The sustainable development of Sinopec is supported by the united, dedicated, pragmatic and innovative employees, who are the inexhaustible driving force to forge Sinopec into a "highly responsible and highly respected" corporate citizen. In 2011, Sinopec had 690,000 employees with the turnover rate of 0.91%, while over 5351 fresh graduates joined the Sinopec family.

5.1 Hand in Hand, We Share Rights and Respect

We strictly adhere to international and domestic conventions, laws and regulations, respect and safeguard all human rights recognized by international community, consciously resist the disregard or violation of human rights. Meanwhile, we actively advocate that our partners, suppliers and contractors should be in compliance with relevant regulations.

◎ Equality: Different Eyes, Same World

Sinopec strictly complys with laws and regulations relative to labor and employment, treats different type of employees on an equal footing, standardizes labor and employment management, actively establishes harmonious and stable labor relations. We actively promote and improve collective bargaining mechanism, which covers all staff; based on the principal of "equal, voluntary, and concensus", the company has signed written labor contract with each employee; the company has established "five insurance,one fund" system, of which the insurance rate and contribution rate both reach 100%; the company also continues to improve the enterprise annuity system, which covers all the employees. In 2011, we carried out examination and evaluation for labor and employment management, organized comprehensive self-check of all subsidiaries, and selected some subsidiaries for detailed examination. At the same time, we adjusted the contracted workers' employment format, transfered those best qualified contracted workers to formal employees, established long-term mechanism, and further reinforced the standardized management of different types of employment.

Sinopec female employees are working in different levels and various positions. We strictly stick to the laws and regulations on female employees, safeguard their rights and interests from the source. We establish Women's Committee in different levels of union, pay close attention to the difficulties female employees meet in their work and life, continue to improve their working condition, implement vacation and regular health inspection mechanism during the maternal and lactation period, care the physical and mental health of female employees.

◎ Health: Physical and Mental Pleasure, Feeling Happy to Work

Only if people are healthy, could they have time and resources to pursue happiness and other forms of self-improvement. Physical and mental health of employees is not only basic personal rights and interests, but also the source and foundation of Sinopec's development. For long, we continue to enhance the health and welfare of employees including physical and mental health.

Aiming at enhancing and maintaining employees' good health condition, we always try to reduce the negative effects of working environment to our employees. We control the occupational health hazards from the source through monitoring occupational health hazards at working places, monitoring employees' occupational health, providing labor protection articles, offering occupational health education and training, etc.

We earnestly implemented the medical check-up, employee health archive management, health care and vacation systems. Over 340,000 persons had medical check-ups. 98.8% employees had occupational health check. The supervision rate for occupational hazards maintained at above 92%. There has been no such acute occupational poisoning accident as incurring on more than 3 persons. There were five new occupational disease cases. The morbidity was controlled below 0.002%.

Active and stable mental state is the basic pre-condition for employees to work happily. We not only care about the working efficiency of employees, but care more about their happiness. In 2011, through psychological consultation, establishment of health records, health lectures, guidance materials, etc., we reinforced humane care and psychological counseling so as to achieve the goal of "Active working, Happy life".

◎ Communication: Listening and Understanding, Starting from the Heart

We stick to the protection of employees' democratic rights and interests, make full play of employees' democratic management and supervision, and actively create a fair, democratic, pragematic, harmonious environment. With all the employees joining in the Union, we let employees fully understand the corporate development and participate in the corporate management through employees' representative conference, open business, petition system. In this way, we protect the employees' right to know and right of supervision.

5.2 We Care about Employees' Development

◎ Reinforce Training for Employees, Assist and Promote Their Growth through Practice

Every year, 2.5% of the total wages is spent on employees' training. We constantly improve the training management system with Sinopec's distinguishing feature, make training a indivisible part of employees' whole career, combine the corporate development with employees' growth demand, enrich training content, innovate training mode, devoting unremitted efforts to the growth and development of employees.

"Practice is the best training, work is the best teacher". Sinopec regards on-the-job training as an important way for personnel training, creates a strong "coaching, assisting and guiding" atmosphere during the practice, so as to stimulate healthy growth of all kinds of talents. At the basic level, we extensively carry out on-the-job training, competition of special techniques and vocational skills, establish a broad platform for all kinds of talents to show their talents, exchange techniques and make progress together. As for the training for those young talents, we expand their working platform through the establishement of talents' workshop, technician workshop, technological innovation team, post-doctoral station, and build a solid foundation for training of high-level technological talents through key construction projects, key R&D programs and market expansion.

