IHRDC 1 IHRDC’s E&P Competency Development Process Copyright © 2004 International Human Resources Development Corporation Cherry Locke IHRDC Amsterdam

IHRDC

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IHRDC’s E&P Competency Development Process

Copyright © 2004 International Human Resources Development Corporation

Cherry Locke

IHRDC Amsterdam

Tel: 31 20 638 0110

Email: [email protected]

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IHRDC

Company Background

• Founded 35 years ago in Boston

• Innovative learning solutions for International oil, gas and power industries

• Offices today in Boston, Amsterdam, Caracas and Cairo

• Employees include instructors, writers, graphic, video, web and computer specialists

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IHRDC

IHRDC’s Core Competencies

Management

Technology

Competency Development

The Best Oil, Gas and Power

Management Programs Available

IPIMS: The Award-Winning

e-learning Solution for E&P Specialists

Extensive Experience in:

E&P Competency Development Models

O&M Competency Assurance Process

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IHRDC

COMMON TERMINOLOGY DESCRIPTION EXAMPLE

CategoryGroup of Job positions under the same/similar technical area.

• Reservoir Management• Exploratory Assets• Production Engineering• Wells Intervention• Drilling Engineering

Job Position

Specific role within the organization with a clear set of objectives and responsibilities. Requires a set of competencies for its full performance.

• Geologist• Reservoir Engineer• Production Supervisor

Competency

A body of knowledge, skills and attributes that influence job performance, that can be measured against generally accepted standards, and that can be improved through training and development

• Fluid Properties Analysis• Subsurface Mapping• Well Planning• Reservoir Simulation

Proficiency /

Competency Level

Hierarchy of knowledge descriptors that allow for identifying the level of a competency.

• Awareness• Basic Application• Skillful Application• Mastery

Learning ResourcesSet of training strategies that under any modality is addressed to develop and strengthening of competencies.

• Classroom Training• e-Learning• Workshops • On the Job Training

Competency Terminology

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IHRDC

Competency Level Definitions

Awareness Basic Application Skillful

Application Mastery

Understand basic concepts and principles.

Have general knowledge of technical subjects, procedures and their applications.

Have broad knowledge of theoretical principles and

practical applications.

Participate in designing field applications.

Participate in routine implementation of field applications.

Have detailed knowledge of principles and applications.

Be able to work without supervision.

Share and transfer information, best practices, and lessons learned.

Serve as mentor and coach for junior employees.

Have full understanding of the theoretical principles and practices.

Have detailed knowledge of the industry standards, trends and best practices.

Design, develop and transfer knowledge.

Lead networks, mentors and coaches.

Action Learning

Background Learning

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IHRDC

IHRDC’s Approach

Organizational Goals & Structure

Organizational Goals & Structure

Corporate Strategy and Plans

Corporate Strategy and Plans

Recruitment, Training and Development

Recruitment, Training and Development

Job Descriptions and

Responsibilities

Job Descriptions and

Responsibilities

Competency ModelsCompetency Models

IHRDC Competency Specialists

An

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s

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IHRDC

IHRDC’s Competency Development Process

CompetencyBuilding

CompetencyBuilding

Competency Assessment

Competency Assessment

Competency ModelDesign

Competency ModelDesign

Competency Development ProcessCompetency Development Process

Build job families and job descriptions, and identify required competencies for each task

Conduct interviews with employees and supervisors to assess current levels of competence

Deliver training to close competency gaps and maintain progress reports

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IHRDC

Competency Development Process Design Phase

Analyze Organizational

Structure• Job Titles• Job Families• Job Descriptions• Interviews

Analyze Organizational

Structure• Job Titles• Job Families• Job Descriptions• Interviews

Build Competency

Models for each Job Title

Build Competency

Models for each Job Title

Specify Training and Measures of

Performance to Achieve

Competency• E-learning• Classroom learning• OJT

Specify Training and Measures of

Performance to Achieve

Competency• E-learning• Classroom learning• OJT

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IHRDC Implementation and Assessment Phase

Existing Employees New Employees

Competency Assessments

Competency Assessments


Training


TrainingIdentify Competency

GapsImplement Gap

Elimination Program

Identify Competency Gaps

Implement Gap Elimination Program

Competency Gap Analysis

(After a minimum of 1 year)

