BG TUNISIA - OPERATIONS

PRODUCTION SERVICES

Training & Competence Procedure

BG-TUN-MISK-PS-21-TRA-00001

Rev Description Date Originator Checked Reviewed Approved

A Issued for comments June 08

M. Attitallah H.Goddi M. Attitallah M. Abbes

0 Issued for implementation July 08

M. Attitallah H.Goddi M. Attitallah M. abbess

Next Revision Due Date: June 2010

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This Document is the property of BG Tunisia and should not be copied or reproduced without the written permission of BG Tunisia
PRODUCTION SERVICES Training & Competence Procedure

CONTENTS

1.0 INTRODUCTION……………………………………………………………………………………………. 3

2.0 SCOPE……………………………………………………………………………………………………….. 3

3.0 DEFINITIONS…………………………………………………………………………………………………
3

3.1 Training and Development……………………………………………………………………. 3

3.2 Repetitive training……………………................................................................................
3
3.3 HSE training……………………………………………………………………………………... 3
3.4 Technical training………………………………………………………………………………. 3

4.0 RESPONSIBILITIES…………………………………………………………………………………………4

4.1 Production Services Manager………………………………………………………………… 4

4.2 Head of Departments…………………………………………………………………………… 4
4.3 Operations Technical Training coordinator…………………………………………………
4
4.4 HSE Manager…………………………………..………………………………………………… 4

5.0 TRAINING PHILOSOPHY………………………………………………………………………………….. 4

6.0 TRAINING IDENTIFICATION……………………………………………………………………………… 4

7.0 TRAINING PLAN……………………………………………………………………………………………. 4

7.1 Background……………………………………………………………………………………… 4
7.2 Job Training Profiles…………………………………………………………………………… 4
7.3 Job Descriptions………………………………………………………………………………… 5
7.4 Competence Assurance Program……………………………………………………………. 5

8.0 TRAINING PROCESS………………………………………………………………………………… 5

8.1 Training matrix…………………………………………………………………………………… 7
8.2 Training solutions………………………………………………………………………………. 7
8.3 Budget control………………………………………………………………………………… 7
8.4 Training course administration…………………………………………………………… 7
8.5 Assessment Criteria………………………………………………………………………… 7
8.6 Record Keeping…………………………………………………………………………………. 7

9.0 APPENDICES
9.1 Job Training Profile…………………………………………………………………………….. 9
9.2 Training Request Form………………………………………………………………………… 12
9.3 Course Evaluation Form…………………………………………………………..…………… 13

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PRODUCTION SERVICES Training & Competence Procedure

1. INTRODUCTION

BG Tunisia is committed to assisting employees in continuously improving their skills so that each individual
is able to contribute fully to the company objectives.

BGTunisia will support employees’ advance by providing both in-house and external training in line with the
employee’s current position and their future potential with the company.

Our Goal is to have better trained operating personnel to improve asset safety, operation efficiency and
ultimately profitability.

2. SCOPE
The scope of this procedure is limited to the technical and HSE trainings for Operations personnel for both
Miskar platform and Hannibal plant.

The soft and personal skills development trainings are managed through the Human Resources department
and are subject of a separate procedure.

This procedure defines the Training & Competency process necessary to assist staff, in the Operations
department, prepare them for the technical and organizational requirements and update them on the new
technology so as to prepare staff for future development .

3. DEFINITIONS
It is the policy of BGTunisia to ensure that all employees are provided with appropriate opportunities for
training and development to ensure they are making the desirable contribution to the business through full
job competence. Training and development is thus a mutual benefit.

3.1 Training : is the field concerned with workplace learning to improve performance. Such training can
be generally categorized as on-the-job or off-the-job.

On-the-job describes training that is given in a normal working situation, using the actual tools,
equipment, documents or materials that they will use when fully trained. On-the-job training is
usually most effective for vocational work.

Off-the-job training takes place away from a normal work situation which means that the employee is
considered as an useful worker when training is taking place. An advantage of off-the-job training is
that it allows people to get away from work and concentrate fully on the training being given.

3.2 Repetitive or Refresher training: repetitive training is that which will be required either by
legislation or by the prudent operator to ensure that a consistent approach is taken to a subject.
Typical example would be H2S training and permit to work refresher courses. Where possible
repetitive training needs will be met by in-house or multimedia training, to reduce the company
disruption and cost.