In 2011, we trained 681,000 person-times in full-time training program and put remote training system into operation with over 600 courses available on-line. Based on the all staff training, we put more focus on key talents training. In 2011, we organized various key talents training for 3248 persons.

◎ Passage to Growth Expanded and Development Benefits Employees

Guided by the modern talents' development theory, we are engaged in changing the "management-oriented promotion" to a diversified personal development featuring "career development". In 2011, based on the two-year pilot test, we fully implemented the establishment of passage to growth for talents, unified and standardized position sequence and development passage within the company. At the same time, we tried the competitive selection of management team and organized open recruitment for 5 senior management positions of the subsidiaries.

We insist on our pursuit to provide employees with stable and competitive salary, which is the base for their survival, gaining respects and self-satisfaction. We stick to the stable growth of salary along with the growth of the company profit, endeavor to improve and establish a just and rational income distribution mechanism. In 2011, we unified the basic salary system within the company, improved the income growth mechanism, and encouraged subsidiaries to adopt various distribution forms, which were favorable to talents in R&D, production, marketing, and key positions.

◎ Scientific Performance Assessment and Effective Motivation

Performance assessment reflects the corporate values. Professional performance assessment system will give positive guidance to employees' behaviors, effective motivation, and improvement of employees' satisfaction. We have set up an assessment system for technical talents focusing on morality, knowledge, competence and performance, and an assessment system for highly skillful operating talents focusing on skill, performance and onsite recognition. The results of the assessment will be taken into consideration for professional title appraisal, professional skill appraisal and talent selection.

In 2011, we did a good job in selection and recommendation of national experts of various kinds, carried out selection and commanding of corporate experts of outstanding contribution and "Min Enze" young technological talents. In the reform of professional title appraisal, we put more weight on the first-line staff. More middle and senior professional titles were granted to first-line employees. We continue to strengthen professional skill appraisal work, improve the evaluation method of highly skilled talents, further perfect the performance assessment mechanism, apply the assessment to all employees focusing on performance and competence, and take performance as an important content for talents evaluation. Therefore, we can make excellent employees feel more recognition, make ordinary employees feel more pressure, make behindhand employees feel more sense of urgency, and stimulate innovation of the talents.

5.3 Soul of Corporate Culture, Care with Action

For decades, our corporate culture has been guiding our staff to realize every core value of the company in their daily work. We have a enterprise mission of "Develop the Enterprise, Contribute to the Country, Reward Our Shareholders, Serve the Society and Benefit Our Staff", a corporate spirit of "Contribute to Chinese Society and Invigorate the Petrochemical Industry", a working style of being "Delicate, Precise, Practical and Innovative", and business principles of "Integrity, Compliance, Cooperation, Win-Win".

◎ Faith in Corporate Culture

Corporate culture is the collection of values and norms that are formed over time and shared by all members of a company. Sinopec has developed its own culture which is firmly recognized by and shared among all the staff. It is this culture that underlies sustainable development and leads the company to excellence.

◎ Unlimited Cares for Employees

Sinopec is always ready to lend a helping hand to employees in need. In 2011, we helped over 180,000 person-times with relief funds over RMB 100 million (including relief supplies). We care for employees' life and their concerns, constantly improve working condition and living standard, and secure their physical and mental health. In addition, we organize singing competitions, painting exhibitions, photography shows and offer networking opportunities to keep up morale and health, and enrich their lives.

◎ Care for the Retirees and Overseas Employees

Retirees have won colleagues' respect and recognition with their integrity, hard work and contributions to the company in the history of Sinopec. We are doing what we can to care for their living and health condition, add comfort and joy to their life, such as visiting them from time to time. By the end of 2011, in Sinopec, the accumulative number of retirees has reached 184,000.

Overseas employees form a key part of Sinopec staff which support the international development strategy of the company. Now, there are more than 1000 overseas employees in our company. We care for their career development, training, health and safety, push forward the "internationalization and localization" of overseas employees. More and more foreign employees have become very important part of Sinopec talents and are playing a more significant role in our international operation.

Conclusion

Company is an orderly mix of people, a way of survival as well as a way of living. People in the company are the most vigorous and precious resource with great potential. They are creators of values and inheritors of noble spirits.

The growth of Sinopec is a great epic created by millions of its employees with their hard toils. Looking back, we share the footprint of the growth; looking forward, we share the glory of success.

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