Your Guide to WPX Energy - Amazon Web Services€¦ · Your Guide to WPX Energy Your Guide to WPX...

www.wpxenergy.com | NYSE: WPX

© 2015 WPX Energy, Inc. All rights reserved. 0615/00280

Your Guide to WPX Energy

2015YourGuideToWPX_covers.indd 4-5 1/20/15 10:09 AM


2

Resources In addition to this Guide, a number of additional tools and resources are available: • WPX intranet XSite • Your supervisor • Your Human Resources business partner



Your Guide to WPX EnergyNotes

32

ContentsWhat’s your “X” factor? ......................................................................................................................................... 3WPX Energy Overview ........................................................................................................................................... 4Your Guide to Pay & Rewards at WPX.................................................................................................................... 6 Elements of Pay .............................................................................................................................................. 6 Base Salary ...................................................................................................................................................... 7 Annual Incentive Program .............................................................................................................................. 7 Eligible Earnings ........................................................................................................................................... 7 Target Opportunity ....................................................................................................................................... 7 Eligibility ....................................................................................................................................................... 7 Equity Awards ................................................................................................................................................. 8 ENERGYCounts ................................................................................................................................................ 8 XAwards ........................................................................................................................................................... 9Your Guide to Benefits at WPX ............................................................................................................................ 10 WPX Health & Welfare Benefits..................................................................................................................... 11 Guidelines for Determining Eligibility ....................................................................................................... 11 Medical Coverage Options ......................................................................................................................... 11 Preventive Care Coverage .......................................................................................................................... 13 Compare Your Medical Choices ................................................................................................................. 14 Premium Comparisons .............................................................................................................................. 16 Dental Coverage ......................................................................................................................................... 17 Vision Coverage .......................................................................................................................................... 18 Flexible Spending Accounts ....................................................................................................................... 19 Employee Assistance Program ...................................................................................................................19 Vitality ..........................................................................................................................................................20 Life Insurance ..............................................................................................................................................21 Accidental Death and Dismemberment .....................................................................................................21 Disability Benefits ........................................................................................................................................21 Paid Time Off ...............................................................................................................................................22 Floating Holidays ........................................................................................................................................22WPX Retirement and Savings Benefits ................................................................................................................23 WPX Energy Savings Plan ............................................................................................................................23 Investing Your 401(k) Plan Account ............................................................................................................24 Enrolling in the WPX Energy Savings Plan ..................................................................................................25 WPX Employee Stock Purchase Plan ......................................................................................................... 25

Enrolling in the WPX Employee Stock Purchase Plan ............................................................................ 26Your Guide to Development at WPX ................................................................................................................... 27 WPX Learning Link ........................................................................................................................................ 27 Instructor-Led Training ................................................................................................................................. 28 Performance Management ........................................................................................................................... 28 Online Resources .......................................................................................................................................... 28

1

2015YourGuide_rev_PrinterOrder.indd 32-33 6/24/15 10:31 AM

Your Guide to WPX EnergyYour Guide to WPX Energy

ContentsYour Guide to Community at WPX .......................................................................................................................29

Community Involvement ..............................................................................................................................29WPX Signature Events ....................................................................................................................................30Matching Gifts ................................................................................................................................................30United Way .....................................................................................................................................................30Employee Clubs .............................................................................................................................................30Diversity and Inclusion Teams ......................................................................................................................30

Important Numbers .............................................................................................................................................31

Every effort has been made to ensure the accuracy of this guide. If there is any conflict between this guide and the official plan documents, the official plan documents will control. Nothing in this guide creates an employment contract between WPX Energy or its subsidiaries and affiliates and any employee. The Company reserves the right to amend or terminate a plan at any time, in its sole discretion, according to the terms of the plan.

WPX Energy Inc. is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected Veteran status.

EEO Minorities/Females/Protected Veterans/Disabled

2

IMPORTANT NUMBERS

Employee Benefit Contact Information

401(k) - WPX Energy Savings Plan Fidelity; www.netbenefits.com; 800-890-4015

Accidental Death and Dismemberment (AD&D) and Business Travel WPX Benefit Center, 855-979-2363

Adoption Assistance [email protected]; 855-WPX-0660 (855-979-0660); in Tulsa, 539-573-0066

Cancer Management Services UHC Cancer Management Services, 866-844-4864

Careers/Job Listings XSite > UltiPro> My Company > Job Openings Questions - email [email protected]

Dental Coverage and Claims www.mycigna.com; 800-244-6224

Disability and FMLA leaves 888-842-4462; www.mycigna.com

Educational Assistance [email protected]; toll-free 855-WPX-0660; in Tulsa, 539-573-0066

Employee Assistance Program (EAP) www.liveandworkwell.com; 866-248-4094 (Access code: WPX)

Employee Referral Program An incentive for you to refer external candidates for positions. Additional information may be found on XSite > Xfactor > Opportunities > Referring Job Candidate

Employment Verification www.theworknumber.com; 800-367-5690

Enrollment Health & Welfare Benefits and General Benefits Assistance www.WPXbenefits.com; WPX Benefit Center 855-979-2363

Flexible Spending Accounts www.myuhc.com; 866-734-7670

Health Savings Account/Bank www.myuhc.com 800-791-9361

HIPAA Privacy Officer 855-WPX-0660 (855-979-0660); P.O. Box 3102, Tulsa, OK 74101-3102

HR Business Partners HRBP Contacts; You must be logged into the WPX network to access HR Business Partners.

International Travel Assistance www.zurichna.com/specialties/travelassist/travelas.nsf; 800-263-0261

Life Insurance www.WPXbenefits.com; WPX Benefits Center, 855-979-2363

Medical Coverage and Prescription Drugs

www.myuhc.com For Consumer Driven Health Plan Enrollees: 866-734-7670; for PPO enrollees, 866-844-4864

UnitedHealthcare NurseLine 800-846-4678

HR Service Center P.O. Box 3102, Tulsa, OK 74101; 855-979-0660; in Tulsa, 539-573-0066; [email protected]

Fidelity (Equity & ESPP) www.netbenefits.com; 800-544-9354

Time Off/Paid Time Off (PTO) [email protected]; 855-WPX-0660 (855-979-0660); in Tulsa, 539-573-0066

Vision Coverage www.myuhcvision.com; 800-638-3120

Vitality Wellness Program www.powerofvitality.com; 877-224-7117; Hours: Mon - Fri, 8 a.m. - 5 p.m. CT

Individualized Wellness Coaching 866-523-8185; Hours: Mon-Th, 7 a.m. – 9 p.m., Fri, 7 a.m. – 5 p.m. CThttp://enroll.trestletree.com, passcode: WPX

For more information on WPX Pay, Benefits, Opportunities and Community, visit the WPX XSite.

31



WPX Signature EventsWPX offers employees various signature events throughout the year. Signature events are volunteer opportunities designed to build teamwork and benefit the community. These events involve a large number of employees, benefit a non-profit organization, and promote wellness.

Matching GiftsThe WPX Matching Gifts program doubles your community contributions to non-profit organizations. It’s a powerful way to share in our giving spirit while making a difference in an area of interest that’s important to you. WPX provides a dollar-for-dollar match to your financial gifts up to $10,000 annually to eligible 501(c)3 organizations.

United WayWPX Energy recognizes the effect United Way has on the communities where we do business. Through WPX Energy’s annual United Way campaign, WPX will also match individual employees’ contributions to United Way dollar for dollar up to $10,000 annually per employee.

Employee ClubsWPX sponsors employee clubs throughout the company by location. These clubs provide a way for employees to get together for social, athletic, cultural and entertainment events. Employee clubs help to reinforce that one-big-family feeling and our commitment to each other. To find out how to get involved at your location, contact your HR business partner.

Diversity and Inclusion Teams At WPX we foster a workplace environment where all individuals are treated with dignity and respect and have the opportunity to reach their full potential. When we’re happy and productive and treat each other with respect, our personal success and dignity has a bottom-line effect on success at WPX. Our well-being ties directly to the company’s well-being. Participating on a Diversity & Inclusion team and volunteering to assist with Diversity & Inclusion initiatives are opportunities to bring awareness and inclusivity to the workplace.

30

WPXfactor = Pay + Benefits + Opportunities + Community

What’s your “X” factor? Whether it’s your pay, your benefits or your pride in working for a company that values relationships and gives back to the communities where it does business – your “X” factor is that driving force that motivates each of us every day. For each of us, the WPXfactor is different. We all have a reason that motivates us to do our best – a reason that makes us proud to be a part of WPX Energy. The WPXfactor is the sum of your total rewards – everything you receive in exchange for the role you play at WPX Energy – along with the confidence that comes from working at a driven, determined E&P company.

This guide gives you the information you need to:

• Understand your pay opportunities • Take full advantage of employee benefits • Build savings for the future through the WPX Energy Savings Plan and Employee Stock Purchase Plan • Participate in the communities where we live and work

Opportunities

Com

mun

ity

Bene�ts

Pay

3




4

WPX Energy OverviewWho We Are

WPX Energy is an independent exploration and production company formed during a spinoff Dec. 31, 2011. We have more than 30 years of industry experience along with 40 local, state and federal awards for efficiency, innovation and corporate social responsibility.

Our vision is to triple our profit margins, increase our oil production and ultimately triple the value of our company by the year 2020. This plan has the full support of our management team and our board of directors. It’s what we’re pursuing every single day.

Quick Facts

We’re based in Tulsa, Okla. Our business highlights consist of:

• We drill for both oil and natural gas

• 99 percent typical drilling success rate

• Approx. 700 million cubic feet per day of natural gas production

• 50,000 barrels per day of oil and NGL production

• Outstanding safety record

• Recognized for ethical business practices

• Civically active every-where we operate

Honors & AwardsWPX has received more than

Your Guide to Community at WPXYou’ll find WPX Energy is more than just a place to work. It’s a place motivated by values and commitment – to our company, to each other and to the communities where we do business. This one-big-family feeling is not an illusion. No matter where you work, WPX provides a number of ways for you to feel connected to your co-workers, as well as your community. Being involved is simply the way we do business.

Community Involvement

WPX Energy’s community giving plan is built on our mission to be an excellent neighbor in the communities where our employees live and work. We encourage employees to get involved in their local communities where they volunteer, donate money and serve on boards of countless non-profit organizations.

To deliver on our commitment to provide valuable, measureable and sustainable community support where employees live and where we operate, WPX’s strategic community giving focuses on three primary areas:

• Education: WPX invests in K-12 and college education to strengthen communities and develop a diverse pipeline of future employees.

• Youth Services: WPX works side-by-side with various youth-service organizations to provide much needed assistance to children and youth in our communities.

• Asset Community Grants: WPX cares about protecting the communities where we operate. Funding is tailored to the specific needs of each individual community we serve.


29



40 national, state, local and industry awards for doing things the right way. These honors include:

• Compass Award for commitment to workplace ethics

• Spirit of Hope Award from the Mile High United Way

• Drilling Innovation award from the Colorado Oil and Gas Conservation Commission

• Carson National Forest Stewardship Award from the U.S. Forest Service

• A Best Management Practices award from the BLM and Three Affiliated Tribes

• Hydrocarbon Producer of the Year from Platts’ Global Energy Awards

• Continuing Excellence Award, presented by the U.S. EPA Natural Gas STAR program

• Business of the Year, presented by the Grand Junction Chamber of Commerce

• Water Quality Protection award from the Colorado Oil and Gas Conservation Commission

• North America’s Best Field Rejuvenation, presented by Oil & Gas Investor

5


Performance Management Performance evaluation and career development activities are part of the Talent Development Process. The WPX approach to performance management means you’ll want to focus on getting the right results – but you want to achieve those results in the right way. How you go about getting your work done is as important as the work you do.

There are three major activities for the Talent Development Process: • Goal Setting and Performance Planning (each spring) • Ongoing one-on-one feedback sessions with your

supervisor (March-November) • Year-End Performance Discussions (late fall)

While these activities are the definitive milestones, you’ll find at WPX that development is year-round. Whether through online learning opportunities, stretch assignments, or even through leadership development activities outside the company – such as serving on community boards or volunteer committees – employees drive their development in a multitude of ways that’s right for them. You’ll get the tools to grow your skills and discover new opportunities in the direction you want to go.

