Joseph C. High, Vice President, Human Resources	Rick A. Harrington, Senior Vice President, Legal, and General Counsel
Company recruiter LeAnn Luedeker (left) discusses career opportunities at ConocoPhillips with University of Oklahoma students Nicholas Walls and Jessica Miller. Seeking the best and brightest individuals from a variety of backgrounds is at the center of ConocoPhillips’ hiring efforts.

People and Ethics
Developing Employees for
Business Success

One of ConocoPhillips’ key goals is attracting and retaining top talent — individuals with the knowledge and skills to implement the company’s business strategy and who support our values.

According to Joseph High, vice president of Human Resources, the opportunities most prized by employees are:

	Working for a winning organization;
	Working with great leadership; and
	Working in a job that is challenging.

“At ConocoPhillips, we provide all three,” says High. “We take our commitment to providing our employees with challenging opportunities in a healthy environment as seriously as any business goal. It’s our way of attracting and retaining talented individuals who demonstrate the capability to help us build a strong company and create lasting value for our shareholders.”

Recruiting, Retaining and Rewarding Top Performers
Maximum effort has gone into ensuring that ConocoPhillips employs individuals with the skills and values needed to implement its business strategy. Throughout the merger transition, a team of employees integrated business units and functions, matching core talents and positions.

“Maximizing performance is a continuous process,” notes High. “Our new Performance Management Process aligns and measures individual performance expectations to achieve targeted business results. It’s a performance agreement designed to help managers encourage the development of their employees, while helping employees answer the question: ‘What can I do to make a significant contribution to the company’s success?’”

Another way the company maximizes performance is by rewarding and recognizing top performers. Employees earn bonuses based on the company’s overall performance and employees’ individual contributions. The company also recognizes outstanding individual and team employee achievements with the annual SPIRIT of Performance awards.

Redesigning Compensation and Benefits
Consolidating operations and employment included consolidating all of the company’s pay and benefit programs. As of January 1, most of the company’s separate benefit programs, including payroll, had been rolled into one program. Human Resources also has created one set of policy guidelines and procedures.

“At every stage, an effort was made to incorporate competitive features consistent with our business needs,” says High. “Just as we wanted the best person in every job, we designed a total compensation and benefits package that meets diverse employee needs and compares favorably with those of other large, integrated companies.”

Renewing Our Commitment to Corporate Ethics
“At ConocoPhillips, integrity is a core value, and we take it very seriously,” says Rick Harrington, senior vice president of Legal and general counsel. “It’s a condition of employment; everyone in the company is accountable.”

The company has established a compliance and ethics committee to:

	Establish and publish compliance and ethics policies;
	Design and implement training programs; and
	Periodically review and assess corporate performance in key compliance areas, including: antitrust, commodity trading, insider trading and financial reporting.