IHRDC’s E&P Competency Development Process Cherry Locke IHRDC Amsterdam Tel: 31 20 638 0110 Email: clocke@ihrdc.com Copyright © 2004 International Human Resources Development Corporation

Company Background Founded 35 years ago in Boston Innovative learning solutions for International oil, gas and power industries Offices today in Boston, Amsterdam, Caracas and Cairo Employees include instructors, writers, graphic, video, web and computer specialists

IHRDC’s Core Competencies The Best Oil, Gas and Power Management Programs Available Management IPIMS: The Award-Winning e-learning Solution for E&P Specialists Technology Extensive Experience in: E&P Competency Development Models O&M Competency Assurance Process Competency Development

Competency Terminology COMMON TERMINOLOGY DESCRIPTION EXAMPLE Category Group of Job positions under the same/similar technical area. Reservoir Management Exploratory Assets Production Engineering Wells Intervention Drilling Engineering Job Position Specific role within the organization with a clear set of objectives and responsibilities. Requires a set of competencies for its full performance. Geologist Reservoir Engineer Production Supervisor Competency A body of knowledge, skills and attributes that influence job performance, that can be measured against generally accepted standards, and that can be improved through training and development Fluid Properties Analysis Subsurface Mapping Well Planning Reservoir Simulation Proficiency / Competency Level Hierarchy of knowledge descriptors that allow for identifying the level of a competency. Awareness Basic Application Skillful Application Mastery Learning Resources Set of training strategies that under any modality is addressed to develop and strengthening of competencies. Classroom Training e-Learning Workshops On the Job Training

Competency Level Definitions Background Learning Action Learning

IHRDC’s Approach IHRDC Competency Specialists Organizational Goals & Structure Analysis of Client’s Data & Operations Corporate Strategy and Plans Recruitment, Training and Development Job Descriptions and Responsibilities IHRDC Competency Specialists Competency Models

IHRDC’s Competency Development Process Competency Model Design Competency Assessment Competency Building Build job families and job descriptions, and identify required competencies for each task Conduct interviews with employees and supervisors to assess current levels of competence Deliver training to close competency gaps and maintain progress reports

Competency Development Process Design Phase Analyze Organizational Structure Job Titles Job Families Job Descriptions Interviews Build Competency Models for each Job Title Specify Training and Measures of Performance to Achieve Competency E-learning Classroom learning OJT

Implementation and Assessment Phase Implement Competency Development Programs and Perform Assessments and Audits Existing Employees New Employees Competency Assessments Competency Development Training Identify Competency Gaps Implement Gap Elimination Program Competency Gap Analysis (After a minimum of 1 year) Competency Assessments and Audits

Forms of Training Training Programs e-Learning Classroom Training Awareness Reading Demonstration Basic Application Guided “hands-on” instruction Practice Skillful Application Simulated Job Assignments Mastery Design Supervision Mentoring e-Learning Classroom Training On-the-Job Training

IHRDC Has Built Competency Models in All Major Areas of E&P Geology Geophysics Drilling & Completion Engineering Production Engineering Reservoir Engineering Formation Evaluation Facilities Engineering Project Economics & Planning

IPIMS Skill Gap Analysis

IPIMS Skill Gap Analysis

IPIMS Skill Gap Analysis

Example: KUFPEC Career and Training Development System – Sample IDP

Example: KUFPEC Career and Training Development System – Action Guidelines

Example: KUFPEC Career and Training Development System – Career Data Sheet

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

Example: Petrobras Colombia E&P Drilling Engineer Competency Model

Example: Petrobras Colombia E&P Drilling Engineer Competency Model

Competency Models Objectives and Use Benefits Hiring and selection Employee orientation Training and development Performance measurement Succession planning Career development and promotion Benefits Align workforce qualifications with organizational goals Define performance expectations at the individual level Ensure competent workforce Reduce overall operating costs

Benefits for the Employee List of critical activities and skills Individual competency profiles and skill gap analysis results Clear success criteria Future positions and requirements

Benefits for the Company Reinforce goals and strategy Better understanding of roles and responsibilities Clear guidelines for performance and career development between company and employees Organization wide standards for career levels Effective training