Online Resources You’ll also find a variety of resources available to you through our internal website, XSite. Resources under the ‘Xfactor’ section can help guide your development – whether you want to grow in your new role or discover new roles and opportunities after you’ve been with WPX awhile. It’s up to you!

Instructor-Led TrainingWPX offers classes throughout the year for leaders, individuals and teams on a wide range of development topics. If you are looking to expand or improve upon your knowledge, skills and abilities, these courses will help you develop in your current position or positions you hope to hold in the future. Courses are designed to be fun and interactive, as well as apply concepts for real world learning opportunities.

Classes for Leaders: • Leader and the Law • Management Foundations • Situational Leadership • Sustaining Situational Leadership

Classes for Individuals and Teams: • Energy Exploration and Production Overview • Insight Colors • Project Management for the Unofficial

Project Manager • Situational Learning • Speed of Trust • WPX Communications – A Core Competency • WPX Teamwork – A Core Competency • WPX Problem Solving – A Core Competency

28



6

WPX Energy compensation programs are designed to engage, reward and recognize employees. WPX uses market data to create competitive compensation programs consisting of base pay and short and long-term incentives. Compensation combined with comprehensive benefits gives you your WPX total rewards.

Elements of PayThe components making up the total pay program may include: • Base Pay – Cash compensation employees receive

in return for demonstrated knowledge, skills and sustained level of performance for their particular jobs.

• Annual Incentive Program – Cash compensation through the Annual Incentive Program is based on company results measured against pre-established annual goals.

• Equity Awards – Equity-based compensation that provides a long-term incentive to retain select employees and aligns employees’ and shareholders’ interests. Equity awards differentiate between

Your Guide to Pay & Rewards at WPXemployees by considering their current position, performance and other factors. These awards are primarily granted in the form of time-based restricted stock units. A limited number of employees receive equity awards. The size of the grant and type of awards are based on an employee’s job and the factors listed above.

• XAwards – You may also have the opportunity to earn an XAward. Leaders give XAwards for “exceptional” work, “extraordinary” effort or for the “extra” initiative resulting in above-and-beyond results. The awards follow a nomination process, but XAwards can be given any time during the year as the awards are designed to mark the spot where and when employees do exemplary work.

Recognition and Rewards • ENERGYCounts – A quick and easy online tool that

allows leaders and co-workers to recognize and reward employees for living WPX’s values and helping to achieve business goals.


At WPX, your career can be as challenging, exciting and rewarding as you make it. You’ll find opportunities for continual learning that will help you grow in your current role – or for positions you hope to have in the future. To ensure you have the support you need to learn on the job and develop skills to achieve your personal and professional goals, WPX Energy provides a number of programs and tools to help you on your way. These include:

• WPX Learning Link • Instructor-Led Training • Performance Management • Online Resources

Your Guide to Development at WPXWPX Learning Link

When you want to polish your skills, develop new ones, progress along a certain career path, or create a new career track for yourself, WPX provides many of the tools you’ll need. You’ll find all employees are required to take certain courses each year – such as compliance and safety training. Outside of the required training, WPX Learning Link offers online courses, books, videos and business simulations that you can take advantage of for your career growth. WPX Learning Link offers all of these resources at your fingertips:

• Nearly 600 business skill courses, including topics such as professional effectiveness, management, leadership, finance, business strategy and more

• 250 business impact and challenge series courses that provide real-world business simulation

• 11,000+ Desktop and IT videos highlighting leadership best practices


27



Enrollment/Contribution Change Date

Offering Period

June 1-15Dec. 1-15

July 1 to Dec. 31Jan. 1 to June 30

Enroll in the WPX Employee Stock Purchase Plan

You may enroll or make changes online at Fidelity NetBenefits by going to www.netbenefits.com during a designated enrollment period listed below. Look for the WPX Energy ESPP link or call Fidelity Stock Plan Services at 800-544-9354. Once you enroll, you are enrolled for all future offering periods until such time that you elect to cancel your future purchases.

The only adjustment you may make to your contributions during an offering period is to completely withdraw from the Plan. If you choose to withdraw, you may do so by completing the required documentation with Fidelity to change your payroll deduction amount to zero.

Participation in the Employee Stock Purchase Plan is completely voluntary and should not be construed as a recommendation to buy or sell WPX stock. You should consider consulting with your tax and/or financial adviser. Information on the Employee Stock Purchase Plan is available on the WPX XSite, as well as through: • Fidelity NetBenefits www.netbenefits.com > WPX

Energy ESPP > Plan Information and Documents • Fidelity Stock Plan Services at 800-544-9354

You can also call the HR Service Center at 855-979-0660 to request a paper copy.

This material has been prepared and distributed by WPX Energy, and it is solely responsible for its accuracy. WPX is not affiliated with Fidelity Investments (or any Fidelity entity).

Stock plan recordkeeping and administrative services are offered through Fidelity Stock Plan Services, LLC. Brokerage products and services are offered through Fidelity Brokerage Services LLC, Member NYSE, SIPC.

26

Base Salary Your base pay works in conjunction with any potential incentive awards to maintain your competitive total pay package. Each position is assigned to a salary level or grade and range. These salary ranges, derived from regular reviews of the external market, as well as the value of the job at WPX, provide the broad framework for determining and managing competitive base salary. Salary surveys, conducted by third parties, are used to assess the external market. The survey data is used to create the framework for comparable job salary ranges. Surveys are selected based on their focus on markets in which WPX Energy competes for talent.

Salary ranges include lower, middle and upper levels. Employees are paid at different levels within the salary range as leaders consider a number of factors which include: sustained performance, experience, demonstrated knowledge and skills, in addition to the external market and the internal value of the job to WPX Energy.

Annual Incentive Program (AIP)To enhance your focus on teamwork and organizational achievements, the AIP is based on pre-established performance metrics and the target opportunity for your specific role.

AIP details for each year are announced near the first quarter of the year. Details can be found on WPX’s internal website, XSite.

All metrics are measured and quarterly announcements are generally made to explain where the company is with regard to the AIP and progress toward the program goals.

Eligible EarningsYour actual total annual earnings, including regular base pay and overtime pay if eligible, for the period in which you are a participant in the program, are considered in calculating any potential AIP award. Certain cash awards and bonuses are excluded from eligible earnings.

Target OpportunityYour leader will tell you what your specific target opportunity is – based on your position. The range of the potential payout under the AIP is 0 percent to 200 percent of the target opportunity, with the goal being 100 percent. Any approved award will typically be paid in early March.

EligibilityGenerally, you become eligible for the AIP beginning on your first day at WPX Energy. You must be a regular employee (full-time or part-time) to participate in the AIP. You also must be employed when the award is actually paid. Exceptions include terminations prior to payout due to retirement, long-term disability, death or certain periods of unpaid leave. Any award will be based upon eligible earnings and will be paid at the time the AIP awards, if any, are paid to all eligible employees. Challenging, but attainable targets are established to motivate performance and are not projections or expectations of achievable performance levels. The Compensation Committee of the Board of Directors, or its delegate, retains discretion to adjust the funding level of any award as it sees appropriate regardless of an individual’s or the company’s performance. The company reserves the right to amend, modify or terminate this incentive compensation program without notice.

7



ENERGYCountsAn online recognition and rewards program that offers a quick, easy way for leaders and co-workers to honor, recognize and reward employees for living WPX’s Values and helping achieve our business goals. You can recognize your co-workers or team members in real-time, acknowledging their performance.

• Social Recognition – Provide and receive real-time, peer-to-peer recognition that acknowledges teamwork and the efforts of those around you. A social newsfeed displays recognition and employee comments for all to see.

• Leader Recognition – Leaders have points which they can choose to attach to recognitions to reward employees who achieve results aligned to WPX’s priorities and display behaviors consistent with WPX”s Values. Points can be accumulated and traded in for valuable rewards.

Equity AwardsEquity awards provide a long-term incentive to engage and retain select employees who play a pivotal role in creating future success at WPX Energy. These awards are designed to work along with other compensation and benefits programs. The objective is to align employee and shareholder interests and reinforce behaviors that create value for shareholders. Stock ownership gives employees a direct stake in the company’s success. Currently, WPX Energy makes equity grants in the form of restricted stock units, both time-based and performance-based, and stock options to a limited number of employees. Time-based RSUs typically vest one-third each year for three years from the grant date. Performance-based RSUs have a three-year performance cycle, and distribution is determined based on the relative Total Shareholder Return, or TSR, against companies making up a comparator group. The value of an RSU is based on WPX Energy’s stock at the time the grant vests. Upon vesting, restricted stock is distributed and after withholding applicable taxes can be retained by the employee as an investment or sold for cash. Stock options provide the right to buy shares at a fixed price and have value only if the stock price increases. Stock options typically vest at a rate of one third per year over three years.

Brokerage accounts for equity awards are maintained by Fidelity Investments© at 800-544-9354.

8

WPX Employee Stock Purchase PlanThe Employee Stock Purchase Plan is an easy way for you to become a shareholder in WPX. The Plan allows you to purchase WPX Energy common stock at a 15-percent discount using after-tax payroll deductions. Participation in the Employee Stock Purchase Plan is open to all regular full-time and part-time domestic employees, with the exception of executives. The money you elect to contribute during each offering period is used to purchase company stock at a 15-percent discount from the lower stock price of either the first or last day of the offering period. Shares are then deposited into your Fidelity brokerage account, where you will be required to hold them for at least one year after the purchase date.

Enroll in the WPX Energy Savings Plan

You must enroll in the WPX Energy Savings Plan if you wish to contribute to the Plan. When you’re ready to enroll, you’ll need to make decisions about: • Your Pre-tax Contribution Percentage – WPX will

match dollar for dollar the first six percent per pay period. You can maximize your matching contribution by electing a contribution percentage of at least six percent. Your pre-tax contributions are limited to $18,000 in 2015. If you will be age 50 or older in 2015, you may contribute an additional $6,000 for a total of $24,000 in 2015. To determine the percentage to elect, divide the contribution dollar amount you wish to save by your compensation.

For example, if you want to save the maximum amount

allowed under the plan and you are eligible to make a catch-up contribution, the total available to you would be $24,000 ($18,000 + $6,000). Divide the total dollar amount of contributions ($24,000) by your estimated compensation amount. Using an estimated compensation amount of $75,000, the calculation would be: $24,000/$75,000, or 0.32. That means a 32 percent contribution amount is what would maximize the pretax savings available to you.

You can change your contribution percentage at any time.

• Your Investment Fund(s) – Indicate where you want to invest your contributions and the percentage of your contributions to invest in each fund. If no investment election is selected, contributions will be invested in the Fidelity Freedom K® Fund based on your date of birth. You can change the investment allocation(s) on your contributions and/or your balance at any time.

• Your Beneficiary Designation – Indicate your primary beneficiary(ies) and contingent beneficiary(ies), should your primary beneficiary die before you.

You may enroll online at Fidelity NetBenefits at www.netbenefits.com, or call a Fidelity Service Representative at 800-890-4015.

The Fidelity NetBenefits website has various tools, calculators and resources to help you determine if you are on track with your savings and investments goals. You may also obtain information on the investment options, make changes to your account and view or copy the Summary Plan Description on the website.

If there’s no account activity, you will receive quarterly statements. If there’s activity in your account, you will receive a statement for the month the activity occurred. You may sign up for electronic statements at any time. Generally, you may contribute up to $7,500 in a six-month offering period or $15,000 annually. You can elect to contribute from $10 to $576 per pay period. Additional information regarding the implications of early withdrawal or sale of stock during the holding period, can be found on the company intranet.

25



Investing Your 401(k) Plan Account

You choose how to invest your contributions among the investment options available under the Plan. If you do not choose an investment election for your contributions to the Plan, your contributions will be invested in the Plan’s designated Qualified Default Investment Alternative.

