SALARY

GUIDELINE
Manpower Planning and Employment Council (MPEC) Secretariat
Prime Minister’s Office

2023
EDITION
FOREWORD
Foreword
Yang Berhormat Dato Seri Setia Dr. Awang Haji Mohd Amin Liew bin
Minister at the Prime Minister’s Office
and Minister of Finance and Economy II
Alhamdulillah, with the publication of the Salary
Guidelines, Brunei Darussalam now has a key
reference on a standardized range of salary scale
tied with clear career pathways that can be used
by employers towards developing and offering
competitive salary packages to our locals.
In line with the target of ‘Full Employment and
Decent Work with equal pay by 2030’ under the
United Nations Sustainable Development Goals,
many countries have established or strengthened
their employment income policies to eliminate
unduly low pay and promote decent work.
Therefore, it is timely for Brunei Darussalam to
move forward to that direction.
As a result of multiple stakeholder engagements,
the Manpower Planning and Employment Council
has introduced this Salary Guideline as a
significant first step towards ensuring local
jobseekers and employees are paid meaningful
salaries that commensurate their skills and
productivity at each level of the career ladder.
This initiative further supports the goals and
outcomes stipulated under our Wawasan Brunei
2035, which aims to achieve a highly productive
and sustainable economy through the creation of
quality employment for the people.
Abdullah
Whilst this remains to be a living document,
we hope that the guideline can continue to
aid private companies and local employees in
the private sector to exercise equitable
human resource best practices and take
decisive steps to invest in efforts that attract
and retain our local employees. With
competitive salary packages, it can uplift the
standard of living of our people which
subsequently stimulates productivity
improvements, and promote economic and
social progress, for a sustainable and
inclusive economic recovery.
To conclude, I would like to express my
appreciation and gratitude to the working
group and those who have contributed in the
development of this Salary Guideline.
Insya’Allah, with the full commitment and
support from all stakeholders, it is hoped that
through this initiative we will optimise worker
productivity and build meaningful career
growth, thus contributing towards economic
development of the country.
Wassalam.
 TABLE OF CONTENTS
Table of
Contents
Introduction 01

What is the Salary Guideline? 02

Methodology : Salary Analysis 03

Methodology : Job Description 04

Job Families 05 - 06

Why do you need the Salary Guideline? 07

How to use the Salary Guideline? 08

Salary Guideline 09 - 20

Salary Guideline : Energy Sector 22 - 32

Contact Us 33
INTRODUCTION
Introduction
The Manpower Planning and Employment Council (MPEC), Prime Minister’s Office with
the support of the Department of Labour, Ministry of Home Affairs proudly publish the
first series of the Salary Guideline for the Private Sector.

The Salary Guideline is a recommendation of minimum salary scales that can be used
by employers to develop competitive salary packages to attract local Bruneians to work
in the private sector and for local jobseekers or employees to determine their market
value at the starting point of their careers.

The publication of the first series of the
Salary Guideline can be a starting point for
Brunei Darussalam to have a standardized
range of salary scales with basic
requirements of the job positions based on
current market data and various surveys.
Apart from that, the Salary Guideline will also
complement and support the development
of other key manpower policies and other
potential wage standardization
mechanisms.
With that, we hope that the publication
of the Salary Guideline will assist
companies and local employees in the
private sector to exercise best
practices in human resource
management. Additionally, we also
hope to guide jobseekers and future
graduates to develop their chosen
career pathways.

1
 WHAT IS THE SALARY GUIDELINE?
What is the
Salary Guideline?
Salary Guideline is a recommendation of minimum salary scales for selected job positions
as per the job levels that can be used by employers to develop competitive salary
packages and for employees to determine their market value at the starting point of their
careers.

Starting point for Complement & Assist companies

Brunei to have a support the & local employees
standardised development of other in the private sector
range of salary key manpower to exercise best
scales with basic policies e.g. practices\in human
requirements of Localisation Ratio resource
the job positions (Nisbah Tempatan management
based on current Asing) & other wage
market data & standardisation
various surveys mechanism

2
METHODOLOGY: SALARY ANALYSIS

Methodology : Salary Analysis

The Salary Guideline was derived through extensive analysis using Business Reporting data as
of September 2020 with 114,865 employees as the sample population.

Details
Sample Used Business Reporting Data (September 2020)

Sample Population Used 114,865 Employees (out of 183,617 Employees (63%))

Sample Criteria • Employees in the private sector

• Actively paid by the private sector
• Full-time
• Monthly-Paid employees
• Citizenship confirmed
• Salary above B$ 100.00 per month
• Value of salary expressed in Brunei Dollars

Sample Excludes • Incomplete entries that does not satisfy the sample criteria
• Part-Time and Daily Paid Employees
• Salary below B$ 100.00 per month

Caveats The mapping of qualification levels does not take into account:
• Years of working experience
• Background of business owners
• Other influential factors such as but not limited to
businesses owned / positions earned through inheritance

3
 METHODOLOGY: JOB DESCRIPTION
Methodology : Job Description
The job descriptions within the Salary Guideline were derived from a sample of 13,371
positions compiled from the JobCentre Brunei portal as of January 2020.

Details
Sample Used JCB Data as of January 2020

Sample Population Used 13,371 Positions (out of 16,030 Positions (83%))

Sample Criteria • Positions applied for the private sector

• Full-Time
• Monthly-Paid employees
• Salary above B$ 100.00 per month

Sample Excludes • Activities of Households Industry

• Part-Time and Daily Paid Employees
• Salary below B$ 100.00 per month

Caveats The mapping of qualification levels does not take into account:
• Years of working experience
• Background of business owners
• Other influential factors such as but not limited to
businesses owned / positions earned through inheritance

4
JOB FAMILIES
JOB FAMILIES
The MPEC Secretariat has developed a salary guideline for a total of 22 job families which consisted of
100 job positions that are selected based on industry’s demand, high local retention & high local
interest to pursue these jobs.
LOGISTICS CUSTOMER CARE ADMIN
PACKER / COURIER / 01 TELEPHONE OPERATOR / RECEPTIONIST
01
OFFICE ASSISTANT /
01 RECEPTIONIST
STORE LABOURER
02 CUSTOMER CARE TRAINEE
02 WAREHOUSE ASSISTANT 02 CLERK
03 CUSTOMER CARE EXECUTIVE
03 OFFICE MANAGER
03 WAREHOUSE SUPERVISOR SENIOR CUSTOMER CARE AND RETENTION
04 EXECUTIVE
04 WAREHOUSE MANAGER 04 EXECUTIVE ASSISTANT
CUSTOMER CARE AND RETENTION
05 SUPPLY CHAIN MANAGER 05 MANAGER
05 ADMINISTRATION MANAGER

INFORMATION TECHNOLOGY CULINARY RETAIL

01 IT CLERK 01 KITCHEN ASSISTANT 01 SHELF FILLER
02 IT ASSISTANT 02 COMMIS CHEF (ASSISTANT CHEF) 02 SHOP ASSISTANT
03 IT SYSTEM TECHNICIAN 03 CHEF DE PARTIE (STATION CHEF) 03 CASHIER
04 IT SYSTEM EXECUTIVE 04 SOUS CHEF 04 SHOP SUPERVISOR
05 IT SYSTEM MANAGER 05 CHEF DE CUISINE (MASTER CHEF) 05 SHOP MANAGER

WELDER MARKER FITTER RIGGER

01 L1 WELDER ASSISTANT (3G) 01 L1 MARKER FITTER ASSISTANT
01 RIGGER ASSISTANT
02 L2 BASIC MARKER FITTER
02 L2 BASIC WELDER (6GR)
03 L3 ADVANCED MARKER FITTER 02 RIGGER
03 L3 ADVANCED CRA WELDER
L4 ASSISTANT CONSTRUCTION 03 RIGGER LEADMAN
L4 ASSISTANT WELDING 04
04 SUPERVISOR
SUPERVISOR RIGGER SUPV/PERSON IN
05 L5 CONSTRUCTION SUPERVISOR 04
05 L5 WELDING SUPERVISOR CHARGE (PIC)

