REACH_Test

CLUSTER 2
REACH ENGAGEMENT

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Safety First Ensure that confidential discussions are
not overheard
For this meeting please review the following for your location
Know the location of the nearest AED
Do not take this call, or any (portable defibrillator )
other call, while driving - ever
Know the building name, Have the general emergency phone number
floor number and room number in your mobile phone

Know what the fire alarm sounds like Know your local Shell’s emergency number
+31 70 377 6666
Make sure that you can hear the fire alarm
Does anyone need assistance in an evacuation.
Know locations for fire alarms, extinguishers, (PEEP; Personal Emergency Evacuation Plan)?
emergency exits and muster points
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OPENING REMARKS

JENNIFER ESPEJO-GEROMO

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MIT CLUSTER 2 RESTRICTED
HOUSE

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STAFF MOVEMENTS

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STAFF MOVEMENTS | SEVERANCE TAX COMPLIANCE

STEF MARFE

SPECIALIST

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STAFF MOVEMENTS | SUT COMPLIANCE

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SPECIALIST

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STAFF MOVEMENTS | TAX TOLERANCE ADMIN

JEANIFER QUINTO ED-JOSEF VILLANUEVA JAY MAR NASAYO

SENIOR SPECIALIST SPECIALIST SPECIALIST

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STAFF MOVEMENTS | US LUBES TAX ADMIN

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SPECIALIST

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STAFF MOVEMENTS | CLUSTER 2 OM

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GAME TIME

WWW.KAHOOT.IT

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OPERATIONAL PEOPLE
EXCELLENCE

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OPERATIONAL EXCELLENCE

EMMAN CLARIN

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OPERATIONAL EXCELLENCE

METRICS CONTROLS SOAR LFI

SALES AND USE TAX COMPLIANCE LI#2197 Overpayment of Business and Occupation Tax
(B&O) in the City of Seattle for Equilon Enterprises
SEVERANCE TAX COMPLIANCE
US VALUE LLC covering periods Q2 2012 to Q4 2017
TAX TOLERANCE ADMIN amounting to $3.1 million due to defective
US LUBES TAX ADMIN Business Objects (BO) and Business Intelligence
US INDIRECT TAX AUDIT
(BI) report causing the inclusion of SeaTac Airport
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LI#2005 Overpayment to Tax Authority amounting to $5k
due to incorrect sales tax charged on sales
invoices

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HIGHLIGHTS WI PQS No Change Audit Result

Upstream OneSource Go Live Jim Borja, Neizel Bicol
(Nov 1)
TX SOI Audit $1.5M Refund
Tax Tolerance Admin Team,
SUT Compliance Jim Borja, Jo Llamera

Withholding Tax Migration GSAP SPS Testing
Go Live (Apr 1)
Badette Manlapaz, Edz Galang, GJ Quinto,
Arvin Brucal, Edz Galang, Emman Ghieghie Menao, Neizel Bicol, Anjeaneth
Clarin, Carl Denusta, Krystell Mesa Bigata, Songee Noceda

WCF US Refineries DP Process EGPRF Go Live
Migration Go Live (Jan 1)
Lead: Abeth Copino, SUT
Badette Manlapaz, GJ Quinto, Melvin Compliance
Padohinog, Abby Dela Cruz
Lara Bot V2.0 Go Live
OK Security Deposit Refund
$400K Mark Labordo, Yssa Limson,
Jelly Conejos
Stef Marfe
CA SENA Return Automation
Shell Polymers Pre-
Marketing Close Out Sef Villanueva

Badette Manlapaz

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BEHAVIOUR MOMENTS ITA Backup

PA SENA $0 Bernadette Manlapaz
Assessment Audit Result
SUT 2 TM Backup US Lubes Holiday
US Indirect Tax Audit Team (Christmas Eve & New
US Value Krystell Mesa & Carl
Denusta Year’s Eve) Skeletal
SUT Compliance
Mark Labordo
US Lubes Backlog
Completion US Lubes OIC

US Lubes Tax Admin Songee Noceda

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LOOKING FORWARD

ITA Visit (David Rebeles, Philip Kirkpatrick, Ron Travis
Tax ONE Project (US Lubes)

45-DAY Automation Go Live (US Lubes

LPS Tax Redesign Project Team Visit (Severance Tax Compliance)

Texas HB3232 Go Live (Severance Tax Compliance)

NEXT GEN Journals Go Live

Cluster Team Building (call for volunteers)