3.3 HSE training: There will be an ongoing requirement and necessity for safety training, particularly in
regard to the hazards associated with the plant and control of activities during operations and
incidents response.

Obvious examples are fire, first aid, emergency response and other specific critical activities.

It is the responsibility of the HSE manager to identify these training needs and to ensure that they
are adequately covered.

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3.4 Technical training: Technical changes in the oil and gas industries are continuous and BGTunisia
must be equipped to take on these changes. The emphasis will be on identifying individual needs
and meeting those needs very specifically. External and commercial courses and seminars will
continue to be offered, however there will be an increasing use of internal proficiency .

4. RESPONSIBILITIES
It is the responsibility of the managers to ensure that all training needs, are identified and advised to the
training coordinator who will be responsible of the preparation and delivery of the identified solution.

4.1 Production Services Manager: The Production Services Manager has overall responsibility for
ensuring the implementation of these guidelines.

4.2 Heads of Departments: The Department Manager are responsible for the identification of their
employee training and development needs.

4.3 Operations Technical Training coordinator (OTTC): the training coordinator is responsible for the
planning, coordinating and delivery of the identified training solutions in the most cost effective
manner.

4.4 HSE Manager: Responsible for setting the frequency of routine safety refresher training courses.

5. TRAINING PHILIOSOPHY

The general philosophy of training employed by BG Tunisia is to give adequate training to operational staff to
ensure their competence in the workplace, with sufficient development training to allow employees, (where
the opportunity exists) to progress within the organisation to a position appropriate with the potential of that
individual.

Where possible and desirable, it is the policy of BG Tunisia to ensure that all employees are provided with
appropriate opportunities for training and development and that all employees are making the maximum
contribution to the business through full job competence. Training and Development is thus of mutual
benefit. HSE training will be completed as an essential part of the BGT HSE training program and
associated arrangements.

All managers are responsible for determining training profiles, identifying employee training and development
needs and informing the employee about these needs.

6. TRAINING IDENTIFICATION
Training needs are identified via the compilation of training profiles for each job and job requirements
through the job description.

The Annual and Development Review (ADR) is an opportunity given to the line managers to review
development needs and create and update a personal development plan that meets the individual’s
aspirations and the Company's need.

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PRODUCTION SERVICES Training & Competence Procedure

7. TRAINING PLAN

7.1 Background: Production Services department is responsible for the planning, co-ordination and
delivery of identified training needs in the most cost-effective manner.
All training administration, including the budget follow-up, is managed by the Training Coordinator
through the Production Services Manager.

7.2 Job Training Profiles: Line managers are responsible for providing Job Training Profiles with
reference to the Job Description and in accordance with job requirements.
The OTTC is responsible for updating the training and qualifications records.
Each training profile is split into 3 categories of courses:
 Essential knowledge
 Required knowledge
 Desirable (Development)

7.3 Job Descriptions: The job description is a systematic process where particular responsibilities,
skills, knowledge, experience and behaviour that a job requires are defined.
Line managers are responsible for preparing and maintaining the job description. It determines the
duties and responsibility of that position, and must be consistent with the job training profile.

7.4 Competence Assurance Program: Competence Assurance Program is a plan specifically

designed to train and develop personal knowledge and practical skills required to perform specific
tasks to recognised standards.
For technicians and operators the measure of competence will be mostly based on a system of “a
specific job Task (SJT) , which will give for each position, a number of tasks for which the
employee will have to demonstrate that he or she is competent, in both technical knowledge and
performance. These task books will be based on the plant operating manuals supplemented by
detailed operational and maintenance procedures, which have been developed for the purpose.
The assessment will also include HSE and administration tasks if these are considered as
necessary for an individual to be competent in his position within the workplace.

Each activity logged in the SJT will be performed by the individual and signed off by the agreed
assessor as completed when an adequate understanding of the task and its execution, is deemed
to be in place.
Assessment will be the responsibility of the discipline superintendent or his deputy assisted by
dedicated trainer who has specific knowledge of the installation or the plant.
The training supervisor will prepare the task book and monitor staff performance and completion.
The OTTC is responsible for keeping all records on the Miskar asset competence assurance register
prepared for the purpose for all Miskar platform and Hannibal plant.

The strength of competence based training and development is that it is outcome based and
learner driven provides clear performance (competency), aims for technical and professional
growth.

