Copyright 2007 Halliburton

All Rights Reserved

Document Number:
RPM1108RM Rev3

This page left blank intentionally

Revision 3 August 2009

Sperry Drilling Services

Competency Development System:

Taking the Guesswork Out of Technical Progression

Revision 3 August 2009

Taking the Guesswork Out of Technical Progression

We know from talking with Sperry Drilling Services employees that you want more training and
development opportunities and a clear idea of where youre headed in the Sperry Drilling Services
organization.
Ultimately, you want this to lead to opportunities for promotions, higher compensation and a bright future
with a strong company. Sperry designed the Competency Development System to address your career
advancement and training needs and to meet Sperrys business goals.
As you may be aware, attracting, developing and retaining the best people is a top priority for Sperry in
our competitive marketplace. Having a stable, experienced and competent workforce is good for Sperry
and our customers, for Halliburton and for all our employees.

Competency Development System Overview

Sperry Drilling Services believes that defining and documenting technical competency is a key to
attracting new talent and keeping our valued employees. So were trying to make it as easy and
convenient as possible for you to take advantage of this opportunity to demonstrate your technical
capabilities.
The primary components of the Competency Development System are as follows:

The comprehensive Rig / R&M Progression Manual. This manual contains CDs that provide
information you need to develop competency. For activities that require demonstrated
competency, detailed information and instructions for completing the activity and/or procedures
are available on CD/DVDs in the Rig Progression Manual.
Competency checklists will outline the technical skills you must demonstrate in order to be
progression eligible. As you perform the skills successfully, as part of your normal job, a trained
assessor will record your performance on a checklist. The checklists are in the R&M Progression
Manual.
I Learn will be the storehouse for competency assessments and checklists, along with a backup
copy at your district location.

The only thing required of you is the willingness to take control of your career
progression.

Revision 3 August 2009

The Competency Development System IS . . .

A structured, streamlined approach to help employees advance through grade levels in Sperry Drilling
Services
A tool for you to get credit toward job advancement for work youre already doing on the well site and
in the shop
A defined process, along with tools and resources to help you demonstrate skill mastery and identify
additional skills you need to advance
A means to accelerate your development
An opportunity to proactively take control of your career growth
An effort to improve service quality and customer satisfaction by aligning development resources to
needs on the job

The Competency Development System is NOT . . .

Intended to hinder your progression.

Employees who demonstrate technical competency improve their chances for advancement.
The only factor in promotions and advancement.
This system allows you to demonstrate your competency in performing technical aspects of
your job. In addition to technical competence, eligibility for promotions depends on core
behaviors, customer relations skills, communications skills, completion of training courses
and safety, etc.

What the Competency Development System Means for You

For new employees

Obtain a clear path for career development

Maintain a clear understanding of the technical requirements for progression eligibility

Obtain opportunity to accelerate time to promotion by focusing development efforts on technical

tasks, activities and skills that require mastery
For senior technicians / senior field technical professionals

Allows you to focus development opportunities for the new employee and accelerate their time to
competence

Accurately assess competence of junior technicians / technical professionals

Document your mastery of skills and distinguish yourself as competent

For management

Accurately assess personnel and their abilities

Obtain assurance that technical professionals are trained, competent and capable of delivering
jobs done right

Create documentation to show the competency level of employees

For customers

Obtain assurance that Sperry employees have the knowledge, skills and abilities to deliver the
Done Right Job

Revision 3 August 2009

FAQs
Q

Who does the Competency Development System apply to?

Currently, the system is designed for field technical professionals and technicians. Senior
technicians / technical professionals, lead engineers and coordinators will be trained as
assessors and will be responsible for documenting the competency of shop and field technical
professionals they supervise.
We encourage you to participate. When you demonstrate competency in technical skills, you also
show initiative, the desire to advance and the willingness to take control of your career. Those are
all qualities we look for in future leaders of Sperry Drilling Services and Halliburton!

Can I be demoted if I dont participate in the Competency Development System?

This is a system to help you advance, not be demoted. In the long run, employees who
demonstrate competency will progress and advance faster than those who do not.

How do I get started?

Were making it easy for you to get started. You will receive the Rig Progression Manual and all
other materials you need. If youre a lead technician or engineer, a trained assessor will schedule
a time (and job relief, if necessary) to meet with you and help you complete the appropriate
competency checklists so you are caught up right from the start. Lead technicians and
engineers will also be trained to assess the competency of junior members.

How much time will it take to keep up with the system?

We wont know the real time commitment until you fully use the system, but its designed to save
time in the long run. This is because it will focus your time on developing critical skills that enable
you to progress faster.
For the most part, you can keep up with the system by performing your day-to-day job to the best
of your ability. The leads and coordinators will assess your on-the-job knowledge / skills,
complete your competency checklists and review your performance.

