Inside Orpic

Orpicinsid

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Issue 27

ICV – Putting Society at the Heart of Our Business

Women’s Leadership Forum

Orpic announces investment of USD 40 Million in CSR initiatives and signs development projects

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SRIP breaks ground and takes off! 05

Features

Contact the Editor

Inside Orpic is a bi-monthly publication dedicated

to our stories, events and achievements. Please

feel free to send me any comments, questions or if

you wish to submit an article, simply contact me either by

phone or email.

Orpic has developed a range of social media channels

that aims to keep you informed with current stories and events. If you have not

yet explored them go to mobileapp.orpic.om/qrcode or scan the QR code on the

cover. Don’t forget to share it with your family and friends!

Yours in Communications,Steven Smith

Internal Communications Specialist

Email: steven.smith@orpic.om Tel: 968 2685 3907

CONTENTS

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esDepartment Focus: Corporate Communications ServicesSRIP breaks ground and takes off! Orpic announces investment of USD 40 Million in CSR initiatives and signs development projects of more than USD 4 MillionICV – Putting Society at the Heart of Our BusinessA closer look at what Arriyadah is all aboutOur Recruitment MachineWomen’s Leadership ForumLiwa Plastics Project team creates slogan to complete its logoHealth, Safety and Environmental update Our Talented Writers

• Responsibility in Social MediaAbove and beyond winners

Younis Khasib Al HarrasiMashael Yaseen Younis Al Shuaily

• Problem-Solving Training Programme• Orpic’s‘UnifiedISOSystemCertification’programme• Orpic Wins Gold award at Oman Web Awards• Ehsan Team - School bus drivers’ training programme• Orpic offers over 250 Job Opportunities for Omani Youth• Heat stress meetings kicked off • ITS sits on the judge panel for competition • Internal Capability Development• The Integration and Change Management Department

(ICM)AchievesFormalCertification• RoadSafetyandTrafficAwarenessCampaign• Competent Training Professional• Environmental department engage with the community • International Coaching Awareness for Ladies• Strategy and Business Planning Department attends

Oman Oil Co Group Performance Management Forum • Mandatory Orpic Re-induction course – lucky draw

winners• ICV Kick-off meeting discusses Omanisation and training

needs for SRIP• Training on Cogen Power Plant Control System MARK VI• Manager’s offsite session• PetrochemicalClubKicksofffirstPresentationDay• Radiation Protection Training• Fire Department conducts Hydraulic tests• First Aid training programme• Orpic Risk Matrix training• Orpic Organizes Blood Donation Campaign• Orpic sponsors software project competition• Fire Services leader group have off-site workshop • Interviews for Orpic new intake vacancies• New Orpic MOC procedure training sessions• Student Internships Summer 2014

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Inside Orpic

Issue 27

Editorial Team: Martin Norris, Steven Smith, Fadilha Al Ghaithiand Aida Al Shabanooti.

Dear Colleagues, I hope that all of you have enjoyed valuable time with your families over the Eid Al Fitr holidays and that your journeys have been safe. As we operate in a high-risk industry, safety is always our uppermost priority. I would like to congratulate MAF, which has recently completed four years of LTI-free operations, and thanks in addition go to each employee and contractor as Orpic has now completed more than two million man-hours without an LTI.

