SLP-3E
Page 2
SLP-3
Date Prepared:03 Mar 2010
Appraisal Period:01 Jan 2009 - 31 Dec 2009
Name:Mohamed Badie Youssef
Position:DD Specialist
Location:D&M MWD & DD OM Muscat
Seniority Date (SLB):26 Nov 2004
Date Assigned:23 Jan 2012
Preparer:Oluwafemi Adewumi
D&M Operations Manager EMG
Performance AppraisalAndDevelopment PlanObjectives and Results
forMohamed Badie Youssef 01 Jan 2009 - 31 Dec 2009
Main 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-TrackQ1 Q2 Q3 Q4
Employee
Done
Manager
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
Employee
Done
Manager
3Zero complain from client on quality of work Implement Customer
Satisfaction program Anticollision Training/Presentation for YHOC
and other clients. Implement 1 SQ InitiativeQ1 Q2 Q3 Q4
Employee
Done
Manager
4Finance- Ensure proper tracking of job revenues while active as
Cell Manager. Zero mistakes on cost sheetsQ1 Q2 Q3 Q4
Employee
Done
Manager
5Attend DD2 seminarQ1 Q2 Q3 Q4
Employee
Done
Manager
6
Q1 Q2 Q3 Q4
Employee
Manager
7
Q1 Q2 Q3 Q4
Employee
Manager
8
Q1 Q2 Q3 Q4
Employee
Manager
Other Personal Objectives
Results
Comments9
Q1 Q2 Q3 Q4
Employee
Manager
10
Q1 Q2 Q3 Q4
Employee
Manager
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 X
12. Control of Quality
22. Training and Developing
2. Energy Level
13. Understanding of Product or Service Technology
Working withOthersSD
3. Ability to Work under Pressure
14. Short Range Planning(1-3 Years)
23. Peers
4. Decision-Making X
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 theAssigned TaskSD
19. Leadership
28. Effectiveness of Prevention
9. Performance Against Objectives
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 (Last updated on 03 Mar 2010 by Oluwafemi
Adewumi)
Mohamed is technically a solid DD and has demonstrated this even
with complex projects with Total and SIPC in Yemen in 2009. He has
led various jobs successfully and has worked very hard at it for D
& M Yemen. For some unexplainable reasons, he has been
misaligned by the clients largely for communication issues
bordering on technical matters where rightly Mohamed has been
technically justified. Baring the complaints from SIPC in 2009,
Mohamed has worked hard enough to earn a technical rating of B, but
the client concerns present a position of development which has to
be consolidated on in 2010 to earn your deserved rating of B.
Good luck in 2010. Reviewing Manager Comments (Last updated on
22 Feb 2010 by Wadhah Ali)
Agree with rating and comments
Best of luck in 2010
Wadhah
Functional Manager Comments
Additional Manager Comments
Job Preferences & Personal Considerations(Last updated 06
Mar 2012)
Job Preferences
Mobility
Worldwide; some restrictions
extreme climate. health issues.
Personal, Family or Dual Career Considerations
Not relevant, or no impact on mobility
Partner's Profession:
Education Requirements for Dependents
No Education Systems Required
Other Requirements for Immediate Family Members:
Temporary Considerations
No discussion requested or no temporary considerations
specified.
Plan for Development
Employee Comments
Agree, thnx.
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.