FIRE WATCHER COATING CIVIL WORKS

01 COATING FIELD SUPPORT 01 CIVIL FIELD SUPPORT
FIRE WATCHER FIELD 02 PAINTER
01 02 CIVIL SKILL WORKER
SUPPORT
03 BLASTER PAINTER
03 CIVIL CONSTRUCTION
04 COATING SUPERVISOR
02 FIRE WATCHER CIVIL CONSTRUCTION
04
5
05 COATING INSPECTOR INSPECTOR
 JOB FAMILIES
JOB FAMILIES

FINANCE TOURISM CLEANING SERVICES

01 ACCOUNTING TRAINEE 01 JUNIOR TOUR GUIDE 01 CLEANER
02 ACCOUNTING CLERK 02 SENIOR TOUR GUIDE 02 MULTI-SKILLED CLEANER
ASSISTANT ASSISTANT TRAVEL 03 HEAD CLEANER
03 03
ACCOUNTANT CONSULTANT
04 CLEANING SUPERVISOR
04 ACCOUNTANT 04 TRAVEL CONSULTANT
05 CLEANING SERVICES MANAGER
05 FINANCE MANAGER 05 TRAVEL AGENCY MANAGER

HOSPITALITY TEACHING HOSPITALITY

01 WAITER / WAITRESS 01 TEACHERS AIDE 01 BELL BOY / HOTEL PORTER
02 MAITRE D’ (HOST / HOSTESS) 02 TEACHER 02 FRONT DESK CLERK
HEAD OF TEACHING 03 CONCIERGE
03 ASSISTANT RESTAURANT MANAGER 03
DEPARTMENT
04 DEPUTY PRINCIPAL 04 FRONT OFFICE MANAGER
04 RESTAURANT MANAGER
05 PRINCIPAL

BLASTER PAINTER SCAFFOLDER

ENERGY SECTOR
01 BLASTER PAINTER ASSISTANT 01 SCAFFOLDER ASSISTANT
02 BASIC BLASTER PAINTER
02 SCAFFOLDER BASIC
03 BLASTER PAINTER LEADMAN
03 ADVANCED SCAFFOLDER
04 BLASTER PAINTER SUPERVISOR
05 BLASTER PAINTER INSPECTOR 04 SCAFFOLDER INSPECTOR

INDUSTRIAL CLEANER INSULATOR

INDUSTRIAL CLEANER FIELD SUPPORT 01 INSULATOR FIELD SUPPORT
01
02 BASIC INSULATOR
02 INDUSTRIAL CLEANER 03 INSULATOR/FABRICATOR
04 INSULATOR SUPERVISOR
03 INDUSTRIAL CLEANER SUPERVISOR
05 INSULATOR INSPECTOR
6
WHY DO YOU NEED THE SALARY GUIDELINE?

Why do you need the

Salary Guideline?
To enable locals gain a meaningful and long-term employment within the private
sector

To support the private sector in creating a competitive & attractive salary

package for locals

To assist the private sector boost localisation within their organisations

To motivate local employees to progress within their profession and enhance

work productivity

7
 HOW TO USE THE SALARY GUIDELINE?
How to use the
Salary Guideline?
Job Family A group of job positions with the
same area of expertise

Recommended basic job description.

Employer may add other performance
5
requirements (e.g. attendance &
discipline). Job description may remain
similar, however, responsibilities
expand along the career ladder.
4

Name of job
positions
3

$492 $xxx $xxx $xxx $xxx

Notes:
• Points of entry can be at any level based on their Recommended salary range is
qualification levels before deduction of social
• Level 1 is the lowest entry point for the type of job whereas security scheme under TAP
Level 5 may not be the highest end point for the type of job (based on pre-COVID-19 data)
8
LOGISTICS

Logistics
The diagram below shows the career progression from
Packer/Courier/ Store Labourer to Supply Chain Manager Supply Chain
under the logistics job family. Manager

• 3 – 5 years
Warehouse experience as
Warehouse Manager
Manager • Business/Logistics
Related Courses
• 2 - 5 years experience • Inventory
management for
Warehouse as Warehouse
multiple warehouses
Supervisor
Supervisor • Business Related • Leadership skills
Courses • Financial
• Inventory management performance
• 3 years experience as
Warehouse Assistant • Leadership skills • Transportation fleet
Warehouse management
• Business Related • Warehouse
Assistant Courses maintenance • Planning coordinator
• Inventory management • Planning coordinator • Analytical skills
• 2 years experience as • Warehouse maintenance • Quality Assurance
Packer/Courier/ Warehouse Labourer • Planning coordinator • Analytical skills
• Warehouse • Analytical skills • Sales records
Store Labourer maintenance • Sales records • Advanced Heavy
• Inventory management • Intermediate Heavy Vehicle Certification
• Physically fit • Planning coordinator Vehicle Certification
• Inventory management • Sales records
• Warehouse maintenance • Intermediate Heavy
• Quality checker Vehicle Certification
• Basic Heavy Vehicle
Certification

BND 492 BND 977 BND 1,736 BND 2,170 > BND 3,580

9
 CUSTOMER CARE
Customer Care
The diagram below shows the career progression from
Telephone Operator / Receptionist to Customer Care & Customer Care
Retention Manager under the customer care job family. & Retention
Manager
Senior
• 3 years experience
Customer Care as Senior Customer
& Retention Care & Retention
Executive Executive
• Product Knowledge
• 1 year experience as • Marketing of
Customer Care products
Customer Care • Creating promotion
Executive
Executive • Product Knowledge strategies
• Marketing of products • Able to resolve
• 3 years experience • Updating promotions main client’s
• Retail sales of problems
Customer as Assistant
• Able to negotiate
Customer Care merchandise
Care Trainee Executive • Able to resolve well with client
• Product knowledge client’s problems • Adaptive market
• Settle client’s strategy
Telephone • 2 years experience as • Marketing of
• Optimization of
Receptionist / products emergency concerns
Operator / Telephone Operator • Updating promotions • Sales documentation business potential
Receptionist • Product knowledge • Retail sales of • Data entry of client’s • Reporting of sales
• Inventory merchandise sales records performance and
• Planning coordinator management • Able to resolve • Able to negotiate well client retention
• Answering/forwarding • Showroom client’s problems with client • Reporting of market
calls preventive security • Settle client’s • Adaptive market trends/client
• Pleasant personality measures emergency concerns strategy behavior trends
• Product knowledge • Sales documentation • Sales • Pleasant personality • Pleasant personality
• Inventory management • Retail sales of documentation
• Liaise with delivery merchandise • Data entry of client’s
service • Receive sales sales records
• Able to resolve client’s transactions • Pleasant personality
problems • Able to resolve
• Showroom preventive client’s problems
security measures • Pleasant personality

