Competence Assessment & Assurance - PDO · Web viewThe self assessment will now have a Completed status in the ‘Appraisal Document Status’ box. Self Assessment for Progression

Petroleum Development Oman L.L.C.Document Title:

Operations Competence Development & Assurance

Document ID PR-1029

Document Type Procedure

Security Unrestricted

Discipline Engineering and Operations

Owner Functional Operations Manager - UOP

Issue Date January 2012

Revision 4.0

This document is the property of Petroleum Development Oman, LLC. Neither the whole nor any part of this document may be disclosed to others or reproduced, stored in a retrieval system, or transmitted in any form by any means (electronic, mechanical, reprographic recording or otherwise) without prior written consent of the owner.

Petroleum Development Oman LLC Revision: 4.0Effective: Jan. 2012

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Page 2 PR-1029 – Operations Competence Development & Assurance Printed 08/05/23The controlled version of this CMF Document resides online in Livelink®. Printed copies are UNCONTROLLED


i Document AuthorisationAuthorised For Issue – February 2012



ii Revision HistoryThe following is a brief summary of the 4 most recent revisions to this document. Details of all revisions prior to these are held on file by the issuing department.

Revision No. Date Author Scope / Remarks4.0 Jan-12 Jan Vossen, UOP5S Added Ops. & Tech. High Grading

(2.2), and Licensing of Safety Critical Positions (5.2).

Changed the title of the document.

3.1 Nov-11 Mohammad Ibrahim, UOP5C

Added Section 2.2.5 and Appendix 7 – List of CBD Assessors

3.0 Mar-11 Del Ellbec UOP7 Additional Process Safety Competence Requirements

2.2 Dec-09 Robin Norman UOP6 Added new Role and Responsibility for CDFH (Section 4.2 Page 24)

iii Related Business Processes

Code Business Process (EPBM 4.0)EP.72 Maintain and Assure Facilities Integrity

iv Related Corporate Management Frame Work (CMF) DocumentsThe related CMF Documents can be retrieved from the CMF Document Control Portal.

CP-115 Operate Surface Product Flow Assets CoP



TABLE OF CONTENTS

1 Introduction 5

1.1 Background.....................................................................................................5

1.2 Purpose...........................................................................................................5

1.3 Distribution/Target Audience...........................................................................5

1.4 Roles and Responsibilities..............................................................................5

1.5 Changes to the Document...............................................................................5

1.6 Step-out Approval............................................................................................5

2 Competence Assessment and Assurance (CA&A) 5

2.1 Scope..............................................................................................................5

2.2 Progression.....................................................................................................5

2.3 CA&A Process Guidelines...............................................................................5

2.3.1 Candidate Guidance Notes and Assessment Record Book 5

2.3.2 Units of Competence 5

2.3.3 Elements of Competence 5

2.3.4 Evidence 5

2.3.5 Sign Off 5

2.3.6 Authorised Assessors 5

2.3.7 Assessment of Elements 5

2.4 Competence Assessment and Assurance Process........................................5

3 Engineers Monitored Professional Development Scheme (EMPDS) 5

3.1 Scope..............................................................................................................5

3.2 Progression.....................................................................................................5

3.3 EMPDS Process Guidelines............................................................................5

3.3.1 Roles and Responsibilities 5

3.3.2 EMPDS Process 5

4 Competency Based Development and Progression (CBD) 5

4.1 Scope..............................................................................................................5

4.2 Progression.....................................................................................................5

4.3 CBD Process Guidelines.................................................................................5

4.3.1 Roles and Responsibilities 5

4.3.2 Self Assessment 5

4.3.3 Job Competence Profile (JCP) 5

4.3.4 Self Assessment for Development 5

4.3.5 Self Assessment for Progression 5

4.3.6 Free Profiling 5

4.3.7 Additional Functions 5

4.3.8 Competence Assessment Printout 5



4.4 Competence Based Assessment Process......................................................5

4.4.1 Assessment for Staff Development 5

4.4.2 Assessment for Staff Progression 5

5 Process Safety Requirements 5

5.1 Background.....................................................................................................5

5.2 Licensing.........................................................................................................5

5.3 Assessment Methods......................................................................................5

5.3.1 Assessment requirements for the Role 5

5.3.2 Assessment through Portfolio Preparation 5

5.3.3 Assessment through Certification by Approved External Training Providers 5

5.3.4 Assessment through Simulation 5

5.3.5 Maintaining Competence 5

5.3.6 Not Yet Competent 5

Appendix 1 – Example of Job Group 6-7 Assessment 5

Appendix 2 – Guidelines for Providing Documentary Evidence 5

Appendix 3 – PDO Progression Template 5

Appendix 4 – HSE Critical Positions 5

Appendix 5 – Process Safety Competence Matrices5

Appendix 6 – Not Yet Competent Policy 5

Appendix 7 – Authorised Assessors List 5

Appendix 8 - Definitions and Abbreviations 5

Appendix 9 - User Feedback Page 5

Figures & TablesFigure-1: Progression Requirements 5

Figure-2: Progression Path for Staff in CA&A system. 5

Table-1: Roles & Reponsibilities (CA&A) 5

Figure-3: Competence Assessment and Assurance Process 5

Figure-4: Progression Path for Graduate Staff (EMPDS). 5

Figure-5: Simplified Overall EMPDS Process. 5

Figure-6: EMPDS Workflow. 5

Figure-7: Progression Path for Graduate Staff (CBD). 5

Table-2: Roles & Responsibilties (CBD). 5

Table-3: Evidence Requirements. 5

Figure-8: Assessment for Staff Development 5

Figure-9: Assessment for Staff Progression 5



1 Introduction

1.1 BackgroundEnsuring staff competence is assessed and assured is an important part of PDO’s business in the development of its staff. Within the engineering and operations departments staff are encouraged to develop their skills and enhance their careers, with the process recorded and monitored.

Structured schemes are in places that enable the competence of personnel joining PDO to be assessed and developed throughout their careers. Each level of their development is recorded and standards have to be achieved before further advancement can be recommended.

The recognised competence development schemes currently in use are:

For Operators and Maintenance Technicians: Competence Assessment and Assurance (CA&A)1 – JG 9 thru to 5

For Engineers: Engineers Monitored Professional Development Scheme (EMPDS) – Graduate direct entry – JG 7 thru 5

For Engineers: Competence Based Development (CBD) – JG 4 thru to 1

Staff occupying a Safety Critical Position, as defined in the Asset Operations Safety Case - Process Safety Competencies (PSC) -. Staff must acquire the defined PSC for the Position. Staff meeting the requirements will be formally licensed by CFDH as competent to function in the Position.

1.2 PurposeThe purpose of this procedure is to provide the processes that require to be followed to ensure the competence of engineering and operations staff within PDO.

1.3 Distribution/Target AudienceThe procedure is intended for use by all levels of staff in Engineering and Operations and should be used as a source of reference.

1.4 Roles and ResponsibilitiesRoles and responsibilities shall be covered in the specific sections of the procedure.

1 Only applies to personnel working within Operations.



1.5 Changes to the DocumentResponsibility for the upkeep of the Document shall be with the Functional Production Manager UOP, the Owner. Changes to this document shall only be authorised and approved by the Owner.

Users of the Document who identify inaccuracy or ambiguity can notify the Custodian or his/her delegate and request changes be initiated. The Requests shall be forwarded to the Custodian using the ‘User Feedback Page’ provided in this Document.

The Document Custodian on behalf of the Document Owner shall ensure review and re-verification of this procedure every 3 years.

1.6 Step-out ApprovalNot applicable to this procedure



2 Competence Assessment and Assurance (CA&A)This section of the procedure covers operators / technicians from basic entry Job Group 10, through to senior operators / technicians and technical specialists at Job Group 5.

2.1 ScopeCompetence Assessment and Assurance (CA&A) provides PDO with a fair, consistent and robust system of assessing and confirming Operator and Technician competence, ensuring that they can carry out their assigned duties, correctly and safely. CA&A is mandatory for all personnel who hold Safety Critical positions. These positions include but are not limited to:

Control Room Operator

Production Operator

Mechanical Technician

Electrical Technician

Instrument Technician

SCADA and Metering

Technician / operator and senior technician / operator levels, referred to as candidates, undergo structured training and are assessed for competency by an internal assessor. Candidates are guided through the process by Candidate Guidance Notes and Assessment Record Book which are completed by the candidate and then assessed.