IHRDC’s Generic Reservoir Engineering Competency Model

Example: BP’s Subsurface Engineering CM

IHRDC Worldwide Offices IHRDC/Boston 535 Boylston Street 12th Floor Boston, MA 02116 USA Tel: (1-617) 536-0202 • Fax: (1-617) 536-4396 E-mail: Corporate@ihrdc.com IHRDC/Cairo 55, Road 206 Digla, Maadi Cairo, Egypt Tel: (20-2) 519-7275 • Fax: (20-2) 519-7271 Email: Cairo@ihrdc.com IHRDC/Amsterdam Brouwersgracht 288 1013 HG Amsterdam The Netherlands Tel: (31-20) 638-0110 • Fax: (31-20) 421-6228 Email: Amsterdam@ihrdc.com IHRDC/Caracas Calle T. Res. Saint Moritz Apto. 82-A Urb. La Alameda Baruta Edo. Miranda, Caracas 1080 Venezuela Tel/Fax: (58-212) 975-8873 Email: Caracas@ihrdc.com www.ihrdc.com

IHRDC’s Competency Assurance Process for O&M Personnel Primary Contact: Bradford Donohue Director, Corporate Development Tel: 617.536.0202 x214 Fax: 617.536.4396 Email: bdonohue@ihrdc.com © Copyright: International Human Resource Development Corporation, 2004. All rights to the processes and the materials submitted herein are held by IHRDC and it shall retain title thereto.

Competency Assurance Process IHRDC Competency Assurance Process Program Design Program Development Program Implementation Identify Job Titles/Job ladders Build Competency Models Design Training Programs (classroom, e-learning, OJT) Specify Objectives and Schedule Identify/Build/Acquire Resources to meet Training needs Identify/Train Mentors Training of New Recruits Recruit and Test Recruits Deliver Classroom and e-Learning Programs Deliver OJT Training Provide Job Integration Mentoring Award Specialty Certificates/ Diploma Access and Audit Competencies Award Competency Certificates

Build Competency Models and Design Training Programs Source Material Job Titles Job Ladders Job Descriptions Operating Manuals P&IDs Maintenance Documents Interviews Identify Job Competencies Plan Development Well Competency 2 Competency 3 Specific OJT Tasks Select Location Organize and Collect Data Design Well Specify Evaluation Procedures Obtain Permits Prepare AFE Build Competency Model for each job category by listing activities and competency level required. Develop Training Requirements Specify OJT tasks for each competency.

Design and Develop Training Programs Specific OJT Tasks Design Training Programs OJT Training Pumping Unit Primary Function Primary Purpose Structure Operating Parameters Specialty Training (Classroom & e-Learning) Module ST1 Module ST2 Foundation Training (As Necessary) Overview of Petroleum Engineering Develop Training Resources Identify/Develop Training Resources Prepare Delivery Schedule Specify OJT training requirements. Specify specialty training required prior to OJT training. Specify foundation training required prior to specialty training.

Implementation for New Recruits Training Programs Gap Analysis & Gap Elimination Program Recruitment & Screening (As Necessary) Recruitment Campaign Initial Screening Assessment Tests Technical/Aptitude Interviews Foundation Training In-House Competency Assessment & IHRDC Audit Specialty Training On-Job Training Integration Training Certificate of Competency by IHRDC Certificates & Diploma

Implementation for Existing Employees Gap Analysis & Gap Elimination Program In-House Competency Assessment & IHRDC Audit Certificates & Diploma Existing Employees Training Programs Foundation Training Specialty Training Certificate of Competency by IHRDC On-Job Training Integration Training

IHRDC’s O&M Competency Models Production / Process Mechanical Maintenance Electrical Maintenance Control & Instrument Distributed Control Systems (DCS) Safety Materials Quality Assurance

IHRDC Experience – Competency Modeling and Training in O&M BG’s Scrab/Saffron Field – Egypt (2002-03) Egypt’s first deep offshore gas project National Drilling Company – Abu Dhabi (2002-04) Developed UAE nationals as competent drilling supervisors ADMA-OPCO – UAE (1998-02) Developed recent technical graduates into competent O&M personnel in Das Island gas processing facilities

IHRDC Experience – Competency Modeling and Training in O&M SONAHESS – Algeria (2003-04) Comprehensive training for oil operations and maintenance personnel. ADMA-OPCO – UAE (1998-02) Comprehensive OJT training of UAE Nationals as new operation’s technicians. Middle East Oil Refinery – Egypt (2002) Comprehensive training for refinery operation technicians. Union Fenosa – Egypt (2003) Comprehensive O&M training program for newly employed personnel in the SEGAS grassroots LNG plant. Al Furat Petroleum Company – Syria (1999-2001) O&M training for Syrian nationals in production, gas process and pipeline operations and all major areas of maintenance.