Our Mission, To produce hig, and environmentally friendly manner through optimizing resource management, enhancing human capital, and satisfying the needs of all interested parties.

Our Mission, To produce high quality petrochemical products (ethylene, polyethylene, and …) in a healthy, safe, and environmentally friendly manner through optimizing resource management, enhancing human capital, and satisfying the needs of all interested parties.

Our Vision,We are constantly focusing on gaining a competitive advantage over the company's world –class rivals, being superior at safety, enhancing and making sustainable profit.

Our Values

The values of the organization are the basic and indefectible principles originated from the mass and leaders’ beliefs. These beliefs are significant and substantively taken on priority as well as being considered as reliable and indispensable bases. Moreover, the values, in the form of a slogan and as the company’s practical and ethical policy are reflected in the organizational behaviour, exchanges, and other aspects of the business. In brief, sustainability will be captured by commitment to the organizational values. To promote the effectiveness of the company’s values and expedite their institutionalization, the acronym of BELIEFS is formed from the first letter of the company’s seven main organizational values as follows

Beliefs

Believing in safety, health & environment

The employees take the responsibility of creating and maintaining a healthy and safe workplace environment.
The employees believe that the organizational great goals will be achieved by healthy human resources.
The employees accept safe workplace culture. They make effort to promote it as well, being fully committed to pass the safety training courses.
All employees are committed to reduce any hazard posed by the organization’s assets and technology to the environment (water, air, and soil), to reduce pollution, to optimize energy, to reduce and recycle wastes, and to promote green technology and sustainability of the resources.
In planning, in order to prevent accident, the previous experiences and the top best performances are followed on priority.
The employees agree to respect or follow the international legal standards for health, safety and environment (HSE).
The employees are fully aware of the importance of the safety and quickly stop any unsafe activity. The employees, by means of an appropriate application, monitor the safety process and report any accident via it.
The employees keep the workplace clean & well-ordered, so the health and safety of the workplace will be developed.
All the employees enjoy personal protective equipment (PPE) and are obliged to use them.
All the contractors and service providers are obliged to respect the abovementioned points.
The employees think about safety and health beyond the organizational boundaries and try to improve it in the Pars Special Economic Energy Zone (PSEEZ).

Effectiveness

The employees mainly focus on finding ineffective processes and performances in a bid to improve and update them continuously based on the company’s business model. So, the process problems (e.g. the parallel processes, the necessary information which is unavailable, the necessary instructions which have not yet been prepared, the instructions which have not been continuously updated and the instructions do not match with planned results) are recognized and resolved.
The employees believe that the technological infrastructures are inseparable part of the business and wise development of mechanized systems and synchronizing the available systems can increase the effectiveness of the organization’s activities.
Due to clear separation of duties in ASPC, the personnel do their duties and take their relevant responsibilities eagerly.
The employees know that they are required to follow their teamwork activities allocated to others up until they get the final result accepting the full responsibility for their activities.
The stake holders’ comprehensive satisfaction is the sign of effectiveness of the activities.
The more-effective employees are appreciated in ASPC and the less-effective ones are supported by the company and other employees to promote their performances. And those not being able to meet the ASPC’s standards have no seat in the company.
The employees recognize the company’s and their own weak points eagerly and warmly accept others’ superiority and do their best to overtake others through learning ways to resolve their weak points.
Achieving the excellent results is among the main ideals of ASPC’s employees considering themselves in the world class.
The employees are responsible for the resources under their authority and for their proper allocations. All the employees are seeking sale promotion and profitability effectively.
The employees believe that the effectiveness results in operational promotion.
The employees have a good/ positive image in their minds of customers’ demands.
Through the effective and responsible organizational activities, the employees create a good/ positive image of the company in customers’ minds.
To promote effectiveness, innovations and innovative approaches are warmly welcomed and supported by the company as well.

