Imperial Oil Jobs & Careers

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9 days ago

Project Engineering Manager

Imperial Oil Edmonton

may include: • Leading project safety by safe job management through execution planning and regular field visits and interactions with engineering… Glassdoor

30+ days ago

Cold Lake - Instrumentation/Electrical Technician

Imperial Oil Cold Lake

Initially you will assist in the maintenance and/or troubleshooting of process plant equipment and field facilities. Under the supervision of senior… Glassdoor

30+ days ago

Field Operator

Imperial Oil Cold Lake

As an initial assignment you will train as a member of our operating staff to gain practical hands-on experience with operating and safety… Glassdoor

20 days ago

XTO Energy Canada - Artificial Lift Operator

Imperial Oil Whitecourt

will include: • Supervise swabbing and wire line units on well sites unloading wells to flow and installation of plunger lifts • Establish production… Glassdoor

30+ days ago


Imperial Oil Cold Lake

As an initial assignment, you will assist in the maintenance and/or troubleshooting of process plant equipment and field facilities. Under the… Glassdoor

Imperial Oil Reviews

60 Reviews
60 Reviews
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Imperial Oil CEO Rich Kruger
Rich Kruger
15 Ratings
  1. 2 people found this helpful  


    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee in Calgary, AB (Canada)
    Former Employee - Anonymous Employee in Calgary, AB (Canada)

    I worked at Imperial Oil full-time (more than 8 years)


    - Excellent Pay
    - Ongoing Training
    - Varied cross functional opportunties within Imperial Oil and Exxonmobil


    - Poor work/life balance. Although the company encourages work/life balance on paper they do not support it. Employees are continuously expected to attend late night meetings, travel on Sundays, respond to requests from management in the evening/during weekends.
    - Inadequate performance appraisal system. Employees are forced into quintile rankings (Q1-Q5). I.e. although a manager may feel that all his/her employees performaed at Q1 and Q2 levels they have to force some of their employees into Q3 or Q4 based on HR's percentage requirements. In addition an employee's annual accomplishments are summed up by his/her manager in a mere 3 minute dialogue with other managers and a HR representative. The more vocal and aggressive an employee's manager is during the session the higher the employee's ranking will be. The current system rewards one based on popularity and company needs (I.e. corporate reolcating employees are automatically ranked as Q1 performers because senior vp or ceo needs to sign off on relocation approval) rather than on factual performance results. This type of forced appraisal system demotivates and pits employees against each other rather than foster teamwork and energize employees.
    - Many managers are unfortunately promoted into the management role even though they do not posess the skills and qualities of a leader. Many managers are unfortunately not people oriented and possess a sole contributor focus.
    - The company is overly focused on business controls and processes. I.e. there is a process map for everything!!!!. Although I am a strong believer in business controls and processes Imperial Oil overdoes it, more than any organization, including Exxonmobil.
     - Employees with 15-20+ years of experience do not perform the duties they are supposed to but somehow get away with it and are not held to the same standards set for employees with less senority. I won't tell on you and you don't tell on me metality.
    - The company believes 'everything' is preventable. As a result, no matter what happens (weather, third party action, etc) managment will not back up the employee although the safety incident or business result was not caused by the employee's actions. This puts many employees on edge and causes uncertainty in one's career.
    - Although the company emphasizes that they assist employees in planning their career in reality they do not. Employees are simply moved around from department to department, city to city, based solely on the organization's needs with no formal career planning structure in place. Employees do not know what they are working towards.

    Advice to ManagementAdvice

    - Hold all employees to the same level of accountability despite seniority levels.
    - Prior to promoting individuals to management positions ensure they have the want and skill to lead others.
    - Get rid of your performace forced ranking system as internal surveys have told you on mulitple occassions that many employees and managers do not like the system. It is also not aligned with other companies in today's workplace.
    - Focus less on ticking the box for the sake of ticking the box and focus more on creativity and reacting quicker to the competitive environment.

    Doesn't Recommend
    Positive Outlook
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