Training and Personnel Development

The share of PAOPublic Joint-Stock Company Rosseti Ural employees participating in off-the-job training programs amounted to 98.8% of the average headcount: 14,438 persons (43,766 person-courses), exceeding the key performance indicator of the Personnel and Social Policy of PAOPublic Joint-Stock Company Rosseti Ural (30%). Production personnel accounted for the largest share among those trained – 87.5% or 12,627 persons (37,348 person-courses), including support staff (34 persons or 78 person-courses). Actual expenditures by PAOPublic Joint-Stock Company Rosseti Ural on personnel training in 2025 totaled RUBruble 114,621.40 thousand, of which RUBruble 68,188.33 thousand was allocated to training at the corporate training center. In 2024, RUBruble 124,836.78 thousand was allocated to personnel training, including RUBruble 67,528.24 thousand for the corporate training center.

To ensure timely filling of vacant managerial positions, as well as to identify, retain, and develop high-potential employees, the Company implements career planning for its personnel. Formation of the managerial talent pool ensures equal opportunities for career advancement within the Company, as well as horizontal and vertical rotation. Systematic training of employees and development of their professional and managerial competencies required for successful performance of target position duties is carried out through work with the Company’s managerial talent pools. The managerial talent pool included 253 most promising employees, with staffing of target managerial positions by the talent pool reaching 102% as of the end of the reporting period. As part of talent pool development activities, measures were implemented to involve pool members in tasks promoting the development of competencies necessary for target position occupancy, as well as referral of pool members to educational programs for developing managerial and professional competencies. The trained pool members ratio in 2025 was 99% (251 pool members). The vacant target managerial position fill rate by pool members was 27%, with 28 out of 104 closed vacant managerial positions in 2025 filled by pool members. The pool member promotion ratio was 33%, with 11 out of 33 rotated employees to target positions in 2025 filled by pool members.

Social policy

Social and labor relations within the Company are governed by the collective agreement of PAOPublic Joint-Stock Company Rosseti Ural. The foundation of the Company’s social policy is the principle of social partnership. The parties to the social partnership, on a parity basis, implement joint projects in the interests of the employer and employees, and exercise joint oversight of compliance with the collective agreement. The principal objectives of the Company’s social policy are: care for the Company’s employees, members of their families, and veterans of the Company; creation of the image of a socially responsible enterprise to attract and retain qualified personnel; establishment of a favorable working environment; and provision of a decent standard of living for the Company’s employees upon reaching retirement age.

The Company’s social program identifies socially significant projects, measures for their implementation, and sources of funding.

The program encompasses the following areas:

Private health insurance scheme

To ensure employees receive high-quality and timely medical services in accordance with the Insurance Coverage Regulations, approved by the Company’s Board of Directors, each Company employee is insured under a voluntary medical insurance policy. The comprehensive voluntary medical insurance program guarantees the timely and high-quality provision of medical services. Corporate programs include a wide range of services at leading state, departmental, and commercial medical institutions within the Company’s areas of operation. Accident insurance covers the period of performance of labor duties and provides for payments to employees (or beneficiaries) in the event of loss of working capacity, deterioration of health, or death resulting from an accident.

Non-State Pension Provision for Employees

Non-state pension provision for the Company’s employees is implemented pursuant to an agreement with AOJoint-Stock Company NPF VTvoltage transformerB Pension Fund» and the Non-State Pension Provision Program, which is approved annually by the Company’s Board of Directors. The Non-State Pension Provision Program is designed to ensure a decent standard of living for employees upon attainment of pension eligibility criteria, and to create conditions for the effective resolution of personnel matters related to the attraction, retention, and motivation of staff.

State, departmental and corporate awards

For achieving high labor performance and making a significant contribution to the improvement and development of the Ural electric grid complex, 2,262 Company employees were recognized in 2025 with state, departmental, sectoral, and corporate awards, including state awards (5 employees), departmental awards (170 employees), awards from the «ERA of Russia» Association (58 employees), and corporate awards (2,029 employees).

