Issue No.2
Transcription
Issue No.2
Rabigh Arabian Water & Electricity Company Issue No. 2 October 2008 A great place to work. A great place to perform. EMD’s Welcoming Message A great place to learn. Welcome all RAWEC employees to the second edition of our newsletter covering the third quarter of 2008. I am happy to have seen you all again on 21 September during our Gathering Dinner at Byblos Restaurant in Jeddah. The dinner presentation highlighted another milestone in RAWEC employees‟ compensation and benefits with the announcement that the C u rren c y D e va l u at i o n / Inflation Allowance and the Ramadan Bonus will become a permanent benefit accorded to all RAWEC employees. Power Plant Also, the new Performance Management System is now in place. Henceforth, performance bonuses and merit increases will be based solely on the achievement of individual performance objectives. As of end September 2008, each and every RAWEC employee, from the Administration Building Inside this issue: Open Forum 2 Safety - A Team Effort 2 Performance Management 3 Agreeing Objectives 3 2008 Performance Appraisal 3 Updated HR Policies 4 New Employees 4 3d Quarter Promotions 4 International SOS 5 English Language Course 6 Employees‟ Corner 7 Plant Manager to the Line Managers, supervisors and support staff, has established Specific, Measurable, Achievable, Realistic, Timed, Mutually Agreed and Challenging (“SMARTMaC”) individual performance objec- tives. The SMARTMaC objectives provide a framework for a new and more encompassing approach to performance appraisal which will be rolled out to all staff through a series of workshops to begin after the Eid holidays. It is my wish that every RAWEC employee gets the highest possible objectives achievement rating, thus qualifying him/ her to a higher performance bonus and merit increase. The objective of the top management is to create a “lean and mean” team by working on retaining high achievers. We will continuously review and update RAWEC‟s compensation structure to be in line with those of the best in the market. Keep up the good work guys, Eid Mubarak and Happy New Year to all. RAWEC Website - www.rawec.com RAWEC‟S website is already here. Please access www.rawec.com/ab2 and provide us with your feedback before the site‟s official launch in the next two weeks. The website is composed of : Homepage - Welcome to RAWEC About Us - Mission & Vision; Project Overview; Project Agreements; Key Personnel; and Plant Description. News & Events - all the latest news and events within the organization. Contact Us - Head Office and PetroRabigh Site addresses and contact details. Emplo yment at RAWEC - A World of Opportunities. Key Features - Flue Gas Desulphurisation (“FGD”) System; Reverse Osmosis (“RO”); and Photo Gallery. Page 2 Open Forum Arrival at the Byblos Restaurant Following the Iftar meal, the flow of discussion went smoothly and everybody was invited to freely ask questions, give constructive comments, feedback, suggestions, and share best practices. Concerns with regard to the housing facilities in Rabigh were raised as a result of which the EMD asked the Administration Department to come up with an action plan to deal with all outstanding items as soon as possible. With regard to employee transportation and mobility within and around the plant, the EMD directed the Plant Manager and the HSE Supervisor to recommend a type of vehicle that can be used for internal site transportation. Again, safety was highlighted during the presentation. Employees were once again reminded of the need to strictly adhere to the HSE training schedule. The EMD also stressed the importance of open and transparent communications between management and employees and reminded everyone that anonymous emails will not be accepted/tolerated as they are unprofessional and encourage hearsay. Last but not least, when asked, the employees voted overwhelmingly for Jeddah as the venue for the next gathering dinners. Everybody enjoyed the night, the gathering, the discussions, the food, and the place...All‟s well that ends well. Waiting for the Iftar time. Iftar. Better to be safe... Safety - A Team Effort Safety is not just about keeping yourself safe. As part of a team, safety is also your responsibility towards every member of the team. than sorry. If any member of the team is unsafe, then the entire team is unsafe. Take care of each other, and keep each other safe. Remember, we work to keep everyone safe so that at the end of every shift, at the end of every day: Everyone goes home! The HSE Department