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Assessment: Section Bottom Hole Temperature & Pressure Gauges (G7)
Assessment: Section Bottom Hole Temperature & Pressure Gauges (G7)
Question Explain, in detail, the information that is acquired by Bottom Hole Pressure and
Temperature Gauges; why and how Expro's Clients would use that information?
Answer:
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Answer:
Question With reference to question paper EOG Slickline G7_Calculations: What is the answer to
Question 1?
Answer:
Question Write a step by step programme for the functioning of a Sliding Side Door (down to open,
underbalance differential, nipples above and below SSD), ensure all safety aspects are
referenced?
Page No. 2 of 16
Answer:
Question Describe the possible problems that might be encountered with Side pocket Mandrel
operations and the steps taken to prevent these problems occurring?
Answer:
Question Describe the use of Selective Positioning Tool, used to manipulate a SSD; how, when and
why would a Selective Positioning Tool be used?
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Answer:
Question Describe the use of Positive Keys in a SSD Positioning Tool; how, when and why would
Positive Keys be used?
Answer:
Question Describe, in detail, the decision making process for deciding which type of Bailer is
appropriate to run in the well, what are the considerations?
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Answer:
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Answer:
Question Describe, in detail, everything that needs to be considered before setting or pulling a flow
control device into/out of its nipple profile?
Answer:
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Answer:
Question Explain the relevant information that must be entered into the Wireline Daily Operations
Report after H2S operation are performed?
Page No. 7 of 16
Answer:
Question Explain, in detail, how you would ensure that an accident or incident is reported
correctly?
Answer:
Question Describe, in detail, what you would do if you have stopped a job (because you believe it is
unsafe to continue) but the Client is insisting that you continue with your work?
Page No. 8 of 16
Answer:
Question Describe the potential for an incidents occurring when other disciplines are working in
the same or adjacent areas at the same time as a wireline operation and the remedial
actions that you would take?
Answer:
Question When pulling out of hole with a braided cable, if the cable will not come back through the
GIH explain the possible causes and describe the solutions?
Page No. 9 of 16
Answer:
Question Describe how well conditions might change the configuration of a GI Head and explain
what those changes would be?
Answer:
Question Identify the hazards that are associated with pressure testing Pressure Control
Equipment while on location that would need to be addressed through Risk Assessment?
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Answer:
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Answer:
Question Explain the importance of safe well handover before/after well intervention and the
information contained in the handover?
Answer:
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Answer:
Question Describe, in detail, the pre-job checks that are completed on a weight indicator/load cell
before any operation commences and the daily checks for a weight indicator/load cell?
Answer:
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Assessor 1 : Name and Position Date : dd/MMM/yyyy
Assessor 1 Comments
Assessor 2 Comments
Manager Comments
Other
Page No. 14 of 16
Performance Review
Page No. 15 of 16
Overall Performance Rating
Employee is doing an outstanding job. Their performance is rarely matched by others and far exceeds
1 - Consistently all requirements.
exceeds requirements The results (objectives) achieved are highly impressive demonstrating an outstanding quality of work
and an exemplary approach to job performance (behaviours).
All expectations of the job are consistently and significantly exceeded.
Employee is doing an excellent job. Their performance is first rate and considered an example for
others to aim for.
2 - Exceeds
The results (objectives) achieved demonstrate the high quality of their work as does the positive way
requirements
in which they go about performing (behaviours) their job.
The expectations of the job are routinely exceeded.
Employee is doing a very good job. Their performance is generally competent, efficient and
constructive.
3 - Meets
The results (objectives) achieved and the way they go about performing their job (behaviours) are
requirements
good examples to others. Produces good quality work.
The expectations of the job are consistently met and, in some cases, exceeded.
Employee’ performance is inconsistent with some tasks not completed to the required level. Their
performance may indicate that they are not fully competent or require further development.
4 – Below
Some of the results (objectives) achieved have been at an acceptable level but some were not
requirements
completed as expected and the way they go about performing their job (behaviours) may have some
/Requires
areas requiring improvement. May require additional supervision to produce work of an acceptable
improvement quality.
The expectations of the job have partially been met but can be improved upon.
Employee’s work is consistently below the minimum acceptable requirements of performance in one or
more aspects of the job.
Results (objectives) are not achieved or have not been at an acceptable level and the way they go
5 - Consistently
about performing their job (behaviours) is consistently below the expected standard. Employee’s
below requirements
performance may demand an excessive amount of supervisory intervention and support to deliver the
basic requirements of the role.
The expectations of the job have not been met and immediate corrective action is required.
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