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SLP-3E
Page 6
SLP-3
Date Prepared:31 Dec 2007
Appraisal Period:1 Jan 2007 - 31 Dec 2007
Name:Mohamed Badie Youssef
Position:FS3-DD
Location:D&M MWD & DD YE Maarib
Seniority Date (SLB):26 Nov 2004
Date Assigned:23 Jan 2012
Preparer:Hussein Oudeif
Drilling Services Manager
Performance AppraisalAndDevelopment PlanObjectives and Results forMohamed Badie Youssef 1 Jan 2007 - 31 Dec 2007
Key Objectives
Results
Comments1HSE: 1.1 AAR & LTI = 0 1.2 2 SQ RIR and 4 HSE RIR per Quarter with 95% closure through QUEST complete with action plan and closure. Install QUEST Wizard on your OpsPack for offline data entry. 1.3 HSEIP suggestions at least 1 suggestion/year through QUEST complete with action plan and closure 1.4 Minimum STC = 100% all year 1.5 Job Related Safety Training Coefficient (JRSTC) > 90% by Q2 and maintain the same until year end 1.6 To have a valid Med-Track Q1 Q2 Q3 Q4
Minimum STC = 100% all year.. done Job Related Safety Training.. done. Coefficient (JRSTC) > 90% by Q2 and maintain the same until year end.. done. a valid Med-Track..done 22. Sales, Marketing & Operations 3 Success stories/best practices validated in In touch by Q4 Presentation of key services /tools to clients Sell a new technology to clients EOWR/EOW logs submitted to the client 7 days after the job with zero mistakes. Q1 Q2 Q3 Q4
Success stories not updated, EOWR submitted to the client 7 days after the job with zero mistakes done. 3Zero complain from client on quality of work Implement Customer Satisfaction program Anticollision Training/Presentation for YHOC and other clients. Implement 1 SQ Initiative Q1 Q2 Q3 Q4
done. 4Finance- Ensure proper tracking of job revenues while active as Cell Manager. Zero mistakes on cost sheets Q1 Q2 Q3 Q4
done. 5Attend DD2 seminar Q1 Q2 Q3 Q4
Already Done. 6
Q1 Q2 Q3 Q4
Other Objectives
Results
Comments7
Q1 Q2 Q3 Q4
8
Q1 Q2 Q3 Q4
9
Q1 Q2 Q3 Q4
10
Q1 Q2 Q3 Q4
Performance Factors (see last page)Mohamed Badie Youssef
Check(s) significant strengths and development areas only. Do not check items where normal expectancy or not applicable would apply.
S = Significant StrengthD = Development Area
PersonalSD
Managing theSD
Working withSD
Assigned Task (continued)
Subordinates(continued)
1. Knowledge of Work
12. Control of Quality
22. Training and Developing
2. Energy Level X
13. Understanding of Product or Service Technology
Working with OthersSD
3. Ability to Work under Pressure
14. Short Range Planning (1-3 Years)
23. Peers
4. Decision-Making
15. Long Range Planning (3-10 Years)
24. Teamwork
5. Creativity
16. Implementation of Plans
25. Client & Others X
6. Oral and Written Communication
Working with SubordinatesSD
26. Knowledge Sharing
7. Risk Taking
17. Delegating Authority and Responsibility
Health, Safety & EnvironmentSD
8. Initiative
18. Listening
27. Health, Safety & Environment Leadership
Managing the Assigned TaskSD
19. Leadership
28. Effectiveness of Prevention
9. Performance Against Objectives X
20. Appraising
Employee Diversity
SD
10. Definition of Objectives
29. Women & Under-represent-ed Nationalities & Minorities
21. Selecting
11. Control of Costs
30. Diversity Action Plan
Overall Performance in Present Position
X
OutstandingExceeds Expectations Meeting ExpectationsDevelopment Needed
Signatures:
Appraiser
Person Appraised
DateAppraisal SummaryMohamed Badie Youssef
Manager Comments
I have received positive feedback on Mohameds performance from my predecessors. Mohamed is a valuable member of the TEPY team. He also performed well on JHOC project. As a Lead DD,we need Mohamed to put more effort in mentoring his night hand DDs and in dealing with the additional responsibilities of working with junior DDs.
