The recruitment policy of Warsaw Stock Exchange is geared towards recruitment of top class specialists in all areas of the Company’s activity. Internal recruitment activities were intensified in 2013. In recruitment for strategic positions, the Exchange co-operates with professional human resources consultancies which provide a complete professional and psychological profile of the candidate. Effective employee recruitment is also supported by the WSE website section “Work with WSE.”

In 2013, the human resources policy focused on effective management of HR, payroll, social and bonus processes to match them with business needs and to support the implementation of the Exchange strategy. An Employee Engagement Survey was carried out in the WSE Group in partnership with AonHewitt. The employees had the opportunity to provide feedback on the climate, efficiency and satisfaction with work. The results are used to develop plans of improvement of the conditions and efficiency of work.

Training plays an important role in the process of employees’ professional development. For this purpose, training was offered in 2013 to improve specific professional qualifications and language skills; MA, post-graduate and PhD courses were also subsidized. In order to improve their professional competences, WSE employees also participated in conferences, congresses and seminars about the markets.

Warsaw Stock Exchange offers the employees an incentive program consisting of a fixed part (base pay) and a variable part (annual bonus) as well as a discretionary bonus. The variable part of the incentive system – the annual bonus – is based on the employee’s individual appraisal and tied to the results of WSE (until 2012, the Exchange’s net profit; in 2013, the operating profit). The system was modified in 2013; as a result, a new bonus scheme was implemented as of 1 January 2014, replacing the existing system.

The new bonus system is tied to the objectives of the Management Board and the strategic directions of the Exchange. It divides job positions into bonus categories to which diversified bonus rules apply. A single set of bonus criteria and a single proportion of criteria based on ratios, performance and quantitative criteria applies within each bonus category.

The new bonus system was designed according to the following assumptions:

• linkage to the strategic goals – the system should be tied to the objectives of the Management Board and integrate employees around the strategic directions of the Exchange;
• dependence on the performance of targets – the system will award for the (percentage) performance of the targets;
• wherever possible, the bonus depends on measurable work results; where these cannot be quantified, the bonus depends on targets closely correlated with the profile of work.

The Exchange also provides the employees with fringe benefits including: health care, reimbursement of commuting costs, a canteen system, loans including housing and medical loans, as well as payments from the Company Social Benefits Fund.

WSE headcount by gender

WSE headcount by education

Traineeships and internships

Warsaw Stock Exchange puts a strong emphasis on capital market education and learning of young people.

For many years, the Exchange has offered traineeships to university students. The student major in different disciplines including Economics, Finance, and Marketing. Furthermore, WSE runs a program addressed to the winners of the Capital Market Leaders Academy organized by the Lesław A. Paga 2065 Foundation in partnership with WSE.