skills in the onshore area and produced a geological map and report of their work. In addition, Marathon has engaged the services of Universitas Pembangunan Nasional in Yogyakarta to conduct technical studies on certain areas in western Indonesia.
Technical colleges near Marathon locations are a key source of personnel. Louisiana Technical College (LTC), Navarro College in Corsicana, Texas, and similar schools offer certificate programs and associate's degrees in targeted technical disciplines. Marathon builds relationships with these schools to ensure that their curriculum and equipment meet the needs of the oil and gas industry, and to make students aware of Marathon job opportunities.
The Garyville refinery expansion is creating employment opportunities for local residents. Marathon's plan is to hire approximately 150 new employees in 2007 and 2008 and provide them up to two years of classroom training, on-the-job training and mentoring before the expansion starts up in 2009. To access local talent for Marathon positions and contractor jobs, the Company sponsored a community job fair in April 2007. LTC, the local workforce development agency, 11 contractors and other interested parties participated. Approximately 2,000 job seekers attended the event. Additional Marathon workforce development activities in Garyville include improving educational opportunities in elementary and high schools, and funding scholarships at several universities in Louisiana.
Labor Practices
Marathon supports the ILO Declaration on Fundamental Principles and Rights at
Work. The Declaration asserts that four fundamental rights apply to all people
in all states: freedom of association and the effective recognition of the
right to collective bargaining; elimination of forced or compulsory labor;
abolition of child labor; and elimination of discrimination in respect of
employment and occupation.
Approximately 14 percent of Marathon employees in the U.S. are represented by a labor union. Three facilities are represented by the International Brotherhood of Teamsters and three facilities are represented by the United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers Union. One facility is represented by the National Conference of Firemen and Oilers, Service Employees International Union. In Marathon's operations in Ireland, approximately 50 percent of employees are members of trade unions.
In 2007 at the Detroit refinery, an extension was negotiated to the existing contract with the Teamsters, which was slated to expire on January 31, 2007. The new Collective Bargaining Agreement will expire on January 31, 2011. In addition, employees at the Flint, Michigan, terminal voted in October 2007 to decertify their union represented by the Teamsters.
Marathon conducts employee surveys to identify organizational trends, strengths and areas for improvement. Approximately 9,200 employees worldwide received the 2007 survey with 74 percent participating, up from 67 percent participation in 2006.
Survey questions measure the key dimensions of alignment, capabilities and engagement. Questions cover subjects ranging from innovation/entrepreneurship and performance management to strategic direction and teamwork. The 2007 survey included new questions about ethics and integrity and HES to help the Company continue improvements in these areas.
Findings of the 2007 employee survey include the following:
- Marathon's strengths are engagement and commitment, customer focus, health and safety, ethics and integrity, and respect and diversity.
- Areas for improvement include employee performance management, reward and recognition, growth and development, innovation and entrepreneurship, and resource availability.
- Nearly nine out of 10 employees rated Marathon a good place to work and would refer a friend to the Company for employment.
- Compared to the multi-industry group, employees rated Marathon significantly higher in areas such as effective implementation of new ideas, technology availability, senior management commitment, and linkage of rewards and recognition to job performance.
- Employees rated Marathon lower than employees did for the multi-industry comparison group in ability to maintain a healthy work-life balance and understanding how individual organizational objectives fit in with the Company's overall strategic objectives.
Survey results provide a basis for building on strengths and addressing areas of concern at the corporate and individual organization levels.