8. TRAINING PROCESS

The following chart describes the training process starting by the training identification through the
data recording.

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8.1 Training matrix: The OTTC prepares and keeps up to date a training matrix based on employees
development plans in which all training actions are recorded.

8.2 Training solutions: When a requirement to attend a training course is identified by a line manager,
a Training Request form must be completed and authorized by the appropriate manager, approved
by the budget holder and returned to the training department at least one month prior to delivery.
The OTTC liaises with managers to establish an effective training solution. Training solutions do not
necessarily involve courses but incorporate alternative methods of meeting the development need;
for example open learning, self-development, work experience via secondment and coaching.
Training is conducted internally by BGTL where possible, but external trainers will be used where
specialist skills and experience are needed.
Training can take place using equipped training rooms at Hannibal or Guebbiba Village, or offsite
either in Tunisia or overseas. The use of the BGTL & BG Group Open Learning systems and library
are encouraged.
Production Services Open Learning canter contain a variety of CD's, video cassettes and books.
These are available for employees to borrow by contacting Training Department.

8.3 Budget control : The company endeavours to ensure training is cost effective wherever possible
attendance on training courses optimized. In general the agreed philosophy is to deliver as much
training as possible in country.
Where employees from different departments attend a course, the cost will be shared.

8.4 Training course administration : The OTTC ensures that employees and instructors receive
appropriate joining instructions informing them about the course, the dates, the venue, the
accommodation, travel information ....etc.
Course Assessment forms are required to be returned to the Training and Development Officer once
course is completed.
When the course location is outside Tunisia, the Human Resources department assists the
employee in the preparation of his visa and in the calculation of the cash advance to cover for his
expenses.

8.5 Assessment Criteria : Following attendance on a training course, the employees understanding are
assessed. The proposed Assessment Criteria presented is the method of measuring the
developmental progress of the individual.
Assessments are based on individual ratings for several different items involved within the training
progress. Assessment shall be based on a universal standard of development, depending on the
benchmarking, performance targets and progress measurement of an individual.

8.5.1 Trainer’s Assessment :The trainer provides the OTTC with feedback on employee's
attendance and understanding of the course wherever appropriate courses shall include an
assessment element which tests understanding and competency of the employee. The trainer also
delivers Attestations of Attendance and/or Certificates where exams are passed.

8.5.2 Employees Assessment :Employees are requested to complete two evaluation forms
provided by the OTTC:
The first courses assessment form is used immediately at the end of the course, it is known as a
"happy sheet" as it measures how satisfied people are at the end of a course. It should be forwarded
immediately at the HR department. The second assessment form is designed to be used
approximately three months after the course. It aim is to see how much of the learning has been put
into practice.

8.6 Record Keeping :When training is conducted locally (in house), a Course Attendance
Form should be circulated to attendees at the beginning of each training day and returned to the

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PRODUCTION SERVICES Training & Competence Procedure

OTTC. This form is used as record of attendance.

The OTTC is responsible for keeping all training & development files and recording of all training
events.
The OTTC operates a database containing information about training courses and employees
training needs. This database provides reports that provide statistical and financial analyses of
training.

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APPENDICES
Job Training Profile

Job Profile

   

Job: Snr Production Technician Department: Operations Hannibal

   

Code Training course: Dates Comments/Assessment

   

ESSENTIAL KNOWLEDGE

  H2S Training    

  Basic Fire Fighting    

  SCBA Training    

  Hannibal Plant Induction    

  English Language    

  Permit to Work Competent Person Plant    

  Risk Assessment Training    

  Isolation Philosophy Training    

  Specific Emergency Procedures    

JOB REQUIREMENTS

  Basic First Aid /Casualty Handling    

  Fire Team Training    

  Introduction to Safety Case    

  Knowledge of SHEMS documents    

  Basic Permit to Work Induction    

  Solid Waste Management    

  Environmental Management System (ISO 14001)    

  Atmospheric Emissions    

  H & Se Procedures)    

  Inlet Facilities    

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  Condensate Treatment and Trucking    

  Amine    

  SRU    

  Flare & Cold Vent    

  Incinerator    

  Glycol    

  Molecular sieves    

  NRU 1    

  NRU 2    

  Compression    

  sales Gas Metering)    

