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The meeting held on August 23, 2012, focused on the importance of developing competencies within the commercial sector to achieve organizational goals. Key discussions included current and future competency development plans, employee development structures, and performance measures. Objectives included improving employee retention, increasing recruitment success, and supporting the implementation of new technologies. The meeting also outlined the roles of the steering team in setting standards and reviewing plans, ensuring a collaborative approach to enhancing skills and performance across departments.
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Commercial Competency & Development Discussionaugust 23, 2012
Meeting PURPOSE & agenda • Welcome and Overview • Why develop competencies? • Enable achievement of current and future objectives • Newfield Plans for Competencies • How competencies are being used now and will be used in the future • What we need to accomplish today • Commercial Development Process and Outcomes • Definitions and 3xamples (competencies, proficiency levels, profiles, etc.) • Project Flow and sample outcome • Next Steps • Expectations for Steering Team • Decision points regarding sequence of departments, timing and assignment of SMEs
General Near term objectives • Provide a structure and focus for employee’s development as well as “getting the job done” • Improve retention rates with current employees • Reduce staff development cycles and improve “time to autonomy” • Increase recruiting success with college hires and experienced candidates • Clarify staff expectations with more standardized performance measures • Clarify “What is expected?”, “Where can I go?” and “Where do I stand?”
Long term value • Increase employee ownership in professional development and career management • Increase ratio of experienced staff to learners • Reduce task and process time • Reduce mistakes due to inexperience • Increase flexibility in assigning staff • Support implementation of new technology and systems • Increase value of KSA’s leading to technical customer satisfaction
Definitions • Competency: cluster of related skills and actions that are necessary for successful performance in a particular area – “What work is done?” • Proficiency level: degreeof mastery in the competency – “What level of skill is needed?” • Position Profile: specific group of competencies and proficiency levels required by a position • Subject Matter Expert (SME) : expert in each functional level to assist with defining competencies and proficiency levels 5
steering team Roles • Set direction • Agree upon commercial-wide competencies standards and processes across the Company • Review and approve plans • Serve as advocates • Monitor results • Change management Responsibilities • Identify subgroups within your function • Provide list of functional SMEs • Mediate cross-group differences • Provide final voice on functional competency standards
Commercial Functions CompetencyUnit Skill Element
