IMCA ICES Competency Matrix Presentation

Establishing and implementing a Competence Scheme based on the IMCA Framework

Mike Silvester FCInstCES, EngTech MInstREIMCA Middle East & India Section

Competency and Training Representative

Training Department

Mike Silvester FCInstCES, EngTech MInstRE

Offshore Training Manager

Chartered Institution of CIVIL ENGINEERING SURVEYORS

CHARTERED INSTITUTION OF CIVIL ENGINEERING SURVEYORS

Mike Silvester FCInstCES, EngTech MInstRE

Geospatial RepresentativeICES (UAE) Region

“Recognised as the leading Chartered Professional body for Civil Engineering Surveyors”

The requirement for demonstration of competence is becoming more common every day.

SOME clients demand it, QA systems and various regulations require it, legal and Insurance considerations make it more and more necessary. Finally our staff tell us that they want to know that their colleagues who work alongside them are competent too.

Horizon Survey are acting on this in order to get ahead of the game before CV’s are a thing of the past and ALL Clients are demanding demonstration of competencies.

Introduction

Horizon Survey (under the newly established Horizon Geosciences Group) is currently expanding from a Small Sized to a Medium Sized / World Wide Business.The post of Survey Training Manager was established to develop a Competency Scheme to accurately measure Offshore Survey and ROV staff.

Horizon’s Offshore Survey and ROV Staff are currently being used as the “Pilot Scheme” for our business.

Introduction

BENEFITS IN MEASURING COMPETENCIESHorizon believes that a competent workforce is a more productive one operating with fewer risks, ensuring shorter downtimes and fewer injuries.

Introduction

HORIZONS OBJECTIVEIt is Horizon’s objective to ensure our clients have confidence that a rigorous assessment procedure is in place against which individual’s skills, experience and, knowledge will be demonstrated and measured.

Introduction

INDUSTRY DEFINITION OF A COMPETENCY“The ability to undertake responsibilities and to perform activities to a recognised standard on a regular basis.

Competence is a combination of practical and thinking skills, experience and knowledge, and may include a willingness to undertake work activities in accordance with agreed standards, rules and procedures.”

UK Health & Safety Executive 2002

Introduction

HORIZON EXPLANATION OF A COMPETENCY

A Competency is a Skill that an individual has to conduct as part of his day to day workload. This skill is Demonstrated to a qualified and Competent Assessor; who Measures the candidate in conjunction with his Optimum Competency Grading and Documents the Evidence in accordance with the Horizon Competency Matrix.

Introduction

Setting up the Scheme

ESTABLISHING THE HORIZON SURVEY AND ROV COMPETENCY SCHEME

RE-GRADING OF EXISTING OFFSHORE SURVEY STAFF

Setting up the Scheme - Personnel

DISCIPLINE GRADING

PARTY CHIEF

SURVEYORS

Senior Surveyor

Surveyor Grade I

Surveyor Grade II

SURVEY ENGINEERS

Senior Survey Engineer

Survey Engineer Grade I

Survey Engineer Grade II

DISCIPLINE GRADING

GEOPHYSICISTS Senior Geophysicist

Geophysicist Grade I

Geophysicist Grade II

DATA PROCESSORSSenior Data Processor

Data Processor Grade I

Data Processor Grade II

PIPELINE INSPECTION ENGINEERS

Senior Pipeline Inspection EngineerPipeline Inspection Engineer Grade IPipeline Inspection Engineer Grade II

RE-GRADING OF EXISTING OFFSHORE ROV STAFF


DISCIPLINE GRADING

ROV SUPERVISOR

ROV PILOT TECHNICIANS

Senior ROV Pilot Technician

ROV Pilot Technician Grade I

ROV Pilot Technician Grade II

GUIDELINES ON ENTRY LEVEL QUALIFICATIONS AND REQUIREMENTS

IMCA C 004 Rev. 2 Guidance on Competence Assurance and Assessment - Offshore Survey Division (Nov 2009)

IMCA C 004 Rev. 2 Part 2 Offshore Survey Division Tables Guidance Notes (Nov 2009)

