1. SLP-3
Date Prepared: 28 Apr 2013
Appraisal Period: 01 Jan 2012 - 31 Dec 2012
Name: Mohamed Badie Youssef
Position: DD Specialist
Location: D&M MWD & DD OM Muscat
Seniority Date (SLB): 26 Nov 2004
Date Assigned: 23 Jan 2012
Preparer: Alireza Faghani
Field Service Manager
Performance Appraisal
And
Development Plan
Main Objectives Results Comments
1 HSE Objectives:
1.1 2 x HSE RIRs per quarter with
RWP closed in 30 days.
1.2 One environmental RIR per 6
months (Two environmental RIRs
per year).
1.3 One HSE suggestion per year
through QUEST completed with
action item plan and approved by
Loss Prevention Team.
1.4 CTA to be done or revalidated
before Q2, 2012 by certified CTA
Coach.
1.5 Minimum Safety training
coefficient & MedTrack = 100% at
all time.
Q1
Q2
Q3
Q4
Employee
Manager
He didnt Meet His Objectives need to
Improve in 2013.
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2. 1.6 Job Related Safety training
coefficient >95% at all times.
1.7 Observation/Intervention
recoreded in QUEST with proper
RWP & closure within 60 days
(min. 2 / month)
2 SQ Objectives:
2.1 Turnaround time for internal
deliverables (FTL) < 24 hours from
ABRT for every job.
2.2 EOWR to be completed and
properly QC'ed within 24 hrs after
Tool ART
2.3 No failures/NPT/Lost in hole
related to human-error & standard
non-compliance
2.4 All failures need to be entered
in QUEST within 24 hours with
complete information and data
(Follow Failure Checklist).
2.5 Participation in CMS RIR / NCR
Closure with final investigation
concluded in less than 1 month.
2.6 2 x SQ RIRs per quarter with
RWP and followed up to closure in
30 days.
2.7 No decision taken without
informing FSM.
Q1
Q2
Q3
Q4
Employee
Manager
He didnt Meet His Objectives need to
Improve in 2013.
3 3. Knowledge Managements
Objectives
3.1 Two InTouch Lessons
Learned/Best Practice per year
3.2 Present SQ Topic in SQ
Meeting twice this year in the shop
in presence of the FSM/QCM
3.4 Complete D & M Service
Quality First by end Q2
4.4 All Mandatory certifications (job
related) are up-to-date all the time.
These will includes, but not limited
to: S & V, SQ Std, Anticollision,
Data Delivery Security L2,
Customer Data.
Q1
Q2
Q3
Q4
Employee
Manager
He didnt Meet His Objectives need to
Improve in 2013.
4 4. Other Individual Objectives
4.1 Maintain Training delay < 2
months.
4.2 attend QHSE 2 ( Grade 9 and
above).
Q1
Q2
Q3
Q4
Employee
Manager
He didnt Meet His Objectives need to
Improve in 2013.
5 Q1 Employee
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3. Q2
Q3
Q4
Manager
6 Q1
Q2
Q3
Q4
Employee
Manager
7 Q1
Q2
Q3
Q4
Employee
Manager
8 Q1
Q2
Q3
Q4
Employee
Manager
Other Personal Objectives Results Comments
9 5.1Keep Jp, Jc, CNP and LDAP
updated.
5.2 Become active member in LPT
Team. (not required for < grade
10 DD).
Q1
Q2
Q3
Q4
Employee
Manager
He didnt Meet His Objectives need to
Improve in 2013.
1
0
Q1
Q2
Q3
Q4
Employee
Manager
Check(s) significant strengths and development areas only. Do not check
items where “normal expectancy” or “not applicable” would apply.