If you do not want your contributions invested in the applicable Fidelity Freedom Fund that is the designated alternative, be sure to elect the investment fund(s) for your contributions by logging on to your account at www.netbenefits.com.

HOW SAVING PRE-TAX WORKS

401(k) Pre-Tax Advantage: Annual Salary $45,000 0% Pre-Tax 401(k)Contribution

6% Pre-Tax 401(k)Contribution

Bi-weekly pay $1,730 $1,730

Minus 401(k) pre-tax contribution ($0) ($104)

Taxable income $1,730 $1,626

Minus federal 25% and state 5%1 income tax rates ($519) ($488)

Take-home pay $1,211 $1,138

Actual reduction in take-home pay $0 ($73)2

Net contribution to your 401(k) account $0 $2083

Additional benefit received $1354

1 Tax percentages used are for illustrative purposes only.2 The difference in your take-home pay (0% contribution vs. 6% pre-tax contribution).3 Your pre-tax contribution of $104 + company match of $104.4 The difference between the reduction in your take-home pay and the amount contributed to your 401(k) account.

24

XAwardsWPX Energy provides XAwards to recognize employee excellence. Leaders give XAwards for “exceptional” work, for “extraordinary” effort or for the “extra” initiative resulting in above and beyond results. The awards follow a nomination process. XAwards can be given any time during the year and are designed to recognize when employees do exemplary work.

9




Your benefits make up a significant part of your total rewards package. WPX Energy is committed to meeting your needs and those of your family with a competitive benefits package that recognizes your valuable contribution to our company. WPX provides resources to help protect your current and future physical, emotional and financial health.

As a WPX Energy employee, you’ll have access to medical, dental and vision coverage. In addition, there are a number of resources to help you balance your work and personal life, including a comprehensive wellness program. Resources include paid time off for vacation or personal issues, paid holidays, flexible work schedules if appropriate, and a Dependent Care Flexible Spending Account.

Your Guide to Benefits at WPXWPX Energy provides income protection to replace a portion of your income – for as long as you are eligible – whether you become temporarily ill, permanently disabled or in the event of death.

You are encouraged to save some of what you earn today to build savings for retirement or other long term financial goals. The company supports your efforts by offering an industry-competitive retirement savings program, the WPX Energy Savings Plan.

You may also choose to become a WPX Energy shareholder through the Employee Stock Purchase Plan, which allows you to purchase WPX Energy stock at a discounted rate through payroll deductions.

10


WPX Retirement and Savings BenefitsWPX Energy Savings Plan

WPX provides you with a 401(k) plan to help you build savings to fund your retirement income needs. The WPX Energy Savings Plan helps you save systematically and conveniently through pre-tax payroll deductions. Saving pre-tax dollars reduces your current taxable income. The earnings on your investments are also not taxed until you withdraw them from your account, enabling you to keep your money working for you until you need it. WPX encourages you to save for your retirement by matching your pre-tax, and/or your catch-up contributions, dollar

for dollar every pay day, up to the first six percent of eligible compensation. The employer match is immediately 100-percent vested. WPX also provides an annual employer contribution to eligible employees equal to eight percent of eligible pay if you are age 40 or over, and 6 percent of eligible pay if you are under age 40 as of Dec. 31 of that year. You must have three years of service to become 100-percent vested in the annual employer contribution.

WPX Energy Employee’s Age

WPX Energy Annual Additional Contribution to 401(k) based on employee total eligible pay

100 PercentVested

39 and under 6% 3 years

40 and over 8% 3 years


23



Note: Regular part-time employees receive pro-rated paid time off (PTO) based on “percent of full-time classification.” Change in employee classification from full-time to part-time will also result in all paid time off (PTO) being pro-rated at the time of employee status change.

PAID TIME OFF (PTO)

The Year You Are Hired Hours Awarded

If hired between 1/1 and 3/31 120




Anniversary Year Hours Awarded

2 - 4 years 120

5 - 9 years 160

10 - 19 years 200

20 years and up 240

Note: Holidays that fall on a weekend will be observed according to a schedule that can be found on the WPX XSite.

OTHER TIME OFF (PTO)

Holiday (U.S.) Definition

New Year’s Jan. 1 (unless the holiday falls on a weekend)

Memorial Day Last Monday in May

Independence Day July 4 (unless the holiday falls on a weekend)

Labor Day First Monday in September

Thanksgiving Fourth Thursday in November

Day After Thanksgiving Friday immediately following

Christmas Eve Christmas Eve (unless the holiday falls on a weekend)

Christmas Day Dec. 25 (unless the holiday falls on a weekend)

Two floating holidays Any day with your supervisor’s approval

Paid Time Off (PTO)WPX provides you with a number of days off with pay to use for vacation, sick days or personal reasons. The number of days you receive is linked to your years of service with the company. These days are awarded Jan. 1 of each year. You can carry over up to 40 hours from one year to the next. With supervisor approval, in the fourth quarter of each year, you may also borrow up to 40 hours from the following year.

Note: Part-time employees working less than 20 hours per week are not eligible to receive floating holidays.

FLOATING HOLIDAYS

If Hired Hours Awarded

By June 30 16 hours during the year of hire

Between July 1 and Sept. 30 8 hours during the year of hire

After Sept. 30 None during the year of hire

Floating HolidaysNewly hired employees are eligible for floating holidays in the year in which they are hired as follows:

22

Guidelines for Determining EligibilityYou are eligible for WPX benefits if you are a: • Full-time WPX employee • Part-time WPX employee regularly scheduled to work

at least 20 hours per week • Full-time or part-time WPX employee who is on

approved short-term disability, long-term disability or approved leave of absence

Eligible family members include: • Legal spouse: This includes a common-law spouse

if you live in a state that recognizes common-law marriage.

• Registered domestic partner*: Your domestic partner is someone with whom, for the last 12 months, you’ve shared a residence and financial obligations and served as each other’s sole and exclusive partner. You must not be married to anyone else or related to your domestic partner by blood or marriage. You must both be at least 18 years of age and intend to continue the domestic partnership indefinitely. Specific eligibility rules apply. Contact the WPX Benefits Center if you have questions.

• Children: You can provide medical coverage for your children under age 26 – regardless of student, marital or tax status. A child is defined as your natural-born child, stepchild, adopted child or child placed with you for adoption, a child for whom you are an appointed legal guardian or foster parent or your domestic partner’s child.

• Disabled Children: If disabled before age 26, unmarried disabled children remain eligible after age 26.

After confirming eligible dependents, you must indicate each person you want covered when enrolling for the WPX benefit program. In some cases, proof of dependent eligibility may be required when adding a dependent.

* Employees will be taxed on the value of a domestic partner’s coverage paid by WPX. For help in estimating the imputed income, call the WPX Benefits Center at 855-WPX-BENE (855-979-2363).

Medical Coverage OptionsWPX Energy partners with UnitedHealthcare to offer a variety of medical coverage options for you and your family.

You are covered for all eligible services upon employment and enrollment. You will automatically receive prescription drug benefits if you enroll in medical coverage. In addition, a primary care physician is not required. For questions about medical coverage or claims, log on to www.myuhc.com or call UnitedHealthcare at 866-844-4864. If enrolling in the Consumer Driven Health Plan call 866-734-7670.

Note: Your home ZIP code determines the medical coverage option for which you’re eligible. During benefits enrollment, you will be offered your choice of either the PPO, CDHP or out of area options based on your home ZIP code/access to UnitedHealthcare’s network services.

Preferred Provider Option (PPO) – This option provides network and non-network coverage.

Plan Highlights: • Copay $20 for PCP/$30 for specialist • Network deductible $400/individual; $800/family • Non-network deductible $800/individual;

$1600/family • Preventive care 100% covered, not subject

to deductible • 80% covered by the plan after deductible • Network emergency room visits 80% covered, not

subject to deductible • Non-network emergency room visits 80% covered, not

subject to deductible (true emergency); 60% covered after deductible (non-emergency)

• Network out-of-pocket maximum $3,500/individual; $7,000/family

Important Note: Out-of-pocket maximums for 2015 include ALL expenses – deductibles, co-pays, and coinsurance (medical and pharmacy).

WPX Health & Welfare BenefitsEligibility for participation in the following benefits programs is effective on the day you start work at WPX Energy (subject to certain eligibility requirements and timely enrollment).

11



For more information, view the WPX Comparison of Medical Plans chart in this Guide.

12

Medical Coverage Options (continued)Consumer-Driven Health Plan – This option provides network and non-network coverage. With this plan, a Health Savings Account (HSA) is available for employees to contribute – tax-free – to help pay for eligible health care expenses.

• Network deductible $1,500/individual; $3,000/family • Non-Network deductible $3,000/individual; $6,000/

family • 80% covered by the plan after the deductible • Network out-of-pocket maximum $3,500/ individual;

$7,000/family • Non-network out-of-pocket maximum $7,000/

individual; $14,000/family • Preventive care 100% covered, not subject to

deductible • Certain Tier 1 and generic preventive and

maintenance medications 100% covered, not subject to deductible

• Health Savings Account company contribution $500/individual; $1,000/family


If you enroll in a Consumer Driven Health Plan and separate Health Savings Account, WPX will generally contribute $500 for individual coverage or $1,000 for family coverage to your Health Savings Account.

Additionally in 2015, you may elect to contribute from $100 to $2,850 for individual coverage or from $100 to $5,650 for family coverage – tax free. Funds in a Health Savings Account can be used for eligible medical expenses or saved for retirement.

Individuals age 55 and older may be eligible to make additional tax-advantaged catch-up contributions up to $1,000 to a Health Savings Account.

Out-Of-Area Plans – Your home ZIP code determines if you are considered Out-of-Area for either the PPO or CDHP plan. Contact the WPX Benefits Center:

• If you are eligible for the Out-Of-Area option, but have access to network physicians. If so, you may elect any plan. When opting into the PPO or CDHP, it is your responsibility to verify that you have adequate access to network physicians, including specialists and hospitals. You will have to call the WPX Benefits Center to request the opt-out.

• If you do not qualify for the Out-Of-Area option, but believe you do not have adequate access to network physicians.

For a list of eligible medical expenses from the Health Savings Account or to access account information, visit www.myuhc.com or call OptumHealth Bank at 800-791-9361.

For questions about your disability coverage or claims, call CIGNA at 888-842-4462.

Life InsuranceWPX continues to provide life insurance up to two times your base salary at no cost to you. You have the option to purchase age-based supplemental life insurance in varying amounts ranging from one to five times your base salary, with a maximum of $2 million. Proof of insurability may be required for new coverage exceeding $1 million.

You can change Supplemental Dependent Life insurance on your spouse or eligible child any time throughout the year without having to experience a valid status change. Evidence of insurability (proof of good health) may apply.

Accidental Death and DismembermentAccidental Death and Dismemberment insurance may not seem like a primary focus for you, but AD&D can be a very important benefit in the event of an accident involving you or a covered dependent. WPX offers basic accident insurance — two times your annual salary — at no cost to you to help provide financial security for eligible full-time and part-time employees working 20 hours or more per week. Included in this is business travel accident insurance for eligible employees. You may also purchase supplemental AD&D coverage for yourself and your eligible family members. Visit WPX’s internal website, XSite, for a full list of AD&D covered benefits.

Disability BenefitsWPX partners with CIGNA to provide disability coverage to protect your income if you have a baby, suffer from a non-work-related illness or injury (short-term) or become disabled (long-term) and cannot work.

Short-Term DisabilityEligible employees may receive Short-Term Disability benefits starting the fourth consecutive day you are absent from work (or the 25th consecutive hour you’re absent from work) up to the maximum period of 26 weeks. You must contact Cigna to apply for benefits and be approved in order to receive any Short-Term Disability benefits. Then, the benefit amount depends on your years of service.

If approved, after you’ve exhausted your 100-percent base pay benefit, which is determined by your length of service, you will receive 60 percent of base pay for the remainder of your approved Short-Term Disability leave.

