Compensation and Social Support

The Company has a comprehensive incentive system based on competitive salaries, bonuses and a social component. The incentive system, which includes both material and non-material incentives, is closely linked to the Company’s strategic goals and is continually improved in accordance with the business tasks. In addition, the Company has established an Employer Value Proposition, a set of financial, professional, and social benefits offered to its employees.

The Company keeps up to date with market average wages in the sectoral labour market. Wages and salaries are revised annually, subject to individual performance. The performance of each employee is assessed based on the Company’s goal management system.

The annual monthly average salary growth from 2009 to 2013 was about 11%. The total average wage growth since 2010 has amounted to 34%.

The average salary of the Company’s employees in 2013 was RUB 67,054, up 12% against 2012 and 2.5 times higher than the average salary in Russia According to Rosstat (Federal State Statistics Service) data.for 9 months of 2013.

Personnel expenses in 2013 amounted to RUB 48.2 billion, which is 14.1% higher than in the previous year.

The Company’s enterprises have adopted collective agreements and corporate regulations and rules setting various social benefits for employees above and beyond those set by law. The social packages for most enterprises incorporate voluntary health insurance, accident insurance, free meals, financial aid, holiday vouchers and other benefits. Company employees receive medical advice and, if necessary, treatment in top Russian clinics under a corporate voluntary health insurance contract. The Company also arranges health examinations (PHEs) for its employees from time to time.

Over many years of successful development, Gazprom Neft has proved to be a responsible employer and earned a reputation of one of the best companies to work for in the oil and gas sector. Today, employment in Gazprom Neft means:

  • Participation in national and international projects;
  • Professional growth and development;
  • Confidence in the future;
  • Being proud of your company;
  • Achieving breakthroughs together with a strong team.

In the course of its further development, Gazprom Neft is implementing a strategic plan to improve its image as an attractive employer aimed at engaging the best candidates.

There is a corporate mortgage programme in a number of regions to help employees buy homes. The enterprise partially compensates loan interest payable by an employee to the bank or advances money to pay the initial instalment.

Gazprom Neft also places special emphasis on improvement of non-material incentive system as a key priority for the HR management. It includes professional competitions, sports and recreational activities, and corporate communications sessions. In 2013, the list of non-material incentive programmes was expanded to include the first corporate KVN comedy show event in Saint Petersburg.

The Company pays particular attention to recreational sports to keep the employees healthy and build up a team spirit. In 2013, the Company once again held its traditional Winter and Summer Games. The Gazprom Neft team took part in the Gazprom summer championship.

Non-material programmes also include the public recognition of employees. The Company annually awards two kinds of honorary titles, which are corporate merit badges in labour: ‘Honoured Worker of Gazprom Neft’ and ‘Veteran of Gazprom Neft.’

Average costs for welfare payments in 2013 amounted to RUB 35,465 per employee, up 4% year-on-year.

In 2013, the Group’s enterprises continued to implement and improve the unified system of social benefits adopted in 2011. This system was designed to unify the list of benefits and the procedures for providing them to employees. The unified system of benefits will be fully introduced in 2014.

Dynamics of monthly average salary, RUB, 2009–2013
Benefits package, RUB thousand, 2010–2013
2013 2012 2011 2010

Free and subsidised meals





Voluntary health insurance





Paid-for holiday package





Payments to retiring employees





Housing programme





Sports and cultural events