Talent Recruitment, Retention and Development 

Talent Recruitment, Retention And Development

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 and talent development delivered in the form of classroom-based instruction, eLearning and on-the-job training.

Our people are our greatest strength, and the development of our employees is key to the long-term success of our Company. Our training 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
  
  

Our training and talent development programs include opportunities for employees 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. Some examples of these training programs include skills-based training for new hires to help familiarize them with the technical components of the role prior to arriving at the jobsite, as well as leadership training for those who may be new to a position where they are directing the work of employees or supervising employees.

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. As mentioned above, we share job openings with state and local workforce commissions in communities where we operate to assist with hiring local content and to ensure those interested in applying for a position with the Company are aware of the career opportunities.

We also engaged a third party to assist with our diversity recruitment efforts. The Company maintains relationships with military organizations and military transition programs to recruit veterans exiting the US military. We also engage with key universities and trade schools to ensure that we are evaluating talent across many different educational institutions and levels.

With the increase in automated and remote operations, the Company also maintains a college recruiting program that is focused on the recruitment of engineering, engineering technology and computer science graduates. The Company’s recruiting program has helped attract a diverse group of candidates for opportunities with the Company.

Intenships

We launched a company-wide internship program to promote and develop our future workforce.

Flipping The Barrel Podcast Sponsorship

We support Flipping the Barrel, which hosts an empowering podcast and other events that are designed to share female perspectives in the energy industry through stories of successful individuals and offer career advice.

PTEN Cares Culture

Compensation, Health and Benefits

We are committed to providing employees with compensation that encourages them to perform their jobs safely and efficiently for the benefit of our customers. Many of our positions do not require education beyond high school or a GED, while providing competitive compensation.

Our compensation levels exceed any federal or state minimum wage, as well as the national salary average provided by the US Census Bureau. Our health and benefits program provides for extensive preventative care and is designed to improve our employees’ fitness for work, personal safety on the job and overall well-being. We have a Remote Work Policy that permits certain employees to work from home if the job allows for work to be performed remotely. This policy also reduces the commuting time spent by employees on the road, resulting in a lower carbon footprint. Additionally, many of our operational jobs are on a rotational schedule. 

We provide benefits including comprehensive medical, dental, vision, disability and life insurance plans. Our offerings to employees also include voluntary life and accidental death and dismemberment policies, voluntary hospital indemnity, voluntary accident insurance, and an employee assistance program (EAP). We frequently host webinars and provide materials to remind employees of these programs.

We also launched a new paid parental leave policy that provides eligible employees with paid time off for the birth or adoption of a child. This benefit is available to the birthing and non-birthing parent.

We promote overall wellness with our employees through our PTEN Cares program that reminds employees of the importance of taking care of each other and remaining aware of how important overall health and wellness is to each employee and their families.

Performance Reviews

As part of our ongoing efforts to develop the skills and talents of our workforce, the Company has an annual performance appraisal process for most salaried fulltime employees. This performance review provides an opportunity for the employee to conduct a self-assessment, and for the supervisor or manager to provide feedback and/or communicate opportunities for improvement.

These performance reviews are based on core competencies established by the Company, which include areas of technical/substantive performance as well as teamwork, communication and support for the Company’s commitment to diversity and inclusion.

Employee Engagement

To promote an open feedback culture, the Company periodically holds employee engagement sessions, which can take the form of small group sessions or larger town hall meetings. These sessions are conducted virtually at times. The feedback from these events is reviewed by business management and Human Resources for further action.

Some examples of actions taken by the Company include our Next Level Leadership training program, which helps equip leaders and future leaders in our organization with enhanced skills around such topics as business acumen and emotional intelligence.

In addition, managers 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.

We launched our PTEN Cares Make a Difference Moments that encourage employees at all levels to find specific ways to connect with co-workers by engaging with them, welcoming new team members, seeking ways to support each other in their daily tasks and providing other important reminders.

Finally, the Company utilizes the services of a third party to conduct exit interviews with employees who voluntarily leave the Company. The Company reviews this information to get a better understanding of the reasons that employees depart the Company and whether there are adjustments to be made to improve talent retention.

PTEN Path And Other Related Training Programs

PTEN Path is a clear and concise operational focused competency and development program providing our employees the training needed to move through the organization. An objective set of criteria is required to be mastered by the employee to qualify for the next progression step. Mastery is confirmed by a technical trainer, manager, or other qualified leader within the Company. Once qualified, the employee is then eligible for promotion to the next progression step as openings become available. This program ensures a steady flow of qualified employees for each position, employees are trained and qualified for their future position before they are promoted.

From an employee who is new to the industry, to one in a supervisory position, PTEN Path provides employees with a clear career path. 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 skills practices. Throughout the process, employees are evaluated by their trainers, mentors and supervisors. We also offer the following learning and development programs:

Leadership Series Training

• Frontline Leadership: This course is designed to teach leadership content to employees who are working in their first official leadership role.
• Art of Communication: This course teaches effective oral and written communication skills and conflict resolution.
• High Impact Meetings: This course teaches leaders and people of influence how to conduct effective meetings.

• Introduction to Successful Rig Management:This course is designed to teach new leaders in the drilling business how to lead and manage our people, manage the business of the rig, maintain our equipment through asset integrity, ensure customer focus through supply chain, work incident free, and conduct root cause analysis.

• Essential Skills for New Leaders: This course is a series of webinars providing instruction for new leaders in the organization. Topics include how to transition to leadership, performance management for new leaders, essential HR and employment law information and other relevant subjects.
• Supervisory Training: This course is a series of webinars providing instruction for new leaders in the organization. Topics include how to transition to leadership, performance management for new leaders, essential HR and employment law information and other relevant subjects.