(404-1, 404-2) IPIECA: SOC-7 IPIECA: SOC-6 Training and education are fundamental parts of GeoPark’s objective of
guaranteeing staff development and growth as a key part of achieving our strategic goals. In 2020, we held 185 training events and more than 17 non-formal training activities that include: wellness, supply, among others. trained 97% of our employees, accounting for 11,387 hours of training.
Our programs are not just for internal teams, but include families, interns, indirect employees, students from our areas of operations and suppliers, among others. We are committed to continuous, quality and transversal training to promote the development of all those involved in our operations.
Training for all
See Employees Appendix for detail of the GeoPark Team through GRI 404-1
Figures use average staff levels in 2020.
In response to the needs of remote working and adapting to the changes that 2020 demanded of us, we took the opportunity of using virtual formats to transform our Aprendamos con GeoPark training program. The program offers courses taught by our own employees, and thanks to their experience we could stay connected, keep up to date on GeoPark news, and increase our knowledge of the industry and of tools used in daily tasks.
The results of this program help meet our goal of encouraging and supporting employee participation in international meetings and congresses, which helps keep us up to date with latest sector technologies and remain at the forefront of industry best practices.
The program in turn allowed us to stay connected, share with each other and acknowledge the talent of our colleagues. Although these meetings were optional, they were all widely attended.
We continued implementing the Technical Competences Project that strengthens the skills and knowledge of employees in the operational areas. For example, in the Drilling and Workover area, after identifying training plans in 2019 we delivered more than 1,900 hours of technical training in 2020, with an average of 17 hours per person and including everyone in the area.
In the Facilities area, we mapped six processes from the same number of areas, their different profiles and 89 pieces of critical knowledge. We also evaluated the entire population in a leader self-assessment and calibration exercise, to identify the best match between people and required positions. In both areas, this methodology complemented the selection processes.
We are committed to generating spaces for conversation, alignment and strengthening our culture, and we held leadership workshops in which 50 leaders participated.
In 2020 we carried out work climate surveys to know the opinion of our workers and define strategic actions that allow us to continue improving every day. Our Cómo estamos? survey got an 82% response rate from staff, and confirmed a positive view of well-being programs practices, quality of life and internal communications. 93% said they had a positive opinion of GeoPark support and 81% were satisfied with leaders’ management.
The survey got almost 400 responses and more than 1,900 comments, which were valuable in identifying the issues that have most impact on the team’s work-life balance, their level of satisfaction with working conditions, and expectations regarding remote work.
In 2020 GeoPark completed the acquisition of British company Amerisur. Thanks to the management of the integration strategy and of the teams and leaders, we closed the year ensuring the continuity of the operation, the promotion of an efficient organizational structure and the integration of new employees into the GeoPark culture.
of the Amerisur team participated in the GeoPark Induction Program in 2020.