Global Job Framework

Overview

Payment
Date

January 2021
 Global Job Framework Integration Process
 Onshore employees were integrated into the McDermott Global Job Framework (GJF),
including modifications as needed for legacy McDermott employees.
 Employees were not “mapped” into the GJF by legacy classifications but were slotted
into the GJF using career ladder descriptors.

 This was a process-driven exercise that was a collaborative effort between executive
leadership, global functions, Areas, Human Resources, and where required, local Works
Council.
 The Corporate Compensation team met with the Global Functional Leads to
confirm Job Functions and Job Disciplines
 Suggested slotting was provided to Area HR leads for review/endorsement with
local business leads

 A process was in place to “normalize” globally for review, finalization, and

approval with the Global Functional Leads, Area management, and the EXCOM

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 McDermott Purpose and Values
As McDermott employees, our purpose is to create and deliver complete,
innovative solutions as the trusted global partner, enabling our customers to
maximize the potential of natural resources.

We will accomplish our purpose as One Team through our Commitment to be

reliable and dependable, our Integrity by maintaining a firm adherence to legal
and ethical conduct and our promotion of all forms of Well – Being. We can Go
Beyond to seek courageous and creative solutions.

We deliver on this purpose and these values through a Talent Framework that
delivers human resource processes and systems that will most effectively meet
the needs of our customers, the company and our employees.

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McDermott Talent Framework

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 Global Job Framework
Supports the Talent Framework through globally consistent career
ladders, levels, job titles, grades and salary structures

 Creates a foundation for

describing work, career paths
and pay opportunities throughout
the company
 Streamlines job titles and levels
to ensure they are meaningful
and consistent across the globe
 Provides clarity and transparency
Job
to career opportunities
 Creates flexibility to develop Framework
careers and talent within and
across functions and geographies

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 Global Job Framework Definitions
Term Definition

Career Ladder Levels in each ladder identify the progression of skills and expertise within specific job
categories
• Management – Leadership jobs excluding Project Management and Executive Management that
have responsibility for performance management, career development, compensation planning,
hiring and firing of staff
• Project Management – Jobs that lead projects
• Professional – Mostly individual contributor jobs that require a theoretical body of knowledge
typically acquired via a college degree
• Technical Support – Paraprofessional jobs such as drafters, designers
• Business Support – Role is administrative / clerical in nature
• Production – Typically frontline hourly / non-staff craft jobs and their supervision

Ladder Level Within each ladder (designated by number) that considers broad categories to reflect key elements
of work and expertise required.

Job Function A group of jobs within a functional area that have the same nature of work. For example, Supply
Chain, Engineering, Finance, Legal, etc.

Job Discipline Subdivision of any given job function. Examples of Engineering job disciplines may include: civil,
structural, process, electrical, etc.

Sub-Discipline A further breakdown of a Job Discipline (currently only used for Offshore Construction).

Job Title A brief description of the job held by an employee. It reflects the ladder, level, function and
discipline of the job.

Position Title Where applicable, tied to job title, thereby linking it to the global job framework components.

Grade Defines the range of pay associated with a specific set of skills and responsibilities.

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 Career Ladders and Levels
Grade 15 EX EX = EXCOM

Grade 14 GVP
EO GVP = Global Vice President

Grade 13 VP = Vice President

Management
VP
AO

Management
Grade 12 M4
M4 PM4

Grade 11

Project Management
M3
M3 PM3

Grade 10 M2
M2 PM2 P6 PD10

Grade 9 M1
M1 PM1 P5 PD9
P2

Professional
Grade 8 PE2 P4 T6 PD8

Grade 7 PE1 P3 T5 PD7

Technical Support

Production
Grade 6 P2 T4 B6 PD6

Grade 5 P1 T3 B5 PD5

Business Support
Grade 4 T2 B4 PD4

Grade 3 T1 B3 PD3

Grade 2 B2 PD2

Grade 1 B1 PD1 1

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 Executive
E1 – Vice President E2 – Global Vice President
General Profile  Has primary accountability for the financial performance of a Discipline,  Has primary accountability for the global financial performance of a Function
Area or Product Line or Product Line

 Defines, develops, monitors and executes a Discipline, Area or Product  Defines, develops, and executes strategic plan for Function or Product Line and
Line strategy shapes the enterprise-wide strategy