IMCA C 005 Rev. 3 Guidance on Competence Assurance and Assessment - ROV Division (Jan 2011)

These guidelines have been used by Horizon to assist in the Re-Grading and Recruitment Process




PROJECT SIMULATION ASSESSMENT A Small Boat Move under simulated conditions held in and around the Horizon Engineering Workshop. Includes Basic Land Survey Skills (Sunshot's etc) and reporting as per operational requirements. This tool is also used by Horizon to assist in the Re-Grading and Recruitment Process. The PSA is also an excellent tool to recognise (and act on) any inherent Skills Gaps within the business.

“BACK TO BASICS”


PROJECT SIMULATION ASSESSMENT “BACK TO BASICS”

It is the Survey Training Department’s objective that all; Party Chiefs, Surveyors and Survey Engineers will conduct the assessment during the 2014 – 2015 Fiscal Year.

In addition to this, other disciplines (Data Processors, Geophysicists, Pipeline Inspection Engineers and ROV Pilots) shall be invited to “witness” the assessment to get an “appreciation” of the process.

This is vital part of every offshore member of staff’s Continuing Professional Development (CPD) and attendance will be encouraged throughout the year.


FORMULATION OF THE HORIZON SURVEY AND ROV COMPETENCY MATRIX

Setting up the Scheme - Matrix

HYBRID COMPETENCY MATRIX MERGER

Competency Guidelines from IMCA and Mandatory Competencies from the ICES have been merged to form the Horizon Survey and ROV

Competency Matrix















“A Hybrid Horizon Survey and ROV Competency Matrix”



SO WHO ARE THE ICES, WHAT DO THEY DO AND HOW CAN THEY BENEFIT THE INDUSTRY AND

HORIZON SURVEY?

www.cices.org

http://www.cices.org/


THE CHARTERED INSTITUTION OF CIVIL ENGINEERING SURVEYORS

“Recognised as the leading Chartered (UK Based) Professional body for Civil Engineering Surveyors dedicated to the regulation, education and training of surveyors working within the Civil Engineering and Geospatial Industries”.

The ICES incorporates the discipline of “Hydrographic Surveyor” and has its own set of recognised and approved competencies for this discipline.

www.cices.org

http://www.cices.org/


HOW CAN THE ICES BENEFIT HORIZON SURVEY AND THE INDIVIDUAL?

As a result of the merged Competency Matrix (and the recent Memorandum of Understanding with IMCA), Horizon Offshore Survey Staff will have the opportunity to attain a direct Qualification from the ICES as a result of the individuals work on the Competency and Training Scheme.

This will boost the competencies and profile of the Horizon Business and will offer the following (initial) qualification to the individual:

TCInstCESTechnical Member of the Chartered Institution

of Civil Engineering Surveyors


ICES APPROVED DEVELOPMENT SCHEME

Horizon is currently under application with the ICES to be become an “ICES Approved Development Partner” via the Approved Development Scheme.


ICES APPROVED DEVELOPMENT SCHEME

An Approved Development Scheme (ADS) ensures an agreement between Horizon and the ICES that defines the training, development and experience that will be made available to a new entrant or established Civil Engineering / Hydrographic Surveyor who wishes to gain a Professional Qualification.

Schemes provide a framework in which the trainee records his or her development and receives guidance and assessment at regular intervals.


ICES APPROVED DEVELOPMENT SCHEMEBenefits to Horizon Survey:

• The structured scheme plays an important role in the attraction, motivation and retention of high calibre employees.

• The schemes require a significant investment in those individuals undertaking them, and may be considered to be part of the overall reward package being offered by the employer.

• The schemes ensure that employers’ development into their roles is achieved quickly and efficiently. The company will be able to ensure that all of its surveying staff are professionally qualified by the most efficient route available.

A “WIN-WIN” SITUATION

SO HOW WAS THE HYBRID MATRIX CONSTRUCTED?


