Personnel Management

ONS’s continuous recognition over the past few years, due to its good management practices, encourages new corporate actions that contribute to the improvement of the organization, so that the teams are increasingly prepared for the challenges of fulfilling ONS’s institutional mission.

The actions listed below represent the implementation, in 2015, of the strategies defined by theBoard of Directors for funding, development and keep the Operator's personnel:

 

ONS’s Corporate Education

ONS’s Corporate Education project was implemented in 2015, symbolizing a milestone in the evolution of the organization, for the sustainable development of its permanent personnel and the valorization of knowledge as critical success factors for the organizational development.

ONS’s new model of Corporate Education aims to effect the transition from the existing Training & Developmentmodel, to an education model primarily based on corporate solutions aligned with the company’s strategies, skills, values and prioritized knowledge. Its logical structure is segmented into three learning approaches: Institutional, Technical Expertise and Leadership.

The implementation of this new model brings to the organization more consistency in education investments, from the alignment of the priority actions in the strategic planning and the integration of different corporate programs such as Performance Management and PDI, Knowledge Management Practices, Management Development.

 

The main products developed in 2015 were:

• The summary ofthe Leveling Course on Electric Energy, directed at professionals majoredin Electrical Engineering with emphasis on Power Systems
• The formation of the new Leadership Track, which will guide the development of the current and the new generation of managers. The Leadership Development Program was implemented, a training action integrating this track, with emphasis on the training of managers at the beginning of their managerial career, so that they can deal with the Operator’s current and future managing challenges.

 

KNOWLEDGE MANAGEMENT

In order to speed up the process of qualification of new experts and potential managers, the third edition of ONS’s Mentorship Programwas held in 2015. 13 pairs composed of Mentors and Mentees from different areas and experiences participated, whichprovided the dissemination of relevant knowledge related to technical careers and management.

 

 “CONSTRUIR PROGRAM” – ONS’s Internship and Trainee Program

Opportunities for trainees and interns are offered in all locations where ONS has offices and operation centers. In 2015, ONS selected 23 professionals among 1,410 candidates after a careful selection process involving the evaluation of general knowledge, languages, technical tests, group dynamics and individual interviews.

This process has achieved favorable results, since about 50% of trainees were hired,by ONS,between 2001 and 2015.

Candidates may apply for ConstruirProgramthrough ONS’s website or through lectures in public and private educational institutions recognized technically in the sector, especially those located in the cities where the Operator has offices, withinPrograma Sinergia(Synergy program).

Invisits to these institutions the courses’ briefing and pragmatic contents are discussed with coordinators and professors of Electrical Engineering.

 

QUALIFICATION PROGRAMS

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

Mais Valor Program

Mais Valor is a development program aimed at promoting training courses for employees’ qualification, administered by the employees themselves, on topics of interest for the organization, aligned to its Strategic Planning.

Among the various courses offered in 2015, the highlights of the modules I and II of the course on Power System’s Security and Dynamics and the course onSubstations and High Voltage Equipment.

Engineering Development Program

The program, aimed mainly at Engineers, with the following main objectives: expanding and consolidating knowledge on the Brazilian electric power sector; contributing to integrating and keeping these professionals.

 

OPERATORS' CERTIFICATION AND DEVELOPMENT PROGRAM - DEVELOPMENT OF OPERATION

The operators’certification process is held every three years and aims at meeting the requirements set in the Operation’sProcedures Manual. Its main objective is to certify the skills of System Operators and the Operation Network Installations, enabling them to perform their attributions in the Control Room.

In 2015, six operators were certified in Rio de Janeiro, ten in Recife, nine in Florianópolis, totaling 25 System Operators.

 

HEALTH MANAGEMENT PROGRAM

Based on the successful results achieved, the Health Management Program promoted several actions during the year, in order to motivate and orient employees, such as:

• CuidarProgram – in 2015“stress” was the focused theme, with lectures and workshops on wellness management. In Brasilia, Florianópolis and Recife, for following physicians’ guidance, this edition of the Program had focused on fighting the sedentary lifestyle and on dietary re-education .
• In October 2015, ONS joined the worldwide movement Pink October and conducted lectures given by a specialist on breast cancerprevention.