The basis of personnel management process in TCO is workforce strategic planning for the nearest and mid-term perspective. Huge attention is paid to Kazakh Content in workforce.
TCO hiring process corresponds to best practices and conducted in an exposed manner and transparently. Information on vacancies is placed on company's external website, which provides equal access for all potential candidates. TCO's attention is focused both on talented university graduates and experienced specialists based on company demands.
Candidates selection for TCO vacancies is implemented in several phases, which include tests and interviews with cross-functional team.
By clicking here you can see the list of available vacancies
Kazakhstani employees ratio in 1993
Kazakhstani employees ratio as of today, excluding FGP-WPMP
Kazakhstani employees ratio as of today, including FGP-WPMP
Ratio of Kazakhstani employees on supervisory positions
One of TCO's strategies is investing in people to develop and empower a highly competent workforce that delivers...
One of TCO’s strategies is investing in people to develop and empower a highly competent workforce that delivers results the right way. Our employees have access to various training and development programs that support their professional and career development.
All TCO and contractor workforce must have safety training before to be allowed to work.
One of the fundamental aspects in developing highly qualified personnel is enhancing their leadership skills...
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Coaching is one of the tools for developing people across a wide range of need. It has been known to boost confidence...
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Company has three specialized training programs designed to develop professional skills of the operating personnel...
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Accelerated development of technical universities graduates hired to TCO is done through Horizons Program developed by Chevron.
Mentoring helps employees learn more about the organization, gain support and knowledge, reach their full...
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One of the fundamental aspects in developing highly qualified personnel is enhancing their leadership skills, so it is very important for a company to have key expectations and standards of leadership behavior, which are described in the We Lead Competency Model for all organizational levels. Consistent development of the We Lead leadership competencies is carried out through the Leadership Development Program. It is provided for individual contributors and leaders of all levels including first time supervisors; TCO direct and agency employees. The portfolio of trainings within the program is consistently growing to address specific needs and is complemented by TCO Mentoring Program, eLearning platforms, leadership assessments and specially designed processes like New Leader Assimilation.
Coaching is one of the tools for developing people across a wide range of need. It has been known to boost confidence, improve work performance, empower and encourage individuals to take responsibility, and develop high potential employees. TCO creates coaching culture that unlocks potential, increases employee engagement, reinforces feedback-rich culture and diversity and inclusion by professional coaches, leaders, and peers. TCO provides a suite of coaching services that supports leadership development across all levels of organization over time: 1:1 coaching, group coaching, executive coaching. By providing coaching services our employees learn how it feels to be coached, how to apply the skills they have gained within their teams, how to provide coaching to their teams to foster learning culture and how to drive results to add value to the business.
Company has three specialized training programs designed to develop professional skills of the operating personnel:
Mentoring helps employees learn more about the organization, gain support and knowledge, reach their full potential, and become more productive. Mentoring relationships provide direct opportunities for knowledge sharing, enhancing and tapping into knowledge capital within an organization, and ensuring that valuable organizational knowledge is not lost. The purpose of TCO Mentoring Program is to provide each employee with guidance, tools and resources for establishing and maintaining an effective mentoring relationship. In the program an employee can participate either as a mentor or mentee or both.
Mentoring in the workplace is a great way to make employees ready to face any challenge that comes their way.
TCO employees have the opportunity to work in various divisions of Chevron Corporation for temporary foreign assignments and assignments within Kazakhstan in order to obtain and apply new knowledge and improved skills in TCO after returning.
Australia – 0.03 %
3 employees
USA – 0.23 %
21 employees
Great Britain – 0.37 %
34 employees
Kazakhstan – 99.35 %
9071 employees
Thailand – 0.01 %
1 employees
TCO ensures competitive renumeration to its workforce, which allows attracting, retaining and motivating qualified personnel.Besides that TCO has an extensive social package for personnel.
TCO provides medical insurance coverage to its' employees and their family members. Rotational employees at Tengiz are provided for at TCO's on-site clinics
The goal of the program is to support TCO employees and their children in their efforts to lead an active and healthy lifestyle. Employees have an opportunity to receive well-being allowance for sport activities, children’s rest or other activities to improve their well-being.
Children of TCO employees can attend Miras Kindergarten. The kindergarten curriculum is developed on the newest programs and methods of the Nursultan Nazarbayev Education Fund.
The Program provides financial assistance to the children of employees in getting higher education (Bachelor's degree) at the Republic of Kazakhstan and international universities and colleges.
TCO's hallmark program has been the interest free mortgage loan program offered to employees for many years.
Reaching a jubilee milestone in company service provides an opportunity for the company to recognize an employee's long service and say thanks for their continuous contribution to the company's success.
The status "TCO Pensioner" is given to people who reached retirement age during a period of work in the company as a permanent employee.
Annual individual material aid to TCO pensioners is increased up to 300 Monthly Calculation Index.
Company provides financial assistance for obtaining higher education and professional certification to TCO employees. The aim of the program is to improve knowledge level, professional practical skills and qualities for their further use in performance in the Company.
Vice Minister of Energy of the Republic of Kazakhstan, Alibek Zhamauov, Head of Gas Industry Department, Bakhytzhan Taubaev, and Head of Oil Industry Department, Berik Ermakhanov visited the Tengiz field. During the visit, the delegation got acquainted with the key production facilities of Tengizchevroil (TCO), including Complex Technological Line (KTL), Second Generation Plant (SGP), Third Generation Plant (3GP) and Integrated Operations Control Center (IOCC).
Tengizchevroil (TCO) hosted at its headquarters, a round table discussion organized by the KAZENERGY Association, on regulatory issues in the field of ecology in the oil and gas sector. It was attended by the Vice-Minister of Ecology and Natural Resources of the Republic of Kazakhstan (RoK) Zhomart Aliyev, heads and specialists of the Committee for Environmental Regulation and Control of the Ministry of Ecology and Natural Resources of the Republic of Kazakhstan, as well as representatives of oil and gas producing and oil and gas refining enterprises-members of the Association.
Tengizchevroil (TCO) has announced the results of a strategic tender for materials supply for servicing, maintenance and production operations including and supply of protective equipment. As a result of the tenders, seven long-term contracts were concluded including local companies that participated in last year's round table organized by TCO for potential suppliers.
