MOC ril atf

1. Procedure on Management of Change of Personnel
TABLE OF CONTENTS
TABLE OF CONTENTS
DOCUMENT ISSUE
ABBREVIATIONS
1. INTRODUCTION
2. SCOPE AND FIELD OF APPLICATION 7
3. REFERENCES
4. RESPONSIBILITIES
5. DEFINITIONS
6. PROCEDURE
7.0 MANAGEMENT SYSTEMS
7.1 RELATED PROCEDURES
7.2 MANAGEMENT RECORDS
7.3 PROCEDURE RENEWAL PROCESS
7.4 AUDIT REQUIREMENTS
7.5 OWNER OF THE PROCEDURE
7.6 IMPLEMENTATION OF PROCEDURE
8.0 ACCOUNTABILITY CHART
9.0 ANNEXURE 1 - MOC – PERSONNEL MOVEMENT TRACKING SHEET
10.0 ANNEXURE 2 -MOC – PERSONNEL CRITICAL SKILL CHECKLIST.
11.0 ANNEXURE 3 - MOC -PERSONNEL NEW EMPLOYEE ORIENTATION CHECKLIST.

2. ABBREVIATIONS
• RIL - Reliance Industries limited.
• ATF - Aviation Turbine Fuel
• HSSE - Health, Safety, Security &Environment
• PSM - Process Safety Management.
• HOD - Head of Department.
• MOC-P - Management of Change – Personnel.
• HR - Human Resource.
• SOP - Standard Operating Procedure.
• SMP - Standard Maintenance procedure.
• MRC - Minimum Required Competency.
• SM : Station Manager
• L & D : Learning & Development
• AFE-Aviation Field Executive

3. 1.0 Introduction
People keep people safe and RIL recognizes that they are the one essential ingredient that is
interwoven through all the elements of PSM. The knowledge pool, personal engagement and
effective management of the workforce are vital to implementing and maintaining world class
PSM.
Lack of minimum levels of experience and knowledge through personnel movements and
organization changes potentially invalidates prior hazard assessments. Hazard assessments are
based on knowledgeable people being present and in-charge.
Accordingly, it is essential that personnel changes at all levels be controlled to pre-established
criteriaso that minimum levels of experience and knowledge are maintained in critical process
/position.
1.1 Intent and Purpose
To establish guidelines to ensure that minimum level of specific, direct, process experience
and minimum levels of knowledge and skills are documented, approved and maintained in
critical process by site leadership in managing process safety.
2.0 Scope and field of application
Site leadership is to ensure that all new personnel, either newly hired or transferred from other
function /site receive the proper orientation, training & validation before they are deployed in
a new assignment.
This procedure is applicable to any change of personnel resulting from (a) Retirement &
attrition (b) Change of status / position (c) Transfers (d) New
hiring (e) Movement of personnel that affects or could affect the safety integrity, reliability,
quality and cost of any operating plant / area across ATF Business. The procedure defines the
activities from the conceptualization to implementation of a change of personnel.
The procedure does not include change of personnel belonging to contractors. The
management of change of contractor personnel is addressed in contractor safety management
procedure. The procedure does not cover the Management of change of personnel in the
Emergency response team. The management of change of personnel in the emergency response
team member is addressed in emergency response Disaster Management Control Document.
3. References
RIL standard for Management of Change & PSM.
4. Responsibilities
4.1 The Line organization is responsible to ensure compliance with the requirements outlined
in this procedure.

4. 4.2 Assigned resources are to ensure that orientation and training is conducted in an effective
and timely manner.
4.3 Individual (new personnel /) shall be responsible to ensure that he/she understands the
contents of the training, so that the minimum level of knowledge is established at the end of
the orientation/training.
4.4 The Line Manager of the Individual(new personnel) shall ensure that adequate competency
is maintained to operate processes safely.
5. Definitions
Operating Areas:
Areas that are directly involved with the Operations, processes including Technical,
Operational, Maintenance, Laboratory, Material handling, storage, dispatch etc.
New Personnel:
Personnel who are transferred from one position/ function/ site to another position/ function/
site or a new recruitee other than AFE for a position will be classified as "new" personnel.
The scope of responsibility and basic skill requirements of new hirers or transferred personnel
will be defined in the Job role Specification for the position.
Line Manager:
Person to whom the new personnel reports directly.
Functional leaders:
Head Operations/ HOD will be referred as Functional leaders.
6. Procedure
Figure 1 Describes the Management of Change - Personnel flow.
Figure -1 MOC – Personnel – Process Flow

5. 6.1 Preparation for change of personnel
6.1.1 All personnell changes shall be initiated by HR department in consultation with
HOD / Regional Managers of the AFS / department and information to Head HSSE.
6.1.2 Regional Managers shall identify the minimum number of positions and work experience
required in each function / process in consultation with HR.
6.1.3 Each Track Head shall identify and develop a Minimum Required Competency (MRC)
skill list in Job Description for each position / process with minimum levels of specific, direct
process experience required and minimum levels of knowledge and skill in PSM to ensure that

