Sinopec views staff as the cornerstone for its sustainable development. The Company firmly holds the philosophy that talents are the most important resource and sets maximizing corporate value and promoting comprehensive development of its staff as its goal. It coordinates the development of both the staff and the Company. The Company constantly improves the mechanism of recruiting, training, utilizing, and attracting talents. It broadens the channel to accelerate the growth of talents, actively explores effective ways of HR development and management, cultivate a sound environment that various kinds of talents can distinguish themselves and work to their full capacity so as to realize effective development of human resources.

"Staff Code”

Sinopec “Staff Code” came into force on 1 January 2008 and was revised in 2010. The aim is to further regulate the behavior of Chinese and international staff, strengthen exchange and cooperation with foreign entities and build a coherent, capable and progressive working team in a safe, harmonious and orderly work environment. We aim to promote corporate culture development by enhancing staff's sense of honor, loyalty and commitment.

“Staff Code” includes the following eight parts:

1. President’s Statement, introducing Sinopec and emphasizing the importance and necessity of practicing “Staff Code”.
2. About Staff Code

This part mainly illustrates applicability and binding force of Staff Code, rules & regulations, consequences of Staff Code violation, reporting on Staff Code violation, and consultation over Staff Code.

3. Ethic Codes, five fundamental career ethic requirements towards staff including loyalty, honesty and integrity, diligence and devotion, complying with rules & regulations, and observing social ethics.
4. Codes of Conduct, requirements in the aspects of workplace discipline, workplace order, staff relations, education and training, company resources, business activities, conflict of interest, and self-discipline.
5. Workplace Protocols, clear-cut business etiquette, dress code and language use at workplace.
6. HSE Requirements, demand staff to learn HSE policy, goals and obligations by heart.
7. Confidentiality, requests in intellectual property, information disclosure and security.
8. Appendix, supplementary explanation towards revision matters.

Staff Relations

Sinopec carefully puts Labor Law of China, Labor Contract Law of China and other relative laws and regulations into practice, regulates employment management and actively builds a harmonious and stable employment relationship.

The Company signs a formal contract with staff according to the principle of “Equality, Voluntariness and Consultation”. All domestic contracts strictly abide by Labor Law of China, Labor Contract Law of China and other relative laws and regulations. All contracts with foreign staff strictly abide by local laws, regulations and international practices. All rights and responsibilities are defined by contract. Meanwhile, all subsidiary companies develop a contract management system accordingly so that labor contract can be strictly practiced and staff’s legal rights can be protected. By strengthening regulation formulation, improving management of labor contracts, regulating labor employment practices and properly resolving labor disputes, the harmonious and stable employment relationship has been consolidated since Labor Contract Law of China entered into force.

The Company insists on upholding staff rights and makes great efforts to involve staff in democratic management and democratic supervision, trying to create a fair, democratic, pragmatic, and harmonious atmosphere. Through the staff congress, open business and " Complaint Handling", the Company continuously enhances communication with staff, safeguards their right to know, involves staff in enterprise management and effectively exercising supervision right, pays attention to staff’s opinion while effectively protecting their rights and interests.

The Company pays attention to staff[s living and makes efforts to help solve their concerns. For instance, the Company offers paid vacation, improves catering service, working and living environment, and strives for a good working and living condition for the staff. Through various kinds of activities, such as sports games, singing contests and photography competitions, the Company motivates staff’s team-work spirit and creates a coherent, harmonious and progressive atmosphere.

Staff Training

Sinopec adheres to the principle of putting people first and focusing on common development of corporate and staff. It combines enterprise development strategy with staff career development, integrates staff training and development into enterprise development for better training, thus adding value to its talent pool.

The Company stresses on building a learning-oriented organization and team, a training system with Sinopec characteristics for the training and development of various staff. With training management system constantly improved, a management system with overall planning and work distribution, an operation mechanism with orderly regulation and high efficiency, and an incentive and restriction mechanism that integrated selecting, cultivating and utilizing all take shape gradually. Buildup of a training backup system is emphasized to ensure enough training fund. Training networks, faculty, textbooks and other infrastructures are constantly improved. A remote education system has been established preliminarily. Expenses for staff training are higher than social average.

The Company and its subsidiaries make annual training plans at different levels and classifications according to corporate development strategy, job demand and personal career development. The Company guarantees staff’s rights to training, at different career stages, such as startup training, business knowledge and skills training, job qualification training and targeted training. The Company also focuses on staff’s professional training and comprehensive competitiveness upgrading. The on-going Tens of Thousands of Key Talents Training Scheme, Talents on Key Positions Capability Upgrading Scheme and All Staff Quality Upgrading Scheme will promote staff education and training in an all-round way.

The Company constantly improves the scale, quality and efficiency of training with the emphasis on the targets and effectiveness. It trains employees in various ways including part-time and full-time training, domestic and overseas training, theory learning combined with practice, etc. Training Institutes of Sinopec proactively innovate new ways and content of training for better effectiveness. At the same time, they cooperate with various well-known colleges, research institutes and international enterprises both at home and abroad to broaden training channels for employees.

Talent Recruitment

Guided by the scientific outlook on development, Sinopec recruits talent to meet the Company’s development strategy and HR development. The Company constantly improves HR portfolio by attracting talents with morality both at home and abroad. It recruits various talents when the government implements the scheme to recruit high-level talents from overseas. At the same time, the Company underscores the necessity of reserving and cultivating talents. We recruit talented college graduates based on their major and competitiveness via an open and supervised process.

The HQs manages overall recruitment while SBUs and subsidiaries organize their own process respectively. The HQs is mainly in charge of macro-management and coordination on major employment schemes. It is also responsible for working out policies, determining employment scale, approving employment program, guiding, supervising and evaluating relative work. Basing on the regulations and requests by the HQs, subsidiaries then analyze and finalize their recruitment demand and proceed with the recruitment work according to approval from the HQs.

Sinopec cordially welcomes excellent talents in different fields to strive for a better future.

Remuneration system

The remuneration of Sinopec senior management consists of base salary and performance bonus. Remuneration of those who are appointed and directed by the State-owned Assets Supervision and Administration Commission of State Council (SASAC) is defined by the Interim Remuneration Management Measures for Central SOE Senior Management and related approvals by the SASAC. Other senior management personnel’s remuneration follows the rules of Sinopec Senior Management Remuneration Management Method. The Company sets key performance indicators (KPI) as the performance benchmark to determine annual performance bonus to senior management personnel. All performance data is collected from the Management Information System to ensure the fairness and transparency of the appraisal procedure.

In Sinopec, the remuneration system for ordinary employees is based upon their working posts. The Company promotes internal income distribution system reform to build a competitive and market-oriented remuneration system that combines individual income with performance, short-term incentive with long-term incentive, incentive and restraint. The Company puts people first by caring about   employees’ immediate interests and steadily improve employees’ income base on market price.

Sinopec strictly carries out national policy and establishes basic pension, health, unemployment, work injury, and maternity insurance as well as the house funding system in accordance with the law. All fees are paid in time accordingly. The Company has built an enterprise annuity plan for all employees since 2009, aimed at a multiple-level pension insurance system for better mid-to-long term incentive and restraint.