ConocoPhillips Reviews

Pros

size of the company, salary it provides, opportunity to meet people and funday friday hosted in calgary in hirtage park.

Cons

microsoft 2000, lots of divisions between management and lack of connections between the field staff vs the office staff. in addition lack of challanges

Advice to Senior Management

be less strict about rules. good ideas on the black board dosnt translate to
 good result in the work place.

Pros

Travel
People I work with on a daily basis are good
Benefits are okay

Cons

Management goes by a different set of rules than the workers
Do not pay travel costs in a foreign country, expect us to use our per diem which usually runs out
Provides us with no communication devices such as a cell phone in a foreign country
Micro manage our expense reports, expect us to manage the company credit card but they reap the benefits.

Advice to Senior Management

Practice what you preach to us, Integrity, Honesty, feedback

Pros

Good work-life balance; ownership of projects and ability to learn on the job. Supervisors and middle management had a good technical background and were generally a pleasure to work for.

Cons

The executive team seemed to overestimate the prestige of working for a major as a factor in retaining employees. Rather than increasing salaries and bonuses to a competitive level they let talented contributors leave and they refused to compete with other companies to replace those who left. This placed more pressure on the remaining employees, which damaged morale and contributed to further attrition in a vicious cycle.

Advice to Senior Management

Identify (at the very least) key contributors and make it worth it to them to stick around.

Pros

If going staff; job is protected.

Cons

If going staff; expectations from an individual are not that great, which might limit knowledge enhancement.

Advice to Senior Management

Creating a more even balance between staff and contract hires - staff are seem to be less accountable than equivalent contract hire.

Pros

Flexible work schedule with good benefits. The pay is good and the company is very focused on career development. Good long term outlook.

Cons

The starting pay is good, however, the middle career development is lagging. You can move to anew company and receive a pay increase.

Pros

Good benefits and high compensation

Cons

No recognition for hard work
Unjustified blatant favoring of some employees over others
No control over individual career path

Advice to Senior Management

Recognize your employees when they work hard and take time from their personal lives to contribute to the company

Pros

Interesting equipment and processes
Competitive salary
Competitive benefits
Very knowledgable & skilled crafts-people (union)
Very knowledgable process operations people (union)

Cons

Lack of promotional opportunities
Lack of training for advancement opportunities
Weak first-line management and supervision
Weak human resource department
Practice of respect for others is very poor (i.e.: walk the talk)
Adversarial culture between management and employees
Lack of team culture
Very high workload

Advice to Senior Management

Bayway Refinery: When promoting or reassigning employees; please consider employees that have a genuine interest in the postion rather than shuffling the normal chosen few from department to department. The same people keep getting moved into positions to advance their careers. While in the meantime other interested and very capable employees continued to get passed over. This culture does not create a challenging work environment.

If you haven't already, you will begin to start losing experienced and dedicated employees to your competitors. You should also consider allowing employees that wish to and apply for transfers to other ConocoPhillips site locations to do so if there are no promotional opportunities for them at Bayway.

Pros

Money, Industry, Pension, Retirement, Security.

Cons

Too big, Not Organic, Hire externally.

Advice to Senior Management

I would try and break down the communication levels. The company is becoming too much service oriented. Bulk quantity work.

Pros

Benefits, salary, growth and opportunity

Cons

need to offer retirement packages to 20+ year people to get fresh blood into the company

Pros

Above market salaries. Low performance expectations. Little or no overtime required. Gold plated benefits. Some prestige working for a Major Oil Company.

Cons

The Bartlesville, Oklahoma office houses a sprawling bureaucracy which administers the IT, Finance, and Accounting functions. The culture is extremely risk-averse. The Orwellian office-safety campaign reflects an unwillingness to quantify risk, rather than a sincere commitment to worker safety.

The computer systems line employees interface with are 10-20 years out of date. The staffing model, driven by seniority and cronyism, promotes uneducated legacy employees beyond their level of competence.

The Tone at the Top, both in corporate management and business unit management, is focused on control, constricting employee autonomy and stifling innovation. Decision making is paralyzed by fear of risk. While the pay is above market, the opportunities are decidedly limited.

Any college finance course will teach you that an option is worth money. ConocoPhillips knows this, and pays employees a premium for the options they forgo due to the remote work location and glacial pace of promotions.

Advice to Senior Management

Rationalize the workforce. Communicate company goals to line employees clearly. Employ current tools and technology appropriate for the 4th largest listed firm in America. Address the risk-averse, change-resistant, low-productivity culture.