2.2 Progression CA&A together with Process Safety requirements (Chapter-5) will be used to progress Operators / Technicians through to Supervisor Level, and Technical Specialists Level. Promotional advancement is dependent on achieving the required percentage competency, together with the full completion of the Process Safety requirements for the role as detailed in the matrices of Appendix 5.

Competency levels, promotional eligibility and Job Group are interlinked in the following way:

Figure-1: Progression RequirementsNOTE: The above, coupled with the ‘job basket availability’, good and consistent performance and time in the job, determines the full scope of the competence-based progression.



The progression path for CA&A staff is captured in Figure-1:

New Ops.&Tech. staff, so called TOP, will start on a training contract (i.e. a contract for a limited training period only).

Upon achieving NVQ L2 50% the staff will get a PDO contract at JG10.

When achieving NVQ L2 100% the staff is progressed to JG9, and established as an Operator or Technician.

When achieving NVQ L3 100% the staff is progressed to JG8.

When achieving JG7 competence requirements, confirmed as site specific competent, the staff can be progressed to JG7.

Thereafter staff may progress to JG6 as Supervisor or as Senior Operator or Technician. The later is referred to as “Staff High Grading”. The career development path for Ops. & Tech. is now expanded to include JG6 and JG5 positions (see below). Note that SG6 competence level is targeting NVQ L4 (note that formal accreditation of NVQ L4 is still pending).

Some staff may eventually be progressed into JG5 as Supervisor, or as Technical Specialist at JG5.

The TOPP scheme (~ 1.5 year programme) allows selected staff to make the transition from Ops. & Tech. to CBD.

Established as Operator/ Technician @ JG9

Ops. & Techs. - Capability Development & Licensing

Generic Tech. &Ops. Comp.Development

JG7 JCP

Supervisor or Sr. Technician

~ 3 yrs.

TOP Intake

~3 -5 yrs.

~3 -5 yrs.

~4 -6 yrs.

~6 -8 yrs.

NVQ L2 50%

NVQ L2 100%

NVQ L3 100%

NVQ L3 100%

JG6 JCP

JG5 JCP

Confirmed as site specific competent

(incl. segmentation)

Continued exposure and Leadership training (targeting NVQ L4

competence level)

Additional leadership training and/or technical

training

Licensing:For each “Safety Critical Position” job (JG9-1) specific competence requirements have been defined. When a staff meets these competence requirements, and after a formal validation/assessment, he/she will be licensed by CFDH as fully competent to function in the position.

Licensing is job specific, rather than JG specific, and when a staff is moving into a new position he/she must be licensed again for the new job.

JG9-8 JCP

9

8

7

6

5

Supervisor or Technical Specialist

10

Alternatively staff may be developed

to JG5 via TOPP

Figure-2: Progression Path for Staff in CA&A system.



2.3 CA&A Process Guidelines

2.3.1 Candidate Guidance Notes and Assessment Record BookRoles and Responsibilities

Candidate Obtaining the Assessment Record Book

Liaising with Internal Assessor to review assessment requirements

Plan the assessments (date, time, opportunity) with internal assessors

Completing the required units / elements and ensuring evidence is available to substantiate assessment

Line Supervisor / Competent Operator / Technician / Function Coordinator / Assessor

Planning candidates work load to correspond with assessment requirements

Mentoring and coaching as required Providing witness to job competency if requested

Internal Assessor / On Job Trainer

Register and maintain candidates portfolio Conduct assessment on candidates and complete

feedback form Advice on training solutions, coaching, mentoring

courses required to address competence gaps

Internal Verifier Audit the assessment process and ensure it is consistent and effective

Conduct quality audit on samples of assessments Audit the Internal Assessor / On Job Trainer Prepare documentation for external verifiers visits /

audit

Table-1: Roles & Responsibilities (CA&A)The candidate can elect to undertake training and shall request the relevant Candidate Guidance Notes and Assessment Record Book. In conjunction with this action the assessor shall open a ‘portfolio’ on the candidate in which shall be recorded the progress and scores2 .

NOTE: This procedure shall make reference to the Assessment Record Book where applicable. The Assessment Record Book shall always be considered the Master Document in cases of confliction or difference.

2 The CA&A process is based on units completed, with each unit adding to the overall score required to demonstrate competency.



The first page of the Assessment Record Book shall contain the registration page which must be completed by the candidate. Typically this is shown the figure below.

2.3.2 Units of CompetenceThe Assessment Record Book is for the most part, once the introductory and explanatory information has been covered, comprises of ‘units of competence’ that the candidate shall complete. Dependent on the level and the type of training the candidate is undertaking he or she shall be expected to complete a required number of units. Units of competence shall be defined as ‘mandatory’ and ‘optional’. Mandatory as the word infers must be completed to achieve the required competency; optional are additional and the number and type shall be dependent on the candidate and his / her career profile or opportunities.

2.3.3 Elements of CompetenceEach unit is made up on two or more elements of competence and is described in terms of a task or action required to be undertaken.

For example:

‘This element is about positioning and installing equipment and components under a range of conditions that are deemed to be complex’

Each element shall also contain ‘Standards of Performance’ which are statements of what should be followed or observed to accomplish the task or action. Compliance to the ‘Standards of Performance’ shall be recorded as being ‘observed [O]’, ‘simulated [S]’, ‘inspected from produced evidence [I]’ or as a result of ‘questioning [Q]’ by the assessor.

Each element shall have an ‘Evidence Specification’ which details the amount and type of evidence that is required in order to gain the necessary credits for that element.



In order for the element to be performed to the standard of quality required and address the standards of performance stated the candidate must have a degree of knowledge and understanding. This is provided in the ‘Knowledge Specification’ within the element.

They should be in position to read PEFS and other process related drawings

2.3.4 EvidenceThere are various forms of evidence that can be used to confirm the competence of the candidate. The assessor shall take the candidate through the evidence requirement for each element in a particular unit. Typically evidence can be:

Observance of performance of the element by the On the Job Trainer (OJT);

Inspection by the OJT of documentation;

Permits to Work or Job Method Statements;

Simulation of the element if a practical live demonstration cannot be undertaken;

Question sessions by OJT on the element;

Endorsements by mentors demonstrating or overseeing the accomplishment of the element;

Certifications from Process Safety related training or competencies e.g. risk assessment;



Generally when considering evidence:

Study the unit and the elements required and evaluate how they fit into the normal job role

When undertaking tasks allocated in the work environment investigate if these can be used as evidence for a unit or element

Evaluate work completed where records have been generated and use these to substantiate your evidence requirement

Ensure evidence is ‘current’, ‘authentic’ ‘relevant’ and an ‘indication’ of prior learning and experience

2.3.5 Sign OffOn completion the element shall be signed off by the ‘Assessor’, ‘Candidate’ and the ‘Internal Verifier’ in the boxes provided.

2.3.6 Authorised AssessorsA list of authorised assessors can be found in Appendix 7.

2.3.7 Assessment of ElementsThe Assessor is responsible for collecting / reviewing the evidence with the candidate and making assessment judgements in accordance with defined standards.

The assessor shall when requested by the candidate inspect3 the elements within a unit and verify the candidates evidence. On completion the assessor shall produce a feedback form which where necessary shall highlight the candidates ‘knowledge gaps’. It shall be the candidate’s responsibility to address these gaps and request re-assessment when ready.

2.4 Competence Assessment and Assurance Process1. The candidate must ensure that they have completed the required period of

qualification before they can apply for Competence Training.

For Level 2 the candidate shall have minimum 12 months on site experience after Technician Omanisation Plan (TOP) program (or for a mature recruit 3 years experience in PDO or a recognised external organisation)

For Level 3 the candidate must have a minimum of 3 years after TOP program (or 5 years mature recruit 5 years experience in PDO or recognised external organisation).

2. The candidate shall obtain an Assessment Record Book for the assessment level that they are undertaking. The book shall be issued by the Internal Assessor.

