Zaitseva Love Yaroslavovna Medvedev Sergey Gennadievich. Former CEO of Lenenergo Andrei Sorochinsky wrote a confession

A criminal case under Art. 201 of the Criminal Code of Russia (abuse of authority), the Ministry of Internal Affairs said in a statement. Sorochinsky wrote a confession and was released on his own recognizance, Finance Director of Lenenergo Denis Slepov was taken into custody by a court decision, the representative of the Ministry of Internal Affairs said, specifying that the investigation to identify additional episodes of illegal activities of the defendants continues.

Sorochinsky's phone is not answered. Lenenergo and Rosseti (the main shareholder) did not respond to a request from a Vedomosti correspondent.

Sorochinsky and Slepov are suspected of implementing a scheme to withdraw the company's monetary assets from control: in 2014, the ex-managers, contrary to the regulations adopted by the board of directors of Lenenergo on the placement of temporarily free funds on the accounts of certain credit institutions, did not take measures to terminate banking agreements. deposit, concluded with liquidity unstable JSCB "Tavrichesky", the department said.

According to the representative of the Ministry of Internal Affairs, Lenenergo signed 10 contracts with Tauride for the amount of 13.4 billion rubles. The damage to the power grid organization due to the depreciation of financial investments, as well as as a result of lost economic benefits, exceeded 8.6 billion rubles, she specified. In the bank "Tavrichesky", according to the annual report, Lenenergo had two deposits in the amount of 13.4 billion rubles. with an interest rate of 9.72 to 12.75% maturing on April 20 and May 29, respectively.

Former

Nikonov was appointed CEO of Lenenergo in February. Since January, the Lenenergo management team has changed by almost half, except for Sorochinsky and Slepov, Ilya Meshcheryakov, Deputy General Director for Capital Construction, Evgeny Melnichenko, Deputy General Director for Corporate Governance, Lyubov Zaitseva, Director for Personnel Management and Organizational Design, have left it.

Lenenergo, due to funds hanging in Tavrichesky (16.5 billion rubles - deposits and current accounts of the company), was forced to create a reserve for the depreciation of financial investments in the amount of 8.6 billion rubles, said Lenenergo CEO Vasily Nikonov at the annual meeting of shareholders on June 22. This was one of the reasons for Lenenergo's loss in 2014 in the amount of 7.9 billion rubles, he added. Lenenergo's debt obligations as of December 31 amounted to 48 billion rubles, according to the company's annual report.

The regulations of Rosseti prescribe the possibility of placing free funds of all subsidiaries in the largest banks with state participation, Tavrichesky was not on the list of allowed banks, says one of the members of the board of directors of Rosseti. Former leaders of Lenenergo grossly violated these internal directives, he adds.

Sorochinsky left the post in January after he became aware of problems at the Tauride Bank. In April, the bank "International Financial Club" was chosen as the bank's sanatorium, 47.45% of which belongs to Mikhail Prokhorov. Under the terms of the reorganization, Lenenergo managed to return 5.9 billion rubles, all other funds were re-registered as subordinated deposits at a rate of 0.5% per annum for a period of 20 years.

Vladislav Tsepkov, senior partner at the Yurlov and Partners law firm, does not exclude that, given the amount of damage, the investigation may proceed with the case under Part 2 of Art. 201 of the Criminal Code of the Russian Federation (abuse of authority that entailed grave consequences). In this case, the defendants face up to 1 million rubles. fine or up to 10 years in prison. Surrendering one's guilt is considered a mitigating circumstance, in which case the accused faces no more than 2/3 of the maximum punishment, he clarifies. In addition, the company can bring a civil claim for the amount of damage that the investigation will satisfy, but according to experience, this amount is much less than the damage that is claimed at the very beginning, the lawyer notes.

EP: Lyubov Yaroslavovna, what corporate training programs are in place in the company today?

LZ: Today, the company conducts employee training at the corporate department "Energy Saving and Energy Efficiency Improvement of Enterprises", which was opened on the basis of the Agrarian University in the village of Shushary. Training is conducted in five programs. The first - "Organization of repair, operational and maintenance of substation equipment 35-110 kV", is intended for masters of substation groups. We have already trained 40 people on it.

The second program is "Organization of operational management in distribution networks 0.4-6-10 kV" for dispatchers of the network area. 83 people have been trained under this program, and we plan to train 130 more.

The next program is "Organization of repair, operational and maintenance of distribution networks 0.4-6-10 kV". 102 masters for maintenance of overhead power transmission lines 0.4-6-10 kV have already completed training on it, and 20 more people will be trained. There is also a program for electricians of operational mobile teams - "Operational maintenance, operation and repair of power equipment in the area of ​​electrical networks." This program was completed by 21 employees, and 522 more are to be trained. Training of operational personnel is carried out as part of measures to prevent erroneous and incorrect actions.