has a lot of activities in store for Q4 as follows: October to November - First Aid training from Basic to Advance. December - Basic Fire Fighting; Fall Protection/Back Safety; and Scaffolding and Confined Space. These activities are physical in nature and the participants are expected to roll up their sleeves to do the actual on-the-job training. Page 3 RAWEC’s Performance Management Performance Management Systems aim to create a culture of high performance; improving managerial performance; improve employee engagement; upgrade the talent pool; and match actual behavior with culture. Performance Management is an on-going management process. There will be a balance between performance and development. The system will differentiate between excellent, good and poor performers. At RAWEC, the performance bonuses and merit increases to be awarded to eligible employees at year end will be linked to performance, in other words to the achievement of the individual performance objectives. The Company‟s vision and values will be at the heart of Performance Management. In other words, the objectives set and agreed between the employee and the Line Manager are always in line with the achievement of the Company‟s goals. Agreeing SMARTMaC Objectives It was during the month of September that individual performance objectives have been agreed and set between the employee and his respective Line Manager. The objectives setting activity was done in two sessions: The first session was conducted by Professionals, a third party management consultant, and included the Supervisors and Line Managers. The second session was conducted by Human Resources and included the operators and support staff in the presence of the respective Line Managers and Supervisors. It was important at the beginning of the activity that each participant fully understands the principle of setting individual SMARTMaC objectives and how their inputs and commitment to the activity are valued. Overall the objectives setting Objectives Setting - Desalination Objectives Setting - Maintenance sessions went smoothly, and were actively participated and much appreciated by everybody. There is now a clear understanding across all levels on how the employee‟s performance will be measured and that is through the achievement of the agreed objectives. Objectives Setting - Technical Services 2008 Performance Appraisal This year the performance appraisal activity will be carried out in November. Prior to this activity, Human Resources will conduct a series of briefings and orientation sessions for the Line Managers on how to appraise based on RAWEC‟s new Performance Management System, and the staff on how to be appraised. The new perform- ance appraisal rating system will be based on individual performance level which is linked to the achievement of individual performance objectives. Performance level is an evaluation of the extent to which an employee has achieved his agreed objectives. There are excellent performers who achieve every objective and some exceeded; very good employees who achieve objectives and maybe one or two near misses; good workers who are achieving and require minor improvements. However, there are those who need major improvements over the next period and those who give unsatisfactory performance. Objectives Setting - Supply Chain Page 4 New Employees Reviewed and Updated HR Policies The Director of Human Resources and Administration, Mr. Mohammad Murci, spearheaded the reviewing and updating of RAWEC HR Policies & Procedures during the month of September. Thirteen HR Policies & Procedures have been reviewed, updated, and finalized. Mr. Murci specifically prioritized finalization of these thirteen procedures as he sees them of great relevance and application to employees at all lev- els. The thirteen procedures will be posted on the HR Self Service for all employees to access. These are: 1) Work Schedule; 2) Allowances; 3) Overtime; 4) Annual Leave & Unpaid Leave; 5) Sick Leave; 6) Examination Leave; 7) Compassionate Leave; 8) Retirement; 9) Resignation; 10) Termination; 11) Grievance; 12) Disciplinary Action; and 13) Post External Training. Employees will now have clearer understanding of the abovementioned policies & procedures. HR will continue to review and update all the other RAWEC HR Policies & Procedures. Julio Gomez - Operations Director Petronilo Madrid - Performance Engineer Welcome Aboard, New RAWEC Employees! We would like to welcome the ten people who officially joined Rabigh Arabian Water & Electricity Company during the third