A Respectful Workplace for All
Patterson-UTI’s Equal Employment Opportunity and Anti-Harassment Policy (“Policy”) prohibits discrimination or harassment of any type and affords equal employment opportunities to all employees and applicants, without regard to age, race, sex, color, religion, national origin, disability, marital status, covered veteran status, genetic information, sexual orientation, gender identity or any other characteristic protected under state, federal or local law.
Respectful Workplace
We are committed to providing a working environment for all employees that is inclusive, respectful, and supportive
This Policy also sets forth reporting procedures for raising workplace concerns. We expect and encourage employees to report concerns and provide several avenues through which they can do so: a supervisor or manager, Human Resources or our anonymous hotline (referred to as the “SHARP Hotline”) by phone or web submission. We take each complaint seriously, investigate it and take appropriate disciplinary action as needed. All of our Human Resources professionals receive robust investigation training from a third-party expert, which includes education around employment laws and best practices for conducting neutral and objective investigations. We are also committed to providing a work environment free from any form of retaliation for those that report a workplace concern.
Each employee is expected to share Patterson-UTI’s commitment to mutual respect for all co-workers, vendors, customers, third parties, and business partners by demonstrating common courtesy, civility and professionalism. In return, each employee should expect to be treated the same way.
Patterson-UTI also requires all of its employees to complete training on an annual basis regarding its commitment to a respectful workplace for all. Supervisors and managers are required to complete additional respectful workplace training each year to ensure that they understand our expectations for them regarding their obligations to promote a work environment where all employees feel valued and respected.
Talent Management
Developing our people is one of our core values. We are committed to the growth and development of every employee. To that end, we have established a culture of learning delivered in the form of classroom-based instruction, eLearning and on-the-job training. We are committed to recruiting, hiring and retaining the highest caliber talent for our business by utilizing outreach initiatives and partnerships with a diverse group of organizations, industry associations and networks. We offer our workforce the opportunity to advance in their professional careers through intensive, multi-day classroom training programs in numerous skills and competencies as well as management training programs. These programs are geared to providing our employees with opportunities to advance throughout our Company.
Development of our People
We are committed to the growth and development of every employee
Our people are our most important asset, and the development of our employees is key to the long-term success of our Company. Training in our contract drilling business is centered around four principles:
- Lead and manage our people.
- Manage the business to achieve our goals.
- Efficiently and proficiently operate and maintain our equipment.
- Partner with our customer to achieve both our goals.
The purpose of this policy is to see to it that every contract drilling business employee has access to quality training and development both internally and externally to ensure operational excellence, personal and professional growth and an incident-free workplace.
Employee Engagement
We periodically hold employee engagement sessions, which can take the form of small group sessions or larger town halls. The feedback from these events is reviewed by business management and Human Resources for further action.
For example, after reviewing the feedback received during an employee focus group session, we developed a new course, The Art of Communication Workshop, which provides the tools and tips to help leaders have more meaningful and effective communications with others.
In addition, management participates in field-based audits. These audits contain questions to verify our employees’ awareness and understanding of the Company’s policies, procedures and expectations. During these audits we engage our employees to determine their overall well-being, their perspective on issues regarding the development and advancement of their career path and any other concerns they may want to share.
PTEN Path
PTEN Path, a development program, provides employees with the tools, knowledge, skills and abilities needed to successfully work on and progress through the various positions on the drilling rig. PTEN Path is currently being used for our contract drilling employees, and we expect to expand this program to our pressure pumping employees. From an employee who is new to the industry, to one in a supervisory position, PTEN Path provides employees with a clear career Path within Patterson-UTI. As employees progress though the program, they complete classroom-based training (which includes instructor-led and self-paced E-Learnings), mentor-guided on the job training and specialized training with industry professionals for advanced rig technologies and drilling practices. Throughout the process, employees are evaluated by their mentors and supervisors to ensure their proficiency.
PTEN Path Completions
Position |
Date training launched |
Total in 2018 |
YTD Total in 2019 |
Floorhand |
October 2018 |
>900 |
>900 |
Motorhand |
February 2019 |
|
>600 |
Derrickhand |
May 2019 |
|
>400 |
Driller |
August 2019 |
- |
- |
We also offer the following learning and development programs:
- New Employee Orientation (NEO): All new hires are required to attend the NEO class. In 2018, over 4,100 employees attended, and over 400 attended YTD as of the second quarter of 2019.
- New hire onboarding classes: These classes provide new employees with an overview of Patterson-UTI and introduce them to our core value of safety.
- N2I hands-on station training: This training teaches New to Industry (N2I) employees the fundamental competencies needed to work on a rig.
- Rig on-the-job training: Employees are assigned to a rig to work as an extra member of the crew. A qualified rig employee will be assigned to train, mentor and verify that the new employee can safely and effectively perform the required job tasks.
- Teaching and mentoring: Employees are taught how to complete each task using the training checklists and policies provided. We use the See One, Do One, Teach One method of training.
- Supervisory training: Our employees are trained and developed in various skills and competencies and provided further leadership and management skills training in order to be able to progress within our organization.
- Frontline leadership: Frontline Leadership is a class designed to teach leadership content to employees who are working in their first official leadership role. Over 500 employees took advantage of this course in 2018 and over 300 had attended YTD as of the second quarter of 2019.
- Introduction to successful rig management: Employees in supervisory positions attend this highly interactive three-day course. Leaders of the Company from a variety of areas discuss with our employees:
- How to Lead and Manage our People
- Managing the Business of the Rig
- Maintaining our Equipment through Asset Integrity
- Customer Focus through Supply Chain
- Working Incident Free – Root Cause Analysis
Human Rights
Patterson-UTI respects and values human rights. We aim to treat all human beings with honesty, fairness and dignity in all aspects of doing business. We are committed to compliance with all applicable employment, labor, and human rights laws of the countries in which we operate.
Human Rights Policies
Our Equal Employment Opportunity and Anti-Harassment Policy prohibits discrimination or harassment of any type and affords equal employment opportunities to all employees and applicants, without regard to age, race, sex, color, religion, national origin, disability, marital status, covered veteran status, genetic information, sexual orientation, gender identity or any other characteristic protected under state, federal or local law.
We have a Conflict Minerals Policy that outlines our commitment to responsible sourcing of materials for our products.
Our Code of Business Conduct and Ethics outlines the standards and principles that all employees, officers and directors must follow when working with co-workers, vendors, customers or other third parties. The policy addresses conflicts of interest, confidentiality, fair dealing with others, proper use of Company assets, compliance with laws (including anti-money laundering laws, anti-trust laws, anti-boycott regulations, and global trade laws), insider trading, keeping of books and records, zero tolerance for discrimination and harassment in the work environment, as well as reporting of violations.
Stakeholder Engagement
We integrate public comments and official guidance from regulatory and enforcement agencies in formulating our policies. We are members of industry groups (such as International Association of Drilling Contractors (IADC)) and attend roundtables where stakeholder issues are discussed and consider peer company practices. We also take into account employee feedback and suggestions on our policies.