Listening to & showing respect for employees

The employees behave in a friendly, honest, and transparent way towards each other, based on mutual respect. They behave towards each other in a way which like to be behaved.
The employees have respect for the believes of others and welcome freedom of speech.
The employees accept criticism; they warmly welcome to be criticized as well.
Creating equal opportunities for all the employees are accepted and supported by ASPC’s employees.
nationality, race, tribalism, family and political relations, gender, religion, and other factors do not justify injustice in the company.
Annoying the employees are never accepted and it is reacted by other employees besides managers.
Drug misuse and alcohol consumption is forbidden in ASPC. In a bid to solve the problems of such patients, the company support them at the first step. In case of the continuation of the problem, they are prevented to come to the workplace.
The employees help each other in work and life to get positive/good results.
The employees encourage each other to develop their practical skills in workplace.
The employees’ self-esteem is maintained, and their secrets are kept completely confidential.
Job training courses and job promotion opportunities are provided for all the employees. The employees’ promotion is of great importance, and the required empowering ways are paved.
All the employees are assessed and appreciated by their performances.
The employees believe nobody is smarter than others. So, their effort and the wisdom of the crowd is of great value.
Meritocracy is the base of the appointments in ASPC.
The employees never forget each other. In order to share a much greater level of mutual understanding, they help each other quickly.
On the way of enhancing the professional and human qualities, the employees consider themselves as the ambassador of “ASPC Culture” and they really feel committed to promote such culture in family and society.

Integrity

All the employees feel committed to protect the company’s information accessible to them and consider them as the company’s asset. The exchange of information is considered as confidential, and is done within the framework of job necessities, and code of ethics, respecting relevant restrictions.
Loyalty to the organization is accepted as a basic principle among the employees and they honorably support the company’s major achievements.
The employees, considering information security standards, are careful with the application of the information and communication technologies so as not be used improperly or misused.
The employees are committed to give correct and complete information on the company’s activities in their reports and avoid giving incorrect information.
The employees’ activities in virtual social networks make the company welcome, however they are not permitted to talk about the company’s confidential information and give wrong information about the company in the social networks.
The employees are committed to protect the company’s assets holding them in trust and avoid putting them to personal use.
The employees honestly transfer any criticism levelled at company to decision makers only through the formal and defined channels.
Involvement in other jobs (cooperating with other employers) affecting the employee’s performance in ASPC, are strongly condemned by the employees.
Involvement in social and economic activities contrasting with the company’s interests are not accepted by the employees.
The employees believe that giving consultancy to other companies paves the way for the country’s development and the employee’s promotion and bring mutual benefits to the company and the employee. However, the employees are always careful of the negative effects of such activities (i.e. on the employees’ performance in the company, the huge costs may be brought to the company’s knowledge and information capitals) or consider the company’s benefits.
The employees and their relatives avoid being employed by companies who have interests opposed to ASPC in any way.
Carrying out the personal activities during the working time is considered as the violation of the company’s rights.
Friendship between the employees in the workplace is supported by the company and employees. Such friendships are regarded as a useful factor in the promotion of the company’s general performance. However, the employees believe that the such friendly relations should not affect their organizational decisions, the implementation of the workplace’s regulations, and result in informal constitutions. And despite the establishment of such friendly relations, the managers and the employees should be treated with respect.
Receiving cash and non-cash gifts from contractors and service providers particularly when the gifts are expensive are considered as opposed to the company’ interests, so it is “impermissible”.
Establishing trust and working honestly are considered as the company’s two basic principles.
The employees always condemn bribery and blackmail.
Misusing authorization is always condemned and considered as “impermissible” in the company.
In case of any problem or mistake, instead of blaming the employees for them, the company and the employees learn from the problem and try to implement the best solution.
The employees on their way to promotion never resort to slander and damaging others’ reputation.
The employees always support the empowerment of formal organizations inside the company.