The candidate’s details are entered in to the front of the record.

3 The assessor does not coach or tutor the candidate, but will assess their competency for the elements within a unit when the candidate indicates that they feel confident to be assessed.



3. The candidate requires to have a training Portfolio (record which shall be maintained by the internal assessor. The portfolio shall record the progress of the candidate through the assessment.

4. The candidate, with guidance from the internal assessor, shall define the mandatory and optional units that require being undertaken.

Progress through the units shall be responsibility of the candidate with coaching and mentoring from the OJT.

The candidate shall ensure that sufficient evidence is collected on each element for submission to the internal assessor.

5. On completion of each element or group of elements that make up a unit the candidate shall request assessment from the internal assessor.

The internal assessor shall observe, simulate, inspect or question the candidate on the element(s) and assess the candidate’s competence.

6. The internal assessor shall compile a ‘feedback form’ on the candidate which shall include ‘gaps’ in the candidate’s knowledge if applicable.

Gaps identified shall be the responsibility of the candidate to address. The on job trainer shall assist by arranging coaching and mentoring.

When the candidate is ready a re-assessment should be arranged with the internal assessor.

7. The candidate shall work through the remaining requirements of the Assessment Record Book and complete all the mandatory and optional units / elements.

8. When all mandatory and optional units are completed and accepted by the Internal Assessor the candidate shall be considered for accreditation by the external examination board for Certification. The achievement may also enable the candidate to be put forward for promotion.

9. Candidates recommended for promotion will be nominated to the review board and if successful shall be promoted to a new level.

Unsuccessful applications will be deferred until the next promotion board or until the next promotion opportunity is available.

A flow chart of the “Competence Assessment and Assurance Process” is shown in Figure-3 below.



Figure-3: Competence Assessment and Assurance Process



3 Engineers Monitored Professional Development Scheme (EMPDS)

3.1 ScopeThe Engineers Monitored Professional Development Scheme (EMPDS) is a fit-for-purpose and accredited scheme designed to equip young Omani engineers with the necessary competencies and skills that are considered to be sufficient for them to perform their tasks with no or minimum assistance.

At the end of the scheme (3 to 5 years), individuals who completed their EMPD scheme will be awarded with certificates and for individuals who have joined their respective engineering institutes as associate members, EMPDS can be used toward their qualification to Chartered Engineer status.

The EMPDS is considered by PDO as a key programme, with the goal to assist young Graduates in obtaining the maximum benefit from their first exposure to the Company and to ensure the required knowledge and skills are developed from the start of their career in Operations / Engineering. EMPDS personnel must achieve the required Process Safety Competencies for the position they wish to hold.

Personnel other than graduates can be considered for this scheme if they have achieved the following criteria:

Hold a supervisory position;

A Bachelor Degree in a technical subject;

Approved by the relevant CFDH;

Have a high Current Estimated Potential (CEP);

Progression after completion of EMPDS will follow CBD as detailed in Section 3 of this procedure.

3.2 Progression The progression path for EMPDS staff is captured in Figure-3:

New EMPDS staff will join PDO in JG7 position;

Upon achieving 45% competency level they qualify for progression to JG6;

When achieving 75% competency level, staff qualifies for progression to JG5;

Staff must achieve 90% competency level before graduating from the EMPDS scheme;

After graduation from the EMPDS scheme, the staff moves into the CBD system for the remainder of his career;



Graduate Intake

EMPDS CBD

7 6 5 2 1

Broadening assignments and exchange programs to boost intellectual capacity in Operations typically occur at JG4/3 level.

JG

Entry point for Ops. & Tech. via TOPP

2~ 3 yrs.

All Staff get developed and assessed in their own discipline to at least JG3 regardless of their assignment (gas/oil operations, line, function, or projects)

Accreditation:New graduates join the EMPDS scheme. Upon successful completion discipline engineers can apply for accreditation by a recognised institute (e.g. Institute of Engineering Technology – Electrical Engineers, IChemE – Institute of Chemical Engineering – Chemical Engineers, IMA – Institution of Measurement and Control – Instrument Control & Automation Engineers, ICE – Institution of Civil Engineers – Civil Engineers, IMechE –Institute of Mechanical Engineering, IOM3 – Institute of Materials, Minerals & Mining ).

Unfortunately there is no accreditation for “production” engineers as such, however, as production engineers come from different disciplines they can be accredited in their discipline (e.g. as a chemical engineer, mechanical engineer, etc).

Subject Matter Experts (SME) and Technical Experts (TE) will be nominated by PDO. For SME an external accreditation will be required. This can be done by a university, vendor, institute, PTE from Shell, etc. TE do not necessarily need an external accreditation.

Graduates - Capability Development & Accreditation

•Engineering•Petr. Eng.•C&P•Techn. Safety•Auditing

Discipline techn. & leadership competencies are developed up to JG3 to a common standard.

Beyond JG3 the SME/TE development , or a management path is followed

4 3

Figure-4: Progression Path for Graduate Staff (EMPDS).

3.3 EMPDS Process Guidelines

3.3.1 Roles and ResponsibilitiesIt is not the objective of this procedure to duplicate any existing material in already published and approved, therefore for the Roles and Responsibilities associated with EMPDS follow this link.

EPMDS Roles & Responsibilities

3.3.2 EMPDS ProcessIt is not the intention of this procedure to reproduce information already published.

A detailed description of the EMPDS process can be accessed from the following link:

PDO Engineers Monitored Professional Development Scheme

The following diagrams are intended to provide a basic overview of the EMPDS scheme; more detailed information should be obtained via the link.


http://sww.pdo.shell.om/sites/UEOD/UOP/UOP5/Lists/UOH/AllItems1.aspx

http://sww.pdo.shell.om/sites/UEOD/UOP/UOP5/Lists/Roles%20%20Responsibilit/AllItems1.aspx


Figure-5: Simplified Overall EMPDS Process.



Figure-6: EMPDS Workflow.



With reference to the ‘Simplified Overall EMPDS Process, and the ‘EMPDS Workflow’ the following is an overview of the process.

1. Graduate Engineers will be recruited by PDO and assigned a discipline according to their degree.

2. Candidates will undergo an induction course during which they will be familiarised with PDO business.

3. The Corporate Functional Discipline Head for the discipline that the candidate has been appointed to will select a Mentor. The Mentors roles and responsibilities are highlighted in Section 3.3.1.

4. The candidate will also be placed under the control of a Team Leader who will normally be the area manager, delivery team leader or department manager. The team leader will allocate a coach(es) normally Line Supervisors to assist the candidate in accomplishing their assignments. The Team Leaders roles and responsibilities are highlighted in Section 3.3.1.

5. The candidate shall be required to submit a yearly ‘look ahead’ plan. The line supervisor (coach) will review the workplace activities planned. Deliverables from training courses and workplace activities will be identified. The candidate will identify potential and desired learning and development opportunities and build them in to the Plan. Following further discussions with the Mentor and workplace colleagues the candidate will draft the Yearly Plan which will be discussed with the Line Supervisor and agreed with the Mentor. A copy of the agreed plan will be sent and recorded by the EMPDS Coordinator.

6. The candidate will be expected to work the Yearly Plan and attend any training courses that are identified in the Discipline Training Ladder (as approved by the line supervisor / SPM). It is the candidate’s responsibility to maintain the log of learning and achievements and maintain a record of ‘evidence’ which will be required for appraisals.

7. At quarterly intervals the candidate will be expected to prepare and present a review. As part of the preparation the candidate will obtain endorsements from the Line Supervisor and / or coach(es) to enable submission of new competencies. The claims for new competence units will be discussed by the candidate with the mentor who will support the claims if justified. The candidate will present their review and seek endorsement for the competency units. The review panel will comprise, Mentor, CFDH, Team Leader, EMPDS Coordinator and Coach(es) if required. The review panel will where applicable endorse the new competency units, discuss progress and provide guidance to the candidate for future progression. The Competence Development Sheets will be sent to the EMPDS Coordinator for recording.

8. The candidate will review the current Yearly Plan with the Mentor and make any necessary revisions, updates and rescheduling required as a result of quarterly review.



