Petroleum, petrochemical and natural gas industries - Guidelines on competency management for well operations personnel (ISO/TS 17969:2017)

The purpose of ISO/TS 17969:2017 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. ISO/TS 17969:2017 supports competency management general principles which can be applied to any operation within the industry.
The annexes to ISO/TS 17969:2017 list example competence profiles for personnel 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 resulting action plan to address any gaps identified.
ISO/TS 17969:2017 is applicable to all operators, service companies and drilling contractors working on wells and well operations.

Erdöl-, petrochemische und Erdgasindustrie - Leitlinien bezüglich der Kompetenz von Personal (ISO/TS 17969:2017)

Industries du pétrole, de la pétrochimie et du gaz naturel - Lignes directrices sur la compétence du personnel (ISO/TS 17969:2017)

Petrokemična industrija ter industrija za predelavo nafte in zemeljskega plina - Smernice o usposabljanju osebja na vrtinah (ISO/TS 17969:2017)

General Information

Status
Published
Publication Date
10-Jan-2018
Technical Committee
Current Stage
6060 - National Implementation/Publication (Adopted Project)
Start Date
27-Dec-2017
Due Date
03-Mar-2018
Completion Date
11-Jan-2018

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SLOVENSKI STANDARD
SIST-TS CEN ISO/TS 17969:2018
01-marec-2018
1DGRPHãþD
SIST-TS CEN ISO/TS 17969:2015
3HWURNHPLþQDLQGXVWULMDWHULQGXVWULMD]DSUHGHODYRQDIWHLQ]HPHOMVNHJDSOLQD
6PHUQLFHRXVSRVDEOMDQMXRVHEMDQDYUWLQDK ,6276
Petroleum, petrochemical and natural gas industries - Guidelines on competency
management for well operations personnel (ISO/TS 17969:2017)

Erdöl-, petrochemische und Erdgasindustrie - Leitlinien bezüglich der Kompetenz von

Personal (ISO/TS 17969:2017)

Industries du pétrole, de la pétrochimie et du gaz naturel - Lignes directrices sur la

compétence du personnel (ISO/TS 17969:2017)
Ta slovenski standard je istoveten z: CEN ISO/TS 17969:2017
ICS:
03.100.30 Vodenje ljudi Management of human
resources
75.020 Pridobivanje in predelava Extraction and processing of
nafte in zemeljskega plina petroleum and natural gas
SIST-TS CEN ISO/TS 17969:2018 en,fr,de

2003-01.Slovenski inštitut za standardizacijo. Razmnoževanje celote ali delov tega standarda ni dovoljeno.

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SIST-TS CEN ISO/TS 17969:2018
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SIST-TS CEN ISO/TS 17969:2018
CEN ISO/TS 17969
TECHNICAL SPECIFICATION
SPÉCIFICATION TECHNIQUE
December 2017
TECHNISCHE SPEZIFIKATION
ICS 03.100.30 Supersedes CEN ISO/TS 17969:2015
English Version
Petroleum, petrochemical and natural gas industries -
Guidelines on competency management for well
operations personnel (ISO/TS 17969:2017)

Industries du pétrole, de la pétrochimie et du gaz Erdöl-, petrochemische und Erdgasindustrie -

naturel - Lignes directrices sur la gestion des Leitlinien bezüglich der Kompetenz von Personal

compétences du personnel d'exploitation des puits (ISO/TS 17969:2017)
(ISO/TS 17969:2017)

This Technical Specification (CEN/TS) was approved by CEN on 4 November 2017 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 whether 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 force (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, France, Germany, Greece, Hungary, Iceland, Ireland, Italy, Latvia, Lithuania,

Luxembourg, Malta, Netherlands, Norway, Poland, Portugal, Romania, Serbia, Slovakia, Slovenia, Spain, Sweden, Switzerland,