Long-Term DisabilityUpon hire, or during Annual Enrollment each year, you select the level of coverage you need for long-term disability. All employees receive 60* percent of their monthly base pay as a WPX benefit. You may elect to increase this to 70* percent of your base pay for an additional cost. Then if you are disabled longer than 26 weeks, unable to perform the essential functions of your job, and your short-term disability benefits end, upon approval, you may be eligible to receive long-term disability benefits at the percentage level you elected.

* $15,000 total monthly benefit maximum

21



Vitality Wellness ProgramThe Vitality Wellness Program is a comprehensive personalized program that is customized to fit each employee’s individual health situation, provide tools to improve overall well being, and offer personalized support where you want it most.

Vitality is available to all employees, as well as spouses and domestic partners covered under WPX’s medical plan. It is an easy-to-use, points-based system that offers incentives for you and your spouse/partner when you work together towards healthier living.

How the WPX Vitality Wellness Program Works You’ll find a number of incentives available for maintaining or working to improve your personal health. You’ll earn Vitality Points® as you complete reportable activities, such as: • Complete a health risk assessment online • Complete a biometric screening at a company

sponsored event or at your physician’s office • Progress toward meeting personalized health goals • Log physical activity into the system • Participate in educational events and programs

The points you receive will convert to Vitality Bucks®, which can be used for purchases in the Vitality Mall.™

Reduce Your Medical PremiumsHere’s where working towards healthier living really begins to pay off. When you complete your Vitality Health Review, a Vitality Check and attain Silver Status, your monthly medical premium will be reduced by $25 (up to $300 annually) for individual coverage or $35 (up to $420 annually) for you and your spouse. To attain Silver status, you need to achieve 2,500 points for yourself or 3,500 for you and your spouse combined.

For more details, visit www.powerofvitality.com.

20

Preventive Care CoverageTo support your health and wellness efforts, if you and your covered dependent(s) enroll in a WPX Energy medical plan, you’ll generally have 100-percent coverage for services coded by your physician as preventive care. Your claim will be paid at 100 percent as long as the claim is coded as routine, preventive care. However, if your doctor codes the claim as treatment for an existing condition, you will be subject to a deductible, co-insurance or co-payment, as applicable. If you are charged for preventive care, contact your doctor for a refund.


13



Medical

Health Savings Account

Compare Your 2015 Medical Choices

1) Out-of-Pocket maximum includes deductibles, coinsurance and copays2) PPO office visit copay for primary care includes physical therapy3) For Non-Network, plan payments are subject to usual, reasonable and

customary limitations4) PPO Non-Network visits to Emergency Room for reason other than “true

emergency,” you pay 40% and plan pays 60%.

Preferred Provider Option (PPO)Network Non-Network3

(For employees who live within the UHC Network but prefer

doctors outside network)

Out-of-Area(For employees who live outside

the UHC network and do not have access to network providers)

Medical

Annual Deductible$400/individual

$800/family$800/individual

$1,600/family$400/individual

$800/family

Out-of-Pocket Maximum1

$3,500/individual$7,000/family



After Deductible You Pay Plan Pays You Pay Plan Pays You Pay Plan Pays

Preventive Care (Deductible not req’d)

0% 100% 40% 60% 0% 100%

Office Visits2 (Primary Care Physician)

$20(Deductible not req’d)

Remaining balance 40% 60% 20% 80%

Office Visits (Specialists)

$30 (Deductible not req’d)


Emergency Room4

(Deductible not req’d) 20% 80% 20%(True emergency)

80%(True emergency) 20% 80%

Outpatient Surgery 20% 80% 40% 60% 20% 80%

Prescription Drugs

You Pay Plan Pays You Pay Plan Pays You Pay Plan Pays

30-Day Supply (Retail)

Tier 1 $7 Remaining balance $7 Remaining

balance $7 Remaining balance

Tier 2 25% Min. $25/Max. $50

Remaining Balance

25% Min. $25/Max. $50

Remaining Balance

25% Min. $25/Max. $50

Remaining Balance

Tier 3 40% Coins. Min. $50/Max. $100

Remaining Balance

40% Coins. Min. $50/Max. $100

Remaining Balance

40% Coins. Min. $50/Max. $100

Remaining Balance

90-Day Supply (Retail or Mail Order)

Tier 1 $17 copay Remaining Balance Not Available Not Available $17 copay Remaining

balance


Remaining Balance Not Available Not Available 25% Coins.

Min. $50/Max. $100Remaining

Balance




Balance

Rx Out-of-Pocket Max Combined with Medical


Employer Seed Health Savings Account is not available with a PPO

14

For more information on the Employee Assistance Program or to schedule an appointment, call 866-248-4094 or visit www.liveandworkwell.com. Access code: WPX

Health Care Flexible Spending AccountWhen you elect to participate in a Health Care FSA, you can help your family save on eligible out-of-pocket expenses not covered by the medical plan by setting aside pre-tax dollars through payroll deduction. All eligible expenses must be incurred between Jan. 1 and Dec. 31 of the plan year. You may roll over up to $500 from your 2015 contributions into the 2016 plan year. Any unused funds in excess of $500 will be forfeited. Some over-the-counter medications are eligible for reimbursement with a prescription. Annually, you may contribute from $100 to $2,550 for health care expenses.

Call UnitedHealthcare if you have questions about Flexible Spending Account rules at 866-734-7670.

Note: If you enroll in the CDHP, the HSA and the Health Care FSA, your FSA may not be used for medical expenses that would otherwise be paid from the Heath Savings Account. However, the Flexible Spending Account could be used for eligible dental and vision expenses.

Dependent Care Flexible Spending AccountThe Dependent Care FSA can be used to pay for your work-related dependent care expenses, such as daycare. However, eligible expenses are not restricted to only childcare. Dependent care expenses can be claimed for anyone you list as a dependent, such as a parent or disabled spouse, on your federal income tax return. Annually, you may contribute from $100 to $5,000 for dependent care expenses.

Employee Assistance ProgramThe Employee Assistance Program (EAP) is available to you, your dependents and those important to you who live in your household whether or not you participate in WPX Energy’s medical plan. The EAP is available to help you manage the everyday stresses of home and work life. You and your family can receive legal and financial consultation, child and elder care referrals, short-term counseling and more. There is no charge to tap into this program.

Participation in any of the services offered by the program is completely confidential and includes up to three free face-to-face counseling sessions with licensed counselors per incident, online resources, and printed materials or CDs that can be mailed to you. The EAP is available 24 hours a day, seven days a week.

19



Vision Coverage You may elect to enroll in the employee-paid vision care plan that provides coverage for eye exams, eyeglasses and contact lenses for you and your family at group premium rates. Both network and non-network coverage is provided and participants receive access to discounted refractive eye surgery from provider locations throughout the United States.

Service Frequency If Using a Network Provider, You Pay

If Using a Non-Network Provider, Plan Pays(individual responsible for balance)

Routine Exam Once every 12 months $10 Up to $50

Eyeglass Frames Once every 24 months1 $252 ($130 allowance) Up to $55

Eyeglass Lenses Once every 12 months1

Single Vision $252 Up to $50

Bifocal $252 Up to $70

Trifocal $252 Up to $90

Lenticular $252 Up to $80

Scratch-Resistant Coating $0, Covered 100%

Contact Lenses/Elective Once every 12 months1 $253 ($150 allowance) Up to $150

Contact Lenses/ Necessary 4 $25 up to $210

Please note: Not all contact lenses are covered; check with UHC for details prior to enrolling.

Employee Coverage Option Monthly Premium

Employee Only $6.91

Employee + Spouse $12.74

Employee + Child(ren) $13.34

Employee + Family $20.00

1 You can select either eyeglasses (eyeglass lenses and/or frames) or contact lenses during the year. If you select both, only one will be covered.

2 If you purchase eyeglass lenses and frames at the same time from the same Network provider, only one copay will apply.

3 Coverage for Covered Contact Lens Selection does not apply at Costco, Walmart or Sam’s Club locations. The allowance for non-selection contact lenses will be applied toward the fitting/evaluation fee and purchase of all contacts. Check with UHC for contacts that are covered, as not all contact lenses are covered.

4 Necessary contact lenses are determined at the provider’s discretion for one or more of the following conditions: Following post cataract surgery without intraocular lens implant; to correct extreme vision problems that cannot be corrected with spectacle lenses; with certain conditions of anisometropia; with certain conditions of keratoconus. If your provider considers your contacts necessary, you should ask your provider to contact UnitedHealthcare Vision confirming reimbursement that UnitedHealthcare Vision will make before you purchase such contacts.

Is the Vision Plan Right for You?

To determine if it is worth investing in the vision plan, multiply the premium times 12 to determine how much you will spend in premiums for one year. Then estimate your expenses for the coming year. For example, consider how many members of your family might need glasses, contacts or exams and compare those expenses to the cost of vision plan premiums.

The Health Care FSA can be an alternative to paying for the vision plan. If you decide to go this direction, increase your Health Care FSA contributions to cover your 2015 vision care. If your family has a lot of vision care expenses, it might be worth investing in both the plan and the Health Care FSA.

18

1) Out-of-Pocket maximum includes deductibles, coinsurance and copays2) Certain Tier 1 and generic preventative and maintenance medications in CDHP options 100% paid3) For Non-Network, plan payments are subject to usual, reasonable and customary limitations

Consumer Driven Health Plan (CDHP)Network Non-Network3





Medical

Annual Deductible$1,500/individual

$3,000/family$3,000/individual


$3,000/family







0% 100% 0% 100% 0% 100%

Office Visits (Primary Care Physician)

20% 80% 40% 60% 20% 80%


20% 80% 40% 60% 20% 80%

Emergency Room 20% 80% 40% 60% 20% 80%


Prescription Drugs



Tier 12 20% 80% 40% 60% 20% 80%

Tier 2 20% 80% 40% 60% 20% 80%

Tier 3 20% 80% 40% 60% 20% 80%


Tier 1 20% 80% Not Available Not Available 20% 80%





Employer Seed $500 / $1,000 $500 / $1,000 $500 / $1,000

15



Premium Comparisons*

2015 Full-Time Monthly Premiums

PPO &Out-of-Area

CDHP &Out-of-Area

Employee Only $109 $73

Employee + Spouse $228 $153

Employee + Child(ren) $207 $139

Employee + Family $328 $219

*If you are part-time, and work at least 20 hours per week, contact www.wpxbenefits.com for premium rates.

Coverage Category

Maximum Out-Of-Pocket for Services

Annual Premiums

Maximum Potential Out-Of-Pocket Cost


Annual Premiums

Health Savings Account WPX Contribution


Employee Only

$3,500 $1,308 $4,808 $3,500 $876 ($500) $3,876

Employee + Family

$7,000 $3,936 $10,936 $7,000 $2,628 ($1,000) $8,628

PPO CDHP

A Look at Your Costs

Reaching the maximum out-of-pocket expense is somewhat unusual, but if you have an upcoming surgery next year, it is helpful to compare the plans so there are no surprises. The two examples above show the cost for an individual and family who reach the maximum out-of-pocket amounts, including the cost of premiums and the company’s contribution to the Health Savings Account when enrolling in the CDHP. This representation can be helpful in considering all of your personal costs associated with coverage. Consider how you and your family use your health coverage and decide which option is best for your needs.

Reduce Premiums

Use the WPX wellness program, Vitality, to reduce your monthly medical premiums by $25 monthly (up to $300 annually) for individual coverage or $35 (up to $420 annually) for you and your spouse. See page 20 for details on the program.

16

TREATMENT BENEFITSDiagnostic and Preventive

Network: 100% of contracted amount coveredNon-Network: 100% of reasonable and customary covered

Basic Network: 80% of contracted amount covered after deductibleNon-Network: 80% of reasonable and customary covered after deductible

Major Network: 50% of contracted amount covered after deductibleNon-Network: 50% of reasonable and customary covered after deductible

Orthodontics Network: 50% of contracted amount covered up to $2,000 lifetime maximumNon-Network: 50% of reasonable and customary covered up to $2,000 lifetime maximum

Dental CoverageThe WPX Dental Plan administered by CIGNA offers a range of preventive, basic and major services, as well as orthodontia coverage. Also, if you or your covered spouse is pregnant, contact CIGNA directly to ask about additional recommended services available during pregnancy.

