PURPOSE
The purpose of this practice is to provide the framework and necessary tools for employees and their managers to partner on employee development within the Commissioning job family. Early in a career, the focus is usually on attaining the required experience, training, skills, behaviors, and competencies to achieve promotion to the next level of responsibility. Later in a career, the focus often shifts to attaining and honing skills, competencies, behaviors, and work experience to improve opportunities for a variety of interesting and challenging assignments. Ultimately, this practice will provide each employee with a clear understanding of his/her potential career path within the organization, as well as the growth and development necessary to be eligible for progressing to other positions.
SCOPE
This practice is organized to provide instructions to managers and employees to help them initiate and maintain ongoing career planning and assessment within a function. The following attachments are included in the scope:
- Commissioning Career Path Progression Diagram (Attachment 01) shows career paths for the three job-family tracks available to Commissioning employees. The career path progression should be used to identify the employee’s current position and to target desired future positions.
- Commissioning Job Descriptions and Requirements (Attachment 02) specifies the responsibilities and requirements for each position and grade level. This information will enable employees to set goals for career progression.
- Commissioning Performance Competencies Matrix (Attachment 03) shows the knowledge, skills, and abilities required by Commissioning employees at each labor grade.
- Commissioning Skills Matrix (Attachment 04) lists specific, technical knowledge and expertise needed at each grade level within the Commissioning organization. The level of required proficiency, which varies by grade level, is identified in the matrix.
GLOBAL FUNCTIONAL TRACK – COMMISSIONING
- Commissioning Training Matrix (Attachment 05) contains a listing of courses that employees at each labor grade should consider to develop the required level of proficiency in each skill.
Commissioning Role Specific Outcomes and Deliverables (Attachment 06) provides a template of specific outcomes and deliverables for each position. These outcomes and deliverables should be used as a basis for completing Section 1 of the PDP.
- Commissioning Self-Assessment and Career Development Plan (Attachments 07 and 08) aid the employee in identifying developmental goals for section 3 of the PDP.
The GFT also includes three areas of expectations:
- Appendix A – Fluor Values and General Attributes (Attachment 09) defines the values and attributes required by employees at all levels.
- Appendix B – Commissioning Performance Competency Definitions (Attachment 10) defines each performance competency and the key actions or behaviors that demonstrate that the employee has developed this competency.
Appendix C – Commissioning Skills Definitions, Key Actions, Training, and On-the-Job Development (Attachment 11) defines each skill listed in the Skills Matrix and identifies the key actions or behaviors that demonstrate proficiency in the skill. Training and on-the-job development that can help the employee develop proficiency in the skill are also identified | 