Head of Competence Development – Qatar

Job Purpose :
Direct the activities of the Competence Development and Performance Management Division in order to manage and monitor the company’s annual performance management cycle and process , and using Qatargas Competence framework , drive the augmentation of the company’s level s of technical and generic business competences.Key Job Accountabilities : 1.Plan and manage the strategy and activities of the Competence Development and Performance Management Division (CD&PM) to meet agreed Departmental targets and objectives2.Implement and monitor the Company Performance Management cycle and process in accordance to the “Employee Performance Management Policy” to drive compliance and consistent application across QG. To ensure timely tracking, monitoring and reporting of Corporate KPIs related to performance appraisal is done for QG (corporate, group, departmental, division and individual) for Objective settings, Mid-year review, End-year appraisal, and appeal cases. 3.Lead the design, implementation and ongoing updating of the QG Technical Competence Framework for all the positions in QG (2,700+) and working with close co-operations and giving advice to the subject matter experts (SMEs) to ensure the framework is in line with best practice implementation. Ensure there is continuous assessment, review and periodic verification so the framework is always fit for purpose for QG.4.Provide an accurate analysis of the organization-wide competence gaps analysis information to be utilized by Training & Education Division in pursuit of learning interventions and coaching to close competence gaps.5.Provide advice and recommendations to Management and relevant Subject Matter Experts in QG on the matters of Competence related work and Performance Management process in order to ensure compliance with best practice implementation.6.Coordinate the upkeep of the relevant policy and process in the Competence Development and Performance Management Division to ensure it is current and valid.7.Coordinate the “Performance Improvement Plans” (PIPs) for non- performers in the Company so as to adhere to the predetermined six months period and follow through with the final recommendation to HR and ensure compliance and timely reporting on KPI.8.Maintain the periodic review and verification of Competence Levels Demonstrated (CLD) and Competence Levels Required (CLR) in the Company for both the Behavioral (Core, Job Generic and Leadership competences) and Technical Competence and take corrective measures where applicable so as to continuously keep pace with best practices in the relevant area.

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