For questions about dental coverage or claims, log on to www.mycigna.com or call 800-244-6224, Group #3334995.

FULL-TIME EMPLOYEECoverage Option Monthly Premium

Employee Only $9

Employee + Spouse $22

Employee + Child(ren) $27

Employee + Family $38

PART-TIME EMPLOYEECoverage Option Monthly Premium

Employee Only $9




DEDUCTIBLES AND MAXIMUMSAnnual Deductible $75 per person/$150 per family

Annual Maximum $2,000 per covered family member (Diagnostic & Preventive not included)

17



Premium Comparisons*

2015 Full-Time Monthly Premiums

PPO &Out-of-Area

CDHP &Out-of-Area

Employee Only $109 $73

Employee + Spouse $228 $153

Employee + Child(ren) $207 $139

Employee + Family $328 $219

*If you are part-time, and work at least 20 hours per week, contact www.wpxbenefits.com for premium rates.

Coverage Category


Annual Premiums



Annual Premiums

Health Savings Account WPX Contribution


Employee Only

$3,500 $1,308 $4,808 $3,500 $876 ($500) $3,876

Employee + Family

$7,000 $3,936 $10,936 $7,000 $2,628 ($1,000) $8,628

PPO CDHP

A Look at Your Costs

Reaching the maximum out-of-pocket expense is somewhat unusual, but if you have an upcoming surgery next year, it is helpful to compare the plans so there are no surprises. The two examples above show the cost for an individual and family who reach the maximum out-of-pocket amounts, including the cost of premiums and the company’s contribution to the Health Savings Account when enrolling in the CDHP. This representation can be helpful in considering all of your personal costs associated with coverage. Consider how you and your family use your health coverage and decide which option is best for your needs.

Reduce Premiums

Use the WPX wellness program, Vitality, to reduce your monthly medical premiums by $25 monthly (up to $300 annually) for individual coverage or $35 (up to $420 annually) for you and your spouse. See page 20 for details on the program.

16

TREATMENT BENEFITSDiagnostic and Preventive

Network: 100% of contracted amount coveredNon-Network: 100% of reasonable and customary covered

Basic Network: 80% of contracted amount covered after deductibleNon-Network: 80% of reasonable and customary covered after deductible

Major Network: 50% of contracted amount covered after deductibleNon-Network: 50% of reasonable and customary covered after deductible

Orthodontics Network: 50% of contracted amount covered up to $2,000 lifetime maximumNon-Network: 50% of reasonable and customary covered up to $2,000 lifetime maximum

Dental CoverageThe WPX Dental Plan administered by CIGNA offers a range of preventive, basic and major services, as well as orthodontia coverage. Also, if you or your covered spouse is pregnant, contact CIGNA directly to ask about additional recommended services available during pregnancy.

For questions about dental coverage or claims, log on to www.mycigna.com or call 800-244-6224, Group #3334995.

FULL-TIME EMPLOYEECoverage Option Monthly Premium

Employee Only $9

Employee + Spouse $22

Employee + Child(ren) $27

Employee + Family $38

PART-TIME EMPLOYEECoverage Option Monthly Premium

Employee Only $9




DEDUCTIBLES AND MAXIMUMSAnnual Deductible $75 per person/$150 per family

Annual Maximum $2,000 per covered family member (Diagnostic & Preventive not included)

17



Vision Coverage You may elect to enroll in the employee-paid vision care plan that provides coverage for eye exams, eyeglasses and contact lenses for you and your family at group premium rates. Both network and non-network coverage is provided and participants receive access to discounted refractive eye surgery from provider locations throughout the United States.

Service Frequency If Using a Network Provider, You Pay

If Using a Non-Network Provider, Plan Pays(individual responsible for balance)

Routine Exam Once every 12 months $10 Up to $50

Eyeglass Frames Once every 24 months1 $252 ($130 allowance) Up to $55

Eyeglass Lenses Once every 12 months1

Single Vision $252 Up to $50

Bifocal $252 Up to $70

Trifocal $252 Up to $90

Lenticular $252 Up to $80

Scratch-Resistant Coating $0, Covered 100%

Contact Lenses/Elective Once every 12 months1 $253 ($150 allowance) Up to $150

Contact Lenses/ Necessary 4 $25 up to $210

Please note: Not all contact lenses are covered; check with UHC for details prior to enrolling.

Employee Coverage Option Monthly Premium

Employee Only $6.91




1 You can select either eyeglasses (eyeglass lenses and/or frames) or contact lenses during the year. If you select both, only one will be covered.

2 If you purchase eyeglass lenses and frames at the same time from the same Network provider, only one copay will apply.

3 Coverage for Covered Contact Lens Selection does not apply at Costco, Walmart or Sam’s Club locations. The allowance for non-selection contact lenses will be applied toward the fitting/evaluation fee and purchase of all contacts. Check with UHC for contacts that are covered, as not all contact lenses are covered.

4 Necessary contact lenses are determined at the provider’s discretion for one or more of the following conditions: Following post cataract surgery without intraocular lens implant; to correct extreme vision problems that cannot be corrected with spectacle lenses; with certain conditions of anisometropia; with certain conditions of keratoconus. If your provider considers your contacts necessary, you should ask your provider to contact UnitedHealthcare Vision confirming reimbursement that UnitedHealthcare Vision will make before you purchase such contacts.

Is the Vision Plan Right for You?

To determine if it is worth investing in the vision plan, multiply the premium times 12 to determine how much you will spend in premiums for one year. Then estimate your expenses for the coming year. For example, consider how many members of your family might need glasses, contacts or exams and compare those expenses to the cost of vision plan premiums.

The Health Care FSA can be an alternative to paying for the vision plan. If you decide to go this direction, increase your Health Care FSA contributions to cover your 2015 vision care. If your family has a lot of vision care expenses, it might be worth investing in both the plan and the Health Care FSA.

18

1) Out-of-Pocket maximum includes deductibles, coinsurance and copays2) Certain Tier 1 and generic preventative and maintenance medications in CDHP options 100% paid3) For Non-Network, plan payments are subject to usual, reasonable and customary limitations

Consumer Driven Health Plan (CDHP)Network Non-Network3





Medical

Annual Deductible$1,500/individual



$3,000/family







0% 100% 0% 100% 0% 100%

Office Visits (Primary Care Physician)

20% 80% 40% 60% 20% 80%


20% 80% 40% 60% 20% 80%

Emergency Room 20% 80% 40% 60% 20% 80%


Prescription Drugs



Tier 12 20% 80% 40% 60% 20% 80%

Tier 2 20% 80% 40% 60% 20% 80%

Tier 3 20% 80% 40% 60% 20% 80%







Employer Seed $500 / $1,000 $500 / $1,000 $500 / $1,000

15



Medical


Compare Your 2015 Medical Choices

1) Out-of-Pocket maximum includes deductibles, coinsurance and copays2) PPO office visit copay for primary care includes physical therapy3) For Non-Network, plan payments are subject to usual, reasonable and

customary limitations4) PPO Non-Network visits to Emergency Room for reason other than “true

emergency,” you pay 40% and plan pays 60%.

Preferred Provider Option (PPO)Network Non-Network3





Medical

Annual Deductible$400/individual

$800/family$800/individual

$1,600/family$400/individual

$800/family







0% 100% 40% 60% 0% 100%

Office Visits2 (Primary Care Physician)

$20(Deductible not req’d)



$30 (Deductible not req’d)


Emergency Room4

(Deductible not req’d) 20% 80% 20%(True emergency)

80%(True emergency) 20% 80%


Prescription Drugs

You Pay Plan Pays You Pay Plan Pays You Pay Plan Pays


Tier 1 $7 Remaining balance $7 Remaining

balance $7 Remaining balance

Tier 2 25% Min. $25/Max. $50

Remaining Balance

25% Min. $25/Max. $50

Remaining Balance

25% Min. $25/Max. $50

Remaining Balance


Remaining Balance

40% Coins. Min. $50/Max. $100

Remaining Balance

40% Coins. Min. $50/Max. $100

Remaining Balance


Tier 1 $17 copay Remaining Balance Not Available Not Available $17 copay Remaining

balance




Balance




Balance



Employer Seed Health Savings Account is not available with a PPO

14

For more information on the Employee Assistance Program or to schedule an appointment, call 866-248-4094 or visit www.liveandworkwell.com. Access code: WPX

Health Care Flexible Spending AccountWhen you elect to participate in a Health Care FSA, you can help your family save on eligible out-of-pocket expenses not covered by the medical plan by setting aside pre-tax dollars through payroll deduction. All eligible expenses must be incurred between Jan. 1 and Dec. 31 of the plan year. You may roll over up to $500 from your 2015 contributions into the 2016 plan year. Any unused funds in excess of $500 will be forfeited. Some over-the-counter medications are eligible for reimbursement with a prescription. Annually, you may contribute from $100 to $2,550 for health care expenses.

Call UnitedHealthcare if you have questions about Flexible Spending Account rules at 866-734-7670.

Note: If you enroll in the CDHP, the HSA and the Health Care FSA, your FSA may not be used for medical expenses that would otherwise be paid from the Heath Savings Account. However, the Flexible Spending Account could be used for eligible dental and vision expenses.

Dependent Care Flexible Spending AccountThe Dependent Care FSA can be used to pay for your work-related dependent care expenses, such as daycare. However, eligible expenses are not restricted to only childcare. Dependent care expenses can be claimed for anyone you list as a dependent, such as a parent or disabled spouse, on your federal income tax return. Annually, you may contribute from $100 to $5,000 for dependent care expenses.

Employee Assistance ProgramThe Employee Assistance Program (EAP) is available to you, your dependents and those important to you who live in your household whether or not you participate in WPX Energy’s medical plan. The EAP is available to help you manage the everyday stresses of home and work life. You and your family can receive legal and financial consultation, child and elder care referrals, short-term counseling and more. There is no charge to tap into this program.

Participation in any of the services offered by the program is completely confidential and includes up to three free face-to-face counseling sessions with licensed counselors per incident, online resources, and printed materials or CDs that can be mailed to you. The EAP is available 24 hours a day, seven days a week.

19



Vitality Wellness ProgramThe Vitality Wellness Program is a comprehensive personalized program that is customized to fit each employee’s individual health situation, provide tools to improve overall well being, and offer personalized support where you want it most.

Vitality is available to all employees, as well as spouses and domestic partners covered under WPX’s medical plan. It is an easy-to-use, points-based system that offers incentives for you and your spouse/partner when you work together towards healthier living.

How the WPX Vitality Wellness Program Works You’ll find a number of incentives available for maintaining or working to improve your personal health. You’ll earn Vitality Points® as you complete reportable activities, such as: • Complete a health risk assessment online • Complete a biometric screening at a company

sponsored event or at your physician’s office • Progress toward meeting personalized health goals • Log physical activity into the system • Participate in educational events and programs

The points you receive will convert to Vitality Bucks®, which can be used for purchases in the Vitality Mall.™

Reduce Your Medical PremiumsHere’s where working towards healthier living really begins to pay off. When you complete your Vitality Health Review, a Vitality Check and attain Silver Status, your monthly medical premium will be reduced by $25 (up to $300 annually) for individual coverage or $35 (up to $420 annually) for you and your spouse. To attain Silver status, you need to achieve 2,500 points for yourself or 3,500 for you and your spouse combined.

For more details, visit www.powerofvitality.com.

20

Preventive Care CoverageTo support your health and wellness efforts, if you and your covered dependent(s) enroll in a WPX Energy medical plan, you’ll generally have 100-percent coverage for services coded by your physician as preventive care. Your claim will be paid at 100 percent as long as the claim is coded as routine, preventive care. However, if your doctor codes the claim as treatment for an existing condition, you will be subject to a deductible, co-insurance or co-payment, as applicable. If you are charged for preventive care, contact your doctor for a refund.


