competency management
Building Technical Competency
Organizations in the exploration and production sector are operating in an increasingly competitive market. To meet all the challenges, companies must be able to ensure that their staff receive focused training in relevant technology applications and to recognize the breadth, depth, and location of specific technical expertise within their organization.
Technical competency encompasses the knowledge and skills needed to successfully perform work as stated in a job description. It enables employees to have a clear understanding of the work environment and of the impact of their individual and team performances on the success of the organization as a whole.
A technically competent employee will be able to:
- evaluate the needs of a project
- demonstrate the knowledge and the skills necessary to perform assigned duties
- understand the processes, procedures, standards, methods, and technologies related to assignments
- participate in measuring outcomes of work
- keep up to date on new developments in their field of expertise
- use available technology effectively.
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