Finally, we have a separate program for employees of the technological connection service - “Training in the creation and design of drawings in the AutoCAD computer-aided design system”. To date, 10 people have completed it, and we plan to train another 30 specialists from the technical connection unit.

EP: Are there any new professional development programs planned?

LZ: Yes, we have already prepared the training program “Organization of production and economic activities of the electric grid area”, according to which we plan to train 42 heads of distribution networks. Also, a program for the chief engineers of RESs “Organization of the operation of power equipment in the area of ​​electrical networks” has been prepared, 34 people will be trained. In addition, we will launch an advanced training course "Organization of repair and maintenance of 35-110 kV overhead power lines" for foremen of 35-110 kV overhead lines.

Also, the corporate department will train reservists according to specially designed programs that will improve the level of professional training and managerial skills of employees included in the managerial personnel reserve.

In total, in 2013 we plan to train about a thousand people at the corporate department.

EP: What about those who work in remote branches and cannot come to Shushary?

LZ: Today we are working on the organization of distance learning. For example, we are preparing to make on-line training for electricians of the OVB using Microsoft Lync software. This platform allows you to simultaneously use audio and video communications, demonstrate presentations, show work in various programs, work with a common virtual whiteboard, chat between students and a lecturer with questions and answers. All on-line training sessions will be recorded on video and posted for independent remote learning on the corporate portal.

EP: What universities does Lenenergo cooperate with today, are there any plans to expand this list?

LZ: In terms of training specialists with higher education at the expense of the company and attracting young specialists to work in student construction teams, undergo internships and further employment, in addition to the Agrarian University - the flagship for training young power engineers, we cooperate on an ongoing basis with the Polytechnic University, the Mining Institute and the University of Aerospace Instrumentation. In addition, senior and middle managers of the company are trained under the Presidential Program at INGECON, St. Petersburg University of Management and Economics, Polytechnic University, and the University of Economics and Finance.

We are already working to expand the list of universities, interacting with nonresident educational institutions. In particular, at MGIMO, the company's employees are trained under the master's degree program and the MBA "International Power Industry". In addition, as part of attracting and employing young specialists, Lenenergo cooperates with Tomsk Polytechnic and Ivanovo Power Engineering Universities.

EP: When opening a vacancy for a managerial position, does the company prefer to search for specialists in the market or promote its own specialists?

LZ: Lenenergo has a personnel reserve program. Of course, for the company, the appointment of a reservist is a priority among other methods of recruiting personnel for vacant positions. In 2012, 19 people were appointed to higher positions from among the employees in the personnel reserve.

In 2013, we continue to work on the formation of a personnel reserve for all levels of management of JSC Lenenergo - initial, middle and highest - from among employees with personal and managerial potential, selected based on the results of evaluation procedures. The reservists will be trained according to specially designed programs, including on the basis of the corporate department, as well as internships for a targeted higher position during the period of acting as a temporarily absent head.

EP: Based on what criteria, principles, does the company decide to raise salaries?

LZ: Providing the company with highly qualified employees is one of the main tasks of the personnel policy. To date, a number of Lenenergo branches have low staffing and a high rate of staff turnover, which, of course, adversely affects the company's activities. And in this regard, competitive wages are one of the key tools that can increase the level of staffing. But we must not forget that Lenenergo is a tariff company and the wages of all employees of the company are included in the tariff for electricity transmission, the growth of which is legally limited. Therefore, in order to systematically increase the level of remuneration, a decision was made to gradually increase wages using a differentiated approach - for positions and professions that are key, influencing the efficiency of the company's activities, scarce in the labor market. Of course, we took into account the appeals of the branches to increase wages for positions for which this issue was particularly acute.

Since October 2012, within the framework of the first stage, we have increased by an average of 22% the wages of the personnel with the highest degree of responsibility in the production process, exercising control over it: foremen, senior foremen, heads of substations, groups of substations, heads of RESs, chief engineers of RESs, dispatchers, electricians for the repair of distribution network equipment of 2-6 categories.

EP: Will there be an increase this year? For whom? LZ: As part of the second stage, a decision was made to increase wages by an average of 18% from June 1, 2013 to line personnel - electricians for the repair of overhead lines and electricians for the operation of the distribution network in all branches of the company - a total of 600 people.