Competency Gap Analysis

(After a minimum of 1 year)

Competency Assessments and AuditsCompetency Assessments and Audits

Implement Competency Development Programs

andPerform Assessments and Audits

Implement Competency Development Programs

andPerform Assessments and Audits

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IHRDC

Training ProgramsTraining Programs

Forms of Training

Awareness• Reading• Demonstrati

on

Awareness• Reading• Demonstrati

on

e-Learning

Classroom Training

On-the-Job Training

Basic Application

• Guided “hands-on” instruction

• Practice

Basic Application

• Guided “hands-on” instruction

• Practice

Skillful Application

• Simulated Job Assignments

Skillful Application

• Simulated Job Assignments

Mastery• Design• Supervisio

n• Mentoring

Mastery• Design• Supervisio

n• Mentoring

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IHRDC

IHRDC Has Built Competency Models in All Major Areas of E&P

Geology

Drilling & Completion Engineering

Reservoir Engineering

Formation Evaluation

Project Economics & Planning

Production Engineering

Geophysics

Facilities Engineering

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IHRDC

IPIMS Skill Gap Analysis

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IHRDC


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IHRDC


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IHRDC Example: KUFPEC Career and Training Development System – Sample IDP

Sample Individual Development Plan (IDP) INDIVIDUAL DEVELOPMENT PLAN

EMPLOYEE DATA JOB DATA Lastname First M. 1234 JOB TITLE (from ladder) last name first & middle empl no Trainee Drilling Engineer

Trainee Drilling Engineer TARGET JOB (if applicable) position title N/A Area Office DEVELOPED WITH

office Supervisor’s Name Drilling PERIOD COVERED

department November 15 1999 to December 31, 2000 Competency # DEVELOPMENTAL ACTIVITIES TARGET DATE STATUS

Computer Appl i ca ti on s, Dr i l l i n g

A Ha n ds-on demon stra ti on a n d pra cti ce wi th Techd r i l l en gi n eer i n g softwa re wi th Sen i or Dr i l l i n g En gi n eer .

Week of J a n ua ry 3-7, 2000

Dr i l l i n g a n d Workover - Ba si c

S C A

Vi ew vi deota pe, “The Rota ry Ri g,” Pen n Wel l . “Fun da men ta ls of Dr i l l i n g Techn ology,” OGCI . Fol low deta i led work progra m da ted November 16, 1999. After ea ch two weeks, submi t a br i ef repor t cover i n g key even ts exper i en ced a n d wha t wa s lea rn ed over tha t per i od .

J a n ua ry 2000 Ma rch 20-24, 2000 Per progra m 2/2000 thru 9/2000.

En rol led

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IHRDC Example: KUFPEC Career and Training Development System – Action GuidelinesTRAINING & CAREER DEVELOPMENT ACTION GUIDELINES

JOB LADDER Human Resources Administration JOB TITLE [CODE] HRA6-1 Superintendent Training & Career Development

TOPICS COURSES SELF-STUDY ASSIGNMENTS OTHER ACTIVITIESHuman Resources, CareerDevelopment

Manpower Planning &Development, EuroMaTech

Succession Planning,EuroMaTech

Human Resources, TrainingDesign

Competency-Based Systems,KPC

Human Resources, TrainingManagement and Administration

Creating Optimal Trainingand Development Strategies,EuroMaTech

Managing the Training andDevelopment Function,Management Centre Europe

Managing the Training andDevelopment Function,AMA

Read monthly issues of “Trainingand Development Journal.”

Join American Society forTraining and Development(International Forum) orInternational Society forPerformance Improvement.

Human Resources, Training, Joband Task Analysis

Training Needs Analysis, Intech

Human Resources, Training, OJTBudgeting - Basic In-house: Finance Department Participate in budget preparation.

Work along side Senior Cost &Budget Controller

Finance for Non-FinancialManagers

Finance for Non-financialPersonnel, KPC

In-house: FinanceDepartment

Work along side SeniorAccountant

Petroleum Industry forNontechnical Professionals,Current Technology

In-house: ExplorationDepartment

In-house: EngineeringDepartment

Basic Petroleum Technology,OGCI

Management Communications,Meetings Management

Serve as chairman of an HRCommittee meeting.