quarter of 2008. They are now legitimate employees of RAWEC and bonafide members of the RAWEC Team. Remember in RAWEC, it has to be “one team, one focus”, and so welcome to the team 1) Mr. Osorio - Chemist; 4) Rizalino Julio Gomez - Operations Di- Tiu - Accountant; 5) Jalal Akandai - Safety Officer; 6) Abdullah Abo Daood - Maintenance; 7) Hassan Mahdi Natto - Maintenance; 8) Bander Al Hasawi - Maintenance; 9) Rayan Al Rayani - Maintenance; and 10) Moideen Kutty Alavi - Power Operation. Once again, welcome new colrector; 2) Petronilo Madrid - leagues and have a fruitful Performance Engineer; 3) Boy career with RAWEC. Boy Osorio - Chemist Rizalino Tiu - Accountant 3d Quarter Promotions This is to congratulate the following RAWEC employees for their promotion during the third quarter 2008: 1) 2) 3) We wish you the best in your new assignment and we want to see this as the start of your career progression within Jonathan Pia - from Power RAWEC. Control Operator to Power Keep up the good work guys, Shift Leader effective 1 and all the best! August 2008. Hisham Al Harbi - from Electrical Craftsman to Electrical Technician effective 1 July 2008. Ahmed Faqeeha - from Desalination Auxiliary Operator to Control Room Operator as of 1 July 2008. Jonathan Pia Jalal Alkandai - Safety Officer photo Ahmed Faqeeha photo Hisham Al Harbi Abdullah Abo Daood - Maintenance Page 5 RAWEC’s Subscription to International SOS The Company has subscribed to International SOS in order to provide employees with travel, medical assistance and security services. As per Rayan Habis, HR Manpower & Compensation Assistant Manager, this subscription to International SOS is specifically intended for “emergency” situations during which employees can be provided with medical evacuation or repatriation services if need be. Interna- Rayan Habis, RAWEC‟s Manpower & Compensation Assistant Manager, is usually the most sought after personality in the company on or around the 25th day of each month. Why? Because the 25th is RAWEC‟s pay day and Rayan is the Payroll Master, responsible for making the pay happens on a pay day. personnel matters, from payroll to insurance, manpower portation, medical care during transportation, communications and all required services in moving and transporting a Member to the nearest hospital where appropriate medical care is available, which may be a location other than the Member‟s Home Country or Country of Assignment. tional SOS may arrange for the air and/or surface trans- Rayan Habis -tasked and multi-skilled individual, Rayan‟s main responsibility according to him is to release the salary on time, or on some occasions, ahead of time. So far his batting average has been 100%. Applause for Rayan! As we are nearing year end, Rayan will be busy once more in the consolidation of performance appraisal results and in the correspondRayan joined ing computation of the RAWEC on 1 July most-awaited performHR Manpower & Compensation Asst. Manager 2006. He has since been ance bonuses and merit ininstrumental in the smooth planning and recruitment, and creases. Good luck to Rayan and efficient functioning of compensation. Indeed a multi and to all of us! … continued ‘New Employees’ Hassan Mahdi Natto - Maintenance Bander Al Hasawi - Maintenance Page 6 English Language Course for Apprentices As per the nomination list, there English. are 16 O&M apprentices and 2 Administration staff, or a total of 18 participants, endorsed by their respective Line Managers to take the 2month English Language Course which will be conducted by a highly competent English Language Instructor, Mr. Mahmoud Sheetawi, from Professionals, a third party management consultant. The classes will start on October 11 at the Rabigh Site, Administration Building. The course timescale will be 5 days a week - Saturday to Wednesday; and 6 hours a day - 9am to 4pm. It is important that the concerned Line Managers had given their „green light‟ for the participants to attend the classes full time, except probably for the 2 Administration staff who cannot be both in one class at the same time, in which an extra arrangement in schedule may Let’s speak “ Learning how to learn is life’s most important skill.” be needed. This English Language Course is a vital part of the participants‟ Apprenticeship Program and will aid them in their daily conversation and interaction with coworkers of diverse nationalities. After the 2 months intensive English training, the trainees will be sent back to their respective departments to put into practice their acquired English, while