 Influences the allocation of resources across multiple Areas and  Has significant impact on organizational or global business performance
Product Lines to maximize the value of the Discipline or Area  Has primary responsibility and accountability for Functional or Product Line
 Has primary responsibility for the Discipline, Area or Product Line execution in alignment with the global operating principles
execution in alignment with the organizational operating principles

Technical  Requires in-depth understanding of concepts, theories and principles in  Requires multi-disciplinary expertise within own Function or Product Line
Knowledge own Discipline and basic knowledge of other Disciplines within same and in-depth understanding of other Functions or Product Lines
Function

Business  Applies in-depth knowledge of how own area of responsibility integrates  Applies in-depth knowledge of the economic, commercial and political issues
Expertise with other businesses or other disciplines across the company and how the that impact company and industry performance; anticipates industry
company differentiates itself from competitors trends
 Creates a competitive advantage and understanding of the industry to
improve effectiveness, provide guidance and influence global
processes and procedures

Leadership  Has full leadership accountability for an enterprise-wide support of  Has full leadership accountability for a Function or Product Line within a
the discipline; develops the strategic plans for own organizational major segment of the global organization; shapes the company strategy
discipline

Problem  Evaluates key business and organizational challenges; directs the  Directs and strategically develops new or innovative solutions that optimize
Solving development of new or innovative solutions within Discipline, Area or organizational and business performance
Product Line

Impact  Develops company strategy and functional business objectives; impacts  Shapes the company strategy and Functional or Product Line business
results of an entire discipline inside and outside the organization objectives; impacts results of an entire Function or Product Line inside and
outside the organization

Interpersonal  Influences a wide range of audiences and establishes collaborative  Influences and shapes the image of the company, presents and defends
Skills relationships within the company or with external organizations; complicated or delicate issues internally and externally that have a lasting
presents and defends issues that have an impact on business success impact on the business

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M1
General Profile  Manages professional employees and/or
supervisors/superintendents
 Is accountable for the performance and
results of a team within own discipline
 Adapts departmental plans and priorities to
address resource and operational
challenges
 Decisions are guided by policies, procedures
and business plan; receives guidance from
manager
Technical  Requires in-depth understanding of
Knowledge concepts, theories and principles in own
discipline and basic knowledge of other
disciplines
Business  Applies understanding of the industry to
Expertise improve effectiveness, provide guidance
and influence processes and policies
Leadership  Manages a generally homogeneous team;
adapts plans and priorities to meet production
and/or operational challenges
Problem  Identifies and resolves technical,
Solving operational and organizational problems
that impact effectiveness
Impact  Impacts the level of service and the team’s
ability to meet quality and timeliness
objectives
 Guided by policies, resource requirements,
budgets and the business plan
Interpersonal  Guides, influences and persuades others
Skills either internally in other areas or externally
with customers
M2
 Provides leadership to managers and
professional staff
 Is accountable for the performance and results of
multiple related teams
 Develops departmental plans, including
business, production and/or organizational
priorities
 Decisions are guided by resource availability
and functional objectives
 Requires multi-disciplinary expertise within
own discipline and knowledge of others
 Applies understanding of the industry to achieve
financial and operational objectives
 Manages multiple related teams, sets
organizational priorities and allocates resources
 Identifies and resolves a range of complex
technical, operational and organizational
problems
 Impacts the business results of a sub-function
by supporting and funding of projects, products,
services and/or technologies and developing
policies and plans
 Guided by functional business plans
 Influences customers and/or functional
leadership to set policies or obtain resources
Management
M3
 Provides leadership and direction through
managers
 Is accountable for the performance and
results of related disciplines
 Executes functional business plans and
contributes to the development of
functional strategy
 Decisions are guided by functional
strategy and priorities
 Requires broad and comprehensive
discipline, management and business
expertise
 Applies broad industry and commercial
awareness to drive financial and
operational performance and influence
customer relationships
 Leads through subordinate managers of
managers; executes functional business
plans and contributes to the development
of functional strategy
 Directs the resolution of highly complex
or unusual business problems that have
implications beyond own function
 Guided by functional strategy, impacts
results of part of an Area Function, or
Product Line or facilitates the work
done by other functions by providing
support to impact the business
 Negotiates and influences the opinions
of others inside and outside the
organization
M4
 Provides leadership and direction
through senior managers
 Is accountable for the performance and
results of diverse disciplines or
departments within a Function, Area
and/or Product Line
 Executes functional or departmental
strategy to achieve key business
objectives
 Decisions are guided by company and
functional strategy and objectives
 Requires extensive discipline,
business, industry and leadership
expertise
 Applies in-depth knowledge of own
function, business and commercial
expertise to differentiate itself from the
competition
 Leads through multiple levels of
managers of diverse activities;
develops and executes functional
strategy to achieve key business
objectives
 Evaluates key business challenges;
directs the development of new or
innovative solutions
 Guided by company strategy and
functional business objectives, impacts
results of the business
 Influences and negotiates with great
latitude on outcomes; presents and
defends issues
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PE1 PE2
General Profile  Entry point to project  Developing project
management ladder with a management skills to
discipline background assume project
 Coordinates, oversees and responsibility
in certain cases leads  Accountable for the
segments of the project success of a part of a
 Shows desire and potential project with direction from
to lead project team with the Project Manager
more than one aspect of  May supervise several
scope (engineering, project personnel to
procurement, fabrication or achieve project objectives
installation)  Coordinates with other
parts of the organization
and reports to project
management
Project Management
PM1 PM2 PM3 PM4
 Responsible for  Responsible for the pursuit,  Responsible for pursuit,  Responsible for pursuit,
management of all phases capture and management capture and management capture and direction of all
of small projects or part of of all phases of medium of all phases of large and phases of the largest and
a larger projects and/or complex projects complex projects most complex projects
 Accountable for financial  Accountable for financial  Accountable for financial  Manages multiple client
and technical success of and technical success of and technical success of relationships on projects
project or segment of the the project the project with multiple partners
project  Leads Project and/or  Leads Project and  Leads Project and
 Manages project Discipline Managers to Discipline Managers to Discipline Managers to
personnel to achieve achieve project achieve project objectives achieve project objectives
project objectives objectives