In addition, from July 1, 2013, we plan to increase wages for key positions and professions in the Gatchina Electric Networks branch. This is 185 people. In particular, an increase in wages for the “Workers” category is planned to be on average 26%, including for electricians of the ATS, electricians for maintenance of substations, electricians for the repair and installation of cable lines, electricians for testing and measurements. An average salary increase of 12% is planned for managers and specialists of the dispatching service, the isolation and surge protection service, the mechanization and transport service.

EP: The company has a bonus system. To what extent does it correspond to reality, in your opinion?

LZ: The bonus system is another tool to increase the efficiency of the company as a whole and the responsibility of employees for the results of their work. The amount of the bonus depends on the performance by the structural unit of the controllable indicators. The system is based on the principle of personal interest of each employee in achieving positive final results of activity.

The staff of branches is assessed in accordance with the established indicators for each structural unit, which allow assessing the work of personnel, taking into account the specifics of work, and stimulating an increase in efficiency, quality and productivity of labor.

The personnel of the Executive Office within the framework of the conditionally variable part of the bonus is evaluated by the head of the unit, according to the developed criteria. At the same time, the established bonus system allows assessing the personal contribution of each employee to the results of work.

In her own profession, Lyubov Zaitseva values ​​honesty most of all. When an actor is honest in the frame, when partners are honest with him, when in the interval between the director's teams on the set everyone tries to be honest about the common cause. She tries to be like that in life. She frankly admits that she does not like criticism, is not objective in assessing the results of her work. The actress does not care who to play - any work is good, unlike the family, the role is a transient thing.

Childhood and youth

Lyubov Zaitseva was born in May 1982 in the Yaroslavl region, but soon the parents moved their daughter to Moscow. As a little girl, Lyuba passed screen tests, and instead of a comprehensive school, she attended a film school.

After parting with Panin, Love started a family, but after a previous relationship she preferred to hide her personal life. The actress was introduced to her husband by mutual friends. The wedding was played in Moscow, and they spent their honeymoon in Dubai and the Seychelles. Photos of husband Alexander and daughter Maria, born in 2012, have not been leaked to the press.

During pregnancy, Love added another 28 kg to her 52 kg, which, with a height of 168 cm, was quite critical. Taking care of the child helped to lose weight, the woman did not sit on diets, but over time she began to adhere to proper nutrition and fell in love with sports. Now she is not afraid to show off her figure in a swimsuit, but she urges not to bring herself to exhaustion, stating that she only lost weight for the sake of work.

View this post on Instagram

Lyubov Zaitseva in a swimsuit

On maternity leave, the actress happily spent 2.5 years, deliberately rejecting the proposals of the directors, because she did not want to leave her daughter for a long time with a nanny. When more free time appeared, at the insistence of her friends, she started a page in " Instagram”, where, in addition to photos, he publishes short videos.

Lyubov Zaitseva is a creative person who loves to experiment. Having once visited a photography exhibition, she was so fired up with this art that she hired a professional photography teacher. Another hobby of the artist is painting. And in a fit of inspiration, she once wrote 28 poems in a couple of days.

