1.STATISTICAL OVERVIEW 2.DEVELOPMENT PROGRAMS AT SEC 3.COMMON EXECUSES (by Various Stakeholders) 4.RECOMMENDATIONS OUTLINE

SEC At a Glance Number of employees 28,895 (82.3% Saudis) Generation GW Total energy sold, ,284 GW Total number of customers, ,727,371 Operational Budget, ,257 MSR Capital Budget, ,554 MSR Annual total labor cost 4,433 MSR Total Circuit Km, Dec Transmission Distribution 35,144 km 155,001 km

Number of Engineers Per 100,000 Population Source: Professional Development Project for Engineers In Saudi Arabia, KACST ExpatsNationalsAll

SEC EMPLOYEES TOTAL COMPANY WORKFORCE: 28,895 Other Employees 22,025 76% Engineers % Other University Graduates %

ENGINEERS AT SEC Total Number of Engineers (2855) Saudi Engineers % Non-Saudi Engineers %

Engineers By Major Electrical (1651) Mechanical (591) Chemical (41) Civil (81) Communications (74) Electronics (53) Computer (169) Others (26) Systems (62) Industrial (107) Total Number of Engineers (2855)

Master ’ s and Doctorate Degrees TOTAL MASTER’S AND DOCTORATE DEGREES (104) Electrical (47) Master’s Degree Holders Mechanical (25) Chemical (3) Civil (6) Industrial (3) Electronics (3), Comm. (1) & Computer (3) Doctorate Degree Holders Electrical (10) Industrial Engineer (1) Mechanical (2)

ENGINEERS BY RESPONSIBILITY Other Engineers 2566 Vice Presidents 15 Dept. Managers 60 Div. Managers 214

DIVISION MANAGERS Engineers % Non-Engineers %

DEPARTMENT MANAGERS Engineers 60 38% Non-Engineers 99 62%

VICE PRESIDENTS AND ABOVE Engineers 15 41% Non-Engineers 22 59%

1- PROFESSIONAL DEVELOPMENT PROGRAM (PDP) A TWO-YEAR LONG INTEGRATED SET OF DEVELOPMENT ASSIGNMENTS AND TRAINING COURSES DESGINED FOR THE NEWLY HIRED UNIVIERSITY GRADUATES 2- CAREER DEVELOPMENT PROGRAM (CDP) A SET OF JOB RELEVANT TRAINING OPPORTUNITIES TO BE OFFERED IN-HOUSE OR BY EXTERANAL PROVIDERS IN ORDER TO IMPROVE EMPLOYEES’ JOB COMPETENCE AND PREPARE THEM FOR CURRENT AND FUTURE TARGET JOBS. A MANAGERIAL AND LEADERSHIP PROGRAM TO PROVIDE DEVELOPMENT OPPORTUNITIES FOR POTENTIAL SAUDI MANAGERS (DIVISION HEADS AND ABOVE) 3- MANAGEMENT DEVELOPMENT PROGRAM (MDP) DEVELOPMENT PROGRAMS AT SEC

PROGRAM GOALS:  TRAIN NEW COLLEGE GRADUATES FOR DESIGNATED JOB ENTRY LEVELS.  IDENTIFY THE GRADUATES’ CABABILITIES AND PLAN A RELEVANT CAREER PATH FOR EACH  SUPPORT THE COMPANY’S STRATEGIC GOAL OF SAUDIZATION  PROVIDE A GENERAL ORINTATION OF THE COMPANY’S MAIN BUSINESS LINE & ACTIVITIES  HELP TO PLAN AND ORGANIZE THE COMPANY’S MAIN WORK FORCE. TIME DURATION: 2 YEARS 1- PROFESSIONAL DEVELOPMENT PROGRAM (PDP)

 PDP GRADUATES  DIRECT HIRES FROM UNIVIERSITY GRADUATES (MASTER’S DEGREE)  SECTION & UNIT HEADS  DIVISION MANAGERS AND ABOVE NO TIME LIMIT TIME DURATION: CDP PARTICEPANTS: 2- CAREER DEVELOPMENT PROGRAM (CDP)

 INCUMBMENTS OF MANAGERIAL POSITION  CANDIDATES OF MANAGERIAL POSITION NO TIME LIMIT TIME DURATION: MDP PARTICEPANTS: 3- MANAGEMNT DEVELOPMENT PROGRAM (MDP)

CAREER PATH & DEVELOPMENT FOR NEW HIRED ENGINEERS Newly Hired Engineer PDP 24 Months Replacement Tables Followed By One Year Mentored Job Training MDP Management Development Program Managerial Career Path Supervisory Career Path Professional & Technical Career Path CDP Career Development Program.... مهندس أ مهندس ب Engineer C Yearly Updating Program of Highly Potential Employees: Focuses on distinct employees holding Graduate degree or hold a position of first line supervision Program of Highly Potential Employees: Focuses on distinct employees holding Graduate degree or hold a position of first line supervision Engineer A Engineer B

saudi pdp college employment history:

WHAT DOES IT TAKE TO PRODUCE HIGH QUALITY ENGINEERING GRADUATES ?

Common Excuses (by various stakeholders) Market requirements unclear –Numbers –Specialties –Regions Pay scale for professors too low Quality of high school graduates –Apathy / indifferent –Low skills in the following disciplines: - Reading - English - Writing - Math - Thinking

Limited resources at university –Labs –Equipment –Facilities –Instructors –Teaching aids Too much emphasis on research at expense of teaching Apathy / indifference of employers in –Providing feedback –In employing Saudis / Cont ’ d Common Excuses (by various stakeholders)

Lack of comprehensive strategy –At Ministry of Higher Education level –At Ministry of Education –At other Ministries... Professors indifferent to needs of students Professors not good instructors Curriculum lagging technology in marketplace Irrelevant material in programs, and more.... / Cont ’ d Common Excuses (by various stakeholders)

Most of these excuses have some truth in them... BUT Substantial achievements can still be made / Cont ’ d Common Excuses (by various stakeholders)

 ANALYTICAL /THINKING SKILLS  PROBLEM FORMULATION /SOLUTION SKILLS  SELF LEARNING SKILLS  CREATIVITY  ENGLISH LANGUAGE  COMMUNICATION SKILLS  TEAM WORK  EXPOSURE TO ECONOMICS /COST Desirable Qualities in Graduates

 Accept students who have what it takes  Develop appropriate Admission Tests  Generate interest in the youth: - Open houses / road shows - Support hobby clubs - Exciting summer activities - Permanent exhibitions  Analyze attrition and grade distribution & feedback to acceptance criteria. Recommendations

 Build bridges to industry  Hire business developers focused on sectors  Run relevant short courses  Focus graduation projects and master's thesis on industry problems  Invite visiting instructors from industry  Implement Job rotation programs  Partner with leading international universities  Visiting professors (both ways)  Student exchange  Collaboration on curricula Recommendations / Cont ’ d

 Aim for excellence in teaching  Train all instructors  Reward Excelling instructors  Bigger weighting for tenure University must consider quality of graduates as PRIMARY MISSION Recommendations / Cont ’ d

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