This year we have reported more than 1,500 safety observations over the last six months, doubling the amount reported last year. This clearly demonstrates our commitment to a safer environment, not just for ourselves but for our colleagues and contractors who work beside us. In pursuit of improving our environmental performance and maximizing the value of our national resource, SRIP held its officialgroundbreakingattheSoharcomplex,signallingthat the enormous efforts and preparations are becoming a reality.Theceremonystartedtherealizationofthefirstofourthree major projects which are now under development. Orpic has a major focus on growth over the next four years and will be investing around USD 5 to 6 billion into major projects. Part of this investment will be directed towards our people, as we aim to create 1,400 new jobs that will make our total workforce 3,000 employees by 2018. Each person’s efforts collectively energise Orpic in reaching its goals and ultimately supplying the nation’s needs with a sense of pride. With growth comes a great deal of responsibility, and it is essential that Orpic develops small and medium sized businesses in Oman through our In-Country Value strategy. As we grow we need to provide leadership within long-term partnerships with smaller Omani businesses. By doing this we are not only assisting them in growing with us, but also ensuring they are able to meet our evolving requirements. At the same time we are stimulating the growth of the local community. Finally, I would like to welcome the newly-formed Integration and Change Management (ICM) Department that has been created to provide systematic platforms to adopt newprocessesandimproveefficiency.AsOrpicgrowsoverthe coming years we must learn to embrace change. The ICM Department will be with us to develop and implement programmes to assist our company’s transformation.We continue to promote Oman`s development and contribute to the development of our society through our products and in line with the fundamentals of sustainability!

Musab Al MahruqiChiefExecutiveOfficer

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Department Focus

Corporate Communications ServiceWe had the privilege of interviewing Martin Norris who is the Corporate Communications Manager.

Inside Orpic

How many employees are there in your department? There are eight of us now in the Department. Four have joined us in the past year, and we now have a good mix of experience and new talent that is developing into a strong team. Geographically we’re split between MAF and Sohar with 2 team members permanently based in Muscat. Six of the department are Omani, with responsibility for key areas such as translation, graphic design, media relations and brand. We are establishing ourselves as a fully-fledgedin-housedepartment,rather than one which relies on consultants and agencies. The result will be individuals with greater capabilities and experience,andthefinancialsavings have already been significant.

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What motivates the communications employees? As a department we’re motivated by understanding where we are now against where we know we can be in the future. Getting there will be done through achieving a host of objectives ahead of us, andliftingourperformancetoanotherlevel.Onesignificantteammotivator typical for a service department is the response we get from our clients for the work we do for them. Appreciation for the hours put in or a quick turnaround inspires an even greater effort the next time. As individuals, though, we vary enormously in what motivates us; it may be cracking that next piece of design work, crafting a release that will leave the right message embedded in the reader’s mind, anticipating the launch of the next campaign, or the excitement of the build-up to an exhibition. The thread that links all of these, of course, is quality – and quality work for Orpic is what we aim to produce.

What has been the Communications department’s biggest challenge this year? We are constantly searching for ‘nuggets’ to that can contribute to the Orpic story. Still too frequently, though, milestones, events and occasions take place in departments without us being informed. Trying to encourage individuals and departments to regularize a consistentflowofcalendarisedinformationhasprovednottobeaneasy task.On the other hand, we are also still seen by many as a ‘drop-in’ department which can immediately start work on whatever is required. Over 40% of our incoming jobs are urgent and we are fightingtokeepitdown.Urgentjobsmeanlesstimecanbespentoncritical phases of campaign development such as graphic design. The more time and notice we are given the higher the quality of the finishedproducttoourclients.

What exciting projects does HRS have planned for the future?Our digital signage project continues to roll out with outdoor LED signage beginning to appear at the entrances to our plant locations. Phase 3 of the project will then involve sites outside our premises which will serve as communications beacons to the local communities around Sohar.TheIntranetsystemisintheprocessofbeingreconfiguredtomakeita more useful contributor to employees’ life at work. It has a number of new and improved items and functions that will help us all with our daily routines, and is currently under testing.

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Inside Orpic

What are the function’s key responsibilities? At the heart of our remit is a clear responsibility: the reputation of the company. That responsibility manifests itself in numerous guises, from how the brand is represented in the collateral we produce, through to the relationships we drive with key stakeholders such as the media, to the internal messaging we are continuously rolling out.As the custodians of the Orpic brand, we have to review not just our own output, but also that of other departments’ in order to ensure that the way the brand and the company is represented is consistent with the brand guidelines, and our vision, mission and values.The department itself breaks into three broad sub-functional areas: Internal Communications, Media and Brand/Event. In addition, we have specialist positions in translation and graphic design. Some of the morespecificareasforwhichwehaveresponsibilityincludeourpublications(InsideOrpicandOrpicToday),communicationsandnewsflashemails,mediarelations(pressreleasesandmediadevelopment),advertising, social media, internal and external events and exhibitions, translation, digital signage, design and support for department campaigns, the Orpic website, intranet and app.