Qualifications  Typically requires a  Typically requires a
bachelor’s degree in a
relevant discipline and 3
years of discipline
experience
Contract Value  A team member on any  A team member on any
project irrespective of
contract value. As a
manager, can lead projects
with contract values up to
$10 million
Project  Supporting role to project 
Accountability leaders. Will have
responsibility for financial
and technical success of
area of project
 Typically requires a  Typically requires a
bachelor’s degree in a bachelor’s degree in a
relevant discipline and 5 relevant discipline and 3
years of discipline years of project
experience management experience
 Typically manages projects 
project irrespective of with contract values up to
contract value. As a $100 million
manager, can lead projects
with contract values up to
$50 million
May act as deputy PM and  May have bottom-line
be able to take over for PM accountability for the
at certain stage of project financial and technical
success of the project or
area of project responsibility
 Typically requires a  Typically requires a
bachelor’s degree in a bachelor’s degree in a bachelor’s degree in a
relevant discipline and 7 relevant discipline and a relevant discipline and a
years of project minimum of 10 years of minimum of 15 years of
management experience project management project management
experience experience
Typically manages projects  Typically manages projects  Typically manages projects
with contract values with contract values with contract values
between $100 million and between $300 million and greater than $500 million
$300 million $500 million
 Has bottom-line  Has bottom-line  Has bottom-line
accountability for the accountability for the accountability for the
financial and technical financial and technical financial and technical
success of the project or success of the project success of the project or
area of project  Develops and maintains a program
responsibility positive relationship with  Develops and maintains a
clients that leads to future positive relationship with
work clients that leads to future
work across regions

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 Project Management (continued)
PE1 PE2 PM1 PM2 PM3 PM4
Leadership  Is able to build  Is able to build rapport with  Promotes a culture of  Develops a style that  Can maintain effective  Is mentoring and coaching future
rapport with and and gains respect from teamwork, collaboration and motivates others toward leadership role leaders. Respected as a leader
gains respect from people with varied success. Learns from common goals. consistently; across project externally by multiple clients
people with varied experience and other leaders. Has Respected as leader teams and types of clients
experience and background demonstrated values in internally by multiple
background line with company’s disciplines
values
Business  Has basic  Has basic understanding of  Applies basic  Applies advanced  Applies advanced  Applies advanced understanding of
Expertise understanding of a a portion of company’s understanding of company’s understanding of understanding of company’s company’s business to improve
portion of business business to improve project company’s business to business to improve project project cost effectiveness, apply
company’s business cost effectiveness, apply improve project cost cost effectiveness, apply change management, risk
change management effectiveness, apply change management, risk management and opportunity
principles and improve change management management and management principles, and improve
project margin principles and improve opportunity management project margin across projects
project margin principles, and improve
project margin