Mid-Year Performance Review

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I AM EXCEPTIONAL

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I AM EXCEPTIONAL

SALES AND USE TAX COMPLIANCE

JAY-MAR NASAYAO AR-JHUN BORBOR
JAN & FEB JAN & FEB

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I AM EXCEPTIONAL

SEVERANCE TAX COMPLIANCE

MONIQUE GAIL LUPIG JAMES FONTABLA DAN TENEDERO RESTRICTED
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I AM EXCEPTIONAL

US LUBES TAX ADMIN

ALYSSA LIMSON JELLEY CONEJOS RESTRICTED
JAN FEB

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I AM EXCEPTIONAL

TAX TOLERANCE ADMIN

JEANIFER QUINTO
JAN & FEB

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PEOPLE

JENDEE GEROMO | JO LLAMERA

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PULSE CHECK

WWW.MENTI.COM

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Copyright of Shell International B.V. SPS RESPONSE 26

CI Standard: What Good Looks Like

SPS Results and Focus Areas
Your Feedback and Our Goal
Group Sharing

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WHAT GOOD LOOKS LIKE?

SPS Feedback CI Standard - What good looks like MIT MLA C2
(in business language)
73
STRUCTURED ROBUST DAILY STRATEGY TO 9. Finance's leadership clearly communicates the company's strategy and From Strategy to Plan 73 72
IMPROVEMENT OPERATIONS PLAN goals - Daily work directly linked to business 75
priorities 77 80
18. My team leader has clearly explained how I am expected to 72
contribute to achieving Shell's goals - Linked Metrics - Up, down & across 80 76
value chain 82 78
23. In my team, we all pull in the same direction in order to achieve our 73 83
goals 76 79
78
26. In my team, we have the necessary skills to achieve our goals Daily Delivery of Outcomes 75
29. Shell has effective processes and tools enabling me to carry out my - Visible Performance drives action
job - Rapid response to issues & opportunities 74
37. In my team we openly discuss our mistakes to learn from them 62
- Standard Work at Every Level 72
47. Where I work, decisions get made without undue delay 67
73
48. Where I work, we continuously improve processes for simplicity and Structured Improvement 83 75
speed - Focus on E2E process improvement 83
50. In my team, employees are encouraged to develop new ideas and - Fact based problem solving at every 78
quality improvement activities level
- Right tool for the job
51. My team eliminates unnecessary practices in way of achieving results - Replicate & scale with pace

WORKPLACE CULTURE 10. Finance's leadership sets a good example to follow 72

16. My team leader creates a working culture characterized by trust and Workplace Culture 71
openness - Solve problems without fear of failure 76
17. My team leader provides me with the constructive feedback I need to - Courageous conversations 71
do my job well
- Each employee leads by example (walk
20. My team leader is personally involved in my development the talk) and in particular, leaders lead

33. I am empowered to make the necessary decisions when carrying out from the front 80
my job - Everyone empowered & equipped to do
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their job RESTRICTED 79 27

MIT MLA SPS RESULTS (Focus areas: TQB -5 or more, Shell -4 or more)

SPS Question Category Score BL/BF Shell TQB

4. I always look forward to going to work Employee Engagement 70 -1 0 -5

5. I would like to be working for Shell in the foreseeable future Employee Engagement 76 -4 -4 -8

7. I always make an extra effort in relation to new tasks or when Employee Engagement 82 -4 -4 -3
problems arise 69 -2 0 -6
Organizational
12. I believe that leaders in Finance tell the truth Leadership

15. My team leader motivates my team to exceed expectations Team Leadership 73 H -1 -2 -5

16. My team leader creates a working culture characterized by trust and Team Leadership 71 H -6 -6 -10
openness 75 0 -1 -5
19. My team leader recognizes me when I do a good job Team Leadership 71 H 0 0 -5
20. My team leader is personally involved in my development Team Leadership 66 H 0 -1 -7
Total Rewards and 77 -4 -4 -8
43. My job security 81 -6 -4 -9
Benefits 78 H -4 -4 -8
44. In my team it is safe to speak up Diversity & Inclusion
45. My team is free from harassment and bullying Diversity & Inclusion 74 -1 -1 -6
52. My team leader acts in accordance with our core values of honesty,
integrity and respect for people Responsible Business
53. Finance's leadership acts with integrity in dealings with
society/community Responsible Business

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FOCUS AREASSTRATEGY TO SPS Category MIT MLA C2
PLAN Organizational Leadership
SPS Feedback 73 73
Team Leadership
9. Finance's leadership clearly communicates the company's strategy and goals 77 72
18. My team leader has clearly explained how I am expected to contribute to Collaboration
achieving Shell's goals Total Rewards and Benefits 80 75
23. In my team, we all pull in the same direction in order to achieve our goals Organizational Leadership 66 67
43. My job security 72 74
10. Finance's leadership sets a good example to follow Team Leadership 71 62

