Attracting, Recruiting and Qualifying C itizens

1. Attracting, Recruiting and Qualifying Citizens In Electricity Generating Stations and Water Desalination Polarization team and Employment

2. Objective • Electricity and water sector represents the most vital sectors and services in the country, therefore the Emiratization project is a very essential step because of security, strategic and economic reasons. • The first phase focused on operating the stations due to strategic importance, in terms of ensuring the continuity electricity supply and water, and due to the few numbers of Emiratis in these jobs. •   Some of the jobs selected are maintenance and engineering to support the stations operations. • Taking into consideration the supervisory roles, which leads the team and runs the operation effectively

3. Introduction The Water and Electricity Authority of Abu Dhabi has built leading partnerships with foreign strategic investors, where it has established 11 independent companies for water desalination and electricity production (Independent) Through these partnerships, all of these companies represent a joint venture where the Authority owns 60% of the company, while investors own 40%. The benefits of privatization of Water and Electricity Authority of Abu Dhabi program: • Ensure water security and minimize electricity supply interruption in accordance with Abu Dhabi’s Vision 2030 • Improve economic efficiency and level of service provided through the use of latest technology available in the world • Reduce government subsidies due to private sector investment and financing for projects. • Achieve the highest amount of revenue through the sale of government-owned assets. • Job creation and training for the citizens of the UAE, where commitment rates of resettlement and training standards is a prerequisite of the privatization contract terms • Each station is an independent entity in terms of management, internal policies and procedures. But it should support the Emaritization process under the umbrella of the Abu Dhabi Electricity and Water Authority • Operating staff and maintenance workers have been trained to cover the electricity and water sector as well as ensure the effectiveness of the performance and the best use of available resources.

4. The current situation with critical jobs

5. Emiratizationin the Electricity Authority and the Abu Dhabi Water stations indicators • Average Emiratizationin Critical jobs 12% • Total current number of citizens 51 • Number of targeted vacancies (2014-2019) 121 function as follows: • High school or vocational 34 • Diploma 40 • Collectors 54

6. Challenges and obstacles ( Influencing Attracting and Recruiting ) • Competitive salaries and incentives like housing allowances, social allowances, children's education and professional allowances within other sectors for technical jobs like oil sector and nuclear energy. • Advantages such as annual leaves and public holidays, which are subject to the private sector system • The current status of the staff in private sector companies who fall under private sector law leads to destabilization of job security. • Long working hours compared to the government sector • The existence of a higher pension salary celling for the employees in the private sector companies keeps citizens away from generating stations • Difficulty coping with the shift system, where most stations are running 8 hours a day, morning and evening, two days and two night shifts and a two-day off without interruption throughout the year. • The distance between stations and the city , lack of office environment and other facilities such as restaurants and other amenities. • The nature of work in the operations limit the involvements of other groups like females and special needs. • Lack of technical majors which is required in the market which relates to energy production and water desalination (University degrees or Diploma’s) • The absence of a training center where they can be trained and prepared according to the station’s needs in terms of qualification & specialization.

7. Solutions & Proposals • Impose a clear strategy on the Emaritization in the independent stations and follow-up the Emaritization process. • Working on implementing a short term plan to attract teams and run the stations with qualified Emiratis to meet the current shortage of emergency. • Consider the jobs that suites special groups that include female and special needs people like supervisory roles , planning and equipment control. • Offer Jobs for special needs people and provide work in the support and administrative field. • Review polices &procedures used in the stations and harness modern technology to automate procedures and encourage retention of knowledge within the scope of the enterprise and optimization of human resource.

