1. “Contractor Kuwaiti Employees Engagement Program”
MAIP – FY 2015/2016
(K-Lead Learning Experiment)
“Contractor Kuwaiti Employees
Engagement Program”
Mr. Mohammad Alshammari
(Manager, Engineering & Maintenance - Shuaiba Refinery)
Kuwait National Petroleum Company

2. Name Designation K-LEAD Group In The Cohort Nurturing Competence In
Contractor’s Kuwaiti Employees
The members of the group sharing the Idea to develop the above mentioned project are as follows:
Name
Designation
Mr. Mohammad Alshammari
Manager, Engineering & Maintenance - SHU, KNPC
Mr. Ahmad Al-Tabtabai
Manager, Commercial - KNPC
Mr. Ahmad Al-Gharib
Manager, Services & Commercial - KPC
Mr. Yousuf Al-Saqer
Manager, Fleet Operations Group - KOTC
Mr. Yousef Al Khamis
Manager, LPG & Civil Projects Group- KOTC 2

3. Identification of a Challenge By The Group in the cohort
According to Government Policy minimum 25% of the Manpower supplied by any Service contractor has to be Kuwaiti Nationals.
These young Kuwaiti (KT’s) employees with service contractors have not acquired adequate skills, knowledge and competence to perform the expected roles.
The productivity of this KT manpower is not satisfactory.
The cost of this KT manpower, in KNPC alone, is about US$ 30 Million/yr. with an additional US$ 10 Million/yr. by the Government, but with little returns.
Improving productivity of this manpower is of prime importance for all K Companies.
This Issue was found very challenging and was considered appropriate for
“K-Lead Learning Experiment”    3

4. Why is it Challenging For the Oil Sector ?
Why is it Challenging For the Oil Sector ?
Unfortunately, the present culture has been an accepted practice, amongst the KT employees, since many years and bringing a change is a very challenging task.
Most of the employees failed to comply with company regulations and did not participate in any useful work.
The relaxed discipline of these employees in last few years has killed their enthusiasm to work.
Management efforts, so far, to develop interest on work and commitment have been unsuccessful.
Utilization of the potential of this young KT manpower is essential for the Oil Sector to meet the manpower needs for upcoming mega projects. 4

5. Idea to face the Challenge Implementation of an Idea which involved :-
Establishment of an environment to have continuous focus on these employees by dedicated supervisors/instructors.
Making smaller groups to have a close supervision and personal training and mentoring. 
Long-term (6-12 Months) control and focused training to change the old acquired habits and make the KT employees more adaptable to the work culture of K-companies.
Application of ‘carrot and stick’ policy in an stringent manner
The idea was conceptualized in Feb’2015 and was rolled out by Manager, Maintenance-SHU to his Team at Shuaiba Refinery for implementation and was accepted by them as a challenge. 5

6. Action Plan for the Implementation of Project
The Idea was given the Title “ C-KEEP ” the “Contractor Kuwaiti Employees Engagement Program”. The C-KEEP theme was to see (groom & observe) and keep (retain).
Following action plan was adopted to implement the program at Shuaiba Refinery :
19 groups were formed of about 10 employees in each group with dedicated training rooms.
Rooms were provided by KNPC and all other logistics by the contractor.
Focused attention on the groups was arranged through Engineers and Supervisors of KNPC/Contractors without affecting the day to day work or emergencies.
Two training sessions are held daily to cover 8:00 am to 11:00 am and 1:00pm to 2:30pm.
Written notification was issued and acknowledgement obtained from each KT employee. 6

7. Action Plan for the Implementation of Project
Basic HSE and Technical Training & Topics for each discipline were identified and schedules were made to suit the groups/instructors.
Managers and Team Leaders also participated in training sessions.
A Training Cell was established to manage the C-KEEP Program with following Terms of Reference : 
Organize training sessions with appropriate courses and suitable Instructors.
Evaluate the performance for each KT employee with respect to Attendance, technical skills, HSE awareness etc.
Issue Weekly / Monthly Evaluation sheets for KT employees.
Take necessary action to reward to Motivate Employees .
Arrange evaluation and certification of KT Employees for deployment in the field.
Review the progress of C-KEEP after 6 months. 7

8. Path Forward & Status
The “Contractor Kuwaiti Employees Engagement Program” (C-KEEP) was launched in Shuaiba Refinery in September’ 2015 and is progressing well. The following elements are being monitored/actioned regularly to take the program forward.
Curriculum for training.
Evaluation of training effectiveness.
Evaluation of performance to identify competent employees for field deployment.
Deployment of successful employees into process units.
Review of achievement of C-KEEP objectives after 6 months.
Implementation of C-KEEP in MAA and MAB Refineries.
Transfer of capable employees to other contracts/refineries on Shuaiba retirement scenario.. 8

19. Thank You