Efficient planning, control & follow up

The employees know that planning and integrated controlling are among the necessities of achieving the company’s main goal i.e. the permanent promotion. And this is one of the basic terminologies and factors useful for the company’s solidarity.
The planning structure in ASPC is understood and agreed collectively and all the employees defend and support it.
The employees are always making effort to find their roles in the company’s success and recreate their roles in parallel with the organizational targets in case of seeing any changes in the company.
The employees believe that in order to take any measure, planning has priority over operation.
The employees always pay attention to the environmental changes and the information received from the sources outside the company which may affect the company’s performance. They take them into consideration when devising strategic and operational plans.
In a bid to boost the company’s growth, all the employees are authorized and committed to take part in setting targets and formulating plans for their relevant units and take advantage of the formal channels to meet the targets and operate the plans.
The employees warmly welcome any useful comments (from related or unrelated people) to set the targets and formulate the plans.
It is believed that great jobs and lasting works are done through cooperation among the units, so the employees eagerly support cooperation requests (in both levels of planning and operation) from other units. Serious challenges leading to useful planning achievements are approved by all the members of the company.
Systemizing the company’s processes including the planning process, as the sign of planning’s priority over the operation, is accepted by company. Therefore, the employees record their planning and activities in formal systems and implement them jointly on the defined ways.
The company consider spending time on defining and implementing the unnecessary activities as the waste of the company’s resources.
The performance clarification is institutionalized in all levels of the company. So, making regular accurate performance reports is considered as the organizational duty.
The employees believe the self-control and consider self-declaration of the performance as their accurate and clear responsibility to the company.
Commitment-oriented operating within the framework of the defined plans are part of the organizational duties of each employee and is totally accepted as the main factor in the improvement and promotion of the company.
The company put its efforts into the planned activities, but if the occasion arises, the unplanned requested activities are also warmly welcomed.
We are a complex which sets a joint target. The employees are in good cooperation with each other as well.
The employees believe that cooperation in planned activities results in mutual growth and development. The effective follow-ups to get the positive results is considered as the most important factor behind the company’s success and is fully supported by the company (its employees and managers).
The employees consider responsibility as an inseparable part of planning and operation. They act realistically, clearly and compassionately in controls and audits.

Focusing on social accountability

Believing in humans’ common fate and the inseparable links between humans and other forms of beings is the common culture of the company’s founders, consequently the employees.
Recognizing the rules and regulations and feeling obliged to obey them as well as making the internal rules and regulations rougher than the existing ones, especially in the field of environment and feeling obliged to respect them are fully accepted by all the employees.
The company and the employees feel obliged to share all the systematic information and solutions meeting the environmental requirements. They are also actively pioneer in training others in this field.
The employees consider themselves as “pioneers” in helping their society and feeling loyal to it. They plan and run the regional developments as well.
Non-governmental organizations’ representatives and social activists can take advantage of ASPC and its employees’ support.
The regional officials are supported by the company in terms of doing development plans and projects, consulting and cooperating in the improvement of the living conditions of the people in the region.
We are loyal to the society.
The employees keep a balance among the company’s interests, employees’, and other beneficiaries. The company is committed to participate in the environmentally friendly activities. The employees welcome warmly such coordinated activities.
The company has plan for charity and the employees are eagerly involved in such activities.
Achieving the great goals of the company and taking advantage of the efficient and effective potentials of the region (in terms of the employment of the regional workforces) are among the accepted principles of the company.
The company always tries to receive various certificates in consumers’ right, organization excellence, and environment.
The employees believe that moral and financial support for coalitions, corporative and scientific conferences are effective in reaching the great goals of the company and industry.
Paying attention to the human rights and supporting voluntary works are included in the company’s plans.
The employees respect the company neighbors’ rights.

Sustainable Quality

The employees feel committed to recognizing / meeting the customers’ and consumers’ demands, informing their commitments to them via quality statements.
The employees are well aware of their abilities and make their commitments to the main customers based on the company’s capabilities.
The employees through cooperation with material and technical knowledge providers seek to stabilize and promote the quality of the products.
The employees are committed to establish the infrastructures which is necessary for producing the under-control products and to have necessary control over all steps of production and post- production.
Maintaining and promoting the products’ quality is a public responsibility in ASPC. All the employees, indeed, use their knowledge and innovation to promote the quality performance of the company.
Using the collective knowledge, documenting experiences and received information in the forms of operational procedures, instructions and other documents are among the work culture of the company.
Preventing from unwritten or undocumented culture is the key to all the employees as well.
Loyalty to the written documents, internal regulations and instructions is among the accepted values of ASPC.
Coming up the issues out of control is the sign of a problem; the employees are committed to recognize the reasons behind the problem and remove it through the accepted methods.
Improvement of the quality is a pervasive feature of the company, which can be seen in all the services provided by the company’s units and in the requirements of the internal customers.