Strategic  Able to develop  Able to develop multiple  Develops project  Foresees project  Develops EPCI project  Develops project execution plan
Thinking multiple solutions solutions to issues within execution plans across opportunities and execution plan that under new lines of business that
to issues within discipline. Understands disciplines. Understands issues and adjusts leverages company and leverages company and industry
discipline. cross-discipline impacts impact of project on strategies to embrace or industry capabilities capabilities
Understands cross- client’s business mitigate
discipline impacts objectives

Negotiation  Explains complex  Explains complex  Influences and negotiates  Influences and negotiates  Negotiates with and  Negotiates with and influences the
Skills information to information to others in technical and scope business issues with influences the opinions of opinions of others within the business
others in straightforward situations issues with client and client and suppliers on a others within the business unit and multiple levels of client
straightforward suppliers regular basis unit and multiple levels of organization. Presents and defends
situations client organization complicated or delicate issues

Project  EPCI or Discipline  EPCI or Discipline  EPCI or Discipline  EPCI or Discipline  EPCI  EPCI
Type/Scope

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P1
General  Performs routine
Profile assignments in the entry
level to a professional job
progression.
 Typically requires a
college or university
degree or the equivalent
work experience that
provides knowledge and
exposure to fundamental
theories, principles and
concepts.
 Uses exiting procedures
to solve routine or
standard problems.
 Receives instruction,
guidance and direction
from others.
Technical  Requires conceptual
Knowledge knowledge of
theories, practices
and procedures
within discipline.
P2
 Requires knowledge
and experience in own
discipline; still acquiring
higher-level knowledge
and skills.
 Builds knowledge of the
company, processes
and customers.
 Solves a range of
straightforward
problems.
 Analyzes possible
solutions using standard
procedures.
 Receives a moderate
level of guidance and
directions.
 Requires expanded
conceptual
knowledge in own
discipline and
broadens
capabilities.
Professional
P3 P4 P5 P6 P7
Requires Functional
EXCOM & SVP
Approval
 Requires in depth  Requires specialized  Recognized as a  Recognized as an  Industry-recognized expert and
knowledge and depth and/or breadth specialist in the particular expert within the an internal/external thought
experience. of expertise. field within the company. company. leader within a strategic function
 Uses best practices and  Interprets internal or  Anticipates internal and or  Anticipates internal and or discipline.
knowledge of internal or external business external business or external business  Influences the strategy to
external issues to issues and challenges and/or challenges and/or address internal or external
improve products or recommends best regulatory issues; regulatory issues; business and regulatory issues.
services. practices. recommends process; develops and  Uses latest industry research
 Solves complex  Solves complex product or service implements process; data to provide guidance on
problems, takes a new problems; takes a improvements. product or service development of new processes
perspective using broad perspective to  Solves unique and improvements. and products.
existing solutions. identify innovative complex problems that  Proactively identifies  Progression to this level is
 Works independently, solutions. have a broad impact on and solves the most restricted on the basis of
receives minimal  Works independently the business. complex problems that individual capabilities and
guidance. with guidance in only  Proactively identifies and impact the business requirements and is not
 Acts as a resource for the most situations. solves the most complex management and part of the normal career
colleagues with less  May lead functional problems that impact the direction of the progression.
experience. teams or projects. management and business.
direction of the business.  Progression to this
 Progression to this level is level is typically
typically restricted on the restricted on the basis
basis of business of business
requirements. requirements.
 Requires  Requires depth  Regarded as a  Regarded as a  Recognized as “guru” or
conceptual and and/or breath of specialist in their technical expert in external expert in a
practical expertise expertise in own particular field in the their particular field function.
in own discipline specialized company. in the company.  Requires broad and
and basic discipline or field.  Requires in-depth  Requires detailed comprehensive expertise in
knowledge of and/or breath of and current leading-edge theories,
related disciplines. expertise in own expertise in own techniques and/or
discipline and broad discipline and technologies within own
knowledge of their specific knowledge field.
discipline within the of their discipline
function. within the function.
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 Professional (continued)
P1 P2 P3 P4 P5 P6 P7
Requires Functional
EXCOM & SVP, CHRO
Approval

Business  Applies general  Understands key  Has Knowledge of  Interprets  Anticipates business  Influences  Influences industry
Expertise knowledge of business drivers; best practices and internal/external and regulatory internal/external practices and/or regulatory
business developed uses this how own area business challenges issues, recommends business and/or issues that impact the
through education or understanding to integrates with others; and recommends best technology, design, regulatory issues that business as a whole and the
past experience. accomplish own work. is aware of the practices to improve process or service have an impact on the company’s position
competition and the technology, processes improvements. results specifically.
factors that differentiate or services.
them in the market.

