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Highlights the key points discussed in the August 23, 2012, meeting on Commercial Competency & Development Processes at Newfield, including definitions, role of steering team, and next steps. Review of competencies, proficiency levels, and competency profiles for positions.
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Commercial Competency & Development Discussionaugust 23, 2012
Meeting agenda • Welcome and Overview • Newfield plans for competencies • Commercial Development Process and Outcomes • Decision Points Sequence of departments and timingList of desired SMEs • Next steps
Definitions • Competency – cluster of related skills and actions that are necessary for successful performance in a particular area • Proficiency level – degree of mastery in the competency (e.g. basic, intermediate, advanced) • Profile – specific group of competencies and proficiency levels required by a position
Accounting Competencies - example Newfield job description information appended as possible
Development process • Review work processes (SME time = 4 hours) • Draft competencies; review with SMEs (3 SMEs X 3 hours, for each region or area) • Review with function and Commercial leaders • Create proficiency examples (3 SMEs X 6 hours, for each region or area)
Development Process, cont. • Review proficiency examples with function and Commercial leaders • Create competency profiles for each position3 SMEs X 2 hours, for each region or area) • Assign profiles to individuals (3 SMEs X 2 hours, for each region or area)
Role of Steering team • Set direction • Agree upon Commercial-wide standardsand processes • Review and approve plans • Serve as advocates • Monitor results
Where we need your help • Identify subgroups within your function • Provide subject matter experts (SMEs) • Mediate cross-group differences • Provide final voice on functional standards and procedures