Management Skills, Coachingand Counseling

Coaching & Consulting forImproved Productivity,Intech

Manager as Coach,EuroMaTech

Coaching and Counseling forHigh Performance,Management Centre Europe

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IHRDC Example: KUFPEC Career and Training Development System – Career Data SheetEMPLOYEE PROFILE JOB SPECIFICATION

Xxxxxxx Xxxxxxx 0000 JOB TITLE JOB LADDERlast name first & middle empl no EXP4-4 Senior Geophysicist

POSITION DATA CAREER PROGRESSIONSenior Geophysicist in from …

position title EXP3-4 GeophysicistHome EXP4-3 Chief or Senior Geophysicist (AO)

LocationExplorationdepartment out to …

PERSONNEL DATA EXP4-3 Chief or Senior Geophysicist (AO)00/00 EXP6-4 Chief Geophysicist

date of hire date entered position

date of birth salary grade SUMMARY STATEMENTHIGHEST EDUCATION

school: Name Universitydegree: OOO

major: GeophysicsREMARKS

Responsible for geophysical activities, includingseismic data acquisition, processing, andinterpretation.

TOPIC LISTCORE TOPICS CORE TOPICS (continued) BROADENING TOPICS BUSINESS/SOCIAL TOPICS

Computer Applications,Workstations

Exploration - Advanced, Risk andProspect Evaluation

Exploration and Production -Interdisciplinary Team Operations

Exploration and Production - RecentDevelopments

Geophysics - Advanced, 3D Seismic Geophysics - Advanced, Reflection

Process Geophysics - Advanced, Seismic

Detailing of Reservoirs

Geophysics - Advanced, SeismicField Techniques

Geophysics - Advanced, SeismicInterpretation

Geophysics - Advanced, SeismicProcessing

Geophysics - Advanced, SeismicStratigraphy

Geophysics - Recent Developments Well Log Interpretation

Exploration, Advanced -Geologic/Geophysical Models

Geophysics - Advanced, IntegratingPetrophysical Data InterdisciplinaryTechnical Training, Geology

Interdisciplinary Technical Training,Petroleum Engineering

Interdisciplinary Technical Training,Reservoir Management

Language, English - Advanced,Business and Technical Writing

Language, English - Advanced,Technical and Petroleum English

Human Resources, Training, OJT Management Communications,

Presentation Skills Management Communications,

Technical Writing Supervisory Skills - Basic

ExecutiveManagement

Exploration AreaManager General Manager

Exploration MgrChief Geologist or Superintendent Chief Geophysicist

(Area Office)Australia: dual role

Project Coordinator

Chief or Senior Chief or SeniorSenior Geologist Geologist Geophysicist Senior Geophysicist

(Area Office) (Area Office)Austra lia: dua l ro le Austra lia: dua l ro le

Geologist Well SiteGeologist (Area Office) Geologist Geophysicist

(Area Office)

TraineeTrainee Geologist Landman Geophysicist

Technical Assistant Geological Geophysical Technical Assistant(Area Office) Technical Assistant Technical Assistant (Exploration)

(Area Office) (Area Office)

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IHRDC Example: Petrobras Colombia E&P Competency Model Design & Development

SubgroupPosition

#POSITION Junior Full Senior

1 Head of Reservoir Engineering2 Reservoir Engineer3 Reservoir Geologist

4 Head of Exploratory Assets5 Head of New Opportunities6 Geophysicist7 Geologist

8 Superintendent of Operations 9 Production General Supervisor10 Production Supervisor11 Production Engineer12 Production Operator13 Engineering Supervisor14 Head Surface Facilities Engineering

15 Head of Well Intervention16 Optimization Engineer

17 Head of Drilling Engineering18 Drilling Engineer

One Job DescriptionDRILLINGENGINEERING

RESERVOIR ENGINEERING

One Job Description

One Job DescriptionOne Job Description

One Job DescriptionOne Job DescriptionOne Job DescriptionOne Job Description

One Job DescriptionWELLINTERVENTION

One Job Description

EXPLORATION

PRODUCTIONENGINEERING

One Job DescriptionOne Job Description

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IHRDC

Example: Petrobras Colombia E&P Drilling Engineer Competency Model

J ob Family : DRILLING ENGINEERING

Competency Model : DRILLING ENGINEER

Well Planning Competency: 1 of 20

Awareness Basic Application Skilled Application Mastery

COMPETENCY: Understand the steps involved in planning a well. Gather and organize drilling, production and reservoir data.

