GeoPark believes that people are the key to its long-term growth, and we have succeeded in attracting and forming one of the best operational and professional sector teams in the region, with a variety and depth of experience and knowledge that exceeds most companies of our size. We seek to create a fair work environment, without discrimination and with conditions and opportunities to promote the growth of all our employees. We offer fair and equitable pay, with the best benefits for employees and their families and a shareholding plan that gives all employees the possibility of being part of the Company’s success.
Total number of employees
|Operation||Total number of direct employees||Percentage of total employees|
Hiring rate by gender
|W.: Woman | M.: Men|
|Country||N° new hires 2019||N° new hires 2019||N° new hires 2019||N° new hires 2018||N° new hires 2018||N° new hires 2018||N° new hires 2017||N° new hires 2017||N° new hires 2017||Hiring rate|
|Colombia||21||12||33||12||5||17||21||19||40||16.30 %||9.55 %||22.22 %|
|Argentina||9||3||12||35||11||46||10||7||17||9.16 %||32.86 %||18.28 %|
|Chile||0||0||0||1||1||2||0||1||1||0,00 %||2.00 %||0.98 %|
|Peru||0||0||0||3||2||5||8||3||11||0.00 %||17.86 %||57.89 %|
|Brazil||1||0||1||0||0||0||1||1||2||7.69 %||0.00 %||16,67 %|
|Total||31||17||48||51||19||70||40||31||71||10.9 %||15.28 %|
Profile of our employees
Within our staff, 68% of employees have university degrees in different areas, and 32% have the opportunity to study for a university degree through the support that GeoPark offers in professionalization processes. 27% of our staff have a technical focus, represented mainly by geologists, geophysicists and engineers.
Total turnover rate
|W.: Woman | M.: Men|
|Country||Total exits 2019||Total exits 2019||Total exits 2019||Total exits 2018||Total exits 2018||Total exits 2018||Total exits 2017||Total exits 2017||Total exits 2017||Turnover rate||Turnover rate||Turnover rate|
|Colombia||10||5||15||10||5||15||3||3||6||7.70 %||8.43 %||3.33 %|
|Argentina||12||6||18||1||4||5||4||3||7||13.30 %||3.57 %||7.53 %|
|Chile||19||6||25||3||1||4||3||0||3||28.10 %||4.00 %||2.94 %|
|Peru||10||5||15||2||0||2||2||0||2||57.70 %||7.14 %||10.53 %|
|Brazil||0||0||0||0||0||0||0||1||1||0.00 %||0.00 %||8.33 %|
|Total||51||22||73||16||10||26||12||7||19||16.62 %||4.68 %||5.68 %|
The increase in our turnover rate was mainly due to our strategic restructuring process in 2019, which focused on optimizing resources within the Company, enabling a more efficient management, establishing synergies and enhancing the strengths and competencies of our internal team.
Voluntary turnover rate
|Country||Total voluntary exits||Total voluntary exits||Total staff||Total staff||Voluntary turnover rate||Voluntary turnover rate|
|Total||6||4||5||439||458||406||1.30 %||0.87 %||1.23 %|
At GeoPark, we have collective agreements in Chile (30 employees) and Argentina (2 employees). We hold regular meetings with union representatives to learn about workers’ concerns, needs and doubts, and jointly define the most appropriate and beneficial decisions for both parties. In Colombia and Peru, the right to join unions is voluntary and we have no employees who have expressed interest. In Brazil, the potential unionization of the oil industry is under analysis due to recent changes in the Labor Law.
Integration of the Amerisur team
In 2019, GeoPark began evaluating the acquisition of the British operator Amerisur Resources PLC. To plan the effective integration of the teams and ensure that value was captured from the acquisition, leaders from various areas of the Company created an Integration Management Office (IMO). In late 2019 this multidisciplinary team met weekly to devise and implement plans that would ensure the continuity of the operation, promote an efficient organizational structure, and guarantee the integration of new employees into the GeoPark culture.