PEOPLE
Diversity and culture
- Ventura Offshore values diversity within its team, creating an environment where every individual —regardless of origin, gender, age, sexual orientation, or any other characteristic — is respected and has equal growth and development opportunities. We believe that diverse and inclusive teams are more creative and effective, which directly impacts the innovation we bring to the oil and gas industry. We foster a culture of equity, ensuring that everyone has the same opportunities to contribute and grow within the company.
POLICIES
Our Culture
The culture of Ventura Offshore is the foundation that sustains our commitment to excellence, guiding every action, decision, and interaction. Our essence is reflected in high safety, sustainability, integrity, excellence, and diversitystandards — principles that drive us to be leaders in the oil and gas sector while respecting people and the environment.
We are a company in constant evolution, always seeking innovative solutions that not only meet market needs but also promote a sustainable future. We believe that true success is not measured solely by financial results but by how we build and strengthen our team. At Ventura Offshore, teamwork, collaboration, and mutual respect are the pillars that support our achievements.
Our culture is deeply human-centered, focusing on behaviors that cultivate trust, empowerment, and respect. We value the strength of people and believe that their diversity and talent make it possible to achieve our goals. Each collaborator plays an essential role in our mission to overcome challenges and transform the oil and gas sector.
Ventura Offshore is more than a company, it is a community of professionals united by the passion for innovation, learning and growing together, always with a keen focus on sustainability, ethics and well- being of all. Our culture is the expression of our determination to make a difference responsibly and fully committed to the future.
PEOPLE
Recruitment and Selection
Our recruitment and selection process is based on the competency methodology, ,focusing on identifying and valuing the skills and experiences that truly make a difference in job performance within our organization. This model aims to provide a deep analysis of candidates' qualifications, going beyond traditional interviews and assessments to ensure a fair and effective selection process.
Core Principles of the Process:
All the process stages are conducted with complete clarity, using well-defined criteria that prioritize the technical and behavioral competencies essential for the position.
We value diversity and strive to provide equal opportunities to all candidates, including underrepresented groups. Our company is committed to creating an inclusive environment, where differences are respected and celebrated, contributing to the strengthening of a more innovative and diverse team.
The evaluations are based exclusively on the competencies required for the position, eliminating any form of prejudice or discrimination. We do not make a distinction based on gender, ethnicity, age, disability, or any other personal characteristic, ensuring that all candidates have equal access to opportunities.
All candidates' personal data is handled with the utmost responsibility, following the guidelines of the the General Data Protection Law (LGPD).The use of information is strictly required for analyzing the competencies and conducting the selection process, ensuring data privacy and security.
The competency-based recruitment and selection is not only a short-term choice, but a commitment to the continuous development of our collaborators. Our goal is to identify talents who, in addition to meeting immediate demands, contribute to the organization’s sustainable growth and innovation.
Performance Evaluation
The competency-based evaluation is an essential tool for promoting professional development, aligning expectations and strengthening the organizational culture. Our process is structured into five key stages: self-evaluation, manager evaluation, calibration and feedback, Individual Development Plan preparation and one-on-one (1:1) meetings.
This process contributes to the continuous improvement of the collaborators and the organization as a whole, fostering greater engagement, productivity and alignment with corporate values. Through a structured and transparent evaluation, we strengthen a high performance and continuous development culture. The Individual Development Plan preparation and one-on-one (1:1) meetings ensure an effective follow-up, driving professional growth and the company's success.
The self-evaluation allows collaborators to reflect on their own performance and identify their strengths and improvement opportunities. This stage encourages self-awareness and career ownership, providing a clear perspective on their contributions and areas of development.
In this stage, the manager analyzes the employee’s performance based on concrete evidence, considering the competencies required for the position and the organization’s objectives. This evaluation aims to ensure a thorough approach, aligned with the company’s strategy.
The calibration phase is essential to ensure fairness and consistency in the evaluation of all employees. At this stage, managers meet to discuss the evaluations performed, adjusting any discrepancies and ensuring that criteria are applied fairly and uniformly.
Feedback is a key moment for collaborator development. The manager constructively shares evaluation results, highlighting achievements, identifying areas for improvement, and setting development plans. This transparent dialogue strengthens motivation and professional growth.
Based on the evaluation and feedback, the Individual Development Plan (IDP) is prepared. This document outlines concrete actions for enhancing the collaborator’s competencies, including training, mentoring, and development goals. The IDP (PDI) is an essential tool to ensure continuous growth and career progression.
The 1:1 meetings are regular sessions between manager and collaborator to track the progress of the Individual Development Plan, discuss challenges, and provide support. These sessions strengthen the relationship between leadership and team, fostering an environment of trust and continuous development.
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