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SRIP breaks ground and takes off!

On2JunetheofficialGroundbreakingCeremony for SRIP was held at the Sohar Complex. The celebration started with an introduction from Musab Al Mahruqi, in which he highlighted the economic and social importance of the project saying, “ThisisahighlysignificantmomentforallofusatOrpic,andforthenation.Thefirstofourthreemajorprojectsisnowofficiallyunder construction. On completion SRIP willbeginthefulfilmentofOrpic’smissionand vision by ensuring the nation’s fuel needs are met and that our plants’ environmentalperformanceissignificantlybetter. It will ensure deeper conversion of the barrel of Omani crude and the extraction of more value than we can currently.”

SoharRefinery’sexistingcapacityis116,000thousand barrels per day, and with SRIP boostingthatfigurebyanadditional82,000barrels of daily, the overall capacity will reach 198,000. This 70% increase in fuels is comprisess of production increases of 90% for diesel, 37% for gasoline, 93% for kerosene, 93% for jet fuel, 91% for LPG, 175% for naphtha and 44% for propylene. SRIP will also offer more than 500 new jobs. To staff the project a blended approach will be used, with new graduates and diploma holders being appointed to compliment experienced employees from the Sohar and MinaAlFahalrefineries,whowillinturnhaveto be replaced by a new intake of talent.

Orpic currently provides 100% of the Sultanate’s fuel needs, so with SRIP raising therefinery’sproductivity,Orpicwillbeableto meet growing local demand (10% per annum)andincreaseprofitability.Forthecountry,maximizingtheeconomicbenefitsfromeverybarrelofcrudeoilafterrefiningand converting it into high-value products is critical in the management of this most precious national assets. And in terms of another national asset, SRIP will boost the company`s ability to provide more jobs for Omani youth, making it one of the largest employers of Omanis in the Sultanate.

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Inside Orpic 6

The company has committed to providing USD 40 million for social development projects overthecomingfiveyears.AMemorandumof Understanding (MoU) has also been signed with Sohar and Liwa Municipalities to fund severalbeautificationandsocialinvestmentsworth USD 4 million. This agreement covers the execution of projects in Sohar such as a development project for Al Falaj Park that includes the construction of playgrounds, playing areas for kids, a public library, walkways, sitting areas, and male & female prayer halls. This project will cover more than 37,483 m2. Other projectsincludethebeautificationofMajeesstreet and Al Mina Roundabout street by planting on both sides and the construction of walkways, and the forestation of Al Hilal Club’s playground in Auqda village in Liwa, as wellasabeautificationprojectinthewilayat,in addition to other social projects to be conducted by Orpic.

Dr Hilal Al Hinai (General Manager – Corporate Support Services) said, “We aim through these initiatives to serve and contribute to the development of the local community through several projects that includethebeautificationofstreetsaswell as other development projects that provide entertainment, sports and reading facilities for families and young people which will encourage youths to pass their timeinbeneficialactivitiesthatenhanceknowledge and skills. These initiatives stem from Orpic’s belief in the importance of real partnership with public sector institutions to serve the local communities and develop their facilities. In this regard, we would like to express our gratitude to Sohar and Liwa municipalities for their continuous cooperation in carrying out these projects.”

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Orpic announces investment of USD 40 Million in CSR initiatives

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ICV – Putting Society at the Heart of Our BusinessBeyondourcorerefiningandpetrochemicalbusiness, we believe we have a responsibility to make a positive impact in our society and contribute to Oman’s In-Country Value (ICV). With this goal in mind, we strive to play an important leadership role by building long-lasting partnerships that support our communities’ development.

ICVisdefinedasthetotalspendretainedin-countrythatcanbenefitbusinessdevelopment, contribute to human capability and stimulate productivity in the Omani economy. In short, products made and services provided by skilled Omanis.

