What it means to work at BP

What it means to work at BP

What do you want from BP? We believe core values have the power to unite us BP s beliefs reflect my own BP reflects the community in which it operates Helps me look after my health and wellbeing BP is active in supporting the community We believe in creating opportunities that lead to growth BP will support my career and development BP respects my life outside work Some other facts 3 4-5 6 6 7 7 8 We believe in rewarding people for success A competitive reward package Rewards should be focused on results for the long term Not forgetting on the spot recognition If you like working with us, your friends might too 9 9 9 9 Disclaimer: The benefits and programs outlined in this document are accurate as at time of print (September 2013). They apply to permanent employees and are subject to the rules and policies governing those benefits. This document does not imply a right to any benefit outlined. Please see the BP People Portal for eligibility criteria and policy. BP reserves the right to change its benefits and programs at any time. 2

BP s beliefs reflect my own We are united by shared values Our Values and Behaviours are integrated into all we do. At BP the how is as important as the what. Through the implementation of our Operating Management System (OMS) we ensure we deliver safe, compliant and reliable operations. In the long term it is the foundation for excellence in our operation. BP is committed to providing an open environment where our employees, contractors and stakeholders are comfortable speaking up whenever they have a question. One avenue available to us is the Open Talk helpline. Last year 26 cases were raised through Open Talk in Australia. Safety Respect Excellence Courage One Team 3

BP reflects the community in which it operates We have an environment where people feel valued and respected for their contribution. We are continually working to ensure this is the case through our Meritocracy, Diversity and Inclusion plans. Three key focus areas include: Age BP ANZ has a Working Group addressing our ageing workforce challenges and opportunities. The Working Group has analysed internal and external demographic data and its objective is to help BP become an age friendly workplace, which will help ensure workforce resource sustainability. We recognise that there is an opportunity to retain mature age workers for longer, to engage or re-engage them through different ways of working and eventually transition them to retirement in a planned and dignified way. In ANZ 1 in 4, of the FVC workforce is over the age of 50 35 years 31.4 years The average joining age in the ANZ FVC is rising, in the last 3 years it has risen from 31.4 years to 35 years Gender We have been awarded Employer of Choice for Women status 2 years running. Before that we had achieved Affirmative Action recognition. Paul Waterman was named as a finalist in the 2013 AHRI Diversity awards in the category of Diversity Champion CEO. 15.5% of our group and senior leaders are women. Our goal across BP is to increase this to 25% by the end of 2020. BP Womens International Network (BP WIN) aims to foster, develop and retain talented women in BP. It gives women the opportunity to share experiences and learning around career development and building personal confidence in the workplace. To date 564 of our First Level Leaders have attended our Inclusive Leadership Program. The program focusses on understanding and tackling unconscious bias. 4

Cultural Awareness Opal Fuel Supporting Indigenous Businesses Pathway to Employment Indigenous In 2011 we made a public commitment to a Reconciliation Action Plan which focuses on Cultural Awareness training for BP people, Opal fuel, using our corporate spend to support Indigenous businesses and creating pathways to employment. In 2012, we entered into a $1million partnership with the Australian Indigenous Education Foundation. Through this investment talented indigenous students will receive scholarships at quality schools and universities. BP is commencing its partnership with Career Trackers with four summer interns who will work with us from November 2013 to February 2014. Career Trackers is a national non-profit organisation that works with Indigenous university students and private sector companies to create career pathways through structured internships. The Australian Indigenous Education Foundation (AIEF), is a private sector led, non-profit organisation focused on empowering Indigenous children in financial need to build a future through quality education and careers. BP Australia has invested $1million into the AIEF Scholarship Fund and in 2013 partnered with AIEF to launch the successful Mentor and Tutor Program. 11 BP people (4 Mentors and 7 Tutors) are involved in this program for Indigenous students on AIEF scholarships from Melbourne Grammar School. By signing the Australian Employment Covenant BP has committed to: Providing Aboriginal Mentoring to each employee from Indigenous heritage Providing 300 job opportunities over ten years BP in partnership with stakeholders developed Opal fuel (a low aromatic fuel). After consultation with 10 Aboriginal and Torres Strait Islander communities across Central Australia, Opal was introduced in 2005 into 37 remote communities across the Northern Territory, South Australia and Western Australia. Since then the number of communities supplied with Opal is over 100. Since its inception Opal has assisted in reducing the incidence of petrol sniffing by up to 94% in affected communities. 5