Problem  Using existing  Solves problems in  Solves complex  Leads others to  Solves unique and  Proactively identifies  Uses latest industry
Solving procedures to solve straightforward problems; takes a new solve complex complex problems and solves the most research data to provide
standard problems; situations, analyzes perspective on existing problems, uses with broad impact on complex problems; innovative solutions for
analyzes information possible solutions solutions; exercises sophisticated the business; requires uses ground- recurring complex problems.
and standard using technical judgement based on analytical thought to conceptual and breaking methods to
practices to make experience and the analysis of exercise judgement innovative thinking think beyond existing
judgement judgement and multiple sources of and identify innovative to develop solutions. solutions.
precedents. information. solutions.

Impact  Impacts own quality,  Impact quality of own  Impact a range of  Impacts the  Impacts the direction  Impacts the company  Impacts business
works within work and the work of customer, operational, achievements of and resource results by directions through the
standardized others on the team, project or service customer, allocation for developing development of innovative
procedures and works within activities with own operational project program, project innovative solutions services or products.
practices to achieve guidelines and team and other or service services; works within for improving our
objectives and meet policies. related teams; works objectives; work is general functional competitiveness.
deadlines. within broad guided by functional policies and industry
guidelines and policies. guidelines.
policies.

Interpersonal  Exchanges  Explains complex  Explains difficult or  Explains difficult  Presents highly  Negotiates with  Able to convince stake
Skills straightforward information to others sensitive information; concepts and complex ideas, senior management, holders of point of view
information, asks in straightforward works to build negotiates with anticipates potential customers, regulators through recognized
questions and checks situations. understanding and others to adopt a objections and or vendors to authority in their field.
for understanding. consensus. different point of persuades others, influence decisions.
view. often at senior
levels, to adopt a
different point of
view.