BND 492 BND 868 BND 1,085 BND 1,627 > BND 3,255

10
ADMIN

Admin
The diagram below shows the career progression
from Office Assistant / Receptionist to Administration
Administration Manager under the admin job Manager
family.
• 4 years experience
Executive • Efficient office
strategies to ensure
Assistant smooth process
flows
• 2 – 3 years • Ensure smooth
experience information flow to
• Disseminating facilitate operations
Office Manager internal memos to all • Proper organization
staff of documents for
• 2 – 3 years • Pleasant personality company’s usage
experience • Consolidating reports • Report company’s
• Managing • Strong logical/critical internal
Clerk paperwork between thinking performance
company & other • Planning coordinator • Record keeping of
Office • 1 year experience parties • Preparing paperwork all paperwork
• Able to resolve • Report writing for review/approval • Strong
Assistant / client’s Pleasant • Data Entry & Storage • Ensure smooth logical/critical
Receptionist personality • Office inventory information flow to thinking
• Managing/Drafting management facilitate operations • Organize &
• Planning coordinator company’s • Basic Bookkeeping • Monitor & follow-up supervise office
• Answering/forwarding paperwork Skills on work progress activities
calls • Data Entry • Disseminating • Assisting • Monitor costs &
• Pleasant personality • Office inventory internal memos to all Administration expenses to assist
• Liaise with delivery management staff Manager’s tasks in budget
services • Basic Bookkeeping • Pleasant personality when needed preparation
• Basic payment Skills
processing
• Delivery of
package/documents
when needed

BND 492 BND 868 BND 1,410 BND 1,736 > BND 2,712

11
 FINANCE
Finance
The diagram below shows the career progression from Finance
Accounting Trainee to Finance Manager under the finance
Manager
job family.
• 3 – 5 years
experience as
Accountant
Accountant • Chartered Financial
Analyst
• 2 – 3 years • Certified Public
Assistant experience as Accountant
Assistant Accountant • Certified
Accountant • ACCA Qualified Management
• Chartered Financial Accountant
• 1 – 2 years experience Analyst • Association of
as accounting clerk • Certified Public Chartered Certified
Accounting • Certified Accounting Accountant Accountants
Clerk Technician (CAT) • Financial reporting • ACCA Certified
• Problem solving • Processing financial • Chartered Institute
• Certified Accounting • Verifying financial documentations for of Management
Technician (CAT) documents procurement Accountants (CIMA)
Accounting • Administrative • Prepare financial • Knows how to use • Financial
Trainee support to reports accounting software performance
accountants • Accounts • Auditing documents reporting
• Basic Accounting • Preparing financial reconciliation • Compliance to ethical • Approval of
• Foundation in documents • Compliance to ethical standards & law financial
Accounting • Verifying financial standards & law • Verifying financial documentations for
• Transaction documents • Managing billing documents procurement
documentation • Transaction process • Advise on financial • Advise on financial
• Organisation of documentation • Analyzing accounting activities activities
financial • Organisation of data • Preparing financial • Compliance to
records/documents financial • Assist in auditing reports ethical standards &
• Handling petty cash records/documents documents law
• Compliance to ethical • Processing financial
standards & law documentations for
• Handling petty cash procurement
• Knows how to use
accounting software

BND 492 BND 1,085 BND 2,170 BND 4,340 > BND 9,765

12
TOURISM

Tourism
The diagram below shows the career progression from
Junior Tour Guide to Travel Agency Manager under the
tourism job family. Travel Agency
Manager

• Junior Tour Guide & Senior Tour Guide have to • Comprehensive

be registered and Licensed with Tourism Travel general
Development Department, MPRT knowledge on
Consultant
laws, culture, arts
& history
• Comprehensive • Multi-Lingual
Assistant Travel general knowledge • Develop tour
on laws, culture, schedule
Consultant
arts & history • Coordinating tour
• Comprehensive • Multi-Lingual visits
general knowledge • Develop tour • Managing client’s
Senior Tour on laws, culture, schedule travel needs and
Guide arts & history • Coordinating tour travel documents
• Multi-Lingual visits • Coordinate tour
• Licensed tour • Develop tour • Managing client’s guides and tour
guide (MPRT) schedule travel needs and groups
• Certified First Aid • Coordinating tour travel documents • Preparing travel
Junior Tour • Comprehensive • Coordinate tour
visits brochures &
Guide general knowledge guides and tour
• Licensed tour guide • Managing client’s promotional
on laws, culture, travel needs, groups materials
(MPRT)
arts & history documents & • Preparing travel • Maintain
• Certified First Aid
• Multi-Lingual arrangements brochures & statistical and
• Comprehensive
• Good Time • Coordinate tour promotional financial records
general knowledge
Management guides and tour materials • Preparing Sales
on laws, culture, arts
• Develop tour groups • Maintain statistical Reports
& history
schedule • Preparing travel and financial • Approving
• Multi-Lingual
• Coordinating tour brochures records promotional
• Good Time
visits • Preparing Sales materials and
Management
• Willing to work at Reports tour related
• Willing to work at
odd hours • Researching travel proposals
odd hours
destinations

BND 543 BND 868 BND 1,085 BND 1,736 > BND 3,255

13
 CLEANING SERVICES
Cleaning Services
The diagram below shows the career progression
from Cleaner to Cleaning Services Manager under
the cleaning services job family.
Cleaning Services
Manager
• 5 – 7 years
Cleaning experience as
Cleaning Supervisor
Supervisor • Knowledge of
cleaning chemicals,
• 3 – 5 years experience equipment &
as Head Cleaner supplies
• Able to handle heavy • Familiar with MSDS
Head Cleaner equipment/machinery • Health & Safety
• Knowledge of cleaning regulation
• 2 years experience as chemicals, equipment compliance
Multi-Skilled Cleaner & supplies • Propose/Mitigation
Multi-Skilled • Giving attention to • Familiar with MSDS for current
Cleaner detail • Health & Safety processes
• Able to handle heavy regulation compliance • Research / Propose
• 1 year experience as equipment/machiner • Reporting/Handling of new cleaning
Cleaner y issues and injuries products and its use
• Giving attention to • Knowledge of • Prepare monthly • Coordinate cleaning
Cleaner detail cleaning chemicals, cleaning schedules projects
• Able to handle heavy equipment & supplies • Conduct quality • Approve changes in
• Giving attention to equipment/machinery • Familiar with MSDS inspections schedule/product
detail • Knowledge of • Health & Safety • Propose/Mitigation for use/welfare
• Able to handle heavy cleaning chemicals, regulation current process applications of
equipment/machinery equipment & supplies compliance flows/equipment cleaners
• Knowledge of cleaning • Stock & maintain • Plan monthly stock • Handle cleaners’ • Reporting/Handling
chemicals, equipment & supply rooms usage and daily welfare of issues and
supplies • Health & Safety activities of cleaning • Reporting performance injuries
• Stock & maintain supply regulation compliance team of cleaners • Reporting on
rooms • Reporting of issues performance of
and injuries cleaners and site
areas

BND 492 BND 543 BND 673 BND 1,085 > BND 1,410

14
INFORMATION TECHNOLOGY

Information Technology IT System

The diagram below shows the career Manager
progression from IT Clerk to IT System
Manager under the information technology • 2 – 5 years experience
IT System • Bachelor’s Degree in
job family. IT/Computer
Executive Studies/Electronic
Security/Graphic
• 3 – 5 years experience Design/Computer Science
• HND in IT/Computer • Linux+ or Cisco Certified
IT System Network Associate
Studies/Graphic
Technician Design/Electronic • Propose & prepare Disaster
Security/Computer Recovery Exercise
• 1-2 years experience Science • Administration/
• Diploma in • Linux+ or Cisco Management/Procurement
IT/Computer Studies Certified Network CCTV/RFID
IT Assistant • Linux+ or Cisco Associate Access/Alarm/Networking
Certified Network • Procure IT related installing/Testing/
• Basic knowledge on Associate hardware & software Programming security
common IT related Accreditation • Prepare and conduct systems approval
issues/errors orientation & user • Administering company
• Diagnose & resolve IT
IT Clerk • Manage IT inventory
related issues guidance on using IT websites, managing
• Setting up materials content & maintaining web
• Installing &
• Basic knowledge workstations with IT • Keep history of IT design
configuring
on common IT materials related issues & • Knowledge &
hardware/software
related • Provide user components solutions understanding of User
issues/errors guidance on using IT • Provide user • Research on software Business System (UBS
• Manage IT materials guidance on using IT upgrades Inventory & Billing, UBS
inventory • Conduct authorized materials • Conduct Disaster Accounting & UBS POS
• Setting up software • Designing, installing Recovery Exercise • VBA Programming
workstations with upgrades/updates well-functioning • Monitor Language
IT materials • Ensure safety usage computer network, system/network • Monitor system & network
• Ensure safety of IT materials performance performance
connections &
usage of IT • Performing back-ups • Administering websites, • Prepare IT related budget &
cabling
materials • Diagnose & resolve managing content & expenses
• Ensure safety usage
basic IT related maintaining web design
of IT materials
issues • Knowledge &
• Performing back-
ups/data recovery understanding of User
• Participate in Business System (UBS
Disaster Recovery Inventory & Billing, UBS
Exercise Accounting & UBS POS

