Activities in the area of employment

Recruitment process management

In 2019, OMV launched a very important strategic project, the aim of which is to facilitate the recruitment of highly qualified employees from the local labor market in Austria for approximately 250 newly created positions in the Human Resources, IT, and Finance departments. The Corporate Strategy 2025 stipulates further growth and internationalization, which is why OMV needs more resources to manage central data collection and processing on a Group-wide scale, under the leadership of the headquarters in Austria. This also allows us to master the increasing digitalization of our business. Austria has a proven track record as home to the OMV Group’s research and innovation center, from which digital technologies are increasingly being developed and rolled out internationally.

In order to ensure consistent quality in the recruitment process, we have introduced an online satisfaction survey, which is conducted quarterly among our business managers participating in the recruiting process.

Succession planning

Effective succession planning contributes to managing business continuity risk by ensuring the preservation of human capital – OMV’s most valuable asset. “Personal Impact x Potential” is an evaluation tool used to provide structural feedback in performance reviews and in succession planning. Managers evaluate their employees on Personal Impact and Potential and identify successors for business-critical positions. Based on this, an employee’s development plan is created to improve the skills needed for his or her future role. We have developed Company-wide career paths that outline the experience and skills required for a position.

We created a global platform for evaluating technical skills and launched a pilot project for this digital tool in Downstream Gas Sales. We plan to extend coverage of the platform to other functions in early 2020.

We are also focusing on building a robust talent pipeline through cooperation with key universities. In addition to offering internships, we operate a sponsored program and long-term partnership with the University of Leoben (Austria’s university for mining, metallurgy, and materials), where eight students from Austria, Romania, Russia, and Libya were accepted into our master’s degree course in petroleum engineering in 2019.

Rewards and performance management

OMV strives for competitive compensation and benefits packages. We continuously monitor market trends and international best practices in order to attract, motivate, and retain the best-qualified talent around the world. Long-term employment relationships are what we strive for. In addition, we encourage salary equality at all career stages, for example, by setting up standardized salaries for entry-level employees which are reviewed each year in line with local market conditions.

OMV strives to maintain a uniform organizational structure that provides clarity and transparency with regard to responsibilities and the hierarchical classification of positions. In 2019, we implemented a project to ensure a fair and objective evaluation of positions that is consistent across all divisions and countries, and revised the system for grading positions. We use a clearly defined methodology that allows us to assess the specific value of the position of each employee for the organization.

At OMV, we aim to optimize employee performance through our Principles-led culture. To unlock an employee’s full potential, we look at what we do and how we do it. Both aspects are important when we set our performance and development goals, review our progress, evaluate our achievements, and ultimately are rewarded and recognized annually. The purpose of our annual review process is to support our employees and managers through structured, systematic planning of performance and personal development within the Company. In 2019, performance and development reviews were conducted with 11,815 employees.

The remuneration of the Executive Board is fully disclosed as part of the OMV Annual Report. (Detailed information is provided in the Consolidated Corporate Governance Report, which is part of the Annual Report 2019. Additional information on compensation and benefits for OMV employees can be found on the OMV website at www.omv.com.)

Recognition program

Employees can give and receive three types of awards as a token of appreciation for their colleagues’ accomplishments:

• The OMV Excellence Award provides recognition for outstanding results and significant impact in connection with strategic projects or business transactions. The Executive Board discusses and selects the best projects and initiatives that have the greatest impact on the success of the Company in a quarterly calibration.
• The Job Excellence Award recognizes employees for exceptional performance that goes beyond the usual job requirements.
• The Principle in Action Award provides instant recognition to an individual for being a role model and living by our Foundation Principles, which reinforces our desired culture of performance and cooperation. This recognition enables all awarded colleagues to make a donation to a social project supported by OMV.

Based on the success of last year’s recognition initiative, in which employees sent each other “thank you” messages, we raised sufficient funds to donate to three selected social initiatives:

1. Yemen: humanitarian assistance in war-torn Yemen
2. Austria: social-pedagogical care center Schwechat
3. Romania: Oilmen’s School in Romania

In 2019, we won the most significant HR Award in Austria and received a silver prize for our “Thx for doing great!” recognition program in the category of “Strategy, Leadership & People Development.” Our recognition program is among the best-practice HR programs, tools, and initiatives recognized for innovation and added value for the business and for employees.

At the Loyalty Ceremony in 2019, we honored the outstanding achievements and loyalty of 139 of our coworkers in the categories 25, 35, 40, 45, and even 50 years of service to OMV.