EN ISO TS 17969-2015 en Petroleum petrochemical and natural gas industries - Guidelines on competency for personnel《石油 石化和天然气行业 对人员的能力的指导方针》.pdf

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1、BSI Standards PublicationPD CEN ISO/TS 17969:2015Petroleum, petrochemicaland natural gas industries Guidelines on competency forpersonnelPD CEN ISO/TS 17969:2015 PUBLISHED DOCUMENTNational forewordThis Published Document is the UK implementation of CEN ISO/TS17969:2015.The UK participation in its pr

2、eparation was entrusted to TechnicalCommittee PSE/17, Materials and equipment for petroleum,petrochemical and natural gas industries.A list of organizations represented on this committee can beobtained on request to its secretary.This publication does not purport to include all the necessaryprovisio

3、ns of a contract. Users are responsible for its correctapplication. The British Standards Institution 2015. Published by BSI StandardsLimited 2015ISBN 978 0 580 83478 3ICS 03.100.30Compliance with a British Standard cannot confer immunity fromlegal obligations.This Published Document was published u

4、nder the authority of theStandards Policy and Strategy Committee on 30 June 2015.Amendments issued since publicationDate Text affectedTECHNICAL SPECIFICATION SPCIFICATION TECHNIQUE TECHNISCHE SPEZIFIKATION CEN ISO/TS 17969 June 2015 ICS 03.100.30 English Version Petroleum, petrochemical and natural

5、gas industries - Guidelines on competency for personnel (ISO/TS 17969:2015) Industries du ptrole, de la ptrochimie et du gaz naturel - Lignes directrices sur la comptence du personnel (ISO/TS 17969:2015) Erdl-, petrochemische und Erdgasindustrie - Richtlinien bezgl. der Kompetenz von Personal (ISO/T

6、S 17969:2015)This Technical Specification (CEN/TS) was approved by CEN on 23 May 2015 for provisional application. The period of validity of this CEN/TS is limited initially to three years. After two years the members of CEN will be requested to submit their comments, particularly on the question wh

7、ether the CEN/TS can be converted into a European Standard. CEN members are required to announce the existence of this CEN/TS in the same way as for an EN and to make the CEN/TS available promptly at national level in an appropriate form. It is permissible to keep conflicting national standards in f

8、orce (in parallel to the CEN/TS) until the final decision about the possible conversion of the CEN/TS into an EN is reached. CEN members are the national standards bodies of Austria, Belgium, Bulgaria, Croatia, Cyprus, Czech Republic, Denmark, Estonia, Finland, Former Yugoslav Republic of Macedonia,

9、 France, Germany, Greece, Hungary, Iceland, Ireland, Italy, Latvia, Lithuania, Luxembourg, Malta, Netherlands, Norway, Poland, Portugal, Romania, Slovakia, Slovenia, Spain, Sweden, Switzerland, Turkey and United Kingdom. EUROPEAN COMMITTEE FOR STANDARDIZATION COMIT EUROPEN DE NORMALISATION EUROPISCH

10、ES KOMITEE FR NORMUNG CEN-CENELEC Management Centre: Avenue Marnix 17, B-1000 Brussels 2015 CEN All rights of exploitation in any form and by any means reserved worldwide for CEN national Members. Ref. No. CEN ISO/TS 17969:2015 EPD CEN ISO/TS 17969:2015CEN ISO/TS 17969:2015 (E) 3 European foreword T

11、his document (CEN ISO/TS 17969:2015) has been prepared by Technical Committee ISO/TC 67 “Materials, equipment and offshore structures for petroleum, petrochemical and natural gas industries” in collaboration with Technical Committee CEN/TC 12 “Materials, equipment and offshore structures for petrole

12、um, petrochemical and natural gas industries” the secretariat of which is held by AFNOR. Attention is drawn to the possibility that some of the elements of this document may be the subject of patent rights. CEN and/or CENELEC shall not be held responsible for identifying any or all such patent right

13、s. According to the CEN-CENELEC Internal Regulations, the national standards organizations of the following countries are bound to announce this Technical Specification: Austria, Belgium, Bulgaria, Croatia, Cyprus, Czech Republic, Denmark, Estonia, Finland, Former Yugoslav Republic of Macedonia, Fra

14、nce, Germany, Greece, Hungary, Iceland, Ireland, Italy, Latvia, Lithuania, Luxembourg, Malta, Netherlands, Norway, Poland, Portugal, Romania, Slovakia, Slovenia, Spain, Sweden, Switzerland, Turkey and the United Kingdom. Endorsement notice The text of ISO/TS 17969:2015 has been approved by CEN as CE

