This is the need to recruit and develop Qataris to a standard comparable with their counterparts around the world, particularly in view of the increased diversity and complexity of activities in the Energy and Industry Sector in Qatar and the diversity in Qatar’s economy. This will hopefully better prepare Qataris to address both current and future challenges.

This is not the intention. Progress and advancement of Qataris continues to be performance-based. Individuals need to demonstrate that they are able to carry out tasks assigned to them to the required standard, as per the systems and processes currently in place. Competence will not be sacrificed for the sake of numbers.Measures are in place at various stages of the processes of identifying, training, developing and retaining Qataris in the workforce. These are designed to help ensure an assurance of the quality of our Qatari resource.

Yes, this is a key element of the Strategic Qatarization Plan. Various teams develop and enhance activity areas considered essential to the success of the Plan, and one of these teams is dedicated to the area of Qatari females in the workforce. Emphasis is on both technical and non-technical disciplines where it is seen that Qatari females can best support the business needs.

As the majority of Qataris hired are inexperienced, part of the drive of Qatarization places Qataris into entry-level positions, not initially into the more senior positions that require a high degree of experience. Experience will therefore come as the inexperienced Qataris mature and develop over time. Also, recognizing this fact, companies are balancing their Qatarization plans with the need for productivity and efficiency.

For all companies, Qatarization is based on the approved Establishment of the particular company based on current and planned organizational size. Qatarization is calculated by the number of quality, competent Qataris holding permanent established positions against the current and planned Establishment. It focuses on key, sensitive positions tied to company business plans.The Sector also recognizes, and calculates Qatarization as a measure of all Qataris which includes Trainees, Developers, and Qataris on academic study programs who, as yet, are not holding permanent positions. We appreciate that the results of these two calculations will almost certainly be different.

This depends on the particular situation. However, the Energy and Industry Sector is committed to continuing employment for those Expatriates who have shown commitment and support to the Qatarization objectives. The Sector is continually expanding and opportunities will always exist for those Expatriates who wish to take advantage of them.

The Energy and Industry Sector is predicted to continue to grow and expand in the coming years. During the last five years the Sector has recruited more than 700 high school graduates each year for vocational and university sponsorship programs, and we anticipate this need to continue in the coming years. In addition we also recruit newly graduated university students with appropriate educational disciplines that are in demand by our Sector. We also welcome experienced Qataris with the right skill sets suitable for our industry.

The Energy and Industry Sector requires employees with varied education and skill levels. We recruit high-school graduates and provide them with appropriate education and training as well as university graduates. We have positions in fields such as operating, maintenance, electrical, engineering, administration, human resources, accounting and purchasing. Please refer to Training Programs and Application Form at the home-page to obtain more detailed information.

The majority of high-school graduates for vocational training programs are recruited through Qatar Petroleum on behalf of the Energy and Industry Sector. Qataris for the university sponsorship programs are recruited by Qatar Petroleum or any of the other companies with such a need.

The compensation package varies by education level, experience, and position in the different companies in the Sector, however, the Sector can offer challenging and interesting work, competitive salary and benefit packages. The salary and benefit packages are regularly reviewed and will remain competitive.

A development position is for training purposes. You do not have direct responsibility or accountability for a job in Qatar Petroleum but you are preparing to take over a job.. It is a temporary position that only lasts until you have completed your training and development for a job. A post holder position is a job in QP where you have direct responsibility and accountability for a number of activities. It is a permanent position in QP.

PCP stands for Personal Career Plan. This is a development plan that prepares you for a job in QP. It includes on job activities and assignments, technical and non technical training courses, sometimes attachments to other Departments or organizations.

This is a report on your progress and performance during the PCP. It is prepared every 4 months and gives information on the activities you have covered in this period and how well you have done them. It also shows the gap between your current ability to do the target job and the standard required and how much this has changed in 4 months. It also shows what you will be doing in the next 4 months of your development. The report is reviewed and signed by your supervisor/coach; your manager and yourself. It is then sent to the Qatar Development Division for review and is signed by your Development Counselor.

You have the most important responsibility for the PCP. It is a plan for you to develop to a target job and you must take a lot of the responsibility to learn how to do it. You will also be assigned a Coach who will support you, give you assignments and feedback on how you are doing. There is also a Development Counselor from the Qatari Development Division who will support and advise you.

When school leavers and graduates join QP there is usually a gap between their knowledge, skills and experience and that of the target job. A PCP makes sure that the gap is closed as efficiently and effectively as possible by providing the best possible training and development.

The length of the PCP depends on the gap between the employee’s knowledge, skills and abilities and the requirements of the target position. PCPs are always performance driven and not time based. So the length of the PCP will depend on how effectively the employee learns how to do the job.

An In Post Enhancement PCP is for employees who are already in the post holder position but they need to enhance their skills and knowledge either because the job content has changed or the employee is not meeting the requirements in a specific area.

The progress report has an Overall Rating Section which rates the progress of the employee over the 4 month period. The rating is: AE Above Expectations ME Meets Expectations BE Below Expectations. The comments in the progress report support this rating and give further details. There is also a list of key target job responsibilities – when the Coach determines that the employee is capable of doing one of these responsibilities without help and guidance, he will write YES in the column beside that responsibility.

When the list of key responsibilities all have a YES in the column beside them, this is an indicator that the developee is ready. However, he or she must also have demonstrated to the coach and manager that they have the other attributes to take the position eg time keeping, reliability, interpersonal skills, teamwork. The final decision is taken by the Department.

Every PCP has a salary progression plan linked to milestones in the PCP. When you reach each milestone(s) you will receive either a grade promotion or a salary increase

The years of service include the years as a developee and the years as a post holder together. But the years as a post holder are when you are in an approved, permanent position. The years as a post holder are very important in terms of promotion and applications for higher education study.

English is the formal language of QP. Written documents are prepared in English. As QP is a multi-lingual work force it is critical to be able to communicate in English. It is also important to understand that English is very important in moving to a higher position in QP or being accepted for higher education study.

QP has an in house, competency based English language learning program. This covers all levels from beginner to advanced. There are also English courses prepared that are related to specific jobs or disciplines.

There is an internal assessment which all employee take when they join QP. They are then assessed on a regular basis throughout their careers. Each in house course also has competence based testing throughout For higher education study there are also international tests that are administered in QP. These include IELTS and TOEFL and several others.

For an internal assessment, there is a practice test on the Intranet under the Corporate Training web page. For an international test, QP usually provides a preparation program in house.

The best way to improve is to use English all the time at work , even when you are talking to other native Arabic speakers. Take every opportunity to practise both in speaking and writing. QP will also be providing self study English courses via the Intranet. Of course, you will also be allowed to attend in house courses depending on your target job and need.

QP has its own in house program so does not usually send employees overseas for English. However, if you are sent overseas on a higher education program, QP will ensure that your English level meets the requirements for the program and this might mean that you will study English overseas in parallel with your diploma or degree.

QP has a range of options to sponsor employees for higher education. There is a set policy and procedure with clearly criteria to be met. For further information, contact the Qatari Development Division.

QP wants to support continuous learning and self development for its employees. There is a set policy and procedure with clearly defined criteria to be met. But it must be noted that QP will not be obliged to promote an employee who has acquired a qualification that is not fully sponsored by QP and not linked to the business requirements of the Corporation. Contact Qatar Development Division for further information.

Acquiring a degree in your own time and at your own expense does not oblige QP to promote you. However, a procedure is being prepared that will allow this type of case to be reviewed against certain criteria and the business requirements of QP. Contact Qatari Development Division for further information.