1.4.

Development Planning
Based on the results of the feasibility study, and assuming that at least one option is economically viable, a field development plan (FDP) can now be formulated and subsequently executed. The plan is a key document used for achieving proper communication, discussion and agreement on the activities required for the development of a new field, or extension to an existing development. The FDPs prime purpose is to serve as a conceptual project specification for subsurface and surface facilities, and the operational and maintenance philosophy required to support a proposal for the required investments. It should give management and shareholders confidence that all aspects of the project have been identified, considered and discussed between the relevant parties. In particular, it should include objectives of the development petroleum engineering data operating and maintenance principles description of engineering facilities cost and manpower estimates project planning summary of project economics budget proposal. Once the FDP is approved, there follows a sequence of activities prior to the first production from the field FDP Detailed design of the facilities Procurement of the materials of construction Fabrication of the facilities Installation of the facilities Commissioning of all plant and equipment.

Economic Indicators

Risk Management

1.Undertake strategic studies on how to strengthen business integration inter and intra E&P Sector and to strengthen E&P business expansion, growth and business strategies, and make recommendation to PMU management in order to support overall E&P strategic expectation,

maximizing value of Malaysia hydrocarbon resources towards being a distinctive resources owner and manager. 2.Undertake in-depth analysis pertaining to key external developments (i.e. market/industry development) and the implications to E&P Business, and make sound recommendations in response to key changes in PMU aspiration and Agenda. 3.Organise and facilitate workshops in order to develop a holistic assessment (i.e. all aspect from E&P perspective, upstream, downstream operation and strategy ) and recommendations on the strategic positions of the E&P business are relevant in the market condition to ensure the company remain competitive. 4.Conduct research on industry level benchmarking, competitor intelligence, value chain analysis, sustain close network with stakeholders and draw key insights and implications to domestic and international E&P business in the dynamic competitive landscape, whereby critical implications or potential opportunities are highlighted to management for effective deliberation and decision making purposes. 5.Generate insights reports on long term strategic orientation, scenarios, perspectives and implications on issues identified through performance review, external environment analysis and specialised studies, to enable management to assess strategic position and future strategic thrusts Review, design and implement effective process, mechanism and network in gathering insights from key stakeholders, both internal and external, on strategic issues impacting PMU overall business, thereby enabling continuous enhancement in the timely delivery of strategic projects. 6.Develop and maintain/enhance the development, improvement and efficient usage of frameworks, systems and tools that are related to strategy planning, external environment analysis and portfolio analysis, which are critical as inputs to the strategic and feasibility studies carried out. 7.Design and maintain a competitive intelligence information portal / database so that external information can be obtained from single source of reference, to facilitate the timely delivery of required analysis for strategic analysis purposes

* Integrated Project Planning * Long-term Business Planning/Program AFE Development * Workplan and Budget Coordination * Risk Management Planning * Support Function coordination * Providing performance management, development and coaching/mentoring to the team.

THE RESULTS-ORIENTED CORPORATE PLANNING WORKPLACE Corporate planning jobs, whether bookkeeping, accounts receivable or auditing, are involved in a lot of detail. When corporate planning people are so engrossed in the details of their jobs, it's easy for them, for anyone actually, to lose sight of the job's major contribution. A Results-Oriented Corporate Planning Job Description is different from a traditional job description because it focuses an employee on the several job results that answer the question: What results must this corporate planning job accomplish for the organization? Corporate Planning Job Standards added to job expectations tighten management controls by clarifying how well and when results must be accomplished. Corporate Planning Job Objectives establish management and employee plans by highlighting important current and future results needed. Job-specific Corporate Planning Employee Management Formsmaintain consistent and legally sound management actions by basing manager-employee interactions on job results. THE PURPOSE OF CORPORATE PLANNING JOBS Stated in a results-oriented, three-line style, corporate planning jobs--

RECOMMEND ORGANIZATION OBJECTIVES AND PLANSby analyzing and interpreting data; preparing economic and strategic assessments; identifying issues that must be addressed; providing information pertaining to executive deliberations; recommending options and courses of action; preparing budgets. TYPES OF CORPORATE PLANNING JOBS Corporate planning jobs attempt to see into the future-studying historical and current information related to the organization purpose and eventually incorporating analyses into reports and explanations. Corporate planning jobs identify optional approaches and estimate the outcomes of the various approaches, sometimes making recommendations. Much of the work involves numbers and calculations. CORPORATE PLANNING JOB MANAGEMENT TOOLS Here are actual job examples of how corporate planning job actions can be focused on results and kept on track using each of our job management tools: Results-Oriented Corporate Planning Job Descriptions form the foundation of all job management tools. Our uniquely structured job descriptions focus on the result to be accomplished first and prominently, followed by the duties performed in order to accomplish the result. For example, RECOMMENDS CORPORATE PLANNING ACTIONSby analyzing system controls. Corporate Planning Job Standards sharpen employee attention and management control by defining and communicating how well the corporate planning results must be accomplished and what benchmarks will be used to measure job results. For example, for the job result above, the job standards might be: Corporate Planning situations are correctly understood. All options are identified and evaluated. Corporate Planning recommendations are ready when needed. Corporate Planning Job Objectives point the direction for employee actions by focusing job efforts on current and future corporate planning issues. Job objectives are written in the three-line, results-oriented structure. For example, for the job result above, a job objective might be: SPEED-UP DECISION MAKINGby reducing time to deliver corporate planning recommendations by 10% by (date).

Corporate Planning Employee Management Forms tied specifically to each corporate planning job description are more helpful (and legal) than generic forms used for all different kinds of jobs. Job-specific forms are used to state job qualifications, guide job interview questions, orient new employees, plan job training, and appraise job performance. Corporate Planning Job Qualifications are stated in the same terms used in the job description. They are not translated into generic (typically behavioral) terms. For example: RECOMMENDS CORPORATE PLANNING ACTIONSby analyzing system controls. Corporate Planning Job Interview guide questions are inserted directly below each job result in the job description: For example: "What specific job responsibilities have you had in this area?" "Where did you have these job responsibilities?" "When did you have these job responsibilities?" "How did you go about accomplishing these responsibilities?" "What accomplishment in this area gave you the most pride?" "In this area, what were some of your biggest challenges?" "How did you overcome the challenges?" The Corporate Planning Job Orientation guide reformats the job description sequence so that job explanations, policies, protocols, processes, and procedures are logical and complete and can easily be checked off. For example: RECOMMENDS CORPORATE PLANNING ACTIONSby analyzing system controls. The manager might say: "Here's the procedure and format we use to analyze and present corporate planning recommendations." The Corporate Planning Job Training plan guides a thorough examination of actual job knowledge, skills, and abilities as described in the job description that need improvement or that might be enhanced. For example: RECOMMENDS CORPORATE PLANNING ACTIONSby analyzing system controls. The manager might say: "Analytical skills would be improved by enrolling in a statistical analysis class." The Corporate Planning Job Performance Appraisal guide is a job-specific form. It is not a universal form used for all jobs. The guide adds an appraisal scale below each job result in the job description so that attention can be drawn to each job requirement and expectation. For example: RECOMMENDS CORPORATE PLANNING ACTIONSby analyzing system controls. __ Great! Just want we wanted. __ We have a problem. __ Improvement is needed. __ Much, much more than we asked for. Comments: _________________ CORPORATE PLANNING RSUM TEMPLATE Potential employers want to know what a job applicant has accomplished in his/her corporate planning work career. They don't want to be bored with minor details. Our Rsum Template provides:

an outline to help assemble personal background information. a Results-Oriented Job Description to provide the corporate planning job language-focused on results-needed to write an effective rsum. Corporate Planning Job Objectives to orient thinking in terms of accomplishments. instructions on how to use a Results-Oriented Corporate Planning Job Description and Corporate Planning Job Objectives to express job accomplishments. Use the corporate planning job description responsibility statement as a base:

RECOMMENDS CORPORATE PLANNING ACTIONSby analyzing system controls. Select the corporate planning job objective that fits your experience:

REDUCE COSTS 10%by improving corporate planning processes. Combine the two into a rsum statement: Reduced costs 10% by analyzing, identifying, and recommending new corporate planning system controls.

Corporate planning is the responsibility of senior management, and there should be a structured approach to achieving objectives and implementing corporate strategy.

Action Checklist
Define the goals and communicate a clear company-wide strategy. Customize plans and models to fit the business needs. Spend less time on processes and more on analysis. Enable participation by everyone involved in the company. Streamline workflow management.

Dos and Donts Do

Ensure that the traditional financial view generated by your financial system reflects a robust cost model. Develop a portfolio inventory listing all existing applications and systems. Identify the business owner of each application or project.

Dont
Dont forget to review and revise budgets on a regular basis. Dont view corporate plans as fixed eternally.