投资我们的员工

After our merger, Devon took time to reflect on how best to build a workforce to lead our company for decades to come. We listened to employees’ feedback on what they want and need from Devon and their careers, and to our human resources staff’s recommendations on what we need to do differently.

We value our people and will invest in their success. To move Devon forward, we are focusing on providing professionally rewarding and long-term careers, meaningful compensation and benefits, and a sense of belonging and inclusion. We’re committed to balancing what employees need as individuals with Devon’s best interests as a company.

以员工为中心的学习机会

One of our values is to keep learning and challenging ourselves and each other to be the best and deliver results. In recent years, our employee development was focused on coaching, mentoring and ongoing conversations to help employees focus on what they need to do to make an impact every day.

为了基于这些行动并结合了员工的反馈,我们将机会后合并后,刷新了我们的专业和领导力学习策略以及相应的产品。反馈是通过两项全雇员脉搏调查收集的,并与代表的领导者和员工一起评估了学习需求。

我们的刷新战略直接回应了员工发展各种专业,技术和领导力发展技能以及开发它们的不同方式的愿望。德文郡的学习生态系统提供了个性化的学习路径,使学习者的需求与公司的业务优先事项之间。

Devon’s learning and development approach allows employees to develop a variety of skills through different ways of learning

为了有效学习,它提供了外部支持的内容和便利化。德文郡的领导者将通过教练,反馈和在职申请来支持学习。开发机会的重点是:

  • Leadership training to build and reinforce fundamental leadership skills at the front line and mid-level, and inclusive leadership awareness and skills.
  • Professional training to build business and financial acumen, technology skills and obtain professional certifications.
  • 执行教练具有具体的发展目标,以改善个人和组织绩效。
  • 员工和360度反馈,以使领导者对反馈进行解释和采取行动。

一个关键成分nt of the ecosystem is the Learner’s Network, which supports employees’ two most preferred ways to learn: in-person, instructor-led delivery and one-on-one conversations with peers. Learning and development specialists and technical subject matter experts in the network assess and meet employees’ ongoing variety of learning needs related to technology, engineering, business analysis, environmental, health and safety (EHS) and other skills.

Meaningful compensation, benefits and work practices

We value employees who are open and honest, take ownership and contribute to our company objectives. To cultivate a workforce with these qualities, we start with offering equal opportunity in all aspects of employment and providing competitive compensation and benefits.

Devon offers equitable pay. Salaries of female and minority employees are, on average, positioned equivalently (+/-2% relative to the applicable pay grade) to those of male and non-minority peers. All Devon employees make more than $19 an hour. We encourage a sharp focus on results by giving every employee an equity stake in our business through annual stock awards and the opportunity to receive an annual cash bonus based on meeting corporate goals. We measure our performance, benchmark against our industry and look for ways to further align our compensation practices with our aspirations.

Devon takes a values-driven approach to meeting both the company’s business objectives and employees’ personal and family needs. Our comprehensive benefits include wellness programs and an Employee Assistance Program (EAP) that provides confidential support on a wide variety of issues to employees and their family members. We offer flexible work schedules, an alternate work schedule (9/80), part-time work, telecommuting and parental paid leave. In 2022, we enhanced our practices by updating our paid time off policy to help ensure our employees take the time to care for themselves and others in their lives. Our Paid Family & Medical Leave (PFML) Policy provides up to 26 weeks of paid medical leave for an employee’s own medically certified health condition and eight weeks of paid maternity leave for the birth of a child. In addition, under PFML, employees are eligible for up to a maximum of 160 hours of paid leave each calendar year for parental leave (including adoption and long-term foster care placement), leave for care of family, bereavement leave and compassion leave. We’ll continue to adjust our practices and policies as needed to care for employee needs.

员工健康

德文郡相信支持我们员工的福祉,他们在个人生活中平衡了多个角色和责任,同时为公司提供成果。我们在制定可以有意义地改善员工身体,心理和财务状况的计划时考虑了这些期望。

自2012年建立我们的健康计划以来,德文郡一直专注于预防,方便的工具和高质量的计划。这有助于强大的生产力和参与度,低缺勤性和高保留率。此外,员工参与健康计划是使公司医疗保健成本通货膨胀率远低于全国平均水平的驱动力。

员工告诉我们,我们的产品有助于他们改善健康并改变健康的生活方式。这就是为什么我们维护最有效的核心计划的原因,即使在我们削减公司成本的几年中。

财务健康的工具和策略

对债务,退休和其他个人理财问题的担忧可能会影响员工的幸福感。我们的财务健康计划提供机密和无偏的财务指导和资源,免费为员工提供。其中包括第三方财务评估和基于网络的研讨会。员工还可以每季度一次与第三方财务专家见面。通过让员工通知退休储蓄的重要性,德文郡以401(k)退休捐款(占员工参与的99.6%)和薪水捐款的百分比(占薪水捐款的6.5%)以401(k)退休的捐款达到了我们的行业榜首。