BND 492 BND 868 BND 977 BND 1,628 > BND 2,170

15
 CULINARY
Culinary
The diagram below shows the career progression from
Kitchen Assistant to Chef De Cuisine (Master Chef) under the
culinary job family. Chef De Cuisine
(Master Chef)
• Ensuring safe & sanitary
food handling & food
• All are required to comply to the Brunei handling area according
Public Health (Food) Act 2012 Sous Chef to the standards
• All chefs are highly encouraged to have • Cook & supervise
Hazard Analysis Critical Control Points preparation of foods
• Cook & supervise • Checking quality &
(HACCP) Training & certificates & First preparation of foods presentation of
Aid Training Chef De Partie • Ensuring safe & sanitary prepared food
food handling & food
(Station Chef) handling area according
• Setting up recipes,
cookery methods,
to the standards production systems &
• 1 year working • Assisting Chef De Cuisine implement consistent
experience as Commis in commanding kitchen standards
Commis Chef Chef • Supporting the • Compliance with Brunei
• Compliance with Brunei development of new Halal regulations & use
(Assistant Chef) Halal regulations & use menus and of approved products
of approved products improvements • Sourcing food
• 1 year working • Preparing dishes periodically ingredients from
experience as kitchen requested by Chef De • Compliance with Brunei authorized & approved
assistant Cuisine Halal regulations & use of suppliers
• Ensuring safe & sanitary • Ensuring safe & sanitary approved products • Oversee effective cost
Kitchen Assistant food handling according food handling according • Oversee effective cost food cost management
to the standards to the standards food cost management to exceed and maximize
• Compliance with Brunei • Ensuring all cooking to exceed & maximize the the departmental profit
• Compliance with Brunei utensils are usable & departmental profit & & reduce wastage
Halal regulations & use of
Halal regulations & use of sanitary reduce wastage
approved products • Delegating tasks
approved products • Preparing presentation • Liaising with food
• Identify ingredient efficiently according to
• Cleaning, drying & of food suppliers to ensure all the responsibilities of
shortages
organizing kitchen area • Setting up workstations purchased food are each chef
• Inspection of food & delivered on time
• Arrange equipment & with all needed • Supporting the
serving areas
ingredient deliveries ingredients & cooking • Ensuring all cooking development of new
• Setting up workstations utensils are usable &
• Assisting with routine & equipment menus and
with all needed sanitary
food prep tasks • Checking quality of improvements
ingredients & cooking
• Preparing ingredients – equipment prepared food • Manage & train kitchen periodically
chopping, peeling, cutting & • Manage & train kitchen staff • Manage schedules &
• Preparing ingredients –
cleaning staff • Reporting issues related trainings for kitchen
chopping, peeling, cutting
• Checking quality of & cleaning • Reporting issues related with kitchen & kitchen staff
ingredients with kitchen staff well-being • Resolving issues
• Checking quality of
• Monitor stock & place prepared food related with kitchen &
orders for ingredients kitchen staff well-being

BND 521 BND 706 BND 1,085 BND 1,628 > BND 3,038

16
RETAIL

Retail Shop Manager

The diagram below shows the career progression
• Handling orders
from Shelf Filler to Shop Manager under the retail Shop from and payments
job family. Supervisor
to suppliers
• Share information
with other branches
• Dealing with customer and administration
complaints • Report any repair &
• Requesting and maintenance of
Cashier receiving delivery of store
stocks • Planning and
• Keeping up to date directing store
• Processing display arrangement
cash/card/voucher with special
payments and promotions • Handle shop keys
• Product knowledge and deposit cash
Shop Assistant refunds
• Ensure daily cash
• Reporting • Report any repair &
discrepancies to maintenance of store flow is sufficient
• Opening and closing supervisors • Training & monitoring • Resolve customer
of shop • Balancing cash of staff complaints
• Reporting of stocks • Maintaining positive
Shelf Filler registers with • Supervising store
business
• Inventory checking & receipts display arrangement
stock taking • Keeping up to date • Resolve customer relationships
• Stocking and re- • Assisting customers with special complaints • Plan & coordinate
stocking of shelves locating products promotions • Maintaining positive sales promotions
• Organizing product • Reporting • Promoting special business relationships with teams and other
areas discrepancies to offers branches
• Direct and coordinate
• Keeping store clean supervisors • Report on sales promotions with • Review & report any
• Attaching price tags to • Lookout for shoplifters pricing/product team paperwork related to
products names discrepancies store management
• Keeping up to date • Complete & maintain
• Stockroom with special • Ensure daily cash any paperwork related
arrangement promotions flow is sufficient at to store management
• Arranging window • Product knowledge all times • Gather customer
displays • Promoting special • Issue loyalty feedback
• Report on damage offers cards/stamps
products • Demonstrating /vouchers
• Unload & unpack product use • Bags or wrap
items • Report on damage customer products
• Clean and maintains products after payment
store • Assist cashier when • Answering customer
needed queries
• High level of
accuracy
• Assist in achieving
sales target

BND 500 BND 543 BND 597 BND 868 > BND 1,628

17

Hospitality
(Restaurant Services)
The diagram below shows the career
progression from Waiter/Waitress to
Restaurant Manager under the hospitality
(restaurant services) job family.
Maitre D’
(Host/Hostess)
Waiter/Waitress
• Welcomes customers & query on
any reservations made
• Supervise on waiter/waitress’
• Welcomes customers & escort them
to the tables performance & table set up
• Taking customers’ menu orders, relay • Knows proper table tableware set
up
to kitchen staff & serve to customers
in a timely manner • Ensure tableware & self-service
• Accepting payments & transferring stations are clean & presentable
bills to the cashier • Requesting feedback from
• Bringing food to customers’ tables & customer on dining & food
clearing table after customers’ are experience
done • Ensuring restaurant is clean, well-
• Explain how menu items are cooked stocked & properly presented
& prepared • Conducts proper handover to next
• Knows proper table tableware set up shift before going off duty
• Ensure tableware is clean • Well informed in menu & special
offers & can recommend to
• Requesting feedback from customer
customers
on dining & food experience
• Accommodating/Noting to • Knowledgeable in food safety &
hygiene
customers’ dining & food requests
• Ensuring food served is up to • Able to manage accidents &
conflicts happening within
standards
restaurant area
• Well informed in menu & special
• Knowledgeable in First Aid is an
offers
advantage
• Knowledgeable in food safety &
hygiene • Presenting bills, accepting
payments & operating cash
registers
• Balances cash register & orders &
ensure cash flow is sufficient
BND 492 BND 868
Assistant
Restaurant
Manager
• Assisting Restaurant Manager in
all of his/her duties
• Ensuring restaurant is clean,
well-stocked & properly
presented
• Ensuring layout of restaurant is
user-friendly & evenly spaced
• Assist in Implementing business
plans & supervising restaurant
staff
• Ensuring all equipment in
restaurant properly maintained &
working efficiently
• Assist to schedule daily
operations & planning proper
marketing strategies
• Training of restaurant staff with
proper skills & customer service
practices
• Ensure compliance to strict
health & food safety regulations
• Assist to regularly review
product quality & research for
new vendors for food supplies &
kitchen white goods
• Assist to create detailed reports
on daily revenues & expenses
• Able to manage accidents &
conflicts happening within
restaurant area
• Communicate between back-
office staff, kitchen staff & front
line staff on menu & promotions
• Periodically inspecting
equipment & suggest for
possible upgrades
BND 977
HOSPITALITY (RESTAURANT SERVICES)
Restaurant
Manager
• Ensuring restaurant is clean,
well-stocked & properly
presented including kitchen
• Ensuring layout of restaurant is
user-friendly & evenly spaced
• Implementing business plans &
assessing & improving
profitability
• Ensuring all equipment in
restaurant properly maintained &
working efficiently
• Aligning restaurant activities
with other branches & main
branch
• Scheduling daily operations &
planning proper marketing
strategies
• Handle inventory orders,
suppliers & cleaning &
maintenance services
• Recruit, supervise & appraise
staff performance & provide
feedback to improve productivity
• Ensure & compliance to strict
health & food safety regulations
amongst staff
• Regularly review product quality
& research for new vendors for
food supplies & kitchen white
goods
• Create detailed reports on daily
revenues & expenses
• Receiving reports & customer
feedback from Maitre D’,
Assistant Restaurant Manager &
Chef De Cuisine on food quality,
customer service & restaurant
layout
• Preparing & reporting restaurant
sales report & payroll for
restaurant staff
• Respond accordingly to
customer complaints &
feedback
BND 1,628
18
TEACHING

