Rotation Associate Engineer

Energy Transfer, recognized by Forbes as one of America's best large employers, is dedicated to responsibly and safely delivering America's energy. We are driven to inspire our employees to create superior value for our customers, our investors, a sustainable future and giving back to the community where we have long-standing commitments to causes including MD Anderson Children's Cancer Hospital, The Salvation Army, American Heart Association, Ronald McDonald House and many more.

We value all of our employees who make our growth and success possible. We are proud to offer industry leading compensation, comprehensive benefits, 401(k) match with additional profit sharing, PTO and abundant career opportunities.

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Purpose

The purpose of this Program is to outline a framework for the creation and maintenance of processes and steps to develop early career engineers. The Program will involve three primary stages with the first being internships, the second being post-graduation internal placement, and finally, rotational assignments. The internship discussion will detail the budgeting process, recruiting, and curriculum of the program. For post-graduation placement, the discussion will discuss budgeting and selection of candidates. Lastly, a summary of the rotational assignment plan will be discussed including candidate selection, rotations, and off ramping to permanent assignments.

Rotational Assignments

At this point in the process, selections have been made and budgets set for the next cohort cycle of 3-5 engineers. The rotational program will last a maximum of 3 years with the ability to offramp sooner, which will be discussed in more detail later. It is essential that the first year be in an operations role, field-based and working towards more detailed engineering or technical responsibilities. At the Partnership, this could mean working directly in Operations, Operations Engineering, or DTO organizations. During this first year, the engineer will work in at least two different departments balancing the needs of the department with the interests of the engineer.

After the first year, the Associate engineer will rotate to the E&C organization. As shown in the diagram in Appendix B, there are several groups within E&C, so it is incumbent upon HR to work with these department heads to coordinate reporting, location, seating, etc. The ESC will periodically review the progress of each employee as well as decide which department each engineer will progress to. Like the first year, in the second year the engineer will work in at least two different departments.

After completion of the second year, the engineer will complete a 2 month turn in Commercial and an additional 2 month turn in Finance. Once these turns are complete, the employee, in collaboration with the ESC, may have the option to either obtain a full-time position or spend the remainder of the third year in another group of their choosing within E&C or Operations.

At this point, the engineer is still titled as an Associate. Towards the end of the second or third year, depending on their path, they should be applying for internal positions and leveraging relationships developed during the program to secure a role. If no position is found, HR will work with the engineer, ESC, and the department heads to place the engineer.

General Points

At the conclusion of a full three-year rotation, the engineer should be sufficiently ready to be promoted from Associate to Engineer. It should also be noted that during each assignment, they are expected to be a productive employee to their team, and not merely receiving on the job training for their next role. As mentioned previously regarding off-ramping, the engineer may off-ramp from the program after two years and 4 months if a full-time position is found within the company. The Executive Steering Committee will be formed by Charter to fulfill the duties outlined by this program. The ESC will primarily be comprised of the SVPs from E&C and Operations.