4 Competency Based Development and Progression (CBD)This section addresses the requirements for competence assessment for staff undergoing CBD as well as those who occupy positions that have been determined as Supervisory, or Level 2, HSE Critical Positions. The competence assessment and assurance requirements for progression and HSE Critical positions are essentially the same. Refer to Appendix 4 and 5 (Process Safety) for definitions.

4.1 ScopeCompetency Based Development (CBD)This is a process designed to support PDO’s business objective and develop, maintain and deploy a competent and motivated workforce.

The key core aims of the process are:

to standardised competence for the workforce and ensure adoptions of these standards are adhered to throughout the PDO workforce;

to make competence in PDO visible and to motivate staff to improve their performance; and

to recognise and reward staff for skills and expertise applied in their work.

The CBD process has been mandated as the tool used for staff development and progression and a means of achieving the above core aims.

CBD is intended to improve the development of PDO staff by specifying the competence levels required to deliver the business targets and identifying the ways to achieve such levels. This ensures that people focus their development in a way that provides a sound foundation for both current jobs and future careers.

The individual will require completing a relevant Job Competence Profile (JCP) on their current position which will be submitted to the ‘line supervisor’ as a basis for discussion. The JCP will be used to develop the Personal Development Plan (PDP) and should focus on the most relevant development areas identified from the JCP, together with the Process Safety requirements for the role.

Key rules for use of CBD for ProgressionThe following rules should be followed:

1. Start your CBD minimum 1 year ahead of any required assessments

2. Start reviewing early on with your supervisor or assessor – minimum 6-9 months ahead to make sure you have understood the CBD element definitions and to allow at least 6 months to close any core skill / knowledge gaps. Do not formally send your CBD to the supervisor until you have had a number of reviews.

3. Verify with the CFDH a minimum of 4 months (preferably earlier) before any progression panel, again to allow time to close gaps.

4. No CFDH assessments will take place in the month prior to the progression round due to poor planning or lack of preparation.

NOTE: It is the individual’s responsibility to work and write up and collect evidence for the competence based development and work to close any identified gaps with the support of the supervisor. It is not the supervisor or CFDH responsibility to write up evidence only assess and verify.



4.2 ProgressionWhen the line manager considers a member of staff is ready for progression, he / she should be recommended for the scheduled progression process. The line manager should base the decision to promote on both a verified assessment of the skills (by function) and competences against the relevant JCP, and on demonstrated performance.

The CBD progression process is summarised below (Figure-7):

Competence Based Progression - identifies staff with the right competence (both Technical competence and Process Safety competence) for progression.

Business Controls – there must be a clear business case for progression.

Proposal – gather competence assessments and evidence and get discipline authority’s approval (CFDH & CDFP).

Panel –challenge and decide on progression proposal.

CBD covers JG5-JG1; in either Technical or in a Managerial role.

Graduate Intake

EMPDS CBD

7 6 5 2 1

Broadening assignments and exchange programs to boost intellectual capacity in Operations typically occur at JG4/3 level.

JG

Entry point for Ops. & Tech. via TOPP

2~ 3 yrs.

All Staff get developed and assessed in their own discipline to at least JG3 regardless of their assignment (gas/oil operations, line, function, or projects)

Accreditation:New graduates join the EMPDS scheme. Upon successful completion discipline engineers can apply for accreditation by a recognised institute (e.g. Institute of Engineering Technology – Electrical Engineers, IChemE – Institute of Chemical Engineering – Chemical Engineers, IMA – Institution of Measurement and Control – Instrument Control & Automation Engineers, ICE – Institution of Civil Engineers – Civil Engineers, IMechE –Institute of Mechanical Engineering, IOM3 – Institute of Materials, Minerals & Mining ).

Unfortunately there is no accreditation for “production” engineers as such, however, as production engineers come from different disciplines they can be accredited in their discipline (e.g. as a chemical engineer, mechanical engineer, etc).

Subject Matter Experts (SME) and Technical Experts (TE) will be nominated by PDO. For SME an external accreditation will be required. This can be done by a university, vendor, institute, PTE from Shell, etc. TE do not necessarily need an external accreditation.

Graduates - Capability Development & Accreditation

•Engineering•Petr. Eng.•C&P•Techn. Safety•Auditing

Discipline techn. & leadership competencies are developed up to JG3 to a common standard.

Beyond JG3 the SME/TE development , or a management path is followed

4 3

Figure-7: Progression Path for Graduate Staff (CBD).



4.3 CBD Process Guidelines

4.3.1 Roles and ResponsibilitiesTable-2: Roles & Responsibilities (CBD).

Individual (Development)

Identify and agree the target Job Job Competence Profile (JCP) as the current or aspired

future job Complete informal Self Assessment against the target JCP.

Seek advice from Capability Advisors, mentor, peer etc. where appropriate

Record other competences, which have been attained but not called for in the target JCP

Discuss Self Assessment with Line Supervisor and identify / agree gaps

Produce a Personal Development Plan (PDP) that outlines a course of action to address competence gaps

Close gaps and maintain records of supporting evidence Regularly review PDP with Line Supervisor

Candidate (Progression or HSE Critical)

Complete formal Self Assessment against the target JCP Ensure all 12 HSE Management Competences are

contained in the JCP for HSE Critical Positions Review the self assessment with line supervisor and

identify GAPS Liaise closely with line supervisor to schedule appointment

for formal assessment (CFDH or CDFP) Provide the required supporting evidence

Line Supervisor (Development)

Agree target JCP with Individual Review and agree Individual’s (informal) Self Assessment

(clarify / verify with other technical experts, capability advisors as and if necessary)

Discuss and agree Individual’s PDP Regularly review Individual's PDP revise and change as

necessary

Certified Assessor (Development) CFDH or CDFP

Advise on informal Self Assessments and give examples of suitable supporting evidence for more detailed Skill and Mastery ratings

Certified Assessor (Progression and HSE Critical)

Review Candidate’s supporting evidence in order to verify the formal Self Assessment

Conduct a structured interview with the individual if they are in a position that is HSE Critical (Level 2)

Where the supporting evidence does not support the Candidate’s formal Self Assessment, the Assessor will advice the shortfalls and agree suitable alternative and / or additional supporting evidence and / or development activities

Record the outcome of verification for audit purposes (including evidence)



Competence Development Co-ordinator

(CBD Process Owner)

Organise and support a team of Certified Assessors Ensure fair and unbiased treatment of Individuals /

Candidates Advise on the interpretation of competence standards and

ways of collecting evidence Quality assure the assessment process Maintain the efficiency of the CBD process in the

Directorates

Skill Pool Manager

Identifying the correct JCP for a given job description or position

Carry out systematic audits on the CBD Process and identifying systematic gaps.

Discipline CFDH Endorses the creation of new Competence Standards (for CA&A) or JCPs (for CBD)

Authorises the revision of existing Competence Standards (for CA&A) or JCPs (for CBD).

4.3.2 Self AssessmentSelf Assessment is undertaken by the candidate to ascertain the competency level required for his / her current or immediate career position and to identify gaps that require to be addressed in their own competency.

The Self Assessment page is accessed from PDO ESS under ‘My Competence’ and by selecting ‘create Competence Assessment’. The following page shall open.



Clicking on ‘Continue’ will provide access to the Appraisal Document page. Under normal conditions i.e. Self Assessment, the header of the page shall already be completed as shown below with the correct Supervisor and candidate. The red * signifies that the field is mandatory and must be completed.

Selecting ‘Perform Competence Assessment’ will access Job Competence Profile against which the assessment shall be made.

4.3.3 Job Competence Profile (JCP)JCP’s are provided on the Sapphire ESS system and maintained by the Corporate Functional Discipline Heads (CFDH’s). JCP’s will be automatically selected for the individual for a self assessment, but in the instances of an assessment for ‘progression’ then it may be necessary for the JCP to be selected by the candidate. Profiles may be viewed that ‘match’ the individual’s own position or another position for which they may want to apply for.

Basically the JCP provides the skill elements required for the job position being assessed and is pasted automatically in to the candidates Appraisal Document page



the candidate is then tasked with assessing his / her competence against the requirement of the JCP skill elements for that position.