Turkey and United Kingdom.
EUROPEAN COMMITTEE FOR STANDARDIZATION
COMITÉ EUROPÉEN DE NORMALISATION
EUROPÄISCHES KOMITEE FÜR NORMUNG
CEN-CENELEC Management Centre: Rue de la Science 23, B-1040 Brussels

© 2017 CEN All rights of exploitation in any form and by any means reserved Ref. No. CEN ISO/TS 17969:2017 E

worldwide for CEN national Members.
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SIST-TS CEN ISO/TS 17969:2018
CEN ISO/TS 17969:2017 (E)
Contents Page

European foreword ....................................................................................................................................................... 3

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SIST-TS CEN ISO/TS 17969:2018
CEN ISO/TS 17969:2017 (E)
European foreword

This document (CEN ISO/TS 17969:2017) 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 petroleum, petrochemical and natural gas industries” the secretariat of which is held by CYS.

Attention is drawn to the possibility that some of the elements of this document may be the subject of

patent rights. CEN shall not be held responsible for identifying any or all such patent rights.

This document supersedes CEN ISO/TS 17969:2015.

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,

France, Germany, Greece, Hungary, Iceland, Ireland, Italy, Latvia, Lithuania, Luxembourg, Malta,

Netherlands, Norway, Poland, Portugal, Romania, Serbia, Slovakia, Slovenia, Spain, Sweden, Switzerland,

Turkey and the United Kingdom.
Endorsement notice

The text of ISO/TS 17969:2017 has been approved by CEN as CEN ISO/TS 17969:2017 without any

modification.
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SIST-TS CEN ISO/TS 17969:2018
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SIST-TS CEN ISO/TS 17969:2018
TECHNICAL ISO/TS
SPECIFICATION 17969
Second edition
2017-11
Petroleum, petrochemical and
natural gas industries — Guidelines
on competency management for well
operations personnel
Industries du pétrole, de la pétrochimie et du gaz naturel —
Lignes directrices sur la gestion des compétences du personnel
d'exploitation des puits
Reference number
ISO/TS 17969:2017(E)
ISO 2017
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SIST-TS CEN ISO/TS 17969:2018
ISO/TS 17969:2017(E)
COPYRIGHT PROTECTED DOCUMENT
© ISO 2017, Published in Switzerland

All rights reserved. Unless otherwise specified, no part of this publication may be reproduced or utilized otherwise in any form

or by any means, electronic or mechanical, including photocopying, or posting on the internet or an intranet, without prior

written permission. Permission can be requested from either ISO at the address below or ISO’s member body in the country of

the requester.
ISO copyright office
Ch. de Blandonnet 8 • CP 401
CH-1214 Vernier, Geneva, Switzerland
Tel. +41 22 749 01 11
Fax +41 22 749 09 47
copyright@iso.org
www.iso.org
ii © ISO 2017 – All rights reserved
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SIST-TS CEN ISO/TS 17969:2018
ISO/TS 17969:2017(E)
Contents Page

Foreword ........................................................................................................................................................................................................................................iv

1 Scope ................................................................................................................................................................................................................................. 1

2 Normative references ...................................................................................................................................................................................... 1

3 Terms and definitions ..................................................................................................................................................................................... 1

4 Competency management system ...................................................................................................................................................... 3

4.1 General ........................................................................................................................................................................................................... 3

4.2 Benefits of a CMS ................................................................................................................................................................................... 3

4.3 Comparison of a CMS with an appraisal system ........................................................................................................ 3

4.4 Development of a CMS ...................................................................................................................................................................... 4

4.4.1 CMS cycle ................................................................................................................................................................................ 4

4.4.2 Phase 1 — Establish requirements for the CMS ................................................................................... 5

4.4.3 Phase 2 — Design the CMS ...................................................................................................................................... 6

4.4.4 Phase 3 — Implement the CMS ........................................................................................................................... 7

4.4.5 Phase 4 — Maintain and develop competence ...................................................................................... 8

4.4.6 Phase 5 — Verify, audit and review the CMS ........................................................................................10