Corporate Support for Employees in Improving Housing Conditions

In 2025, in accordance with the Regulations on Corporate Support for Company’s Employees in Improving Housing Conditions, 265 employees received corporate support in the form of compensation for interest on mortgage loans.

Work with Energy Sector Veterans

The Company pays particular attention to work with veterans. The Company operates a Veterans’ Coordinating Council, which oversees and organizes the activities of branch Veterans’ Councils. The Veterans’ Coordinating Council unites 5,732 non-working retirees of the Company. In 2025, the Company continued activities to maintain the health of veterans and retirees from production divisions. Non-working retirees actively participated in sports competitions in cross-country skiing, track and field, mini-football, volleyball, basketball, and chess.

Cultural, Mass, and Health Improvement Events for Employees and Their Family Members

During the reporting period, the Company continued to implement measures aimed at maintaining an active lifestyle among employees, developing corporate sports, and engaging personnel in social and environmental initiatives. Group sports activities of various kinds were organized for employees. In June 2025, an interregional sports competition was held in 6 sports (swimming, table tennis, track and field, volleyball, basketball, and mini-football). A qualifying online chess tournament was conducted, based on the results of which a team was formed to participate in the XV Open Chess Tournament of Power Engineers in memory of M.M. Botvinnik. The Company supports employee participation in the GTO movement. In 2025, more than 150 employees completed GTO standards, the majority of whom were awarded gold and silver distinction badges.

Charitable Activities

PAOPublic Joint-Stock Company Rosseti Ural places particular emphasis on developing corporate volunteering among its personnel. In 2025, employees actively participated in blood donation campaigns and various regional charitable events. For the fourth year, the Company has continued the corporate project «Bright Deeds of Bright People,» which is intended not only to strengthen team cohesion but also to promote and uphold high human values such as mutual assistance, empathy, and an active life stance.

In 2025, PAOPublic Joint-Stock Company Rosseti Ural continued to strengthen the material and technical base of vocational educational institutions in its areas of operation in the Sverdlovsk, Chelyabinsk and Perm regions. Over RUBruble 46 million were allocated in 2025 to equip 18 educational institutions with equipment to organize training in specialized fields under the federal projects «Professionalitet» and «Energy Circles.» Additionally, more than RUBruble 5 million were allocated for the purchase of educational equipment for Perm National Research Polytechnic University. To support patriotic and moral-spiritual education of children and youth, the Company provided assistance in the creation and installation of a stele «Lysva – City of Labor Valor» in the town of Lysva, Perm Krai.

Labor Protection and Industrial Safety

The Company’s labor protection management system functions in line with the PAOPublic Joint-Stock Company Rosseti’s Regulations on the System Managing Labor Protection^[30] and PAOPublic Joint-Stock Company Rosseti Ural’s Regulations on the System Managing Labor Protection^[31], regulating provision of safe labor conditions on all stages of production process, creation of conditions preventing the injury risks. The Regulations also stipulates the evaluation of the system and remedial action procedures that help enhance the efficiency of labor protection activities. In 2023, the Company and AOJoint-Stock Company EESK conducted identification of dangers and evaluation of risks of every work place in line with the Methodology^[32]. Hazards with an “unacceptable” risk level have not been identified. In 2025, the Company reviewed identification of dangers and evaluation of risks of workplaces where accidents occurred due to employees’ faults.

The primary types of occupational injuries during the 2023–2025 were as follows: electric shock (3 cases); traffic accidents (3 cases); falls from height (1 case); falls due to difference in floor levels (1 case); falls on the same level resulting from slipping, misstep, or tripping (1 case); and impacts from falling objects (1 case). In 2025, the occupational injury rate decreased by 33% compared to 2024 (3 cases in 2024 and 2 cases in 2025). In 2025, two employees of PAOPublic Joint-Stock Company Rosseti Ural sustained occupational injuries, one with severe injuries and one with minor injuries.

The primary causes of occupational injuries in 2025 attributable to PAOPublic Joint-Stock Company Rosseti Ural employees were inadequate organization of work processes and carelessness, inattention, or haste, manifesting in loss of balance, resulting in approach to live energized parts at distances less than the permissible limits. No occupational diseases were identified among the Company’s employees.