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T1 T2
General Profile  Entry-level position with  Expands skills in own
appropriate work area within an
licenses/training analytical/scientific
certifications method or operational
 Has basic skills in an process
analytical or scientific  Maintains appropriate
method or operational licenses, training and/or
process certifications, as needed
 Works within clearly  Applies experience and
defined standard skills to complete
operating procedures assigned work within our
and/or scientific methods area of expertise
and adheres to quality
 Works within standard
guidelines operating procedures
 Work is completed with and/or scientific
close supervision methods
 Works with a moderate
degree of supervision
T3
 Has developed
proficiency in a range of
processes or procedures
through job-related training
and considerable on-the-
job experience
 Completes a variety of
atypical assignments, as
needed
 Works within defined
processes and
procedures or
methodologies and may
help determine the
appropriate approach for
new assignments
 Completes work with a
limited degree of
supervision
 Likely to act as an
informal resource for
colleagues with less
experience
Technical Support
T4 T5 T6
 Has developed  Has advanced depth  Supervises technical
expertise in an and/or breadth of employees
analytical/scientific expertise in an  Is accountable for the
method or operational analytical/scientific performance and results
process, typically method or operational of a team within own
developed through a process, typically discipline
combination of job- developed through a
related training and combination of job-  Adapts departmental
plans and priorities to
considerable on-the-job related training and
experience considerable on-the-job address resource and
experience operational challenges
 Completes assignments
and facilitates the work  Completes assignments  Decisions are guided by
policies, procedures and
activities of others and directs the work
activities of others; may business plan; receives
 Proposes guidance from manager
improvements to coordinate work beyond
own area
processes and methods
 Acts as a lead,  Solves unique and
complex problems
coordinating the work of
others  but is not a  Acts as a subject matter
supervisor expert, coordinating the
 May work autonomously work of others  but is
within established not a supervisor
procedures and  Works autonomously
practices within established
procedures and
practices
 Progression to this
level is typically
restricted on the basis
of individual
capabilities and
business requirements
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T1
Technical  Applies basic analytical
Knowledge skills, scientific methods or
operational processes to
perform straightforward
activities
Problem Solving  Uses standard operating
procedures or scientific
methods to guide own
work and solve standard
problems
Impact  Impacts quality of own
work
Interpersonal  Uses communication skills
Skills to exchange information
Technical Support (continued)
T2 T3 T4 T5 T6
 Applies developed  Has developed  Has developed in-depth  Has developed  Has developed
analytical skills and proficiency in a range of understanding of advanced expertise advanced and
application of scientific analytical processes or analytical/scientific within an specialized expertise
methods to perform a procedures to carry out processes in own analytical/scientific area within an
variety of activities assigned tasks discipline to perform complex analytical/scientific area
 work and begins to to perform the most
develop a basic complex work and is
knowledge of other knowledgeable of other
disciplines disciplines
 Recognizes and solves  Provides solutions to  Exercises judgment,  Leads others to solve  Identifies and resolves
typical problems that problems in situations that based on previous complex problems; technical, operational
can occur in own work are atypical or experience, practices uses analytical thought and organizational
area without supervisory infrequently occurring and precedents, to to exercise judgement problems that impact
approval; evaluates and based on existing identify and solve and identify innovative effectiveness
selects solutions from precedents or problems that arise with solutions
established operating procedures little or no precedent
procedures and/or
scientific methods
 Impacts quality of own  Impacts the quality of the  Impacts the effectiveness  Impacts the achievement  Impacts the level of
work and the work of work of the team of own team and related of customer, service and the team’s
others on the team teams operational, project or ability to meet quality
service objectives and timeliness
objectives
 Guided by policies,
resource requirements,
budgets and the business
plan
 Uses communication  Uses communication skills  Exchanges ideas and  Explains difficult  Guides, influences and
skills to exchange to regularly exchange information effectively; concepts and negotiates persuades others
information information uses tact and with others to adopt a internally in other areas
diplomacy when dealing different point of view
with others
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B1
General Profile  Entry-level position with
limited prior training or
relevant work experience
 Acquires basic skills to
perform routine tasks
 Work is prescribed and
completed with little
autonomy
 Works with either close
supervision or under
clearly defined
procedures
Functional  Develops skills to perform
Knowledge basic activities in own job
 to-day activities
Problem Solving  Uses existing procedures
to solve straightforward
problems; has limited
opportunity to exercise
discretion
B2 B3
 Has developed  Has developed
knowledge and skills specialized skills or is
through formal training or multi-skilled developed
considerable work through job-related training
experience and considerable on-the-
 Works within established job experience
procedures with a  Completes work with a
moderate degree of limited degree of
supervision supervision
 Likely to act as an
informal resource for
colleagues with less
experience
 Has established skills to  Is skilled in a range of
perform a range of day- processes, procedures
and systems to carry out
assigned tasks or has
developed deep skills in a
single area
 Recognizes and solves  Provides solutions to
typical problems that problems in situations that
can occur in own work are occurring based on
area without supervisory practice and existing
approval; evaluates and precedents or
selects solutions from procedures
established options
Business Support
B4 B5 B6
 Has developed  Has developed  Working supervisor of a
proficiency in a range of expertise in a variety of business support team;
processes or procedures work processes or may spend portion of
through job-related activities typically time performing the work
training and considerable developed through a supervised
on-the-job experience combination of job-  Responsible for results
related training and
 Works within defined of the team
processes and considerable on-the-job
experience  Works within
procedures or established precedents
methodologies and may  Typically acts as a lead,
ad practices
help determine the coordinating the work
appropriate approach for of others  but not a  Analyzes information to
solve ongoing
new assignments supervisor
problems
 May act as a lead,  Works autonomously
coordinating the work within established
of others procedures and practices
 Completes work with a
limited degree of
supervision
 Has developed  Has developed breadth  Has comprehensive
proficiency in a range of and/or depth of skills in understanding of a
processes or procedures a range of processes, range of processes,
to carry out assigned procedures and systems, procedures, systems and
tasks or acts as the technical concepts within own
expert in an area discipline
 Provides solutions to  Gathers and analyzes  Resolves problems by
problems in situations data to identify and identifying and
that are atypical or solve problems that arise selecting solutions and
infrequently occurring with little or no applying technical
based on practice and precedent experience and
existing precedents or precedents
procedures
15

