Talent Management Teams
Phillips 66 has built a compelling strategy for success, thanks to a talented and motivated group of employees. We stand ready to move forward as one of the world’s largest downstream companies, and we recognize that our future success depends on the depth and breadth of our talent. At Phillips 66 we’ve created Talent Management Teams (TMT) to take an analytical approach to determine where the most significant labor gaps are now and in the future and are developing strategic staffing plans accordingly.
Phillips 66’s future success largely depends on the quality and skills of our workforce. As veteran employees prepare for retirement, we’re planning for our future workforce — with skills that align with our evolving business strategies.
Each TMT sets up new hire technical learning curricula detailing:
- When job rotations should occur;
- What type of formal mentoring programs are needed;
- What type of training should be provided within the first few years of employment; and
- Guidelines on continuing education, professional organizations and reimbursement for annual professional licensing and testing expenses.
For employees whose skills are not as highly technical or specialized, or who are not represented by TMTs, development goals are achieved by jointly working with supervisors through our performance management process.