Texas Pacific Land Corporation

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Focusing on Our Employees’ Wellbeing

Health and safety and effectively engaging our workforce will always be a priority for Texas Pacific. Our core values of teamwork and engagement underline our commitment to our employees and broader workforce, and we remain dedicated to supporting their welfare, growth, and continued professional development.

Workforce Health and Safety

Texas Pacific proactively manages the safety and wellbeing of our employees and contractors. Our continued objective is to have a trained, safe workforce that can quickly and meaningfully respond to incidents and emergency situations.

TPL employs an excellent training and engagement program. We expanded our safety training beyond field operations to include all employees. Convergence online training coordinates required trainings, and tracks employee participation and completion. TPL also prioritizes hands-on, in-person trainings for more specialized job certifications. Each position within the Company has been evaluated for specific operational hazards associated with the day-to-day job requirements.

TPL hosts mandatory safety trainings, exercises, and events throughout the year and requires contractors to attend, when appropriate. This allows the workforce to be well-informed, well-trained, committed, and capable of managing potentially dangerous and/or emergency situations. Our robust employee safety training and engagement opportunities include:

  • Monthly Safety Training sessions that cover a set schedule of key safety topics.
  • Safety Alerts to communicate incident details and, where appropriate lessons learned, to all supervisors and employees. Lessons learned and any safety insights are then prioritized in monthly safety trainings.

Texas Pacific has a defined process to track spills, emergencies and incidents, and identify areas for process improvements. TPL's incident reporting process involves thorough documentation that is used to manually document and investigate all incidents. This document specifies the “owner” of an incident, corrective actions needed, and the targeted completion date for necessary measures. TPL’s procedural documentation is accompanied by a formal reporting timeframe to ensure transparency, accountability, and timely responses. This allows us to effectively monitor and accurately report incident data while also supporting internal trending intelligence and process improvements.

TPL’s superior workforce health and safety results are a direct reflection of how we integrate safety into the fibers of our operations and culture. For example, if there is ever an accident or incident that requires an investigation, the interview questions are specifically targeted at finding the root cause, not assigning blame, which is important in cultivating an environment of trust and achieving meaningful solutions.

TPL has an Emergency Action Plan (“EAP”) for every active site and has an established cadence for reviewing and updating EAP documentation. These are updated on a quarterly basis to ensure the incorporation of new assets, processes, technology, and emergency contacts.

In the event of a significant incident, TPL will stop work at our locations, a “Safety Stand Down,” and bring together all leadership, employees, and contractors to discuss key elements of the incident and lessons learned
  • Emergency scenario and response training (annual)
    • Spill and RCRA trainings
      • Checking and monitoring water assets
      • Health and Safety training activities around the safe transportation of liquids
  • Monthly safety training meetings
  • Occupational Safety and Health Administration (“OSHA”)- in house capabilities
  • PEC Safeland Training
  • Powered Equipment Training
  • Job-specific field trainings
  • Specialized certifications
  • Computer-based training and in-person

Human Capital Management

We are dedicated to building a corporate workforce founded on a culture of respect, equality, safety, professionalism and integrity.

A critical element of employee wellbeing is attributed to maintaining a balance between work and personal life. TPL supports a working environment that accommodates this balance. A flexible work environment, including enhanced work-from-home solutions and additional flexible hours, have proven to bring value to our employees’ work-life balance. Employees continue to exhibit dedication and excellence to their roles and responsibilities, and as such, the Company maintains these opportunities today and will do so for the foreseeable future.

TPL has core working hours in which employees need to be present to support colleague engagement, innovation, and productivity. Depending on the role of the employee, TPL supports our workforce joining remotely as long as expected roles and responsibilities are managed.

Wellness also includes providing competitive mental health coverage to ensure our employees have the resources they need to promote their wellbeing. Our medical coverage supports mental health treatment, including wellness programs and access to employee assistance programs.

