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PERU LNG GAINS AWARD FOR THINK GLOBAL - TRAIN LOCAL EFFORT
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On Oct. 8, 2008 PERU LNG was awarded the CWC 2008 “Local Workforce Development” award for its exceptional management of the Operation Training Program for LNG plant operations personnel. This award is an industry-wide renowned accomplishment that is granted by the CWC Group, an organization dedicated to creating a global community of gas and petroleum industry experts.
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| Early in the development of the PERU LNG project, a local Operations Training Program for national Peruvian employees was conceived to transfer knowledge to national employees for operational positions. Not only does this empower the local workforce and promote local development, it also is cost effective. The Peruvian trainees that graduate from this training program will be the first local LNG operations team in Latin America with internationally recognised certification.
“This training project will not only help provide PERU LNG with a very talented Peruvian operations workforce, but also shows our commitment to sustainable development by contributing to the future of training in Peru,” said Graham Lawton, COLP general manager.
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| The candidates for the program underwent an exhaustive selection progress. Starting with more than 2,900 applicants, a series of interviews and examinations were held to select the final group of 48 candidates from the different regions of Peru. This group is now participating in a two-year, full-time training program to meet the internationally recognized standards for National Vocational Qualifications Level 2 as set by City and Guilds, an international qualifications organization. In addition, those trainees focusing on maintenance will receive the BTEC Diploma in operations and maintenance. English as a second language and soft skills training are also incorporated into the program.
While many world-class companies do not train to internationally recognized training, or send local teams abroad, PERU LNG instead chose to leverage the high level of education in Peru, by bringing in experts. This not only benefits the group being trained but also benefits TECSUP (a local training institute) to achieve international accreditation from both City and Guilds and BTEC. Experienced and certified instructors now come to Peru as part of the program. These instructors are also training TECSUP instructors so that they can meet internationally recognized standards for trainers, assessors and verifiers.
“Despite the challenges that seemed great at the outset, the project’s commitment to THINK GLOBAL - TRAIN LOCAL has brought PERU LNG, TECSUP, City and Guilds, BTEC and expert international advisors from Roger Grice Associates LTD together to develop an exemplary internationally accredited local training program.,” said Kathy Plato, COLP Training Manager.
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SOCIETY OF PETROLEUM ENGINEERS APOGCE 2008 PERTH, AUSTRALIA
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A LEADING MODEL ON EVALUATION AND TRAINING STRATEGIES FOR NATIONAL WORKFORCES IN INTERNATIONAL ORGANISATIONS
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Article written by R, L Grice. K, Plato. & A, Zuniga
The paper described the strategy for meeting the needs of the national workforce of the new LNG Plant in Peru. Peru LNG will have a capacity of 4.4 million tons per year and be operational in Q2 2010. The majority share owner is the Hunt Oil Company. The operating company, COLP, is initially employing experienced expatriate workers with phased replacement by trained Peruvian workers over a ten year period.
a) Over 3000 applicants for training were given a series of tests benchmarked against USA and UK education standards. Following statistical analysis, face to face interviews and psychology tests, contracts were offered to 47 nationals.
b) From these 47, COLP identified three discrete groups:-
‘fast tracked’ / two years / three years technical training utilising NVQ standards to assure adequate measurement and BTEC National Diploma with additional plant specific LNG modules. Training will be delivered in Peru, benefiting local colleges by introducing international learning standards ensuring future sustainability for the project.
c) Expatriate workers responsible for training will have a comprehensive coaching and mentoring training programme with ‘in-house’ NVQ Assessors and Verifiers and a Learning Management System will be used to track the trainees’ development.
d) The Competence Development Programme will form an integral part of the Performance Management System, compensation being based on competence and performance rather than ‘time-serving’.
e) Specially developed E-Learning plant specific modules will assist all the employees who will have ‘live’ Personal Development Plans.
Applications.
This model could be utilised by new or existing LNG/ refinery
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