Guiding Principles for Career Management at ConocoPhillips

The company, supervisors and employees have a shared responsibility for employee career development.

• Employees have primary accountability to manage their careers.
• Supervisors have responsibility for providing candid coaching and feedback.
• ConocoPhillips provides the tools and the processes that supports career development.

Proven Model for Continuous Development

• Establishing your Current State is done by assessing your current competencies and skills.
• Determining your Future State involves identifying where you want to be in the future, as well as assessing the professional and developmental options that are available to you.
• Identifying the gaps that exist between where you are and where you want to be provides the input needed to create your Individual Development Plan.
• Implementing your Plan and Measuring Results closes the loop, but the process continues with establishing your current state.

Employee Growth & Development Model

University New Hire Essentials
The "University New Hire Essentials" curriculum provides professional skills training for recent university hires. This training focuses on professional skills and includes essential learnings on making a successful transition from college to career, understanding ConocoPhillips business acumen, engaging in effective performance management conversations, and managing one’s own career development.