Revision 3 August 2009

A Message from Brady Murphy, Vice President, Sperry Drilling

Services
Im very proud to support the Competency Development System for field technical professionals and
technicians. This program is designed to address concerns weve heard from many of you by providing
an objective method to track your technical competence, gain eligibility for job progression, and secure
the technical training and performance support you need to advance.
In addition to helping you plan and manage your career at Sperry Drilling Services and Halliburton, the
system should improve the consistency and quality of our training, improve service quality and customer
satisfaction, and set Sperry apart from our competitors around the world.
The Competency Development System is one component of the larger METTRO initiative. METTRO
stands for Moving Employees To The Right Opportunity. By having a crystal-clear picture of all job
opportunities available in the Sperry product line, you can position yourself for future career opportunities.
Thank you for being part of the Competency Development System. Its a great program that will help you
and Sperry Drilling Services grow our leadership position in the market.

Revision 3 August 2009

Revision 3 August 2009

This page left blank intentionally

Revision 3 August 2009

R&M Technical ProfessionalR&M Progression Manual

Section 1

Career Development Plan

Section 2

Introduction to the Competency Development System and R&M

Progression Manual

Section 3

Skills-Based Competencies - Labeled for each specific competency

Revision 3 August 2009

This page left blank intentionally

10

Revision 3 August 2009

Section 1

Repair and Maintenance Technician

Career Development Plan

11

Revision 2 - October 2008

R&M Career Development Program

Career Development Plan

1 Introduction .............................................................................................................. 13
2 Time Scale For Promotion ....................................................................................... 14
3 Application To Current And Future R&M technicians............................................... 15
4 Hiring At Any Level Other Than Entry Level ............................................................ 15
Requisites: ............................................................................................................................15

5 Competency Development System - CDS ............................................................... 16

Modular R&M Career Development Plan..............................................................................16
Example Progression within a job family......................................................................... 18
Example transition from one job family to another .......................................................... 18

6 R&M Competencies Section .................................................................................... 20

12

Revision 3 August 2009

R&M Career Development Program

1 INTRODUCTION
Sperry Drilling Services, as a Product Service line of Halliburton Energy Services, is committed to
developing the careers of its staff to benefit the individual and the company.
This career development plan is to be used in conjunction with the other initiatives available to monitor
personnel development, namely PPR and Competency Development System. It provides definition of the
required courses, competencies and experience to be attained prior to promotion to a further grade within
the job family. It is only applicable to field, support and shop staff.
All current and new employees are to be provided with a copy of this program so they can "map" their
career progression with their supervisor. This will ensure that all personnel are aware of the expectations
the company will make on them and in return, when met, will be eligible for promotion benefits.
The R&M job function currently covers the skill sets of downhole mechanical technician through lead
electrical-mechanical technician. The career development program is designed around a modular
progression for skill and competency development allowing R&M staff flexibility in the order they develop
their skills.

13

Revision 3 August 2009

R&M Career Development Program

2 TIME SCALE FOR PROMOTION

Attainment of the required experience, training and competencies of the respective grade level
progression scheme, in addition to the approval of abilities by local supervisors, shall be followed by
promotion eligibility to that level. Promotion through any grade level is dependant on places being
available and local operation requirements; in all cases the decision of the R&M manager will be final.

14

Revision 3 August 2009

R&M Career Development Program

3 APPLICATION TO CURRENT AND FUTURE R&M TECHNICIANS

The following promotional requirements shall be applicable to all current staff before eligibility for
promotion to their next grade level. All promotional requirements of the technicians current and/or former
grade level shall be completed within 18 months of attaining a grade level. If R&M training center classes
are a required development activity for promotion, the classes should be scheduled appropriately to
insure the candidate obtains the training in an appropriate amount of time. Discretion shall also be given
for previous experience with regards to competency assessments and PPR discussions with supervisors.
Technicians hired from outside Sperry Drilling Services, at any level other than Trainee, shall complete all
promotional requirements applicable to the grade in which they are hired. Recommended completion
time is 12 18 months of their hire date. Training classes shall be scheduled for attendance, or shall be
given dispensation based on previous experience before promotion to the higher level.
All SP01 candidates shall comply with the entire program as outlined in the following pages.