Teaching
The diagram below shows the career progression from
Principal
Teaching Aide to Principal under the teaching job family.
• Leading the school
Pre-requisites for Teachers & Above: to achieve national
• Compliance to Brunei Teachers’ Deputy aspirations
Standards
• All teachers must be registered with
Principal • Receiving and
cascading steers
Private Education Section. For non-local from Ministry of
• Assisting Principal to
teachers, registration is to be done Head of lead the school and
Education Brunei to
annually school
Teaching achieve national
• Observing &
• Other certifications may be needed for aspirations
teachers teaching specific subjects. E.g. Department • Observing & reviewing
reviewing Teachers’
MUIB Certification for Arabic Language teaching capacity &
• Updating & reviewing Teachers’ teaching
teachers admin staff
lesson plans & students capacity & admin staff
engagement activities • Report issues &
• Receiving and
progress to higher
• Assigning home works & cascading steers from
Teacher grading the students on Ministry of Education
management
their work accordingly Brunei to school • Resolving issues
• Preparing lesson plans & • Observing & reviewing that are related with
• Report issues &
engagement activities for Teachers’ teaching teaching & admin
capacity progress to higher
the students staff
• Assigning home works & • Resolving issues that are management
• Creating a healthy &
Teaching Aide grading the students on related with teaching • Resolving issues that
conducive learning
their work accordingly • Conduct & facilitate are related with
workshops to share & environment
• Encourage students to teaching & admin staff
• Assisting the teacher in daily interact with each other nurture best teaching • Assigning non-
lessons and activity • Creating a healthy &
• Encourage students to practices & strategies academic related
engagements amongst teachers conducive learning
improve competencies & duties to teachers
• Promoting early education & • Creating a healthy & environment
self-esteem • Providing guidance
literacy conducive learning • Assigning non-
• Guiding students in learning
• Communicate with parents to teachers &
regularly on the students’ environment academic related
and daily school activities students
development • Providing guidance to duties to teachers
• Encourage students to • Creating a healthy & teachers & students • Providing guidance to
interact with each other conducive learning • Oversee the progress of teachers & students
• Reports progress of students environment the department as a
to teacher • Monitoring students whole
• Encourage students to progress • Report issues & progress
improve competencies and • Participate in best teaching to higher management
self-esteem practices workshop & • Assigning non-academic
• Maintaining a healthy & willing to adopt new related duties to
conducive learning teaching strategies teachers
environment • Labelling & organizing
• Labelling & organizing learning materials
learning materials • Carrying out non-academic
• Carrying out non-academic duties
duties when needed

BND 492 BND 868 BND 1,844 BND 2,604 > BND 3,146

19

Hospitality
(Hotels)
The diagram below shows the career progression from Bell
Boy / Hotel Porter to Front Office Manager under the
hospitality (hotels) job family.
Bell Boy / Hotel Porter
• Ensuring guests are
welcomed upon arrival
• Extensive knowledge of
hotel facilities & activities, &
tourist attractions of Brunei
• Assisting guests in
transferring their luggage &
bag from their rooms to
front desk
• Assisting guests with
reservations, arrangements
& enquiries
• Deliver mails, newspaper &
room service for guests
• Control traffic flow at front
entrance
• Arranges doormats &
umbrella stands, when
required
BND 492
Front Desk Clerk
• Ensuring guests are
welcomed & taken cared of
upon arrival
• Processing payments by
card/cash
• Closes guest accounts upon
completion of stay
• Extensive knowledge of hotel
facilities & activities, & tourist
attractions of Brunei
• Assisting guests with
reservations, arrangements &
enquiries
• Liaising guest requests with
any department, when
necessary
• Answering phone calls &
assisting with online
bookings
• Recommends best venues for
tourist attractions, food &
recreational activities
• Resolving guest complaints
• Handle overbooked/walk-in
guests
• Multi-lingual
BND 543
Concierge
• Extensive knowledge of
surrounding areas & tourist
attractions of Brunei
• Answering phone calls &
assisting with online
bookings
• Recommends best venues
for tourist attractions, food &
recreational activities
• Communicates reservations
& arrangements to front desk
clerks
• Assisting guests with
reservations, arrangements,
enquiries & on-site events at
a timely & professional
manner
• Directing guests to their
rooms & event venues
• Ensure guest spaces & lobby
are clean at all times
• Anticipating guest needs as
to provide an exceptional
guest experience especially
for VIP guests
• Resolving guest complaints
& conflicts
• Keep track of frequent clients
& their usual requests
• Multi-lingual
BND 597
HOSPITALITY (HOTELS)
Front Office Manager
• Coordinating all front-desk
activities & ensure hotel
policies & house rules are
followed through
• Prepare revenue & occupancy
forecasting
• Oversee front office budget
management & front office
appearance during festivities
• Conducts training to staff
personnel & ensure their
uniform are presentable
• Conducting front-office
personnel recruitment
• Planning staff schedule,
duties & welfare
• Supervising & evaluating all
support staff performance
• Ensure guest spaces & lobby
are clean at all times
• Resolving guest complaints &
conflicts
• Managing front desk finance
activities
• Liaison between general
manager & staff
• Review guest feedback forms
from time to time to make
necessary improvements
BND 1,410
20
 SALARY GUIDELINE :
ENERGY SECTOR

