Negotiations Update #16 from Chris DellaFranco – Sept. 11, 2026
Update on negotiations: pay-for-knowledge job progression models
Key Takeaways:
- We are proposing several pay-for-knowledge job progression models like those used at other bp refineries and within the refining industry.
- bp uses pay-for-knowledge progressions elsewhere within our refining portfolio, and these have proven successful in ensuring a highly trained and skilled workforce.
- For new hires and those transferring between job classifications, pay-for-knowledge progressions provide an opportunity for employees to advance to top rates of pay more quickly.
- The pay-for-knowledge and skills progression model we are asking is not new, novel, or unique. We use pay-for-knowledge progressions elsewhere within our refining portfolio, and it is common throughout the refining industry.
- We want to reach a ratified collective bargaining agreement, and we are ready to meet in any form – informal discussions, formal negotiations, or with the government mediator assigned to us.
"For us, competitiveness means investing in our people and making sure Whiting has the trained and qualified workforce it needs to operate safely, reliably, and successfully for the long term."
Chris DellaFranco, bp Whiting refinery manager
Transcription
Hello, Chris DellaFranco here, the bp Whiting refinery manager. Over the next series of videos, I will walk you through several elements of our contract proposals. What we are proposing, why we are proposing it, and what it could mean for you and your family.
Today I want to focus on a key element of our proposal, which is a significant investment in employee training and upskilling underpinned by updates to our job progression models. In its simplest form, we are proposing several pay for knowledge job progression models like those used at other bp refineries and within the refining industry. These are not new or unproven concepts. It involves our operating and lab technicians learning station qualifications.
For our maintenance crafts, it is based on learning and demonstrating certain curriculum-based competencies. In fact, at Whiting, we've been using a curriculum-based competency model for decades in our integrity inspection department.
So why are we proposing this? For us, competitiveness means investing in our people and making sure Whiting has the trained and qualified workforce it needs to operate safely, reliably, and successfully for the long term.
We use pay-for-knowledge progressions elsewhere within our refining portfolio, and these have proven successful in ensuring a highly trained and skilled workforce. It also ensures we are prepared to quickly assess and safely respond to unanticipated conditions.
I want to reinforce that these are not new, novel, or untested approaches to employee training or job and progression within the refining industry. This is a critical element of our proposal to ensure the long-term success of our employees and the Whiting refinery.
Okay, so what does this mean for you and your family? First and foremost, it is a significant investment in the training and development of every employee, whether you remain in the hourly workforce or choose to pursue a career in supervision or even elsewhere within bp. Lifelong learning and development is a cornerstone at bp.
Second, these investments can help everyone perform their jobs more safely and effectively, which is a significant benefit for the refinery and the entire workforce. This also includes a reduced need for unplanned overtime and drafts that can have a significant impact on work-life balance.
Finally, for new hires and those transferring between job classifications, pay-for-knowledge progressions provide an opportunity for employees to advance to top rates of pay more quickly.
Today in operations, lab, and maintenance it takes five years for an employee to move from entry level to the top rate of pay. Under the proposed pay-for-knowledge models, it is anticipated that most employees could move from entry level to the top rated pay within three years. These investments are important elements to ensure the long-term success of the Whiting refinery.
Now unfortunately, I can't share with you all of the examples on this video of what progression models mean for you. I encourage you, please take the time to visit our website at whitingnegotiations.com for more details. There you can find explainer graphics and charts, I also encourage you to refer back to the wage rate tables that were sent home in May so you can understand how skills tie to your pay in the future.
The pay-for-knowledge and skills progression model we are asking for again is not new, novel, or unique. It is common throughout the entire refining industry. We are staffing our team accordingly to support these plans.
We are ready to welcome you back to the refinery and are excited to begin this next chapter together. The goal is simple more training, more skills, more opportunity, and a safer, more reliable whiting refinery.
We want to reach a ratified collective bargaining agreement, and we are ready to meet in any form. Informal discussions, formal negotiations, or with the government mediator assigned to us.
Thanks for watching, and please go to WhitingNegotiations.com to stay up to date.