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Motiva Norco
2006 People Survey Results
Agenda and Objectives
Agenda• Review Objectives and Overview 5 min.
• Share Data/Engagement 45 min.
• What’s Next 10 min.
Objectives/Outcomes• Share 2006 Motiva Norco People Survey results/themes
• Engage in discussion to better understand the opportunity areas
• Develop Action Plan/Alignment from the feedback collected
Three key themes & related survey questions:
• Demonstrating our core Shell values, Enterprise First and leadership behaviours throughout the business
Q19 – Good cooperation across organizational boundaries
Q35 – Leaders in my organization tell the truth
Q8 – Free to speak my mind without fear of negative consequences
• Effective leadership and communication of Downstream-One Change, especially decision-making
Q6 – When changes are made that affect me, communication is handled well
Q26 – The Change process is moving us in the right direction
Q4 – I am appropriately involved in decisions that affect my work
Q34 – Decisions leaders in my org. make concerning employees are fair
Q22 – Decisions get made without undue delay
• Clarify concerns related to job security and career developmentQ10 – Opportunity to improve my skills in this organization
Q9 – Access to good career progression opportunities
Q16 – Rate the organization in providing job security
Theme 1: Support Shell Group themes around Core Values, Enterprise First and LAT behavior
5458 60
5457 58
5054 5350 49
40
71
0
10
20
30
40
50
60
70
80
Good Cooperationacross organizational
boundaries
Leaders in myorganization tell the
truth
Feel free to speak mymind without fear of
negative consequences
Group
Downstream
US Manufacturing
Norco Refinery
Top Quartile Benchmark
Theme 2: Effective leadership of DS-One Change, especially communications and decision-making
48
53
63
4851
46
52
60
48 49
44 44
5651
3637
4752
46 46
60
66
59
0
10
20
30
40
50
60
70
Where I work,decisions getmade withoutundue delay
The decisionsleaders in myorganization
make concerningemployees are
fair
I amappropriately
involved indecisions thataffect my work
Where I work,the change
process is movingus in the right
direction
When changesare made that
affect me,communicationsare handled well
Group
Downstream
US Manufacturing
Norco Refinery
Top Quartile Benchmark
Theme 3: Clarify concerns related to job security and career development
52
47
60
50
44
59
53
45
6365
43
52
7673
0
10
20
30
40
50
60
70
80
How do you rate theorganization in providing
job security for people likeyourself?
I believe I have access togood career progression
opportunities
I am given a realopportunity to improve myskills in this organization
Group
Downstream
US Manufacturing
Norco Refinery
Top Quartile Benchmark
Norco Focus: Accountability
• Where I work, people are accountable for delivering what they have promised 45% favorability vs. 68% for the Shell Group and 67% for Downstream
• What does all of this mean…?
Results indicate that employees: Don't feel particularly good about core values, company leadership, communications, decision-
making, etc And, don't see an organization that is very good about being accountable But, they feel relatively good about their job security
One interpretation could be that…• So, what possible motive would I have to behave/perform any differently than I have been. I
don't respect management, don't think I have to worry about being held accountable, and my job security is sound.
*How would you interpret the results?*What does an accountable organization look like?
Next Steps…
• Analysis of Feedback………………………Mid-March
• Develop Action Plan……………………….by March 31
• Communicate Action Plan/Metrics………...by March 31
• Plant Communication………………………align with BIR
Backup Slides
2004 People Survey Themes/Actions
The following themes/actions were targeted after the 2004 People Survey
• Pride in Shell/Motiva• Norco Excellence Plan
• Trust in Leadership• RLT/RMT alignment on values and behaviors• First line leadership development through BUILD • First line leadership selection/development process• NEP – Delivering on the plan
• Improve Change Processes• Quality Systems and Processes Organization
– Dedicated position to Norco Excellence Plan• Plan Do Check Act loop; Scorecards• PAUSE• Training/Coaching on managing change
• Accountability• Leadership Traits, Values, and Behaviors• Tools and Application
– Performance Commitments– Recognition– Positive Discipline Program– CTL leadership Development – BUILD
Norco LAT Target Improvement Area Comparison
63
60
5859
55
59
50
52
54
56
58
60
62
64
Leadership Accountability Teamwork
2004
2006
