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‫شركة صناعة الكيماويات البترولية (ش‬

PETROCHEMICAL INDUSTRIES CO. (K.S.C.)

Process Safety Management System

Management Of Personnel change

ISSUE 1
July 2004

Controlled / Uncontrolled Copy

Issued by : Hamad Dakheel Al-Subaie Title: Superintendent Training & Career dev.
Reviewed by: PSM Committee
Approved by: Abdullah Al- Al-Swailem Title: PSM CHAIRPERSON

* Confidentiality *
This information is and shall remain confidential to The PIC Fertilizer Manufacturing.
Accordingly, PIC Fertilizer Manufacturing retains all copyrights and no copying in any
format of this document is permitted without written authorization from the CHSEC
Chairperson of PIC.
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1- Introduction

Management of Personnel change is a safety review procedure to ensure the

appropriate meeting of knowledge experiences & safe handling for all processes a
newly assigned for them. It is the policy of PIC to ensure that the safety of any
personnel changes is reviewed prior to any sort of change. These personnel changes
will be reviewed using a formal procedure.

2- PURPOSE

The purpose of this procedure is to define the steps, which will ensure that, safety is
taken into consideration prior to implementation.

3- SCOPE

This procedure applies any process, procedure, practices, and personnel change
which will directly impact any of PSM processes in PIC Fertilizer plant.

4- RESPONSIBILITIES

All employees are required to be aware of and understand the MOPC process.

The application and control of the MOPC program activity is the responsibility of Area
Management & the PSM committee.

5- Abbreviations

 MOPC - Management of Personnel change

 PSM – Process Safety Management
 PHA – Process Hazard Analysis Study.
 ITP- Individual Training Plan
 TP- Training Plan
 TN – Training needs
 T&C – Training & Career dev
 PIC – Petrochemical Industries Company
 OJT – On the Job Training
 TNA – Training Needs Analysis
 IP – Induction Program
 BT – Basic Training
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6- Reference

 PIC Process Safety Management Manual.

 Process Safety & Risk Management – DuPont – Resource Manuals.

7- Type of Personnel change

If the proposed personnel change affects one or more of the PSM elements,
then the MOPC process will have to be followed.

The type of personnel change is as follows:

7.1 Newly hired employees

ITP will be prepared for every one joining PIC.

ITP contains IP, BT & OJT. Basic safety programs are included.
Follow up & evaluation will be executed at the end of each program in
each phase during the period of IP & BT by the training supervisor.
Responsibility of training & assessments during the OJT will be
belonging to area supervisors.
Newly assigned personnel must demonstrate a minimum degree of
proficiency within a given time period. This is controlled by the
assessment process.

7.2 Promotion

All promotions are subjected to PIC assessment rules.

Area owner is always preparing & updating the competencies required
for each job level.
Evaluation of the employee competencies is the responsibility of area
owner to ensure fulfilling the required knowledge & skills needed to the
targeted position.
T&C section will prepare the annual training plan that provides most of
the required training courses for PIC staff as per TNA

7.3 Transferring Employees & Acting responsibility

Area owner is responsible to provide the employees with the necessary

IP when an employee transferred to a new working area.
For newly assigned managers, they can rely on some help with the
existing manager for instance crisis situations, but after a given time
period they are on their own & fully responsible.
Safety & environmental issues will be considered in case of any transfer
of employee for new working area.

All personnel changes:

 Will ensure implementing PSM requirements in MOPC
 Are appropriately documented.
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 Are authorized by appropriate levels of management.

8- Procedure for Personnel change :

Area owners will always prepare the manpower planning process that ensure:
Sufficient number of employees are in each working area
according to the requirements.
Mix of working experience in each working area.
Career planning & replacement program for any manpower
turn over.
In addition to the above mentioned items all document needed for each working
area such as descriptions, Job instructions, drawings, etc …. Is the responsibility
of area owner to make it available.

8.1 Procedure for Newly hired employees:

When T&C superintendent receive a new trainee, necessary data will be

collected & studied i.e graduation certificates, previous experience,
training courses taken if any….. to prepare the ITP for the new comer.
Individual Training Plan ( ITP ) will be designed for each one. ITP will
include the safety & environment issues.
ITP will be reviewed & approved by the concerned area superintendent.
Copy from the ITP will be submitted to the trainee to ensure full
understanding of his ITP.
ITP execution is the responsibility of the trainee & the site supervisor as
mentioned in ITP

8.2 Procedure for Promotion:

As per the manpower planning, promotion process of employee will take

place whenever required.
In case of promotion, area owner will ensure the fulfilling of the targeted
job requirements by assessing the eligible employees.
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Area owner will ensure the acknowledgment of the promoted employee

on all safety & environment issues related to his area.
Follow up & evaluation is the responsibility of the area owner.

8.3 Procedure for Transferring Employees & Acting responsibility

Transferred employee will attend a special prepared induction program

IP related to the new working area.
Area owner is responsible on the preparation & implementation of the IP.
Evaluation process will be in place to ensure the fulfillment of required
knowledge & skills needed to the new area.

9- Follow-up

The PSM committee will carry out this follow-up auditing: Once the
personnel change has been implemented there should be a follow-up
(auditing) to make sure that all precautions and preparations were handled
properly.
In particular, a check should be carried out to make sure that everyone
received the current training. In general, the following five actions will
provide a good framework.

 Ensure that the personnel change management procedure is followed.

Periodical schedule for follow up each case should be strictly focused.
 Ensure that all the other elements of process safety were properly
evaluated and corrected.
 Ensure that the personnel change itself was implemented properly and
that the concerned attendee has an understanding of the training
program.
 Ensure all necessary training materials & drawings have been updated
and modified.
 Follow-up should also check that the personnel change has actually
achieved the desired results, i.e. that the goal of improved the trainee
skills.
 If the results of evaluation shows non confirmative, the implementation
will be repeated after ensuring that nothing wrong with the program &
with the concerned supervisors.

9- Attachments

Personnel change Review form.

 PETROCHEMICAL INDUSTRIES COMPANY
FERTILIZER DIVISION
MANAGEMENT OF PERSONNEL CHANGE
PERSONNEL CHANGE REVIEW

Department
Section Date
Location
Job Title
Type of change:
Newly Hired Employee
Promotion
Transferring Employees & Acting responsibility
Description of Proposed Personnel change:

Necessity of Personnel change:

Define required competencies Assessment & Evaluation

………………………… Pass – Fail
…………………… Pass – Fail
………………………… Pass – Fail
…………………… Pass – Fail
………………………… Pass – Fail
…………………… Pass - Fail
…………………………
……………………
…………………………
……………………
…………………………
……………………

Superintendent signature/Date:
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Notes:
 The minimum required score of Pass is 75%.
 This form shall be filed in the concerned employee file & copy should be submitted
to T&C.
 Completion certificate will be submitted to the passed employee.