USE OF IMCA (GUIDANCE) MATERIALOffshore Survey Division – Competency Guidance

IMCA C 004 Rev. 2 Guidance on Competence Assurance and Assessment - Offshore Survey Division (Nov 2009)

IMCA C 004 Rev. 2 Part 2 Offshore Survey Division Tables Guidance Notes (Nov 2009)



Knowledge Ability

Starred Competencies(Essential Performance Criteria)


Knowledge Ability

Starred Competencies(Essential Performance Criteria)

USE OF IMCA (GUIDANCE) MATERIALOffshore ROV Division – Competency Guidance

IMCA R 002 Rev. 2 Entry Level Requirements and Basic Introductory Course Outline for New ROV Personnel (May 2009)

IMCA C 005 Rev. 3 Guidance on Competence Assurance and Assessment Remote Systems & ROV Division (Jan 2011 )



Knowledge Ability

NB – ROV has only one set of Competencies (no Core / Key / Starred Competencies)

USE OF ICES (MANDATORY) REQUIREMENTS ICES Hydrographic Surveyor Grade - Competency Matrices:

“Ed Danson” – involved in establishing IMCA and ICES Competencies


ICES Competency CategoriesSer Competency Description

1 General Competencies Applicable to ALL potential ICES Members of any discipline (Soft Skills - Communication / Teamwork / Behavioural Factors, Leadership)

2 Core Competencies Skills that are applicable ALL ICES Survey based Disciplines

3 Key Competencies Skills applicable to EACH specific ICES Discipline and each Grade within that Discipline


ICES General Competencies


ICES Core Competencies


ICES (Hydrographic Surveyor) Specialist Competencies

USE OF ICES (MANDATORY) REQUIREMENTS The ICES Optimum Competency Grading Structure:


Optimum Competency GradingCode Standard Description

A APPRECIATION A general appreciation and awareness of the objective is required.

K KNOWLEDGE This standard requires knowledge and understanding of the activity.

E EXPERIENCETo reach this standard the activity must have been performed independently or under supervision. Experience of the relevant techniques and functions must be in addition to showing appreciation and knowledge.

B ABILITY To be able, without supervision, to perform relevant functions and will be able to supervise other less experienced staff.


ICES Optimum Competency Grading Structure

IMCA AND ICES SYSTEMS WERE COMBINED TO FORM THE HORIZON SURVEY AND ROV

COMPETENCY MATRIXAll data was converted from Microsoft Word into Microsoft Excel so the data could be manipulated a lot easier.

And there was an awful lot of……..


Survey Training Department

BRAINSTORMING AND HEAD SCRATCHING!

AND - MIGRATION & CONSOLIDATION!


GROUND RULES FOR MERGING WERE ESTABLISHED• Keep both IMCA (Blue) and ICES (Green) Coding in hide-able columns

• IMCA is the Strongest Document and a Horizon Survey requirement

• ICES is a bonus for the individual and the company - Merge into One Document

• Stay Strong and Keep the ICES Competencies at all costs

• All Colours on Final Document to be turned to white

• * Starred Competencies to go on the top of all Matrices

• Party Chief will be the last amalgamation

• IMCA Liaison - Neil Evans / ICES Liaison - Paul Brown

• IMCA & ICES - Ed Danson


HORIZON COMPETENCY MATRIX CATAGORIES

FINALISED HORIZON SURVEY AND ROV COMPETENCY MATRIX CATEGORIES

Competency CategoriesSer Competency Description

1 General Competencies Applicable to ALL Horizon Staff (Communication / Teamwork / Behavioural Factors etc)

2 Core Competencies Skills that are applicable to ALL Horizon Offshore Survey and ROV Division Staff. Includes Land Survey Skills as per Horizon requirements (ROV exempt)

3 Key Competencies Skills applicable to EACH specific Horizon Survey and ROV Division Discipline(e.g. Surveyor / Data Processor / Geophysicist / Pilot Technician etc)

The Final Hybrid Matrix





Copyrighted 770 Page Document via the Berne Convention

COMPETENCY TERMS EXPLAINEDNAME:

A K E B

SEG1 Key-03.1 K* Identification of hazards to other personnel and knowledge of the appropriate action*

SEG1 Key-03.2 K Familiarity with high voltages used in survey equipment

SEG1 Key-03.3 B Proficiency to operate survey and ancillary equipment

SEG1 Key-03.4 B Fault finding skills

SEG1 Key-03.5 B Supervise less experienced staff and to support their training and learning needs

Name: Signature:

Date

Name: Signature:

Date

Name: Signature: Logbook Checked:

Mike Silvester FCInstCES

HSC

(SEG

1K 0

3)

SURVEY SYSTEMS OPERATIONSGRADE: START DATE IN CURRENT GRADE:

HSC Code Optimum Competency Standard

Name and Signature of Candidate on Completion

Name and Signature of Last Assessor

Internally Verified by Survey Training Manager/Other (State)

Date

(Approved Verification by Company Official)

Performance Criteria

Assessor / Verifier UIN and Date(once attained required Standard) Evidence Code

(See Notes)


UNIT OF COMPETENCYNAME:

A K E B






Name: Signature:

Date

Name: Signature:

Date



HSC

(SEG

1K 0

3)






Date




(See Notes)

What skill can Horizon prove to the client that the member of Horizon Offshore Staff is Competent in? – In this Case “Survey Systems Operations”


COMPETENCY CODENAME:

A K E B






Name: Signature:

Date

Name: Signature:

Date



HSC

(SEG

1K 0

3)






Date




(See Notes)

A unique (HSC) code identifying each Unit of Competency for each Discipline and Grade


PERFORMANCE CRITERIA (Code & Description)NAME:

A K E B






Name: Signature:

Date

Name: Signature:

Date



HSC

(SEG

1K 0

3)






Date




(See Notes)

Identification of hazards to other personnel and knowledge of the appropriate action

A number of coded tasks which need to be Demonstrated, Measured and The Evidence Documented in order to prove to the client that the member of Horizon Offshore Staff is Competent in that particular Unit of Competency

Unique Code


OPTIMUM COMPETENCY STANDARDSNAME:

A K E B






Name: Signature:

Date

Name: Signature:

Date



HSC

(SEG

1K 0

3)






Date




(See Notes)

The required standard/s for the individual to fulfil each individual Performance Criteria and therefore complete the “Unit of Competency”

Required Standard (A, K, E, B)



A K E B






Name: Signature:

Date

Name: Signature:

Date



HSC

(SEG

1K 0

3)






Date




(See Notes)

A general appreciation and awareness of the objective is required

Required Standard A - Appreciation



A K E B






Name: Signature:

Date

Name: Signature:

Date



HSC

(SEG

1K 0

3)






Date




(See Notes)

This standard requires knowledge and understanding of the activity – this could be via a structured company run (internal or external) course – or even a one-to-one session offshore with a Senior

Required Standard K - Knowledge



A K E B






Name: Signature:

Date

Name: Signature:

Date



HSC

(SEG

1K 0

3)






Date




(See Notes)

To reach this standard the activity must have been performed independently or under supervision. Experience of the relevant techniques and functions must be in addition to showing Appreciation and Knowledge

Required Standard E - Experience



A K E B






Name: Signature:

Date

Name: Signature:

Date



HSC

(SEG

1K 0

3)






Date




(See Notes)

To be able, without supervision, to perform relevant functions and will be able to supervise other less experienced staff

Required Standard B - aBility


FILL IN ASSESSMENT DETAILSNAME:

A K E B






Name: Signature:

Date

Name: Signature:

Date



HSC

(SEG

1K 0

3)






Date




(See Notes)

Add Assessor UIN and Date once Performance Criteria has been assessed (Shade on Digital Copy)NB. This is duplicated in the Log Book (further information about that later)

Editable Field


FILL IN ASSESSMENT DETAILS

Add Assessor UIN and Date once Performance Criteria has been assessed (Shade on Digital Copy)

A K E B

A01 / 13 DEC 13


(See Notes)

Turn Cell Black and add Details


EVIDENCE CODENAME:

A K E B






Name: Signature:

Date

Name: Signature:

Date



HSC

(SEG

1K 0

3)






Date




(See Notes)

Insert Evidence Code in this editable Field Remember that each and every Competency’s Evidence must be documented and is subject to Audit

Editable Field


FILL IN EVIDENCE CODE

Fill in Code as per the Key on the next SlideRemember that each and every Competency’s Evidence must be documented and is subject to Audit

A K E B

A01 / 13 DEC 13 PD

A04 / 21 JAN 14 WT

A01 / 15 MAY 14 CPD

A11 / 30 MAR 14 PH

A07 / 19 APR 14 DRILL


(See Notes)

Add appropriate Evidence Code


EVIDENCE CODES

A number of codes for the Assessors to link their evidence to the back-up documentation which will be issued by the Assessor to the Candidate after the assessment (NB. All evidence is subject to audit)

CODE HORIZON COMPETENCY EVIDENCE KEY

APProduction of Performance Appraisal / Self-Assessment records which have demonstrated the Relevant Competencies

AUTTechnical Authorship / Compilation of Technical Articles for specialist Industry based publications

CPDCertificates of Continuing Professional Development in relation to the Attendance of Conferences / Workshops / Seminars held by external Institutions and Organisations related to the Industry

DEMODirect Demonstration of Competency Based Skills or Tasks to Assessor / Verifier either in the workplace or in a simulated work environment (i.e. on the Vessel or in the Office)

DRILLReports on the Individual's Demonstration of On Board Emergency Drills and Procedures carried out to test response situations.This should include reports on the use of "Simulated Activity" which aides in measuring the difficult to demonstrate competencies (e.g. emergencies, contingencies, behavioural skills etc).

MENEvidence of Mentoring and Coaching Junior Members of the Team which is demonstrated by the individuals progression through the Competencies (Party Chiefs and Senior Staff)

PDProfessional Discussion - Results of Written and Oral Questions to the Individual allowing hypothetical situations to check understanding, task management and contingency management skills in relation to the competency. May be short answer, discussion, multiple choice, etc.

PH Photographs or Videos of the Individual involved in work activities or documenting events showing the performance of a task when the assessor cannot be present

PSProduction of evidence for Private Study - I.e. learning new and developing existing job-related skills (in both work and non-work time)On the job research / Experience and Testing of new and extended technologies. / Reading books, journals, manuals, professional and trade magazines, technical papers and periodicals / Browsing relevant industry websites and participating in Distance and E-Learning and research

REPDemonstration of the individuals input in regards to the preparation of workplace documents such as; Final Project Reports, Calibration Reports, Method Statements, Standard Operating Procedures, Project Daily Reports, Line Logs, Processing Logs etc

TEACHPreparation and Teaching of lectures for In-House Training (and possibly external) Courses as part of the Company Approved Development Scheme (Evidence would include; PowerPoint Presentations and Feedback Forms - Tutor and attendee)

TRG Course Reports and Attainment Certificates from Internal & External Training courses and Workshops that are aimed at raising the levels of the Individuals skills and competencies

WRProduction of Work records and Case Studies completed by the Individual on a Project

WT

Witness Testimonies - Observations & Reports of work / Demonstration of Competencies, Signed off by the Individual's Line Manager / Other more Senior Team Members such as the Party ChiefWritten references from workplace supervisors or third parties (consultant, subject expert, trainer or others), detailing the demonstrated competencies achieved by the individual


*ESSENTIAL PERFORMANCE CRITERIANAME:

A K E B






Name: Signature:

Date

Name: Signature:

Date



HSC

(SEG

1K 0

3)






Date




(See Notes)

These are the elements within each Unit of Competency which are considered necessary for an individual to have achieved before he/she can be confirmed in that grade. Essential Performance Criteria are marked with an asterisk (*) and should be completed within

6 months of promotion from the previous grade.