  Air & Nitrogen    

  Power Turbines    

  Diesel storage & Transfer    

  Water Treatment    

  DCS Hardware    

  DCS Front End    

  DCS Back End    

  DCS NRU Monitoring    

  DCS NRU Cool down    

Loss Accounting, Rate Reduction and Root Cause

     
Awareness

  Medical    

  Computer Skills(ROS/Word/Excel/Access)    

  Communications (Verbal & Written)    

  Handover Procedures & Logs    

  General Company Procedures)    

  Fire Team Leader Training    

  Defensive Driving (RS Licence)    

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  Supervisory Skills (NEBSM)    

  Permit to Work Issuing Authority Training    

  Atmosphere testing & Monitoring    

  Permit to Work Performing Authority    

  Atmosphere testing & Monitoring(Vessel Entry)    

  Presentation Skills    

  Loss of Containment    

EMPLOYEE DEVELOPMENT

  POL Diploma Modules-Oil & Gas Processes    

  Advanced First Aid Training    

  Management of Major Emergencies/Command & Control    

  SOC Assessor course    

  Accident/Incident Reporting & Investigation    

Maintenance Philosophy(Including PMs & WODs

     
Database)

  Material Services Requisition    

  Fork lift Truck Driving    

  SCBA Instructor    

  SCBA Care & Maintenance    

  COSHH    

  Manual Handling    

  Safe Handling & Usage of Chemicals    

  Rigging/Slinging/Banks man    

  Hazop    

  Introduction to Control Systems (regulation)    

  Finance Awareness for non Budget Holders    

  Effective Meeting Skills    

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Training Request Form

Please refer to notes on reverse of form (page 2) before completing.

When completed please send to the Human Resources, Training & Development Dept.
PART 1 - To be completed by the Applicant.

TYPE OF TRAINING (tick as appropriate)

Internal External Further Further Language
Course Course Education Ed. Cont

PERSONAL DETAILS:

Forename Tel :
Surname
Title :

Department Location Grade :

Cost Code :

TRAINING DETAILS:
Course Title

Provider / College

EXTERNAL COURSE PROVIDER ONLY:

Tel :
Providers Address First Option Start Date
End Date
Total Cost Second Option Start Date End Date

FURTHER EDUCATION ONLY:

Is This First Year Continuation

Attendance Per Week Start Date Duration

Qualification Expected Estimated Cost for the Year

PART 2 - To be completed by Manager

Reason For Attending Training Detailed above:

Is This Course Part Of The RoP / AoP Action Plan YES / NO

APPROVED BY Managers Name

Signature

> 1000 TD Head Of Dept Date

Signature
Date

PART 3 - Training & Development use only

Approved By :

Name Signature Date

Booked Joining Instruction Sent Evaluation Received

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COURSE EVALUATION FORM

Course Name: ________________ Course Date / Location: ___________________
Student Name: ________________ Company Name: _________________________

Instructor: _____________________

Please complete this form by ticking the appropriate box:

SUMMARY 5 4 3 2 1

1. I learned the material that I had expected to learn

2. This course provided me with skills that I can apply in my job

3. I had the prerequisites necessary to benefit from this course

4. I would recommend this course to others

INSTRUCTOR 5 4 3 2 1

1. Instructor made course interesting

2. Instructor communicated concepts in a clear manner

3. Instructor was responsive and answered questions satisfactorily

4. Instructor was helpful during practical exercises

COURSE CONTENT 5 4 3 2 1

1. The course met the stated objectives

2. Course material was well organised, accurate, and up-to-date

3. The reference manuals were used appropriately throughout the class

LAB/Practical EXERCISES 5 4 3 2 1

1. The labs effectively reinforced the course objectives

2. Sufficient Practice time was provided

3. The lab area and equipment were suitable

FACILITY 5 4 3 2 1

1. I was pleased with training centre staff and facilities

2. I was pleased with the lunch and break facilities

5 = Strongly Agree 4 = Agree 3 = Uncertain 2 = Disagree 1 = Strong Disagree

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RECOMMENDATIONS

In what ways could we improve this course? (Please comment on course pace, technical
level, instruction, content, labs and/or logistics). Any other comments?

FURTHER TRAINING

With regards to further training, please state the required course(s) or related subject(s) that
you feel would be of benefit to you.

THANK YOU FOR YOUR TIME, HAVE A SAFE JOURNEY HOME

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