13



For more information, view the WPX Comparison of Medical Plans chart in this Guide.

12

Medical Coverage Options (continued)Consumer-Driven Health Plan – This option provides network and non-network coverage. With this plan, a Health Savings Account (HSA) is available for employees to contribute – tax-free – to help pay for eligible health care expenses.

• Network deductible $1,500/individual; $3,000/family • Non-Network deductible $3,000/individual; $6,000/

family • 80% covered by the plan after the deductible • Network out-of-pocket maximum $3,500/ individual;

$7,000/family • Non-network out-of-pocket maximum $7,000/

individual; $14,000/family • Preventive care 100% covered, not subject to

deductible • Certain Tier 1 and generic preventive and

maintenance medications 100% covered, not subject to deductible

• Health Savings Account company contribution $500/individual; $1,000/family


If you enroll in a Consumer Driven Health Plan and separate Health Savings Account, WPX will generally contribute $500 for individual coverage or $1,000 for family coverage to your Health Savings Account.

Additionally in 2015, you may elect to contribute from $100 to $2,850 for individual coverage or from $100 to $5,650 for family coverage – tax free. Funds in a Health Savings Account can be used for eligible medical expenses or saved for retirement.

Individuals age 55 and older may be eligible to make additional tax-advantaged catch-up contributions up to $1,000 to a Health Savings Account.

Out-Of-Area Plans – Your home ZIP code determines if you are considered Out-of-Area for either the PPO or CDHP plan. Contact the WPX Benefits Center:

• If you are eligible for the Out-Of-Area option, but have access to network physicians. If so, you may elect any plan. When opting into the PPO or CDHP, it is your responsibility to verify that you have adequate access to network physicians, including specialists and hospitals. You will have to call the WPX Benefits Center to request the opt-out.

• If you do not qualify for the Out-Of-Area option, but believe you do not have adequate access to network physicians.

For a list of eligible medical expenses from the Health Savings Account or to access account information, visit www.myuhc.com or call OptumHealth Bank at 800-791-9361.

For questions about your disability coverage or claims, call CIGNA at 888-842-4462.

Life InsuranceWPX continues to provide life insurance up to two times your base salary at no cost to you. You have the option to purchase age-based supplemental life insurance in varying amounts ranging from one to five times your base salary, with a maximum of $2 million. Proof of insurability may be required for new coverage exceeding $1 million.

You can change Supplemental Dependent Life insurance on your spouse or eligible child any time throughout the year without having to experience a valid status change. Evidence of insurability (proof of good health) may apply.

Accidental Death and DismembermentAccidental Death and Dismemberment insurance may not seem like a primary focus for you, but AD&D can be a very important benefit in the event of an accident involving you or a covered dependent. WPX offers basic accident insurance — two times your annual salary — at no cost to you to help provide financial security for eligible full-time and part-time employees working 20 hours or more per week. Included in this is business travel accident insurance for eligible employees. You may also purchase supplemental AD&D coverage for yourself and your eligible family members. Visit WPX’s internal website, XSite, for a full list of AD&D covered benefits.

Disability BenefitsWPX partners with CIGNA to provide disability coverage to protect your income if you have a baby, suffer from a non-work-related illness or injury (short-term) or become disabled (long-term) and cannot work.

Short-Term DisabilityEligible employees may receive Short-Term Disability benefits starting the fourth consecutive day you are absent from work (or the 25th consecutive hour you’re absent from work) up to the maximum period of 26 weeks. You must contact Cigna to apply for benefits and be approved in order to receive any Short-Term Disability benefits. Then, the benefit amount depends on your years of service.

If approved, after you’ve exhausted your 100-percent base pay benefit, which is determined by your length of service, you will receive 60 percent of base pay for the remainder of your approved Short-Term Disability leave.

Long-Term DisabilityUpon hire, or during Annual Enrollment each year, you select the level of coverage you need for long-term disability. All employees receive 60* percent of their monthly base pay as a WPX benefit. You may elect to increase this to 70* percent of your base pay for an additional cost. Then if you are disabled longer than 26 weeks, unable to perform the essential functions of your job, and your short-term disability benefits end, upon approval, you may be eligible to receive long-term disability benefits at the percentage level you elected.

* $15,000 total monthly benefit maximum

21



Note: Regular part-time employees receive pro-rated paid time off (PTO) based on “percent of full-time classification.” Change in employee classification from full-time to part-time will also result in all paid time off (PTO) being pro-rated at the time of employee status change.

PAID TIME OFF (PTO)

The Year You Are Hired Hours Awarded





Anniversary Year Hours Awarded

2 - 4 years 120

5 - 9 years 160

10 - 19 years 200

20 years and up 240

Note: Holidays that fall on a weekend will be observed according to a schedule that can be found on the WPX XSite.

OTHER TIME OFF (PTO)

Holiday (U.S.) Definition

New Year’s Jan. 1 (unless the holiday falls on a weekend)

Memorial Day Last Monday in May

Independence Day July 4 (unless the holiday falls on a weekend)

Labor Day First Monday in September

Thanksgiving Fourth Thursday in November

Day After Thanksgiving Friday immediately following

Christmas Eve Christmas Eve (unless the holiday falls on a weekend)

Christmas Day Dec. 25 (unless the holiday falls on a weekend)

Two floating holidays Any day with your supervisor’s approval

Paid Time Off (PTO)WPX provides you with a number of days off with pay to use for vacation, sick days or personal reasons. The number of days you receive is linked to your years of service with the company. These days are awarded Jan. 1 of each year. You can carry over up to 40 hours from one year to the next. With supervisor approval, in the fourth quarter of each year, you may also borrow up to 40 hours from the following year.

Note: Part-time employees working less than 20 hours per week are not eligible to receive floating holidays.

FLOATING HOLIDAYS

If Hired Hours Awarded

By June 30 16 hours during the year of hire

Between July 1 and Sept. 30 8 hours during the year of hire

After Sept. 30 None during the year of hire

Floating HolidaysNewly hired employees are eligible for floating holidays in the year in which they are hired as follows:

22

Guidelines for Determining EligibilityYou are eligible for WPX benefits if you are a: • Full-time WPX employee • Part-time WPX employee regularly scheduled to work

at least 20 hours per week • Full-time or part-time WPX employee who is on

approved short-term disability, long-term disability or approved leave of absence

Eligible family members include: • Legal spouse: This includes a common-law spouse

if you live in a state that recognizes common-law marriage.

• Registered domestic partner*: Your domestic partner is someone with whom, for the last 12 months, you’ve shared a residence and financial obligations and served as each other’s sole and exclusive partner. You must not be married to anyone else or related to your domestic partner by blood or marriage. You must both be at least 18 years of age and intend to continue the domestic partnership indefinitely. Specific eligibility rules apply. Contact the WPX Benefits Center if you have questions.

• Children: You can provide medical coverage for your children under age 26 – regardless of student, marital or tax status. A child is defined as your natural-born child, stepchild, adopted child or child placed with you for adoption, a child for whom you are an appointed legal guardian or foster parent or your domestic partner’s child.

• Disabled Children: If disabled before age 26, unmarried disabled children remain eligible after age 26.

After confirming eligible dependents, you must indicate each person you want covered when enrolling for the WPX benefit program. In some cases, proof of dependent eligibility may be required when adding a dependent.

* Employees will be taxed on the value of a domestic partner’s coverage paid by WPX. For help in estimating the imputed income, call the WPX Benefits Center at 855-WPX-BENE (855-979-2363).

Medical Coverage OptionsWPX Energy partners with UnitedHealthcare to offer a variety of medical coverage options for you and your family.

You are covered for all eligible services upon employment and enrollment. You will automatically receive prescription drug benefits if you enroll in medical coverage. In addition, a primary care physician is not required. For questions about medical coverage or claims, log on to www.myuhc.com or call UnitedHealthcare at 866-844-4864. If enrolling in the Consumer Driven Health Plan call 866-734-7670.

Note: Your home ZIP code determines the medical coverage option for which you’re eligible. During benefits enrollment, you will be offered your choice of either the PPO, CDHP or out of area options based on your home ZIP code/access to UnitedHealthcare’s network services.

Preferred Provider Option (PPO) – This option provides network and non-network coverage.

Plan Highlights: • Copay $20 for PCP/$30 for specialist • Network deductible $400/individual; $800/family • Non-network deductible $800/individual;

$1600/family • Preventive care 100% covered, not subject

to deductible • 80% covered by the plan after deductible • Network emergency room visits 80% covered, not

subject to deductible • Non-network emergency room visits 80% covered, not

subject to deductible (true emergency); 60% covered after deductible (non-emergency)

• Network out-of-pocket maximum $3,500/individual; $7,000/family


WPX Health & Welfare BenefitsEligibility for participation in the following benefits programs is effective on the day you start work at WPX Energy (subject to certain eligibility requirements and timely enrollment).

11



Your benefits make up a significant part of your total rewards package. WPX Energy is committed to meeting your needs and those of your family with a competitive benefits package that recognizes your valuable contribution to our company. WPX provides resources to help protect your current and future physical, emotional and financial health.

As a WPX Energy employee, you’ll have access to medical, dental and vision coverage. In addition, there are a number of resources to help you balance your work and personal life, including a comprehensive wellness program. Resources include paid time off for vacation or personal issues, paid holidays, flexible work schedules if appropriate, and a Dependent Care Flexible Spending Account.

Your Guide to Benefits at WPXWPX Energy provides income protection to replace a portion of your income – for as long as you are eligible – whether you become temporarily ill, permanently disabled or in the event of death.

You are encouraged to save some of what you earn today to build savings for retirement or other long term financial goals. The company supports your efforts by offering an industry-competitive retirement savings program, the WPX Energy Savings Plan.

You may also choose to become a WPX Energy shareholder through the Employee Stock Purchase Plan, which allows you to purchase WPX Energy stock at a discounted rate through payroll deductions.

10


WPX Retirement and Savings BenefitsWPX Energy Savings Plan

WPX provides you with a 401(k) plan to help you build savings to fund your retirement income needs. The WPX Energy Savings Plan helps you save systematically and conveniently through pre-tax payroll deductions. Saving pre-tax dollars reduces your current taxable income. The earnings on your investments are also not taxed until you withdraw them from your account, enabling you to keep your money working for you until you need it. WPX encourages you to save for your retirement by matching your pre-tax, and/or your catch-up contributions, dollar

for dollar every pay day, up to the first six percent of eligible compensation. The employer match is immediately 100-percent vested. WPX also provides an annual employer contribution to eligible employees equal to eight percent of eligible pay if you are age 40 or over, and 6 percent of eligible pay if you are under age 40 as of Dec. 31 of that year. You must have three years of service to become 100-percent vested in the annual employer contribution.

WPX Energy Employee’s Age

WPX Energy Annual Additional Contribution to 401(k) based on employee total eligible pay

100 PercentVested

39 and under 6% 3 years

40 and over 8% 3 years


23



Investing Your 401(k) Plan Account

You choose how to invest your contributions among the investment options available under the Plan. If you do not choose an investment election for your contributions to the Plan, your contributions will be invested in the Plan’s designated Qualified Default Investment Alternative.

If you do not want your contributions invested in the applicable Fidelity Freedom Fund that is the designated alternative, be sure to elect the investment fund(s) for your contributions by logging on to your account at www.netbenefits.com.

HOW SAVING PRE-TAX WORKS

401(k) Pre-Tax Advantage: Annual Salary $45,000 0% Pre-Tax 401(k)Contribution

6% Pre-Tax 401(k)Contribution

Bi-weekly pay $1,730 $1,730

Minus 401(k) pre-tax contribution ($0) ($104)

Taxable income $1,730 $1,626

Minus federal 25% and state 5%1 income tax rates ($519) ($488)

Take-home pay $1,211 $1,138

Actual reduction in take-home pay $0 ($73)2

Net contribution to your 401(k) account $0 $2083

Additional benefit received $1354

1 Tax percentages used are for illustrative purposes only.2 The difference in your take-home pay (0% contribution vs. 6% pre-tax contribution).3 Your pre-tax contribution of $104 + company match of $104.4 The difference between the reduction in your take-home pay and the amount contributed to your 401(k) account.