Essential Performance Criteria


SIGNATURES ON COMPLETIONNAME:

A K E B






Name: Signature:

Date

Name: Signature:

Date



HSC

(SEG

1K 0

3)






Date




(See Notes)

Once all Performance Criteria has been assessed and completed for the Unit of CompetencyThe digital sheet should be printed out and signed / dated by the Candidate

Candidate (on completion)



A K E B






Name: Signature:

Date

Name: Signature:

Date



HSC

(SEG

1K 0

3)






Date




(See Notes)

Once all Performance Criteria has been assessed and completed for the Unit of Competency, the digital sheet should be printed out and signed / dated by the last Assessor for the last Performance Criteria that has been achieved

Last Assessor(on completion)



A K E B






Name: Signature:

Date

Name: Signature:

Date



HSC

(SEG

1K 0

3)






Date




(See Notes)

A qualified Verifier (Survey Training Manager – or other trained individual) will verify the assessment by auditing the evidence from the Assessor and conducting a number of verification questions with the candidate in the presence of a technical member of base staff

Performance Criteria Verified by Survey Training Manager / other qualified verifier


IT IS HORIZON’S COMPETENCY MATRIXNote that IMCA Competencies that make up the majority of the Matrix are classed as GUIDELINES only.

With this in mind, the Survey Training Department welcomes feedback from our staff in regards to the composition of the Matrix.

If it is felt that a competency is missing which is essential to Horizon’s day to day workload; then we will add it (subject to review by technical / key staff).

Likewise if a process in the matrix is not conducted by Horizon, then (again subject to review), we will consider amending or deleting it.ICES Competencies will remain so individuals can obtain TCInstCES

Tailor make the matrix to suit Horizons business requirements

THE MOST IMPORTANT MEMBERS OF THE SCHEME - THE ASSESSORS

Without the “Buy-In” of the Assessors (Party Chiefs and ROV Supervisors) it will be very difficult for the Scheme to be a success.

Scheme Establishment – The Assessors

ASSESSOR TRAINING

Assessor Training (including Train the Trainer to train our own staff) was conducted last year via a qualified third party.

We are currently in the process of rolling out Assessor Training to our Party Chiefs and ROV Supervisors.

ALL Assessments (and Evidence of Assessments) will be subject to Audit and Verification by the Survey Training Department to ensure that the exercise was conducted fairly.

Verifier Training is the next step in the process for selected personnel in the relevant Senior Position/s.

Scheme Establishment – The Assessors

USE OF IMCA (GUIDANCE) MATERIALOffshore Survey Division – Guidance Notes:

IMCA C 007 Rev. 1 Guidance on Assessor Training - Offshore Survey Division (Apr 2013)

IMCA C 0016 Rev. 1 Guidance on Verifier Training - Offshore Survey Division (Dec 2013)

Both Documents are currently being used as a guide to roll out the in-house Assessor – and the Verifier Course.


A comprehensive “Horizon Assessors Toolkit” has been established to aid the Party Chiefs and ROV Supervisors in recording their Assessments.

Scheme Establishment - Assessment Toolkit

ASSESSMENT RECORD FORMS


Establishing the Scheme – The Assessors




SUPPLEMENTARY ASSESSMENT EVIDENCE FORMS





THE HORIZON COMPETENCY TOOLKIT

The Final Product

Hardcopy Competency Matrix (For Vessels)

8GB USB Flash Drivec/w Digital Competency Matrix

And other supplementary information (for individuals)

Hardcopy Logbook (for individuals)

HARDCOPY COMPETENCY MATRIX

A Hard Copy Competency Matrix will be situated at each Horizon Worksite for individuals to make reference to.

This will be revised on a regular basis as new revisions are issued.

The Final Product

8GB USB FLASH DRIVE Internet Access is not always guaranteed Offshore; Passworded USB Flash Drives are therefore issued to all Offshore Staff.

This is in conjunction with the Horizon Confidentiality Agreement.

The USB will hold the same data as the Hard Copy Competency Matrix as well as a wealth of other supplementary information.

The USB Flash Drive is a “Live Document” and is subject to audit.