5 Application of CMS requirements to well operations personnel ....................................................................11

5.1 General ........................................................................................................................................................................................................11

5.2 Recommended risk-based approach for well operations ...............................................................................12

5.3 Competency model ...........................................................................................................................................................................13

5.3.1 Well competency catalogue .................................................................................................................................13

5.3.2 Proficiency levels ..........................................................................................................................................................15

5.3.3 Competency profile.....................................................................................................................................................16

5.4 Team competence ..............................................................................................................................................................................16

5.5 Leadership skills .................................................................................................................................................................................16

5.6 Contract personnel ...........................................................................................................................................................................17

5.7 Roadmap to ensure competency ..........................................................................................................................................17

6 Examples of competency profiles ....................................................................................................................................................19

Annex A (informative) Example competency assessment information ........................................................................20

Annex B (informative) Example of competency profile for drilling supervisor ...................................................24

Annex C (informative) Example of competency profile for senior drilling engineer ......................................25

Annex D (informative) Example of competency profile for well examiner ...............................................................26

Annex E (informative) Example of competency profile for operations geologist ...............................................27

Bibliography .............................................................................................................................................................................................................................28

© ISO 2017 – All rights reserved iii
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ISO/TS 17969:2017(E)
Foreword

ISO (the International Organization for Standardization) is a worldwide federation of national 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. International

organizations, governmental and non-governmental, in liaison with ISO, also take part in the work.

ISO collaborates closely with the International Electrotechnical Commission (IEC) on all matters of

electrotechnical standardization.

The procedures used to develop this document and those intended 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.iso.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 will 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 voluntary nature of standards, the meaning of ISO specific terms and

expressions related to conformity assessment, as well as information about ISO's adherence to the

World Trade Organization (WTO) principles in the Technical Barriers to Trade (TBT) see the following

URL: www.iso.org/iso/foreword.html

This document was prepared by ISO/TC 67, Materials, equipment and offshore structures for petroleum,

petrochemical and natural gas industries.

This second edition cancels and replaces the first edition (ISO/TS 17969:2015), which has been revised

to incorporate the agreed changes that were mistakenly not taken into account in the publication of the

first edition.
iv © ISO 2017 – All rights reserved
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SIST-TS CEN ISO/TS 17969:2018
TECHNICAL SPECIFICATION ISO/TS 17969:2017(E)
Petroleum, petrochemical and natural gas industries —
Guidelines on competency management for well
operations personnel
1 Scope

The purpose of this document 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 document supports competency management general principles which can be applied

to any operation within the industry.

The annexes to this document list example competence profiles for personnel 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 resulting action

plan to address any gaps identified.

This document is applicable to all operators, service companies and drilling contractors working on

wells and well operations.
2 Normative references
There are no normative references in this document.
3 Terms and definitions
For the purposes of this document, the following terms and definitions apply.

ISO and IEC maintain terminological databases for use in standardization at the following addresses:

— ISO Online browsing platform: available at https://www.iso.org/obp
— IEC Electropedia: available at http://www.electropedia.org/
3.1
competence

ability to undertake responsibilities and to perform activities to a recognised standard on a regular,

repeatable basis

Note 1 to entry: Competence is a combination of knowledge, practical and thinking skills, and a person’s

behaviour.
Note 2 to entry: Standards may be company specific.
EXAMPLE 1 McCoy’s Law: competency = knowledge × skills × behaviours.

EXAMPLE 2 Bloom’s taxonomy: competency = knowledge × skills × (technical + ability).

3.2
competence assessment

process of judging evidence of an individual’s performance against agreed competence requirements

Note 1 to entry: The result of such an assessment, potentially in combination with other factors such as work

experience, will determine whether that individual has demonstrated competence and to which proficiency level.

