HSE Practitioner Apprenticeship Program Level 3 Roll out

HSE Practitioner Apprenticeship Program Level 3 – Roll out Process

HSEP AP Preamble v. The reliance of the Employers (Operators and Contractors) on paper qualifications as an entry into HSE has led to a HSE staff pool who lack the practical application of HSE which is impacting HSE implementation and staff welfare standards. v. The current HSE Practitioners need improvement on their practical skill-set for HSE management. v. A lack of suitable National HSE competent resource has led to a heavy reliance on expatriate HSE resource and making National competent in HSE leads to an ICV opportunity. v. Oman has no established career path for HSE practitioners, Advisers, Managers and Industrial Hygienists.

HSEP AP Preamble The OPAL HSE Managers Forum identified the need for a HSE Officer Apprenticeship Program tailored to Oman’s need and has since been developing the program as below: • A holistic approach with modular courses combining classroom and On-Job-Learning. • Interactive classroom learning in training institutes and workplace learning from employers’ worksites. • Mentoring in the field practically applying the knowledge learnt in the classroom. Mentoring can be provided by the employer. • Workplace assignments help the learner develop skills, practice it to demonstrate principals learnt. • Learner (apprentice) begins to add value to the employer immediately when OJL begins. • The total time frame is currently estimated at 24 months if intake of candidates from high school diploma; or reduced to 18 months in the case of technical graduate and bachelors.

HSEP NOS L 3 National Occupational Standards Statements of competence v NOS describe the skills, knowledge and understanding needed to undertake a particular task or job to a nationally recognised level of competence. v They focus on what the person needs to be able to do, as well as what they must know and understand to work effectively. v They cover the key activities undertaken within the occupation in question under all the circumstances the job holder is likely to encounter. (Definition supported by UK Commission for Employment and Skills). v Each NOS contains an agreed set of knowledge and understanding and performance criteria that must be met before someone can be deemed competent. v They describe the minimum standard to which an individual is expected to work in a given occupation.

HSEP NOS L 3 Why NOS matter NOS are tools to help individuals, organisations and training providers to improve performance. They are useful for carrying out a wide range of activities: ü Provide managers with a tool for a wide variety of workforce design, management, succession planning and quality control ü Offer a means to manage performance, increase productivity, identify and fill skills gaps ü Act as a framework for recruitment, selection and induction ü Supply a tool for personal, career and team development ü Present a framework for training and education design, assessment and accreditation

HSEP NOS L 3 What are the benefits of NOS based qualifications Ø Learner: a variety of achievements and pathways that lead to a flexible qualification which allows for career development and progression. The use of common units across appropriate qualifications ensures learners do not have to repeat the same learning and are able to transfer unit credits. Ø Professions: develops competent health and safety support roles and a step onto and up the career framework. Ø Employers: a tool to support staff in developing their skills and knowledge. They ensure that staff are qualified for the job they are doing and can deliver effective high quality. Ø Training/education providers: a tool to identify learning and skills needs or gaps in provision. They act as a basis for units of learning within qualifications, making programmes more relevant to employers’ needs and providing clear goals for structured learning.

ONOS Development Project – HSE Practitioner Apprenticeship Level 3 - SME’s Workshop

National Occupation Standards Development Oil and Gas Industry Fabrication and Welding Level 3 Project - STAKEHOLDERS • Ministry Of Manpower (OSTC) • Ministry Of Oil & Gas • PDO • OXY • CCED • ORPIC • Petrogas EP • Daleel • OPAL • TOCO • Arabian Industries Manufacturing • Shaleem Petroleum Company • Al Hassan • Galfar • Ray Oil & Gas • SEMTA – UK 8

HSEP AP Progression phases 1. HSE Practitioner Apprenticeship ONOS – Mo. MP [available] 2. HSEP AP Qualification Framework – OPAL [available] 3. Qualifying Training Provides – TRC (Technical Review Committee), done 4. HSE AP – Scottish Qualification Authority (SQA) recognized for apprenticeship qualification - done 5. Mo. MP approval of the HSEP AP - completed

HSEP AP 1. HSE Practitioner Apprenticeship ONOS It has 12 Mandatory and 2 Optional units

HSEP AP Current Status 1. Obtained commitment from employers – 31 candidates (Contractors: Abraj-10, Al Ghalbi-2, Ensign-2, Tasnim-15, Weatherford -2) 2. PDO sponsored Training cost (@375) funding; Daleel provide additional stipend (@150) to learners other than employer contribution (@150) plus PASI. 3. First batch of Apprenticeship program started in Feb 2019 4. NTI and Ray skills are current Training providers of the first batches.

HSEP AP 2. HSEP AP Qualification Framework Guided Learning hours - Classroom training (foundation and pre-workplace training) - OJL (on-the-job-learning) Entry level Options (job seekers (graduates and high school diploma) and existing employees through screening process) Initial assessment (to determine right start and end of learning cycle) Final assessment (to determine achievement of learning and competency.

HSEP AP Process: Execution v Pre-qualified and approved Training Providers with qualified trainers and adequate facility (OPAL STAR Process) v TRC to perform technical evaluation and approve TPs v TPs to develop and submit Accredited Curriculum/Syllabus and Lesson plans v. TFE scheme for Job seekers (Sec. School / Graduates) v. TFD scheme existing employees (upskilling / re-skilling)

HSEP AP Quality Assurance on Execution v. Pre- and annual audits to verify facility, trainers and assessors (OPAL STAR Process) v. Training delivery: OJL and Management (workplace Mentor: Coastal/Interior) v. Learner assessment through Trainer / Assessor (refer to ONOS scope and range/QF) v. Contracting management through OPAL’s TFE / TFD scheme v OPAL, Funder, Employers, Employees, Mo. MP: Signing agreements and program monitoring