8. Salaries Benchmark The second axis: salaries and benefits: The table below shows the initial differences between the Federal Authority for Electricity and Water Authority Abu Dhabi and the petroleum sector A proposal to form a committee to study the detailed comparative salaries and benefits depending on the size of the job and make recommendations to senior management to implement initiatives

9. Solutions & Proposals The proposed benefits to attract Emiratis to work at the stations

10. Solutions & Proposals Housing loan • Granting a loan to build or buy a house for each employee citizen ended the period of training or completed two years • loans amounting to 1 Million AED • Mortgage the house to the point of executing up to repay the value of the land

11. Solutions & Proposals Car Loan • Granting a car loan for each employee from 80 000 to 150 000 every 4 years • Convert the loan to a grant for the leaders in the running at $ 150,000 every 4 years

12. Solutions & Proposals Education and Rehabilitation

13. Solutions & Proposals Education and Rehabilitation • Get advantage from other countries’ experiences in developing professionals such as the experience of the British Board of rehabilitation engineering jobs and the study of the application of similar initiatives Possibility • Providing scholarships for 10 students yearly in the Universities and HCT in fields like electrical and mechanical engineering. • Institute advertising campaigns such as Visual Media and create awareness in the community about the importance and advantages of working in the field of water and energy.

14. Solutions & Proposals Awareness of the vital role played by the production of electricity sector in sustainable development • Academic Advising for students since first grades are of utmost importance for someone to work in the sector. This can be done through visits to schools or vice versa, sponsoring educational contests and other • Develop annual media advertisement plan to promote the electricity sector among students of the universities in the beginning of each academic year. • Promote community awareness of the importance of rationalization of energy and water resources consumption thus enhancing the sustainability. • Promote the importance of work in the electricity sector by strengthening national identity and service to the nation

15. Challenges that face Training & qualifying • Lack of specialized training centers for training and qualifying • Ineffectiveness of some of training programs, qualifying and current career development. • Lack of technical specialization which is required in labor market that especially in energy generation and water production( University Degree) • Lack of a mechanism to impose the trainee to commit during and after training. 5. lack of effective mechanism to measure the impact of training on the trainee. 6. The company not obliging the employee to attend a certain number of courses during the year.

16. Challenges face retaining The distance between the city (housing) and power stations for two authorities.

18. Challenges face retaining • The Shift system and the lack of allowances distinct from other jobs and bonuses. • Some of the stations under its own Private corporate are limiting the executive and leadership positions, According to agreement with the investors, which cause lack of job security. 3. Difficulty to keep Emirates in those stations due to presence of better employment opportunities in other sectors like (oil companies) 4. Vacations entitlement policy (government holidays). 5. Competitive salaries scales, incentives, and other allowances (housing allowances + social benefits + child education + bonuses professional disciplines + bonuses shift + Remote stations allowance). 6. Lack of annual bonuses system.

19. Proposed solutions to qualifying and training • Short Term • Visits to global stations to find out the best practices and professional management. (Globally & Regionally) • Emiratis to train the technical UAE nationals or implement shadowing programs & on the job training. • Partition the motivating rewards through the training periods in order to control the salary increment percentages.

20. Proposed solutions to qualifying and training • The medium term Adopt and unify the training system in all stations and develop it further • Long-term • Establish Technical Academy equipped with the latest technologies to support the operating and maintenance department for career development and raise the level of scientific and professional. Also, to get accredited by official certificates. • Qualify leaders through special training courses to support the development of Emirati staff and replacement policy.

21. Proposed solutions for Retaining • Short Term 1. Apply shift system according to best practices. 1.1 Apply the official working hours system over a period of practical training. (Where the trainee employee works in the Morning Shift System during the first year) 1.2 increase the number of shifts to 5 shifts. 1.3 application rotations system 4 working days and 4 days of official holiday.     1.4 provide scholarships for postgraduate studies.    2. Encourage Entertainment program with staff to break the routine to consolidate the relations between the manager and trainees.    3. Apply contracts with terms & conditions for employees (Interns or scholarship) and impose fine in case the employee left the job.

22. Proposed solutions for Retaining The medium term 4. Study the current salaries scale and compare it with oil companies. 4.1 car financing and housing loan. 4.2 Fully cover the education allowance without any limitation (according to best practices). 5. Enable the re-employment system through developing a strategic plan to bring technical, executive and specialist jobs to raise the proportion of Emaritization.

