With their unique skills and capital market experience, Exchange employees are an important group of WSE stakeholders.

WSE and WSE Group headcount as at 31 December

WSE headcount as at 31 December and employment by gender

The human resources policy of Warsaw Stock Exchange relies on engagement and competences of employees who grow with the company. Consequently, in 2014, the Company continued to focus effective management of HR, payroll, social and bonus processes to match them with business needs and to support the implementation of the Exchange strategy.

WSE RECRUITMENT POLICY

WSE’s recruitment policy focuses on recruiting top-class specialists for all areas of the Company's operation. In recruitment for strategic positions, the Exchange works with professional personnel advisory institutions which provide a compete professional and psychological profile of candidates. A WSE website section devoted to WSE career opportunities supports effective employee recruitment.

The recruitment process includes six steps:

• Step 1. The candidate sends a CV and a motivation letter, which are reviewed in detail, especially in terms of the motivation to work with the Company;
• Step 2. General knowledge test; 
• Step 3. Interview with the potential supervisor and an HR officer; 
• Step 4. Problem solving: a case study covering the candidate’s prospective responsibilities; 
• Step 5. WSE employment decision; 
• Step 6. Signing the contract and completing all employment requirements.

WSE employee turnover, as at 31 December*

WSE signed 21 contracts with new employees and terminated 21 employment contracts in 2014. WSE signed 23 contracts with new employees and terminated 29 employment contracts in 2013.

The employee turnover ratio of the WSE Group was 11.25% in 2014.

WSE TRAINING POLICY

Training plays an important role in the process of employee professional development and improvement of qualifications. Training was offered in 2014 to improve specific professional qualifications and language skills. According to its HR policy, the Exchange co-financed MA, post-graduate, and PhD courses of employees. In order to improve their professional competences, WSE employees participated in market conferences, congresses and seminars. The number of training days per WSE FTE was 6.55 in 2014. The number of training days per WSE Group FTE was 4.8 in 2014.

WSE headcount by education, as at 31 December

The WSE Group had 371 employees at the end of 2014, including 318 employees with higher education, 52 with secondary education and 1 with vocational education.

WSE INCENTIVE SYSTEM

WSE’s HR policy is largely based on employee engagement; hence, the Company attaches special importance to employee incentives. WSE offers the employees an incentive program implemented in 2014 which consists of a fixed part (base pay) and a variable part (annual bonus) as well as a discretionary bonus. The variable part is tied to the objectives of the Management Board and the strategic directions of the Exchange. It divides job positions into bonus categories to which diversified bonus rules apply. A single set of bonus criteria and a single proportion of criteria based on ratios, performance and quantitative criteria applies within each bonus category.

Every Exchange employee has wide access to fringe benefits including: health care, reimbursement of commuting costs, the Employee Pension Scheme, a canteen system, loans including housing and medical loans, as well as payments from the Company Social Benefits Fund.

WSE CODE OF ETHICS

In addition to improvement of professional qualifications, WSE also takes steps to develop its value-based corporate culture which is unique in awarding and applying employee initiatives that improve the effectiveness of the organisation.

The WSE Employee Code of Ethics came into force in November 2013. It defines the core values applicable to all activities of the Company. The Code of Ethics was amended in 2014. It outlines the principles and values to be followed by all WSE employees; disseminates and promotes a culture of compliance with the law and decision-making based on ethical criteria in the following areas: mutual relations among employees, relations with customers and counterparties, relations with competitors, communication, promotion and advertising; and lays down sanctions for non-compliance. The document has been signed by all WSE employees.

In 2015, WSE is planning to implement the Company’s Code of Ethics in other WSE Group companies.

OCCUPATIONAL HEALTH AND SAFETY POLICY

WSE’s priorities include a healthy, safe and friendly work environment which supports the development of the professional potential of all Exchange employees. Under its occupational health and safety policy approved in 2014, the Company works to prevent accidents at work, occupational diseases and potential incidents, to continuously improve occupational health and safety and fire protection, to improve employee qualifications, and to integrate their role and engagement in occupational health and safety initiatives. There were no accidents at work at WSE in 2014.

EMPLOYEE VOLUNTEERING

Employee volunteering is one of the forms of WSE’s corporate social responsibility activities. The Exchange supports the youth education and care centre in Franciszków and two family children’s’ homes in Ruszków. WSE employees prepare Christmas gifts every year, regularly collect clothing and provide the centre with equipment including sports equipment.

TRAINEESHIPS AND INTERNSHIPS

Warsaw Stock Exchange puts a strong emphasis on capital market education and learning of young people.

For many years, the Exchange has offered traineeship opportunities to university students. The students major in different disciplines including Economics, Finance, and Marketing. Furthermore, WSE runs a programme addressed to the winners of the Capital Market Leaders Academy organised by the Lesław A. Paga 2065 Foundation in partnership with WSE.