1. energy to grow

2. new day
BP, Amoco, ARCO and Castrol have all come together under a new mark, named for the ancient Greek sun god – Helios
It is the new symbol for the new BP, and its interlocking parts represent the diversity of our people, products and services
We are, quite simply, an energy company – the second largest in the world

3. going beyond
Means serving millions of customers with energy – fuel for transport,energy for heat and light, solar power, and petrochemicals for plastics, fabrics and fibres
Means 100,000 people in 100 countries joining together to build a new brand of progress
Means developing automobile fuels that reduce pollution

4. energy from 6 continents
We have the financial resources to operate on a global scale and a flexible management structure underpinned by some 140 individual business units
We rank in the top 3 in terms of reserves in the global oil and gas industry
BP is the worlds 3rd largest petrochemicals company based on a highly integrated product portfolio
BP is one of the largest marketers of aviation fuel and major supplier of fuels and lubricants to the global shipping industry, serving 900 ports and 1,400 airports

5. serving our customers
In the United States we are the largest producer of oil and gas based on major assets in the Gulf of Mexico, Texas and Alaska
We are the second largest marketer of gasoline with 17,150 service stations nationwide
The Amoco brand has been rated first in quality throughout its marketing area while the Arco brand is typically the leading gasoline marketer in western US
We own and operate 25,700 miles of pipeline much of which is in the United States

6. trading, supply and logisitcs
Each day we produce more than 1.9 million barrels of crude oil, 5.7 billion cubic feet of natural gas, and refine 2.8 million barrels of crude oil
Each day we sell and trade more than 5 million barrels of refined product
As a result of this position and the group structure we have to trade and transport crude and refined products

7. oil trading international
Add value to BP Oil’s supply, refining and marketing activities
Equity disposal
Manage the groups imbalance
Entrepreneurial trading
Provide risk management services

8. us supply
Purchase and safely deliver the optimum crude slate to BP’s refineries
Provide marketing with cost effective, reliable supply at the terminal
Manage inventory risk throughout the supply system (Crude & Products)
Optimize asset value through trading and logistics
Explore new business opportunities

9. what we do Ship Refinery Pipeline Terminals Rail Exchange Crude Oil
Super
Unleaded
Litre
Diesel
****
Car wash
Ship
Pipeline
Rail
Exchange
Retail
Coaster
Refinery
Commercial
Pipe
Terminals
Aviation
Rail
Road
Marine
Crude Oil
EX RACK
Third party
road
Exchanges

10. refining/marketing regions served
Cherry Point
Mandan
Toledo
Whiting
Salt Lake City
Yorktown
Los Angeles
Marketing i
Refineries
Texas City

11. entry level job descriptions
Products scheduler- To assure that our products reach their intended customers
you’ll work closely with our shipping, refining, marketing and transportation business units
assume responsibility for scheduling pipe and water movements
managing inventory levels to ensure supply availability
reacting to changes in the volatile global oil market

12. entry level job descriptions
Management Information Analyst –To help the management and trading teams manage their exposure
you’ll be responsible for calculating and reporting daily profit and loss
providing an independent check of market valuation
work closely with the trading teams to understand trading strategies and market dynamics

13. typical roles in trading and supply
Trader – physical crude or products
Futures and options executor
Derivatives trader and marketer
Trading analyst
Scheduler – crude and products
Pricing Analyst
Supply Balance coordinator
Refinery Trading coordinator

14. ? DEVELOPMENT FRAMEWORK ? ?
Team Leader of
Business, Technical
or Functional Team
Individual
Contributor
BUL or Functional
Leader at Band D
BUL, Head of
Function VP, EVP ? ? ?
Leadership Enhancement
Assessment & Development
Assessment of
Leadership Potential
Rounded
Professional
Core / Leadership
Competency Framework
Core Competency
Framework
Early ‘Professional
Assessment Centre
‘Experienced’ Early
Development Process
Graduate Early
Development Process
Experienced Hires
University Hires
Recruitment against Graduate, Job Specific, Core & / or Leadership competencies

15. Disciplinary Teamwork
Competency Framework
How they fit together
Creating Innovative
Strategies
Innovation
Providing Context &
Imbuing Passion
Thinking
Wise Decisions
Creating a
Performance Culture
Performance Bias
Drive
Business Awareness
Environmental
Sensitivity
Business Sense
Partnership &
Teamwork
Working Together
Encouraging Multi-
Disciplinary Teamwork
Leading People
Influence
EXECUTIVE
RECRUITMENT
CORE

16. Induction / Orientation
Early Development Activities
Induction / Orientation
Group Integration
0 - 3 Years
Standard Web-based
Framework:
* Central ‘Standards’
* Global / Regional / Local
Business Stream Delivery
2 - 6 Years
Group Integration
Programme (existing)
*Centrally Managed/delivered
*Continue, 6pa
University
Recruits
Months
Standard Web-based
Framework/Guidelines:
*Central Standards / Guidelines
*Regional / Local Business
Stream / Unit Delivery
6 – 24 Months
Group Integration
Programme (new)
*Central designed/managed
*Pilot 2000 (2 in U.K)
* Regional delivery, 2001
Experienced
Recruits

17. employee commitments Know what is expected of them in their job
set annual objectives
set in a business context
Have open and constructive conversations about performance
conduct annual performance appraisals
provide ongoing feedback on performance

18. employee commitments Be fairly treated
advertise all jobs below group leadership level
select for opportunities based on merit
use team selection
prohibit discrimination in workplace

19. employee commitments Be helped to develop capabilities
create development plans
provide training
use job placements to facilitate learning and development
Be listened to and involved in improving teams performance
Conduct upward feedback for team leaders annually

20. employee commitments
Be recognized and competitively rewarded for performance
offer market-based pay and benefits
tie pay to organizational performance with VPP
tie pay to individual performance with spot bonuses, high performer bonuses, and differentiated salary increases

21. going beyond
We believe our company ought to be a force for good in the world
In everything we do we strive to make a positive difference
If your someone who wants to make a difference BP is the place for you
We will be interviewing on campus on 14th November
To learn more visit us at