SAUDI ARAMCO SPECIALIST DEVELOPMENT PROGRAM

Transcription

1 SAUDI ARAMCO SPECIALIST DEVELOPMENT PROGRAM Dr. Jamil Jarallah Al-Bagawi Professional Engineering Development Division Saudi Aramco P.O. Box 6131, Dhahran ABSTRACT Without doubt, the greatest challenge that every company has to face today is the development of its work force for the future in an ever-changing business environment. We are all aware of the global technical talent shortage and demographic trends worldwide. These factors have made the accelerated development of high potential individuals a vital strategic imperative for Saudi Aramco. In response to the tightening technical talent market, the Specialist Development Program (SDP) was established. The SDP is designed to effectively manage the development of the next generation of technical talent and improve the career prospects and job satisfaction of highly valued individuals, who will respond to the future challenges and demands of our oil and gas industry. The program is uniquely successful in equipping engineers and scientists with the skills needed to perform at a world-class level. Through a careful selection process, the Specialist Development Program will keep the pipeline of talent flowing. In this paper, the Saudi Aramco SDP will be presented. Its structure, administration and status will be discussed. Finally, some success stories will be shared. KEY WORDS Talent, Specialist, Professional Development, Specialty

2 Specialist Development Program The new research and technology developments have multiplied the traditional engineering and science disciplines many times over. For example, rotating equipment, one sub-discipline of mechanical engineering, has generated more defined specialty areas such as compressors, dynamic analysis, gas turbines and others. The accelerated technological innovations have created a critical need for professionals with specialized technical skills and an in-depth knowledge of their specialty. Years of experience and reputation in an area of specialty qualify certain engineers and scientists to carry the title Specialist. A specialist is defined by his uniqueness, usually by virtue of his singular expertise. The typical specialist has a professional degree in his field of expertise (in most cases a post-graduate degree is required), and over 10 to 15 years of experience. He is able to handle complex operations and solve field problems using a combination of technical ability, research, dedication and knowledge. As a source of technical expertise, he often serves as a liaison between advanced technological developments worldwide and industrial applications needed in Saudi Aramco. His expertise is available corporate-wide to solve field problems using a combination of technical ability, research, dedication and knowledge. Moreover, the specialist is often known worldwide through his technical publications and participation in standard committees and professional societies. Saudi Aramco, a world leader in oil production, gas processing, refining and product distribution, recognizes the vital role specialists play in its operations and the increasing demand for a wide range of specialties to be available in-house. SDP OBJECTIVES The Specialist Development Program (SDP) was established in 1984 with two objectives: (1) Providing qualified Saudi engineers and scientists with an opportunity to become engineering/ scientific specialists, and (2) Providing the Company with high-level technical expertise in the specialties for which the Company has critical needs. The program is sponsored by Engineering Services (Admin area in Saudi Aramco) and guided by a Specialist Development Board, chaired by the Engineering Services Vice President and consisting of managers from Engineering Services, Information Technology and Mechanical Services Shops Department. The SDP program is administered by the Professional Engineering Development Division (PEDD). The SDP strategy is to create structured career paths for identified specialties, attracting qualified candidates and matching them with the most appropriate mentors. This strategy ensures candidates obtain the required experience, further education and exposure for their selected specialty. A unique career path is developed for each specialty, outlining the required developmental experience required. As such, the time frame for developing specialist participants varies. To succeed in developing world-class specialists, it is essential to present a well-prepared, streamlined program. It must be designed to enhance the specialist participants

3 development in a formal and professional manner. This program serves as a road map for optimizing the professional growth and advancement of participants. The program is sufficiently flexible to respond to participants training and work requirements, while enabling them to achieve higher levels of competence and productivity. SDP ADMISSION REQUIREMENTS The following are the admission requirements for SDP: 1. Experience The candidate should have a minimum of three years of professional experience since graduation from a University (at least two years with Saudi Aramco). 2. Credentials and GPA The candidate should have a Bachelor degree in Engineering or Science with a cumulative grade point average (GPA) of at least 2.50 and a major GPA of at least 3.00 on the 4-point scale. 3. Applicant s Profile Applicant selection is also based on the following competency general requirements: a. Analytical Ability Gives data business value by organizing it and defining its cause/effect linkages. b. Job Knowledge Possesses expertise to do the job as required and meet technical challenges. c. Communicating with Impact Writes and speaks with clarity and credibility to influence others. d. Initiative Assumes greater responsibilities and acts proactively on needs and opportunities. e. Problem Solving/Decision Making Produces solution and decision appropriate to the situation with necessary impact. f. Creativity Challenges assumptions and generates new ideas and alternative ways of thinking. g. Achievement Orientation Establishes new measures and ways to meet or exceed specific targets. h. Self-Development Seeks personal development to keep up-to-date with the new technology. 4. Other Requirements

