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Talent Attraction
and Retention


Talent Attraction
and Retention

TOPIC DESCRIPTION

Attracting high-caliber workers, including local talent; providing professional development opportunities; promoting diversity and inclusion; and developing strategies for retaining and engaging employees.

Why Managing It Matters

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Explanation of the material topic and its Boundary

103-1

At EQT, we understand our success depends on our ability to attract and retain unique and committed talent. EQT’s reputation as a responsible steward of our operating communities and as a leader in natural gas drilling technology influences potential and current employees. We are committed to diversity and inclusion, training and growth opportunities and a robust compensation and benefits program.

Management Approach

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The management approach and its components

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To maintain a strong workforce, we leverage diversity and provide professional development and robust benefits to create a positive, productive working environment. Our hiring process is overseen by EQT’s Human Resource function.

Employee Benefits

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Benefits provided to full-time employees that are not provided to temporary or part-time employees

403-6
Promotion of worker health

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403-6

To attract high caliber employees and meet the needs of our diverse workforce, we offer a robust benefits package for all employees. Our benefits package options vary for full-time and part-time employees, as outlined below.

2018 EMPLOYEE BENEFITS

Healthcare Insurance Financial Lifestyle
  • Medical*
  • Dental*
  • Vision*
  • Life insurance (company paid)*
  • Accidental death and disability (company paid)*
  • Short-term disability (company paid)*
  • Long-term disability (company paid)*
  • Business travel accident (company paid)*
  • Optional life insurance – employee, spouse, child*
  • Relocation assistance
  • 401(k) retirement savings with matching company contribution*
  • Employee Stock Purchase Plan*
  • Health Savings Account*
  • Credit union*
  • Severance pay
  • Paid time off
  • Education assistance program
  • 9/80 work schedule – optional
  • Paid leave of absence
  • Extended unpaid leave of absence
  • Employee Assistance Program*
  • Family and medical leave (includes maternity/paternity leave)
  • Adoption benefit
  • Infertility benefit
  • Commuter reimbursement accounts*
  • Wellness programs*
  • Matching gift program – 100% match up to $50,000 per year

*These benefits are not available to part-time employees. Part-time employees scheduled to work for at least 20 hours each week are eligible for all other benefits.

In addition to the formal benefits package, we offer the EQT Take Charge wellness program, sponsored by one of the company's health service providers as well as an Employee Assistance Program (EAP). Take Charge offers personal health coaching, wellness information, health management programs, newsletters and employee educational sessions conducted by medical professionals during work hours. The program is designed to aid employees and their families in managing personal health and wellness issues. In addition, employees are eligible to receive cash incentives from EQT by participating in approved online or telephone-based health coaching programs, smoking cessation programs and pregnancy education.

Complementing Take Charge is our EAP, which offers additional wellness and lifestyle services, including confidential short-term counseling and treatment programs and referrals to providers with expertise in family and relationship counseling, elder care, money management and legal problems. EQT pays in full for up to five in-person counselor visits. Any employee, including those who waive our medical coverage, plus anyone living in their household, can take advantage of the EAP and its additional resources.

At no cost to our employees, we offer annual on-site health screening, which enables employees to ask health-related questions during consultation with a medical professional. We protect our employees’ privacy by ensuring that individual results remain confidential and third-party providers supply only aggregated information for analysis purposes.

Training and Performance Reviews

Enhancing the skills and knowledge of our current workforce through trainings, degree programs and detailed performance reviews provides our employees with the foundation they need to remain successful in their careers with EQT. All new employees complete an orientation session where they learn about EQT’s culture, organization, benefits, leadership competencies, performance expectations and other available resources to help them succeed from day one. Orientation also reinforces our commitment to workplace safety, ethical conduct and environmental stewardship. Following orientation, employees receive additional training as needed to develop the skills necessary to perform their job tasks safely and effectively.

We conduct mandatory and work-specific training and offer optional participation in seminars, workshops and certification programs to ensure that employees are continually prepared for their job tasks. These training opportunities also bolster employee professional development to ensure that core and technical skills remain current. Additionally, we conduct performance reviews for employees at all levels to understand areas in which they can grow.

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Programs for upgrading employee skills and transition assistance programs

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Employees continually work with their managers or supervisors to identify other appropriate training opportunities as they grow their careers with EQT. We provide cross-functional rotational assignments, individual development plans and coaching, and in-house training to serve our employees’ growth. Some employees may seek to expand their formal education, and our Education Assistance Program provides financial assistance to those who enroll in degree programs and satisfy established grade requirements.

As EQT employees near the end of their careers, we also provide training and additional resources to aid them in the transition from active employment. Our independent 401(k) plan administrator offers online courses, one-on-one meetings and telephone advice about retirement options while our EAP offers courses and individual counseling sessions for those retiring or involuntarily terminating from the company. We also help retiring employees navigate the digital health insurance marketplace as they seek to transition their health insurance providers.

Diversity, Inclusion and Employee Resource Groups

At EQT, we believe that employee diversity enhances the recruitment and retention of talented individuals as well as EQT’s overall success and performance. We believe in recruiting the best available talent, including qualified racial and ethnic minorities, women, veterans, disabled persons and LGBTQ candidates. Additionally, every employee has an annual performance objective to reinforce the importance of diversity and to recognize that employee differences bring advantages to the workplace.