4 HIRING AT ANY LEVEL OTHER THAN ENTRY LEVEL

REQUISITES:

College/University diploma in Engineering (or related subject) / Trade School or commensurate

with relevant experience

Pass ALL Pre Employment Requirements

Must take the prerequisite courses for the previous grades and take the required courses to be at
the hired grade within 12 months of hire date (or 18 months if number of courses exceeds 2
Training Center Class Series)

15

6 months (or locally appropriate) probation

Revision 3 August 2009

R&M Career Development Program

5 COMPETENCY DEVELOPMENT SYSTEM - CDS

All R&M staff will be assessed on the basis of the Global Competency standards. These standards will be
applied at differing levels of competency depending on the grade of the employee and location specific
requirements related to services delivered and operating environments encountered. Properly accredited
Competency Assessors will assess all R&M staff.
In addition to the technical standards expected to gain promotion eligibility listed below, all R&M staff are
also expected to have developed sufficient skills in other areas which will serve them in their careers.
These are assessed in the competency development system.
Competency Development and assessments provide an overview of the knowledge and skills attained
and outstanding. This will allow supervisors to plan development requirements and personnel needs. It
also serves as a self-analysis for the R&M staff to understand their possible deficiencies in distinct areas.
Career progression will be dependent on completing all grade competency requirements. R&M staff
should not be recommended for promotion unless they have achieved the required competencies in their
current roles.
Competency development is an ongoing process and all R&M staff are expected to gain in their
respective competencies as they progress in the company structure.

MODULAR R&M CAREER DEVELOPMENT PLAN

The R&M career development plan has been constructed using a modular structure that defines discrete
skills and knowledge areas, these modules are referred to as specializations in the remainder of the
document. This structure allows R&M technicians some flexibility in the type and order that the skills and
knowledge are obtained to fulfill the progression requirements from one grade to the next.
The aim of the R&M competency development system is to develop a multi-skilled technician who can be
used in cross functional job roles providing a high level of technical capabilities to the R&M operations.
Contained within the R&M job functions are four main service disciplines. These service disciplines
define the competency development tracks available to a technician.
The R&M competency development system offers the opportunity to progress by either developing a
broad range of R&M skills or to develop increasing specialization within one service discipline.
Four primary specializations are currently defined that provide the basis of skill and knowledge
development for the Repair and Maintenance service disciplines and the entry point into each of the
service disciplines

16

Revision 3 August 2009

R&M Career Development Program

The primary specializations are:

Directional Drilling Technician

M/WD Shop floor Technician

M/LWD Lab level 2 & 3 Technician

Geopilot Technician

To allow the development of increasing specialization within a service discipline secondary

specializations have been defined. To be eligible to develop a competence in a secondary specialization
for progress to a higher grade level the related primary specialization must be obtained first. Also the
secondary specializations only become available once a minimum job grade level has been reached.

17

Revision 3 August 2009

R&M Career Development Program

EXAMPLE PROGRESSION WITHIN A JOB FAMILY

For example an LWD technician develops the listed SP06 primary and one of the secondary
competencies (see chart on page 19) to become eligible to progress from SP06 to SP07. As an SP07
they develop the 6 primary specializations or choose 5 primary specializations and 1 secondary to be
eligible to progress to an SP08.

EXAMPLE TRANSITION FROM ONE JOB FAMILY TO ANOTHER

Another route for progression is the development of competencies to progress from one job family to
another. For example, the job role of SP05 in the DD tools family includes some of the competencies for
the LWD and GP job family. This transition allows the incumbent to broaden their skill development to
competency specializations in another job family. These additional competencies can also provide the
opportunity to be eligible to progress to other positions or shop supervisory positions.

18

Revision 3 August 2009

R&M Career Development Program

The Primary and secondary specializations within each service discipline are related as follows and the minimum grade at which they become available is shown.

19

Revision 3 August 2009

R&M Career Development Program

20

Manager / PDC & R&M Technician meet and Competencies assigned. The RPM
(including competencies & check sheets) are given to the Technician at this time

Technician develops the competencies under the guidance of the Manager / PDC &
Assessor (as a coach)

When Technician is ready, a suitable time & date are scheduled for an assessment to be
conducted. Assessor will observe the Technician performing the task while using the
essential knowledge content to allow the Technician to demonstrate his/her
knowledge/skills/behaviors & experience.

Assessor will review the assessment criteria and evidence provided and determines
whether any gaps in knowledge are evident. A plan will be constructed to fill any gaps in
knowledge which there may be.

Revision 3 August 2009

R&M Career Development Program

6 R&M COMPETENCIES SECTION

The following pages contain the current R&M competencies.

Regional Supervision

Progression

Location Supervision

Supervisor
SP10
DD
Core competency
(Specializations)

21

P
Supervisor
SP10
GP
Core competency
(Specializations)

Supervisor
SP10
M/LWD Lab
Core competency
(Specializations)

M/LWD Shopfloor
Core competency
(Specializations)

Revision 3 August 2009