As part of its commitment to sustainable growth, RUSAL is placing a strong focus on succession planning. The company is committed to building up an internal pool of future leaders who will
become the first choice candidates for middle and senior executive positions once they become
available.
The succession pool is open to all highly qualified employees with extensive work experience
and a number of successful projects under their belt. A pool member should also possess strong
interpersonal and communication skills which are essential for a future leader.
To be included in the succession pool, candidates are tested against the relevant requirements
in regards to specific positions. Based on the test results, a candidate is awarded with grade
points. The higher the grade, the better the chance to fill a new executive position once it
becomes available. The final list of employees to be included in the succession pool is approved
by RUSAL’s Staff Committee. Unsuccessful candidates are welcome to reapply after raising
the level of professional qualifications through a range of RUSAL’s educational programmes.
Each stage of the selection process is recorded in RUSAL’s IT system, which helps to make it
completely transparent and ensure equal opportunities for all the company’s employees.
Each stage of the selection process is recorded in RUSAL’s IT system, which helps to make it completely transparent and ensure equal opportunities for all the company’s employees.
RUSAL also implements the programme ‘Future Leaders Academy', aimed at preparing
employees to take up new roles and help them to grow professionally. The training programmes
are developed for each position individually through a variety of education methods. The
development and professional growth of a candidate is a responsibility of his/ her immediate
supervisor, who serves as a mentor.
The major steps of succession pool building:
