Career

TNK-BP is cooperating with leading Universities and technical institutions, designed to develop local technical excellence.

TNK-BP’s staff development strategy is to maintain and develop existing organizational capacity with a focus on core disciplines for the company’s business. The performance of each TNK-BP employee is the key to the long-term success of the entire company, which is why it is so important for us to recruit top-class specialists and managers from the market.

TNK-BP has great expectations of potential employees. They must be:

• highly professional;
• results-oriented;
• skilled in solving problems and taking decisions;
• open and honest;
• able to manage teams and processes;
• able to manage change;
• able and willing to develop.

TNK-BP is an equal-opportunities employer. Job vacancies are filled on the basis of professional competencies, experience, an ability to handle complex and multifaceted tasks, and a desire to work in a team of likeminded people.

Training and Development

TNK-BP provides its employees with broad opportunities for career growth and professional development. The training system includes corporate programs for enhancing technical and functional skills, developing leadership qualities and introducing new business processes. Over 250 in-house programs have been created to provide professional training in key operational disciplines, including:

• a 3-year “Young Drillers:” program;
• a “Well Servicing and Workover Supervisors” program;
• a “Refining Project Teams” program;
• a “Power Supply Engineers” program;
• an “Environmental Protection” program;
• an “Integrity Management” program;
• and a corporate program for individual development of technical knowledge and abilities.

There are also separate programs designed to develop leadership qualities:

• The “Three Horizons” program for young specialists;
• The “Perspective program” for budding managers;
• And a range of programs (“Asset Managers”, “New Heights” and “ASSET”) for middle management.

TNK-BP is working closely with top Russian universities and institutes to train a new generation of professionals with the knowledge and skills needed to work in contemporary petroleum industry. In 2008, the following projects were run under this education outreach program:

• the second TNK-BP grants tender for Russian higher educational institutions specializing in oil & gas;
• the London Holloway University Petroleum Geology and Geophysics MA program run by the newly created Centre for Professional Training and Retraining of Geology and Petroleum Business Specialists at  Tyumen State Petroleum University;
• A project to improve the training system for workers in TNK-BP’s regional training centres.

In addition to these specialized programs, TNK-BP puts a lot of effort into individual professional development on the basis of personal development plans drawn up by each company employee. Across the company as a whole there are over 300 dedicated staff training programs for developing professional competencies. These generally consist of two- or three-day seminars and training courses designed to foster a wide range of skills, from technical and stream-specific skills to abilities such as team-working and other communication skills.

Staff Motivation

The staff motivation system is built around performance assessments for each individual employee and for the company as a whole, and also takes into account current industry salary levels.

TNK-BP continuously monitors salary levels in different regions of Russia and in the industry as a whole, enabling it to pay competitive salaries to its employees and to recruit new highly-qualified specialists to the company. To obtain reliable information on the labour market TNK-BP has initiated salary and compensation reviews in the regions where it operates.

Social Security

TNK-BP provides its staff with a range of social benefits, the size and structure of which are designed to ensure competitive compensation levels. These benefits currently include:

• participation in a contributory non-state pension program. Launched in January 2008, the program is expected to provide a substantial boost to non-state pensions. During 2008, 7,500 company employees took advantage of this opportunity by signing up with the TNK-Vladimir non-state pension fund;
• private medical insurance (voluntary medical insurance);
• paid vacations in sanatoria and health resorts;
• other social benefits, guarantees and compensations stipulated in the collective contract.