and evaluations conducted by the directors of departments at the central office “HR-forum,” which will be held with the participation of the Chairman of the Board following t (shop managers and masters).