U.S. Compensation & Benefits

Our approach to pay and benefits is designed to recognize and reward your efforts, to help you take care of yourself, and to help you plan for the future. Learn more about:

Compensation
Health & Welfare Benefits
Retirement & Savings Programs
Work/Life
Recognition

Compensation

When you become a Chevron employee, you can expect to be recognized and competitively rewarded for your performance — not just through your base pay, but through an annual incentive program as well.

Pay — Base pay is competitive with other major employers in the marketplace seeking high-caliber talent. Performance is reviewed annually with merit increases granted as appropriate. Pay for some positions is a fixed hourly rate or may be subject to union contracts with wage rates negotiated at predetermined intervals.
Annual Incentive Program — When the company and your operating unit succeed in meeting predetermined business and financial goals, you’re rewarded with extra cash in addition to your base pay. Target payouts can range from 8 to 20 percent of your base pay.

Health and Welfare Benefits

Your health and well-being are top priorities at Chevron. These plans help protect you and your family.

Medical plans — Medical plans are offered in all locations. Chevron shares the cost of the coverage. All plans cover preventive care, such as routine physical exams, well-child care and immunizations, and provide coverage for prescription drugs. Many plans also include vision coverage.
Dental Plans — Our dental plans cover preventive, basic and major dental care, up to plan limits.
Domestic partner benefits — Same-sex or opposite-sex domestic partners are eligible for benefits, including medical, dental, life and accident insurance and relocation assistance.
Mental Health/Substance Abuse Plan — Access to counselors and treatment facilities if you or your family members have mental health issues or experience substance abuse problems. The company pays for this coverage and you are automatically enrolled.
Employee Assistance and WorkLife Services — Help and counseling to resolve workplace issues and challenges in your personal life. You can also access local programs and resources.
Flexible Spending Account Plan — Set aside before-tax dollars to pay for health care or dependent care expenses.
Insurance — Basic life insurance and accident insurances are offered at no cost. Plus, if you’re eligible, you may purchase a variety of additional insurance including life insurance for you and your family, accident insurance, long-term care insurance and Group Auto and Home Insurance.
Disability benefits — You’ll have both short-term and long-term disability benefits in case you’re injured and are unable to work for an extended period of time.

Retirement and Savings Programs

Here’s how Chevron helps you provide for your financial security both now and in the future:

Retirement Plan — The Retirement Plan provides a defined benefit at retirement or when employment ends and typically vests after five years of service.
401(k) — The Employee Savings Investment Plan provides a convenient way to save for retirement. You’ll receive a company matching contribution of 8 percent when you contribute at least 2 percent of your pay; 4 percent match when you contribute 1 percent of your pay. You contribute before-tax, after-tax or Roth 401(k) dollars to your account and you can choose from a variety of investment options.

Work/Life Programs

Every day, each of us rises to the challenge — to perform, to achieve, to get it all done. Perhaps the greatest challenge is finding ways to manage competing priorities and multiple responsibilities. Chevron’s Work/Life programs are designed to help you and your family manage stress, take care of yourself, and balance your life on and off the job.

Vacation — From two to six weeks of paid vacation each year, depending on length of service with the company. Experienced hires may be eligible for enhanced vacation time.
Holidays — Ten paid holidays are scheduled each year and vary based on location and local custom.
Flexible work schedules — These schedules were designed to help employees balance the demands at work with demands in their personal lives.

Flex time allows you to vary your start and end time as long as you work core business hours.
Job sharing allows two employees to share responsibilities of one full-time job.
A compressed workweek schedule lets you work 40 hours in fewer than five workdays each week. For example, you could work 80 hours in nine days and have a day off every other week.

Leaves of absence — We know that from time to time employees may need to take time away from work that extends beyond the amount that vacation provides. For this reason, there are several kinds of leaves available — both paid and unpaid.
Adoption Reimbursement Program — You can receive up to $5,000 in reimbursement for eligible adoption-related expenses.
Dependent Care Expense Reimbursement for Business Travelers — When you travel for work, you may be able to be reimbursed for reasonable expenses for the care of your child.
Health and fitness — Take advantage of fitness centers at many of our major locations (some of which are open to families) and a variety of health-oriented programs. In locations without health and fitness centers, an employee discount may be offered at local fitness centers.

Recognition

We place great value in your contributions and seek to recognize outstanding performance through a variety of programs.

Recognition and Awards (R&A) Program — Corporate Recognition and Awards (R&A) Program encourages and recognizes superb efforts and achievements by individuals and teams by giving cash and noncash awards ranging from $25 to $6,000.
Chairman’s Awards — Chairman’s Awards recognize exceptional performance that has enabled the company to meet extraordinary challenges. Cash awards range from $7,500 to $15,000.
Service Awards — Employee service milestones are recognized at the first year, the fifth year, and every five years thereafter.

Some benefit plans and policies described here may not apply to hourly employees, or may be subject to collective bargaining and, therefore, may not apply to union-represented employees.