We had a chance to interview Issa Hamed Said Al Mamari from Ghadafan in Wilayat Liwa asoneofthevendorsprofitingfromOrpic’sinitiatives to support local communities.

What is the nature of your work at Orpic?It relates to the transportation of people (staff, visitorsandtrainees)fromSoharRefineryGate2tovariousunitswithintheRefinery.

Where have you been working before?I was working as a school bus driver on a 10-month contract. However, work conditions become better when I got a full year contract with Orpic. I started driving the bus myself and saw an opportunity to hire other drivers to work with me on shifts.

What do you think of Orpic initiatives towards local communities?Some time back the initiatives were not that good; however more recently they have started improving. I hope that it will maintain a focus on SME development and sustain these efforts. I hope that everyone in society willalsobenefitfromtheseopportunitiesandhope that the company provides equal and fair chances to people. Do you have any suggestions to add?I suggest that the company offers consultation and advice to very small enterprise/project owners on how they can develop their businesses and sustain them. This way it will maximize the value for the local community business owners and help them grow.

Inside Orpic

A closer look at what Arriyadah is all aboutAs Orpic continues to move towards its 2018 strategic goals, one key priority is the development and growth of leaders. At the beginning of 2014, a new initiative was launched with this in mind – its called Arriyadah.

Arriyadah literally means – ‘Leadership’

We sat down for a discussion with Ian Macdermott from Wilson Learning, a global top 20 Leadership Development Consultancy who Orpic have partnered with to deliver Arriyadah.

What is Arriyadah?Arriyadah is a year-long leadership growth movement for Team Leaders and Managers, which enables participants to build and apply new skills and behaviours to in-the-job leadership situations.

What’s involved?Participants in this growth movement work in groups of approximately 15 people and every month they invest 2 days in a ‘Leadership Catalyst Event’. The Leadership Catalyst Events are focused on people leadership themes and are delivered as interactive and engaging discovery sessions. This means that there is strictly no PowerPoint! Leadership themes covered by Arriyadah include managing time, problem solving approaches, managing teams and building a proactive mindset, to name a few. The events are centered on introducing best practices in these areas.

Can training really help leaders develop?Arriyadah is not a training programme. It’s a development initiative focused not on what you learn but on what and how you actually put the themes into practice.

How is this achieved?After each leadership event, participants are given an on-the-job ‘Growth Assignment’ that focusses on the application of new leadership techniques and behaviours. These assignments are learning opportunities which are carried out whilst leaders are doing day-to-day operational work. In addition, each team is sub-divided into smaller groups of 3 – these are called ‘Power Teams’. Power Teams come together at least once per month to share experiences and learning points from the ‘Growth Assignments’, to support and co-coach each other.

What’s unique/special or different about Arriyadah?Arriyadah is not based around training – it is based around application on-the-job. In addition, Arriyadah follows a ‘One wave’ approach – with a large number of Team Leaders and Managers experiencing the developmental journey at the same pace. As a result, a new leadership language and vocabulary is now emerging in Orpic along with a culture of leadership and learning.

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Inside Orpic

Who can participate in Arriyadah?Arriyadah is open to selected Team Leaders and Managers and is assessed on a case-by-case basis. It is important to remember that Leadership development is a process – not an event. Indeed, Arriyadah is a journey not a destination. The Arriyadah journey involves emotional investment from the participants – the willingness to push out of any comfort zone, to change and adopt new behaviors.

What comes after Arriyadah?Development of self is an ongoing process – it’sneverfinished,perfectorcomplete!Thebestleadersintheworldareneversatisfiedandcontinuouslyfindwaystoimproveandlearn new approaches. Arriyadah introduces participants to a powerful set of tools and techniques to ensure development is ultimately self-directed in the long term.

How does Arriyadah affect participants’ career opportunities?Attendance in Arriyadah does not guarantee promotions, bonus, pay rise etc. Arriyadah is a unique opportunity to invest effort, energy and emotion for one’s self-growth as a leader. Career advancement can only come from the enhanced leadership impact and performance that a leader delivers on-the-job. As Orpic continues its ambitious growth strategy, new opportunities emerge. Arriyadah therefore is about readiness for the future.