I encourage Mohamed to put more effort into knowledge sharing and documenting case histories and lessons learned to improve performance. SQ will be a major focus for D&M in 2008 and we need Mohemed to be an effective contributor to this effort through inputting QIPs in Quest to improve performance. I also expect Mohamed to contribute in the post job evaluation through documenting lessons learned, keeping accurate KPIs , and documenting them in the EOW Report.
I look forward to working with Mohamed in 2008. I have high confidence that Mohamed will continue to be a positive contributor to the D&M organization in Yemen.
Thanks for your contributions in 2007, and best of luck in2008..
Hussein Oudeif Jan 17th,2008 Reviewing and/or Functional Manager Comments
Agree with comment & rating.
Femi Adewumi, Jan 08. Career Considerations ( last updated )
Job Preferences
Mobility
Personal, Family or Dual Career Considerations
Education Requirements for Dependents
Plan for Development
Employee Comments
Agree with the above comments & will consider the areas of development i need to work on.
Thanks Hussein, Femi.
Definition of Performance Factors
PersonalWorking with Subordinates (continued)1.Knowledge of Work - Familiarity with individual19.Leadership - Ability to establish direction
task or tasks performed by business unit.
(create a vision of the future), and align and2.Energy Level - Energy exhibited above or below
motivate people to produce a successful
normal to satisfy job demands.
outcome.3.Ability to Work Under Pressure - Keeps or
20.Appraising - Understands the reasons for
loses control when pressure is high.
performance. Knows the strengths and4.Decision-Making - Both willingness to make
weaknesses.
decisions and the quality of decisions (judgement).21.Selecting - Matches job requirements with skills5.Creativity - Seeks innovative ways to solve
and abilities.
problems.
22.Training & Developing - Works to upgrade6.Oral & Written Communication - Makes
skills and abilities.
accurate and thorough reports. Persuasive in
speaking and on paper.
Working with Others7.Risk Taking - Ability to take reasonable risk
in the pursuit of new methods and goals.
23.Peers - Respected by and can influence.8.Initiative - Ability to think and act without being24.Teamwork - Works effectively on teams by
directed.
actively contributing to the accomplishment of
goals.Managing the Assigned Task
25.Clients/Others - Works effectively and
successfully with clients and others -9.Performance Against Objectives - Summary
(e.g. Suppliers, government agencies, etc.)
of comments on page 2.
26.Knowledge Sharing - Shares own knowledge,10.Definition of Objectives - Sets practical goals
learns from others and applies knowledge in daily work.
for self and subordinates.
Open to new ideas and continuous learning.11.Control of Costs - Either for individual task or
organization unit.
Health, Safety & Environment12.Control of Quality - Either for individual task or
organization unit.
27.Health, Safety & Environment Leadership -13.Understanding of Product or Service
Acts as a role model and promotes prevention
Technology - Knowledge of engineering
among others.
principles or field technology.
28.Effectiveness of Prevention - Achieves14.Short-Range Planning - Markets, products,
continuous improvement in accidental risk
facilities, people.
reduction.15.Long-Range Planning - Emphasis on the new -
markets, products, facilities.
Employee Diversity16.Implementation of Plans - Puts short and
long range plans to practical use.
29.Women & Under-Represented Nationalities
and Minorities - Creates an atmosphere which isWorking with Subordinates
conducive to the recruitment and development of
women, under-represented nationalities, and17.Delegating Authority and Responsibility -
minorities.
Gets others to do as much as possible without
30.Diversity Action Plan - Actively supports
losing control.
the establishment and accomplishment of18.Listening - Ability to listen and process
Diversity Action Plans.
information from others to make informed
decisions.
Definition of Appraisal Summary Section
Manager Comments
Plan for Development
The appraiser comments on overall performance, results
The development plan identifies specific actions to
versus objectives, significant strengths and improvementdevelop a competency(ies) or to improve in an area
areas.of needed development.Reviewing and/or Functional Manager Comments
Employee Comments
The reviewing and/or functional manager makes
The employee expresses his or her opinion
comments relative to the employees work,
about the assessment, development plan or any
methods, etc. There should be agreement on therating of the employee.
other aspect of the work.Career Considerations
Input made by Employee via Career Center; to be
reviewed as part of establishing Plan for Development.