Support for Employee Learning and Development

We recognize the importance of employee and career development. To help meet these needs, our Learning and Development programs provide a variety of opportunities designed to enhance individual capabilities and improve El Paso’s overall organizational leadership.

Lead the Way, our leadership development initiative, is making leadership a competitive advantage for El Paso.

In 2008, all of El Paso’s senior leaders and some of their direct reports participated in a pilot of this program. This year, leadership competencies, customized assessment tools, coaching, and training are being provided to all leaders. Although the initial focus is on development, ultimately our leadership competencies, and measurements of performance against them, will play a strong role in performance management, succession planning, and selection. Through these efforts, we are developing a common leadership language throughout the organization that clarifies and reinforces behaviors expected of leaders. As a result, each member of Team El Paso will make full use of their leadership capabilities to support our business objectives.

We also recognize the advantages of a robust continuing education program to develop employees, address current staffing needs, and adapt to changing business needs. In 2008, El Paso invested approximately $2.8 million for leadership and staff development.

Our Learning and Development programs provided 1,433 hours of training. (This total does not include Ethics and Compliance or regulatory training.) Additionally, we offered more than 460 hours of computer-based training (CBT) through El Paso’s intranet site, El Paso Today.

Employee Tuition Assistance Program

All employees are eligible for tuition assistance up to $5,250 each year for a degree or certification program related to their work responsibilities. In 2008, we invested more than $555,000 in tuition assistance for employees.

Career Development

Employees in El Paso’s Pipeline Group have a career development program that encourages them to increase their technical flexibility and value to the field organization as cross-functional technicians. There are many opportunities to increase their skills through hands-on training in a variety of technical areas, including instrumentation and controls, telecommunications, corrosion, measurement, compressor plant and pipeline operation, and maintenance. Their skills are tested and validated through a formal qualification process, which can provide opportunities for career advancement.

The E&P Company provides a rotational development program for entry-level professionals in engineering, land management, and the geosciences. The duration of the program varies by discipline, but participants complete their rotation having developed a set of key competencies. Participants rotate through multiple practical assignments in our operating divisions and develop an understanding of the entire organization.

Within each discipline, program participants learn through a combination of hands-on and classroom training. One-on-one mentoring is also a component of the program. When they have completed their rotation, employees have a well-rounded perspective that will help them understand their opportunities within the E&P Company and shape their long-term career goals. Other programs are focused on developing future leaders within the company. The High Impact Rotation Program is a two-year program designed to expose high-performing exempt-level employees to intensive on-the-job development and to different business units within El Paso. Participants in the program are given a wide range of business and leadership experiences within the organization. These experiences assist employees throughout their careers, equipping them with an enhanced cross-functional knowledge of the company’s operations. The program consists of three eight-month rotational assignments in the areas of finance, commercial experience, and accounting. Assignments include in-depth, hands-on experiences that allow employees to sharpen their skills, understand the different aspects of our business, and demonstrate their abilities to a broad range of colleagues.

Another developmental opportunity we offer employees is the Aspire program, which provides a select group of high-potential employees with an opportunity to engage in activities that will prepare them for successful leadership. Through the program, Aspire participants can determine if the leadership track is right for them and through individual coaching, they learn to understand their natural tendencies, passions, and attributes. They also participate in online sessions that highlight, support, and reinforce the role of leaders. Aspire supports the company’s overall leadership development strategy, helps retain high potential talent, and prepares emerging leaders for future assignments.

¹In our 2007 report, our calculations for training participants were inaccurate. The totals published in this report for 2007 have been corrected.