24

XAwardsWPX Energy provides XAwards to recognize employee excellence. Leaders give XAwards for “exceptional” work, for “extraordinary” effort or for the “extra” initiative resulting in above and beyond results. The awards follow a nomination process. XAwards can be given any time during the year and are designed to recognize when employees do exemplary work.

9




ENERGYCountsAn online recognition and rewards program that offers a quick, easy way for leaders and co-workers to honor, recognize and reward employees for living WPX’s Values and helping achieve our business goals. You can recognize your co-workers or team members in real-time, acknowledging their performance.

• Social Recognition – Provide and receive real-time, peer-to-peer recognition that acknowledges teamwork and the efforts of those around you. A social newsfeed displays recognition and employee comments for all to see.

• Leader Recognition – Leaders have points which they can choose to attach to recognitions to reward employees who achieve results aligned to WPX’s priorities and display behaviors consistent with WPX”s Values. Points can be accumulated and traded in for valuable rewards.

Equity AwardsEquity awards provide a long-term incentive to engage and retain select employees who play a pivotal role in creating future success at WPX Energy. These awards are designed to work along with other compensation and benefits programs. The objective is to align employee and shareholder interests and reinforce behaviors that create value for shareholders. Stock ownership gives employees a direct stake in the company’s success. Currently, WPX Energy makes equity grants in the form of restricted stock units, both time-based and performance-based, and stock options to a limited number of employees. Time-based RSUs typically vest one-third each year for three years from the grant date. Performance-based RSUs have a three-year performance cycle, and distribution is determined based on the relative Total Shareholder Return, or TSR, against companies making up a comparator group. The value of an RSU is based on WPX Energy’s stock at the time the grant vests. Upon vesting, restricted stock is distributed and after withholding applicable taxes can be retained by the employee as an investment or sold for cash. Stock options provide the right to buy shares at a fixed price and have value only if the stock price increases. Stock options typically vest at a rate of one third per year over three years.

Brokerage accounts for equity awards are maintained by Fidelity Investments© at 800-544-9354.

8

WPX Employee Stock Purchase PlanThe Employee Stock Purchase Plan is an easy way for you to become a shareholder in WPX. The Plan allows you to purchase WPX Energy common stock at a 15-percent discount using after-tax payroll deductions. Participation in the Employee Stock Purchase Plan is open to all regular full-time and part-time domestic employees, with the exception of executives. The money you elect to contribute during each offering period is used to purchase company stock at a 15-percent discount from the lower stock price of either the first or last day of the offering period. Shares are then deposited into your Fidelity brokerage account, where you will be required to hold them for at least one year after the purchase date.

Enroll in the WPX Energy Savings Plan

You must enroll in the WPX Energy Savings Plan if you wish to contribute to the Plan. When you’re ready to enroll, you’ll need to make decisions about: • Your Pre-tax Contribution Percentage – WPX will

match dollar for dollar the first six percent per pay period. You can maximize your matching contribution by electing a contribution percentage of at least six percent. Your pre-tax contributions are limited to $18,000 in 2015. If you will be age 50 or older in 2015, you may contribute an additional $6,000 for a total of $24,000 in 2015. To determine the percentage to elect, divide the contribution dollar amount you wish to save by your compensation.

For example, if you want to save the maximum amount

allowed under the plan and you are eligible to make a catch-up contribution, the total available to you would be $24,000 ($18,000 + $6,000). Divide the total dollar amount of contributions ($24,000) by your estimated compensation amount. Using an estimated compensation amount of $75,000, the calculation would be: $24,000/$75,000, or 0.32. That means a 32 percent contribution amount is what would maximize the pretax savings available to you.

You can change your contribution percentage at any time.

• Your Investment Fund(s) – Indicate where you want to invest your contributions and the percentage of your contributions to invest in each fund. If no investment election is selected, contributions will be invested in the Fidelity Freedom K® Fund based on your date of birth. You can change the investment allocation(s) on your contributions and/or your balance at any time.

• Your Beneficiary Designation – Indicate your primary beneficiary(ies) and contingent beneficiary(ies), should your primary beneficiary die before you.

You may enroll online at Fidelity NetBenefits at www.netbenefits.com, or call a Fidelity Service Representative at 800-890-4015.

The Fidelity NetBenefits website has various tools, calculators and resources to help you determine if you are on track with your savings and investments goals. You may also obtain information on the investment options, make changes to your account and view or copy the Summary Plan Description on the website.

If there’s no account activity, you will receive quarterly statements. If there’s activity in your account, you will receive a statement for the month the activity occurred. You may sign up for electronic statements at any time. Generally, you may contribute up to $7,500 in a six-month offering period or $15,000 annually. You can elect to contribute from $10 to $576 per pay period. Additional information regarding the implications of early withdrawal or sale of stock during the holding period, can be found on the company intranet.

25



Enrollment/Contribution Change Date

Offering Period

June 1-15Dec. 1-15

July 1 to Dec. 31Jan. 1 to June 30

Enroll in the WPX Employee Stock Purchase Plan

You may enroll or make changes online at Fidelity NetBenefits by going to www.netbenefits.com during a designated enrollment period listed below. Look for the WPX Energy ESPP link or call Fidelity Stock Plan Services at 800-544-9354. Once you enroll, you are enrolled for all future offering periods until such time that you elect to cancel your future purchases.

The only adjustment you may make to your contributions during an offering period is to completely withdraw from the Plan. If you choose to withdraw, you may do so by completing the required documentation with Fidelity to change your payroll deduction amount to zero.

Participation in the Employee Stock Purchase Plan is completely voluntary and should not be construed as a recommendation to buy or sell WPX stock. You should consider consulting with your tax and/or financial adviser. Information on the Employee Stock Purchase Plan is available on the WPX XSite, as well as through: • Fidelity NetBenefits www.netbenefits.com > WPX

Energy ESPP > Plan Information and Documents • Fidelity Stock Plan Services at 800-544-9354

You can also call the HR Service Center at 855-979-0660 to request a paper copy.

This material has been prepared and distributed by WPX Energy, and it is solely responsible for its accuracy. WPX is not affiliated with Fidelity Investments (or any Fidelity entity).

Stock plan recordkeeping and administrative services are offered through Fidelity Stock Plan Services, LLC. Brokerage products and services are offered through Fidelity Brokerage Services LLC, Member NYSE, SIPC.

26

Base Salary Your base pay works in conjunction with any potential incentive awards to maintain your competitive total pay package. Each position is assigned to a salary level or grade and range. These salary ranges, derived from regular reviews of the external market, as well as the value of the job at WPX, provide the broad framework for determining and managing competitive base salary. Salary surveys, conducted by third parties, are used to assess the external market. The survey data is used to create the framework for comparable job salary ranges. Surveys are selected based on their focus on markets in which WPX Energy competes for talent.

Salary ranges include lower, middle and upper levels. Employees are paid at different levels within the salary range as leaders consider a number of factors which include: sustained performance, experience, demonstrated knowledge and skills, in addition to the external market and the internal value of the job to WPX Energy.

Annual Incentive Program (AIP)To enhance your focus on teamwork and organizational achievements, the AIP is based on pre-established performance metrics and the target opportunity for your specific role.

AIP details for each year are announced near the first quarter of the year. Details can be found on WPX’s internal website, XSite.

All metrics are measured and quarterly announcements are generally made to explain where the company is with regard to the AIP and progress toward the program goals.

Eligible EarningsYour actual total annual earnings, including regular base pay and overtime pay if eligible, for the period in which you are a participant in the program, are considered in calculating any potential AIP award. Certain cash awards and bonuses are excluded from eligible earnings.

Target OpportunityYour leader will tell you what your specific target opportunity is – based on your position. The range of the potential payout under the AIP is 0 percent to 200 percent of the target opportunity, with the goal being 100 percent. Any approved award will typically be paid in early March.

EligibilityGenerally, you become eligible for the AIP beginning on your first day at WPX Energy. You must be a regular employee (full-time or part-time) to participate in the AIP. You also must be employed when the award is actually paid. Exceptions include terminations prior to payout due to retirement, long-term disability, death or certain periods of unpaid leave. Any award will be based upon eligible earnings and will be paid at the time the AIP awards, if any, are paid to all eligible employees. Challenging, but attainable targets are established to motivate performance and are not projections or expectations of achievable performance levels. The Compensation Committee of the Board of Directors, or its delegate, retains discretion to adjust the funding level of any award as it sees appropriate regardless of an individual’s or the company’s performance. The company reserves the right to amend, modify or terminate this incentive compensation program without notice.

7



6

WPX Energy compensation programs are designed to engage, reward and recognize employees. WPX uses market data to create competitive compensation programs consisting of base pay and short and long-term incentives. Compensation combined with comprehensive benefits gives you your WPX total rewards.

Elements of PayThe components making up the total pay program may include: • Base Pay – Cash compensation employees receive

in return for demonstrated knowledge, skills and sustained level of performance for their particular jobs.

• Annual Incentive Program – Cash compensation through the Annual Incentive Program is based on company results measured against pre-established annual goals.

• Equity Awards – Equity-based compensation that provides a long-term incentive to retain select employees and aligns employees’ and shareholders’ interests. Equity awards differentiate between

Your Guide to Pay & Rewards at WPXemployees by considering their current position, performance and other factors. These awards are primarily granted in the form of time-based restricted stock units. A limited number of employees receive equity awards. The size of the grant and type of awards are based on an employee’s job and the factors listed above.

• XAwards – You may also have the opportunity to earn an XAward. Leaders give XAwards for “exceptional” work, “extraordinary” effort or for the “extra” initiative resulting in above-and-beyond results. The awards follow a nomination process, but XAwards can be given any time during the year as the awards are designed to mark the spot where and when employees do exemplary work.

Recognition and Rewards • ENERGYCounts – A quick and easy online tool that

allows leaders and co-workers to recognize and reward employees for living WPX’s values and helping to achieve business goals.


At WPX, your career can be as challenging, exciting and rewarding as you make it. You’ll find opportunities for continual learning that will help you grow in your current role – or for positions you hope to have in the future. To ensure you have the support you need to learn on the job and develop skills to achieve your personal and professional goals, WPX Energy provides a number of programs and tools to help you on your way. These include:

• WPX Learning Link • Instructor-Led Training • Performance Management • Online Resources

Your Guide to Development at WPXWPX Learning Link

When you want to polish your skills, develop new ones, progress along a certain career path, or create a new career track for yourself, WPX provides many of the tools you’ll need. You’ll find all employees are required to take certain courses each year – such as compliance and safety training. Outside of the required training, WPX Learning Link offers online courses, books, videos and business simulations that you can take advantage of for your career growth. WPX Learning Link offers all of these resources at your fingertips:

• Nearly 600 business skill courses, including topics such as professional effectiveness, management, leadership, finance, business strategy and more

• 250 business impact and challenge series courses that provide real-world business simulation

• 11,000+ Desktop and IT videos highlighting leadership best practices


27



40 national, state, local and industry awards for doing things the right way. These honors include:

• Compass Award for commitment to workplace ethics

• Spirit of Hope Award from the Mile High United Way

• Drilling Innovation award from the Colorado Oil and Gas Conservation Commission

• Carson National Forest Stewardship Award from the U.S. Forest Service

• A Best Management Practices award from the BLM and Three Affiliated Tribes

• Hydrocarbon Producer of the Year from Platts’ Global Energy Awards

• Continuing Excellence Award, presented by the U.S. EPA Natural Gas STAR program

• Business of the Year, presented by the Grand Junction Chamber of Commerce

• Water Quality Protection award from the Colorado Oil and Gas Conservation Commission

• North America’s Best Field Rejuvenation, presented by Oil & Gas Investor

5


Performance Management Performance evaluation and career development activities are part of the Talent Development Process. The WPX approach to performance management means you’ll want to focus on getting the right results – but you want to achieve those results in the right way. How you go about getting your work done is as important as the work you do.