B1 B2
Impact  Impacts the accuracy of  Impacts own team
own work; receives close through the quality of the
supervision; duties are services or information
clearly defined, and provided; follows
methods and tasks are standardized
described in detail procedures and
practices and receives
regular but moderate
supervision and
guidance
Interpersonal  Uses communication skills  Uses communication
Skills and common courtesy skills to exchange
information
Business Support (continued)
B3 B4 B5 B6
 Impacts the quality,  Impacts the quality of the  Impacts own team and  Has direct impact
timeliness and work of the team and other teams whose through responsibility
effectiveness of the team; occasionally other work activities are for the quality of the
uses discretion to teams and modifies closely related; tasks performed or
modify work practices work practices and suggests improvements services provided by
and processes to achieve processes to achieve to existing processes the team
results or improve results or improve and solutions to improve
efficiency efficiency the efficiency of the team
 May explain technical  Communicates  Evaluates and  Requires tact and
information within the technical information communicates diplomacy to exchange
team within the team technical content in a ideas and information in
clear manner a concise and logical way
16
 Job Function
 Commercial  Legal
 Communications  Licensed Marine
 Corporate Development  Marine
 Design  Offshore Construction
 Digital Projects & Innovation  Onshore Construction
 Diversity, Equity & Inclusion  Operations
 Engineering  Project Controls
 Fabrication  Project Management
 Finance  Quality
 General Services  Real Estate & Facilities
 Health Safety Environment and Security  Supply Chain
 Human Resources  Technology
 Information Technology
18
 Job Discipline
Job Function Job Discipline Job Function Job Discipline Job Function Job Discipline
Commercial Business Development Engineering Architectural Fabrication AWS Technician
Business Strategy Civil Brick Mason
Commercial Commissioning Carpenter
Estimating Construction Support Completions
Proposals Electrical Construction
Sales & Marketing Engineering Crane Operator
Field Equipment & Machinery
Communications Client Services Flexible Pipe & Umbilical Forklift Operator
Communications Flow Assurance Hook Up & Commissioning
Creative Services Geotechnical HVAC Technician
Marketing HSE Engineering Instrument Fitter
Corporate Business Strategy Installation Analysis Laborer
Development Mergers & Acquisitions Instrumentation & Controls Machinist
Insulation Maintenance
Design Civil/Structural Design Life of Field Maintenance Electrician
Electrical Design Materials & Coatings Mechanic
Field Layout Mechanical Millwright
Instrumentation Design Naval Architecture Operations
Mechanical Pipeline Painter
Plate Structures Design Piping Pipefitter
Pipeline Design Plate Structures Pipeline Welding
Piping Design Process Pipemill Operator
Process Design Project Engineer (Eng) Plumbing
Underground Design Project Information Mgmt Process Electrician
R&D Process Welding
Digital Projects DP&I Riser Rack/Roll Operator
& Innovation Structural Rigging
Subsea Structures Robotic/NC Operator
Subsea Systems & Controls Sandblasting
Diversity, Equity DE&I Scaffolding
Technical Services
& Inclusion Storekeeper
Telecommunications
Thermal Structural Fitter
Welding Structural Welding
Welding
Welding Monitoring

19
 Job Discipline (continued)
Job Function Job Discipline Job Function Job Discipline Job Function Job Discipline
Finance Accounting Human Benefits Licensed Marine Assistant Engineer
Accounts Payable Resources Compensation Cadet
Audit EEO & AAP Engineer
Controller Employee Services Center Fleet Operations
FP&A (Financial Planning & Employee Tax Mate
Analysis) Expatriation Oiler
Internal Controls Generalist Tugboat
Investor Relations Governance & Digital Process
Payroll Government Relations Marine Diving Operations
Project Accounting HRIS Equipment & Machinery
SEC Reporting Immigration Fleet Operations
Tax Labor Relations Licensed Marine - Mariner
Treasury Mobility Offshore Construction
Ventures Strategy & Projects Operations
Talent Acquisition ROV
General Services Administration Survey
Corporate Social Responsibility Talent Management
Total Rewards Training
Crew Scheduling Vessel Chartering and Assurance
Document Control Training
Food Services
Records & Information Mgmt Information Digital Technology
Reprographics Technology IT Pillar
Science IT PMO
Technical Publications Technology
Translation
Transportation
Warehouse Legal Claims
Contracts
Health Safety Environment Counsel
Environment and Health Safety Environment & Ethics & Compliance
Security Security Intellectual Property
HSES Training Legal Operations & Administration
Medical Litigation Support
Security Paralegal
Risk & Insurance

