Developing a framework of technical skills for the Utilities sector in Saudi Arabia.

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Developing a framework of technical skills for
the Utilities sector in Saudi Arabia.
S
5
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• The UK Experience and potential relevance to the
  development of the Saudi Gas Industry.

Alastair Robertson Chairman - 5S Consulting Ltd
STCEX 2002
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Context

• An abstract from my full conference paper (757)
• On Sunday - I looked at some cultural and
  technical issues on TVET design
• Today
• A look at issues relating to policy and the
  engagement of industry

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Introduction

• The UK Experience in Developing Occupational
  Standards and Vocational Qualifications for the
  Gas Sector
• The relevance of these models to the Saudi
  Arabian context and economy

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Purpose

• To illustrate how
• vision can be translated into action
• to move from guiding principles to an action plan
  for implementation
• An action plan for the Saudi Gas Industry can
  impact on the whole utilities sector and add
  value to
• Employment
• Saudiisation
• The economy

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The UK Context

• The utilities sector
• Gas
• Water
• Electricity
• Telecommunications
• All de-nationalised since 1985 to
• Improve quality and performance
• Increase efficiency through competition
• Raise levels of private investment

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Impact of Privatisation

• Higher levels of infrastructure investment
• Complex multi-national ownership
• Need for better regulation
• OFWAT - water
• OFTEL - telecoms
• OFGEM - Gas and Electricity
• Core business model - leading to
• Contracting out of services
• Reduction in workforce
• Reduction in training capacity

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The Skills Challenge

• Workforce downsizing and more sub-contracting to
  smaller companies has resulted in
• Ageing workforce
• Lack of career opportunities
• Recruitment problems
• Loss of training capacity
• Less training

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Responsibility for the Gas Sector

• Utilities Sector Skills Council
• Gas
• beachhead to Installation
• Water
• supply, clean water distribution sewage,
  installation(?)
• Electricity
• generation(?), transmission, distribution,
  installation

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Multi-Utility Footprint
On-Shore Petroleum
On-Shore LPG
On-Shore Natural Gas
Clean Water
Waste Water
Electricity
Telecoms
The Natural Water Resources Cycle
Suppliers
Shippers
Network LPGs
PGTs
Water Storage Treatment
Sewage Treatment
MULTI-UTLITY NETWORK CONSTRUCTION
Meter
Meter
Meter
Utilisation LNG
Utilisation LPG
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Parallels with Saudi Arabia

• Strategic importance of gas sector to the economy
• Privatisation and opening up of markets to
  foreign investment
• Significant skill shortages in the domestic
  labour market
• Major initiatives to develop new capacity and
  infrastructure
• Need for improvements in regulatory controls

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The Saudi Arabian Gas Industry

• 4th Largest proven gas reserves in the world
• Utilisation
• Electricity generation
• Chemical feedstock
• Desalination plants
• Industrial establishments
• Replacement for direct oil burning
• Using natural gas domestically instead of oil
  will help free up additional crude oil for
  export.

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Related Issues

• Investment
• Employment
• Saudiisation
• Skills
• Environment

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Opportunities

• Gas as a strategic sector for growth - attractive
  to investors
• Gas internally as an under-utilised resource -
  potential for major growth in domestic market and
  secondary industries
• Employment opportunities - 40,000 jobs
• Diversity of skills required - relevant skills at
  all levels to Saudiisation
• Multi-utility skills - Roll out to other sectors
  (water, electricity, telecoms)
• NSJT strategy in place - rapid development
  possible
• UK experience available - a model to build from
• Environmental benefits - pollution reduction

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Why UK experience is relevant

• Addressed the whole supply chain
• Experience of de-nationalisation
• A framework of skills standards
• An effective regulatory framework
• A multi-utility approach
• Established relationships in Saudi Arabia

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Developing the system

• Policy
• Engagement of the Industry
• Labour Market Information
• Occupational mapping
• Functional mapping
• Development of Skills Standards
• Development of Qualifications
• Development of Assessment QA Systems
• Development of Training Infrastructure
• Implementation Incentives

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Policy issues

• Aims, Objectives Outcomes
• Priorities and Targets
• Timetable for Action - What action, by whom and
  by when?
• Balance of responsibility between the Government,
  the Employer the Individual for development,
  funding delivery
• Regulation - access, resources, reporting,
  control of standards, etc.

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Engagement of Industry

• Carrot Stick approach needed
• Leadership - GOTEVOT / Industry Sector Body /
  Chambers of Commerce?
• Engaging small businesses?
• Scope of industry responsibility for
• Funding sector bodies?
• Funding development (Standards Qualifications)?
• Funding vocational education training
  provision?
• Relationships between GOTEVOT, Industry
  Education Training providers?

