Our Approach

Canada’s oil and gas sector has faced pressure to find skilled workers, while at the same time many people in the current workforce are retiring. In fact, over 40 per cent of Syncrude employees are age 45 or older. Despite the industry’s slowdown, this could create significant challenges for our operation due to a lack of highly skilled and long-term employees.

Syncrude is responding with strong employee programs and support for a wide range of labour pool development initiatives, including those designed to increase Aboriginal representation and diversity in our workforce. We feel this focus can enhance attraction and retention rates, as well as build employee loyalty, trust and morale. We also aim to hire as much as possible from within the local Wood Buffalo region, and to give preference to qualified local candidates over others.

2014 Overall Performance

Syncrude filled 138 vacancies during 2014, ending the year with 5,121 employees. Of the new hires, 82 per cent were from the local region, 20 per cent were female and 12 per cent Aboriginal. The acceptance rate on job offers was 91 per cent. Attrition across all employee categories dropped by almost half from the previous year to four per cent, due mostly to reductions in the number of people retiring or opting to leave the company.

Human Resources Policies

Syncrude recognizes that the integrity of our operations is dependent on our people. We need to ensure that our operations are conducted in a manner that protects safety, security, health and the environment, and conforms to laws and regulations. Toward this, we have a comprehensive suite of policies to guide human resources matters and ensure the fair and ethical treatment of employees. The Operations Integrity Management System (OIMS) outlines expectations related to safety, health and environment positions to ensure they are filled by qualified people and assessed regularly.

As an Alberta-based company, Syncrude adheres to all applicable laws and regulations concerning employment standards and the prevention of discrimination, including the Alberta Human Rights Act, the Canadian Human Rights Act, Alberta’s Employment Standards Code and Regulation, Occupational Health and Safety, Duty to Accommodate, and the Personal Information Protection Act of Alberta.

Labour Pool Initiatives

Syncrude has a multi-staged approach to address its workforce needs.

It begins by raising awareness of career opportunities in the oil sands by participating in such initiatives as school and campus presentations, career fairs and other special events, and trades development programs like those promoted by CAREERS: The Next Generation.

This is followed by support for initiatives that develop the available pool of skilled labour through college, technical and university-based programs, and apprenticeships. They provide the foundation for comprehensive recruitment plans to address our ongoing labour requirements. One example is the Oil Sands Power & Process Engineering Lab at Keyano College. Syncrude is the lead corporate supporter of this new training facility, which had its first intake of students in January 2014. Funded in part with a $5 million corporate donation we made in 2008, the Lab is the first phase of the college’s Oil Sands Trades & Research Centre. It will provide industry with increased access to skilled employees who have a solid understanding of oil sands operations. With a capacity of 468 students, the Lab nearly triples previous capacity of 165. Students will graduate as 4th and 3rd class power engineers. Current Syncrude employees will also be able to take upgrading courses.

We also support the learning ambitions of our employees’ and retirees’ children through the Syncrude Higher Education Awards Program. Dependent children can qualify for up to $2,400 for each year of their post-secondary degree or diploma education. About $814,000 in program scholarships was granted to 461 applicants (returning and new) in 2014.

For a further discussion of our labour pool initiatives visit our corporate website.

Support for Diversity

Syncrude invests in programs aimed at increasing Aboriginal and female representation in our workplace and industry. This includes the Aboriginal Trades Preparation Program at Keyano College, offered from 2009 until 2012, which graduated 68 students. This initiative prepared participating students to pursue trades apprenticeship training through academic upgrading and work experience placements at our operation. Upon successful completion, the students were eligible to become indentured apprentices at Syncrude. Funding has been provided to Keyano College to determine future programs.

Syncrude is one of the main sponsors of the Women in Scholarship, Engineering, Science and Technology program through the University of Alberta, which has a 30-year record of delivering programs and networks that increase the diversity of voices represented in science, engineering and technology. Forty students participated in the 2014 summer program, and over 600 female high schools students attended its annual conference. WISEST also recently introduced the program Tales from the Science Buffalo for Grade 6 that introduces students to Aboriginal science perspectives and to careers in the sciences.

Syncrude currently has an imbalance between the numbers of female employees in leadership roles compared to men. To help narrow the gap, we established an informal support network of Syncrude-employed women who possess vast potential for excelling into more senior roles, and who could mentor and learn from one another. Meetings have included topics on ensuring an equal voice and how to maintain a family life while advancing a career. This key initiative is now evolving into a more structured, international model based on a similar program developed by ExxonMobil.

Workplace Development and Retention Initiatives

Syncrude offers a variety of education and training opportunities, and incentive programs, to our employees. These encourage people to commit to a career with the organization, and develop the specific skills that we need to run our operation.

In 2012, for example, we renewed for another three-year term the retention program for Fort McMurray-based employees, which rewards them financially for their commitment and contributions to Syncrude. In 2013, we renewed for another term the housing support program first launched in 2009 to help improve our ability to attract and retain employees in Fort McMurray, where the labour market is competitive, and accommodation costs are high when compared to other Alberta regions. The five-year program (January 2014 to December 2018) provides financial compensation to eligible employees to assist them with the cost of home ownership, including down payment and mortgage interest subsidies. Subsidies for renters are also provided. In addition, Syncrude offered in 2014 the Impact 21 incentive program, which financially rewards employees for achieving quarterly and annual targets in the areas of safety, production, cost and energy efficiency.

