Compensation, Benefits & Wellness
We offer competitive, performance-based compensation packages and have global equitable pay practices. Our global benefits are competitive, inclusive and align with our culture. We provide family-friendly policies such as flexible work schedules, competitive time off, paid leave to care for seriously ill family members and parental leave in many locations.
Our compensation programs are competitive and generally comprised of a base pay rate, the annual Variable Cash Incentive Program and, for eligible employees, the Restricted Stock Unit (RSU) program. From the CEO to the front-line worker, every employee participates in our annual incentive program, which aligns employee compensation with ConocoPhillips’ success on critical performance metrics and also recognizes individual performance. Our RSU program is designed to attract and retain employees, reward performance and align employee interest with stockholders by encouraging stock ownership. Our retirement and savings plans are intended to support employee’s financial futures and are competitive within local markets.
Beginning in 2020, our U.S. parental leave benefit increased from 2 weeks to 6 weeks, and we extended the benefit to U.S. employees who became new parents (birth mothers, non-birth parents, adoptive parents) in 2019. Combined with our maternity benefit of 8 weeks, new birth mothers are eligible for up to 14 weeks of paid leave in 2020.
Our global wellness programs encourage healthy behaviors, empower employees to understand their potential health risks and provide them with opportunities to improve their overall health. Globally, 75% of employees participate in voluntary biometric screenings. We also offer programs to help reduce global obesity, blood pressure, cholesterol and tobacco use. Our signature global program, Energy in Action!, is a friendly competition that attracts thousands of employees annually to get active, have fun and achieve a heart-healthy activity level. In 2019, we had over 2,300 participants, and approximately 68% achieved the heart-healthy activity level.
All employees have access to our employee assistance program, and many of our locations offer custom programs to support mental well-being. In 2019, our Canadian BU developed a Personal Preventative Maintenance Plan (PPMP) for employees to assess their overall health and wellbeing prior to the turnaround at our Surmont 2 central processing facility. This effective tool is now available to and leveraged by all BUs as part of our mental health program.
Each year, we spotlight World Mental Health Day to reinforce how employees can improve and maintain their emotional and mental health. In the U.S., we also recognize National Disability Employment Awareness Month by spotlighting a series of topics, such as neurodiversity and fostering an inclusive workplace.