4.3.4 Self Assessment for DevelopmentThe appraisal document is used by the individual to identify his / her competence against the skill elements of the JCP. Each skill element has ‘radio’ buttons alongside it which provide competency levels. The competence levels are Awareness, Knowledge, Skill and Mastery.

To assist the individual in understanding each requirement help is provided on the Appraisal Document Page by clicking on ‘Info’.

The candidate is required to study each skill element and enter the appropriate competency level. This process shall be carried out until all the skill elements are accounted for. Each skill element must have an entry for the complete profile to be useful and accurate.

Each skill element is also provided with a free text info box in to which the evidence is entered. The following are general guidelines for entering evidence information to support the level of competence assessed:

Write the evidence in the form of references; do not include the evidence itself.

Record:

Specific Projects and Assignments

Reports, with references

Training, including assessments and accreditation achieved.

The references should directly relate to the particular skill element and to the level of competence claimed.

The examples of competence recorded should be the clearest evidence of competence achieved. Quality not quantity is the key.

The intent is for a concise set of references to the supporting evidence.



Table-3: Evidence Requirements.Level Self

Assessment for Own Use

Self Assessment for Discussion with Line Supervisor

Assessment Used for Progression

Assessment used for HSE Critical Positions

Awareness Low Low Low Low

Knowledge Low Low Medium Medium

Skill Low Medium High High

Mastery Low Medium High High

**More definition to the above is provided in Appendix 2

When the Competence Assessment page is completed and all elements have been addressed the self assessment is forwarded to the nominated Supervisor for review. Sending the assessment is effected by clicking on the ‘Send Assessment’ control button on the menu bar. Once sent the appraisal document can no longer be edited.

Once the Supervisor has received the assessment an appointment will be arranged to discuss the content. In the interim the assessment will be maintained and can be accessed ‘read only and print’ via the ‘View Submitted Assessment’ link.

The Supervisor will have access to a page similar to that shown below. During or following the interview the Supervisor shall complete the ‘Supervisor / Assessor – Evidence / Remarks’.



On completion the Supervisor may request further input from an Assessor in which case the ‘Assessor’ will be selected and the assessment forwarded using the ‘Send Assessment’ button. If no further input is required then the Supervisor will finalise the assessment by using the ‘Complete’ button.

The self assessment will now have a Completed status in the ‘Appraisal Document Status’ box.

4.3.5 Self Assessment for ProgressionThe appraisal document will also be used by the individual / candidate as a means of assessing themselves for progression / promotion. The appraisal document is accessed in the same manner as for ‘development’ but extra information is applied and the JCP is selected to reflect the new job or position.

Once the new appraisal document has been accessed the ‘Positions / Assessor/s’

section is expanded by clicking on the icon. This will display

The system contains JCP’s for the following categories with the prefix PDO, EP, EPN and HSE only. The prefix X does not at the present time have JCP’s allocated to it.

NOTE: For Production Operations, HCA, programming, Maintenance & Integrity, Production technology, Engineering CBD assessment use the *EPN* profiles not EP.

Example:



Typing ‘PDO’ in under name and clicking on ‘Transfer’ will bring up

Scrolling down through the pages will enable the individual to identify the job for which the appraisal is to be prepared.

Highlight the respective job to profile against and click Transfer.

The above will be displayed. Use the dropdown alongside the entry and enter the proposed role for the item displayed.

The current position requires to be removed. This is accomplished by placing a ‘tick’ in the check box and clicking ‘delete’.

As the appraisal is for progression a Certified Assessor(s) will be required to be nominated. This is achieved as follows:



Select ‘Person’ from the dropdown under Type. In the text box Name enter the surname or full name (surname, first) and click ‘Transfer’. Use the dropdown alongside the entry and enter ‘Certifies Assessor’.

Selecting ‘Perform Competence Assessment’ will access JCP, in this case PDO-Skillpool Manager Exploration-JG3, against which the assessment shall be made.

The JCP required for the job position being assessed is pasted automatically in to the candidate’s appraisal document page. The candidate is then tasked with assessing his / her competence against the requirement of the JCP skill elements for that position.

On completion of the competence assessment for the job position the appraisal document is sent to the Supervisor and the nominated Certified Assessor. This is achieved by clicking on the ‘Send Assessment’ link.

The appraisal document will be assessed by the Supervisor and the Assessor(s) and official interviews will be conducted to validate the JCP and the evidence.

A candidate who meets all the criteria for the new progression shall be recommended to their Line Manager for sponsorship.

Progression is aligned with the use of the PDO Progression Template (refer to Appendix 3) which is completed and signed before the candidate can be recommended for the progression board.

4.3.6 Free ProfilingFree profiling is provided after the Job /Position Requirements to enable the individual to include on the competency profile skill elements / qualifications not included in the JCP.

It can also be used to build a profile where a JCP does not exist.

To access a Free Profile click on the icon ‘Add Qualification (Multiple References)’.



Select the qualification elements from the resultant screen. Click on Transfer to upload the elements to the appraisals page. It may require consultation with the ‘skillpool’ team leader to determine what qualification elements should be considered as necessary.



The completed appraisal document is the sent as detailed in 3.2.2 and 3.2.3.

4.3.7 Additional FunctionsAdditional functions are provided for competency assessment. These are in order of the menu:

Display Personal Competence Profile – This page provides details of the individual’s qualifications and proficiency to date in tabular format. These are additional to those covered in the CJB. Refer to 3.2.4 – Free Profiling.



Display Job Competency Profile – This page displays in tabular format the skill qualifications and proficiency required for the JCP associated with the competency being assessed.

Profile Matchup with Own Position – This page displays in tabular format the current competency profile of the individual against that required and provides indication of levels of training required.

Profile Matchup with Other Position – This page enable the individual to match their current profile against that of another position and details in tabular format the gaps.

Edit Competence Assessment – Previously completed ‘Appraisal Documents’ that have not been completed can re be re-accessed and edited. The document is accessed by clicking on the active link in the column ‘Appraisal Document Name’.

Display Completed Assessments – A record of all completed Competence Assessments (Appraisal Documents) is retained on the system and can be viewed and printed as required.

View Submitted Assessments - Previously submitted ‘Appraisal Documents’ that have not been submitted for review can re be re-accessed and reviewed. The document is accessed by clicking on the active link in the column ‘Appraisal Document Name’ (as shown above).

4.3.8 Competence Assessment PrintoutThe Appraisal Document can be printed out to provide a hardcopy breakdown of the competence assessment. The document is generated as an Adobe Acrobat ‘Web form’



which can then be printed. The first part of the form contains personal information on the appraisal and the individual / candidate.

The second part of the form provides a breakdown of the assessment for each skill element.



When used to assess a completed competence assessment the form will provide a comparison as to what is required of the individual and what has actually been submitted complete with evidence and the Supervisors / Assessors comments. The Job / Position requirements are high level entries and are shown on more details in the third section of the form.

The form can be submitted to a manager when requesting sponsorship for progression or simply used to define area required for improvement when developing the Job Development Plan (JDP).

4.4 Competence Based Assessment ProcessThe following process should be used to complete a self assessment for development and / or progression.

4.4.1 Assessment for Staff Development1. Assessment for Staff Development required.

NOTE: An assessment is undertaken when current competence requires to be measured against that required for the position / job being filled.

2. Access the Sapphire ESS Login page from the PDO Home Page



Figure-8: Assessment for Staff Development



3 From the drop down ‘My Competence’ select ‘Create Competence Assessment’.

4. Ensure details on the header are correct. If Profile is incorrect refer to “CBD Profile

Mapping ” embedded here

5.Click on and open the appraisal document with the relevant JCP.

Complete the appraisal document and enter the evidence in the text box provided.

Once the ‘Job / Position requirements’ have been completed add ‘Free Profile’ as required.

NOTE: Remember to ‘save’ work regularly to prevent lose of information.

6. Send the ‘Appraisal Document’ to the nominated Line Supervisor and any nominated

Assessors4 by clicking on . If the Assessor is not correct refer to

“How to Add More Assessors “ embedded here.

7. The nominated Line Supervisor will be informed of the Appraisal Document by email and arrange an interview with the individual.

The Line Supervisor may also refer the Appraisal Document to Subject Matter Experts and / or Technical Authorities if advice is required on areas where they are not fully qualified.

