As a service business, it is our people, their attitude and skills which set us apart from our competitors.
We are committed to developing all of our people, identifying and nurturing future leaders, and enabling everyone within the business to perform to their true potential.
|Look to further align employee remuneration through our incentive programmes||A new global bonus accrual framework was implemented, eligibility for the Performance Share Plan was extended, and more than 400 Restricted Share Plan awards were issued|
|Engagement survey results to be shared with employees and action plans formulated in response to key findings||Engagement survey results were shared via feedback forums and team meetings, and action plans formulated by each business unit||Continuous improvement on employee engagement, including through use of PetroVoices and the Petrofac Workforce Forum|
|Launch a Petrofac Workforce Forum||Established the new Workforce Forum and held two meetings|
|A significant number of our Top 200 leaders to attend a Leadership Excellence programme in 2019 (and the remainder in early 2020)||Two Leadership Excellence events were held in 2019||Three further Leadership Excellence events are scheduled for early 2020|
|Recommence our Graduate Development Programme||165 graduates were hired in 2019 across our three main locations (including a number of Emirati graduates in UAE) 46% of whom are female||Continue with the Graduate Development Programme in 2020, with the planned recruitment of around 130 graduates from key operation locations|
|Launch a Project Management Capability Development (PMCD) Programme||The new PMCD programme was launched via the Petrofac Academy||Bring more transparency for employees on how our processes work, career paths, succession planning, compensation and performance management|
|Make progress on gender diversity, including appointing more women to middle and senior management positions, and on delivering more diversity and inclusion training for our management|
|Improve HR efficiency through the establishment of a Shared Service Centre in Chennai, including greater use of technology, more employee- and manager-self-service of HR services|
Six major people initiatives have been at the forefront of our people strategy in recent years
Petrofac workforce forum
As one of a number of ways to engage with and hold conversations with our workforce, we introduced a Workforce Forum in 2019, to represent constituencies across our Group. We encouraged all employees to stand for election and this was met with an overwhelming response
We have been conducting an employee engagement survey (branded as PetroVoices) irregularly for many years, and in 2019 we decided to hold it annually. Administered by Willis Towers Watson, the anonymous survey is conducted online in several languages, with the results shared with all employees. Even though our latest engagement survey generated some very positive results and improvements compared to previous years - we are not complacent and we realise there are still a number of areas we can, and will strive to, improve upon.
46% of our 2019 graduates are female
In line with new reporting laws, UK employers of 250 or more people must publish calculations every year showing the pay gap between male and female employees. Within the scope of this legislation is Petrofac Facilities Management Limited (PFML), which incorporates employees of our North Sea Operations and Maintenance business.