2. Competence
Can Do or Have Done!

3. HSE Competence Management in PDO
This session will cover:
PDO’s requirements for HSE competence assurance of people holding Level 2 HSE Critical Positions;
The HSE Competence requirements for CHs and CSRs;
The criteria for Knowledge and Skill in the four HSE competence elements targeted in this workshop.
Competence
A specific skill, knowledge or ability that is specified to perform a role within an occupation, staff position or job function to a specified proficiency.
Proficiency Scale
The scale used for setting or measuring proficiency. The four proficiency levels are Awareness, Knowledge, Skill and Mastery. 30

4. HSE Competence Assurance
Competences are normally defined as the skills, knowledge and attitudes required for Individuals to carry out their role effectively.
Competence frameworks provide a common approach and structured way of describing the requirements. HSE is one competence framework. The PDO HSE competence framework contains 12 elements but is changing to three (3).
Competence Assurance is a risk management process, designed to provide the company and shareholders with reasonable confidence that Individuals have the competences needed to carry out the key tasks of their current roles.

5. Changes to HSE Competence Assurance Comparison of 12 Old & 3 New HSE Competences
Rationalised HSE Competences
1 - Provide Leadership in HSSE (‘HSE Lead’)
2 – Prepare Effective Management of HSSE Risk (‘HSE Prepare’)
3 – Apply Effective Management of HSSE Risk (‘HSE Apply’)
12 to 3 achieved by:
Simple model of key roles
Aggregated competence descriptions & proof points
Proof points that are for HSSE Professionals removed
Function will take more accountability – ‘STEPPING UP TO LEAD’
Proof points made more practical & meaningful for the line
Shell Uses the term HSSE, PDO will continue to use HSE
There is linkage between the old and the new, but the new structure consolidates and reduces the ‘technical/professional’ HSE requirements and focuses on capabilities required by Line personnel
N. B. Existing Assessments in SAPphire will be automatically ‘converted’
Version3: Final

6. What Does HSE Competence Assurance Involve ?
Identifying Positions
Defining Competence Standards
Structured Assessment Against Standards
Actively Managing ‘Gaps’

7. Competence Scale

8. HSE Competence Assurance in PDO
Critical Positions EP GL-01
Requirement: All holders of Level 2 HSE Critical Positions must have their HSE competences assured using the PDO HSE competence framework.
This is additional to the normal CBD assessment process, which applies to all PDO staff.
A position is considered HSE Critical if the holder has responsibility for performing HSE Critical Tasks, at either an operational level (1) and / or management level (2);
Level 2 HSSE Critical Tasks are those, where action (or inaction) while performing such tasks could lead indirectly to a significant incident.
Level 2 HSE Critical Positions are normally planning, technical or supervisory positions;
CHs, CRs and CSRs of high/medium HSE risk contracts are, by definition, considered to hold Level 2 HSE Critical Positions.

9. HSE Job Competence Requirements: Level 2 HSE Critical Positions
The HSE competence requirements for each type of HSE critical position, is defined in SAPphire;
The requirement profile depends on the job function (Ops, Engineering etc) and the JG; 9

10. HSE Competence Descriptions
The descriptions in SAPphire are not always easy to understand; often the words are too general/vague; it is not always clear what is expected at A, K, S levels; much is left to individual interpretation;
Guidance has been developed, which provides clearer, more specific statements of the criteria, which need to be met at A, K and S levels for each of the competence elements;
They include specific expectations for CHs and CSRs
The objective is to improve clarity of expectation and consistency of application. 10

11. Competence Scale Proficiency description
Able to describe the main elements of the area of expertise and their importance to the business and
Able to recognise how and where competences in the area of expertise are relevant to own job.
1. Awareness
2. Knowledge
3. Skill
Key Determinants:
Are they familiar with the basics ?
Do they know why they are important ?
4. Mastery 11

12. Competence Scale Proficiency description 1. Awareness 2. Knowledge
Know and able to use correctly the terminology (vocabulary) of the area of expertise and
Able to hold an informed debate with experts in the area of expertise and
Able to ask questions that test the viability of proposals in an area of expertise and
Able to carry out some of the activities with help
3. Skill
4. Mastery
Key Determinants:
Can they hold a meaningful discussion ?
Do they have practical exposure ? 12