S = Significant Strength
D = Development Area
Personal S D Managing the S D Working with S D
Assigned Task
(continued)
Subordinates
(continued)
1. Knowledge of Work 12. Control of Quality 22. Training and Developing
2. Energy Level 13. Understanding of Product
or Service Technology
Working with
Others
S D
3. Ability to Work under
Pressure
14. Short Range Planning
(1-3 Years)
23. Peers
4. Decision-Making 15. Long Range Planning
(3-10 Years)
24. Teamwork
5. Creativity 16. Implementation of Plans 25. Client & Others X
6. Oral and Written
Communication
Working with Subordinates S D 26. Knowledge Sharing
7. Risk Taking 17. Delegating Authority and
Responsibility
Health, Safety & Environment S D
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4. 8. Initiative 18. Listening X 27. Health, Safety &
Environment Leadership
Managing the
Assigned Task
S D 19. Leadership 28. Effectiveness of Prevention
9. Performance Against
Objectives
X 20. Appraising Employee Diversity S D
10. Definition of
Objectives
29. Women & Under-represent-
ed Nationalities & Minorities
21. Selecting
11. Control of Costs 30. Diversity Action Plan
Overall Performance in Present Position
X
Outstanding Exceeds Expectations Meeting Expectations Development Needed
Signature
s:
Appraiser Person Appraised Date
Manager Comments (Last updated on 27 Apr 2013 by Alireza Faghani)
Mohamed worked in SWL as second hand , he had good team work with team how ever Mohamed needs to
Improve his performance over the Objectives in 2013. he didnt performed good against his Objectives and
need to work harder in 2013 .
wish him good luck in 2013 and thanks for 2012.
regards,
A
Reviewing Manager Comments (Last updated on 27 Apr 2013 by Barton Escamilla)
Page 4

5. i agree with the comments and rating.
At this point in Mohamed's career we look to him to be a leader on the job site in regards to SQ as well as
HSE. with some more focus on his part, i feel that he can do this.
thanks for your hard work in 2012 and i wish you the best of luck for 2013.
Barton Escamilla
Oxy Project Mgr
Functional Manager Comments
Additional Manager Comments
Job Preferences & Personal Considerations (Last updated 06 Mar 2012)
Job Preferences
Mobility
Worldwide; some restrictions
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6. extreme climate.
health issues.
Personal, Family or Dual Career Considerations
Not relevant, or no impact on mobility
Partner's Profession:
Education Requirements for Dependents
No Education Systems Required
Other Requirements for Immediate Family Members:
Temporary Considerations
No discussion requested or no temporary considerations specified.
Plan for Development
On the job Pending
Mohamed needs to Improve his performance over the Objectives in 2013
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7. Employee Comments
I don't agree with the rating and refuse it, Because of the following:
1-FSM failure to follow company policy (SLP3 system)
What are my 2102 Objectives?!!!!
i. Did my FSM ever called me to discuss/agree about my objectives? (!! NO, never...)
ii. Did my FSM checked/ discussed with me that am able in the first place to meet what I've been assigned to?
(!! NO, never?)
iii. Did my FSM ever follow up and contacted me quarterly to discuss/investigate the reasons for not meeting
my objectives? (!! NO, never?.)
2- FSM failure to Develop/Manage andfollow up his subordinates Career progress.
?With reference to 2009* and 2010* appraisals and manger comments, I?m able to lead jobs and developing
leadership for RSS jobs.
?
In 2012 appraisal, my current FSM commented that I can?t.
- I work as a second man?!!!....this is a manger decision whom to send to which job, I've been sent most of the
time with more senior people than me (I am a leader/Senior +10 Years as DD), i have not denied a job, i have
not been told about/seen a high profile job in Oman so if the management decision not to involve me i will
keep quiet because that's a manager decision, when 2 seniors works one has to work nights, working night
need more competency and decision making(manager decision who works day/nights or normally older/senior
works day)..... SQ and HSE... i have been having a record over +80% of my certificates on quest during last
year it's not fair to get a "D".
It?s FSM failure to develop his field Engineer/Specialist, or the FSM is not able to manage his field
engineer/specialist experience.