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Labour Market Information

• Need for high quality Labour Market Information.
• Essential for
• Planning skills development strategies
• Determining priorities
• Allocating resources
• Developing Classification systems - SICs / SOCs
  to fit Saudi economy and labour market

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Occupational Mapping of the Saudi Arabian Gas
sector
Shipping
Exploration
Policy Direction Planning
Extraction
Design, Procurement Contracting
Gas Storage
Network Construction Maintenance
Project Management
Metering
Network Operation
LPG Distribution
Telecommunications
Component Appliance Manufacturing
Domestic Users
Business Management
Plant Installation Maintenance
Call Centres
Marketing
Industrial Users
Billing
Financial Management
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Functional Analysis

• Analysing all work functions required to deliver
  the Saudi Arabian Gas service
• Looking at multi-utility skills

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Developing Occupational Standards
Occupational Standard
Learning Specification
Assessment Specification
Performance Requirements
Occupational Context
Knowledge n
Skills n
Evidence Requirements
Rules of Evidence
Knowledge that is required
Evidence the student must produce to prove their
ability
What the student must be able to do
In what situations competence is relevant
Skills / techniques that must be learned
Methods and rules that must be used for assessment
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Designing Qualifications
Functional Map
Occupational Map of Saudi Gas Industry
Prioritise Occupation for Qualification
Development
Core
Options
Define Work Functions in Occupation
Design / Adapt Standards to fit Work Context
Define Qualification Structure
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Levels of Qualification

• Level 1
• competence which involves the application of
  knowledge in the performance of a range of varied
  work activities, most of which may be routine or
  predictable
• Level 2
• competence which involves the application of
  knowledge in a significant range of varied work
  activities, performed in a variety of contexts.
  Some of the activities are complex or non routine
  and there is some individual responsibility and
  autonomy. Collaboration with others, perhaps
  through membership of a work group or team, may
  often be a requirement
• Level 3
• competence which involves the application of
  knowledge in a broad range of varied work
  activities performed in a wide variety of
  contexts, most of which are complex and
  non-routine. There is considerable
  responsibility and autonomy and control or
  guidance of others is often required.
• Level 4
• competence which involves the application of
  knowledge in a broad range of complex technical
  or professional work activities performed in a
  wide variety of contexts and with a substantial
  degree of personal responsibility and autonomy.
  Responsibility for the work of others and the
  allocation of resources is often present.
• Level 5
• competence which involves the application of a
  significant range of fundamental principles
  across a wide and often unpredictable variety of
  contexts. Very substantial personal autonomy and
  often significant responsibility for the work of
  others and for the allocation of substantial
  resources feature strongly, as do personal
  accountabilities for analysis and diagnosis,
  design, planning, execution and evaluation.

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Quality Assurance
Government
National Qualifications Authority
Accounts for Performance
Sets Policy Targets
Curriculum Bodies (Academic)
Accredits Qualifications
Licences Quality Assures
Design Qualifications
Approves Standards
Examination Boards
Define Standards Propose Qualifications
Agree National Economic Priorities Allocation
of Funding Responsibilities
Inspectorate
Licences Quality Assures
Standards Setting Bodies (VET)
Report Achievements

Assessment Centres
Chief Examiner
Labour Market Research Workforce Development
Training Implementation
Defines Labour Market Requirements
Assessors
Manage Assessment
Sector Skills Councils
Industry
Certificate Achievement
Trainees
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Development of the Training Infrastructure

• Key Issues
• Course provision - Institution based /
  Employment based / Open learning?
• Course availability - Employment driven or
  Learner driven?
• Status - Education vs Training?
• Engaging Parents - effective realistic careers
  information
• Qualifications - alternative or complementary?
• Qualifications - domestic or imported awards?

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Implementation Incentives

• Key issues
• Effective packaging of learning programmes
• e.g. Modern apprenticeships(UK)
• Rewarding participation by employers
• e.g. Investors in People (UK)
• Rewarding participation by learners
• e.g. quality certification schemes
• Regulation
• e.g. Licence to practice
• e.g. Conditions on contracts
• Training delivery
• e.g. Training of trainers
• e.g. Qualified assessors

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Conclusions

• The Saudi Gas Industry presents a major
  opportunity as a Trailblazer to put a large
  scale NSJT programme in place
• UK experience is relevant
• Many UK companies in the utilities sector are
  interested in providing advice and support to the
  Kingdom of Saudi Arabia