6. the operation can be handled safely. Generation of MRC for the new entrant will be initiated
by Regional Head / HOD.
6.1.4 Personnel change/ movement for each position within each function shall maintain a
minimum takeover period as per Personnel Movement Interface Guide.
Annexure 1. This time restrictionis to ensure the necessary experience base remains in place
or can be re-established through individual development actions over time.
In case of deviation from this restriction, HOD shall develop alternate control measures as
mentioned in 6.1.7 to maintain the minimum experience base. Each personnel movement and
justification for the exception shall be documented on the site’s The MOC-Personnel critical
skill checklist- Annexure -2.
6.1.5 MOC-Personnel forms shall be filledfor each personnel leaving and joining the function
to identify the effect of change in knowledge of process, technology and process safety and to
be reviewed by HOD.
6.1.6 The MOC-Personnel critical skill checklist- Annexure -2 shall be used for identifying
the non-routine /additional tasks handled by each personnel before leaving
the organization and HOD of the plant shall ensure that these critical non-routine roles of the
out-going personnel are adequately replaced. These tasks include possible roles in Emergency
response, fire fighting, first aid, spill control or membership to committees etc.
6.1.7 The orientation program for the new personnel shall identified using the MOC- Personnel
New Employee Orientation Checklist –Annexure-3 which shall also incorporate the
requirements identified in the relevant MOC-Personnel critical skill checklist filled by the
outgoing employee. An experienced mentor shall be allotted to the new person for
accomplishing a satisfactory orientation prior to being given a job assignment in processes
involving hazardous materials; the training programs shall minimum address:
• Principles of Process Safety Management.
• Process Technology and Process Safety Management specific to the operation that the
individual is assigned.
6.1.8 In case, the experience and knowledge required for a position or process is lost beyond
management's control, additional temporary measures shall be adapted to continue the
operations safely. These could include but not be limited to:
• Covering an open position with a higher level member.
• Making temporary shift assignments or working overtime.
• Temporarily deployment of experienced personnel from other area or site.
These measures shall be recorded in the MOC-Personnel critical skill checklist-
Annexure -2 and approved by HOD.
6.1.9 Plans to manage potential adverse effect shall be agreed to and documented in the MOC-
Personnel critical skill checklist- Annexure -2 for movement of personnel for the job / function
identified in Anexure-1:
6.1.10 The MOC- Personnel -Annexure -1, 2, 3 data shall be reviewed by site leadership in
MPR. This shall be a part of the plant PSM metric review.

7. 6.2. Training & Validation of new personnel
6.2.1 The HR at ATF shall develop an induction program for all new personnel joining the
team at RIL ATF irrespective of the functional group of the individual joining.
6.2.2 The Regional Managers / Head- Operations shall identify and issue appropriate,
additional, specific orientation/ training plan as applicable (with respect to MRC) to the
position prior to the start of work for the newly assigned employee.
6.2.3 The orientation/training plan shall consist of resources for the topic, training/validation
method and date by which training need to be completed.
6.2.4 The evaluation of training shall be done by Line Manager / Trainers of the topic. The
Regional Managers shall authorize the new personnel for taking over the charge in the new
position after verification of evaluation.
6.2.5 Evaluation method shall be a written testor online test (computer based) or oral interview
or demonstration and or combination of any above. Pre-established criteria for passing the
evaluation should be available for each method or topic of validation.
6.2.6 Retraining shall be initiated wherever the new personnel fail to meet the expectation in
identified training topics by the evaluator or Regional Managers.
6.2.7 The Line Manager/Sectional head/ Regional Managers /Head- Operations shall conduct
periodic reviews as documented with the new personnel to ensure that the necessary knowledge
& skill levels are attained and upgraded per scheduled training plan identified.
6.2.8 A record of the orientation/ training will be maintained by the Functional/ Area Training
Coordinator to ensure that the training has been completed.
6.2.9 The plant / department Head or his designate shall audit the new employee on the job
performance in the field against the minimum required competency expectation at least once
before taking over the position, as per Annexure 3. Further training maybe scheduled to
reinforce the understanding if required.
7.0 Management Systems
7.1 Related Procedures
• RIL standard for Process Safety Management.
• Training and Performance
• RIL standard for Management of Change
7.2 Management Records
Records shall be retained for lifetime of facility by the respective function.
7.3 Procedure Renewal Process