For a full discussion of our workplace development and retention initiatives visit our corporate website.

Employee Engagement

In late 2013, Syncrude executives initiated a video series as a way to connect with employees about issues raised during the 2012 all-employee forums. The videos are being shown in team meetings after which team leaders facilitate discussions about the video topics. Employees have the opportunity to complete surveys that provide feedback on the topic matter. The videos are also hosted on the company intranet. Video topics include: environmental responsibility, regional transportation infrastructure, career development, workforce planning, internal communications, attendance management practices, facilities maintenance, corporate goal setting, employee reward programs, and others.

A new website was launched in 2013 to enhance communication with employees wherever they may be located. The website recognizes that many of our people work in the field and are not readily available to a desktop computer. Now they can use mobile platforms, such as smart phones and tablets, as well as their home computer, to securely access important Syncrude information and stay connected.

An employee survey was initiated in 2014 to gauge perceptions of Syncrude as a place to work. Employees were asked to rate the company in a variety of categories (e.g. safety, equity and treatment, training, communication, leadership, etc.) as either unfavourable, neutral or favourable. Input was solicited from a random sample of about 500 employees, or about 10 per cent of our workforce. Overall, favourability ratings were above 72 per cent, with detailed results shared at an all-employee meeting in the fall.

In addition, employees are able to provide anonymous feedback or opinions on company policies, actions or plans through a special internal communications mechanism. Inquiries are forwarded to the Chief Executive Officer or Vice‑President of the area in question, and responded to in a timely manner.

Corporate Awards

Syncrude is proud to have received several awards in 2014. These reinforce our efforts to be a preferred employer and a responsible oil sands producer.

Alberta Business Awards of Distinction

Syncrude was recognized by the Alberta Chambers of Commerce with the Alberta Business Employer of Youth Award of Distinction. Judges noted our mentoring program that pairs new employees with more experienced colleagues, quarterly social events for young employees, and the opportunity for one-on-one consultations with a senior employee. Syncrude was also named as a finalist in the category of Aboriginal Affairs – Best Practice.

ASTech Awards

In recognition of Syncrude’s 50-year history and outstanding contributions to the field of energy innovation, our Research and Development team was awarded a special honour during the annual ceremony of the Alberta Science and Technology Leadership Foundation. Since 1989, ASTech has presented awards to over 500 individuals, organizations and teams that have contributed significantly to the success of science and technology in the province.

Toward Sustainable Mining Award for Environmental Excellence

Syncrude was recognized by the Mining Association of Canada with its inaugural award for environmental excellence for the Sandhill Fen Watershed Research Initiative. The award recognizes projects that expand and promote sustainable development within Canada’s mining sector.

Trudy Boostrom, an electrician at Syncrude, recently earned her journeyman ticket. Trudy was a student in the Syncrude Aboriginal Trades Preparation program at Keyano College, to which Syncrude committed $2 million. It was designed to lead candidates to full-time employment with Syncrude upon successful completion of course work and an apprenticeship entrance exam. Syncrude Maintenance Manager, Annie Lawley, says the program “is a win for the company, for the region’s Aboriginal communities and for the people who emerge with rewarding careers in the skilled trades.” Twenty-seven program graduates were employed by Syncrude in 2014.

Workforce by the Numbers

	2010 2011 2012 2013 2014
Total permanent workforce	2010 2011 2012 2013 2014 5,689 5,515 5,083 5,188 5,121
% under age 20	2010 2011 2012 2013 2014 0.1 0.1 0.0 0.1 0.1
% age 20-24	2010 2011 2012 2013 2014 6.9 5.2 4.7 2.3 2.8
% age 25-29	2010 2011 2012 2013 2014 14.2 14.3 14.2 12.9 13.4
% age 30-34	2010 2011 2012 2013 2014 14.1 14.5 15.1 14.9 14.8
% age 35-39	2010 2011 2012 2013 2014 12.1 11.8 12.1 13.7 13.6
% age 40-44	2010 2011 2012 2013 2014 12.0 12.4 13.0 12.5 12.4
% age 45-49	2010 2011 2012 2013 2014 13.7 14.0 14.4 13.1 13.2
% age 50-54	2010 2011 2012 2013 2014 15.2 14.8 15.7 15.3 15.4
% age 55-59	2010 2011 2012 2013 2014 9.0 10.9 8.4 10.9 10.3
% over age 60	2010 2011 2012 2013 2014 2.6 2.1 2.5 4.3 4.0
Trades and operators	2010 2011 2012 2013 2014 3,132 3,094 2,827 2,848 2,827
Administrative, professional and technical	2010 2011 2012 2013 2014 2,557 2,421 2,256 2,340 2,294
Temporary and casual	2010 2011 2012 2013 2014 102 145 133 156 127
Employees covered by collective bargaining agreements (%)	2010 2011 2012 2013 2014 0 0 0 0 0
New permanent employees – all categories
All categories	2010 2011 2012 2013 2014 569 234 326 508 138
Trades and operators	2010 2011 2012 2013 2014 395 172 189 331 95
Administrative, professional and technical	2010 2011 2012 2013 2014 174 62 137 177 43
New employees - diversity
Aboriginal	2010 2011 2012 2013 2014 59 36 32 32 16
Female	2010 2011 2012 2013 2014 111 45 88 113 28
Recruiting effectiveness
New hire acceptance rate (% of offers)	2010 2011 2012 2013 2014 88 89 94 82 91
Local hires (% of all new hires)	2010 2011 2012 2013 2014 72 71 76 74 82
Job applications received (#)	2010 2011 2012 2013 2014 44,343 25,452 57,899 55,598 29,572

