Talent Review Processes

Talent Review Processes

Goals

There are various goals related to the process of Talent Review. They include, building teamwork among the group members and reviewing on the group that works best. The management ensures that the groups are led in an appropriate manner in case of emergencies. Each of the departments is expected to put efforts through their work; the group Trainer supervises this so that they can achieve the SHE unity award. All the group members are expected to play a significant role in the achievement of the Crown Award and Reliability Award.

Accomplishments

There are various accomplishment of the Talent Review groups. This involves the activities that they managed to indulge in during their participation. They include;

• There were four raised suggestions and only two were accepted
• The united innovation group raised fourteen numbers and two were accepted
• The LAO department achieved the Crown and Reliability Award through their hard work as a team
• There were rules that were imposed for the staff members to follow. They included, shift routine activities, sampling quality, pump change over schedules, shift checklists and the individuals were expected to be trained as per the department plans. This initiated the use of the Tracess ample of the CPP, for example, critical process parameter
• The SWP card was audited to Green master card, pink master card and the yellow master cards through a critical bypass.
• The members were encouraged to indulge in shift crows so that they would complete their training. The panel operators were trained to operate on the simulator
• The ERT responded to the request of them joining the shift crew working force.
• The quality results of the sift supervisors were updated through the training of the routine plant patrol
• The SWP was printed and activities followed the shift supervisors report was updated after various quality suggestions. The time sheet was updated to MOM (minute of meeting) and the Behavior Safety Audit (BSA) was developed.
• The members engaged in STIM-10 with the aim of powering the ambitions of the SABIC Operators and technicians. This is an ideal option in consideration of the Optimized Caustic and Water Decanter.
• The members effectively responded to the power failure that occurred on 02/05/2012
• PI&D and the SOP (standard operating procedure) were reviewed and eventually updated
• A presentation of the SIS(safety interlock system) was prepared
• The shift crow turning package was reviewed
• The members prepared the SIS package turnaround of 2012 and it was outlined as the Reactor Support Lead.
• The members worked hard to meet the goals of the department and the company’s mission and vision

 

Strengths

The members drew their strengths from the following factors.

• The process plant knowledge
• Trouble shooting programs
• Working through the process advisor in case of upsets
• Coordination of activities
• Management of their workability
• Maintenance of clear communication
• The coordination of the Department Training Program
• The work of the departments was controlled as per the instructions of the staff

Development Needs

The staff requires the following

• Technical training
• Reliability awareness training
• Required exposure to Exaquantum
• Knowledge on the type of instruments utilized in the functions
• C-10 project training
• Knowledge on Simulator programming
• Training on issues outside the departments

Career interests

• To be SHEM element member
• To be a member of LAO-2 team
• Experienced on the process of LAO plant
• Interested to work in Pre-commissioning and the Commissioning of the Start-up C10 project
• Interested to Visit SABIC T&I to learn about the LAO pilot plant
• To join in EBDAA