Recognizing that employee development is a key component of organizational success, the Bank allocates funds annually for employee training and development. Educational programs at the Bank cover all levels of employees, from senior management to specialists.

Throughout 2024, the Bank regularly organized training events for its employees on changes and amendments to regulatory documents, raising awareness in the field of sustainable development, IT infrastructure enhancements, and the implementation of a new information system. These sessions were also aimed at improving professional qualifications and motivating employees to make effective decisions aligned with the Bank’s strategic goals and tasks. Additionally, employees participated in external workshops, courses, and online trainings across various disciplines to enhance their professional skills and gain insights into international best practices. The Bank’s employees also routinely complete mandatory specialized courses to advance their qualifications and obtain relevant certifications.

A total of 64 internal training sessions were conducted for employees of the Central Office and branches, exceeding the 2024 plan of 37 sessions.

Bank employees also participated in external training aimed at improving their professional capabilities and developing competencies essential for effective job performance. As part of this, they attended various professional courses and workshops, including those focused on sustainability and ESG. More than 15 employees obtained professional certifications in the area of sustainability and ESG. During the reporting period, Bank employees participated in more than 15 conferences and events related to sustainability and ESG, both online and offline, organized by various financial market professionals and regulatory authorities.

The Bank conducts quarterly performance evaluations for employees of the Central Office. Key performance indicators (KPIs) are established for all staff, and the results are reviewed by the Bank’s collegiate bodies. In the reporting year, 100 % of Central Office employees underwent a quarterly performance review.

In accordance with the labor legislation, in the event of contract termination by mutual agreement, a decision may be made to pay compensation up to two monthly base salaries and/or a performance-based bonus for the reporting period, based on the time actually worked and a submitted KPI performance report. Additionally, the Bank may issue a recommendation letter that includes information about the employee’s qualifications and work performance.

Talent Pool

The procedure of formation of the talent pool of executive and managerial staff has been carried out in the Bank since 2008 in accordance with the Regulation on Formation and Organization of Work with the Bank’s Talent Pool by identifying high-potential employees and organizing their professional and career development.

As of the end of 2024, the Bank’s Talent Pool consists of 65 people, of whom 28 are employees of the Central Office and 37 are employees of the Bank’s Branches.

Employee Performance Review

Since 2009, the Bank has been conducting employee performance reviews to determine the extent to which employees meet the requirements for their positions and to make necessary managerial decisions regarding further labor relations with the Bank’s employees based on the results of the reviews. Performance review periodicity is not more often than once in three years, in case of unsatisfactory performance results (KPI below 75 %) performance review is carried out not more often than once a year. Performance review stages: analysis of qualification requirements, testing, meeting of the Personnel Review Board. In 2024, no performance review was conducted.

Front Office Employee Testing

In 2024, employees participated in internal training programs on a variety of topics. The internal training agenda covered areas such as: Internal Control System, Procurement of Goods, Works, and Services, Corporate Customer Services, Raising Employee Awareness on Information Security, Fraud Prevention, Bank Development Strategy, Consequences of Violating Bank Secrecy, Policy on Managing Corporate Conflicts and Conflicts of Interest, Operational Risk and Business Continuity Management System, Anti-Money Laundering and Combating the Financing of Terrorism (AML/CFT), Compliance Risk Management System, Anti-Corruption Measures, among others.

Throughout the year, the library of e-learning interactive courses on the Mirapolis distance learning platform, designed for all employees of the Bank, was continuously expanded and updated. The following e-learning courses were developed: 1) Customer Service Standards (Client Service); 2) Simulator – Technical Procedure for Registration, Authorization, and Termination of Agreements with Consultants / Team Leaders / Partner Consultants in Information Systems; 3) Risk Management System for Money Laundering and Terrorist Financing; 4) Human Rights. Diversity and Inclusion.