23
22 SALARY GUIDELINE : ENERGY SECTOR
WELDER
Welder
The diagram below shows the career
progression from L1 Welder Assistant
(3G) to L5 Welding Supervisor under
the welder job family.
L2 Basic Welder (6GR)
L1 Welder
Assistant (3G)
Purpose: gaining of
welding foundation + final
Qualification as per AWS
D1.1 or EEMUA 158
qualification
Production welding on
minor structural joints
• Tacking an fillet welds
etc
• Practice on piping
welding
L5 Welding
Supervisor
Production welding in all
L4 Assistant
positions and materials
Welding Productionwelders
Supporting weldinginin
all positions
day and
to day work
Supervisor materials
Qualified to train and
Supporting welders in
inspect
Purpose: gaining of day to day work
Mentoring on techniques
welding foundation + Qualified to train and
L3 Advanced CRA final Qualification as Dynamic leader,
• inspect
Welder per AWS D1.1 or motivated on
Mentoring and able to
EEMUA 158 motivate others, with
techniques
qualification + ASME IX good communication
Purpose: gaining of + API 1104 or DNV OS
welding foundation + and interpersonal
F101
final Qualification as per skills.
AWS D1.1 or EEMUA 158 • A creative thinker and
qualification + ASME IX + • Production welding on
excellent organizer.
API 1104 or DNV OS F101 piping/pipeline/structu
Purpose: gaining of ral assemblies – • Ability to optimize
welding foundation + • Production welding on carbon steel (CRA – welding productivity
final Qualification as piping/pipeline/structur and performance
SS, DSS, SDSS)
per AWS D1.1 or al assemblies – carbon • Ability to give clear • Knowledge of project
EEMUA 158 steel (CRA – SS, DSS, instruction visual, management
qualification + ASME IX SDSS) verbal and in writing methodology
+ API 1104 or DNV OS
• To be qualified in 6GR • Ability to demonstrate
F101 welding of carbon steel the proper use of
• Production welding on and 6G welding of common welding and
piping/pipeline/struct stainless steel cutting processes
ural assemblies – additional to Basic • Knowledge of welding
carbon steel
• Able to read and layout economics
• Welding in both parts to complex prints • Knowledge of welder
SMAW and GTAW and and plan details of and welding safety
combinations standards
working procedure.
• Mentoring techniques • Able to perform complex • Knowledge of welding
• To be qualified in 6G welds, such welds for inspection
& 6GR welding of pressure piping, • Strong analytical
carbon steel pressure vessels & thinking and problem
Tanks, structural TKY solving skills
connections, etc.

BNOSS L3 BNOSS L4
Entry
Qualificatio iSkill ISQ Welding L2 iSkill NTech iSkill HNTech In Role Professional Development
n Welding L3 Welding L4
Experience
(competence) 0 to 2 2 to 4 3 to 5 4 to 7 > 7
Years (est.)
Base
Salary Range
BND 700 BND 1,200 BND 1,800 BND 2,500 BND 3,500

23

Marker Fitter
L1 Marker
Fitter Assistant
Able to read and interpret
structural and piping isometric
drawings and material take-off
•Basic measurements and
marking using M/F tools, e.g.
measuring tools, under M/F
guidance.
•Grinding involving bevelling of
the edges of structural
material using portable
grinder.
•Able to identify root opening,
fit-up tolerances and offset as • Marking and fit-up of
specified in the welding joints
design.
•Able to perform all functions
of basic fit-up (pipe to pipe,
pipe to elbow, pipe to flanges
and tees), identify root
opening, fit-up tolerances and
piping offset configurations as
specified in the welding joints • Able to fit-up small bore and
design.
•Able to compute simple
maths for joining pipes and
fittings, take off for both
horizontal and vertical pipes.
•Flame cutting and grinding of • Proficient in flame cutting
various size carbon steel pipes and grinding of carbon steel
at various position using oxy-
acetylene/propane and
bevelling machine.
Entry
Qualificatio O Level
n
Experience
(competence) 0 to 1
Years (est.)
Base
Salary Range
BND 700
L2 Basic
Marker Fitter
Able to perform all functions
of basic fit-up classifications.
• Able to identify various
piping components (e.g.
elbows, reducers, tees etc.)
and various piping materials
and types (e.g. carbon steel,
SS, DSS, SDSS); materials
specs (ASTM and API) and
various pipeline materials
(risers, 5D bend, launchers,
pig receivers etc.)
• Able to compute simple
Maths for joining pipes and
fittings, take off for both
horizontal and vertical pipes.
structural joints including
branch tubulars.
• Marking and fit-up of piping
spools including A316 SS
materials.
• Able to identify and fit-up
various piping fittings and
connections.
large bore carbon steel
piping.
• Able to do basic levelling
using spirit level and other
tools.
plates, tubulars and piping.
BNOSS L2
iSkill ISQ MF L2
1 to 2
BND 1,000
L5 Construction
L 4 Assistant
Construction
• Responsible for
Supervisor
L3 Advanced
Marker Fitter • Directly reports to the
CSV
• Able to compute simple • Responsible for
Maths for joining pipes supervision of
and fittings, take off for offshore construction
both horizontal and works executed by
vertical pipes. contractors to ensure
that the works are
• Practice on complex
completed in
structural configurations
accordance with the
e.g. TKY connections, by
approved Scope of
assisting and with close
Work, engineering • Responsible for
monitoring by M/F.
design, safety,
• Proficient in flame environment
cutting and grinding of standards,
carbon steel plates,
specifications and
tubulars and piping.
company values
• Has advanced
knowledge of the 5
key Elements to • Has excellent
secure quality direct
interface with
experts/specialists.
• Possess developed
leadership skills
The diagram shows the career progression from L1 Marker
Fitter Assistant to L5 Construction Supervisor under the
marker & fitter job family.
BNOSS L3
In Role Professional Development
iSkill NTech MF L3
3 to 5 4 to 7
BND 1,500 BND 2,000
MARKER FITTER
Supervisor
supervision of
offshore construction
works executed by
contractors to ensure
that the works are
completed in
accordance with the
approved Scope of
Work, engineering
design, safety,
environment
standards,
specifications and
company values.
continuous
implementation of
technical,
organisational and
construction
management systems
improvements.
knowledge of the 5
Key Elements to
secure quality direct
interface with
experts/specialists
and is able to provide
guidance, and train
subordinates in all
relevant subject.
> 7
BND 3,500
24
RIGGER

Rigger
The diagram below shows the career progression from L1
Assistant Rigger to L4 Rigging Supervisor / Person-in- L4 Rigging Supervisor/
Charge (PIC) under the rigger job family. Person-in-Charge (PIC)

• PIC Classroom
training minimum 200
L3 Rigger Leadman hours plus PIC
assessment
•Lift planner level I –
L2 Rigger classroom training
minimum 200 hours
• Able to conduct rigging •Workplace logbook with
activities for lighting supervised lift planning
L1 Assistant Rigger operations. activity
• Operations under full •Refresh minimum 40
competent person hours and assessment
• Rigger level 1 minimum supervision and
6 months workplace complete post lifting
logbook with operations activities.
supervised rigging • Understands the process
activity that support lift planning
preparations.
• Understand to interpret
information related to
safe lifting operations.
• Rigger level I minimum 6
months workplace
logbook with supervised
rigging activity

BNOSS L2 BNOSS L3 In Role Professional

Entry
O Level iSkill ISQ Rigger L2 iSkill Ntech RiggerL3 Development
Qualificatio
n
Experience
(competence) 0 to 1 1 to 2 2 to 5 > 5
Years (est.)
Base BND 2,500
Salary Range
BND 700 BND 1,000 BND 1,500

25
 BLASTER PAINTER
Blaster Painter
The diagram below shows the career progression
from L1 Blaster Painter Assistant to L5 Blaster
Painter Inspector under the blaster painter job family. L5 Blaster Painter
Inspector
• Overall person in charge
of facility.
L4 Blaster Painter Production welding in
• On Scene commander
all positions and
Supervisor during disasters and
materials
emergencies.
Supporting welders in
• Person in charge of • Focal
day topoint for an
day work
L3 Leadman/ Overall area.
activities in a Platform. Qualified to train and
Senior Blaster Permit to Work Holder. • Interface
inspect with OIM ,
Painter • Overall responsibility of Captain,
Mentoring Shore
on office.
safety aspects. • Responsible
techniques of Marine
• Overall person in charge • Held toolbox talk prior vessel configurations,
of deck level. to work start. Work workers welfare and
L2 Basic • Duties includes trouble distribution to lead man. overall production.
Blaster Painter shooting. • Extensive training • Qualified Engineering
• Verifies System required eg; Background or 5 years’
• Hook up blasting installation. experience with
equipment. Tie in • Interface with frontlines 1. PTW 1,PTW 2, PTW3. minimum NACE 2
L1 Blaster compressed Air and Load stations. 2. IMIST qualifications.
• Alternative Firewatcher • Hold Responsible for
Painter Assistant systems. 3. WHM, SFS
• Secure high-pressure in absence of a 4.First Aid, worksite Quality Standards and
line. Reload blasting mechanic. Supv. Courses. ITP.
• Blasting using
conventional system, pots. 5. Permit Vision 8
Protection on safety • Test air pressure.
system. Stripe coats. Reading WFT, DFT,
S.R.I coating application. blasting all Areas Spray
• Spray painting primers, painting all 3 coat
eg; zinc. Access limited include cosmetic
on decks only. coatings.