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3.3
competency catalogue
hierarchical structured list of the competencies required to perform any task
3.4
competency profile

skills and behaviour, each specified at a level of proficiency, required to perform the role or activity in

line with the associated risk
3.5
contractor
non-staff member
3.6
independent assessor

approved assessor that utilizes specified objective evidence of competency to assess an individual’s skills

Note 1 to entry: The independent assessor shall be an approved individual competent in assessing one’s skills

based on predetermined and specified objective evidence of competence. This includes, but is not limited to,

assessment and debrief techniques as well as competence in the skills being assessed.

Note 2 to entry: The independent assessor may not be the line manager or the direct supervisor of the individual.

Note 3 to entry: The independent assessor may or may not be from within the same company.

Note 4 to entry: Independence needs to be demonstrated to ensure that a balanced and fair assessment of a

person’s competency in the subject is completed.

Note 5 to entry: If no one at wellsite can fulfil the role of independent assessor, it is recognized that there may

be challenges to have extra personnel at wellsite. Therefore, companies needs to leverage modern technology,

simulation, remote monitoring, etc. in order to perform independent assessments.
3.7
major accident
significant emission, fire or explosion resulting from uncontrolled events
3.8
proficiency level
level of ability and behaviour attributes within a specific skill
3.9
rubric

set of assessment criteria used to describe and evaluate the important components of a task

Note 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.
3.10
safety-critical competency

type 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 hazard
3.11
safety-critical task

task 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 major accident hazard

2 © ISO 2017 – All rights reserved
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4 Competency management system
4.1 General

The purpose of a competency management system (CMS) is to control, in a logical and integrated

manner, a cycle of activities within the organization that systematically and consistently promotes the

development, assurance and maintenance of competent operations personnel, particularly in safety

critical activities. The CMS will enable personnel to be assessed and further developed, contributing

to the goal of competent performance at work. A CMS should be user-friendly, workable, auditable 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 then be constructed, involving resources from multiple levels of the

organization, to create a sense of ownership.

This document contains a number of examples of competency profiles which can be useful for an

organization if it has to create profiles for its own staff.
4.2 Benefits of a CMS
An 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;

— 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 and feedback;
— provides the measurement of proficiency in a specific competency;
— provides a measure of an individual's readiness for a role;

— helps in optimizing training resources and efforts targeting critical skills/competence requirements;

— provides an audit trail of competency assurance.
4.3 Comparison of a CMS with an appraisal system

Performance appraisals generally fall short of the rigour of a competency 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 differences between performance appraisals and competence assessment are summarized in

Table 1.
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ISO/TS 17969:2017(E)
Table 1 — Comparison of performance appraisal and competence assessment
Performance appraisal Competency assessment

Carried out by the line manager or supervisor Carried out by a competent independent assessor

Subjective measure often based on opinion Objective measure based on evidence
Measured against high level work areas often focusing
Measured against defined standards of competence
on soft skills

A measure of attitude and general performance A measure of skills, knowledge and behaviour

Quality of judgements rarely verified Quality of judgements routinely verified
4.4 Development of a CMS
4.4.1 CMS cycle

The 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 described in

subsequent clauses.
Figure 1 — Competency management system cycle

Establishing a CMS ‘from scratch’ involves starting with Phase 1. However many organizations

can already have some, if not all, elements already in place and so can commence at Phase 5 with a

review/audit of the CMS, incorporating this guidance as reference.
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For application to operational activities and personnel, the following key elements of an effective CMS

have been identified within each relevant phase. Within this document, 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 competences;
c) assessment of operational teams and their collective competence;
d) assessment of contract personnel;

e) recommendations for management of assessed shortfalls, gaps in competency, and subsequent

development;

f) recommendation for a system for the storage, management and verification of the collected

information in a CMS.
4.4.2 Phase 1 — Establish requirements for the CMS
4.4.2.1 General

Best practice for CMS dictates that the system is tailored to manage the competencies involved with the

organization’s particular work activities, in proportion to the assessed risks. Nevertheless, it is possible

to identify common considerations for a successful CMS.
These best practices are as follows.