My Personal Objective for 2013 :
---------------------------------------------------
For 2013 my objective is a Flash TRANSFER out of Oman.
++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++
*2009 Appraisal
Meeting Expectations X
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8. Manager Comment (last updated by Oluwafemi Adewumi on 03 Mar 2010)
Mohamed is technically a solid DD and has demonstrated this even with complex projects with Total and SIPC
in Yemen in 2009. He has led various jobs successfully and has worked very hard at it for D & M Yemen. For
some unexplainable reasons, he has been misaligned by the clients largely for communication issues
bordering on technical matters where rightly Mohamed has been technically justified. Baring the complaints
from SIPC in 2009, Mohamed has worked hard enough to earn a technical rating of B, but the client concerns
present a position of development which has to be consolidated on in 2010 to earn your deserved rating of B.
Good luck in 2010.
Reviewing Manager Comment (last updated by Wadhah Ali on 22 Feb 2010)
Agree with rating and comments
Best of luck in 2010
Wadhah
++++++++++++++++++++++++++++++++++++++++++++++++++++
*2010 Appraisal
Exceeds Expectations X
Manager Comment (last updated by Raihan Masroor Mirza on 22 Jan 2011)
Mohamed is technically strong DD and has peformed well with several Clients such as TOTAL, OMV and
SAFER. He is able to lead motor jobs and is working very hard to see them through. He has really worked well
with his client relationship skills as compared to last year, he is now well accepted and respected by all clients
in Yemen.
He has started working on RSS and has done couple of jobs as second man. I would like to see him on more
RSS jobs so as he can equally lead these jobs too. Focus for 2011 would be his GFS and aim to get it done by
end of the year.
On a personal note, Mohamed has to work on his personality a bit, as most of the time he is strong but
observed at some occasions he becomes weak, I understand this might be due to personal issues back home,
but in order to achieve better performance next year this quality needs to be worked on.
Thanks for the hard work and commitment shown for 2010, and wish you the best for 2011.
Raihan Mirza - DSM Yemen
Reviewing Manager Comment (last updated by Hussein Oudeif on 22 Jan 2011)
I agree with Raihan?s comments and rating.
Thank you for your valuable contributions in 2010 and best of luck in 2011..
Hussein
Personal Working with Subordinates (continued)
1. Knowledge of Work - Familiarity with individual 19. Leadership - Ability to establish direction
task or tasks performed by business unit. (create a vision of the future), and align and
2. Energy Level - Energy exhibited above or below motivate people to produce a successful
“normal” to satisfy job demands. outcome.
3. Ability to Work Under Pressure - Keeps or 20. Appraising - Understands the reasons for
loses control when pressure is high. performance. Knowsthe strengths and
4. Decision-Making - Both willingness to make weaknesses.
decisions and the quality of decisions (judgement). 21. Selecting - Matches job requirements with skills
5. Creativity - Seeks innovative ways to solve and abilities.
problems. 22. Training & Developing - Works to upgrade
6. Oral & Written Communication - Makes skills and abilities.
accurate and thorough reports. Persuasive in
speaking and on paper. Working with Others
7. Risk Taking - Ability to take reasonable risk
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9. in the pursuit of new methods and goals. 23. Peers - Respected by and can influence.
8. Initiative - Ability to think and act without being 24. Teamwork - Works effectively on teams by
directed. actively contributing to the accomplishment of
goals.
Managing the Assigned Task 25. Clients/Others - Works effectively and
successfully with clients and others -
9. Performance Against Objectives - Summary (e.g. Suppliers, government agencies, etc.)
of comments on page 2. 26. Knowledge Sharing - Shares own knowledge,
10. Definition of Objectives - Sets practical goals learns from others and applies knowledge in daily work.
for self and subordinates. Open to new ideas and continuous learning.