Entry BNOSS L2 BNOSS L3

Qualificatio O Level iSkill ISQ Blaster iSkill NTech Blaster In Role Professional Development
n Painter L2 Painter L3
Experience
(competence) 0 to 1 1 to 2 3 to 5 4 to 7 > 7
Years (est.)
Base
Salary Range
BND 700 BND 1,000 BND 1,500 BND 2,500 BND 3,500

26
SCAFFOLDER

Scaffolder
The diagram below shows the career
progression from L1 Scaffolder Assistant to L4
Scaffolder Inspector under the scaffolder job
family.
L2 Scaffolder – Basic
Complete Basic Training Part
A&B
L1 Scaffolder Able to erect the following
Assistant types of scaffolding (max of
three lifts) Independent,
Birdcage, tower mobile
• Material handling
• Having knowledge and able to
• Familiarisation with equipment
erect, altering and dismantling
• Familiarisation with independent scaffolds
environment. incorporating prefabricated
• Monitoring techniques beams, loading bays, splays,
• Able to erect the following protection fans and cantilever
types of scaffolding (max of sections correctly and safely
three lifts) manner.
• Independent, Birdcage, tower • To adopt the safe erection,
mobile alteration and dismantling of
All of the above must be under these scaffolds and the work
supervision. method by the regulation
governing body.
• Be able to determine the material
requirements for independent
scaffold incorporating
prefabricated beams, loading
bays, splays, protection fans and
cantilever sections.
L4 Scaffolder
Inspector
Able to perform all
L3 Advanced functions up to Advanced
scaffolder.
Scaffolder • Responsible for
inspecting and checking
Qualified to lead operations as a
scaffolds for safe use
charge hand in scaffolding gang
carrying out all types (Basic and and for signing
advanced) certificates and registers
in accordance with
Must undergo minimum 12 months of
active work before proceed as trained. statutory regulations
• Correct and safe methods of erecting, • Having knowledge in
altering and dismantling falsework scaffolding components,
scaffolds, shoring scaffolds, cantilever forms of construction
drop, staircases, ramps and truss out and inspection
scaffolds in tube and fitting procedures of basic
• Competent in the safe erection, access scaffolds and
alteration and dismantling off comply with relevant
Complex scaffold structures latest legislation and
• Able to produce, interpreting and using Codes of Practice.
risk assessments and methods • Construction of
statements complex/designed
• Able to determine the material scaffolds to include:
requirements for false work scaffolds, • For Scaffolding
shoring scaffolds, cantilever drop, Inspector must have
staircases, ramps and truss out • Introduction to Safe
scaffolds in tube and fitting Inspection of Scaffolds
• Laying out materials, interpreting (SIS)
design drawings, setting out scaffolds • Safe Inspection of
and overcoming obstacles to erect the Scaffolds Complex
(SISC)
scaffold safely
• Knowledge on constructing scaffolds
to statutory regulations following the
safe systems of work set out in safety
guidance

Entry
BNOSS L2 BNOSS L3 In Role Professional
Qualificatio O Level iSkill ISQ Scaffolder L2 iSkill NTech Scaffolder L3 Development
n
Experience
(competence) 0 to 1 1 to 2 2 to 5 > 5
Years (est.)
Base
Salary Range
BND 700 BND 1,000 BND 1,500 BND 2,500

27
 FIRE WATCHER
Fire Watcher
The diagram below shows the career progression from L1 Field
Support (Fire watcher) to L2 Firewatcher under the fire watcher job
family.

L2 Firewatcher

•Firewatchers should have a skill to verify

L1 Field Support (Fire watcher)
•Familiarization to oil and gas civil
construction works.
•Supporting skill workers during
constructions.
•Able to read and write in English.
•Able to support welder / marker during hot
work activities.
1. Completed Mandatory Site HSSE
Training.
2. Under full direct supervision.
that all the applicable control measures
been specified are carried out prior to any
Hot Work.
•Have Basic fire-fighting training and
capable of using all types of fire
extinguishers and able to check fire
extinguisher condition.
•Aware of gas testing requirements and
gas monitoring equipment.
•Able to read and write in English
1. Minimum 6 months active works in
BLNG.
2. Minimum 6 months as Firewatcher
Trainee with structured OJT.
Completed Mandatory Site HSSE Training.
3. Attended the basic fire fighting training.

Entry O Level
Qualification

Experience
(competence) 0 to 1 1 to 2
Years (est.)

Base
Salary Range
BND 700 BND 1,000

28
COATING
L5 Coating

Coating
The diagram below shows the career progression
from L1 Coating Field Support to L5 Coating
Inspector under the coating job family.
L1 Coating Field
Support (FS)
• Familiarization to oil and
gas civil construction
works.
• Supporting skill workers
during constructions.
1. Completed HSSE
Training
2. Under full direct
Supervision.
Inspector
• Skill on performing
coating related test such
L4 Coating Production welding in
as surface cleanliness,
Supervisor
all positions
profiles, and
thickness,
materials etc.
adhesion,
• Supporting
Understands welders in
corrosion
• Knowledge on HSE, day to day
theory, work
surface
Quality, Schedule of Qualified to train
contaminants, and
paint
coating works. inspect
constituents, and
• Planning and technology.on
Mentoring
organisation. • Interpret
techniques to required
• Understand drawings and standards,
L3 Blaster / able to construct. • types of inspection
Spray Painter • Prepare materials and methods, paint testing
L2 Painter equipment. and metal coatings
• Able to do and achieve • Working together with
any surface preparation Inspector and Field 1. Completed HSSE
• Able to carryout using blasting Engineer. Training.
painting works with • Environmental conditions 2. Must have 12 months
basic tools.
equipment and
do not adverse effect the active work as
application of coating
using spray painting as
coating quality. Supervisor. (For non-
1. Completed HSSE academic discipline
per specifications. 1. Completed HSSE qualification).
Training. • Able to work with less Training. 3. Inspector trainee
2. Must have 6 months supervision. 2. Must have 12 months minimum 18 months
active work as Coating active work as B/SP. (For with proper structured
FS. 1. Completed HSSE non-academic discipline OJT.
3. Painter trainee for Training. qualification). 4. Should have a mentor
minimum 6 months with 3. Supervisor trainee during the trainee
2. Must have 6 months
proper structured OJT minimum 18 months with period. Mentor can be
active work as painter.
including pre- proper structured OJT. Field engineer or
3. B/SP trainee for 4. Should have a mentor Company Inspector.
qualification test (3rd minimum 6 months with during the trainee period. 5. Completed NACE
Party). proper structured OJT Mentor can be Field Inspector Level 2 or
4. Trainee to be under including pre- engineer or Company BGAS Grade 1 before in
direct supervision of qualification test (3rd Supervisor. role.
Painter. Party). 5. Completed NACE 6. To be interviewed by
4. Trainee to be under Inspector Level 1 or BGAS Company TA before
Grade 2 before in role. approved as Inspector.
direct supervision of B / 6. To be interviewed by
SP. Company TA before
approved as Supervisor.