Since 2013, company sponsored Employee Resource Groups (ERGs) have provided support to employees with shared characteristics or life experiences. ERGs are voluntary employee groups that advance the interests of their members and those of their common affiliation. They provide additional opportunities for professional development by increasing access to senior management, allowing employees to work in teams other than their own work group and promoting networking. As of December 31, 2018, there were five active ERGs: Multi-Ethnic, Parents, Women in Energy, Developing Professionals and PRIDE.

Evaluating Our Approach

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Evaluation of the management approach

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We review and evaluate our employment and diversity and inclusion programs on a regular basis. During these evaluations, we ensure compliance with applicable laws and regulations and assess whether our programs remain competitive with the external labor market. When reviewing our programs, we consider:

  • Feedback from exit interviews
  • Input from internal Employee Resource Groups (ERGs)
  • Annual employee engagement surveys
  • Turnover rate
  • Internal assessments of diverse representation
  • Internal assessments of compensation and benefit plans
  • Benchmarking peer companies in the natural gas industry

Our management team reviews these evaluations and may adjust existing programs or develop plans to address any areas of concern that arise.

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New employee hires and employee turnover

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new hires*
Gender
Target
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%

69

46

23

 

206

161

45

 

115

80

35

 
201620172018
Male
Female
Region
Target
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%

69

1

55

13

 

206

194

12

 

115

108

7

 
201620172018
Kentucky
Pennsylvania
West Virginia
Age
Target
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%

69

20

34

15

 

206

47

143

16

 

115

36

68

11

 
201620172018
Under 30
30-50
>50
*Numbers may not add to 100% due to rounding; for year-over-year comparability, total new hires is limited to our upstream operations.
turnover*
Gender
Target
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%

147

90

57

 

463

414

49

 
20172018
Male
Female
Region
Target
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%

147

2

88

57

 

463

155

146

1

41

21

92

7

 
20172018
Kentucky
Pennsylvania
Tennesee
Texas
Virginia
West Virginia
Ohio
Age
Target
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%

147

10

68

69

 

463

38

262

163

 
20172018
Under 30
30-50
>50

*For year-over-year comparability, total turnover is limited to our upstream operations.
†The majority of our 2018 turnover was due to the sale of Southern Operations and Texas locations.

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Parental leave

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EQT employees are eligible for maternity/paternity leave. We are pleased to report that our retention rate for employees taking parental leave in 2018 was 98.61%.

PARENTAL LEAVe*

  2017 2018
  Male Female Total Male Female Total
Eligible 1,019 304 1,323 692 271 963
Not eligible 0 1 1 2 0 2
Took parental leave 0 14 14 36 20 56
Returned to work 0 14 14 36 20 56
Return to work rate 100% 100% 100% 100% 100% 100%
Retention after 12 months 0 13 13 35 20 55
Retention rate 100% 93% 96% 97% 100% 99%
*2017 parental leave data does not include former Rice employees; all 2018 data only includes individuals retained as full-time employees after the separation of Equitrans.
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Percentage of employees receiving regular performance and career development reviews

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EMPLOYEES RECEIVING PERFORMANCE REVIEWS*
Target
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%

99.75%

 

100%

 

99.75%

 

100%

 

100%

 

100%

 

100%

 

100%

 

100%

 

100%

 

99%

 

100%

 
Male
 
Female
 
Senior
Management
Supervisors/
Managers
Exempt
Professionals
Non-Exempt
Professionals
2017
2018

*2018 data includes individuals retained as full-time employees after the separation of Equitrans; unable to restate 2017 data to exclude Equitrans employees.

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Diversity of governance bodies and employees

405-1

2018 EMPLOYEE DIVERSITY*
Gender
Target
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%

7

2

5

 

206

45

161

 

360

99

261

 

392

125

267

 
 
Senior
Management
 
Supervisors/
Managers
 
Exempt
Professionals
 
Non-Exempt
Professionals
Female
Male
Age
Target
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%

7

6

1

 

206

4

161

41

 

360

62

240

58

 

392

65

223

104

 
 
Senior
Management
 
Supervisors/
Managers
 
Exempt
Professionals
 
Non-Exempt
Professionals
Under 30
30-50
>50
Other Indicators
Target
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%

7

7

 

206

7

199

 

360

26

334

 

392

25

367

 
 
Senior
Management
 
Supervisors/
Managers
 
Exempt
Professionals
 
Non-Exempt
Professionals
Minority
Non-Minority

*Includes individuals retained as full-time employees after the separation of Equitrans.
Minority population includes: American Indian/Alaska Native, Asian, Black/African American, Hispanic or Latino, or any employee disclosing two or more races.

For more information on the diversity breakdown of our board of directors, see Governance.

EQT uses the mechanisms described above to measure the effectiveness of our attraction and retention programs. Management regularly reviews the data to evaluate the effectiveness of our programs and recommends changes or enhancements to these programs as deemed necessary.

EQT Careers
DEFINITION