IRM has a stable of competent supervisors who specialize in drilling, completion, and construction operations and these supervisors are available to our clients on an as-needed basis. There are many benefits of hiring supervisors through our firm.
When IRP 7 was introduced a number of years ago, it outlined the minimum training requirements for Wellsite supervisors. Although a useful standard, it was also recognized that there is a significant difference between being “certified” and being “competent”, and the industry was challenged to develop a competency assessment standard that could be used to identify the strengths and weaknesses of potential candidates a company may be looking at.
Under a joint initiative of the Canadian Association of Petroleum Producers (CAPP) and the Canadian Association of Drilling Contractors (CAODC), a Wellsite Supervisor Competency Assessment Committee was formed. The mandate of this committee was to develop a program for assessing supervisor competency and to make it available to industry to use as they see fit. International Resource Management played a key role in the development of this standard, and is now ready to implement the program on behalf of our clients.
Phase one of the IRM competency program involves a record of tickets and training. It also provides an excellent overview of the candidates experience both as a rig manager/driller and as a Wellsite Supervisor with a number of typical well operations.
Phase two of the IRM competency program requires candidate to answer a series of questions related to their discipline (drilling, completions, construction) that deal with a wide range of operations, issues, and technical challenges. These answers are then reviewed by a third party reviewer and the candidate is given a rating of one of the following:
Ranking 1: ENTRY LEVEL – Not to work alone or unsupervised
Ranking 2: DEVELOPMENTAL – Working with restrictions in place
Ranking 3: COMPETENT – Working with on-going improvement actions
Ranking 4: COMPETENT MENTOR – Fully developed, understands communication and work processes and could be a Trainer, Coach, Mentor or Independent Assessor.
IRM’s role in the competency program is to “prescreen” and select suitable candidates that meet the customer’s needs for the type of work being performed and the level of field supervision available. By law, it remains incumbent upon our clients to perform their own competency and evaluation of prospective candidates. They must also orient supervisors to the corporate safety program and ERP protocols.