20
 Job Discipline (continued)
Job Function Job Discipline Job Function Job Discipline Job Function Job Discipline

Offshore Administration Onshore Administration Real Estate & Facilities

Construction* Assistant Superintendent Construction Civil Construction Facilities Real Estate & Facilities
Barge Completions
Supply Chain Bid Estimating
Barge Electrician Construction
Category Management
Barge Engineer Construction Support
Expediting
Barge Management Coordination
Logistics & Trade Compliance
Catering Electrical Construction
Material Management
Crane Operator I & C Construction
Package Management
Diving Mechanical Construction
Procurement
Equipment & Machinery Modularization
Shared Procurement Services
General Superintendent Piping Construction
Source Inspection
HSES Rigging Construction
Subcontracts
Lay System Tank Construction
Supply Chain
Licensed Marine Technical Services
Travel
MWB – Below Deck
Offshore Construction Operations Operations
Operators
Pipeline Welding Project Controls Contract & Project Strategy
Contracts Technology Heat Transfer
Rigging
Controls LCI Power
Storekeeper
Costing LCI Process Industry
Vessel Management
Operations R&D Lab
Welding
Planning/Scheduling R&D Manufacturing
Welding/Quality
R&D Operations
Project Project Engineer Technology
Management Project Management
Projects

Quality Assurance
*Offshore Construction uses Job Discipline Certifications
and Sub-Disciplines. See next slide for Job Dimension Control
Discipline/Sub-Discipline. Inspection
Metallurgical Engineer
Metallurgy
Operations

21
 Job Discipline/Sub-Discipline
Job Discipline Sub-Discipline Job Discipline Sub-Discipline

Barge Management Barge Management Offshore Administration Level 2 Compliance

Material Coordination
Offshore Administration
Catering Baker
Cook Operators Control Tower
Laundryman Crawler Crane
Messman Equipment
Steward Gantry Crane
Knuckle Boom Crane
Diving Air Lay System
Diving Management Main Crane
Diving Tech
Life Support Tech Rigging Rigging
Saturation Scaffolding

HSES Advisor Vessel Management OCS/Bridge Engineer

Medic Vessel Management
Nurse
Welding/ Quality AUT
Licensed Marine Deck
AWS
DPO
NDT
Electrical
Quality Control
Engineering
Welding
Master
MWB – Below Deck Barge Engineering
Electrical
Machine
Mechanics
Painting
Tension Machine

22
 Global Job Titling Convention
Technical Business
Grade Management Project Management Professional
Support Support

12 Senior Director Senior Project Director

11 Director Project Director Advisor

10 Senior Manager Senior Project Manager Chief

9 Manager Project Manager Senior Principal

8 Senior Project Engineer Principal Supervisor

7 Project Engineer Senior Senior Principal

6 Discipline* Principal Supervisor

5 Associate Senior Senior Principal

4 Discipline* Principal

3 Associate Senior

2 Discipline*

1 Associate

* Discipline title examples: Structural Engineer, Instrumentation Designer, Administrative Assistant, etc.

23
The following example illustrates
job titles based on the career Job Titles – Example
ladder, level, job function and job Ladder
Level
Job Title - Example

discipline within Supply Chain. M4 Senior Director Subcontracts

M3 Director Subcontracts
M2 Senior Manager Subcontracts
M1 Manager Subcontracts
P7 Advisor Subcontracts
P6 Chief Subcontracts Specialist
P5 Senior Principal Subcontracts Specialist
P4 Principal Subcontracts Specialist
P3 Senior Subcontracts Specialist
P2 Subcontracts Specialist
P1 Associate Subcontracts Specialist
T6 Subcontracts Tech Supervisor
T5 Senior Principal Subcontracts Tech
T4 Principal Subcontracts Tech
T3 Senior Subcontracts Tech
T2 Subcontracts Tech
T1 Associate Subcontracts Tech
B6 Subcontracts Administrator Supervisor
B5 Senior Principal Subcontracts Admin
B4 Principal Subcontracts Administrator
B3 Senior Subcontracts Administrator
B2 Subcontracts Administrator
B1 Associate Subcontracts Administrator
24