Career development

It is the company’s intent to provide all employees with opportunities to increase their responsibilities commensurate with their abilities. The company encourages and assists those employees who demonstrate the capacities required for development. It should be recognized that the most important factor in development is the individual’s own effort toward self-improvement.

It is Ilim Group's policy to practice internal job rotation and to consistently promote the employees to more responsible positions in the company. The promotion is based on performance assessment, experience and knowledge of the up-to-date technologies and business practice, as well as the employee's personal qualities and interests. The employee's promotion within the company is planned and recorded in the individual career development plan. The Top Reserve individual career plan system (200 middle and senior management level employees) is supervised by the People Council which consists of the First Level Team managers and presided by the Chief Executive Officer. Career development plans of other employees are managed by the HR departments and line managers. Career plans of the management are based on an assessment determining the employee's competency development level and goal reaching performance. Assessment results shall be communicated to the employees in a one-on-one meeting. The company shall set clear and reasonable work objectives which shall be communicated to the employee by the manager. Metrics shall be developed for each objective to assess the achievements. The contributions toward achieving personal work goals, as well as the result of the employee's work contributions in his/her own work/business unit in general, shall also be appraised.

Career development strategy for the blue-collar jobs is based on staff assessment and the mill's succession pool plans.

Career development procedures are presented on the Growth Pyramid.