4 - Excellent Interpersonal and Team Skills - High potential and work performance of M+ or better. - Strong desire to become an engineering or science specialist. CAREER PATH PLAN One of the most important incentives offered by the program is a carefully designed Career Path Plan with four phases for each approved area of specialty. The Career Path Plan requires a total of 9-10 years of professional development to qualify as a specialist. The concept of the approved structure is based on the development of a set of technical competencies (skills) identified for each specialty. The planned stretch work assignments and courses focus on the achievement of the technical skills targeted for each phase. The structure of the Career Path is based on the educational and experience milestones as detailed below: 1. Educational Milestones 1.1 Advanced Degree Program If the area of specialty requires an advanced degree, the Career Path should include a 2 year advanced training assignment preferably in the second phase. The Career Path may require a special emphasis on graduate courses directly related to the area of specialty. 1.2 Specialized Courses Professional Engineering Development Division (PEDD) courses (professional courses offered by Saudi Aramco experts or outside consultants). IK/OOK specialized courses in lieu of an advanced degree. Management and professional education (M&PE) courses. Institute/manufacturing/vendor seminars and conferences. Saudi Aramco roundtable discussions. 2. Experience Milestones 2.1 Field Deployment Program (FDP) The FDP was established January 1995 to provide young Saudi engineers/scientists with a 3 year field work assignment immediately following college graduation to gain the experience required to begin their professional growth and advancement. This program complements the Specialist Development Program. The field deployment is the first work assignment in the Phase I of the Career Path. 2.2 Rotational Development Assignments

5 To meet specific development/experience needs of specialist candidates, rotational field work assignments are planned by home organizations with various operation and maintenance facilities in line with their career paths. The duration of these assignments should not exceed 12 months; to keep specialist candidates in touch with their home departments. 2.3 Internship Assignments If the candidate s specialty requires job experiences that cannot be obtained at Saudi Aramco, an Out-Of-Kingdom (OOK) Internship Assignment should be planned in his Career Path, preferably in the third phase when the candidate becomes professionally mature and able to make maximum utilization of this specialized assignment. CAREER PATH PLAN PHASES Below is brief description of the four phases of a typical Career Path Plan. Phase I: Field Deployment The first phase includes the Field Deployment Program (FDP) or its equivalent. It is a basic foundation of employee s professional development, and its completion is required as an integral part of the Specialist Development Program. The FDP provides participants with an exposure to a wide variety of technical disciplines, and helps them develop their specialties. Potential candidates should be identified early in this phase to fully align field assignments with the SDP objectives. The candidates might start this phase prior to joining SDP. Upon completion of this phase, deployed engineers should have developed (as applicable to his area of specialty): Familiarization with operations procedures and safety measures. Understanding and application of engineering standards. Experience in design and engineering waiver processes. Troubleshooting and failure analysis skills. Field-related technical knowledge. Hands on Testing and Inspection (T&I) skills and techniques. Incident investigation experience. Reports on technical issues and solutions. Phase II: Technical Development This phase consists of the following development assignments: Specialty-related work assignment with Home Dept. (1 year), and Advanced Degree Program (ADP) (2 years), or Specialty-related field assignment (1 year).

6 This phase requires approximately 3 years for participants who are pursuing a specialty that requires a Master s degree. Other participants need only 2 years to complete the second phase. Upon completing this phase, specialist candidates should (as applicable to his area of specialty): Have strong technical job knowledge through the ADP. Be able to conduct analysis and recommend solutions. Be able to review project proposals to ensure compliance with Saudi Aramco Engineering Standards. Be able to handle maintenance and technical support issues. Have process control experience. Be able to prepare and present technical reports. Be able to design systems in his area of specialty. Be able to perform R&D work on selected subjects/issues. Phase III: Advanced Development This phase covers the following development assignments: OOK Internship Assignment (6-12 months). Specialized Assignment with Home Dept. (12-18 months). By the end of this phase, specialist candidates should be able to (as applicable to his area of specialty): Handle complex technical issues independently. Conduct complicated analyses. Participate in Engineering Standards Review committees. Participate in Technical Review teams. Apply and transfer intern experience to home organization. Carry out optimization studies of oil and gas processes. Contribute to research and technology projects. Develop or deliver a specialty-related technical course. Phase IV: Specialist Development This phase consists of two work assignments: A work assignment with a field specialist unit (1 year). A work assignment with Home Dept. as a specialist (1 year). In this phase, SDP participants should be able to function as specialists by performing the following (as applicable to his area of specialty): Provide field customers with technical expertise and consultation. Handle complex technical issues and analyses.

