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Field Engineer Development Program

Field Engineer Development Program. LEAD Program Expanding. Structured employee development program Initial focus on developing field engineers with engineering / technical degrees Secondary focus will be on remaining field personnel Other disciplines in the future Includes

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Field Engineer Development Program

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  1. Field Engineer Development Program

  2. LEAD Program Expanding • Structured employee development program • Initial focus on developing field engineers with engineering / technical degrees • Secondary focus will be on remaining field personnel • Other disciplines in the future • Includes • Competency based progression in all product lines • Expanded EDP curriculum • Applies to • Field Engineers – June 1, 2009 • Field Specialists – December 31, 2009

  3. LEAD Progression – Field Engineer Specialist “slope” is in development

  4. The New Field Engineering Job Family • The Field Engineering Job family will have 4 distinct levels: • Field Engineer I. Entry level into the LEAD program, learns the basics of the product line, attends all applicable technical training. • Field Engineer II. Second year of LEAD program, is able to provide resolution to an assortment of typical technical challenges within the product line, attends all applicable technical training. • Field Engineer III. Third and final year of the LEAD program, is able to provide resolution to an assortment of challenges of moderately complex scope within the product line, attends all applicable technical training. Acts as a mentor to the lower level Engineers. • Field Engineer IV. Fully fledged and qualified, career-oriented Engineer. Has a sound knowledge of the product line’s application of tools and/or services. Is able to provide resolution to a diverse scope and range of complex challenges within the Product Line

  5. Compensation Guidelines for the Field Engineer Job Family • Field Engineers in the Grade 1 through 18 salary structure will receive a base salary and be eligible for Baker Hughes annual variable pay programs. • Field Engineers in the Field Grade 61 through 72 salary structure will receive a base salary and field pay. • All Field Engineers regardless of what salary structure they reside in will not be eligible for merit, instead they will be on a salary step progression program. In this type of compensation program the employee is entitled to step salary increases after successful completion of all the LEAD requirements.

  6. Employee • Co-Owner Of Career Development

  7. Mentor • Guides Employee

  8. Supervisor • Co-Owner of Career Development • Schedule Activities • Evaluation/Competency Assessment

  9. Field Career DevelopmentManager • Monitor Learning Progression • Mentor Management • Plans Reviews • Schedules Core Classes

  10. Executive Leadership • Actively Support & Promote Program

  11. Employee DevelopmentManager • Product Line Competency Structure • Technical Training

  12. Competency-based system • Employees prove competency by consistently demonstrating specific skills at a defined proficiency level • Level 1 – Awareness • Level 2 – Working under supervision • Level 3 – Stand alone / competent • Level 4 – Expert / Mastery • Competency - Identifiable, definable, and measurable knowledge, skills, abilities and/or other deployment-related characteristics (e.g. attitude, behaviour, physical ability) which a human resource may possess and which is necessary for, or material to, the performance of an activity within a specific business context

  13. New EDP Curriculum • EDP 1 - Functional & Technical skills • Nine-day course • New-hires – during first year • EDP 2 – Technical & Communication skills • Six-day course • During second year • EDP 3 Front Line Managers (Supervisory Cornerstone) • Five-day course • During third year • EDP 4 - Graduation • Presentation to Region management

  14. People as a Competitive Advantage • Recruit • Attract Best-In-Class college graduates • Changing global market • Demographic changes in workforce • Develop • Faster time to market • Known quality • Enhanced focus on leadership development • Sustainable talent pipeline • Retain • Engage and challenge employees • Broader opportunities • Lead the industry

  15. Improved process will benefit: • Management • Accelerates employee development • “Push vs. Pull” system • Strengthens succession planning • Improves service quality • Improves profitability • Employee • Defines career progression and path • Increases ownership in career development • Identifies skill gaps and training needed • Prepares employee for future roles • Accelerates development

  16. Success Measurement • Number of candidates on schedule • Employee Retention • Competency skill levels • Succession plan candidates • Others?

  17. (What’s the timeline?) Implementation Timeline • Program roll-out - June 2009 • Competency mapping complete - October 1, 2009 • Mentor program defined – October 1, 2009 • Field Specialist progression maps – December 15, 2009

  18. What We Need From You • Leadership commitment • Initial roll-out • Culture change • Sustainability • Management accountability • People Resources • Mentors • Assessors • Review boards • Feedback

  19. What tools do we have? • Career progression guides • Product line competency programs • EDP curriculum • Web page in development (need link) • LearnLink: competency management tool • Competencies • Records • Reports

  20. Field Engineer Development Program

  21. FAQs • When will this program begin? • Answer • What is the definition of a “Field Engineer”? • For LEAD, “field engineers” are defined as those who ... • have a Bachelor’s degree in engineering or applied science • work currently as a field engineer (BA, INT, HCC, BHDF) or • are engineers who work in a field/operations support role (BOT, CL, BPC) • are just beginning their career with Baker Hughes

  22. FAQs • Why were field engineers selected first? • There was a higher attrition rate in this employee segment in the organization, especially those with engineering degrees and 1 to 3 years of experience • One of the main reasons expressed in exit interviews for leaving BHI was the lack of a visible career path • Is there a plan for other field employees? • Yes. Field Technicians / Specialists will be addressed this year with a similar program launched in 2010

  23. FAQs • Will compensation be impacted? • Answer • Will employees be “grandfathered” into this program? • Answer

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