Where can I go to ask questions? Who do I contact?TheArriyadahteamhaveanofficeinOrpic’sSohar facility. For any initial questions please contact Widad Al Kabbi widad.alkaabi@orpic.om.

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Inside Orpic

Our RecruitmentMachine

As Orpic pursues its growth strategy through its major projects (SRIP, LPP and MSPP), HR has a huge task at hand to recruitandfillmanynewpositionsforthese projects and operations. Our current manpower level is over 1,600 employees with a strategy of increasing staff numbers to 3,000+ by 2018. Headed by the HumanResourcesStaffingManager,theRecruitment Machine is an initiative from theHumanResourcesStaffingServicesDepartment. The focus of this skilled team is to cater for the planned growth over the next 3 – 4 years through streamlining the recruitment processes using e-solutions.

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The deliverable results of the Orpic recruitment machine will include:

• Providing a quality service to our internal customers and candidates through successful deliverables in volume recruitment, timely results in placements and ensuring quality candidates through best practice interview and assessment techniques.

• Building on the internal capabilities of the department through staff training and internal workshops.

• Enhancing the overall recruitment process through the introduction of e-recruitment solutions resulting in automation of the processes. The proposed new Applicant Tracking System (ATS) will allow for all future Orpic positions to be advertised on the website, making candidate applications and CV registration easy to use.

Inside Orpic

Women’s Leadership Forum

The forum’s theme was ‘The 7 Habits of Highly Effective People’ - a bestselling book by the late author and leadership guru Stephen R. Covey.

The distinguished guests consisted of women leaders in Oman who were invited to share with Orpic ladies their experience of how they achieved their dreams of becoming what they are now and relate how they demonstrate the ‘7 habits’ that make an individual superb and effective.

Below were the guests of honor:

• Siham Al Harthy (Director General Planning and Studies, Ministry of Housing)

• Shaima Al Lawati (CEO, Road Safety Association)

• Salima Al Mahruqi (Petroleum Development Oman)

• Haniyah Al Hadhrami (Marketing Manager, Angham)

• Benita Stafford (Takatuf, Oman Oil Company)

The forum was opened by Shaima Al Aufi(ChairwomenofOrpic’sWomen’sProfessional Development Committee), she emphasized the importance of women’s role in positively impacting society and working side by side with their fellow male colleagues to achieve the organization’s and ultimately the country’s objectives.

An introduction to Orpic was made by Sabra Al Mahruqi (Commercial Coordinator from Supply Chain Management) who explained Orpic’s growth projects and how they will boost the country’s economy.

Imad Al Hamdani (Senior Business Analyst - Corporate Planning) presentedthefirsthabitoftheseven- ‘be proactive’. His presentation showcased the set of skills an individual can gain by joining Toastmasters Internationalwhichisanon-profitorganization aimed at developing communication and leadership skills. There was a positive response to the ideaofsettingupthefirstToastmasters’Club in Orpic something that that would surely add value for employees in terms of soft skills development and capability enhancement.

Marwa Al Wadhahi (Business Analyst - Corporate Planning) is Oman’s 2010 Sudoku champion, she demonstrated to the audience the history of Sudoku and conducted a Sudoku gaming session.

The forum was well received by both guests and audience.

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The 2nd Orpic Women’s Leadership Forum (OWLF) took place on 24 June 2014 at Sohar RefineryTrainingCenter.

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Liwa Plastics Project team creates slogan to complete its logoLPP has completed its logo by adding a strapline that encapsulates the ethos of the project. “Our vision, Our future” was devised in-house by members of the LPP team. After an initial workshop which discussed the values and spirit of LPP, staff put forward their suggestions and a list of top ten options was compiled from the inputs received. These were then presented to the Major Project Steering Committee which chose the one most appropriate for the project and company:

“Our vision, Our future”

“We wanted something short and strong which demonstrated the passion and commitment we all feel within LPP”, said LPP’s GM Henk Pauw, “and it was very important that the team was involved in the process.”

