Month: May 2024

CONTINUOUS PERFORMANCE IMPROVEMENT

Our continuous performance improvement strategy is grounded in healthy discussions between an employee and their manager. We expect managers to engage with employees and advocate for the growth and development of their direct reports. We see this development as a partnership that begins with setting meaningful annual goals.

Salaried employees set annual goals in performance, developmental, and personal categories. Employees also track progress towards six key competency areas which reinforce our belief that it’s not enough to just accomplish your goals, but it’s how you accomplish those goals that matters. Managers provide formal feedback at least once a year to employees regarding their performance and progress towards their goals.

Employee performance is further calibrated across operating divisions and is finally reviewed by the executive team to ensure that performance measures were evaluated equitably across the organization. This annual process provides a framework from which managers and employees can collaborate to ensure that employees remain on a meaningful growth trajectory aligned with the needs of the organization.

EMPLOYEE DEVELOPMENT

Because we know our employee population is eager to continue to develop and grow their talents, we offer a wide array of training opportunities for employees to become more proficient in their current roles and grow their careers in preparation for larger, more advanced or developmental roles throughout the Company. Training is offered through a variety of mediums including classroom, in-house, or on-line to accommodate the diverse personal and professional needs of our employees as they move through their careers. Individual development is heavily supported through formal and informal on-the-job programs including paid apprenticeships and cross training. Employees are also encouraged to participate in a variety of cross-functional learning opportunities including safety audits, environmental audits, or capital installation projects. We believe there is no substitute for these diverse on-the-job learning opportunities and their ability to drive team member engagement.

We also recognize that not every employee is on the same development path and, therefore, we provide financial assistance through our tuition reimbursement program to employees whose career development path may require more formal continuing education. We may also cover travel related expenses to help employees attend training that may not otherwise be hosted in our rural communities.

As part of our commitment to developing talent, we participate in leadership training programs to build bench strength at the supervisor and management level. The leadership training brings together mill, timberlands, real estate, and corporate employees who have been newly hired or promoted and those individuals who are essential to developing future leaders. The multiday training modules include workshops on a wide range of issues such as leadership, conflict resolution, supervisory skills, and coaching tactics, and build a greater understanding of all the businesses within the Company. Employee engagement following the training has been very positive with employees feeling that interaction with executive leaders and peers strengthened their leadership network and that the skills they developed are directly applicable to the workplace challenges they face every day.

SUCCESSION PLANNING

Succession planning is critical to ensuring that we have the right people in the right position at the right time. We conduct annual succession planning meetings across the organization, starting with our local operations and rolling up to our division and corporate levels, including our executive team. This robust calibration process ensures that we review all employees and their potential to move or develop within the organization. Individuals who have demonstrated a desire and ability to move to new leadership roles collaborate with their managers to document meaningful development plans designed to ensure that their development remains on track.

FORWARD-LOOKING STATEMENTS

This release contains certain forward-looking statements within the meaning of the federal securities laws.  Words such as “annual,” “at least once a year,” “campaign,” “can,” “commitment,” “continuous,” “designed,” “ensure,” “expect,” “every day,” “goals,” “may,” “objectives,” “opportunities,” “plan,” “potential,” “progress,” “project,” “trajectory,” and similar expressions are intended to identify such forward-looking statements.  These statements reflect management’s views of future events based on assumptions and are therefore subject to known and unknown risks, uncertainties, and other factors, and are not guarantees of future conduct, results, or policies.  Please view the Cautionary Statement Regarding Forward-Looking Information on page 134 of PotlatchDeltic’s 2022 ESG Report.

The National Private Trucking Council presented Marathon Petroleum with its Silver and Bronze Seal Awards for safety at the annual Education Management Conference.15 fleets from Marathon Petroleum received the safety awards based on their 2023 vehicle accident performance.Marathon Petroleum is focused on safety on the roads and credits Smith Systems training, a fatigue policy and in-cab safety features for the year-over-year safety improvements.

The National Private Trucking Council (NPTC) awarded 15 fleets from Marathon Petroleum with safety awards based on their 2023 vehicle accident performance. Marathon Petroleum was recognized for its safety record at the NPTC Annual Education Management Conference.

“Our drivers spend a large percentage of their time on the road interacting with the public, so driving has continued to be one of our primary safety focus areas,” said Jocko Langlois, Marathon Petroleum’s Trucking & Rail – East Transport Operations Director. “Through the use of program tools like Smith Systems training and fatigue policy, plus additional in-cab safety features such as collision avoidance, blind spot notifications, and an onboard camera system for driving behavior, the employees in these fleets have been successful in reducing the number of vehicle accidents year over year. This is not only positive for our employees and our company but also the communities where we work.”

Silver Seal Award – Certificate of Merit

This certificate is awarded to a company and its employees for an improved safety record in the operations of its private fleet. It is awarded for a terminal that reduced its accident frequency rate by 40% or more, compared to its record of the previous year.

Argo, IllinoisBay City/Flint, MichiganEl Paso, TexasGaryville, LouisianaHammond, IndianaJackson, MichiganLansing, MichiganLeach, KentuckyLexington, KentuckyMason, TexasMidland, PennsylvaniaNorth Muskegon, MichiganRoosevelt, Utah

Bronze Seal Award – Certificate of Progress

This certificate is awarded to a company and its employees for safety progress in the operations of its private fleet. It is awarded for a terminal that reduced its accident frequency rate by 20% to 39% compared with its record of the previous year.

Salt Lake City, UtahTucson, Arizona

In 2023, 13 Marathon Petroleum fleets received NPTC Safety Seal Awards.

Interested in Driving for MPC?

Find career opportunities as a transport driver today.