1. Motiva Norco 2006 People Survey Results

2. Agenda and Objectives Agenda Review Objectives and Overview5 min. Share Data/Engagement45 min. What’s Next10 min. Objectives/Outcomes Share 2006 Motiva Norco People Survey results/themes Engage in discussion to better understand the opportunity areas Develop Action Plan/Alignment from the feedback collected

3. Three key themes & related survey questions: Demonstrating our core Shell values, Enterprise First and leadership behaviours throughout the business Q19 – Good cooperation across organizational boundaries Q35 – Leaders in my organization tell the truth Q8 – Free to speak my mind without fear of negative consequences Effective leadership and communication of Downstream-One Change, especially decision-making Q6 – When changes are made that affect me, communication is handled well Q26 – The Change process is moving us in the right direction Q4 – I am appropriately involved in decisions that affect my work Q34 – Decisions leaders in my org. make concerning employees are fair Q22 – Decisions get made without undue delay Clarify concerns related to job security and career development Q10 – Opportunity to improve my skills in this organization Q9 – Access to good career progression opportunities Q16 – Rate the organization in providing job security

4. Theme 1: Support Shell Group themes around Core Values, Enterprise First and LAT behavior

5. Theme 2: Effective leadership of DS-One Change, especially communications and decision-making

6. Theme 3: Clarify concerns related to job security and career development

7. Norco Focus: Accountability Where I work, people are accountable for delivering what they have promised  45% favorability vs. 68% for the Shell Group and 67% for Downstream What does all of this mean…? Results indicate that employees:  Don't feel particularly good about core values, company leadership, communications, decision-making, etc  And, don't see an organization that is very good about being accountable  But, they feel relatively good about their job security One interpretation could be that… So, what possible motive would I have to behave/perform any differently than I have been. I don't respect management, don't think I have to worry about being held accountable, and my job security is sound. *How would you interpret the results? *What does an accountable organization look like?

8. Next Steps… Analysis of Feedback………………………Mid-March Develop Action Plan……………………….by March 31 Communicate Action Plan/Metrics………...by March 31 Plant Communication………………………align with BIR

9. Backup Slides

10. 2004 People Survey Themes/Actions The following themes/actions were targeted after the 2004 People Survey Pride in Shell/Motiva Norco Excellence Plan Trust in Leadership RLT/RMT alignment on values and behaviors First line leadership development through BUILD First line leadership selection/development process NEP – Delivering on the plan Improve Change Processes Quality Systems and Processes Organization –Dedicated position to Norco Excellence Plan Plan Do Check Act loop; Scorecards PAUSE Training/Coaching on managing change Accountability Leadership Traits, Values, and Behaviors Tools and Application –Performance Commitments –Recognition –Positive Discipline Program –CTL leadership Development – BUILD

11. Norco LAT Target Improvement Area Comparison