23. Proposed solutions for Retaining Long Term: • Provide appropriate services and work environment to suite working in production station. • Offer entertainment like sports stadium (Football and other sports) • Establishment formal tents & councils to share life & technical experiences after working hours which include Banquet for dinner as applied in the oil companies.

24. Team Plan

25. Action Plan for Training, Qualify programs & retention • Develop clear career path. (Station Operator) • Identify the functional efficiency requirements • Determine experienced specialists in the field and apply training program in the training booklet (T & Q book and SME) • Clear training programs which identify the milestones and goals • Set Time Frame • Link training rewards with Competency benefit.

26. Action Plan for Training, Qualify programs & retention 0.7. Provide Database contain all the questions related to Power Stations and Water production Stations to provide typical answers from expertise and reference it to the manufactory manuals. 8. Offer Database contain training title, duration and location. Also, the total training hours with certifications and qualifications received since the trainee joined. 9. Emaritization

27. Training Plan

28. (Fresh Graduate) interview with High School/Vocational School Degree Holder interview with Master Degree and above with 10 years experience Evaluation Accept/Reject Evaluation Accept/Reject Evaluation Accept/Reject Evaluation Accept/Reject no yes Completion of all requirements (Shifting Engineer Assistant) After 1-2 Years yes English Training Learning Technic al Vocabulary For 6 months (Production Manager) After 10 years Exp Evaluation Accept/Reject no Evaluation Accept/Reject Evaluation Accept/Reject Yes no (Planer Operator) After 18 months interview with Bachelor/High Diploma with 5 years experience yes Evaluation Accept/Reject Basic Technician training For 3 months (Shifting Engineer) After 1-2 years Evaluation Accept/Reject English Training Learning Technical Vocabulary For 6 months no Evaluation Accept/Reject (Fresh Graduate) interview with Bachelor/High Diploma with 2 years experience yes (Control Room Engineer) After 2-3 years Technical Training for 9 months to 2 years

29. Master Degree With 10 years experience High Diploma/ Bachelor With 2 years experience Career Path for Operation High Diploma/ Bachelor With 2 years experience PM Production Manager Shifting Engineer SCE/OE ADWEA/FEWA Shifting Engineer Assistant Asst.SCE ADWEA Engineer Control Room High School or Vocational Center Degree CRE Technician Trainee Planet Operator T T ADWEA FO Total Years = 10 years 1-2 years 9 – 12 months 2 – 3 years 1 – 2 years 1 – 2 years 1 – 2 Years

30. Master Degree With 10 years experience High Diploma/ Bachelor With 2 years experience Career Path for Maintenance High Diploma/ Bachelor With 2 years experience MM Maintenance Engineer Leader Maintenance Manager LE/SE ADWEA/FEWA Maintenance Engineer Head of Technicians/Maintenance Supervisor Engineer Sr. Tech High School or Vocational Center Degree Technician Trainee T T ADWEA Technician Tech Total Years = 10 Years 1-2 Years 9 – 12 months 1 – 2 Years 1 – 2 Years 1 – 2 Years 1 – 2 Years

31. Proposed of electricity & water production Institute • Why we need this institute? • Some training systems fail to deliver the right information to trainee and make him capable to operating & maintain individually without reliance on expatriate labor. • Lack of simulator equipment's and which enables the trainee to stirring actual operation without fear of any possible injuries • The lack of teaching materials either theoretical or directly related to the process of generating electricity and water production. • Time Wasting for trainee & trainers during the training program, which cause the cost load and sometimes Lack of interest for trainee in completing his training, which may cause lost mutual trust and not retained in the company. • Lack of specialist training institute which lead youths to be away from the importance of the this sector and compare it with oil companies where they provide training institutes which lead them to choose the oil companies instead.

32. Proposed of electricity & Water Institute • Where should it be located ? • In Abu Dhabi, where the majority of power Stations & production manufacturing located in Al Tawella, Umm Al Nar and others. • To be close to the cities & near to the production of electricity and water Stations and even be close to suppliers of in case of damage. • Its recommended to be close to residential areas that the trainee can have a rest and t avoid exhaustion.