The Final Product

8GB USB FLASH DRIVE The USB contains each and every set of competencies for all disciplines and grades within the discipline.

A Competency “Work in Progress File” is presented / sent by email to the Survey Training Department for evaluation at regular intervals.

From the analysis of this information, the progress of Individuals attainment of Competencies will be logged and referred to at Performance Reviews and the End of Year Appraisal.

The Final Product

HARDCOPY LOGBOOKAll staff will sign for a bespoke Horizon Offshore Survey and ROV Division Logbook.

The Logbook is a direct copy of the IMCA “Guideline” books and is approved by IMCA.

The Logbook serves as a documented “Passport” so to demonstrate individuals Competency, CPD and Training to our clients.

Logbooks are subject to Audit by the Survey Training Department and will be expected to be produced by the Individual at any time (Onshore or Offshore).

The Final Product

HARDCOPY LOGBOOKCONTENTS

• Personal Details • Educational Qualifications• Competency Assessment and Verification Log• Record of CPD (Continuing Professional Development)• Record of Horizon Project Experience / ROV Dive Log• OPITO Accredited Offshore Safety Training Record

• Performance Review/s and End of Year Appraisal Records

• Associated AnnexesThe Logbook has a full section of “Ground Rules and Explanatory Notes” on how each individual is to fill in each section (again subject to Audit).

The Final Product

CONCLUSIONS AND OBSERVATIONSAssessment and Verification of the competencies will be conducted internally by both offshore and base staff respectively. A high degree of honesty and integrity by all parties is expected and will be stringently audited.A clear career path is transparent for the next attainable grade. The analysis of Competencies naturally identifies Skills Gaps and Training Requirements for all Survey and ROV Disciplines. Appropriate courses will be administered to bridge these requirements via the Horizon Survey Training Plan.

Summary

CONCLUSIONS AND OBSERVATIONSImproved performances of each staff member will most certainly have a direct positive repercussion in project standards along with our company’s performance and reputation thus ensuring a win-win for Horizon and our Clients.

It is expected that the Horizon Survey and ROV Competency Matrix will mature over the next few years and will look fairly different by then.

Summary

FINALLY – SOME ADVICEManagement Buy-in from Day One to Fruition is essential

Setting Up such a scheme will always take longer than you think

Obstacles / Changing Priorities will be encountered

A Simple Numbering System is vital

Summary

FINALLY – SOME ADVICEManagement Buy in from Day One to fruition is essential

Setting Up such a scheme will always take longer than you think

Obstacles / Changing Priorities will be encountered

A Simple Numbering System is vital

MOST IMPORTANTLY

The Assessors are the ultimate key to the Schemes success, without the buy-in of the Party Chiefs and ROV Supervisors (who in the end are being asked to do additional work over and above their normal workload), it will be very difficult to roll out such an initiative

Summary

FUTURE (INTERNAL) ASPIRATIONSEstablishment and Approval of an ICES Approved Development Scheme (becoming an Approved Development Partner) so that our staff can attain Technical Membership level of the ICES

NVQ Level qualifications for Assessors and VerifiersAn On-Line Competency SystemEventual Role out of the Pilot Competency Scheme to other Departments (once teething problems are solved)

Summary

FUTURE COLLABORATION WITH OUR CLIENTSIt is our plan to fully engage our clients by directly engaging them in a number of Horizon Competency and Training Workshops.

More specifically Horizon intends to offer them the opportunity to give input / feedback into the content and composition of our Competency Matrix in line with any Skills Gaps they may have observed on projects.

Summary

FUTURE COLLABORATION WITH OUR CLIENTSIn summary, Horizon intends to give our clients the opportunity to get fully involved in our Competency Scheme so that we can offer them the best service we can possibly give them.

We have already conducted this exercise earlier this year with our ADNOC Client/s in Abu Dhabi during which feedback was given and the suggestions were taken into account.

Summary

Any

Questions?

Training Department

Mike SilvesterOffshore Training [email protected]

mailto:[email protected]

Thank you for your time

Training Department

Leadership & Management

IMCA ICES Competency Matrix Presentation