¹ Fewer applications in 2011 and 2014 reflect a reduced number of job postings during those years.

Scholarships, Bursaries and Endowments

	2010 2011 2012 2013 2014
Annual scholarships, bursaries and endowments ($)	2010 2011 2012 2013 2014 1,054,800 940,415 1,033,200 971,964 814,329
Numbers of employee student scholarships	2010 2011 2012 2013 2014 461 516 558 553 461
Number of tuition refunds to Syncrude employees	2010 2011 2012 2013 2014 84 144 130 106 129

Human Resources Scorecard

	2010 2011 2012 2013 2014
Employee Productivity
Thousand barrels of crude oil per employee	2010 2011 2012 2013 2014 18,815 19,174 20,628 18,785 18,391
Average employee service (in years)	2010 2011 2012 2013 2014 9.2 9.6 9.5 9.5 8.9
Female	2010 2011 2012 2013 2014 7.9 8.6 8.5 8.5 8.2
Aboriginal	2010 2011 2012 2013 2014 9.6 10.2 10.2 10.8 10.7
Leadership Development
% leaders completed training	2010 2011 2012 2013 2014 57 60 59 62 66
% leaders completed diversity training	2010 2011 2012 2013 2014 64 69 61 67 69
% leaders completed harassment and discrimination awareness training	2010 2011 2012 2013 2014 64 73 65 78 77
Diversity
Aboriginal representation 1:
Number of Employees	2010 2011 2012 2013 2014 484 492 474 452 451
% of permanent Syncrude workforce	2010 2011 2012 2013 2014 8.4 8.6 9.1 8.7 8.9
% of new hires	2010 2011 2012 2013 2014 10.4 15.4 9.8 6.3 11.6
Aboriginal leaders (% of permanent Syncrude leaders)	2010 2011 2012 2013 2014 5.8 5.5 6.0 6.2 5.8
Female representation:
Number of Employees	2010 2011 2012 2013 2014 1,011 950 958 988 958
% of permanent Syncrude workforce	2010 2011 2012 2013 2014 18.9 18.6 18.8 19.0 18.7
% of new hires	2010 2011 2012 2013 2014 19.5 19.2 27.0 22.2 20.3
Female leaders (% of permanent Syncrude leaders)	2010 2011 2012 2013 2014 10.6 11.8 12.7 11.6 12.3
Attrition (% of Syncrude workforce)
All employees, including retirements	2010 2011 2012 2013 2014 8.0 5.5 14.2 7.5 4.0
Employee initiated termination	2010 2011 2012 2013 2014 4.0 2.6 7.4 4.7 2.0
Company initiated termination	2010 2011 2012 2013 2014 1.2 0.9 0.8 0.7 0.9
Retirements	2010 2011 2012 2013 2014 2.7 1.9 5.8 2.0 1.0
Aboriginal	2010 2011 2012 2013 2014 10.2 5.6 10.4 8.2 6.0
Female	2010 2011 2012 2013 2014 10.1 6.5 12.7 8.3 28.5
Trades and operators	2010 2011 2012 2013 2014 6.9 4.9 12.1 8.5 45.8
Administrative, professional and technical	2010 2011 2012 2013 2014 9.4 6.3 16.1 6.8 54.2
Ratio of standard entry level wage to minimum wage 2	2010 2011 2012 2013 2014 3.6 3.5 3.5 3.6 4.0
Employee & Family Assistance Program (EFAP) utilization
# of clients as % of Syncrude workforce	2010 2011 2012 2013 2014 16.7 18.5 16.3 16.8 19.7
Training
% hours in training per employee/per annum	2010 2011 2012 2013 2014 1.1 1.0 0.8 0.8 2.1
Employee recognition
# of recognitions to employees 3	2010 2011 2012 2013 2014 5,912 6,415 5,081 6,519 5,457
Ethics
Anonymous submissions to EthicsPoint	2010 2011 2012 2013 2014 16 13 11 15 18

¹ Self-declaration only; Syncrude does not mandate employees to disclose cultural or minority status.

² Based on basic wage for entry level trades/operators position and Alberta hourly minimum wage of each reporting year.

³ Includes service and safety awards.

⁴ In 2014, 18 calls were received by EthicsPoint, of which one led to a confirmed breach of corporate ethics.