15、N ISO/TS 17969:2015 without any modification. PD CEN ISO/TS 17969:2015ISO/TS 17969:2015(E)Foreword iv1 Scope . 12 Terms and definitions . 13 Competency management system 23.1 General . 23.2 Benefits of a CMS . 23.3 Comparison of a CMS with an appraisal system 33.4 Creation of a CMS 33.4.1 CMS cycle

16、33.4.2 Phase 1 Establish requirements for the CMS . 53.4.3 Phase 2 Design the CMS 63.4.4 Phase 3 Implement the CMS . 73.4.5 Phase 4 Maintain and develop competence 73.4.6 Phase 5 Verify, audit and review the CMS . 94 Application of CMS requirements to well operations personnel 104.1 General 104.2 Re

17、commended risk-based approach for well operations .114.3 Competency model . 124.3.1 Well competency catalogue . 124.3.2 Proficiency levels 134.3.3 Competency profile.154.4 Team competence 154.5 Leadership skills . 154.6 Contract personnel . 154.7 Roadmap to ensure competency 155 Examples of competen

18、cy profiles 17Annex A (informative) Example competency assessment information 18Annex B (informative) Example of competency profile for drilling supervisor .23Annex C (informative) Example of competency profile for senior drilling engineer 24Annex D (informative) Example of competency profile for we

19、ll examiner .25Annex E (informative) Example of competency profile for operations geologist .26Bibliography .27 ISO 2015 All rights reserved iiiContents PagePD CEN ISO/TS 17969:2015ISO/TS 17969:2015(E)ForewordISO (the International Organization for Standardization) is a worldwide federation of natio

20、nal standards bodies (ISO member bodies). The work of preparing International Standards is normally carried out through ISO technical committees. Each member body interested in a subject for which a technical committee has been established has the right to be represented on that committee. Internati

21、onal organizations, governmental and non-governmental, in liaison with ISO, also take part in the work. ISO collaborates closely with the International Electro technical Commission (IEC) on all matters of electro technical standardization.The procedures used to develop this document and those intend

22、ed for its further maintenance are described in the ISO/IEC Directives, Part 1. In particular the different approval criteria needed for the different types of ISO documents should be noted. This document was drafted in accordance with the editorial rules of the ISO/IEC Directives, Part 2 (see www.i

23、so.org/directives).Attention is drawn to the possibility that some of the elements of this document may be the subject of patent rights. ISO shall not be held responsible for identifying any or all such patent rights. Details of any patent rights identified during the development of the document wil

24、l be in the Introduction and/or on the ISO list of patent declarations received (see www.iso.org/patents).Any trade name used in this document is information given for the convenience of users and does not constitute an endorsement.For an explanation on the meaning of ISO specific terms and expressi

25、ons related to conformity assessment, as well as information about ISOs adherence to the WTO principles in the Technical Barriers to Trade (TBT) see the following URL: Foreword - Supplementary informationThe committee responsible for this document is ISO/TC 67, Materials, equipment and offshore stru

26、ctures for petroleum, petrochemical and natural gas industries.iv ISO 2015 All rights reservedPD CEN ISO/TS 17969:2015TECHNICAL SPECIFICATION ISO/TS 17969:2015(E)Petroleum, petrochemical and natural gas industries Guidelines on competency for personnel1 ScopeThe purpose of this Technical Specificati

27、on is to help members of the oil and gas industry develop, implement, maintain and improve their own competency management systems (CMS) for well operations personnel. This Technical Specification supports competency management general principles which can be applied to any operation within the indu

28、stry.The annexes to this Technical Specification list example competence profiles for positions responsible for well integrity. Annex A includes an example worksheet which can be used in performing a competency assessment, to help record the assessment results versus expectation, as well as the resu

29、lting action plan to address any gaps identified.This Technical Specification is applicable to all operators, service companies and drilling contractors working on wells and well operations.2 Terms and definitionsFor the purposes of this document, the following terms and definitions apply.2.1compete

30、nceability to undertake responsibilities and to perform activities to a recognised standard on a regular basisNote 1 to entry: Competence is a combination of knowledge, practical and thinking skills, and a persons behaviour.EXAMPLE 1 McCoys Law: competency = knowledge skills behaviours.EXAMPLE 2 Blo

31、oms taxonomy: competency = knowledge skills (technical + ability).2.2competency cataloguehierarchical structured list of the competencies required to perform any task2.3proficiency levellevel of ability and behaviour attributes within a specific skill2.4competency profileskills and behaviour, each s