doing Power Department: 9 new joining apprentices plus Mohammed Aljahdali on-the-job training for 2 months. From there, the Line Managers will determine if there is a need for further English training. This time the HR Training & Development is in close coordination with the English language instructor about the progress monitoring of the participants. An effective testing … continued ‘New Employees’ Rayan Al Rayani - Maintenance and recording system has been agreed as well as the post-course individual evaluation. After the course and while on-the-job training, the respective Shift Leader or immediate Supervisor will be given a guideline by the instructor for a follow-through mentoring and tutoring activity, such that the former can practice and enhance the newly acquired English of the apprentices. This new approach to learning English by the apprentices will ensure positive results. The participants to the course are as follows: Moideen Alavi - Power Operation Desalination: Fahad Yeslam, Bader Aljahdali and Abdullah Alsubhi Maintenance: Bander Al Hasawi, Rayan Al Rayani, and Abdullah Abu Dawood. Administration: Amjad Sedeq and Ali Al Badri. Page 7 Employees’ Corner Start-up of #1 Steam Turbine Generator at CCR1 By: Saad Juhani Local Operator - Power Operation It was 21 August 2008, the day for the first start-up of #1 Steam Turbine Generator at CCR1. It was a Thursday and usually on this day, no other people would be with us except our Manager Mr. Alfredo Torrente and our consultant Mr. Kevin Sapp. Previously, I had been a Turbine Local Auxiliary Operator and my friend Yasser Deo Selosa is the Control Room Operator. But since our Shift Leader was on vacation, I was temporarily assigned as a Control Room Operator and Yasser as a temporary Shift Leader. I really looked forward to experience a start-up of either the boiler or turbine during my stint as a temporary Control Room Operator, and at last that day had arrived. I came to know about the startup of Unit #1 Steam Turbine Generator at CCR1 a day before the activity which made me nervous and excited at the same time. We reviewed the process with the help of the procedure done by Yasser, and began simulating step by step the start-up of steam turbine on automatic mode in the OPS (operator station). I continued to review the procedure even while at home, attempting to sleep. The day came and we Saad Juhani proceeded to CCR1 with Mr. Masumura and Jeffrey Onofre of MHI, I&C Leader Peter Suiza, and Mr. Kevin Sapp. Yasser had lined up all the steam turbine auxiliaries prior to the activity, and already had a permissive start-up of steam turbine on ATS (automatic start-up). I had with me the printout of the steam turbine procedure and Mr. Kevin was with me all the time, supporting me and Mission Statement Rabigh Arabian Water & Electricity Company seeks to optimize the safe, reliable and environmentally responsible generation of guiding me step by step. He explained to me the importance of each parameter to monitor prior to the activity, especially the trending. We finished the start-up of the steam turbine and ramped up to 120 MW at around 7:00 in the evening. The only problem we encountered was the condenser vacuum leak at the manhole on top of the condenser which gasket replacement upon inspection was forgotten. However, the entire activity went smoothly and all was well. I am very proud to be the first one to start up the steam turbine at the CCR1. I feel that I have made history even though my position as control room operator is temporary. Thanks to all the people who supported me, my friends, my manager and of course Mr. Kevin Sapp. Really RAWEC is a great place to learn and a great place to perform. power and water. This will be accomplished by encouraging employee initiative, creativity and open and transparent exchange of information throughout the company. We will strive to create a safe and efficient work environment and promote teamwork and pride of ownership among our employees, who are our most valuable resource. Our goals are to exceed our shareholders’ expectations and to continually endeavor to become a world class company and a benchmark in the independent power business. Vision A leading utility company providing safe and reliable operations through a commitment to excellence. Steam Turbine Generator Rabigh Arabian Water & Electricity Company 11th Floor, Al-Souhaili Plaza Al-Andalus Street, P.O. Box 11133, Jeddah 21453 Kingdom of Saudi Arabia Phone: +966 (0) 2 657 7506 Fax: +966 (0) 2 657 7528 One Team, One Focus Issue No.2 October 2008