7 Lead applied research and Joint Industry Project (JIP). Transfer new technology to their organizations. Chair Engineering Standards Review committees. Review and evaluate research projects. Lead the execution of major technical projects. Develop/deliver technical courses. Recommend major operational improvements. Publish and present technical papers. Be recognized as an authority in his field. SDP ADMINISTRATION Specialist Review Board Responsibilities The program is administered by a Specialist Review Board with the Engineering Service Vice President, as the Chairman of the Board, and the Consulting Services Department Manager as the Vice Chairman. The other board members are: - Manager, Facilities Planning Department - Manager, Inspection Department - Manager, Research & Development Center - Manager, Process & Control Systems Department - Manager, Environmental Protection Department - Manager, Communication Engineering & Technical Support Department - Manager, SAP Application Department - Manager, Mechanical Services Shops Department The Board Secretary is the Coordinator of the Professional Engineering Development Division. The Board serves effectively as a review team whose responsibilities are to: Set guidelines and policies. Approve specialties and career path plans. Approve new specialist candidates and their mentors. Review candidate s progress through monthly meetings. The Specialist Development Program is internally administered and implemented by a three member team: mentor, mentee and supervisor. Each SDP candidate should have a mentor who should meet the following criteria: Technically competent. Willing to play the role and share expertise with others. Enjoy working with other professionals. Good listener.

8 Considers mentoring as a rewarding job. Develops the objectives of each development work and assignment. Provides ongoing technical assistance. Demonstrates commitment and support to the development of the mentee. Reviewing and tracking of mentee s progress. Willing to receive both positive and negative feedback without being defensive. Keeping mentee on the right track of the development. Use a friendly and comfortable communication style. Mentor Responsibilities Originates a Career Path Plan based on the requirements of his mentee s area of specialty. This plan should be developed in coordination with the mentee s Supervisor and Training Coordinator. Develops a 5 year Individual Development Plan (IDP) for his mentee based on the Career Path Plan. The IDP should be reviewed and updated annually as part of the Career Development Review. Develops the objectives of each developmental work assignment and reviews them with the mentee and his supervisor. Provides ongoing technical assistance especially in the early phases, and in situations where the mentee has limited knowledge or experience. Reviews mentee s progress regularly to identify his specific development needs, and provides guidance and recommendations to meet these needs. Establishes a solid work relationship and a harmonious work environment with his mentee. Recommends courses, conferences, training and work assignments that would contribute to the mentee s development. Keeps Supervisor and Management (Division Head/Manager/SDP Board) updated on the mentee s progress (through the Semiannual Report). Provides input to the Supervisor regarding the mentee s performance appraisal and career advancement. Evaluates the progress of his mentee by the end of each work assignment to determine if the Individual Development Plan requires revision/update. Mentee Responsibilities Receives work directions from his supervisor in coordination with the mentor. Works closely with the mentor to establish his individual development goals and targets. Maintains direct contact with the mentor and provides him with regular update on his progress. Takes an initiative in starting an assignment, and seeks mentor s assistance when necessary. Utilizes all available resources such as: professional societies, publications, field experience and training assignments to build up and strengthen his professional career. Consults with mentor when handling major technical problems, and utilizes his mentor s technical expertise in finding solutions to these problems.

9 Builds a smooth and professional work relationship with his mentor based on mutual interest and confidence. Supervisor Responsibilities Establishes a solid and balanced mentor, mentee and supervisor work relationship to ensure the success of the program. Reviews and concurs with the candidate s development plans/actions prior to the approval of the department head. Recommends performance ratings and promotional plans for manager s approval based on the mentor s feedback. Nominates potential candidates for training/work assignments and prepares application packages in coordination with the training coordinator and candidate s mentor. Processes all administrative matters pertaining to the specialist candidates and their mentors. Recommends mentors for the approved specialist candidates. Ensures through progress review meetings that both the mentor and mentee are fulfilling their responsibilities. Insure that mentee is not overwhelmed with administrative duties that can impede his developmental activities. SDP STATUS AND SUCCESS The program sponsors a total of 110 different specialties in the Engineering Services, Information Technology and Mechanical Services Shops organizations. From 1984 through March 2007, a total of 99 specialists have graduated from the program. At present, there are 234 additional participants in various stages of the Specialist Development Program. The SDP program is considered as one of the most important Human Resources Development programs Saudi Aramco offers. It is gratifying to acknowledge that out of the 58 patents granted to Saudi Aramco, 32 of them were generated by our specialists who graduated from this SDP program. They have also introduced more than 100 new technologies and 40 research items to the Company. This impressive contribution does not only result in cost efficiency, but more importantly becomes a source of our Company s competitive advantage. REFERENCES Specialist Development Program Handbook, 2007 Edition, Saudi Aramco. SDP Web site, Saudi Aramco.