32、pecified at a level of proficiency, required to perform the role or activity in line with the associated risk2.5competence assessmentprocess of judging evidence of an individuals performance against agreed competence requirementsNote 1 to entry: The result of such an assessment, potentially in combi

33、nation with other factors such as work experience, will determine whether that individual has demonstrated competence and to which proficiency level. ISO 2015 All rights reserved 1PD CEN ISO/TS 17969:2015ISO/TS 17969:2015(E)2.6rubricset of assessment criteria used to describe and evaluate the import

34、ant components of a taskNote 1 to entry: A rubric is an effective assessment tool, because it allows different assessors to arrive at similar conclusions when comparing performance to the guidelines shown on the rubric.2.7independent assessorperson carrying out an assessment who is not the direct su

35、pervisor of the person to be assessed and who is independent of the direct work groupNote 1 to entry: This person needs to be trained and qualified in assessment and debrief techniques and needs to have competence in the technical skills being assessed.Note 2 to entry: Independence needs to be demon

36、strated to ensure that a balanced and fair assessment of a persons competency in the subject is completed.2.8safety-critical tasktask performed on a safety-critical element which, if performed incorrectly due to lack of technical skills or knowledge or due to behaviour attributes, can lead to a majo

37、r accident hazard2.9safety-critical competencytype of competence required of personnel in order to carry out an operation which, if carried out incorrectly or inadvertently, can lead to a major accident hazard2.10major accidentsignificant emission, fire or explosion resulting from uncontrolled event

38、s3 Competency management system3.1 GeneralThe purpose of a competency management system (CMS) is to control, in a logical and integrated manner, a cycle of activities within the organization that ensures competency of operations personnel, particularly in safety critical activities. The CMS will ena

39、ble personnel to be assessed and further developed, contributing to the goal of competent performance at work. A CMS should be user-friendly, workable and practical.If an organization has no CMS, the recommended first step is to garner support from the very top of the organization. The system should

40、 then be constructed, involving resources from multiple levels of the organization, to create a sense of ownership.This Technical Specification contains a number of examples of competency profiles which can be useful for an organization if it has to create profiles for their own staff.3.2 Benefits o

41、f a CMSAn effective, appropriate CMS provides the following benefits: assists with compliance with regulatory requirements; provides a continuous performance improvement tool for the work force; provides a more comprehensive picture of the requirements for a job than a job description alone;2 ISO 20

42、15 All rights reservedPD CEN ISO/TS 17969:2015ISO/TS 17969:2015(E) provides an accurate development analysis, enabling targeted and effective development opportunities; provides a measure to calculate the success of training and development interventions; provides a framework for ongoing coaching an

43、d feedback; provides the measurement of proficiency in a specific competency; may provide a measure of an individuals readiness for a role; provides an audit trail of competency assurance.3.3 Comparison of a CMS with an appraisal systemPerformance appraisals generally fall short of the rigour of a c

44、ompetency framework, and therefore are typically not sufficient in isolation to provide a true measure of competence. However, in more recent times many organizations have tried to move to a more competency-based appraisal system in order to provide a more specific measure of performance.Some key di

45、fferences between performance appraisals and competence assessment are summarized in Table 1.Table 1 Comparison of performance appraisal and competence assessmentPerformance appraisal Competency assessmentCarried out by the line manager or supervisor Carried out by a competent independent assessorSu

46、bjective measure often based on opinion Objective measure based on evidenceMeasured against high level work areas often focusing on soft skillsMeasured against defined standards of occupational competenceA measure of attitude and general performance A measure of skills, knowledge and behaviourQualit

47、y of judgements rarely verified Quality of judgements routinely verified3.4 Creation of a CMS3.4.1 CMS cycleThe main steps or phases by which a CMS can be established, implemented and maintained follow the traditional quality cycle of Plan-Do-Check-Act. These are illustrated in Figure 1 and describe

48、d in subsequent sections. ISO 2015 All rights reserved 3PD CEN ISO/TS 17969:2015ISO/TS 17969:2015(E)Figure 1 Competency management system cycleEstablishing a CMS from scratch involves starting with Phase 1. However many organizations can already have some, if not all, elements already in place and s

49、o can commence at Phase 5 with a review/audit of the CMS, incorporating this guidance as reference.For application to operational activities and personnel, the following key elements of an effective CMS have been identified within each relevant phase. Within this Technical Specification, reference is made to specific guidance in these areas:a) definition of appropriate competency profiles, skills at specified proficiency levels required for operational activities;b) assessment of personnel and their individual compet