Helps me look after my health and wellbeing BP is active in supporting the community We can make a difference in our community Give as you earn to charity organisations by having deductions made from your pay. Matched Giving will match your lump sum or Give as you Earn contribution of money, time or effort to eligible community organisations up to the value of $5,000 per year. $4.67m was given in donations and sponsorships in the last year by the Australian Business. We support your heath and wellbeing Our larger sites have access to a selection of health and wellbeing initiatives, flu shots, exercise opportunities, health check, seminars and massage to name a few. Many of these educational opportunities can be accessed via teleconference. Use your 2 days of Volunteer Leave to make a difference to your chosen charity or not for profit organisation. Through the BP Education grants program we provided over $80,000 to 13 secondary schools in Western Australia and Queensland to develop projects that add value to the school, community and business environments. The Project New Dawn programme moves long term unemployed homeless persons to accommodation in a shared house and employment through the BP retail network for up to 18 months. BP currently leases 5 houses around Australia, each with two participants and a lead tenant. Project New Dawn graduates can stay on with BP or look to other opportunities. Our Employee Assistance Program (EAP) provides counselling services for employees and families at no cost. 90 employees volunteered at the pilot program of a Volunteer Week in October last year. We downed tools for a day and headed to community and not for profit organisations to lend a hand. 6

BP will support my career and development We provide opportunities and challenges to take you far BP respects my life outside work Family Access world class Learning and Development, face to face workshops, online learning, mentoring and virtual libraries. Our Parental Leave policies are flexible and gender neutral. They cover child birth and adoption. Our Education Assistance policy can be used to develop your skills and education, it covers up to 75% of agreed course and text book costs for learning related to your work. Our targeted talent development programs ensure our future leaders get the stretch they need. They include the graduate program, emerging talent and career acceleration program. On the birth of a child we offer leave at full pay for 6 weeks to mothers and 2 weeks to fathers. An additional 12 weeks leave at full pay is offered if you are the primary care giver of that child, regardless of your gender. Our Personal Development Planning process ensures there is focus on your development. 7

Flexibility Agile Working is about finding the best way to get work done for the business and for individuals. Its more than being part time or working from home. Our Reward structure is based on performance, demonstrated behaviours and effective delivery, not by time in the office. BP pays superannuation over the level mandated by the government. We each have an opportunity to cash in extra contributions. If you prefer the cash in your pocket this might be an option for you. Purchase up to 6 weeks additional leave. Access to corporate discount schemes through Work Life NAB. Movie tickets, gift vouchers, and travel are just some of the items BP people have saved money on. PARTNA is the Part Timers Network Australia, through this network we aim to: Provide opportunities for part time BP people to connect with each other and the wider BP Australia network Raise awareness of the number and diversity of jobs with flexible work arrangements in BP Australia Sharing of best practice and learning s between the network members and key HR and leadership representatives. 8

Some other facts* There are over 100 people across the FVC engaged in formal mentoring programs. Over 70 of our people are now working overseas, we have around 45 international assignees working in Australia. 160 plus ANZ BP people are using our parental leave scheme. More than 140 ANZ BP people work part time. 100 ANZ BP people have taken up the offer to cash in their extra superannuation entitlement. We recruited 80% more graduates this year. We expect to increase our intake by a further 12% next year. We have 14 people who work primarily from home and many more who take the option to work from home regularly. BP people saved $5,000 on movie tickets and $4000 on gift vouchers purchased through Work Life NAB. We invested $6.4m in employee training and capability in 2012. The overall gender make-up of our graduates for 2014 is 52% male, 48% female. This is the greatest representation of female graduates that we have had in one cohort. The intake for the BP Graduate Program has doubled since 2011 (14 to 28, or 100% increase). Applications for the BP Graduate Program have increased by 50% since 2012. 38 employees in the Downstream business are currently participating in our Emerging Talent Development Program. *At the time of print 9

We believe in rewarding people for success Annual Cash Bonus (ACB) is paid in April, its calculation is transparent. As soon as you know your performance rating, BP group and BP Australia s rating you can calculate your bonus. 5 weeks annual leave. 22.5% leave loading is paid on our 5 weeks of leave. It s paid in December, just in time for holidays. Discount fuel is available at BP Service Stations. Level G and above employees get 100% discount, level H and below get 25% discount. We offer competitive salaries and a great benefit offer which benchmarks us well against the external market. A competitive reward package Superannuation is paid at 12% of BASE and BONUS, that s above the minimum government requirement. If you are sick, injured or unable to work for more than 90 days BP s Salary Continuance insurance will pay you a benefit of 75% of your salary for up to 2 years.* As a member of the BP Superannuation fund you have the security of knowing a Death or Total and Permanent Disability benefit will be paid as a lump sum. This is the equivalent of 19% of your salary times the number of years until you would have reached 65 years of age.* You may be eligible for an additional card which has a discount of 25%. Rewards should be focused on results for the long term We each have the opportunity to become BP shareholders through the Employee share plan offer. Buy one and BP will chip in another free. Last year that was worth up to $3,400 to participants. Through the share value plan 20% of employees (level G to J) are awarded bonus BP shares to recognise their performance. Easter Tuesday as a extra public holiday sometimes called Oil Tuesday. Not forgetting on the spot recognition Line managers have access to several mechanisms to reward in the moment performance. These include spot bonuses and Red Balloon gift vouchers. If you like working with us, your friends might too Refer a previous colleague or friend for a role at BP and receive up to $4,000 if they are successful. *Subject to the terms and conditions of the relevant insurance policy 10