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Careers with CPC

Careers with CPC


Lead the development of enterprises by strengthened incentive measures 

CPC aims to fully develop the potential of every one of its current (as of the end of December 2020) 16,123 employees through long-term training and career guidance, while at the same time making both incentives and standard benefits more attractive. Managerial talent is selectively assessed with the aim of ensuring continuity in both corporate development and leadership through participation by talented people of outstanding ability.

In terms of human resource utilization, CPC has recently engaged in organizational and process reengineering as well as formulating and carrying out a policy whereby selected employees are rotated through different jobs, units and departments in order to use its human capital effectively. It has also actively recruited a cohort of young professionals to both inject new blood and to provide a smooth transfer of technical and operational knowledge, as well as commercial and competitive skills in order to increase competitiveness of its employees and prepare for a wave of retirements.

In addition to using professional qualifications and personal traits as the basis for the selection of entrants to its supervisors, CPC provides management and leadership development training to help its employees achieve their full potential and contribute to accomplishing corporate growth objectives. At the same time, the company is strengthening its on-the-job training programs at all levels, and has integrated pre-existing training systems into the establishment of the CPC Corporate University (CPCCU). This system offers beginner, intermediate and advanced level courses in exploration, refining, marketing and engineering areas - the four key areas comprising CPC’s core competencies. CPC has systematically enhanced employees’ specific professional expertise through experiences passed by senior employees which has helped them develop a broader range of skills for optimization of workforce utilization. The company also encourages its employees to take national skill-qualification examinations and helps them obtain professionally-required certification in industrial safety, environmental protection and other relevant disciplines. In the context of its corporate transformation process, the company is also strengthening its secondary-skill training programs. Beyond this, employees are selectively sent abroad for higher education, research assignments and internships, as well as to participate in conferences and seminars on a range of topics.

Experience inheritance and professional talent cultivation

In recent years, CPC has cultivated new employees with comprehensive guidance and training. On-the-job training is now combined with formal skills development courses; and senior employees are designated as mentors to help new colleagues adapt to their workplace and responsibilities. These new employees are typically rotated each year to allow them to gain experience in a wide range of jobs and develop their talent at every level. Seniority requirements in consideration for promotion have been shortened for outstanding managers, lowering the age distribution in the upper management echelons and thus helping to motivate those with ambitions. Each department reviews its professional-skill shortfalls at the beginning of the year and formulates a corresponding training plan in which outstanding personnel are recruited as instructors and tasked with passing on their operational knowledge and experience. Some departments also make arrangements for on-site or expatriate experience for their younger employees, lasting from several weeks up to a year depending on departmental needs. Online learning is also provided and training courses are digitized and uploaded to CPC’s e-learning center and knowledge archives, allowing the knowledge and expertise of senior and former employees accumulated over many decades to be preserved and passed on. With digital learning, new employees can gain the professional knowledge and workplace information they need anytime, anywhere without ever having to step into a classroom.

CPC Training Center located in Chiayi not only serves as an incubator for internal talent, but also tasked with building a talent pool for fulfilling the government’s New Southbound Policy - by providing talent with relative background in field of engineering, investment, trading and management, etc. It also assists other domestic companies in the pre-employment training and on-the-job training of new southbound policy talents, aiming to making the greatest contribution to the cultivation of energy and petrochemical talents for our country.

Welfare system and entertainment facilities for worry-free work and happy life

In terms of employee incentives and benefits, the policy of CPC is to award an annual bonus on the basis of overall corporate performance as well as the scale of contribution and performance of the job of the individual employee. All employees are covered by national health insurance, civil servant insurance, labor insurance, group life insurance and accident insurance. Consolation and compassionate payments are made in cases of job-related injuries, disability or death; and employee welfare committees organize a variety of welfare and entertainment activities.

CPC also operates clinics, restaurants, libraries, general stores and other welfare amenities for its employees along with sports facilities such as swimming pools, various ball parks and gyms at or near the workplace. There are scholarships for employees’ children; educational loans for dependents attending college and university; medical subsidies for employees and their family members; wedding, funeral and retirement subsidies; and interest-free emergency loans. The company also chips in to support the activities of employee groups dedicated to baseball, bridge, mountain climbing, swimming, painting, film watching and other leisure pursuits in order to provide physical and mental relaxation, boosting their morale and sense of well-being at work.