The Tyumen Region is one of the largest oil producing regions in Russia. Since 2004, the Antipinsky Oil Refinery has been operating and developing at an accelerated pace within its territory. Gennady Alexeevich Lisovichenko, the refinery’s General Director, speaks about its achievements
- Gennady Alexeevich, what are the main projects being currently implemented at the Antipinsky Oil Refinery?
- One of our most important objectives today is the production of eco-friendly fuels. In June, the Antipinsky Oil Refinery started pre-commissioning works on its diesel fuel hydrotreating unit, and the first Euro-5 compliant fuel has already been produced.
The unit will be commissioned as part of the second start-up complex of Workflow Phase III as a main production facility. The production complex will comprise three main units: diesel fuel hydrodesulfurization unit, hydrogen and elemental sulfur production units and also include an additive dosing station to produce commercial-grade summer and winter diesel fuel including the equipment for analyzing and adjusting the quality of commercial-grade diesel fuel, as well as auxiliary and emergency response systems.
Upon the completion of pre-commissioning works and the commissioning of the complex, the Antipinsky Oil Refinery will commence stable production of summer and winter Euro-5 diesel fuel in the amount of up to 2.6 million tons per annum. It is a fundamentally new development stage for the Antipinsky Oil Refinery. Further, oil deep refining processes will be launched at the facility and we will start the production of high-octane gasolines.
- What are the Antipinsky Oil Refinery’s plans for the near future? How is the company planning to expand in product range in future?
- Our company’s plans provide for a diversified development of our production base in Central Russia to to improve the efficiency of natural resources utilization and increase the production of petroleum products meeting the highest quality standards by implementing deep conversion processes.
To achieve this goal, the refinery is rapidly building in several stages its Workflow Phase III facilities which has already enabled us to achieve the refining capacity of over eight million tons per annum, 5-stage wastewater treatment facilities have been built, Euro-5 compliant diesel fuel produced, and in the near future we are planning to reach the refining depth of 94% and start the production of Euro-5 gasoline. It was for the construction Euro-5 high-octane gasolines production complex that as part of the XIX Saint Petersburg International Economic Forum, Sberbank of Russia JSC and Antipinsky Oil Refinery CJSC entered into a non-revolving credit facility agreement for the amount of RUB 15.173 bn.
The construction of the unit will enable us to cover AI-95 motor gasoline shortage in the Tyumen Region and partially in the Urals Federal District and help to create additional competition for major petroleum products market players to curb the price growth and improve the region’s environmental condition by reducing sulfur and benzene content in motor gasoline.
- Operations of oil refining companies arealways associated with a certainenvironmental impact, but despite all the challenges, the Antipinsky Oil Refinery unfailingly remains an environmentally responsible enterprise. Could you tell us aboutthe company’s achievements in that area.
- Indeed, the problem of staff shortage does exist. To cope with it, the refinery management decided to develop internal training programs: to set up our own training facility, obtain necessary approvals and train required specialists according to the refinery’s needs. In May 2013, the refinery set up such training facility, obtained a license to carry out educational activities in three professional training programs: chemical water purification technician, wastewater treatment facility operator and chemical laboratory assistant.
To provide training for our staff, we engage only highly qualified Antipinsky Oil Refinery employees, external teachers or trainers. The list of educational programs the refinery is planning to implement is constantly expanding. Often times we develop such professional training programs that do not exist in Russian training centers or are held extremely rarely, if ever. Such professional training disciplines are in high demand at our enterprise, and we are implementing them.
- What new educational programs have you implemented in the last few years?
- In the last few months alone, specialists of our HR department together with heads of production units developed and agreed with Rostekhnadzor six more professional training programs: loading operator, process unit repair technician, process pump operator, process unit operator, process compressor operator, pipeline walker. We have already put together a required set of documents concerning these disciplines and submitted it to the Tyumen Licensing and Educational Activities Department for them to be included in the license to carry out educational activities at the Antipinsky Oil Refinery CJSC.
There are many other professional and career development options available to employees at our refinery.
For those employees who grow professionally, actively develop, study the equipment they work with and want to improve their skills, the refinery has set up a Staff Review Commission conducting employee assessments to assign them grades or promote them to higher grades.
- What kind of support does the refineryprovide to young specialists, beginners in the industry?
- We all know that “learning the ropes” time is rather challenging for a newly hired employee. That is why we have organized an onboarding system at the Antipinsky Oil Refinery CJSC which is becoming increasingly important now that the refinery is extensively growing and hiring new employees on a mass scale.
- Could you tell us about it in more detail, what is it like?
- The onboarding system consists of a series of successive steps, whereby a newly hired employee learns basic norms and rules adopted at the refinery, gets acquainted with colleagues, masters the system of professional knowledge and its use in everyday work.
Not only does it enable us to reduce the period before a new employee can be allowed to work unsupervised, but also helps him/her to feel part of the team in a shorter time and reduce attrition rates in the first year of employment. The HR Management Department is now working hard on the development and implementation of this system.
The main objective of the first stage of the onboarding process is to help a new employee to grow familiar with the refinery as soon as possible and learn about its past, present and future. All newly hired employees receive a copy of the Antipinsky Oil Refinery New Employee Guide and attend a “Welcome to the Refinery” orientation class, where they receive information about the refinery’s history, its mission, strategic priorities and goals, as well as the products manufactured. They are told about the Antipinsky Oil Refinery management team and its HR policy. Relevant information is provided to those interested in professional training and career development opportunities, motivation programs and remuneration system, the Refinery’s sports, cultural and leisure activities.
Moreover, in May 2014, we put into effect Regulations of Mentoring resulting in large-scale activities unrolled at the refinery. A mentor shares his/her experience and knowledge with the new employee and helps him/her to get used to the workplace. It should be noted that the work performed by the mentor to involve a newly hired employee in the operating process always benefits the mentor’s creative potential.