Compensation and Benefits

At TPL, it is our responsibility to support the physical and mental health of our workforce. To foster the health and wellbeing of our employees and their families, we offer all of our full-time employees access to financial, health and wellness programs, including:

  • A compensation philosophy emphasizing performance goals
  • A 401(k) plan with company match incentives
  • Paid time off for holidays, personal days, and vacations
  • Heavily subsidized full medical insurance coverage for all full-time employees and their families

As part of TPL’s benefit program, the Company provides employees and their families access to our Employee Assistance Program. We also provide short-term and long-term disability insurance, paid and unpaid leaves of absences, and spousal and dependent care programs. These programs are in place to address the variety of circumstances that impact the wellbeing of our employees. Additionally, the Company has a Wellness Room that provides personal space to employees when needed, particularly nursing mothers. We also have a room—stocked with free snacks and beverages—to help employees step away from work, mentally and emotionally detach, and connect with their colleagues.

Employee Engagement, Education, and Professional Growth

To attract and retain talent, we support the professional development of all of our employees with a variety of opportunities for personal growth, including job-specific development training, education support, mentorship programs, and internship opportunities. Some of our notable achievements include

  • In 2023, we successfully initiated the implementation of Udemy as a comprehensive learning platform for all employees, marking a significant first step toward establishing mandatory management training. This initiative not only fulfills our goal of strengthening the employee base through required training but also offers additional resources from employees to voluntarily enhance their skills at their own pace, ensuring continuous professional development in the years ahead.
  • In 2023, 100% of our employees participated in employee performance reviews in which employees and managers cover goals, development opportunities, strengths, and weaknesses;
  • All employees have access to applicable tuition reimbursement and continuing-education classes;
  • TPL provides employment law training for supervisors of all levels;
  • TPL hosts team recognition events, allowing employees to feel connected to leadership -- team members experience a sense of appreciation that builds TPL’s culture, and;
  • TPL prioritizes continued contact and engagement with its employee base, including weekly department meetings that act as a touch point for employees in a remote setting, facilitating support, team integration, and professional engagement.

TPL is committed to the professional development and career advancement of our employees. Employees participate in annual and semi-annual performance reviews. We also require managers to have semi-annual performance reviews and year-end performance reviews with their teams and direct reports. We expect these ongoing conversations to address career aspirations and position employees for success in their current roles as well as their broader careers. All full-time employees participate in these review processes. The yearly review process includes the following steps between managers and employees:

(1) At the start of the year, employees work with their managers to set appropriate goals that are monitored throughout the year.

(2) Mid-year check-in conversations and ongoing discussions are used to review progress and make any adjustments as needed.

(3) At year-end, goals and ongoing key responsibilities are used to evaluate the employee’s performance, which is documented and discussed between the employee and their manager. Year-end performance is used as a key input to our compensation and talent management processes.

Our commitment to professional development helps TPL keep the best talent in-house, reflected by our employee retention and low turnover rates. We also engage in annual Employee Satisfaction Surveys to help TPL management understand how the organization can retain critical talent and continue developing the professional skillsets of our workforce. It also allows the broader employee base to provide feedback and observations to TPL’s leadership team, enhancing our culture and proactively addressing opportunities for improvement.

Diversity in the Workforce

We are committed to enhancing diversity throughout our organization. We continue to assess and explore the Company’s organizational dynamics to cultivate a more inclusive workforce. The Company looks at holistic dimensions of diversity -- such as culture, age, generation, professional and life experience -- and incorporates these considerations into meaningful strategies and a roadmap for the future.

Providing a safe and inclusive working environment for our employees and contractors is a top priority for TPL. Our Code of Business Conduct and Ethics provides the foundation and framework for a business environment where discrimination and harassment of any kind is not tolerated, and all people are treated with dignity and respect.

