Sinopec considers staff as treasure resource for sustainable development. The Company sets maximizing corporate value and promoting staff comprehensive development as the goal, coordinately advance staff development and corporate development. The Company forms growth channels suitable for career development of every staff, cultivating a sound environment that various kinds of talents can stand out and fully display his capability, and realizing efficient development of human resources.

"Staff Code"

Sinopec “Staff Code” was formally conducted from 1 January 2008, some revision were made in 2009 edition. “Staff Code” includes eight parts as follows:

1. President’s Statement, introducing Sinopec general situation and emphasizing importance and necessity of conducting “Staff Code”.
2. About Staff Code, mainly illustrate applicability and binding force of Staff Code, Staff Code and 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 in terms of 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-cutting business etiquette, dress code and language use at workplace.
6. HSE Requirements, demands 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.

Implementation of “Staff Code” is not only demand of building modern corporate system and enterprise culture, but also request of internal control, and reflection of putting people first and taking care of staff. Staff Code plays significant role in regulating staff behaviors, strengthening corporate cohesion, and better realizing the Company’s strategic goals.

Staff Relations

Sinopec carefully puts Labor Law of China, Labor Contract Law of China and other relative laws and regulations into practice. The Company legally concludes, conducts, modifies, discharges and terminates a contract, strictly fulfills obligations clearly written in the contract, adheres to the principle of putting people first, and make endeavor to build a harmonious employment relationship.

The Company signs a formal contract with staff according to the principle of “Equality, Voluntariness and Consultation”. All contract texts are approved or supervised by local labor administration. All texts have full and legal articles about contract term, working content, working hours, rest and vacation, labor protection, working conditions, remuneration and social welfare. Meanwhile, the Company makes contract management system so that labor contract can be strictly conducted.

The Company attaches importance to staff life and makes efforts to research and solve problems with staff concerns. For instance, the Company implements system of paid vacation, improves catering service, working and living environment, and strives for a well working and living condition for the staff. Through various kinds of activities, such as, sports meeting, singing contest and photography competition, the labor union motivates staff’s collectivism awareness and team-work spirit, cultivates a relaxed and happy environment for public activities. Therefore, both staff health and corporate cohesion are strengthened and improved.

Staff Training

Sinopec advocates concepts that education and training are high-rewarding investment. Other concepts like great education and great training, serving the corporate strategy and practicing the knowledge, and continuous innovation and quality first. Sinopec adheres to the principle of putting people first and focuses on common development of corporate and staff, incorporating staff training and development into corporate planning and developing training implementation plan. As a result, the Company realized maintenance and appreciation of state-owned assets as well as human capital.

The Company and subsidiaries annually make training plans at different levels and classifications according to corporate development strategy, position capacity demand and staff career development demand. The Company safeguards staff’s rights of receiving targeted training, such as orientation, business knowledge and skills training, job qualification training and target-specific training. The Company also highlights staff’s career capability training and comprehensive quality. 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 strongly promote staff education and training.

The Company emphasizes on practical and effective training to benefit the employees in various ways of part-time and full-time training, domestic and overseas training, theory learning and practice exercising. Training Institutes of Sinopec proactively advance innovation, optimizing content, and improving means. At the same time, they cooperate and exchange with lots of well-known higher education, research institutes and international enterprises home and abroad so that training channels can be explored and training achievements can be reached. In recent years, training scale and quality are raised year on year.

The Company stresses on building a learning organization, contributes to build a training system with Sinopec characteristics, creates a platform for all staff to receive training and development. Training management system is constantly perfected and basically formed three systems, namely a management system with overall planning and clear division of labor, an operation mechanism with orderly regulation and high efficiency, and an incentive and restriction mechanism integrated selecting, cultivating and appointing, Training backup system is gradually strengthened, network, faculty, textbooks and other basic constructions have meet the training demand. Training expense specialized on staff training is higher then social average level.

Talent Recruitment

Guided by the Scientific Outlook on Development, Sinopec conducts talents recruitment to meet the Company’s development strategy and talent team construction. Adhering to the standard of having both ability and integrity, and general principle of highlighting the major, selecting the best, opening the process, and enhancing the supervision, the Company scientifically selects outstanding graduates from university and the experienced from society, and constantly improves their comprehensive qualities. All these measures provide substantial personnel and intellectual support to build a multinational energy and chemical company with fairly strong international competitiveness.

The Company conducts employment work under the mechanism of general management by the headquarters and organization by needed departments or subsidiaries. The headquarters is mainly in charge of macro-management and coordination on major employment schemes. It is also responsible for working out policies, deciding employment scale, approving employment program, guiding, supervising and evaluating relative work. Basing on the regulations and requests by the headquarters, affiliates should conduct demand analysis, edit demand scheme, and organize employment work according to the approved scheme.

Sinopec cordially welcome excellent talents in different fields, jointly compose a flowery career and life.