Investing in our employees

合并后,德文郡花了一些时间思考如何最好地建立一名劳动力,以领导我们公司几十年来。我们听取了员工对德文郡及其职业的需求以及人力资源员工对我们需要做的不同所需要的建议的反馈。

我们重视我们的员工,并将投资他们的成功。为了推动德文郡的前进,我们专注于提供专业有益的长期职业,有意义的薪酬和收益以及归属感和包容感。我们致力于平衡员工作为个人所需的需求与德文郡作为公司的最大利益。

Employee-focused learning opportunities

我们的价值观之一是继续学习和挑战自己和彼此以成为最好的结果并提供结果。近年来,我们的员工发展专注于指导,指导和持续的对话,以帮助员工专注于每天产生影响所需的事情。

To build upon these actions and incorporate feedback from employees, we took the opportunity post merger to refresh our professional and leadership learning strategy, and corresponding offerings. Feedback was gathered through two all-employee pulse surveys and a learning needs assessment with a representative group of leaders and employees.

Our refreshed strategy directly responds to employees’ desire to develop a variety of professional, technical and leadership development skills, and different ways to develop them. Devon’s learning ecosystem provides individualized learning paths that balances learners’ needs with the company’s business priorities.

德文郡的学习和发展方法使员工可以通过不同的学习方式发展各种技能

For effective learning, it provides externally supported content and facilitation. Devon leaders will support learning with coaching, feedback and on-the-job application. Development opportunities are focused on:

  • 领导力培训,以在前线和中级建立和增强基本领导能力,以及包容性的领导意识和技能。
  • 专业培训以建立业务和财务敏锐度,技术技能并获得专业认证。
  • Executive coaching with specific development objectives for improving individual and organizational performance.
  • Employee and 360-degree feedback to equip leaders to interpret and take action on feedback.

生态系统的关键组成部分是学习者的网络,该网络支持员工学习的两种最喜欢的学习方法:面对面,由教师主导的交付和与同行一对一的对话。网络评估和满足员工持续的学习需求的学习与发展专家和技术主题专家与技术,工程,业务分析,环境,健康与安全(EHS)以及其他技能有关。

有意义的薪酬,福利和工作实践

我们重视公开和诚实,拥有所有权并为我们的公司目标做出贡献的员工。为了培养具有这些品质的劳动力,我们首先在就业的各个方面提供平等的机会,并提供竞争性的薪酬和福利。

德文郡提供公平的薪水。平均而言,女性和少数族裔雇员的薪水平均定位(+/-相对于适用的薪资等级),与男性和非少数同龄人的薪水相同。所有德文郡的员工每小时收入超过19美元。我们鼓励通过年度股票奖励给每个员工在我们的业务中拥有股权,并有机会根据企业目标获得年度现金奖金,从而鼓励人们对结果的敏锐关注。我们衡量我们的绩效,对我们的行业进行基准测试,并寻找方法来进一步使我们的薪酬实践与我们的愿望保持一致。

德文郡采用价值驱动的方法来满足公司的业务目标以及员工的个人和家庭需求。我们的全面利益包括健康计划和员工援助计划(EAP),该计划为员工及其家人提供各种问题的机密支持。我们提供灵活的工作时间表,替代工作时间表(9/80),兼职工作,远程办公和父母带薪休假。在2022年,我们通过更新带薪休假政策来增强我们的实践,以帮助确保员工花时间照顾自己和生活中的他人。我们的带薪家庭和病假(PFML)政策为员工自己的医学认证健康状况和八个星期的带薪产假提供了长达26周的带薪病假。此外,在PFML的领导下,员工有资格获得每个日历假(包括收养和长期寄养服务),为家庭护理休假,丧亲假和同情假期的最多160小时的带薪休假。我们将继续根据需要调整我们的实践和政策,以照顾员工需求。

Employee wellness

德文郡相信支持我们的福祉employees, who balance multiple roles and responsibilities in their personal lives, while delivering results for the company. We consider these expectations when developing programs that can meaningfully improve our employees’ physical, mental and financial well-being.

Since establishing our wellness program in 2012, Devon has focused on prevention, convenient tools and high-quality programs. This has contributed to strong productivity and engagement, low absenteeism and high retention rates. Additionally, employee participation in wellness programs has been the driver in holding the company’s health care cost inflation well below the national average.

Employees tell us that our offerings help them improve their health and make healthy lifestyle changes. This is why we’ve maintained the most effective core programs, even during years when we cut costs across the company.

Tools and strategies for financial wellness

Concerns about debt, retirement and other personal finance issues can affect an employee’s sense of well-being. Our financial wellness program offers confidential and unbiased financial guidance and resources at no cost to employees. These include third-party financial assessments and webbased workshops. Employees can also meet one-on-one with a third-party financial expert once a quarter. By keeping employees informed about the importance of retirement savings, Devon has reached the top of our industry for 401(k) retirement contributions (99.6% of employees participate) and the percentage of paycheck contributions (6.5% of paycheck contributed).