The choice was made because LPP sits at the heart of the company’s petrochemical future, and as such represents the vision that we have as a company. “Our” was deemed important in the most broadly inclusive sense – what LPP will deliver and stimulate will be something that is owned not just by Orpic, but by the nation.

Health, Safety and Environmental update

There has been no reportable Lost Time Injury (LTI) in Orpic over the last six months.

Congratulations to MAF who have completed four years of LTI free operations. Orpic employees and contractors have also completed more than two million man-hours without an LTI. The total number of safety observations reported in the past six months is more than 1,500, which doubles the amount reported last year in the same period - this is an encouraging sign.

Safety walk arounds have been routinely conducted in all areas within Orpic. A number of campaigns were launched which include: slip and trip hazard, Permit to Work System, Food Safety and Heat Stress. There have been seven safety alerts published over the past six months. HSE with the coordination with the Training Center conducted First Aid training for Orpic employees as well as radiation protection training.

On 19 May, the HSE Department organized an HSE meeting with all its contractors in order to streamline and align the contractors with HSE business strategy. Raphael de Loenen (COO) gave an encouraging talk about safety aspects and discussed how contractors need to intervene and act on any unsafe conditions to ensure a safe work place.

Inside Orpic

The ever-increasing number of smart phone users has boosted access to social media platforms, which in return has increased the number of subscribers. Those subscribers are of different age groups,

educational levels, and interests, which is simplyavirtualreflectionofourreallives.Everyone is able to write their own posts and publish them on their pages without the need for somebody to verify the authenticity and accuracy of that post, unlike what we experience in school, university, or at work.

One of the key observations on social media is that it is full of people sharing lots of information without sparing a few minutes to verify its accuracy, which passes on the misleading information to others who also do not bother to verify it. Social media channels are basically individual based where everything usually is based on unilateral personal choices.

Being the sole decision maker and taker is againareflectionofrealitythatisgreatlyinfluencedbythelevelofknowledgeandawareness one has. Thus, I guess what we need today with this huge amount of information available online is to learn how tobestutilizeitforourbenefitandinordertobeabletodothatweshouldfirstbeabletothink, criticize, and analyse. We should not take everything for granted as we always needtosuspectandinspecttofindthereality.

Prepared by:Younis Al HarrasiCommunications Specialist

Responsibility in Social Media

With the greater freedom we have in social media, come greater responsibilities. Thus, individuals should take their social media platforms carefully and responsibly and should put in mind that whatever they writeorsharerepresentstheminthefirstplace. One should be able to differentiate between what can be discussed in the social media channels and what cannot.

Discussing personal work issues, for example, in social media is not professional and might lead to legal liabilities if it involved thediscussionorpublicationofconfidentialor restricted materials. The right forum for discussing any work related matters is with the concerned people in each organization - not social media. Another example of the things that some people mistakenly breach in social media is the privacy of other people.

Ifirmlybelieveintheimportanceofaccountability, responsibility, and discipline inrefiningourcommunicationinsocialmedia platforms especially when talking about general social, economic, political, religious, etc. issues because they are topics of public concern. Whenever we think how bestcanwebenefitfromsomethinganddonot take things for granted, we will be able to make the most of it.

This section is dedicated to employees who have taken the time to compile and submit articles that share knowledge, significantinformationortocreateawarenessonabroadrange of topics. Please contact the editor if you would like to submit an article to feature in this newsletter.

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Our Talented Writers

Inside Orpic

beyondA

bove

and As part of the employee

recognition scheme, Orpic celebrates the outstanding teams and individuals who go “Above and Beyond” for the Company.

Each month, winners are selected by the Function Heads and Line Managers. These nominees can be from any part of the business and their success can be in any element of their work.

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Congratulations to the April 2014 winners!