4 The Appraisal Document can be sent to a Certified Assessor or suitably qualified person for independent review in addition to the Line Supervisor. This requires the nominated persons being added to the Positions and Assessors list.



8. The interview between the Line Supervisor and the individual will identify any ‘gaps’ in competency for the job / position being assessed. A print out of the Appraisal Document will assist in the identification process.

The findings of the interview will be used to update the PDP for the individual and identify any further training or mentoring that is required to address the gaps in the assessment.

9. Periodic reviews of the individual will be conducted to ensure that gaps identified are addressed.

The remainder of this Page left blank intentionally



4.4.2 Assessment for Staff Progression

Figure-9: Assessment for Staff Progression



1. Performance reviews indicate that the individual is ready for selection as a Candidate for progression.

2. Access the Sapphire ESS Login page from the PDO Home Page

3. From the drop down ‘My Competence’ selects ‘Create Competence Assessment’.

4. Enter the details in the header similar to those shown below.

Select ‘Job’ and then position that is required to be assessed against. Ensure that under ‘Role’ the correct identification is entered so that Assessors are aware of what they are assessing against.

Assessors should be identified using ‘Type – Person’ and then by entering the surname to locate the required assessor. The number of Assessor required will be dependent on the type of ‘progression’.



5.Click on and open the appraisal document with the JCP for the Job /Position being sought.

Complete the CBD elements by entering the required evidence in the text boxes provided. Given many examples and refer to supporting evidence as necessary especially for knowledge and skill.

Read each element carefully to understand what examples are required (if in doubt call your supervisor / assessor / CFDH to understand the requirements).

For skill elements minimum 4-5 examples of performing the task independently are required.

For knowledge elements minimum 3-4 examples of performing the task with some assistance is required.

Once the ‘Job / Position requirements’ have been completed add ‘Free Profile’ as required to allow you to capture all your relevant experience e.g. you are now a programmer but have good operations or maintenance experience which may be valuable at a later date.

NOTE: Remember to ‘save’ work regularly to prevent lose of information.

6. The candidate will arrange interviews with the Credited/Authorised Assessor(s) and the line Supervisor who shall decide whether the candidate has achieved the necessary competence for the job /position being sought. Send a PDF copy of the CBD elements and descriptions in advance of a booked discussion/meeting, to allow preparation time for the assessor.

A number of interviews are likely to ensure the individual has understood all the elements and to allow initial gaps to be highlighted and plans defined to close the gaps.

On completion of discussions and reviews, including closure of any major gaps which have been approved by the assessor or supervisor then the CBD assessment may be sent for supervisor /assessor approval in the CBD tool.

Send the ‘Appraisal Document’ to the nominated Line Supervisor and nominated

Credited /Assessors5 by clicking on

7. Once the supervisor or assessor(s) have added their comments to the CBD assessment and they have formally approved that the candidate has achieved the correct level, the CBD assessment may be sent as a PDF file to the CFDH for verification and an appointment for a review set up by the candidate.

After CFDH verification that the candidate has achieved the correct level then the recommendation shall be made to the sponsor[3] to conduct the necessary procedure to progress the candidate to the ‘progression panel’.

8. To obtain CFDH support for the progression proposal (refer to Appendix 3 PDO Progression Template) the CFDH will carry out a verification of the candidate’s JCP.

The verification process is as follows:

The JCP must have been assessed and signed off by line supervisor, i.e. JCP status “Completed”

When linked to progression the completed CBD JCP has to be delivered to the CFDH, in (PDF) file format, by absolute latest 1st of

5 The Appraisal Document can be sent to a Certified Assessor or suitably qualified person for independent review in addition to the Line Supervisor. This requires the nominated persons being added to the Positions and Assessors list.[3] The Sponsor is usually the candidates ‘Line Supervisor’ but can be the ‘Line Manager’.



December or 1st of June, to be aligned with relevant progression round

CFDH will verify competence areas and related evidence with focus on elements with “Skill” and “Knowledge” requirements

For reported gaps the CFDH will assess improvement proposals as established in Gap Closure - or Development Plans.

CFDH will assess if core competency requirements at “Skill” and “Knowledge “ are sufficiently met:

a. For HSE critical positions (as per HSE case) the HSE elements at “Skill” level will be assessed by MSE/1 or line HSE Manager.

b. As a general guideline the number of identified gaps should not exceed 10% of the total “Skill” and “Knowledge” elements. If gaps greater than 10% are identified then the candidate will not be sent forwards for progression until sufficient gaps have been closed.

Based on the assessment, the CFDH will issue a Note for File, in case progression is supported the note will include: “Based on CBD, progression of <name> to SG x is supported”.

NOTES:

1. “Skill” & “Knowledge” elements require “hard” evidence2. Clear reference to presented evidence to be included in the JCP element

text and:a. May be included in Sapphire orb. Files either electronically or as hard copy in a folderc. Evidence will be made available to the CFDH for the verification

exercise



5 Process Safety Requirements

4.5 BackgroundAlthough the foregoing sections identify the competence requirements required for staff progression, they do not capture the additional competence requirements in order to demonstrate a sound understanding of Process Safety.

It is a mandatory requirement that each individual performing a key Process Safety role has been deemed to be competent to do so. There are key competence requirements within a role that must be fulfilled before the incumbent can stand alone in the role. There are other competence requirements that the incumbent can “work towards” while gathering knowledge and experience. There are however, specific time scales allowed for those “working towards”, to achieve the competence; this period is presently 6 months from taking up the role

In addition all deputies shall hold the key competences for the role in which they will deputise.

4.6 LicensingAll staff occupying Safety Critical Positions must be licensed as competent to function in their respective positions. Specific competence requirements are defined in Appendix-5. Once all competence requirements have been met, the staff will be formally “Licensed” as competent for the position by the respective CFDH. In case the individual is moving jobs, he/she may need to obtain additional/different competencies for the new position, in which case he must by Licensed again for the new position.

4.7 Assessment Methods

4.7.1 Assessment requirements for the RoleAppendix 5 details the Process Safety requirements for each interior Operations position. For each role there are elements shaded yellow. These elements have to be completed prior to taking up the role. The unshaded elements can be “worked towards” within 6 months of taking up the position.

4.7.2 Assessment through Portfolio PreparationIn this scenario, the candidate produces a portfolio of evidence to support the required criteria, and is then assessed against a standard for that criterion. The approved assessor will decide if the evidence provided is satisfactory to demonstrate competence.

4.7.3 Assessment through Certification by Approved External Training ProvidersIn this scenario the candidate will attend an approved training program and be issued with an assessment certificate which can be presented as evidence to the PDO Assessor. The issue of this certificate may be subject to the requirement to complete post training project work.

4.7.4 Assessment through SimulationIn this scenario, the candidate is subjected to three simulated exercises under emergency conditions. He must satisfy the assessor that he remains in full control of a particular emergency situation

4.7.5 Maintaining CompetenceContinued competence will usually be demonstrated through observation during normal work activities and evaluated by Line Supervision through normal staff appraisal processes. There are certain Process Safety elements



of competence that require formal re-assessment periodically. These are identified in the matrices of Appendix 5. A person deployed to a position where they are unable to maintain their competence profile will require re-assessment upon returning to their original position. To ensure ongoing competence, individuals must maintain competence in and out of position.It is incumbent upon Line Supervision to include all activities to bridge competence gaps in the individual’s Development Plan.

4.7.6 Not Yet CompetentIndividuals who not hold the full competency requirements a particular role are classified as Not Yet Competent (NYC). The policy for NYC is detailed in Appendix 6


Petroleum Development Oman LLC Revision: 3.1Effective: Nov-11

Appendix 1 – Example of Job Group 6-7 Assessment

Disc Activity Evidence Action Party

1 MIEP L-3 Competent CA&A records L-3 Assessment: Discipline On Job Trainer

2 MIEP Assessor & Coaching A-1 qualification + evidence of assessments carried out + evidence of coaching carried out (individual technician/operator coaching, knowledge sharing & other coaching conducted)

A-1 Assessment: Discipline On Job Trainer

Assessment & Coaching: Supervisor

3 E Electr. Authority – SAEP SAEP licence + evidence of HV/LV switching programs in PDO electrical systems prepared and executed

Line Supervisor

4 E Budget Monitor & Control Opportunity for technician for budget control. Evidence of technician involvement in budget review exercise

Supervisor/Coordinator

5 MIEP Unusual Trouble shooting on complex problems often taking lead roles

Evidence of trouble shooting carried out in complex problems.

