Report presenting non-financial information of the BNP Paribas Bank Polska S.A. Capital Group for the year 2023 52
Employee aspects
Our key objective is to continually build an organisation that is an exceptional place to work attracting the best candidates
from the labour market as well as nurturing motivation and performance among existing employees. Only committed and
effective employees, managed by exceptional leaders, acting in an agile spirit and in line with the values of the
organisational culture will allow us to ensure market success.
We want to achieve this through the continuous development of leadership as well as future-oriented competences among
our employees, enabling them to find their way and continuously develop in the current digital and changing times. A high
standard of leadership and qualified employees with key competences and the values of the organisation are the basis for
us to create an exceptional workplace. All of this, supported by efficient and digitised HR processes, an attractive employee
offering and development opportunities, provides a complete picture of the organisation we are building. At the same time,
through our actions we support the transformation of the organisation into a more agile one, based on the five values that
are the pillars of our organisational culture.
Agile@Scale new operation model
The Agile@Scale operating model was implemented in January 2022 and includes the part of the organisation responsible
for product development and implementation (business, IT, support roles) in an organisational structure comprising 17
Tribes, 5 IT areas, 62 Products, 53 Chapters and several expert centres. In H1 2023, we expanded Agile@Scale to include IT
activities for the IT area and a new GOcore Tribe unit was created, responsible for designing and executing a
comprehensive transformation of the core banking ecosystem. At the end of 2023, approximately 1,900 people were
working in the Agile@Scale model, of which 1,600 were working within Tribe. In 2022, we started testing a model in the
retail distribution network and head office that goes beyond Agile. At the end of 2023, the pilot included around 800
employees and will continue into 2024.
By implementing the Agile approach, the Bank aims to achieve the following objectives:
FASTER by responding faster to changing Clients needs and market conditions, measured by the change in the value of
the Time to Market indicator, which shows how quickly we are able to implement new solutions. In 2023, Agile@Scale
teams delivered three times as many solutions compared to 2022.
BETTER by providing innovative, high-quality products and services based on Clients needs, as measured by the
change in the NPS indicator, which shows how Clients recommend the Bank. The NPS trend started to outperform other
banks in the second half of 2023. The Bank is now in the middle of the group (4
th
in the December 2023 ranking) with
an NPS of 24.
HAPPIER by engaging employees, improving their competencies and attracting and retaining talent. The Pulse Check
employee survey shows significant improvements at the Bank level for almost all metrics. The implementation of
Agile@Scale contributes to this. In particular, the eNPS has improved from -9 to 23; the engagement rate from 63% to
81%.
In 2023, activities focused on optimising manufacturing processes and aligning ways of working between Tribe and other
units in the Bank.
Our values: empowerment, cooperation, courage, simplicity, transparency
One of our top strategic priorities is to continuously build an organisational culture based on values and their practical
application. We also continuously work on their application in practice. We have held 'Values Meetings' for parts of the
organisation, teams together with leaders, which have resulted in concrete action plans related to improving the quality of
the application of values in everyday work. Almost 320 meetings were held in 2022 and 2023, attended by about 3,200
employees.
Employees relations
The three-year-long process of collective redundancies came to an end on 31 December 2023. The process was conducted
in accordance with the Agreement signed with the trade unions in December 2020. A maximum of 800 people could be
covered by the programme. By the end of 2023, 510 people had been terminated, while contracts with a further 53 people
will be terminated in the first quarter of 2024.
In the coming years, the Bank's transformation will continue, primarily with the aim of further automating and digitising
processes, increasing the digitalisation of the Bank's Clients and improving cost and operational efficiency. As these
activities will involve employment restructuring, in December 2023, as a result of negotiations with the trade unions, an
Agreement on the principles for carrying out collective redundancies and on the Voluntary Redundancy Programme was
signed. The agreement was concluded for the years 2024-2026.
Collective redundancies will involve the termination of employment contracts with up to 800 employees. This number also
includes employees who will be offered new terms and conditions of employment by way of amending notices and who
refuse to accept them. The provision made for this purpose including severance payments and other benefits agreed in the
Memorandum of Understanding amounted to PLN 49.3 million, of which PLN 22.0 million was charged to Q4 2023 costs.
The most important documents formally defining the Bank's personnel policy are the following:
Company Collective Labour Agreement for Employees of BNP Paribas Bank Polska S.A. (in 2023, 99% of the employees
were covered by it),
BNP Paribas Bank Polska S.A.'s employee remuneration policy,
Regulations of work at BNP Paribas Bank Polska S.A.,
Remuneration policy for persons with significant influence on the risk profile of BNP Paribas Bank Polska S.A.
Projects and initiatives implemented in the area of workplace management are monitored through periodic reviews with
the area management team, and all projects have indicators that are monitored. In addition, key projects in this area are
presented and discussed by the Board on an ongoing basis.