13. Competence Scale Key Determinants:
Have they taken a leading, independent role
and solved problems ?
1. Awareness
2. Knowledge
Proficiency description
Being able to carry out consistently the activities of an Area of Expertise to the required standard and
Able to translate guidelines and standards for the area of expertise into practical actions and
Able to solve imaginatively, common technical/operational problems in the area of expertise and
Able to guide and advise others in technical/operational aspects of the areas of expertise.
3. Skill
4. Mastery
Based on HAS DONE,
not COULD DO 13

14. Competence Scale: Summary
Are they familiar with the basics ?
Do they know why they are important ?
1. Awareness
2. Knowledge
Can they hold a meaningful discussion ?
Do they have practical exposure ?
3. Skill
Have they taken a leading, independent role and solved problems ?
Have they personally developed innovative best practice, which is recognised as such at least at EP business level ?
4. Mastery 14

15. HSE Competence Assessment/Development Process: Responsibility Overview
Competence Assessment Process

16. Using an ‘Authorised Assessor’
If a line supervisor is not confident of his/her capability to carry out all or part of an assessment of HSE competence, he/she can request the input of a ‘authorised assessor’;
The HSE Skill Pool Manager keeps a list of HSE ‘authorised assessors’;
However, if an assessor is to be used, or possibly used, the name of the assessor should be entered into SAPpHiRe by the position holder and this has to be done before the self-assessment is submitted for review (see SAPpHiRe).

17. Assessment: The Six Steps
1. Competence requirement reviewed and agreed
2. Individual completes a self assessment in SAPpHiRe
3. Self assessment reviewed by line supervisor
4. Assessment discussion between individual and line supervisor: decisions and feedback
5. Actions agreed to mitigate any gaps identified
6. Assessment outcome and actions recorded in SAPpHiRe

18. 2. Individual completes a self assessment in SAPpHiRe
Guidance for Position Holders
If you believe you meet all the Proof Points for the required level of competence, you should click the radar button for that level of competence and enter evidence to support your self-assessment;
Relevant and recent evidence should be recorded in the evidence text section in SAPpHiRe to support the self-assessment;
The range and depth of evidence to be recorded depends on the competence level concerned (see following slides);
Evidence can be included in SAPpHiRe in the form of attached documents (see detailed SAPpHiRe guidance)

19. Evidence should meet the four CARS criteria
2. Individual completes a self assessment in SAPpHiRe
Evidence should meet the four CARS criteria
Current - the evidence is sufficiently recent to support a conclusion that the Proficiency Level of Competence is still valid;
Authentic - the evidence reflects the position holder’s own work;
Relevant - the evidence is appropriate for the position and the Competence Element being assessed;
Sufficient - the evidence adequately covers all the relevant Proof Points of the Competence Element at the Proficiency Level being assessed.

20. Examples of HSE Competence Proof Points
2. Individual completes a self assessment in SAPpHiRe
Examples of HSE Competence Proof Points
HSSE Lead: Awareness Level
Can describe in basic terms:
• Why good HSE management is good for business performance.
• PDO’s HSE Commitment, Golden Rules and Life Saving Rules and how non-compliance is managed.
• What personal attitudes and behaviours are important for achieving high HSE performance.
• What they personally do to be a good HSE example to others and to promote achievement of HSE goals in their own part of the business.
• The main HSE issues of their own part of the business and what is being done to resolve them.
• The HSE objectives of their own part of the business and what is being done to meet them.
• What inspection and audit processes are applied to HSE.
HSSE Apply: Skill Level
Can provide examples of having taken a leading role in:
• Ensuring HSE-MS requirements and identified risk control measures are effectively implemented within own organisation.
• Ensuring necessary processes and procedures are in place to provide Safe Systems of Work for activity under own responsibility.
• Reviewing and evaluating work plans and procedures to address worksite HSE hazards and improve risk management using the hierarchy of controls.
• Managing organizational or operational changes; assessing and mitigating their potential effects on HSE risks and controls.
• Conducting periodic site safety inspections or audits to monitor the effectiveness of the controls in operation and instituting changes to maintain a Safe System of Work.
• Evaluating HSE performance data for staff and contractors to identify underlying trends and implement corrective action plans.
• Carrying out incident investigations in line with PDO requirements, reviewing findings and ensuring close out of actions.
• Managing and directing others during emergency response [real or exercise].

21. Ensuring Contractor Capability
EXERCISE
Work in assigned groups
Make a list of the essential things you would expect to find in a contractor’s competence assurance program for HSE critical positions
You have 10 minutes
HSE Plan Organisation if available 30