Personnel Selection and Turnover

Human Capital Management: Attraction, Performance, Development, and Learning

Ecopetrol manages talent through an integrated capital management framework designed to attract, develop, and mobilize critical capabilities required to address emerging business challenges and drive the energy transition. The Company equips leaders and employees with data-driven tools, strategic guidance, and human capital best practices to optimize the employee experience, enable robust decision-making, and foster diverse, future-ready teams.

Talent Attraction and Recruitment

Ecopetrol aligns its workforce with the strategic skills, capabilities, and behaviors required for current operations and long-term business transformation. The recruitment process guarantees objective, data-driven selection alongside a structured, roles-specific onboarding framework aligned with organizational culture. This approach strengthens operational performance and builds diverse teams capable of supporting national development and the energy transition.

Strategic Commitments

Strategic Alignment
Attract and select talent aligned with the Company’s corporate values, ethics, and long-term strategic priorities.

Meritocracy and Equal Opportunity
Ensure transparent, equitable, and merit-based recruitment processes that actively mitigate bias and promote equal opportunity.

Structured Onboarding
Support leaders and teams through a standardized onboarding pathway to ensure effective organizational integration and time-to-productivity.

Candidate Experience

Continuously optimize the candidate and employee value proposition through digital enablement and feedback loops.

Data-Driven Governance:

Leverage advanced workforce analytics and global best practices to enhance recruitment efficiency and decision-making quality.

2025 Recruitment Data

In 2025, Ecopetrol recruited 541 new employees, representing a new hire rate of 5.54% of the total workforce.

Gender Diversity (New Hires)

Women: 36.78% (99 employees)

Men: 63.22% (342 employees)

Age Demographics / Generational Diversity

• 18–29 years: 23.48% (127 employees)
• 30–50 years: 71.90% (389 employees)
• Over 50 years: 4.62% (25 employees)

Geographic Distribution

• Central Region: 51.57% (279 employees)
• Bogotá: 25.69% (139 employees)
• Caribbean Region: 7.76% (42 employees)
• Eastern Andean Region: 7.58% (41 employees)
• Orinoquía Region: 5.91% (32 employees)
• Piedemonte Region: 1.48% (8 employees)

Local Talent Impact

89% of new hires consisted of qualified local workforce, directly contributing to regional economic development, generating shared value, and proactively anticipating national regulatory compliance.

Internal Mobility

56% of open positions were filled through internal talent, achieving the highest internal promotion rate in the last five fiscal years.

Workforce Breakdown by Role Category

• Technical and Professional Roles: 54.34%
• Operational Roles: 41.78%
• Leadership / Management Roles: 3.88%

Recruitment Transparency and Support Channels

Ecopetrol maintains a dedicated, accessible service channel that provides transparent communication throughout the recruitment lifecycle. This channel ensures open access to vacancy information, selection stages, and inquiry resolution, reinforcing stakeholder trust, institutional transparency, and procedural integrity.

Diversity, Equity, and Inclusion (DEI)

Ecopetrol reaffirms its institutional commitment to Diversity and Inclusion through its "Riqueza Humana" (Human Richness) framework: 56.4% of total new hires belonged to defined priority and underrepresented groups (including gender diversity, ethnicities, and professionals with disabilities). This drives a more equitable workforce that reflects the demographic reality of the regions where the Company operates.

Performance Management and Professional Development

Ecopetrol conducts mandatory annual performance evaluations through a Management-by-Objectives (MBO) model covering 100% of eligible employees. This framework aligns daily individual contributions with corporate strategy, drives continuous improvement, and assesses holistic performance across three core pillars:

1. Performance Objectives (Business Deliverables)

2. Development Objectives (Growth and Upskilling)

3. Organizational Behaviors (Cultural Alignment)

The performance lifecycle is structured into three distinct phases—Planning, Mid-year Review, and Year-end Evaluation. It promotes agile, continuous feedback led by direct supervisors under the proprietary Cre-Ser methodology (Understand, Recognize, Empathize), ensuring objective, constructive, and growth-oriented dialogue focused on Individual Development Plans (IDPs).

Leadership Assessment (360° Feedback)

To ensure leadership accountability and quality, Ecopetrol executes a comprehensive 360° evaluation process across all management echelons, integrating performance feedback from supervisors, peers, direct reports, and internal stakeholders. This assessment is conducted biennially (last executed in 2024), and the outcomes directly inform executive succession planning and targeted leadership development tracks.

Strategic Leadership Initiatives

Leadership development is governed as a critical enabler of business strategy, safety culture, and organizational well-being. Key 2025 programs included:

Leadership in Action

Achieved 93% coverage across target leadership levels. Delivered over 200 in-person workshops targeting more than 700 leaders, focusing on strategic management, data-driven decision-making, corporate communication, feedback mechanisms, and emotional intelligence.

Harvard ManageMentor

Completed 438 virtual learning modules (representing 570 training hours), specifically strengthening competencies in executive feedback, professional coaching, and team development.

Connect with Your Leader Essence - First Steps

A specialized leadership onboarding pathway successfully completed by more than 70 newly appointed leaders.

Corporate Learning and Knowledge Management (Uguana University)

The Ecopetrol Corporate University (**Uguana**) builds the strategic, technical, and innovative capabilities required to accelerate the Company's transformation into a diversified, multi-energy corporation. The learning ecosystem is directly mapped to business challenges, prioritizing sustainability and transition-related skills.

Uguana designs curriculum pathways aligned with the **2040 Corporate Strategy**, systematically identifying capability gaps, executing critical training projects, and managing intellectual capital through technical knowledge preservation, best-practice capturing, and cross-functional collaboration.

2025 Quantifiable Learning Outcomes

• Total Training Hours Delivered: Over 480,000 hours
• Average Training Intensity: 50 hours per employee per year
• Energy Transition Upskilling: More than 16,000 hours dedicated strictly to renewable energy, decarbonization, and sustainability programs.

Global Recognition

Uguana Corporate University serves as an international benchmark in corporate education, recognized by the Global Council of Corporate Universities (GlobalCCU) for its measurable impact on organizational sustainability and talent development.

Talent Retention and Strategic Mobility

Ecopetrol mitigates human capital flight risks and ensures long-term business continuity through a robust Employee Value Proposition (EVP) focused on career progression, internal mobility, and critical-role readiness.

Retention and succession planning mechanisms include:

• High-Potential (HiPo) identification and tracking programs.
• Standardized succession planning frameworks for business-critical and executive roles.
• Corporate scholarship and academic sponsorship initiatives that enable advanced upskilling and long-term career growth.

Cross-Cutting Capital Enablers

To maintain systemic consistency, Ecopetrol operates three cross-cutting pillars across all talent practices:

1. Human Diversity: Embeds equity, inclusion, and localized experience principles seamlessly into recruitment, performance, and development structures.

2. Data & Workforce Analytics: Utilizes advanced talent data analytics to drive decisions in recruitment, succession, talent planning, and human capital ROI evaluation.

3. Leader Essence: Institutionalizes a leadership culture rooted in psychological safety, high-quality performance touchpoints, and actionable, continuous feedback.