Competency Assurance Framework – First Year in Review Bolshoy Bhattacharya 9 th October 2018
• Marine and Engineering Consultant since London 1979 • High quality service Offshore • International and Diverse Projects Consultants • 400 professionally qualified staff members
LOC has various personnel engaged in DP activities in the sectors of: Dynamic Positioning • Shipping Diverse • Oil and Gas Skills • Renewables • Masters Marines • Chief Engineers • Electrical Engineers • Yachts • Control System Specialists • Naval Architects Multi- disciplinary
A Tale as Old as Time The dilemma of the ages: Do I have the competence ______________? a. To slay the dragon b. To rescue the princess c. To lead a revolution d. To ensure incident free DP operations
The Team Answer the question, “Why are we the ones to solve the problem we identified?” Bolshoy Abhayasinghe Bhattacharya Senananda Senior Engineer Global Technical Authority Dynamic Positioning Dynamic Positioning
DP FMEA Industry Stakeholders Who has the money: • The owner will be the paying customer however, the shipyard will select the FMEA provider • Potential number of DP vessels in the world 4000-6000 vessels Who shares the risk: • Energy companies and vessel owners • Low quality of and lack of confidence in existing DP services Who does not share the risk: • Shipyard that selected the FMEA provider and carried out the FMEA process • Classification societies for having approved the DP FMEA • DP solutions providers who create the deliverables
Loss of Position Mumbai High North MSV Samudra Suraksha collides with MHN platform on 27 th July 2005 • • 22 reported dead (11 fatalities and 11 missing). Damages upwards of 200m USD. • Accounted for 10% of India’s domestic production
DP Services • DP Consultant • DP Surveyor • DP FMEA • Vessel Assurance • DP FMEA Proving Trials • Suitability Surveys • Annual DP Trials • ASOG / WSOG development • DP Operation Manual • Gap Analysis Tools • FMEA and Criticality of control • LFI and other DST systems • Load Analysis • Design / Drawing reviews A multidisciplinary approach is a must for all of the above deliverables
The Journey of LOC The end goal is to have a living, growing competency assurance framework (CAF) in place that would imbibe itself in the culture of the company and inculcate its employees, both old and new, with a spirit of self improvement and constant learning
Project Timeline - Present How do I scratch my nose? September October November December January February March April May June July August September 2017 2018 • • • Final approved CAF is applied A tentative across Europe document solution was released for and Africa, brainstormed. • implementation tangible results. Tier based • • Documents DP Other bodies like structure called Consultant and IMCA and MTS the Competency • Constant tuning are coming out Surveyor paths Assurance of CAF with with a 3 tier with guidance on Framework adoption of system competence for guidance DP solutions documents into providers the framework. • Next step to test newly modified • • Paper outlining A prospective • Initial subjects framework and the CAF is problem was chosen to then apply identified. submitted to the undergo worldwide • board of This was not assessment only within the directors • Capabilities of • CAF evolves into company but in individuals training the DP industry highlighted and as a whole identification and feedback career received on the supplement assessment process
• September 2017: A prospective problem was identified. This was not only within the company but in the DP industry as a whole • October 2017: A tentative solution was brainstormed. Tier based structure called the Competency Assurance Framework • December 2017: Paper outlining the CAF is submitted to the board of directors. CAF evolves into training identification and career supplement Timeline – • February 2018: Final approved document released for implementation. Documents FMEA Practitioner and Surveyor paths with a 3 tier system Contd.. • March 2018: Initial subjects chosen to undergo assessment. Capabilities of individuals highlighted and feedback received on the assessment process • April – May 2018: CAF is applied across Europe and Africa, tangible results. Other bodies like IMCA and MTS are coming out with guidance on competence for DP solutions providers • June – August 2018: Constant tuning of CAF with adoption of guidance documents into the framework. Next step is to test newly modified framework and then apply it worldwide
Brainstorming My nose This is is itching.. great! The answer is a robotic nose scratcher! Ignore your itchy nose by distracting yourself!
Brainstorming My nose is itching again.. The answer is a robotic nose scratcher! Ignore your itchy nose by distracting yourself!
Brainstorming
Brainstorming
Brainstorming Ahhh, much better!
SMART Solution
Self Improvement Drive Downturn pushes Innovation Self Regulate to Improve Lack of Competence Mapping DP Personnel pathway Common Language with Industry
Introduction to the Partly an FMEA practitioner and Solution onboard DP surveyor requirement Need to be Need to be disruptive champions to the and current specialists market and in the field innovate of DP High level of competition in the market
SWOT analysis Strengths Weaknesses Opportunities Threats • • • • Provide tangible path for Transparency to the clients Novel to the DP market Can be misunderstood by • • employee progress Resource hungry without quick Transparency prevents a race clients if not marketed correctly • • Identifies employee strengths ROI to the bottom Can identify poor competence • • within the workforce which may and weaknesses Ties up important revenue Proven experience and • require drastic actions to be Transparency to the clients generating resources competence to help improve • • Pushes employee to strive to Questioning experience and brand and image taken • • better knowledge and expertise competence can become Identify employee training Can be used as a means to • Modular and thus can easily be tumultuous requirements limit employee progress • • Can create loss of work due to adapted to new fields and Motivate employees with career lack of competence in the requirements progression through knowledge expansion workforce • Ability to penetrate emerging markets due to proven methodology
SWOT Analysis - Strengths • Provide tangible path for employee progress • Identifies employee strengths and weaknesses • Transparency to the clients • Pushes employee to strive to better knowledge and expertise • Modular and thus can easily be adapted to new fields and requirements
SWOT Analysis - Weaknesses • Transparency to the clients • Resource hungry without quick ROI • Ties up important revenue generating resources • Questioning experience and competence can become tumultuous
SWOT Analysis - Opportunities • Novel to the DP market • Transparency prevents a race to the bottom • Proven experience and competence to help improve brand and image • Identify employee training requirements • Motivate employees with career progression through knowledge expansion • Ability to penetrate emerging markets due to proven methodology
SWOT Analysis - Threats • Can be misunderstood by clients if not marketed correctly • Can identify poor competence within the workforce which may require drastic actions to be taken • Can be used as a means to limit employee progress • Can create loss of work due to lack of competence in the workforce
Results Breakdown • Strengths and weaknesses could be misconstrued • Same with opportunities and threats • Proper management and understanding was key • The framework had to clarify specific objectives and purpose • Miscommunication of the objectives was not an option • There was no precedence and thus the documentation would have to be comprehensive • A change towards constant and sustainable growth of competence was a clear and defined positive
Initial Proposal Provide a Why is there a pathway for need for implementation competence of said program assessment? Similar products Required in the market investment to and improve (Time comparisons and resources)
Into the belly of the beast The preparations are done, and we are ready to venture forth into the dark and cold unknown: Implementation
Competency refers to ability, skill and attributes that Implementation are associated with job performance Competencies are defined in terms of behaviours LOC considers both Core Competence and Technical Competence Core competencies are not discussed in this document Technical competencies are the knowledge and abilities required to achieve results based on the defined competence levels of DP practitioners
Competence Mapping
Recommend
More recommend