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REVIEW of the supervisor on the dissertation work of Lyubov Yaroslavovna Zaitseva on the topic: “Development of methods for managing human capital for the purpose of innovative development of economic entities”, submitted for the degree of candidate of economic sciences in the specialty 08.00.05 - Economics and management of the national economy (innovation management). Zaitseva Lyubov Yaroslavovna in 2001 graduated from the Leningrad State University. A.S. Pushkin, Faculty of Education. In 2007 she graduated from the St. Petersburg State University of Aviation Instrument Engineering, Faculty of Law. In 2005-2007 she completed professional training and graduated from the faculty of personnel management at the Institute for Advanced Studies of Civil Servants of the Russian Academy of Public Administration under the President of the Russian Federation with a degree in personnel management. From 2007 to 2011, she worked as the head of the Human Resources Department of OJSC Norilsk Nickel, a subsidiary of Norilsk. In 2007, she completed a short-term training at the Institute of Oil and Gas Business under the program "Organization of payment and regulation of the company's labor." In 2008-2009, she took part in a seminar at OOO TYuF ZYuD Russland. Successfully passed the exams on the course "Building and developing a quality management system in accordance with ISO 9001". In 2010, she took short-term refresher courses at the NOU "International Academy of Business" under the program "HR Management System in a Company" In 2011, she successfully completed the training course "Strategic HR » at Vostock Capital (UK) Ltd. From 2012 to the present, he has been working as the Director for Human Resources Management and Organizational Design of JSC Lenenergo. In 2013, as part of 24 senior managers of JSC "Lenenergo" and their deputies, she completed an internship under the Corporate MBA program to obtain an additional qualification "Master of Business Administration" at the Graduate School of Management of St. Petersburg State University. In 2013, she was enrolled in the postgraduate studies of the St. Petersburg University of Management and Economics at the Department of Management and State and Municipal Administration "specialty 08.00.05" Economics and Management of the National Economy ". In the dissertation research for the degree of Candidate of Economic Sciences Zaitseva L.Ya. continued an in-depth study of the problem of a theoretical, methodological and practical nature in the field of developing methods for managing human capital for the purpose of innovative development, applying a qualitative approach to managing innovation in economic entities, which were identified by her in scientific publications and various speeches at the international level. This determined the choice of topics, object, subject and purpose of the candidate's dissertation research. The scientific novelty of the theoretical and methodological provisions formulated in the dissertation is: in determining the stages of evolution of the innovative development of economic entities; substantiation of management capital methods; identifying the principles of managing the human capital of an enterprise for the purpose of innovative development; development of technology for managing the innovative development of an enterprise through the use of human capital; development of a structural-logical model of the integral process of formation and development of human capital in a cluster using a single information and communication environment; substantiation of the composition of the basic components of the innovative human capital of the enterprise; formation of methodological recommendations for managing the development of energy enterprises using an integrative set of methods for managing the development of the human capital of an enterprise. With the personal participation of Lyubov Yaroslavovna Zaitseva in 2012, on the basis of St. Petersburg State Agrarian University, for an effective selection system, professional training of employees of JSC Lenenergo and development of personnel at the level of the best world practices, a specialized corporate department of JSC Lenenergo "Energy Saving" was created and improving the energy efficiency of enterprises”. Personally, Lyubov Yaroslavovna Zaitseva in 2013, on the basis of the company's branches, the first labor student construction team was created. The purpose of the labor teams is to create a unified system of vocational guidance for young people and schoolchildren, aimed at meeting the demand for qualified workers and specialists from society, promoting professional self-determination and profile training of young people, as well as popularizing technical specialties among schoolchildren and students. During her postgraduate studies, Zaitseva L.Ya. took part in international and Russian scientific and practical conferences, competitions of various levels (from regional to international): Energy Forums in Moscow and St. Petersburg in 2012-2013, International Youth Forum, within the framework of "Agrorus-2013", International Educational Forum "Seliger-2013". In the conference "Energy of a Unified Grid", under the auspices of FGC UES and the Russian Academy of Sciences. At the youth round table within the framework of the 17th International Economic Forum, which was held in 2014 in St. Petersburg. In the international conference on the topic: "Personnel for an energy efficient economy", organized on the basis of St. Petersburg State Agrarian University in 2013. In the international scientific and practical conference for the faculty of St. Petersburg State Agrarian University on the topic: "Scientific support for the innovative development of the CPC." In 2013, she completed an internship at the Academy (DEKRA) on the topic: "Systems for training and advanced training of workers and engineers, the experience of industrial enterprises in Germany." In 2014, she completed an internship in Japan in order to study the personnel management system using the motivational potential at Japanese enterprises using JSC Lenenergo. Zaitseva L.Ya. is the author of 13 scientific publications with a total volume of 5.4 p. l. The results of her scientific research Zaitseva L.Ya. actively uses in teaching at the specialized department. Zaitseva L.Ya. enjoys well-deserved authority among colleagues and students as a competent, responsible and creative leader. Lyubov Yaroslavovna combines her postgraduate studies with practical work in the field of innovation management at JSC Lenenergo, where her methodological recommendations are currently being actively applied in the field of human capital management for the innovative development of an enterprise, the development of methods for the innovative development of business entities, and the assessment of the managerial effect from its implementation . A number of theoretical and methodological provisions submitted by the dissertation for defense were applied in the activities of the specialized department and JSC "Lenenergo". The goal and objectives set in the dissertation research were achieved in full in accordance with the plan. The work was done by the applicant independently, on a topic that is relevant for modern economic science and business practice. The author reasonably presented his own vision of ways to solve the problems identified as a result of the dissertation research. This is evidenced by the main provisions of scientific novelty submitted for defense. During the preparation of her dissertation, Lyubov Yaroslavovna proved herself to be a well-formed young scientist who knows how to put into practice modern scientific research methods and defend her scientific position with reason. She is characterized by such important qualities of a researcher as diligence, perseverance in achieving goals, the ability to analyze economic phenomena and processes. I consider the dissertation research Zaitseva L. I. completed scientific work, performed at a high theoretical level and of practical importance, meeting the requirements of clause 9 of the Regulations for PhD theses, and its author worthy of the award of the degree of candidate of economic sciences in the specialty 08.00.05 economics and management of the national economy (management of innovations ). Scientific adviser, doctor of pedagogical sciences, professor. PhD in Economics, Professor of the Department of Psychology and Pedagogics of St. Petersburg University