PPT Competency Assessment programs development .pptx

competency assessment

1. Content

2. A competency assessment program for oil and gas industry employees is a comprehensive framework designed to systematically evaluate and enhance the skills, knowledge, and abilities crucial for success within this high-risk and dynamic sector. It encompasses the identification of key competencies essential for various roles, including technical expertise, safety protocols, regulatory compliance, leadership capabilities, and problem-solving skills and more. Utilizing a variety of assessment methods such as questioning, written tests and self-assessment, practical demonstrations, simulations, and performance evaluations. Competency Assessment Program Overview What is a Competency Assessment Program?

3. Competency Identification Objective Setting and Company Strategic Analysis Assessment Framework Development Implementation and Expert Assessment Data Collection and Gap Analysis Feedback and Training plan Continuous Improvement New Strategy and goals Yes No Assessment Tools Development Competency Assessment Process Steps

4. Objective Setting and Company Strategic Analysis Competency Identification Assessment Framework Development Assessment Tools Development Implementation and Expert Assessment Data Collection and Gap Analysis Feedback and Training plan STAR Job description analysis I dentification of core and complementary competencies I dentification of proficiency level for each competency I dentif y competencies needed to accomplish the business strategy and technology plan Develop new ompetencies to accomplish the business needs and Technology plan Business strategy , plan, objective Achievements and challenges Technology plan Organizational Chart Individuals Self A ssessment using assessment tools assigned Interview is one to one between the assessors and individuals Interviews will also be performed with other stakeholders A nalyzes the gap and th e strength of each individual Develop training and development plan Results Evaluations: How much Gap closed. Current and previous situations comparison. Cost-benefit analysis. Continuous Improvement YES NO Competency Assessment Process Steps

5. Competency Assessment Program Objectives & Resources A technical proficiency competency assessment program can help oil and gas companies cultivate a skilled and knowledgeable workforce capable of meeting the demands of the industry while maintaining high standards of safety, efficiency, and quality Evaluate employees' proficiency in technical and soft skills relevant to their specific roles 01 verify that employees understand and adhere to industry standards, guidelines, and best practices in their work 02 Identify areas where employees can improve their knowledge and skills to optimize operational efficiency, reduce downtime, and enhance productivity 03 Identify gaps in employees' competencies and provide targeted training and development programs to address these gaps 04 Reinforce the importance of safety in all operations and Foster a culture of continuous learning and professional development among employees 05 Provide employees with opportunities to expand their competencies and advance their careers 06 Encourage employees to explore innovative solutions and technologies that can improve technical processes 07 Principles

6. Assessors: assessors play a crucial role in the competency assessment program for oil and gas industry employees, contributing to the identification of skill gaps, the enhancement of workforce capabilities, and the overall effectiveness and safety of operations within the sector, with several key responsibilities Competency Assessment Program Objectives & Resources

7. Assessors’ Responsibilities: Plan and manage the assessment process and carry out assessments of Candidates’ performance against the relevant Standards, and ensure that Candidates’ evidence is relevant, valid, authentic, reliable, current and sufficient; Are responsible for administering competency assessments to employees in accordance with established procedures and standards. They ensure that assessments are conducted fairly, consistently, and impartially, adhering to predetermined criteria and guidelines Assess employee performance across various competency areas relevant to their roles in the oil and gas industry. They use assessment tools such as written tests, practical demonstrations, simulations, and performance evaluations to accurately measure employee proficiency Provide constructive feedback to employees based on their assessment results, highlighting areas of strength and areas needing improvement. They offer guidance and support to help employees understand their performance and develop strategies for enhancing their competencies Handle assessment data and results with strict confidentiality, ensuring that sensitive information about employees' performance is safeguarded. They adhere to privacy regulations and organizational policies governing the handling of personal data. Ensure that competency assessments are conducted in compliance with relevant industry standards, regulations, and organizational policies. They adhere to guidelines outlined by organizations such as OPITO (Offshore Petroleum Industry Training Organization) to maintain consistency and reliability in assessments Maintain fairness and objectivity throughout the assessment process, avoiding bias or favoritism in evaluating employee performance. They treat all employees with respect and professionalism, fostering a supportive and inclusive assessment environment. Accurately document assessment results, recording employee performance data and feedback in accordance with organizational procedures. They maintain detailed records of assessments for reporting, analysis, and compliance purposes. Collaborate with stakeholders including managers, HR personnel, and training professionals to ensure alignment between competency assessments and organizational goals. They communicate assessment findings and recommendations effectively to relevant parties to support decision-making and development planning. Competency Assessment Program Objectives & Resources

8. Program Venue: Competency Assessment Program Objectives & Resources

9. Competency Assessment Program Methodology & Implementation Questioning Methodology The Questioning method for competency assessment is a structured approach used to evaluate the skills, knowledge, and abilities of employees in a specific role or position. This method typically involves asking a series of questions designed to assess competencies relevant to the job. Questions were asked in a variety of forms, such as oral questions and written multiple choice.

10. Required Competency Proficiency Level The Required competency proficiency levels describe the required proficiency level to perform a specific task successfully; these levels relate to the knowledge and understanding required to perform the task. Different tasks require different levels of proficiency for successful performance and not all tasks will require the highest level of proficiency. To identify the competencies correctly, all the activities of the task were described with the same level of detail. The following proficiency scale has been adopted to assess the Requested Competencies : Competency Assessment Program Methodology & Implementation

11. Core Competencies and Gap Measurement: Competency Assessment Program Methodology & Implementation Developing a competency assessment program involves identifying core competencies essential for success in a particular role or organization, start by defining the key skills, knowledge, behaviors, and abilities required (Consider both technical and soft skills competencies), and measure the Gap between current (assessed) and required competency levels for each individual.

12. Program Outcomes and Challenges Achievements and Outcomes: A dedicated portfolio has been compiled for each candidate, comprising: Competency Self-Assessment, MBTI Personality Analysis, Soft Skills Assessment Form, Technical Skills Assessment Form, Employee Skills Assessment Final Report, Technical and Soft Skills Training Plan. A comprehensive departmental report is generated for each department to consolidate individual reports. These documents aid the company in gauging the proficiency levels of employees, follow up and monitoring their progress and development. They provide managers with a more precise understanding of how to enhance employees' performance and productivity to meet the required level.

13. Proposed Training Plan: To prepare the training plan, several factors were taken into consideration, including: The individual proposed training plans by Assessors for each participant. The number of employees and their respective positions within each department. The availability of employees, ensuring that the proposed plan does not disrupt or impede their regular activities and their commitment toward the company. For document controllers, laboratory technicians and soft skills training plans were developed without considering specific departmental affiliations. The training will encompass theoretical, practical, mentoring, and OJT training modalities. For production and pipeline department, due to the huge staff number we prepared different training plan based on their positions.