Social benchmarks and projects of AlES
From 2023 to 2025, Almaty Electric Stations JSC carried out five wage indexations. The total increase across the company amounted to 44.8% over these three years.
The benchmark guiding the changes was the new three-year collective agreement of AlES JSC for 2025-2028. It was signed on 20 June 2025 and came into force on 1 July. As noted by the parties, it significantly improves the social and living conditions of the staff. It is a more modern document that fully meets the requirements of labor legislation.
“Of course, many positions have been rethought and updated in light of the ongoing Year of the Working Professions,’ says Yernar Sandybayev, Managing Director for General Affairs at AlES JSC. “In order to attract young, highly qualified personnel to production, it is not enough to simply offer good pay. Appropriate working conditions must be created and modern social and living conditions must be provided. All this is a complex task, which we began at the beginning of the year, rethinking many approaches, assessing the social package available at the time and objectively evaluating the existing working conditions.”
In total, the AlES collective agreement comprises 13 sections. They regulate labor relations, working hours and rest periods, remuneration, health and safety conditions, the financial liability of the parties, social benefits, guarantees and compensation, and many other issues, which are set out in detail in 11 appendices.
Work began immediately in several areas. Today, the dramatic changes that have already taken place are obvious to everyone. We started with the important stuff – modernizing working conditions and improving production safety. In line with Samruk Energy JSC’s update of the unified Standard for special clothing and personal protective equipment for all subsidiaries, AlES JSC developed and implemented a number of proposals. In particular, in April this year, 12 smart helmets with action cameras were purchased to provide video surveillance and recording of production processes, conduct inspections, and improve workplace safety. Much attention was paid to logistics and improving the condition of production facilities. A visual route marking system project was implemented, Kaizen programs such as GEMBA Visit and Kaizen Office were introduced, and the A3 Report format was implemented. 379 employees were trained in the basics of the system.
“The company has a comprehensive program for training and upskilling employees, as well as attracting young talent. In the first 11 months of the year, 9,906 employees were trained. Of these, 2,389 underwent professional training, and 7,067 improved their qualifications at external organizations,” said Zhibek Qurmanali, head of the personnel training department. On 3 September 2024, work began on grading (evaluating) positions to introduce a unified systematic approach to the remuneration system. Positions in the Head Office, directors of production departments and chief engineers were reviewed. By the end of 2025, it is planned to introduce a grading system in all eight production departments.
In order to replenish its production staff with qualified specialists, the company awards educational grants to college and school graduates on a competitive basis. In addition, there is a cooperation agreement with the G.Daukeyev AUES and other technical educational institutions. Thus, in October 2024, with the aim of developing dual education, a branch of the Energy Department of the K. Satpayev KazNITU was opened on the basis of the enterprise.
“We analyzed all the needs for providing employees with special clothing and protective equipment. Even issues such as the laundering of special clothing were not overlooked,’ continues Yernar Sandybayev. “For example, we assessed the total need for laundering special clothing, which, according to our calculations, amounts to 205,600 kg per year. We are also carrying out repairs in all production departments. The total area of repairs amounted to 21,576.77 m2. We are modernizing canteens, showers, changing rooms, sanitary facilities, dining rooms, and production premises. A concept has also been developed for a new administrative and amenity building with an area of 2,500 m2 and designed for 1,070 people.
But, of course, the main change that all ALES employees have welcomed is the pilot project to provide free hot meals to workers. The total amount of funds allocated was 853.2 million tenge. Free meals have already been provided to 2,873 employees. Soon, coverage will be 100%.
And the most important innovation of the company is its own housing program. Its goal is to increase the level of social protection for employees, motivate them to continue working, increase competitiveness in the labor market and attract qualified specialists. In order to implement the program, criteria for participation were developed, all procedures are transparent, and the first 38 candidates have already become new tenants.
Other social projects include the construction and repair of sports facilities in all production departments, landscaping, the Edelweiss health camp and much more.