Combined_NEO & Training

Substance Abuse Rehabilitatio

• Self-Referral – An employee can come

substance-abuse problem, and be referr
discretion, for evaluation, counseling, an
encourages employees who believe the
take advantage of this employee benefit
likely the success of rehabilitation.

• Company-Referral – In some instanc

discretion to refer an employee whom it
problem for employee assistance.

However, this does not apply to emplo
drug-test. A positive drug-test will resu
employees (and denial of employment

Murphy USA Inc. 1

on Policy cont.

e forward voluntarily to self-identify a
red by the Company, at its sole
nd/or treatment. The Company strongly
ey have a substance-abuse problem, to
t. The earlier the intervention, the more

ces, the Company may use it’s sole
identifies as having a substance-abuse

oyees who have a confirmed positive
ult in termination of employment for
t for job applicants) in all instances.

16

Workplace Environment

Murphy USA desires the b
environment for each

We promote an atmosphere of
which leads to high em

Our door is always open to yo
problems or issues with your Su

Murphy USA Inc. 1

best possible workplace
and every employee.
f positive working conditions,
mployee productivity.
ou. Please discuss potential
upervisor or Human Resources.

17

Employee Conduct

Murphy USA expects each and every
and excellence through exemplifying g
dealing, and abiding by all applicable l

Murphy USA Inc. 1

y employee to display good character
good judgment, principles of fair
laws and regulations.

As a Murphy USA employee you
should always regard the highest
standards of conduct and ethical
principles.

If a situation arises where you
have difficulty determining the
proper course of action, please
consult your Supervisor or Human
Resources for advice or
consultation.

18

Nepotism

• To avoid the possibility of favoritism
Murphy USA refrains from employ
within the same department or in a
or in the situations of employees w
data.

• Murphy USA will not employ any re
President position or above.

Murphy USA Inc. 1

m because of family connections,
ying close relatives of employees
any situation of direct line authority
with access to confidential personal
elative of an individual in a Vice

19

Confidentiality

If you are hired into a
position that requires
confidentiality, then
you will be asked to
sign a confidentiality
agreement.

Murphy USA Inc. 2

20

Smoke Free Workplace

Murphy USA is committed to providin
workplace and promotes the health a
employees.

Smoking is prohibited on Company p

Employees must refrain from smokin
leave company grounds to smoke.

Managers and supervisors are respo
employees are away from their jobs.

Employees who violate Company Po
subject to disciplinary action, up to a

Murphy USA Inc. 2

ng a safe and healthy
and well-being of its

premises.
ng throughout the workday, or

onsible for monitoring the time
.
olicies and Procedures are
and including termination.

21

The Stuff We Forget to Tell You

• You have to dial 8 to make a phone
• There is a button that you need to p

doors after hours at the Peach St. b

Murphy USA Inc. 2

u

e call outside of the office.
push in order to open the front
building.

22

Portal Training Browser Setup

P: Drive

Trusted Sites

Compatibility View Settings

Pop-up Blockers

Murphy Performa

Setting SMART

Murphy USA Inc. 1

ance Management

Business Goals

1

Objectives

• Define Performance Management
• Review Murphy USA’s Performanc
• Identify and define components of
• Define SMART Business Goals

Murphy USA Inc. 2

t
ce Management Philosophy
f 2016 Performance Evaluation

2

What is Performance Managem

• A system that emphasizes the link
at work and the goals and strategi
organization.

• The most important functions of Pe
in improving the performance of th
employee up for success.

Murphy USA Inc. 3

ment?

k between employees’ performance
ies of the departments and
erformance Management are to aid
he employee and setting the

3

Performance Management Phi

• Performance Management is the f
effectiveness by providing a mech
employees to perform to their full p
value to the organization.

Murphy USA Inc. 4

ilosophy

foundation for organizational
hanism to encourage and motivate
potential in a manner that adds

4

Why is Performance Managem

• Gives direction and transparency b
– Inclusive of the corporation’s st
– Inclusive of individual tasks and
employees

• Major components include:
– Encouraging managers and em
and developmental plans
– Encouraging increased product
– Boosting employee morale

Murphy USA Inc. 5

ment Important?

by providing a path:
trategy
d responsibilities required from

mployees to work together on goal
tivity

5

Murphy Performance Managem

• MPM is the online performance ev
records employee performance an
performance evaluation process.

• MPM provides:
– Access to set and track busines
– Performance feedback: self and
performance

• MPM increases:
– Accountability
– Effectiveness
– Communication

Murphy USA Inc. 6

ment (MPM)

valuation process that formally
nd promotes participation in the

ss goals
d manager evaluation of

6

2016 Performance Review: Ev

• Principles: The values that shape the

Integrity Respect C

• Core Competencies: The behaviors a
strive to get better at

Focuses on the Customer Communic
Collaborates with Others Continuous

• SMART Business Goals: The deliver

At Murphy USA, “how” we do things
successfully achieve our goals, we m

Core Competencies. By doing this
character in the M

Murphy USA Inc. 7

valuation Components

e character of our company

Citizenship Spirit

all employees should demonstrate and

cates Effectively
sly Improves Delivers Results

rables we commit to and achieve

is as important as “what” we do. To
must all practice our Principles and
s, we build both competence and
Murphy USA team.

7

SMART Business Goals

• Structured, employee business go
outcomes

• Align employee’s work goals to bu
• Include corporate goals, departme
• The SMART acronym is a descript

– Specific, Measurable, Attainable, R

Corporate SMA
Goals Busin

Goa

Depar
Goa

Murphy USA Inc. 8