At Explorer Pipeline, 91 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 161 employee surveys, with a 90% confidence level and a margin of error of ± 3.48. It was published on Oct 2, 2018. 4405 Visitors

What Employees Say

This is a physically safe place to work.
98%
 
People here are given a lot of responsibility.
96%
 
I'm proud to tell others I work here.
95%
 
Management is competent at running the business.
95%
 
Management is honest and ethical in its business practices.
94%
 

What They Do

We asked Explorer Pipeline to explain what they do. Here is what they had to say.

Explorer Pipeline operates a 1,830-mile common carrier pipeline that transports gasoline, diesel, fuel oil and jet fuel from the Gulf Coast to the Midwest. Through connections with other refined petroleum products pipelines, we serve more than 70 major cities in 16 states.

About this Company

Website: www.expl.com Industry: Transportation
US Headquarters: Tulsa, Oklahoma, 74136 US Sites: 8
Major Locations: Pt. Arthur, Texas, 77640; Houston, Texas, 77049; Arlington, Texas, 76040; Caddo Mills, Texas, 75135; Glenpool, Oklahoma, 74033; Wood River, Illinois, 62048; Hammond, Indiana, 46323 US Employees: 226
US Revenues: $386.3 million Worldwide Revenues: $386.3 million
Corporate Structure: Private Founded: 1967

2018 UW Day of Caring

Perks and Programs

We asked Explorer Pipeline to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Rewards and Recognition: Employees who go above and beyond can receive spot awards from managers and peers worth between $25 and $250. Additionally, employees can receive special awards ranging from $250 to $2,500 for special projects or performance/recognition even well over above and beyond. Service awards/gifts are presented to employees for service beginning at the five year level. Safety awards/gifts are presented to employees as well with a safe work record beginning at the fiver year level.
  • Wellness Program: The Explorer Wellness Program continues to offer initiatives to promote healthy choices in areas including nutrition, physical activity, weight management, stress management, and medical self-care. We offer a number of challenges throughout the year to keep employees engaged and have an online interactive tool. Employees at the Tulsa office have access to a wellness room for relaxation and bi-weekly chair massages and daily fruit/vegetable infused water.
  • Celebrations: Employees enjoy celebrations to commemorate completed projects, promotions, holidays and more. The Explorer team also bonds over frequent barbecues, baseball games and company events. Employees received a birthday gift to celebrate their special day.
  • Flexible Work Arrangements: Employees can request alternative work arrangements using flex time, telecommuting and a compressed work week to better balance work with other obligations.
  • Retirement Awards: Employees retiring from the company receive a retirement gift engraved with the employee's name and years of service as well as a check for $1,000. In addition, employees who provide notice of retirement receive an additional benefit based on the amount of notice (up $5,000 for the highest level of notice).
  • Mentorship Program: Ambassadors are partnered with new employees as part of the onboarding process and are there to help the new hire adjust and transition to their new position with the company. Mentors teach, encourage, advise and listen as part of our succession planning and performance planning programs.
  • Job Shadowing Program: This program is comprised of internal job shadowing to allow for employees to gain experience and knowledge on other roles within the company to gain insight into a particular work area. The second part is student job shadowing. Explorer partners with local high schools to provide students with the opportunity to spend time in the workplace and gain more insight on our industry and how STEM education ties to our industry.
  • Internship Program: Interns at Explorer not only gain industry experience, but are also part of a collaborative, team based environment. Our interns have the opportunity to work directly with the leaders of our company while further developing our business. They are exposed to real projects and challenges, while working with those that are experts in their field.
  • Wellness Program: The Wellness Points Program allows employees to earn up to $300 in Amazon gifts cards when they complete wellness related activities in the areas of maintenance, engagement, good neighbor, physical, emotional, financial, and nutrition. We also offer Real Appeal®, an online weight loss program that's made for real life - available at no additional cost as part of our employee benefits. This simple, step-by-step online program helps employees lose weight by building healthy habits over time.
  • Employee Discount Program: This program provides employees with a large number of discounts on a variety of products and services. Travel, apparel, tickets, auto, electronics, health and wellness, beauty and spa, and many more.

COMPENSATION BY THE NUMBERS

$108,720 Average salary and additional cash compensation for Operations Technician $147,755 Average salary and additional cash compensation for Engineer
6% Match of employee’s 401(k)/403b contribution up to 100% of salary80% Company-paid health coverage for employees
80% Company-paid health coverage for dependents $1,950 Average Tuition Reimbursement
Fun Friday!

WORK-LIFE BALANCE BY THE NUMBERS

20 days Paid time off after one year of full-time employment 10 days Paid sick days after one year of full-time employment
10 Days Paid time off as of first day of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (10% use it)
  • Telecommute option (10% use it)
  • Compressed work weeks (20% use it)
  • Subsidized On- or Off-site Fitness (100% have access)
  • Onsite Amenities (Massages, infused water, wellness and benefits fairs, fitness challenges, wellness events, lunch and learns,)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 50 days Average length of maternity leave new mothers take
60 days Job-protected paternity leave (including FMLA)10 days Average length of paternity leave new fathers take
60 days Job-protected parental leave for adoptive parents (including FMLA)*

FAMILY CARE PROGRAMS

  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

Community and Environmental Impact

24 hours Paid time off to volunteer $300,000 Philanthropic donations in last year
$2,500 Total company-matched employee donations in last year

Diversity

  • Director, Human Resource & Administration oversees diversity and inclusion practices
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • 3 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave

Leadership Diversity

 

Workforce Diversity

 
2018 Red Shirt Friday

DEMOGRAPHICS

 
Fun Night after EMT School

How to Get Hired

We asked Explorer Pipeline for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

We look for attitude first – towards work, people, and safety. We tend to ask more behavioral based questions during the screening process to learn more about their thought processes, decision making, conflict resolution, and communication skills. Then, through discussion, learn more about their work history and why they left previous positions. Because we are so lean, we want to identify people that see the position they are applying for as a career and not their next job move or a stepping stone to get something bigger and better. We want to know why they are interested in Explorer Pipeline and the position they applied for. Through screening questions, we also ask questions to gauge integrity and doing the right thing. We pride ourselves in knowing that the right thing may not always be the fastest or easiest way, but it is something that definitely distinguishes us from other companies.

What can prospective employees do to get your attention?

We love when candidates reach out to us through Social Media channels (i.e., LinkedIn, Facebook, etc.) after they have applied through the proper channels. It shows they have initiative and have had to dig a bit deeper into getting our contact information and attention.  We also like it when we call candidates to schedule a phone interview and they know about the company through their own research. It really shows they have gone the extra mile to learn more about the company and what we do. We especially like when candidates have really good, thought out questions specific to Explorer. Above everything else, we value honesty throughout the interview process (including: reason for leaving past/present positions, dates, interest level, salary requirements).  

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

Due to some upcoming retirements and staffing needs, our focus would be positions in Operations.  It requires quite a lot of planning and training in developing these employees over their first year.

What should interested candidates do to find out more and get started?

Connect with our Senior Recruiter through our social media channels.  Introduce yourself and let her know what area of interest you are looking at.  We may not have an opening in that area, but we do keep track of resumes and circle back with those who stay in touch with us.  We enjoy celebrating and acknowledging our accomplishments and people.  Learn more about our company by visiting our corporte website at www.expl.com and more about our cuture by checking out our company LinkedIn or Facebook pages.   

hiring Outlook

15 Forecasted positions to fill in coming year 35 Average applicants per opening
898 Total job applicants 2% New hires by employee referrals
4% Openings filled by current employees 2% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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