COMPETENCY: Perform drilling calculations based on established well objectives. Assist in AFE preparation and rig selection.

COMPETENCY: Define well objectives and design parameters based on reservoir management goals. Specify drilling and completion procedures.

COMPETENCY: Generate well planning procedures and guidelines that qualify as best practices for a particular location or operating unit.

Competency Development Matrix

IHRDC RESOURCES

IPIMS Background Learning IPIMS Background Learning Action Learning Modules Shared Learning / Case Studies

• Well Selection

• Data Gathering and Organization

• Well Design Considerations

• Rig Design Considerations

• AFE Preparation

• Drilling Contracts

• Initial Well Planning

• Well Design

• IHRDC Shared Learning Workshop & Case Study Analysis

COMPANY TRAINING AND LEARNING RESOURCES

• Trainee Program A

• Trainee Program B

• ILC A

• ILC B

• Workshop A

• Workshop B

• OJT

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IHRDCExample: Petrobras Colombia E&P Drilling Engineer Competency Model

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IHRDC

Competency Models

Objectives and Use• Hiring and selection• Employee orientation• Training and development• Performance measurement• Succession planning• Career development and promotion

Benefits• Align workforce qualifications with organizational goals• Define performance expectations at the individual

level• Ensure competent workforce• Reduce overall operating costs

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IHRDC

Benefits for the Employee

• List of critical activities and skills• Individual competency profiles and skill gap

analysis results• Clear success criteria• Future positions and requirements

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IHRDC

Benefits for the Company

• Reinforce goals and strategy• Better understanding of roles and

responsibilities• Clear guidelines for performance and career

development between company and employees

• Organization wide standards for career levels

• Effective training

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IHRDC IHRDC’s Generic Reservoir Engineering Competency Model

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IHRDC Example: BP’s Subsurface Engineering CM

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IHRDC

IHRDC Worldwide Offices

IHRDC/Boston535 Boylston Street12th FloorBoston, MA 02116 USATel: (1-617) 536-0202 • Fax: (1-617) 536-4396E-mail: [email protected]

IHRDC/Cairo55, Road 206Digla, MaadiCairo, EgyptTel: (20-2) 519-7275 • Fax: (20-2) 519-7271Email: [email protected]

IHRDC/AmsterdamBrouwersgracht 2881013 HG Amsterdam The NetherlandsTel: (31-20) 638-0110 • Fax: (31-20) 421-6228Email: [email protected]

IHRDC/CaracasCalle T. Res. Saint MoritzApto. 82-AUrb. La Alameda BarutaEdo. Miranda, Caracas 1080 VenezuelaTel/Fax: (58-212) 975-8873Email: [email protected]

www.ihrdc.com

IHRDC

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IHRDC’s Competency Assurance Process

for O&M Personnel

© Copyright: International Human Resource Development Corporation, 2004.All rights to the processes and the materials submitted herein are held by IHRDC and it shall

retain title thereto.

Primary Contact: Bradford DonohueDirector, Corporate DevelopmentTel: 617.536.0202 x214 Fax: 617.536.4396Email: [email protected]

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IHRDC

Competency Assurance Process

Program Implementation

Program Implementation

ProgramDevelopment

ProgramDevelopment

Program Design

Program Design

• Identify Job Titles/Job ladders

• Build Competency Models

• Design Training Programs (classroom, e-learning, OJT)

• Specify Objectives and Schedule

• Identify/Build/Acquire Resources to meet Training needs

• Identify/Train Mentors

Training of New Recruits• Recruit and Test Recruits• Deliver Classroom and e-Learning

Programs• Deliver OJT Training• Provide Job Integration Mentoring• Award Specialty Certificates/