a) Description of the CMS in a ‘stand-alone’ controlled document, which forms a part of an

organization’s management system. Through the inclusion in the management system, the intent is

that the CMS is periodically verified through standard processes.

b) A clearly identified system ‘owner’, also with responsibility for the overall management system if

possible, ensures the CMS is maintained.

c) Clear identification of individual accountabilities for implementation and maintenance of the CMS

helps ensure that the system is effective.

d) Time-bound (expiration of) competence proficiency levels ensure that an individual’s competency

is current.
4.4.2.2 Responsibilities

Identification of suitable competence is the responsibility of management. The employer should

ensure that the employee is competent for the tasks which the employer assigns. For this reason, an

organization should ensure that its CMS is integrated into the management system as well as their

operational methods throughout all levels. Personnel have the responsibility to develop, maintain and

demonstrate the required competency for the role they perform.

Employers are required to provide information, instruction and training for their employees and

contractors. This includes defining the format and content of competence profiles and standards to be

met by employees and contractors, in order to competently perform their roles. The employer should

ensure the competence of their personnel, as a part of the CMS, to ensure that the person can perform

their work.

Employers are responsible for keeping records of training, certification, work experience and assessment

of their employees. Personnel shall also take responsibility for developing and demonstrating their

competence.
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ISO/TS 17969:2017(E)

One critical area of management support is to ensure that personnel are given sufficient time to

fulfil the requirements of the CMS. This means there is no expectation for personnel to complete the

competence development and assessment tasks during their time off. Sufficient time should be allowed

for within their workload.

In accordance with the assessed risk of a task or skill, a period of validity of a specific competence

should be specified by the CMS. Thus, the organization is responsible to clearly document the criteria

for retention/re-validation, in line with the risk associated with the skill.
4.4.2.3 Key success factors

The most successful CMSs exist where competence is at the core of an organization's operating culture,

and the system is a part of the integrated management system. It is important that senior management

endorse and drive the CMS with the usage of the CMS supported and encouraged throughout all

management levels and departments.

One key to success is to clearly distinguish the population and activities covered by the CMS, for

example safety-critical tasks only.

The development of a competence policy, or the inclusion of a commitment to competence assurance

in other high level policies, can also provide a solid backbone for the system. The CMS works best if

tailored to the organization, ensuring adherence to the operating culture as well as the risk and safety

measurement for the tasks being carried out by personnel assessed under the system.

A clear line of sight from policy to the practice of competence management throughout operations is

of the utmost importance to the success of the system. Ownership of the CMS is critical, especially for

those carrying out key tasks within the CMS, such as assessment and verification. Equally important to

success is that the population covered by the CMS embraces and understands the value of the system.

The demonstration of competence should not detract from the task at hand, and should not become a

job in its own right.
4.4.2.4 Risk-based approach

A CMS should address critical competencies commensurate with operational risk, consequence and

complexity. Operators, service companies and rig contractors, including employers, self-employed

persons and installation owners/operators, should assess the risks of their operations and identify

critical tasks and risks. These risk analyses should underpin the eventual CMS, ensuring that at a

minimum safety-critical tasks, those related to asset integrity through the asset life cycle, are covered

by the system.

For organizations operating across a variety of asset types and environments, the CMS should take into

account the full scope and range of the activities when requirements are established. For organizations

operating within a more limited range of asset types and environments, it can be beneficial to define

requirements that are ‘fit-for-purpose’ for specific work programs.

Some roles included in the CMS also carry business, HSE and relationship risks, and the inclusion of

associated competencies can be considered. However, care should be taken to ensure that the CMS

does not become complex and cumbersome; trying to encompass all potential variables will result in a

system burdensome to operate, quickly becoming obsolete.
4.4.3 Phase 2 — Design the CMS

When designing the CMS, an organization should identify their particular activities, the processes

to enable these activities, according to the risk assigned by the organiza
...

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