Training plan for Nigeria Workforce

CIS Oil & Gas Limited has developed a training programme for all personnel in order to achieve higher productivity for its clients. The training programme will also try to ensure that our personnel have skills, attitude and commitment to flexibly respond to whatever change my occur, whether internally or externally. This will give the ultimate goal of higher market share and increased profit. It is our policy to provide training for all staffs in order that they can perform their individual job vehicle through which new skills can be acquired and existing skills developed. This allows individual members of staff to give maximum contribution that will be of benefit to the company. The training manager is responsible for ensuring that training and education activity is directed towards the achievement of CIS's regional business objective. Day to day management of all trainings and education activity is the responsibility of the training and education needs, as well as coaching in immediate work process and tasks and inducting new staff into the company. The development of training programme and subsequent budget submission is initiated by the training manager for review by the regional Manager. Course content is developed by the training coordinators (marine logistics services, maintenance services, construction, pipeline engineering, driving and heavy equipment ration, safety and quality assurance) in association with the Training Manager.

Attendance on external courses has specific approval by the Training Manager, and the Regional or Divisional Manager. Control of the training and education budget is the responsibility of the Training Manager who reports to the Regional Manager. The total cost of training and education will be contained within the relevant budget, as agreed on an annual basis.

The companies' formal training courses will be supplemented on the job training and a major role of the Training Department is to provide support to line Managers in their role as trainers. This support goes well beyond simply running training methods and provision of equipment and facilities. The training department is available for advice, assistant and support to managers to enable them to fulfill their responsibility regarding training.

All training request reflect needs and will be treated sympathetically by the Training department giving the best possible service to the business. Training resources are dependent on several factors, for example budgetary constraints and the training priorities necessary to fulfill CIS's objectives. Consequently, there may be occasion when a training request may be postponed or refused due to other priorities. In these circumstances the Regional Manager or Divisional Manager has the final arbiter. Each member of staff has access to CIS's training facilities by direct communication with the Training Department or via their immediate supervisor.

Training data is held on the SAP system and can be accessed by the Training Department in head office and by nominated representatives at each base. Training records should be reviewed and updated every 6 months to ensure that all qualification records are current. At the same time, CIS's personal logbook should be updated to ensure that all rational personnel carry a copy of their current qualifications.

Training and development needs will beidentified through the annual employee appraisal, carried out by Line Managers at which time a "Training and Development Form" will be completed detailing requirement for the next 12months. However, a formalized training competence and progression system is in place for all employees.


The following plan should be followed by all rational employee both current and new starts.

This training should be supplemented by specific requirements of individuals determined during the annual appraisal.

New Intakes

Week 1: Introduction and familiarization, followed by 2 months exposure to equipment/services yard or as helper on jobs.

After 2 months: Attend first internal technical course followed by; 4 months experience running this equipment

After 6 months: Receive first technical training competence assessment on the above Equipment. Subject to being assessed as competent; attend second internal technical training course followed by; 6 months field experience running this equipment.

After 12months: Receive second technical competence assessment. This should be continued throughout the employee's career within rations. If at any time the individual in found not to be competent, additional training or experiences may be required which may slow down the process.

Present Employees

Present employees should be assessed on all competence units which the Assessor to consider that the individual is already competent to undertake or are a requirement for the person's current grade. If any employee fails to meet the requirement of the competence systems, training and further experience should be undertaken to fill the gap. Additional training should then be undertaken at rate 2 technical courses per annum. Managers should plan for all rational personnel to attend 2 technical courses per annum and this should be a requirement when considering merit increases.


The CIS Oil & Gas Limited Training Programmes have been developed to meet the technical training needs of Nigeria and African Region Personnel while maintaining a core component in line with CIS's Standard Global training philosophy. They consist of series of regularly Scheduled training courses aimed at giving technical training and safety awareness to all levels of rational staff in the wide range of services that CIS provides. Training can be and safety awareness to all levels of rational staff in the wide range of services that CIS provides. Training can be submitted to the Department of Petroleum Resources (DPR) where necessary.

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