16. My team leader creates a working culture characterized by trust and opennessWORKPLACE CULTURETeam Leadership 76 72

17. My team leader provides me with the constructive feedback I need to do my job Team Leadership 71 67
well Your job 80 73
20. My team leader is personally involved in my development
33. I am empowered to make the necessary decisions when carrying out my job Operational Excellence 79 75
49. In my team, there is a healthy focus on outstanding business performance,
results and achievement Organizational Leadership 69 71
12. I believe that leaders in Finance tell the truth Team Leadership 75 70
19. My team leader recognizes me when I do a good job 77 69
44. In my team it is safe to speak up Diversity & Inclusion 81 81
Diversity & Inclusion
45. My team is free from harassment and bullying
52. My team leader acts in accordance with our core values of honesty, integrity and Responsible Business 78 68
respect for people Responsible Business 75
53. Finance's leadership acts with integrity in dealings with society/community 74
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FOCUS AREAS

SPS Feedback SPS Category MIT MLA C2
Motivation (Self) 72 74
3. I feel motivated in my job Motivation (Self) 71 62

EMPLOYEE ENGAGEMENT 4. I always look forward to going to work Dedication (Self) 76 72
(Satisfaction, Motivation, Loyalty) Your Job 71 67
7. I always make an extra effort in relation to new tasks or when problems arise Your Job 80 73
31. My job gives me sufficient challenges 79 75
32. My job makes the best use of my skills Team Leadership 69 71
15. My team leader motivates my team to exceed expectations Motivation (Self) 75 70
5. I would like to be working for Shell in the foreseeable future Total Rewards and Benefits
43. My job security

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YOUR FEEDBACK & OUR GOAL 31

R ecognized RESTRICTED
E mpowered
Accountable
C onnected
Happy

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ROAD TO Recognized  VM Refresh: 5 + 3
Empowered
Accountable (Strategy to plan, responsible business, job security, personal
Connected involvement in development)
Happy
 HR Session: “Inclusive Leadership”
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(Workplace culture, trust and openness, employee engagement)

 D&I Sessions for Leaders and Staff

(Microbehaviors, safe to speak up, harassment and bullying)

 Line Manager Connect: Best Practice Sharing

(1:1, rewards and recognition, motivation)

 Staff Commitment

 Help embed inclusive culture in your team
 Apply learning from D&I sessions
 Timely feedback
 Intervene

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REACH Recognized

Empowered  IAE, SRAs, MIT Awards, High Fives, etc.
 IAE Connect
 HR Session: Inclusive Leadership  REACH Bulletin
 Supervisor Circle
 Leadership Circle supplemented by Accountable

Team Discussions (following  On the Job Learning
REACH)  Cluster cross-team immersion
 Buddy System for Team Leads  Accelerated Learning Program (ALP)

Connected Happy 33

 VM Refresh (5+3)  Cluster Team Building & Year-Ender
 Cluster Engagements  MIT-wide Team Building & Year-Ender
 1:1 Sessions  Game Day
 Skip Engagements  Resilience Sessions
 SPS FGD  D&I Sessions

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GROUP SHARING:

 What does being a REACH employee mean to you?
 Feedback on our Strategies | What do you think of

our initiatives to achieve our goal?
 Your Commitment | What can you do to help support

our goal?

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Copyright of Shell International B.V. CHEERS TO LIFE MILESTONES!

JAN – APR BIRTHDAY CELEBRANTS

Joey Hapa – Jan 6
Kat Magpayo – Jan 4
Abeth Samson – Feb 3

Maj Bigata – Feb 5
Mark Labordo – Mar 11
Songee Noceda – Mar 14

Anj Bigata – Mar 16
Jendee Geromo – Mar 30

Jo Corpuz – Mar 30
Tolits Refuerzo – Apr 3

Bryan Ong – Apr 5
Monique Lupig – Apr 8
Alfred Javier – Apr 22
Yssa Limson – Apr 27

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CHEERS TO LIFE MILESTONES!

SHELL ANNIVERSARIES

11 Years 7 Years 2 Years

Badette Manlapaz Marvin Balahadia Arjhun Borbor
Edz Galang John Anog
8 Years
6 Years Lisa Magsaysay
Jo Corpuz
Arl Rausa She Ramos 1 Year
Jo Llamera Joylene Masanque
James Fontabla Mark Labordo
Yssa Limson
Bryan Ong

Tolits Refuerzo
Jelley Conejos

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Questions and Answers

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CLOSING REMARKS

JIM BORJA

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