Diploma• Access and Audit Competencies• Award Competency Certificates

IHRDC Competency Assurance ProcessIHRDC Competency Assurance Process

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IHRDC

Build Competency Models and Design Training Programs

Source Material

•Job Titles•Job Ladders•Job Descriptions•Operating Manuals

•P&IDs•Maintenance Documents

•Interviews

Source Material

•Job Titles•Job Ladders•Job Descriptions•Operating Manuals

•P&IDs•Maintenance Documents

•Interviews

Identify JobCompetencies

1.Plan Development Well

2.Competency 23.Competency 3

Identify JobCompetencies

1.Plan Development Well

2.Competency 23.Competency 3

Specific OJT Tasks

1.Select Location2.Organize and Collect

Data3.Design Well4.Specify Evaluation

Procedures5.Obtain Permits6.Prepare AFE

Specific OJT Tasks

1.Select Location2.Organize and Collect

Data3.Design Well4.Specify Evaluation

Procedures5.Obtain Permits6.Prepare AFE

Develop Training

Requirements

Develop Training

Requirements

• Build Competency Model for each job category by listing activities and competency level required. • Specify OJT tasks

for each competency.

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IHRDC

Design and Develop Training Programs

Specific OJT Tasks

Specific OJT Tasks

OJT Training

Pumping Unit• Primary Function• Primary Purpose• Structure• Operating

Parameters

OJT Training

Pumping Unit• Primary Function• Primary Purpose• Structure• Operating

Parameters

Specialty Training

(Classroom & e-Learning)

• Module ST1• Module ST2

Specialty Training

(Classroom & e-Learning)

• Module ST1• Module ST2

Foundation Training

(As Necessary)

Overview of Petroleum

Engineering

Foundation Training

(As Necessary)

Overview of Petroleum

Engineering

Develop Training Resources

• Identify/Develop Training Resources

• Prepare Delivery Schedule

Develop Training Resources

• Identify/Develop Training Resources

• Prepare Delivery Schedule

Design Training Programs

• Specify OJT training requirements.

• Specify specialty training required prior to OJT training.

• Specify foundation training required prior to specialty training.

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IHRDC

Implementation for New Recruits

Recruitment & Screening

(As Necessary)

• Recruitment Campaign

• Initial Screening• Assessment

Tests• Technical/

Aptitude Interviews

Recruitment & Screening

(As Necessary)

• Recruitment Campaign

• Initial Screening• Assessment

Tests• Technical/

Aptitude Interviews

In-House Competency Assessment

& IHRDC Audit


& IHRDC Audit

Training Programs

Training Programs

Integration Training


On-Job TrainingOn-Job Training

Specialty Training

Specialty Training

Foundation Training

Foundation Training

Gap Analysis & Gap Elimination

Program


Program

Certificate ofCompetency

by IHRDC

Certificate ofCompetency

by IHRDCCertificat

es & Diploma

Certificates &

Diploma

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IHRDC

Implementation for Existing Employees

Existing Employees

Existing Employees


& IHRDC Audit


& IHRDC Audit

Training Programs

Training Programs

Foundation Training

Foundation Training

Specialty Training

Specialty Training

On-Job TrainingOn-Job Training




Program


Program

Certificate of

Competency

by IHRDC

Certificate of

Competency

by IHRDC

Certificates &

Diploma

Certificates &

Diploma

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IHRDC

IHRDC’s O&M Competency Models

• Production / Process• Mechanical Maintenance• Electrical Maintenance• Control & Instrument• Distributed Control Systems (DCS)• Safety• Materials• Quality Assurance

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IHRDCIHRDC Experience –Competency Modeling and Training in O&M

• BG’s Scrab/Saffron Field – Egypt (2002-03)

Egypt’s first deep offshore gas project

• National Drilling Company – Abu Dhabi (2002-04)

Developed UAE nationals as competent drilling

supervisors

• ADMA-OPCO – UAE (1998-02)

Developed recent technical graduates into competent

O&M personnel in Das Island gas processing facilities

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IHRDCIHRDC Experience –Competency Modeling and Training in O&M• SONAHESS – Algeria (2003-04)

Comprehensive training for oil operations and maintenance personnel.

• ADMA-OPCO – UAE (1998-02) Comprehensive OJT training of UAE Nationals as new operation’s

technicians.

• Middle East Oil Refinery – Egypt (2002) Comprehensive training for refinery operation technicians.

• Union Fenosa – Egypt (2003) Comprehensive O&M training program for newly employed personnel

in the SEGAS grassroots LNG plant.

• Al Furat Petroleum Company – Syria (1999-2001)O&M training for Syrian nationals in production, gas

process and pipeline operations and all major areas of maintenance.