As stated in our corporate policies, TPL provides equal opportunity for all employees and consultants regardless of race, religion, gender, sexual orientation, age, ethnic or national origin, social origin, disability, family status, or any other protected status and personal characteristics for all aspects of employment, including recruitment and talent attraction, training and professional development opportunities, promotions, and all employee benefits.

We mandate trainings to ensure our workforce remains tolerant and respectful of colleagues and peers. These trainings, which are focused on diversity and inclusion, have been integrated into our internal corporate goals and strategy to create a culture of inclusion and accountability. We are proud to say that we have achieved our goal of implementing diversity and inclusion training in recent years and will continue to do so moving forward. Our diversity and inclusion training programs are implemented by our Director of Human Resources, who reports to our Senior Vice President and General Counsel.

Our Policy on Reporting Concerns facilitates an anonymous option to report a violation, even on the behalf of another colleague—this is done through our Whistleblower Hotline. TPL is legally obligated to investigate any submissions and take immediate, appropriate action. This policy provides the foundation for the Company to maintain a productive and engaged working environment, inspiring confidence in the workforce that TPL remains committed to equality and respect.

Texas Pacific mandates trainings to ensure our workforce remains tolerant and respectful of colleagues and peers. The company requires the annual completion of the following trainings:

  • Anti-Harassment and Anti-Discrimination
  • Diversity and Inclusion
  • Anti-Bribery & Antitrust and Workplace Ethics

Texas Pacific is in compliance with applicable employment codes and guidelines, including ADA, Equal Opportunity Employment, Nondiscrimination, Anti-Harassment and Nonretaliation codes.

Our Policy on Reporting Concerns facilitates an anonymous option to report a violation, even on the behalf of another colleague—this is done through our Whistleblower Hotline. TPL is legally obligated to investigate any submissions and take immediate, appropriate action. This policy provides the foundation for the Company to maintain a productive and engaged working environment, inspiring confidence in the workforce that TPL remains committed to equality and respect. See our grievance reporting process here.

Local Hiring

We seek to invest in the areas where we operate, which includes hiring and developing local talent. Local hiring allows us to make meaningful economic contributions to these communities, especially in areas where professional jobs may otherwise be scarce. We strive to recruit most of our workforce from areas local to our operations and as such, over 90% of our workforce comes from the Dallas Midland area.

Community Engagement and Charitable Giving

Texas Pacific is committed to assisting those in need and remaining a reliable partner and resource to our communities. We sponsor and support numerous charitable opportunities and local events with a focus on those related to community, health, conservation, and education. We believe these focus areas are representative of TPL’s values and align with the needs of the communities in which we operate. Through community engagement, philanthropic donations, and volunteer efforts focused on improvements in these areas, we have been able to make a meaningful impact on local communities in our operating regions. Over the last five years, TPL has contributed over $1.7 million in support of community, education, conservation, and health programs and organizations.

72% of our charitable contributions are spread between Midland and Dallas- local communities to our operations. Our primary goal is to serve the communities around us.

2023 Spend

Supporting Local Communities Through Community Giving

Our charitable giving committee is responsible for investing in community projects that support local residents. Currently, the group consists of the CEO, VP Corporate Strategy, VP Business Development, Director or HR, and Director of Land. 

Over the last five years, TPL has contributed almost $700,000 in  support of community investment projects and philanthropic programs in its local communities.

Most recently, TPL donated $115,000 to High Sky Children’s Ranch in Midland, Texas in support of the Stay Together Program and to fund the deficit created by recent state funding cuts. This deficit would have been detrimental to High Sky’s operations and would have negatively impacted the program’s ability to provide these needed community services.

The Stay Together Program has served a total of 758 youth and provided support to an average of 182 youth per month in the past year alone. The program’s achievements are significant in support of the health, safety, and wellbeing of local communities. The program’s excellent outcomes speak to the effectiveness and impact of the Stay Together program on vulnerable children and families in the community.

