At the end of the year, ONS`s own frame consisted of 758 employees, including in this total, the spaces reserved for the disabled, according to Law No. 8.213 / 91.

The development achieved by ONS in people management was recognized by the Brazilian Association of Human Resources (ABRH), which ranked the Health Management project as one of three finalists for the 34th Human Being Award 2014 in category medium / large company. Work Values: Guiding Management was also one of three finalists for the FUNCOGE Award in the category Strategic Management.

The continued recognition of ONS over the past few years for its good management practices encourages new structured and corporate actions that contribute to raising the organization's management level, so that the teams are more and more prepared for the challenges and future relating to the fulfillment of the institutional mission.

The following listed actions represent the implementation, in 2014, of the strategies defined by the Board of Directors for funding, developing and retaining Operator professionals:

 

ONS CORPORATE EDUCATION

Inserted into the strategic actions of the 2014-2017 Strategic Plan, the implementation project of ONS Corporate Education was structured in 2014. Its main objective is to make the transition from the current model of Training & Development to an education model primarily based on corporate solutions aligned with business strategies, skills, values and knowledge prioritized. Its logical structure is segmented in three emphases of learning: Institutional, Technical Expertise and Leadership.

Since the adoption of this new model of education, the organization will be working in vocational training, not only with regard to training for the task, but in full preparation necessary for professionals to present and future challenges of ONS and the electricity sector.

In addition, as provided in scope project, it was introduced on the corporate intranet the resource of distance learning as an alternative to self-development, and also as a benefit to cost reduction. By the end of 2014, twelve online courses were available for training, corresponding to the common skills and ONS manage axis.

 

WORK RELATIONSHIPS

From 2014, the actions were systematized for the relationship with unions and employee groups, as a way to anticipate the discussion and the treatment of labor issues. This strategy favored the constant leveling information, and the development of studies and other actions arising from the ACT 2014/15. Frequent dialogue process between the Board of Directors, management team, employees and the unions has favored the search for solutions to meet expectations, providing an atmosphere of openness and trust in the organization.

 

KNOWLEDGE MANAGEMENT (KM)

As a result of the Human Being Award conquest, in December 2013, with the case Knowledge Management: a practice that creates organizational learning, ONS was invited to attend eight technical events throughout 2014, which increased institutional visibility as an organization that has the best management practices, and allows for benchmarking with companies that are in advanced stage in KM practices.

 

RECOGNITION PLAN

The realization of the sixth cycle of Recognition Plan ("Reconhecer+" Program and Highlights of the Year) consolidates the practice of value recognition in the organization. The Recognize + Award was awarded to 81 employees in 2014.

 

JOB AND COMPENSATION MANAGEMENT PLAN - PGCR

Due to the restructuring of deployed positions in 2013, training activities were held for all managers, addressing the concept of Job and Salary and Job and Compensation Management policies in ONS.

 

BUILDING PROGRAM - ONS`s Trainee and Internship program.

The program recruits, selects and enables higher and technical level trainees, besides interns. Their results have been favorable, with the use by ONS of about 49% of top-level trainees and 27% of the technical level between 2001 and 2014.

 

TRAINING PROGRAMS

The training activities are structured into specific programs, distributed in the following detailed corporate actions:

 

Mais Valor Program

Mais Valor is an internal development program focused on the promotion of training courses for employees, given by the employees themselves, on topics of interest of the organization in line with its Strategic Planning. Its main objectives are: to provide employees not available content or on which ONS internal expertise stands out in the market; value holders employed of this expertise; forming an internal body of knowledge, and reduce costs. In 2014, different themes were discussed in Mais Valor, as shown in Table 6.

 

Table 6 – Courses of Mais Valor Program in 2014

​

 

CAISE – Training on Institutional Aspects of the Electricity Sector

Recognized by MEC as long-term course, with an MBA degree, and a 396 hour schedule, CAISE is addressed to the target audience of professional experts and seniors of the Operator. Its content is distributed into four modules: Organizational Skills, Electricity Sector Fundamentals, Institutional Aspects and Strategic Alignment, and of course conclusion paper.

In 2014 lectures with the five directors of ONS were included in CAISE`s curriculum, in order to establish an important link between the organizational environment and the academia. This inclusion was essential for the participants to approach from a strategic vision of the organization, thus expanding their knowledge about the projects and processes of each of the Boards of Directors. CAISE`s 2014 class, which began on 1/22/14 at IAG / PUC, was composed of 30 students.

 

ENGINEERS DEVELOPMENT PROGRAM

Conducted in partnership with the GESEL / UFRJ and facing full professionals, the program aims to: expand and consolidate knowledge of the Brazilian electricity sector; contribute to the integration processes; and help increase productivity and retention of ONS professionals.

 

OPERATORS CERTIFICATION AND DEVELOPMENT PROGRAM - Operation of Development

The certification of the operators takes place every three years and has, as its general purpose, to meet the requirements established in the Operation Procedural Manual and the main objective is to attest to the skills of System Operators and Operation Network Facilities, enabling them to perform their functions in the Control Room.

The Certification Program / Recertification is aligned with the skills and organizational values, thus ensuring greater coherence of the internal program and its adherence to ONS context, aiming to organizational sustainability. In 2014, 15 operators were certified in Recife and 24 in Rio de Janeiro, totaling 39 operators.

 

OPERATION DEVELOPMENT PROGRAM

The Operation Development Program aims at continuous improvement of people and processes of this activity, based on technical references, health and adherence to organizational skills and values. The program covers all professionals directly involved in the activities of the Control Room and it inputs the qualitative results of the certification of operators.

 

PERFORMANCE MANAGEMENT

Performance evaluation identifies and measures the actions that employees performed in a given period, in order to diagnose and analyze the individual performance, by encouraging personal and professional growth and stimulating the best practice. In addition, it provides information to relevant managers for analysis and decision made about training, career planning and practices of Positions and Remuneration Management, enabling the development of the assessed individual. Through this, is easier to provide feedback to the people in the organization, based on solid and tangible information, and help them on the path to self-development.

ONS`s Performance Management, in 2014, was strengthened by the consolidation of the program to the Career Path Axis, Skills and Complexity Levels. Managers evaluated their employees in goals, skills and attitudes, as well as practice and record feedback. Employees rated managers in attitudes and self-assessed on skills and attitudes, and recorded their feedbacks.

 

HEALTH MANAGEMENT PROGRAM

Based on the good results achieved in preventing the health of employees and their families after four years of its implementation, ONS`s Health Management Program, in 2014 ,received recognition from the Brazilian Association of Human Resources of Rio de Janeiro, when it was included among the three finalists of the Human Being Award 2014.

Continuing the good practice already adopted in previous years, such as vaccination campaigns, participation in physical activities, anti-stress activities and informative talks on Sleep Disorders, Depression and Nutrition and Metabolism, the Health Management program was expanded in 2014 with the following actions:

• Project Care - involves groups of employees with similar needs. In 2014 had focused on physical inactivity and obesity. The choice of these themes took into account the medical statistics raised annually after the analysis of periodic examinations and occupational medical care and assistance.
• Personnel Health Management Release - recognition and promotion of the employee who is multiplying and supportive of health actions.