RCA

L-3 +: Discipline On Job Trainer

6 MIEP Shut-down planning & Coordination

Minutes of shut-down planning meetings, records of actual shut-down coordination.

Supervisor / Coordinator.

7 MIEP Maintain records Evidence of Records up-dating in SAP promptly and accurately.

Records: notification, equipment history up-date, material procurement, correctives, follow-up actions

Technician.

Supported by supervisor/coordinator. Confirmed by Assessor.

8 MIEP Acting as Supervisor Evidence of acting supervisor with dates & records: hand-over, daily log records, records of meetings etc.

CDFP/CFDH/Coordinator to assess

9 MIEP Lead TPR Team Records of having been lead for TPR Team. CDFP/CFDH/TPR Leader to assess

10 MIEP Contribute to Design Reviews : HAZOP, SAFOP, IPF, RCM, RCA etc

Records of involvement in activity: HAZOP, SAFOP, RCM.

(Opportunity driven)

CDFP to arrange opportunity.

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Disc Activity Evidence Action Party

11 MIEP Specialist/expertise in at lease least one important Area of discipline

Records of activities involvement, trouble-shooting. ex: DWD, Gas Compressors in Birba, Al-Noor, Harweel, HV/LV switching in PDO electrical system,


12 MIEP Propose / develop best practices, improvements,

New Technology.

Records of proposals (FCP etc|), & implementation. CDFP

13 MIEP Obtain PTW “Responsible Supervisor” / “Permit Applicant” licence

Licence Line Supervisor

14 I Support DCS & IPS, RTU Engineering activities

Records of supporting these activities (projects, work-scope) CDFP or delegate supported by Coordinator/OJT

15 M Dry Gas Seal Change out Certificate of having attended the training. Evidence of having changed out: dry gas seal, Centrifugal Gas compressors bearing & seal assembly (capsule), Voith Coupling, Gas Compressor/Turbine overhaul


NOTES:1. It is suggested that evidence collection be candidate driven.

2. Evidence portfolio is to be maintained by the candidate himself.

3. Assessors will guide and support the candidate in collection and compilation of evidence.

4. Minimum documentation (check-sheet on WAM style) is to be maintained for assessments carried out for L-3+ assessments. This documentation will not be subjected to External Verification.



Appendix 2 – Guidelines for Providing Documentary Evidence

GENERAL GUIDELINE FOR DEVELOPMENT DISCUSSION

WITH SUPERVISOR

FOR PROGRESSION PROCESS and HSE

CRITICAL POSITIONSLOW Little or no Documentary

Evidence is required.

You should use discretion in providing any References for these elements – and if so, keep it brief.

No Documentation for "Awareness"; and minimal amount for "Knowledge" levels.

(For some lower level jobs, References and supporting Documentation for key "Knowledge" elements may add value to a development discussion).

Generally, there is no requirement for Documentation for "Awareness" assessments.

A brief Reference in the CBD tool will suffice.

MEDIUM The extent of the Documentation of Evidence depends on the relative importance of the element (and its scale level) to the decision being made.

In cases where an element is not key to the challenge of the job, References should be brief, and you should make sure that evidence is directly relevant to the element concerned.

You should put your main attention to providing clear and relevant References for "Skill" (and "Mastery") level elements.

Supervisors who witness individuals demonstrating skills will not require much

Documentation. However you should provide sufficient information in the References to cater for those occasions where others might review this data independently.

References are normally required for all elements requiring "Knowledge" level and above, with sufficient Documentary Evidence available on request to allow Assessors to make objective assessments.

The supporting Documentation is required for subsequent assurance processes.

HIGH The assessment is likely to be critical to the decision being made – and therefore the Documentation of Evidence must be auditable – directly relevant and clearly attributable where people, roles and projects are quoted.

Not Applicable Documentary Evidence is required for all "Skill" (and "Mastery") assessments – which require a high degree of assurance to support the Progression decision.

References should be – Brief and provide a clear example of competence achieved and be entered in the Competency Document

Documentary Evidence should be – Current, Authentic, Relevant, and Sufficient (to prove Competency) and available on request



Appendix 3 – PDO Progression Template



Appendix 4 – HSE Critical Positions

1. Referencesa. The base standard for this process is EP Standard EP2005 – 0120

b. The process and definitions are contained in the Group Yellow Guide “Competence assurance of HSSE Critical Positions”

2. Definitions

Significant Incidents

Incidents with consequences to the Company that have been Rated 4 or 5 on the Group ‘Risk Assessment Matrix’ Yellow Guide 1999 (RAM).

HSSE Critical Position

An HSSE Critical Position is a position that can impact significantly on the execution of HSSE Critical Activities at the operational level and / or management level, because it bears responsibility for performing Level 1 and / or Level 2 HSSE Critical Tasks as documented in the relevant HSE MS or HSE Cases.

HSSE Critical Activities

HSSE Critical Activities can be at all organisational levels within a company, which usually contains some elements of the four steps of the Hazard and Effects Management Process (HEMP) (1) Identify hazards and effects, (2) Assess their significance (3) provide Control for hazards and effects or (4) provide Recovery preparedness in the event that control is lost.

HSSE Critical Task

An HSSE Critical Task is an action required for the execution of an HSSE Critical Activity and are divided in to two levels6

6 Level 1 HSSE Critical Tasks: Operational tasks required for the execution of HSSE Critical Activities, where actions (or inactions) taken while performing such tasks could lead directly to a Significant Incident. These tasks are normally associated with the Control or Recovery elements of the Hazards and Effects Management Process (HEMP) (e.g. those HSSE Critical Tasks performed by plant operators, technicians, vehicle drivers, aircraft pilots, ship’s captains, and control during / after emergency, recovery from emergency, etc.). Refer to the appropriate HSSE MS and HSE Cases to identify these tasks.Level 2 HSSE Critical Tasks: Tasks required for the execution of HSSE Critical Activities, where action (or inaction) while performing such tasks could lead indirectly to a Significant Incident. These tasks include the “Identification” and “Assessment” elements of the HEMP and are normally supervisory-related, such as identifying and assessing staffing requirements to implement processes, and the control and recovery elements



Appendix 5 – Process Safety Competence MatricesThe following Matrices detail the competency levels for the Process Safety Critical Positions. The full Excel Spreadsheet can be accessed from this link - Process Safety Competence Matrices

Matrix 1 – Delivery Team Leader

Matrix 2 – Production Coordinator


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Matrix 3 – Production Supervisor

Matrix 4 – Control Room Operator



Matrix 5 – Production Operators

Matrix 6 – Permit to Work Coordinator



Matrix 7 – Maintenance Coordinator

Matrix 8 – Maintenance Supervisor



Matrix 9 – Maintenance Technician – Mechanical

Matrix 10 – Maintenance Technician – Electrical

Matrix 11 – Maintenance Technician – Instrument



Matrix 12 – Technical Custodian (Instrument), Senior Authorised Electrical Person & Competent Authorised Person (Hoisting & Lifting)

Matrix 13 – Inspection CSR

Matrix 14 – Authorised Gas Tester



Appendix 6 – Not Yet Competent PolicyNot Yet Competent Procedure1 Introduction

One of PDO’s objectives is to have a competence assured workforce. It is the policy and objective of Management to ensure all staff performing Process safety Critical roles are competent, in accordance with the Competency Standards and Assessment criteria for each role and unit. This also needs to be demonstrated in accordance with the recommendations of the Lloyds Report, and is an integral part of the agreed Safety Case for each installation.

The Company wishes to ensure that the consequences of finding an individual to be ‘not yet competent’ are managed in a fair and consistent manner.

2 First AssessmentFrom the First Assessment, two outcomes are possible: the individual is either assessed as Competent or Not Yet Competent.

