The JSC PA NEDEXT Youth Policy is intended to achieve the following key objectives:

• ensure the development of an external young succession pool of the Company which shall include the best school leavers motivated to have a high-quality professional education and to be recruited by the Company;
• ensure recruitment by the Company of the required amount of promising young specialists from amongst the best university graduates whose education level fits the Company’s relevant business requirements;
• ensure young specialists’ efficient performance through accelerating their adaptation, developing their professional, technical, corporate and managerial competencies, engaging them in the innovative, design, scientific and research activities;
• ensure support to the state policy in the area of professional education.

The above objectives can be efficiently accomplished with the aid of the School – University – Company continuing education system that the Company has currently in place. The external succession pool development starts at senior school.

The Company has been making a consistent effort targeting the students of partner universities and industry-specific regional universities, providing students involvement and screening, and motivating the best of them to become JSC PA NEDEXT employees. Every year, the Company arranges and holds, as well as attends the student-targeting career guidance and image-building events.

Over 2000 young specialists are currently working for the Group Subsidiaries. The young specialists’ status can be assigned to a person who was graduated from a university after a full-time education course before reaching the age of 33, and who was recruited by the Company during the graduation year and worked in the specialty specified in the diploma during no more than three years from the recruitment date.

Working with young specialists is one of the priorities of the Company’s personnel policy which includes young specialists adaptation at the company, engagement in the design, scientific and research activity, training with a view to develop their professional, technical, corporate, managerial competencies, as well as identification and development of young specialists possessing a leadership potential. By the end of the 3rd year of employment, following the business role-playing games and modular training, the best young specialists are recommended for inclusion in the Subsidiary’s succession pool.

To ensure young specialists’ maximum involvement in the innovative, scientific and research and design activity, the Company holds annual scientific and technical conferences at the Subsidiary, regional and Company levels, which are attended by about 50% of young specialists. The best projects presented at the Company’s final conference are recommended for implementation.