77
Recognition andAwardsProgram
DolphinEnergy recently unveiled a
newRecognition andAwardsProgram.
that highlights individual and team
performances that positively impact the
missionandoperational objectives. The
initiative is being implementedacross
DolphinEnergy andwas the company’s
response to theHewitt survey, which
indicated that performance recognition
is an areawhere the company could
improve.
Theprogramuses a recognitionmatrix
distributedamong employees and division
heads, to identify individual employees
or teams that are eligible to receive
recognition and/or awards based on the
criteria stipulated. The awards comprise
monetary and nonmonetary rewards,
ranging from300 to 20,000UnitedArab
Emirates dirhams (AED) formonetary
awards, and award certificates and gifts for
nonmonetary awards.
18
16
14
12
10
8
6
4
2
2007
2008
2009
%of TotalWorkforce
WorkforceTurnover
Total Turnover
UnplannedTurnover
Turnover rates and absenteeismare often
considered to beproxymeasures for
employee satisfaction andhealth. Low
turnover rates can also create benefits
to the company in terms of a stable
workforce, lower hiringand training costs,
and higher productivity.
DolphinEnergy’s employee retention
strategy has successfullymaintained a
declining trend of total turnover from 17%
in2007 to 11% in2009. Furthermore, and
despite ahighly competitive energy sector
jobmarket, the company hasmaintained
the unplanned turnover rate at 6% in
2009.Absenteeism rates, after taking
into consideration leave entitlements, are
essentially zero.
Turnover andAbsenteeism
%Turnover byEmployment Level
1
2007
2008
2009
SeniorManagement
30
20
14
MiddleManagement
19
4
13
Staff
12
8
9
ServiceContractors
52
89
53
Secondees
27
76
17
Special Contracts
2
0
400%
3
NA
4
Total
17
13
11
1Calculationused: Turnover Level of (SeniorManagers) =Number of (SeniorManagers) Leaving/ Total Num-
ber of (SeniorManagers) at Year End
2Excluding temporary contracts
3Total workforce valueswere calculatedas year-end values. Turnover figuresweremeasured throughout the
course of the year. Turnover of Sp. Contracts is 4 in2008, HeadCount is 1 due to alternate calculativemethods
for turnover and total workforce. 4/1=4*100=400%.
4Total workforce valueswere calculated as year-end values. Turnover figuresweremeasured throughout
the course of the year. HeadCount of Special Contracts in 2009was 0while turnover was 1due to a special
contractor transferring to direct hire. (1/0)*100=Undefined.