Dallas & Midland Offices Host Water Drive for Local Fire Departments

May and June 2023 – Dallas and Midland employees donated bottles of water, electrolyte packets and sports drinks during the month of May and June. Due to the generosity of the employees, hydration items, including over 100 cases of water, 35 cases of Gatorade and numerous boxes of electrolyte packets, which are typically provided by the firefighters themselves, were delivered to Fire Station 4 in Dallas and the Midland “Central” and Greenwood Volunteer Fire Stations in the Midland area.

TPL Dallas Employees Volunteer at the North Texas Food Bank

September 2023 – 34 members of the TPL Dallas office attended a volunteer event at the North Texas Food Bank where they sorted and boxed frozen food for distribution to various Food Bank locations across 13 North Texas counties. During their 2.5-hour shift, TPL volunteers were able to sort 11,384 pounds of food, which equates to 9,487 meals for North Texans in need.

Midland TPWR Employees Volunteer with H-E-B’s “Feast of Sharing”

November 2023 – A team from Midland volunteered at H-E-B’s "Feast of Sharing" where they set new placemats and plasticware after people were finished eating. Although their specific assignment was "Dinner Placement Changers" they did a little bit of everything including moving trash and handing out food and drinks to the participants.

TPL Donates Livestock Trailer to Midland FFA

December 2023 – TPL continues its’ support of the local Midland FFA chapter by purchasing and donating a livestock trailer to the students at Legacy High School. The Midland ISD Superintendent said “Christmas came early for the students at Legacy High School! I am writing to express my gratitude for the incredible ag trailer gifted to Legacy High School from Texas Pacific Land Corporation. Your generosity has had a profound impact on hundreds of students in our agricultural program this year and will be a blessing for years to come.”

Other notable partnerships include:

  • Texas Parks and Wildlife Foundation
  • American Cancer Society
  • Children’s Medical Center Foundation
  • North Texas Food Bank
  • West Texas Food Bank
  • Boys & Girls Club of the Permian Basin
  • Texan by Nature
  • Midland County Livestock Association
  • Reeves County Jr. Livestock Association
  • Midland Community Theatre

Landowner and Community Relations

TPL views its neighboring landowners and grazing tenants as valued partners, with many relationships dating back more than 100 years. Building trust and maintaining positive, engaged, and proactive relationships with these stakeholders enables the Company to successfully access land, a necessary resource for our water services business. This allows for optimal land development opportunities and creates long-term economic growth and reputational value. Fostering meaningful, productive relationships with our communities, such as neighboring landowners and grazing tenants, allows us to build out social strategies that help brand TPL as an established, accountable community partner.

Community and Landowner Engagement Programs

TPL employees are expected and empowered to develop and maintain relationships with our community, primarily local landowners as they are our key stakeholder group. Given the fact we do not own or operate any exploration or extractive projects, community engagement through town halls or other public venues is not as impactful or meaningful as it is to meet with our landowners one-on-one or to proactively reach out over the phone.

We have a defined program to actively engage and communicate with our landowners and ensure we remain responsive and inclusive should they ever reach out with questions or concerns. Our landowner engagement efforts happen consistently throughout the year, or, prior to TPL initiating new infrastructure development projects – such as our renewable energy infrastructure project. We first identify the landowner(s) that are most likely to be impacted and proactively seek to address any needs or concerns. This fosters trust and open communications.

TPL’s company name is displayed across our water assets so landowners know who the assets belong to and who to contact in the event of an issue or grievance. Community members can contact TPL through our publicly available QR code to immediately reach the right TPL person, either to report key observations or formally log a grievance. A name, email and phone number immediately populates for ease of contact. In addition, community members and landowners have access to our whistleblower hotline, which can be found on the TPL website. TPL is committed to investigating and resolving any grievances or concerns that are raised by landowners and local communities.

We also meet with local emergency responders to help ensure a coordinated response in the rare event of an incident. This has never occurred, but we have the processes and protocols in place to immediately respond. We also follow up with landowners and maintain ongoing updates.