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Please find page 76 of the 2010 BP annual report below. You can navigate through the pages in the report by either clicking on the pages listed below, or by using the keyword search tool below to find specific information within the annual report.Businessreview
infrastructureonactiveleasesisdecommissionedearlierthanpreviously
wasrequiredandestablishesguidelinestodeterminethefutureutilityof
idleinfrastructureonactiveleases.Asaconsequence,thetimingand
methodologyofwellabandonmenthavechanged,reectedinanincrease
tothedecommissioningprovisionduringtheyear.
Additionally,weundertakeperiodicreviewsofexistingprovisions.
Thesereviewstakeaccountofrevisedcostassumptions,changesin
decommissioningrequirementsandanytechnologicaldevelopments.
Provisionsforenvironmentalremediationanddecommissioningareusually
setuponadiscountedbasis,asrequiredbyIAS37‘Provisions,Contingent
LiabilitiesandContingentAssets’.
Furtherdetailsofdecommissioningandenvironmentalprovisions
appearinFinancialstatements–Note37onpage199.
Employees
Numberofemployeesat31December US Non-US Total
2010
Exploration and Production 7,900 13,200 21,100
Rening and Marketinga 12,400 39,900 52,300
Other businesses and corporate 1,700 4,500 6,200
Gulf Coast Restoration Organization 100 – 100
22,100 57,600 79,700
2009
ExplorationandProduction 8,000 13,500 21,500
ReningandMarketinga 12,700 38,900 51,600
Otherbusinessesandcorporate 2,100 5,100 7,200
22,800 57,500 80,300
2008
ExplorationandProduction 7,700 13,700 21,400
ReningandMarketinga 19,000 42,500 61,500
Otherbusinessesandcorporate 2,600 6,500 9,100
29,300 62,700 92,000
aIncludes15,200(200913,900and200821,200)servicestationstaff.
Tobesustainableasabusiness,BPneedsemployeeswhohavetheright
skillsfortheirrolesandwhounderstandthevaluesandexpected
behavioursthatguideeverythingwedoasagroup.
WearereviewingthewayweexpressBP’svaluesandthecontent
ofourleadershipframeworkwithagoalofensuringtheysupportour
aspirationsforthefuture,alignexplicitlywithourcodeofconductand
translateintoresponsiblebehavioursintheworkwedoeveryday.In2011,
weexpecttocarryoutaprogrammetorenewemployeeandcontractor
awarenessofourvaluesandthebehaviourseveryoneinBPneedsto
exhibitasweworktoresetourprioritiesasacompany.
Wehadapproximately79,700employeesat31December2010,
comparedwithapproximately80,300ayearago.Since2007,whenwe
beganaprocessofmakingBPasimpler,moreefcientorganization,our
totalnumberofemployeeshasreducedbyapproximately18,000,including
around9,200inournon-retailbusinesses.
BPannouncedsignicantchangestoourorganizationin2010
designedtostrengthensafetyandriskmanagementacrossthegroup,
includingthecreationofanenhancedS&ORfunctionandthere-
organizationoftheupstreamsegmentintothreedivisions:Exploration,
DevelopmentsandProduction,integratedthroughaStrategyand
Integrationfunction.
Thegrouppeoplecommittee,chairedbythegroupchiefexecutive
continuestotakeoverallresponsibilityforpolicydecisionsrelatingto
employees.In2010,thisincludedsenior-leveltalentreviewsand
successionplanning,newhireandpromotionassessments,leadership
trainingandrewardstrategy,includingthestructureandoperationof
incentiveprogrammes.
In2011,ourfocuswillbeonrebuildingtrustwithallour
stakeholders,includingouremployees.Ourpeopleprioritiescontinueto
betoensuretherightemployeesareintherightroles,whilebuildinga
sustainabletalentpipeline;tobuildcapabilityandembedourrequired
leadershipbehaviours;andtomanageandrewardperformancewhile
ensuringafocusondiversityandinclusion(D&I)ineverythingwedo.
Sustainabletalentpipeline
Inmanagingourpeople,weseektoattract,developandretainhighly
talentedindividualswhocancontributetoBP’sdeliveryofitsstrategyand
plans.Weplacesignicantemphasisondevelopingourleadersinternally,
althoughwerecruitoutsidethegroupwhenwedonothavespecialist
skillsin-houseorwhenexceptionalpeopleareavailable.In2010,we
appointed47peopletogroupleadershippositions,33ofwhichwere
internalcandidates.
WeconductexternalassessmentsforallnewhiresintoBPat
seniorlevelsandforinternalpromotionstoseniorlevelandgroupleader
levelroles.Theseassessmentsensurerigourandobjectivityinourhiring
andtalentprocesses.Theygiveanin-depthanalysisofleadership
behaviours,intellectualcapacityandtherequiredexperienceandskillsfor
theroleinquestion.In2010,weextendedtheseassessmentstocover
newhiresintomiddleandjuniormanagementroles,carryingoutover
900externalassessmentsfornewhiresandpromotionsduringtheyear.
In2011,wewillbelaunchinganewtechnicalassessmentprocessto
complementtheseexistingprocesseswithmorefocusondetailed
technicalcapability.
Ourongoingthree-yeargraduatedevelopmentprogramme
continuedin2010.Itcurrentlyhasabout1,400participantsfromallover
theworld.
Weprovidedevelopmentopportunitiesforallouremployees,
includingexternalandon-the-jobtraining,internationalassignments,
mentoring,teamdevelopmentdays,workshops,seminarsandonline
learning.Weencourageallemployeestotakeatleastvetrainingdays
peryear.
Weaimtotreatemployeesaffectedbymergers,acquisitionsand
jointventuresfairlyandwithrespect,throughopenandregular
communication.AspartofthedivestmentprogrammefollowingtheGulfof
Mexicoincident,BPhasbeenseekingthesameorcomparablepayand
benetsforemployeestransferringtoothercompanies.
74BPAnnualReportandForm20-F2010