There are three major activities for the Talent Development Process: • Goal Setting and Performance Planning (each spring) • Ongoing one-on-one feedback sessions with your

supervisor (March-November) • Year-End Performance Discussions (late fall)

While these activities are the definitive milestones, you’ll find at WPX that development is year-round. Whether through online learning opportunities, stretch assignments, or even through leadership development activities outside the company – such as serving on community boards or volunteer committees – employees drive their development in a multitude of ways that’s right for them. You’ll get the tools to grow your skills and discover new opportunities in the direction you want to go.

Online Resources You’ll also find a variety of resources available to you through our internal website, XSite. Resources under the ‘Xfactor’ section can help guide your development – whether you want to grow in your new role or discover new roles and opportunities after you’ve been with WPX awhile. It’s up to you!

Instructor-Led TrainingWPX offers classes throughout the year for leaders, individuals and teams on a wide range of development topics. If you are looking to expand or improve upon your knowledge, skills and abilities, these courses will help you develop in your current position or positions you hope to hold in the future. Courses are designed to be fun and interactive, as well as apply concepts for real world learning opportunities.

Classes for Leaders: • Leader and the Law • Management Foundations • Situational Leadership • Sustaining Situational Leadership

Classes for Individuals and Teams: • Energy Exploration and Production Overview • Insight Colors • Project Management for the Unofficial

Project Manager • Situational Learning • Speed of Trust • WPX Communications – A Core Competency • WPX Teamwork – A Core Competency • WPX Problem Solving – A Core Competency

28



4

WPX Energy OverviewWho We Are

WPX Energy is an independent exploration and production company formed during a spinoff Dec. 31, 2011. We have more than 30 years of industry experience along with 40 local, state and federal awards for efficiency, innovation and corporate social responsibility.

Our vision is to triple our profit margins, increase our oil production and ultimately triple the value of our company by the year 2020. This plan has the full support of our management team and our board of directors. It’s what we’re pursuing every single day.

Quick Facts

We’re based in Tulsa, Okla. Our business highlights consist of:

• We drill for both oil and natural gas

• 99 percent typical drilling success rate

• Approx. 700 million cubic feet per day of natural gas production

• 50,000 barrels per day of oil and NGL production

• Outstanding safety record

• Recognized for ethical business practices

• Civically active every-where we operate

Honors & AwardsWPX has received more than

Your Guide to Community at WPXYou’ll find WPX Energy is more than just a place to work. It’s a place motivated by values and commitment – to our company, to each other and to the communities where we do business. This one-big-family feeling is not an illusion. No matter where you work, WPX provides a number of ways for you to feel connected to your co-workers, as well as your community. Being involved is simply the way we do business.

Community Involvement

WPX Energy’s community giving plan is built on our mission to be an excellent neighbor in the communities where our employees live and work. We encourage employees to get involved in their local communities where they volunteer, donate money and serve on boards of countless non-profit organizations.

To deliver on our commitment to provide valuable, measureable and sustainable community support where employees live and where we operate, WPX’s strategic community giving focuses on three primary areas:

• Education: WPX invests in K-12 and college education to strengthen communities and develop a diverse pipeline of future employees.

• Youth Services: WPX works side-by-side with various youth-service organizations to provide much needed assistance to children and youth in our communities.

• Asset Community Grants: WPX cares about protecting the communities where we operate. Funding is tailored to the specific needs of each individual community we serve.


29



WPX Signature EventsWPX offers employees various signature events throughout the year. Signature events are volunteer opportunities designed to build teamwork and benefit the community. These events involve a large number of employees, benefit a non-profit organization, and promote wellness.

Matching GiftsThe WPX Matching Gifts program doubles your community contributions to non-profit organizations. It’s a powerful way to share in our giving spirit while making a difference in an area of interest that’s important to you. WPX provides a dollar-for-dollar match to your financial gifts up to $10,000 annually to eligible 501(c)3 organizations.

United WayWPX Energy recognizes the effect United Way has on the communities where we do business. Through WPX Energy’s annual United Way campaign, WPX will also match individual employees’ contributions to United Way dollar for dollar up to $10,000 annually per employee.

Employee ClubsWPX sponsors employee clubs throughout the company by location. These clubs provide a way for employees to get together for social, athletic, cultural and entertainment events. Employee clubs help to reinforce that one-big-family feeling and our commitment to each other. To find out how to get involved at your location, contact your HR business partner.

Diversity and Inclusion Teams At WPX we foster a workplace environment where all individuals are treated with dignity and respect and have the opportunity to reach their full potential. When we’re happy and productive and treat each other with respect, our personal success and dignity has a bottom-line effect on success at WPX. Our well-being ties directly to the company’s well-being. Participating on a Diversity & Inclusion team and volunteering to assist with Diversity & Inclusion initiatives are opportunities to bring awareness and inclusivity to the workplace.

30

WPXfactor = Pay + Benefits + Opportunities + Community

What’s your “X” factor? Whether it’s your pay, your benefits or your pride in working for a company that values relationships and gives back to the communities where it does business – your “X” factor is that driving force that motivates each of us every day. For each of us, the WPXfactor is different. We all have a reason that motivates us to do our best – a reason that makes us proud to be a part of WPX Energy. The WPXfactor is the sum of your total rewards – everything you receive in exchange for the role you play at WPX Energy – along with the confidence that comes from working at a driven, determined E&P company.

This guide gives you the information you need to:

• Understand your pay opportunities • Take full advantage of employee benefits • Build savings for the future through the WPX Energy Savings Plan and Employee Stock Purchase Plan • Participate in the communities where we live and work

Opportunities

Com

mun

ity

Bene�ts

Pay

3




ContentsYour Guide to Community at WPX .......................................................................................................................29

Community Involvement ..............................................................................................................................29WPX Signature Events ....................................................................................................................................30Matching Gifts ................................................................................................................................................30United Way .....................................................................................................................................................30Employee Clubs .............................................................................................................................................30Diversity and Inclusion Teams ......................................................................................................................30

Important Numbers .............................................................................................................................................31

Every effort has been made to ensure the accuracy of this guide. If there is any conflict between this guide and the official plan documents, the official plan documents will control. Nothing in this guide creates an employment contract between WPX Energy or its subsidiaries and affiliates and any employee. The Company reserves the right to amend or terminate a plan at any time, in its sole discretion, according to the terms of the plan.

WPX Energy Inc. is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected Veteran status.

EEO Minorities/Females/Protected Veterans/Disabled

2

IMPORTANT NUMBERS

Employee Benefit Contact Information

401(k) - WPX Energy Savings Plan Fidelity; www.netbenefits.com; 800-890-4015

Accidental Death and Dismemberment (AD&D) and Business Travel WPX Benefit Center, 855-979-2363

Adoption Assistance [email protected]; 855-WPX-0660 (855-979-0660); in Tulsa, 539-573-0066

Cancer Management Services UHC Cancer Management Services, 866-844-4864

Careers/Job Listings XSite > UltiPro> My Company > Job Openings Questions - email [email protected]

Dental Coverage and Claims www.mycigna.com; 800-244-6224

Disability and FMLA leaves 888-842-4462; www.mycigna.com

Educational Assistance [email protected]; toll-free 855-WPX-0660; in Tulsa, 539-573-0066

Employee Assistance Program (EAP) www.liveandworkwell.com; 866-248-4094 (Access code: WPX)

Employee Referral Program An incentive for you to refer external candidates for positions. Additional information may be found on XSite > Xfactor > Opportunities > Referring Job Candidate

Employment Verification www.theworknumber.com; 800-367-5690

Enrollment Health & Welfare Benefits and General Benefits Assistance www.WPXbenefits.com; WPX Benefit Center 855-979-2363

Flexible Spending Accounts www.myuhc.com; 866-734-7670

Health Savings Account/Bank www.myuhc.com 800-791-9361

HIPAA Privacy Officer 855-WPX-0660 (855-979-0660); P.O. Box 3102, Tulsa, OK 74101-3102

HR Business Partners HRBP Contacts; You must be logged into the WPX network to access HR Business Partners.

International Travel Assistance www.zurichna.com/specialties/travelassist/travelas.nsf; 800-263-0261

Life Insurance www.WPXbenefits.com; WPX Benefits Center, 855-979-2363

Medical Coverage and Prescription Drugs

www.myuhc.com For Consumer Driven Health Plan Enrollees: 866-734-7670; for PPO enrollees, 866-844-4864

UnitedHealthcare NurseLine 800-846-4678

HR Service Center P.O. Box 3102, Tulsa, OK 74101; 855-979-0660; in Tulsa, 539-573-0066; [email protected]

Fidelity (Equity & ESPP) www.netbenefits.com; 800-544-9354

Time Off/Paid Time Off (PTO) [email protected]; 855-WPX-0660 (855-979-0660); in Tulsa, 539-573-0066

Vision Coverage www.myuhcvision.com; 800-638-3120

Vitality Wellness Program www.powerofvitality.com; 877-224-7117; Hours: Mon - Fri, 8 a.m. - 5 p.m. CT

Individualized Wellness Coaching 866-523-8185; Hours: Mon-Th, 7 a.m. – 9 p.m., Fri, 7 a.m. – 5 p.m. CThttp://enroll.trestletree.com, passcode: WPX

For more information on WPX Pay, Benefits, Opportunities and Community, visit the WPX XSite.

31


Your Guide to WPX EnergyNotes

32

ContentsWhat’s your “X” factor? ......................................................................................................................................... 3WPX Energy Overview ........................................................................................................................................... 4Your Guide to Pay & Rewards at WPX.................................................................................................................... 6 Elements of Pay .............................................................................................................................................. 6 Base Salary ...................................................................................................................................................... 7 Annual Incentive Program .............................................................................................................................. 7 Eligible Earnings ........................................................................................................................................... 7 Target Opportunity ....................................................................................................................................... 7 Eligibility ....................................................................................................................................................... 7 Equity Awards ................................................................................................................................................. 8 ENERGYCounts ................................................................................................................................................ 8 XAwards ........................................................................................................................................................... 9Your Guide to Benefits at WPX ............................................................................................................................ 10 WPX Health & Welfare Benefits..................................................................................................................... 11 Guidelines for Determining Eligibility ....................................................................................................... 11 Medical Coverage Options ......................................................................................................................... 11 Preventive Care Coverage .......................................................................................................................... 13 Compare Your Medical Choices ................................................................................................................. 14 Premium Comparisons .............................................................................................................................. 16 Dental Coverage ......................................................................................................................................... 17 Vision Coverage .......................................................................................................................................... 18 Flexible Spending Accounts ....................................................................................................................... 19 Employee Assistance Program ...................................................................................................................19 Vitality ..........................................................................................................................................................20 Life Insurance ..............................................................................................................................................21 Accidental Death and Dismemberment .....................................................................................................21 Disability Benefits ........................................................................................................................................21 Paid Time Off ...............................................................................................................................................22 Floating Holidays ........................................................................................................................................22WPX Retirement and Savings Benefits ................................................................................................................23 WPX Energy Savings Plan ............................................................................................................................23 Investing Your 401(k) Plan Account ............................................................................................................24 Enrolling in the WPX Energy Savings Plan ..................................................................................................25 WPX Employee Stock Purchase Plan ......................................................................................................... 25

Enrolling in the WPX Employee Stock Purchase Plan ............................................................................ 26Your Guide to Development at WPX ................................................................................................................... 27 WPX Learning Link ........................................................................................................................................ 27 Instructor-Led Training ................................................................................................................................. 28 Performance Management ........................................................................................................................... 28 Online Resources .......................................................................................................................................... 28

1



2

Resources In addition to this Guide, a number of additional tools and resources are available: • WPX intranet XSite • Your supervisor • Your Human Resources business partner



www.wpxenergy.com | NYSE: WPX

© 2015 WPX Energy, Inc. All rights reserved. 0615/00280



Date post:	21-Jun-2020
Category:	Documents
Upload:	others
View:	9 times
Download:	0 times