1. SLP-3
Date Prepared: 01 Feb 2012
Appraisal Period: 01 Jan 2011 - 31 Dec 2011
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: Raihan Masroor Mirza
Dual Service Manager
Performance Appraisal
And
Development Plan
Main Objectives Results Comments
1 SQ
1.1 EOWR to be completed and
properly QC'ed within 24 hrs after
Tool ART
1.2 All failures need to be entered
in QUEST within 24 hours with
complete information and data
(Follow Failure Checklist).
1.3 4 x SQ RIRs per quarter with
RWP and followed up to closure in
30 days.
1.4 No failures/NPT/Lost in hole
related to human-error & standard
non-compliance
1.5 HARC to be used in all critical
and non-routine operations (to be
documented in QUEST)
1.6 Perform/Involve in 1 Wellsite
CAT every quarter (recorded in
QUEST)
Q1
Q2
Q3
Q4
Employee
Manager
More Focus on Reporting.
2 HSE
2.1 Observation/Intervention
recoreded in QUEST with proper
Q1
Q2
Q3
Employee
Manager
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2. RWP & closure within 60 days
(min. 2 / month)
2.2 CTA to be valid at all time
2.3 HSE Recognition from
client/SLB at wellsite (min. 1 / Q)
2.4 Participation in Client's Safety
Program (e.g. STOP Card)
(dependant on Clients'
requirement)
2.5 No HSE incident due to non-
conformance to OFS Standards 3
(PPE) and 13 (Mechanical Lifting)
2.6 100% Compliance to Location
Journey Management Plan
Q4
3 Knowledge Management
3.1 Local InTouch Lessons
Learned/Best Practice validated
(min 4/year)
3.2 Present SQ Topic in SQ
Meeting (min. 2/yr)
3.3 "Keep LDAP, CNP, CC & JP
up to date."
3.4 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
QHSE Certification upto date.
4 SMITH Synergy
4.1 SMITH Bit & Tools
recommendation &
implementation (to be documented
in QUEST) at wellsite versus
competitor's products when
technicly justifiable (6/yr)
Q1
Q2
Q3
Q4
Employee
Manager
5 Finance
5.1 Ensure proper tracking of job
revenues while active as Cell
Manager.
5.2 Zero mistakes on cost sheets
Q1
Q2
Q3
Q4
Employee
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 Q1
Q2
Q3
Q4
Employee
Manager
1
0
Q1
Q2
Q3
Q4
Employee
Manager
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3. 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
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4. Personal S D Managing the S D Working with S D
Assigned Task
(continued)
Subordinates
(continued)
1. Knowledge of Work X 12. Control of Quality 22. Training and Developing
2. Energy Level X 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 X
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 X 17. Delegating Authority and
Responsibility
Health, Safety & Environment S D
8. Initiative 18. Listening 27. Health, Safety &
Environment Leadership
Managing the
Assigned Task
S D 19. Leadership 28. Effectiveness of Prevention
9. Performance Against
Objectives
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
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5. Signature
s:
Appraiser Person Appraised Date
Manager Comments (Last updated on 19 Jan 2012 by Raihan Masroor Mirza)
Mohamed had a good year where he continued to perform to expectation in Yemen in Q1, Shortly after the
security situation deteriorated in Yemen, Mohamed spent the remainder of the year on loan out in various
locations in the MEA area with positive feedback received on his performance while on loan. Mohamed was
transferred to Oman in Q4 due to the drop in activity in Yemen. Thanks for your contributions in 2011 and best
of luck in 2012.
Hussein Oudeif OM Yemen / Raihan Mirza DSM
Reviewing Manager Comments (Last updated on 27 Jan 2012 by Hussein Oudeif)
Thank you for your valuable contributions in 2011 and best of luck in 2012..
Hussein Oudeif
Functional Manager Comments
Additional Manager Comments
Job Preferences & Personal Considerations (Last updated 06 Mar 2012)
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6. Job Preferences
Mobility
Worldwide; some restrictions
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
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7. Employee Comments
I don't agree with the previous rating regarding the (Knowledge of Work), i would be thankful if the overall
comments had included a bit details regarding that, so that i can put more effort to develop what was a Strenth
area in the previous year 2010.
Thank you Riahan/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. Knows the 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
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 -
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8. 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.
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