Entry BNOSS L2 BNOSS L3

Qualificatio O Level iSkill ISQ Blaster iSkill NTech Blaster In Role Professional Development
n Painter L2 Painter L3
Experience
(competence) 0 to 1 0.5 to 1 1 to 2 2 to 3.5 > 3.5
Years (est.)
Base
Salary Range
BND 700 BND 1,000 BND 1,300 BND 1,800 > BND 2,300

29
 CIVIL WORKS
Civil Works
The diagram below shows the career progression from L1
Civil Field Support (FS) to L4 Civil Construction: Inspector
under the civil works job family.
L4 Civil Construction
Inspector

Knowledge on Quality of Civil

L2 Civil Skill Worker
Able to carry out at least 2-3
L1 Civil Field Skill works such as Brick
Layer, Carpenter, Concreter,
Support (FS) Mason, Plumber, Roofer,
Steel bender.
• Familiarization to oil Basic understanding on
construction drawing.
and gas civil
Able to work with less
construction works.
supervision.
• Supporting skill workers
during constructions.
1. Completed HSSE Training.
2. Must be active work as FS
1. Completed HSSE
minimum 6 months.
Training.
3. Must go as a Skill worker
trainee minimum of 12
months with structured OJT
and pre-qualification test
before been approved as
Skilled.
L3 Civil Construction
Supervisor
Knowledge on HSE, Quality, and
Schedule of constructions works.
Knowledge on Planning and
organisation.
Understand drawings and able to
construct.
Prepare tools, materials and
equipment.
Working together with Civil
Inspector and Engineer.
1.Completed HSSE Training.
2. Must be active work as Skill
Worker minimum 3 years (For non-
academic discipline qualification).
3. Must go as a Civil Supervisor
trainee for minimum 18 months
with structured OJT.
4. He / She should have a mentor
during the trainee period. Mentor
should be Discipline Field engineer
or Company Civil Supervisor.
5. He / She should be interviewed by
Company TA before approved as
Supervisor.
construction works by
performing inspection task.
Know to read construction
drawing, perform test, and
advice corrective actions.
Performed inspection task as
per agreed test plan.
Working together with Civil
Supervisor, Engineer, and
NDT or DT specialist.
1. Completed HSSE Training.
2. Minimum 3 years active
work as skilled worker and a
year active work as
Supervisor. (For non-
academic discipline
qualification).
3. Must go as a Civil Inspector
trainee for minimum 18
months with structured OJT.
4. Should have a mentor
during the trainee period.
Mentor should be Discipline
Field engineer or Company
Civil Inspector.
5. He / She should be
interviewed by Company TA
before approved as
Supervisor.

O Level L4 HNTec In Civil L5 Diploma In Civil

Entry L3 NTEC in Building
Qualificatio
Completed HSSE Engineering / Building or Engineering or higher.
Training Craft (Fulfilled 1,3,4,5)
n higher. (Fulfilled 1,3,4,5)
Experience
(competence) 0 1 to 2 2 to 4 4 to 5
Years (est.)
Base
Salary Range
BND 700 BND 1,000 BND 1,300 BND 1,800

30
 INDUSTRIAL CLEANER

Industrial Cleaner
The diagram below shows the career progression from L1
Industrial Cleaner Field Support to L3 Industrial Cleaning
Supervisor under the industrial cleaning job family. L3 Industrial
Cleaning Supervisor

L2 Industrial Cleaner
Able to carryout industrial
L1 Industrial Cleaner
cleaning activities on cooling
tower, equipment, tanks, drainage,
Field Support
chemical mixing plant, treatment
unit, and waste disposal.
Introduction to oil and
gas industrial cleaning Able to use basic tools and
activity. equipment such as hoses, shovel,
HP jetting machine, and industrial
Supporting team through
out the Industrial vacuum.
Able to work with less supervision.
Cleaning Activities.
1. Completed HSSE Training.
2. Minimum 6 months active
1. Completed HSSE
works as FS.
Training 3. Industrial Trainee minimum 6
2. Under full direct months with structured OJT
Supervision. including pre-qualification test.
4. Should have a dedicated coach
during the trainee period.
Responsible on HSE,
Quality, and Schedule of
Industrial Cleaning works.
Planning and organisation.
Prepare tools, materials
and equipment.
Working together with
Company Supervisor and
Production team.
1. Completed HSSE
Training
2. Minimum 12 months
active works as Industrial
Cleaner.
3. Minimum 12 months as
Trainee Industrial Cleaner
Supervisor with structured
OJT.

Entry
Qualification O Level L4 HNTec. (Fulfilled 1 &
3)
Experience (competence)
Years (est.)
0 to 1 1 to 1.5 1.5 to 2

Base
BND 700 BND 1,000 > BND 1,300
Salary Range

31
 INSULATOR
Insulator L5 Insulation
Inspector
The diagram below shows the career progression • Knowledge on Quality of
from L1 Insulator Field Support to L5 Insulation Insulation works by
Inspector under the insulator job family. L4 Insulation Productioninspection
performing welding in
all positions and
task.
Supervisor materials task as per
• Performed
Supporting
agreed welders in
test plan.
• Knowledge on HSE, day to day
• Working work with
together
Quality, Schedule of insulation Supervisor,
Qualified to train and
L3 Insulator / insulation works. Field engineer, and NDT
inspect
Fabricator • Understand drawings. or DT specialist.
Mentoring on
• Planning and
techniques
• Have a skill to work on all organisation. 1. Completed HSSE
type of complex thermal • Prepare materials and Training.
and cryogenic equipment. 2. Must go as a Insulation
L2 Basic Insulator insulations (Flanges, • Working together with Inspector trainee for
pipe, elbow, dome) Inspector and Engineer. minimum of 18 months
with structured OJT.
• Able to read drawing and 3. Should have a mentor
• Have a skill to work on fabricate as per the 1. Completed HSSE
basic insulation on Training. during the trainee period.
L1 Insulator flanges, pipe, and
quality standard.
2. Active work as Insulator Mentor can be Field
Field Support valves. • Work with less / Fabricator minimum 3 engineer or Company Civil
supervision. years. Inspector.
• Able to work with less
3. Must go as a Insulation 4. Attended ICorr.
• Introduction to oil and Supervision.
1. Completed HSSE Supervisor trainee Insulation Inspector Level
gas insulation works. minimum 18 months with 1.
Training.
• Familiarization of tools, 1. Completed HSSE 2. Active work as Basic structured OJT. 5. Should be interviewed by
materials, and Training. Insulator minimum 12 4. Should have a mentor Company TA before
equipment’s 2. Basic Insulator Trainee months. during the trainee period. approved as Supervisor.
for 12 months with 3. Must go as a Insulator / Mentor can be Field
Completed HSSE structured OJT including Fabricator Trainee for 24 engineer or Company
Training. pre-qualification test. months with structured Supervisor.
Work under full direct 3. Should have a OJT including pre- 5. Should be interviewed
supervision. dedicated coach during qualification test. by Company TA before
the trainee period. 4. Should have a approved as Supervisor.
dedicated coach during
the trainee period.

L4/5 Diploma In Civil

Engineering or higher.
Entry Incorr Insulation Inspector In Role Professional
Qualification O Level Level 2 Development
(Fulfilled 1,3,4,5)
Experience
(competence) 0 to 1 1 to 2 2 to 4 4 to 5.5 > 5.5
Years (est.)
Base
Salary Range
BND 700 BND 1,000 BND 1,300 BND 1,800 BND 3,000

32
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33
NOTES
NOTES
MPEC Secretariat reserves the right to change the information contained at any time without prior notice