11. Control of Costs - Either for individual task or
organization unit. Health, Safety & Environment
12. Control of Quality - Either for individual task or
organization unit. 27. Health, Safety & Environment Leadership -
13. Understanding of Product or Service Acts as a role model and promotes prevention
Technology - Knowledge of engineering among others.
principles or field technology. 28. Effectiveness of Prevention - Achieves
14. Short-Range Planning - Markets, products, continuous improvement in accidental risk
facilities, people. reduction.
15. Long-Range Planning - Emphasis on the new -
markets, products, facilities. Employee Diversity
16. Implementation of Plans - Puts short and
long range plans to practical use. 29. Women & Under-Represented Nationalities
and Minorities - Creates an atmosphere which is
Working with Subordinates conducive to the recruitment and development of
women, under-represented nationalities, and
17. Delegating Authority and Responsibility - minorities.
Gets others to do as much as possible without 30. Diversity Action Plan - Actively supports
losing control. the establishment and accomplishment of
18. Listening - Ability to listen and process Diversity Action Plans.
information from others to make informed
decisions.
Definition of Appraisal Summary Section
Manager Comments
Plan for Development
The appraiser comments on overall performance, results The development plan identifies specific actions to
versus objectives, significant strengths and improvement develop a competency(ies) or to improve in an area
areas. of needed development.
Reviewing and/or Functional Manager Comments Employee Comments
The reviewing and/or functional manager makes The employee expresses his or her opinion
comments relative to the employee’s work, about the assessment, development plan or any
methods, etc. There should be agreement on the
rating of the employee.
other aspect of the work.
Career Considerations
Input made by Employee via Career Center; to be
reviewed as part of establishing Plan for Development.
Page 9

10. in the pursuit of new methods and goals. 23. Peers - Respected by and can influence.
8. Initiative - Ability to think and act without being 24. Teamwork - Works effectively on teams by
directed. actively contributing to the accomplishment of
goals.
Managing the Assigned Task 25. Clients/Others - Works effectively and
successfully with clients and others -
9. Performance Against Objectives - Summary (e.g. Suppliers, government agencies, etc.)
of comments on page 2. 26. Knowledge Sharing - Shares own knowledge,
10. Definition of Objectives - Sets practical goals learns from others and applies knowledge in daily work.
for self and subordinates. Open to new ideas and continuous learning.
11. Control of Costs - Either for individual task or
organization unit. Health, Safety & Environment
12. Control of Quality - Either for individual task or
organization unit. 27. Health, Safety & Environment Leadership -
13. Understanding of Product or Service Acts as a role model and promotes prevention
Technology - Knowledge of engineering among others.
principles or field technology. 28. Effectiveness of Prevention - Achieves
14. Short-Range Planning - Markets, products, continuous improvement in accidental risk
facilities, people. reduction.
15. Long-Range Planning - Emphasis on the new -
markets, products, facilities. Employee Diversity
16. Implementation of Plans - Puts short and
long range plans to practical use. 29. Women & Under-Represented Nationalities
and Minorities - Creates an atmosphere which is
Working with Subordinates conducive to the recruitment and development of
women, under-represented nationalities, and
17. Delegating Authority and Responsibility - minorities.
Gets others to do as much as possible without 30. Diversity Action Plan - Actively supports
losing control. the establishment and accomplishment of
18. Listening - Ability to listen and process Diversity Action Plans.
information from others to make informed
decisions.
Definition of Appraisal Summary Section
Manager Comments
Plan for Development
The appraiser comments on overall performance, results The development plan identifies specific actions to
versus objectives, significant strengths and improvement develop a competency(ies) or to improve in an area
areas. of needed development.
Reviewing and/or Functional Manager Comments Employee Comments
The reviewing and/or functional manager makes The employee expresses his or her opinion
comments relative to the employee’s work, about the assessment, development plan or any
methods, etc. There should be agreement on the
rating of the employee.
other aspect of the work.
Career Considerations
Input made by Employee via Career Center; to be
reviewed as part of establishing Plan for Development.
Page 9