competency assessment
Competency assessment is a systematic and quantitative method for determining the knowledge and application capability level of individuals through identifying their strengths and weaknesses by comparison with discipline-specific performance criteria.
The NExT competency assessment process is a powerful tool that delivers a comprehensive technical skills analysis of your organization. Competency assessment helps companies to uncover areas for improvement and identify training strategies that can boost staff performance and help to deliver improved business results.
The NExT competency assessment process uses a five-level proficiency scale to determine the skills level of individuals:
Awareness
Aware of a technology or area. Understands its value and limitations
Knowledge
Has attended a relevant course or training that covers the principles. Can apply technology under supervision
Skill
Regularly and independently applies the knowledge and skills during projects
Advanced
Has applied the technology on numerous projects in several diverse areas. Provides advice to others engaged in applying the skill
Expert
Considered an authority on the topic by contemporaries/peers. Advises the company on the strategic value and direction of the technology
Why you should choose NExT
NExT has demonstrated experience through successful projects
NExT has software to assist the process
NExT believes in customization
NExT has multilingual capability
The NExT competency assessment process
The NExT competency assessment process is a six-phase plan that defines the performance capabilities critical to managing a successful project and prescribes a learning plan for obtaining them. Performed in close cooperation with NExT experts, the entire process includes active participation and input from individuals, asset teams, and the wider organization. This ensures learning plans and results are tailored to meet an organization's specific needs.
Step one
Define organizational needs, disciplines, and jobs to be covered. This often necessitates the creation of detailed job and assignment descriptions, as well as consideration of the business goals of an organization.
Step two
Design specific (often company-customized) skill matrices/performance criteria. Sometimes, generic discipline-specific matrices are appropriate (for example, geophysics, reservoir engineering). In other multidisciplinary situations, unique or blended matrices must be constructed that are combinations of competency elements from different disciplines. In addition, competency profiles are designed for each job being assessed.
Step three
Perform self-assessments by individuals. These can be accomplished with online tools.
Step four
Perform independent interview assessments of individuals. This important step ensures unbiased accuracy of results and should be conducted by company technology/discipline custodians or outside experts. The interview process is not a test or a painful problem-solving exercise, but consists of open questions about a candidate's work and experience. The objective is confirmation of proficiency levels in each matrix element.
Step five
Document competency gaps, strengths, and development needs by comparing results with required levels of proficiency. Data can be analyzed at individual, team, department, or company level.
Step six
Recommend development options. Various training or development options and time lines are proposed that will address company business needs. These options range from self-learning programs to structured learning programs (linked to assessments), to mentoring, to company-specific development assignments
Following the competency assessment process, NExT can assist companies to execute the training plans.
Competency assessment projects completed
Petronas, Yukos, Pemex, Sonangol, SNH, Sibneft, Medco, JVPC, CLJOC, and YICOM in the following domains: geology, geophysics, petrophysics, production technology, reservoir engineering, surface facilities, drilling engineering, and project management.
The NExT training model
NExT provided a competency assessment for about 300 Sibneft engineers and geoscientists. In a very thorough and systematic way, our best drilling, production, and reservoir engineers, geologists, and geoscientists were able to compare their competency standards with those of the international majors. Using the professional assessments conducted by NExT, we were able to identify technical strengths and weaknesses in our staff. By concentrating on the specific competency gaps determined from the assessments, we were then able to design a very focused and cost-effective training program to eliminate the skills deficiencies. There is still a long way to go, but NExT helped point us in the right direction.
Iskander R. Diyashev, PhD, Chief Engineer, Sibneft
search
Drilling Engineering for non-Drilling Engineers
Pau, France
June 9, 2008
to June 20, 2008
Geostatistical Reservoir Modeling: Outcrop to Simulator
Abu Dhabi, United Arab Emirates
May 11, 2008 - 5 Days
Applied Geostatistics for Petroleum Engineers and Geoscientists
Houston, TX, United States
May 12, 2008 - 5 Days
Intermediate Formation Evaluation
Pau, France
May 12, 2008 - 5 Days
Petroleum Exploration and Production
Houston, TX, United States
May 13, 2008 - 4 Days
Petroleum Exploration and Production
Aberdeen, Scotland, United Kingdom
May 14, 2008 - 4 Days
Production Technology
Doha, Qatar
May 18, 2008 - 5 Days
Basic Logging Methods and Formation Evaluation
Houston, TX, United States
May 19, 2008 - 5 Days
Basics of Reservoir Simulation
Puerto Lacruz, Venezuela
May 19, 2008 - 5 Days
Principles and Fundamentals of Reservoir Engineering
Houston, TX, United States
May 19, 2008 - 5 Days
Seismic Petrophysics
Houston, TX, United States
May 19, 2008 - 5 Days