8. The procedure shall be reviewed and revised as necessary and, at a minimum, not later than 3
years from the date of the last revision.
7.4 Audit Requirements
Each Location shall audit compliance with this Procedure as part of the PSM 1st and 2ndparty
audit program
7.5 Owner of the Procedure
The contact for this document is the Head HSSE at HO.
.
9.0 Accounatbility chart:
Activities Accountability
Identification of Personnel
Change
Regional Mangers / Head- Operations
MRC development Regional Mangers or Head- Operations
In consultation with HSSE.
Training need assessment Regional Mangers or Head- Operations
Review of Personnel Movement
Interface Guide
Regional Mangers or Head- Operations
Review of Personnel Critical
Skill
Checklist (out going person)
Station Mangers/ Regional Managers
Review of Personnel New
Employee
Orientation Checklist
Regional Managers/ Head- Operations/L1
Development of Training Plan Regional Mangers or Head- Operations
In consultation with Training Managers.
Review of MOC‐ P training
status
Regional Mangers or Head- Operations
Fulfillment of Training needs Training Managers

9. Annexure -1
MOC – Personnel Movement Interface Guide
Personnel Movement Takeover Period
Position/ Personnel Change Month 1 2 3
Business Head X
Head- Operations X
Regional Manager X
Station Managers X
HSSE Managers X
Maintenance Incharge X
Station Manager X
Training coordinator X
Gantry I/C X
AFE X
Quality I/C X
Annexure – 2
MOC – Personnel Critical Skill Checklist
(To be filled for an outgoing person)
Many defined job positions and roles have critical skills specifiedwhich are outside their
assigned primary job area (Non-Routine /Additional task checklist). Head- Operations /
Regional Mangers should use the following checklist to assure that these requirements are
properly backfilled during personnel movement.
Name of personnel outgoing: _________________________ID No.: ____________
Plant / Area: ________________ MOC No.:_____________ Date:______________
Leaving Position/ Job Role: ___________________________Shift: _____________
1. Check the appropriate role and skills that this person has.
2. Check off plans to back-fill (Yes or No).
3. Explain how any skills not being back-filled will be resourced so that process safety
management is not compromised.
Check
That Back up plan
Apply Tasks Role / Skill Yes No
_______1. Emergency Response:
_______2. Fire Fighting Squad:
_______3. First Aid:
_______4. Spill Control:
_______5. Transport Emergency Response
_______6. PHA / HAZOP Team:
_______8. Rigging / Scaffold / Crane champion:
_______9. Media contact:
_______10. DCS skills:
_______11. Contractor Administrator:
_______12. Respiratory Protective Equipment:

10. _______13. MSDS Administrator:
_______14. Process Technology Coordinator:
_______15. Document Controller:
_______16. Specialized Equipment:
_______17. Electrical / Instrument Skills:
_______18. Membership to Safety Committee:
_______19. Auditor
_______20. Trainer:
_______21. Other Special Skills:
Explanation for any No:-
___________________________________________________________________
___________________________________________________________________
Reason for Personnel Change:
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
Explain how the Personnel change will affect the functional areas in terms of
expertise/competency in Technology and Process Safety:
(a) Effect on current functional area of outgoing person:
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
Action plan to manage the change in the functional area including MOC– Personnel
Movement Interface Guideline requirement of an incoming person (training requirement/plan
– attach document as required):
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
_________________________________ _____________________
Employee Name & Signature (Out going) Date
_________________________________ _____________________
Regional Managers Name & Signature Date
Reliance Industries Ltd
ATF business

11. Annexure – 3
MOC- Personnel New Employee OrientationChecklist
Name: ____________________________________ _______________
(New Employee) (ID)
Plant / Area: ________________________ Date: _____________
MOC-P No: __________________ Reference MOC-P No. if any: ______________
Position: ________________________________________ Shift: _____________
Mentor: ___________________________Expecteddate of position take over: ____
MOC– Personnel Movement Interface Guide Months ________ Actual Plan ______
As a New Employee, you are not authorized to work on Critical Process Equipment until the
identified appropriate PSM MOC-P and other items designated below are complete as a
minimum but not limited to this list.
Sr.No Task Date of Completion of task Signature of
accountable person
1 Assigningof mentor
2 Safety Orientation
3 ProcessOverview
4 Processsafety Overview
5 MRC Training
6 Site/PlantTour
7 Introduction to people
8 Familiarizationof
Quality Standards
9 Familiarizationof HSSE
standards/
Requirements
10 Familiarizationof SOP’s
and other requirements
11 Familiarizationof
EmergencyResponse
12 Other Skills
13 Any other
The employee is validated and authorized to take up the responsibility as:
________________ _________________________________ _________________
Regional Managers Name & Signature Date
Completed checklist should be returned to File (copyto Training Managers/HSSE) by
(Date):_____________
W-written test or OLT - On Line Test (computer based) or OI-oral interview or Demo
demonstration New Employee Orientation Notes:
(1) Process Overview: This item refers to the process orientation training for people

12. working in the plant. The training must include a process description, a discussion of the
hazardous materials and hazardous operations in the area, and the methods for
controlling the hazards.
(2) Minimum Required Competency (MRC): The competencies required for the employee to
operate or perform the task/ responsibility. This can be an extended program / plan but the
employee will take charge of the task / responsibility only after completing the training