33. Proposed of electricity & Water Institute When is this institute needed and what is the duration of implementation? • At the earliest so, that increases the chances of Retention and promote attractiveness. • The Implementation will be within 3 years and this will be apprised accordingly thorough site visits.

34. Proposed of electricity & Water Institute Who will be the institute agency? • Designate Consultant & Contractor who are specialized in establishing training institutes and possibility of using petroleum institutes contractors and consultant. Who is the supervisor of the institute? • Training Department in coordination with other company training departments, with cooperation with departments specialist who have been pre-selected during the training period.

35. Supervision and follow-up of all the agencies through training and development department to train ratio of 3 to 5 percent of the citizens each year بتAt a cost of 20 thousand dirhams per person At a cost of 35thousand dirhams per person Secondary agencies (short term) Agencies that will implement the training Main agencies (short term) Strategy Agencies (long term) • language courses (inside or outside the country): • HCT • British council • Certified institute • Technical training (inside or outside the country): • The Factory or the main contractor of the machines and control devices: • Siemens • GA • Alstom • Mitsubishi • ABB • MGB • water producing • Vichea Natalie Pente . • Aquatic . • Kadhakoa . • KSB . • Ki AG . In the station (short ) : increase the motivation of the station engineer through daily lectures. provide specialised training and evaluate the benefit of this training from the annual performance of the engineer. 2. Training Institute . ( long ) Training companies in the market : 1. Howard . 2. Devine Trininj . 3. Select Trininj . 4. New Horizons . 5. Aaxhexiot Trininj . 6. Spirbd Head. 7. Gelomaks . 8. TUV . 9. T AB . 10. Myers Trininj .

36. Electricity & water production Institute Technical administration Department Talent Management Department Operation department Mechanical Department Control & Devices Department Electrical department Health , Safety and Environment department Proposed of electricity & water production Institute • Fields and areas covered in the institute

37. Proposed of electricity & Water Institute • General training that will be provide in the institute • English language course for all levels from basics till IELTS,FCE,PET,CERT exams. • CID-IT Courses • Technical courses in operation, Mechanical, Control Devices, Appliances and Critical Instruments, Health , Safety and Environment. • Training course inoperatino system, maintenance, installation and conduct preventive maintenance. • Training courses practical and theoretical in Measuring instruments. • Training courses customized for practical training of welding operations. • Technical courses in the field of health and safety and the environment

38. Proposed of electricity & Water Institute • Specialized courses that will be provide in the institute • Operation, simulation and maintenance system serve operation and control device for the available system available in the country: • DCS (SPPAT3000) • DCS (TXP T2000) • STG P320TGC (ALSPA System) • Fire & Gas Alarm Panel (FGAP) & Fire Fighting System • (DCS) TOSMAP-DS Dynastream • HIMA system

39. Proposed of electricity & Water Institute • Specialized courses that will be provide in the institute • Mark IV and Mark IV Advance + + • V94.3A Steam and gas turbines from Siemens • Steam and gas turbines from Mitsubishi and GE. • All the topics and task mentioned in the training and rehabilitation plan, which we have mention previously.

40. Proposed of electricity & Water Institute • The goal of the institute: • Provide intensive training course for the current engineers and technicians of the electricity production and water generation sector. • Increase the capability of the engineers in these areas through specialized training programs. • Create a qualified capability that areable to improve the electricity generation and the production of water sector. • Provide independentcapability in case of crises and emergencies, by provide the needed training in the latest equipment and techniques of this field. of training which will enhances the confidence • Creating a positive competitive environment in the market through the development of innovative and pioneering footprint in the field of the trainee in the institute and thus the company

41. entertainment facilities • Inspired by the best practices in the petroleum companies and it should be in the institute or nearby: • Restaurant • Internet area and a Coffee shop • Lounge with tennis table, billiards, snooker and chess. • Squash • Swimming pool (Men's and ladies) • Sauna and Jacuzzi bath • Electronic games • library • Cinema • football, volleyball , basketball and tennis field