2.1 CompetentNo further action under this procedure is required.

2.2 Not Yet CompetentAnyone in a Process Safety Critical role who is assessed as being Not Yet Competent will only be permitted to continue to perform in that role provided he/she is able to work under the close supervision of a person who has experience of and is competent to be engaged in such operations. Line Management will be accountable for the correct application of this process and Operations Manager’s written authorisation for such decisions will be required. Where a person is unable to remain in his/her normal work role, as a consequence of close supervision not being practicable (e.g. Production Coordinators etc) then he/she will need to be reassigned to other duties pending any plans for reassessment.

Where medical aspects may be involved, managers may also wish to obtain specialist advice in consultation with HR.

The employee should be interviewed by the immediate line supervisor and advised that, following a First Assessment against the Company’s agreed standards, he/she has been found to be Not Yet Competent.

The discussion should clearly indicate areas where performance was below the defined standard and include an agreed plan for improvement of the individual’s competence. It should also specify the date of the Second Assessment, ensuring adequate time and provision for completion of competence development targets, and training where necessary.

After the interview, the individual should be given a formal note which includes all of the above points, copied to his/her Personal file.



3 Second AssessmentIf after a Second Assessment an individual is assessed as Not Yet Competent, options will include further training and development towards a Third and final Assessment, or redeployment (including agreed redeployment at a lower job level).

A further interview should be held between employee and line supervisor, and the individual advised that, as the required standard has not been met, he or she is still considered Not Yet Competent. The employee should be further advised that if he/she is still assessed as Not Yet Competent following a Third Assessment (for which a date should be specified), and no redeployment opportunities exist, the Company may give the employee contractual notice of termination of employment on grounds of incapability.

After the interview, the individual should be given a formal note from the Company which includes all of the above points, copied to the individual’s Personal file.

4 Third AssessmentIf the outcome of the Third Assessment is that the employee is assessed as being Not Yet Competent and no redeployment options have been identified, termination of employment may be initiated. The individual should be given contractual notice of termination of employment, confirmed in writing, and a copy should be placed in the employee’s Personal file.

5 Alternative Courses of ActionIt is recognised that there may be cases where both line management and the employee agree not to complete any stage of this Procedure, and forego the opportunities for further assessment. In exceptional cases, where there is genuine agreement and acceptance by both parties that nothing is to be gained by further training and assessment, re-assignment to other duties or another position may be considered. Alternatively, immediate termination of employment may be initiated.

6 AppealsIf the employee wishes to appeal at any stage of this procedure he or she may do so in accordance with the Company’s Grievance Procedure.



Appendix 7 – Authorised Assessors ListList of Authorised Assessors for JG6 and above (incl. specialist operators and technicians competence assessments) - CBD-Based.

The Master Excel Spreadsheet which will be maintained current can be accessed from the following link. The Master needs be referenced if there is doubt that the correct assessors are being used.Competence Assessment and Assurance Assessors List


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Authorised Line Assessors for CA&A





Appendix 8 - Definitions and AbbreviationsDefinitions

Accreditation Accreditation is a specific process of validation of vocational training qualifications carried out by an awarding body. It is a process of confirming that the qualification satisfies the recognised criteria

Accrediting Body

An organisation that has responsibility for ensuring that qualifications satisfy the national and industry criteria and has been approved by the relevant lead body

Assessment The process of generating and collecting evidence of an individual’s /candidates performance and judging it against defined standards. In addition Assessment may take place under simulated operational or emergency conditions.

Awarding Body A body with the authority to award vocational qualifications and approve organisations which can offer them

Candidate The individual employee who is enrolling for a qualificationCompany Units A grouping of company-specific standards of competence to

reflect skill areas within PDOCompetence The ability to perform activities within an occupational role to the

specific standards in employmentCompetence Assurance Systems

A process of defining standards and measuring the competence of employees against standards. Systems consist of standards of competence which are subject to a structured assessment and verification process

Competence Framework

Illustrates key occupational, common, emergency response and specialists skills required in PDO

Competence Map

Identifies skills required to meet PDO’s operational requirements

Core Units A mandatory unit which will contribute to the achievement of a vocational qualification

Elements Describe the task / activities which an individual has to perform in his / her area of work

Emergency Response Roles

PDO units which identifies the skill required in safety critical roles in the event of an emergency or critical situation

Essential Knowledge

Specifies the knowledge required to support the tasks and activities in a unit

Evidence - Direct

Evidence of output or performance demonstrated by the Candidate and witnessed firsthand by a Certified / Qualified Assessor

Evidence - Indirect

Evidence of output or performance reported ‘second-hand’ to a Certified / Qualified Assessors from original materials and documentation provided by the Candidate and endorsed/supported by his / her Line Manager / Supervisor, Colleagues, Clients, Customers, etc.

Evidence Requirements

Specifies the type of evidence required to demonstrate that an individual has met the standards specifies in each of the performance criteria for all contexts of range. This will include performance evidence and knowledge evidence



HSSE Critical Position

Refer to Appendix 4 for definition

Internal Verification

The process for ensuring that the assessment judgements are applied uniformly (correctly and consistently) within the company

Internal Verifier The certified person responsible for ensuring that internal assessors / on job trainers apply the standards uniformly within the company and conduct audits on processes and sample assessments. Additionally involved in coaching trainee assessors

Not Yet Competent (NYC)

The term NYC is used to describe an Individual who has been assessed in their current job and gaps have been identified

Observation A means of assessing where an individual is directly observed carrying out the tasks required for the job role

Occupational Skills

Clearly defined areas of skills required to fulfil a function, for example production operator

Offline Reviewer Colleague or mentor of the Candidates choice who checks the CBD self assessment and provides feedback and advice

Panel Representative

An individual on the progression panel responsible for distributing the Assessment to panel members and recording the Panel outcomes in the Panel dialogue boxes in the Sapphire

Performance Criteria

Specify the level of competence to which the activities described in the element have to be performed, the standard

Questioning A method of assessing which could be used to support performance evidence and collect additional evidence of competence. For example, questioning may be used to masses how an individual may perform in unusual situations

Specialist Units A grouping of units designed to reflect specialist roles in a company for example interior driving or H2S gas testing

Sponsor An individual who will take responsibility for ensuring the Candidate’s (CBD) assessment is being completed properly and will forward assessments to the “Assessors” and eventually to the Progression Panel

Standardisation A process of ensuring that all assessments covering the same task or activity are of the same standard.

Standards of Competence

Defines the tasks and their associated assessment criteria for the skills required within an occupational role

System Verifier The certified person who has responsibility for the efficient maintenance and running of a competence assurance and assessment system and for the process required to monitor and review the quality assurance.

Unit of Competence

A grouping of standards of competence which describe key areas of work. Units may include company units, industry units and VQ units

Validation The process of ensuring that units of competence and vocational qualifications meet the need of the user, the company, the VQ criteria for format and that they will be assessed by valid reliable methods



Vocational Qualification

A grouping of units that will lead to certification as a qualification. VQ’s are subject to validation and external verification by a recognised awarding and lead body

Witness This person may have worked closely with an individual being assessed and may be able to provide confirmation of (evidence) the ability to perform a task / activity. A witness may be a line manager, supervisor or other worker

AbbreviationsThe following abbreviations are used in this Procedure.

CA&A Competence Assessment and Assurance

CBD Competency Based Development

CDFP Corporate Discipline Focal Point

CFDH Corporate Functional Discipline Head

EMPDS Engineers Monitored Professional Development Scheme

ESS Employee Self Service

HSSE Health, Safety, Security and Environment

JCP Job Competency Profile

MS Management System

NYC Nor Yet Competent

AI-PSM Asset Integrity Process Safety Management

O.I. Operating Integrity

OJT On The Job Trainer

PDP Personal Development Plan

TOP Technician Omanisation Programme

VQ Vocational Qualification



Appendix 9 - User Feedback Page

PR-1029 – Competence Assessment and Assurance User Feedback Page

Any user who identifies an inaccuracy, error or ambiguity is requested to notify the custodian so that appropriate action can be taken. The user is requested to return this page fully completed, indicating precisely the amendment(s) recommended.

Name:

Ref ID Date:

Page Ref: Brief Description of Change Required and Reasons

UOP5C

Custodian of Document Date:
