SPE 46784
Competency Assurance of Drilling rig Operatives: A Drilling Contractors Approach
K.Karmous - Sedco Forex; N.Clyne - Sedco Forex; I.McLean - EQE International Ltd
Copyright 1998, Society of Petroleum Engineers, Inc.
This paper was prepared for presentation at the 1998 SPE International Conference on
Health, Safety and Environment in Oil and Gas Exploration and Production held in Caracas,
Venezuela, 7–10 June 1998.
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Abstract
Drilling Contractors operating Mobile Offshore Drilling Units
(MODUs) have considerable experience of complying with the
requirements of Classification Societies and other Industry
Standards such as those of API, Lloyds, ABS, DNV etc.
These Standards have one common objective which is to
demonstrate that a rig’s structure and its drilling and well
control systems are appropriate for the stated range of
foreseeable operating conditions. However, they do not
address the demonstration of competency of the rig’s
operatives.
Apart from some limited requirements with respect to
well control, marine responsibilities and emergency training,
there has been no official requirement that drilling contractors
demonstrate the competency of their crews. Traditionally,
drilling contractors and service companies recruited people
whom they considered capable of fulfilling certain functions,
provided them with training then asked them do the work,
initially under supervision of an experienced colleague and
subsequently without direct supervision. Whilst this
methodology largely remains today’s approach to ensuring
personnel are competent, it does not adequately provide for the
capacity of being able to demonstrate competence.
As the oil and gas industry increasingly adopts the
principles of modern health, safety and environmental
management, the people element is of greater significance.
Clients and industry authorities are increasing their
requirements for drilling contractors and service companies to
not only demonstrate that their rig and its equipment are fit for
purpose, but also that their operatives are able to demonstrate
the knowledge, skills and motivation necessary to perform the
work safely and efficiently and are able to respond
appropriately to emergency situations.
This paper provides information on the definition we give
to competence and why it is embraced as an important element
of modern risk management. It reviews the options available
to drilling contractors for demonstrating competence. The
paper then discusses the approach adopted by Sedco Forex
North Sea Division, an approach which is based on traditional
good practices of recruitment, training and performance
evaluations, while focusing formal assessment of operatives’
competency on health, safety and environmentally (HSE)
critical activities.
Introduction
Traditionally, safety activities have focused on hardware. Five
to ten years ago, the emphasis moved towards software issues
such as documented policies and procedures. Today there is
much greater awareness of the ‘liveware’ i.e. people. Our rig
crews must have the necessary knowledge, skills and
motivation to do a job safely and efficiently. Simply stated our
rig crews must be competent.
In the past competence has been assumed through
recruitment, training and experience. However, as our safety
management systems (SMSs) have evolved (1,2) there is a need
to demonstrate competence to ourselves, our clients and the
regulators.
A number of approaches are available to demonstrate
competence. Some drilling contractors have in addition to
their recruitment and training programs, adopted competence
assurance schemes which require detailed formal assessment of
performance in all aspects of a particular job category.
Sedco Forex North Sea Division are adopting a
Competence Assurance Scheme which takes credit for our
established recruitment, training and performance appraisal
programs. The scheme also requires the formal assessment of
HSE critical competencies within the job function.
Competence Assurance Scheme Overview
In a hazardous industry such as ours, the primary control
against occurrence of accidents is the performance of our rig
crews. Every task on a rig, from the most basic (eg chipping
and painting), through to the more complex, (eg well control),
2 KARMOUS, CLYNE, MCLEAN
requires the person performing the task to have the necessary
knowledge, skills and motivation, (i.e. competence), to do the
job safely and efficiently. If the person is not competent then
the probability of the job not being done safely and efficiently
are significantly increased, irrespective of other controls such
as supervision, permits to work etc. which may be applied.
Our established processes of recruitment, training and
performance evaluation, have been developed to select and
develop crews with the ability to work safely and efficiently.
Any shortfalls in competence are adequately compensated for
through effective supervision.
Also, it is now well understood that management and
supervision play a major part in both accident causation and
accident prevention3. It is for these reasons that we are
introducing formal assessment of competence for management
and supervisory activities on the rig which are HSE critical.
In summary, we assure competence of our rig crews
through; our recruitment, training, performance evaluations
and formal assessment of HSE critical tasks as described
below.
Recruitment Process
Inexperienced recruits. When possible we recruit “fresh-
out” technicians with a two or three year degree in electrical or
mechanical subjects for eventual development into rig
supervisors. We look for young, energetic people with an
aptitude for learning. Once a candidate has progressed
through the first interview, a two day assessment is carried out
for a group of candidates usually approximately 10 persons at
a time.
The two day assessment begins with a technical test;
candidates who do well on the test continue with the
assessment process. The remainder of the assessment splits
the candidates into smaller groups (maximum 5 persons); these
smaller groups are assigned practical tasks and “situation
games”. Recruiters provide support for the groups while
looking for candidates to demonstrate four key qualities which
are:
• Communication skills
• Versatility
• Self Motivation
• Creativity
After completing the assessment, recruiters agree which
candidates should be selected. In some cases a additional
interview is required before the final decision is taken to hire
the person. Our rigorous recruitment process is the first aspect
of our competence assurance scheme.
Experienced recruits. When business requires that we
recruit experienced personnel, the selection process is not as
rigorous as for “fresh-out” technicians. The process involves
reviewing their work history along with their formal training
and comparing that to our needs. Upon satisfactory
completion of an interview, the candidate’s references and
SPE 46784
previous employers are contacted to develop a more complete
picture of the candidate. The decision to hire is then taken;
previous training is rationalized with respect to our in house
requirements and a short term training and development plan is
made.
Training and Development
Supervisor Development from recruitment. Our training
and development program for the technicians we have
recruited is a very structured program called the Supervisor
Development Program (SDP). The program involves: on the
job training, self paced modular study, report writing, and
formal courses. Participants in the program will spend some
time in each department in order to gain a good overall picture
of our entire operation. They then concentrate on completing a
comprehensive set of tasks specific to their field.
Career Development of existing employees. All rig
based employees have mandatory training requirements which
may be in house only, local government motivated or based on
an international standard.
All training courses have some form of relevant
assessment. For practical courses candidates are assessed by
the demonstration of skills. Alternatively, at the end of
theoretical courses candidates have to satisfactorily complete a
written exam.
Performance Evaluations
Performance reviews are completed for all employees as a
minimum once per year by the employee's immediate
supervisor. The reviews are judged against quality standards
set out in the employee’s job description and objectives
agreed during the previous performance evaluation. The HSE
performance of the employee will have been defined as part of
these objectives and actual HSE performance will be evaluated
against these.
HSE Critical Competencies
Within our scheme HSE critical activities have been defined
as:
a) those tasks or activities which could cause, or
significantly contribute to, a major accident or
b) activities relating to the Management and Command of
Emergency Response.
This definition is similar to the UK legislative definition for
safety critical elements 4, (i.e. safety critical hardware systems
and equipment), which require to be verified as suitable for
their intended purpose.
HSE critical competencies are subject to formal
assessment by trained assessors. The formal assessment
exercise confirms the individual’s competence in HSE critical
activities while emphasizing the significance of these activities
to the individual.
SPE 46784 COMPETENCY ASSURANCE OF DRILLING RIG OPERATIVES: A DRILLING ONTRACTORS APPROACH
Application
Units of Competence. When identifying the HSE Critical
Units of Competence, there was a tendency initially to produce
a an ever increasing list which would have resulted in a
Scheme which would be too large to manage and implement.
On comparing the contents of each Unit of Competence, a
considerable amount of duplication was identified. Eventually
the number of Units of Competence required to cover the HSE
critical management and supervisory tasks on our North Sea
fleet was 17. A list of the HSE Critical Units of Competence
are contained in appendix 1.
The Units of Competence assigned to each of the
management and supervisory positions are as shown in
appendix 2.
For each of the HSE critical units of competence,
performance criteria have been developed against which the
individual’s performance is formally assessed. The
performance criteria are specific indicators which demonstrate
the individual’s ability to perform the task. The performance
criteria for the S2 Unit of Competence are shown in appendix
3.
The terms such as Elements and Performance Criteria
are generally accepted within the UK5. However, it would be
our intention to simplify the language when adapting the
Scheme to our worldwide operations.
Assessment. The success of the scheme is highly dependent
on the quality and integrity of the assessment process.
Assessments are normally carried out by Rig Superintendents,
OIM’s and Rig Managers who have successfully completed the
in house training program and have completed an assessment
under supervision. The training program consists of classroom
training in recognized and established assessment techniques.
During the assessment, the Assessors are looking for
evidence that the performance criteria have been achieved. The
evidence is obtained through a mix of:
• Observation - where the assessor observes the candidate on
the rig performing the task or activity.
• Questioning - where the assessor discusses with the
candidate aspects of the job relevant to the task or activity,
to ascertain their understanding and knowledge of the task
or activity.
• Review - where the assessor reviews records, reports and
other documentation that the candidate produces in
performing the job.
Assessors draw on their experience and judgment in
determining the level of performance achieved.
Some competence assurance schemes are based on a “yes
competent” or “no not yet competent criteria”. To avoid the
stigma of failing or being labeled as “not yet competent”, our
scheme determines the level of performance numerically. The
levels used are:
• Level 1 Basic awareness of the activity and completed
mandatory training as required.
3
• Level 2 Achieved the relevant HSE critical performance
criteria. It is at this level that the candidate can perform the
work without additional controls such as supervision.
• Level 3 Exceeds the relevant HSE critical performance
criteria.
Records of assessment are completed using a format similar to
that shown in appendix 3. The assessment records will be
tracked through our central database.
Conclusions
1. A means of demonstrating competence is an essential
requirement of an effective safety management system.
2. Recruitment, training and performance evaluation
processes are part of the competence assurance process and
therefore should be recognized as part of the competence
assurance scheme.
3. Restricting formal assessment to HSE critical activities
emphasizes the importance of these activities in relation to
other activities within the job function.
4. The success of the competence assurance scheme is highly
dependent on the integrity and quality of the formal
assessment process.
5. The implementation of the competence assurance scheme,
which includes formal assessment, requires significant
management time and commitment.
References
1. Exploration & Production Forum - Guidelines for the
Development and Application of Health, Safety and
Environmental Management Systems, Report 6.36/210
London 1994.
2. Health and Safety Executive - Successful Health and
Safety Management, HS(G)65, HMSO, 1993.
3. Bird, F.E.Jr. and Germain, G.L Practical Loss
Control Leadership, first edition, Institute Publishing,
Loganville, Georgia (1989) P17.
4. Offshore Installation and Wells (Design,
Construction, etc.) Regulations (UK) 1996.
5. NCVQ - National Vocational Qualifications Criteria
and Guidance 1995.
4 KARMOUS, CLYNE, MCLEAN SPE 46784

Appendix 1
HSE Critical Competencies
Emergency Response
E1 Co-ordinate onshore emergency response
E2 Manage emergency response
E3 Respond to emergency

HSE Management
S1 Manage HSE on an installation
S2 Supervise HSE

Marine Operations
V1 Manage marine operations (Semi-sub)

Drilling Operations
D1 Manage well operations
D2 Control drilling operations

Electrical
L1 Monitor and control electrical plant
L2 Maintain electrical equipment
L3 Electrical safety rules

Mechanical
M1 Monitor and control mechanical plant
M2 Maintain mechanical equipment

Subsea
B1 Monitor and control subsea plant
B2 Maintain subsea equipment

Helicopters
H1 Control helideck operations
H2 Respond to helicopter emergency
SPE 46784 COMPETENCY ASSURANCE OF DRILLING RIG OPERATIVES: A DRILLING ONTRACTORS APPROACH 5

Appendix 2

Assignment of Competencies to Positions

HSE Critical ERT Roles E1 Co-ordinate onshore emergency response

(Onshore)

OIM S1 Manage HSE

E2 Manage emergency response offshore
Rig Superintendent S1 Manage HSE
D1 Manage well operations
E2 Manage emergency response offshore
Assistant Rig Superintendent D1 Manage well operations
S2 Supervise HSE
E2 Manage emergency response offshore
Barge Engineer V1 Manage marine operations (Semi-sub)
S2 Supervise HSE
E3 Respond to emergency
Crane Operator S2 Supervise HSE

Control Room Operator E3 Respond to emergency

Driller D2 Control drilling operations and well HSE

S2 Supervise HSE
E3 Respond to emergency
Chief Electrician L1 Monitor and control electrical plant
L2 Maintain electrical equipment
L3 Electrical safety rules
S2 Supervise HSE
E3 Respond to emergency
Chief Mechanic M1 Monitor and control mechanical plant
M2 Maintain mechanical equipment
S2 Supervise HSE
E3 Respond to emergency
Subsea Supervisor B1 Monitor and control subsea plant
B2 Maintain subsea equipment
HLO H1 Control helideck operations
H2 Respond to helicopter emergency
Fire Team Leader E3 Respond to emergency
6 KARMOUS, CLYNE, MCLEAN SPE 46784

APPENDIX 3
Unit of Competence: S2. Supervise Health, Safety and Environment
Element: S 2.1 Establish and monitor working conditions and practices
Performance criteria Asses Evidence Asses Level Assessor
Meth. Date Achieved Initials
Risk assessments are carried out before work commences O Observe risk assessment being carried out by the candidate,
a
to provide a safe system and place of work making use of Hazard Management Database where applicable.

R Records of the Risk Assessments carried out by the candidate for

Permits are raised for all tasks requiring permits within the
b
PTW system, and where appropriate have been authorized
by the candidate.
tasks, COSHH, Manual Handling
R Complete Permits are held in archive and have been authorized
by the Candidate in accordance with procedures.
Permits are in use at the site of tasks requiring permits, and the
O personnel are aware of the requirements.

Critical operations are satisfactorily performed by the Q Question the candidate about responsibilities during critical
c
candidate operations
O Performance during critical operations

Effective Toolbox Talks are given where necessary R Records showing when toolbox talks are held
d
O Observe candidate conducting a toolbox talk for a job which is
about to commence
e Rig specific procedures and TOPs are up to date and R The index of Rig Specific procedures is up to date, and reflects
followed the actual Procedures in use.

O Observe a Rig Specific Procedure in use & question personnel to

ensure working practices are carried out according to set
procedures

f Inspections and audits are carried out in accordance with R Records show that Safety Inspections and Audits covering the full
QSMS requirements range of operations take place at the required frequency, and
corrective actions are closed out.

Q Ask the candidate about procedures and systems used to monitor

safety e.g. STOP, HSE, CAF, PCM.

O Observe Physical Condition of the working environment.

STOP procedure is in place and working