Fadhila Al GhaithiCSS/communication

Fadhila joined the company in January 2014 having impressed many through her creative talent as an intern. She took the responsibility of the Graphic Designer work which was previously outsourced to an agency. She has delivered consistent, outstanding work on numerous projects, programmes and one-off pieces of work at a rapid production rate, across a variety of media. She has also shown a commitment which extends to working in her own time during the week and on weekends. She is not intimidated by her relative youth or inexperience and is prepared to comment or submit her own ideas freely. In a short time she has become a role model for young Orpic female employees.

Saud al Aiseri and Anoop PavanLPP

Saud and Annop made sure that the selection of licensors was done in a timely fashion despite a very challing timeline, both worked over and above normal working hours, and spent the weekend in Delhi with our PMC to keep them on the right path. In the end they delivered six reports which passed Major Tender Board scrutiny without anysignificantissues.

Richard Rodriguez PP Operation

Richard pinpointed the problem source in the HP nitrogen compressor which resulted in aquickerdeliverytimetofixtheissue. In general personnel would spend a considerable amount of time and effort troubleshooting before the exact source of the problem is located. The Instrument team replaced the pressure transmitter and since then the compressor has not been faulty. Richard also took an initiative which avoided downtime and ultimately a shutdown, as he quickly responded with a solution. During a night shift he discovered that there was no additive inthechargingareaonthethirdfloor.Hefoundtheadditivelocatedonthegroundfloor,buttheproblem was that the elevator was not functioning, so he immediately requested a crane to transfer the additivesfromthegroundfloortothethirdfloor.Hetherefore ensured that production continued safety and hence avoided any downtime.

Chirag RajputCorporate Planning

Chirag has demonstrated his ability to take on more responsibilities over and above his routine work, he has initiated the development of various systems, as well as participated in testing phases, commissioned new systems functionality (e.g. using dynamic conversions for LR shipment, consumption of imported naphtha according to real composition, interfacing DCS, tank loss report, matbal reports and, TLAS reports). Chirag has also shown his capabilities in human development as he spent two weeks in Muscat doing intensive training with the operations staff, and now supports them remotely. He has demonstrated his skills in major problem solving within the SAP system, while providing critical support to the CoE team.

PRIDEWinner

PRIDEWinner

Inside Orpic

As monthly winners, these employees will automatically be entered into the second level of the employee recognition scheme, the quarterly “PRIDE Winners”. These are nominated from the pool of ‘Above and Beyond’ winners from each quarter.

May 2014Puthampura VargheseSupply Chain Management

Varghese negotiated with OICT and was able to obtain a waiver for Orpic during a strike at Port Sokhna, the port was faced with asignificantbacklogfromvarioussuppliers which in turn created a container shortage. As a result, Orpic’s customer in Egypt was not ableto arrange timely lifting of the cargo as per agreed schedule. Through Puthampura’s experience and Market contacts, he was able to assist the buyer byfindingalternativeshippingoptionsandroutes,demonstrating Orpic’s nature in assisting its partners.

Aida Al Shabanooti Corporate Support Services

Aida has been a member of the Communications Department since August 2013. Since then she has begun to accumulate responsibilities within the department which go well beyond her original job description. Each of these extensions to her role she has not only welcomed, but actively sought. She took responsibility for the 5S programme, and has maintained it rigorously; her translation role was expanded to translation management, controlling our external translation services; she recently volunteered to take on the responsibility for Petty Cash despite the fact that this areahadbeenpreviouslyfraughtwithdifficulties;shevolunteers to perform Master of Ceremonies duties whenever there is an opportunity; she was eager to bethefirstinthedepartmenttocontributeawrittenarticle to Inside Orpic. Her enthusiasm is infectious, she consistently asks about issues she does not understand in order to increase her knowledge. She isalsointhefirststagesofpreparingforamaster’sdegree using an online facility.

Raul MartejaMaintenance

One of the major achievements for Raul is that he managed to repair the propylene GC after complete failure, and avoided any product loss. When the analyzer fails it generally requires the vendor to do a site visit and inspection. However, Raul studied the situation and troubleshot the analyzer part by part until he found that the roof was the cause of the failure. Raul managedtoresolvetheprobleminasignificantlyshort time without troubling operations or calling for the vendor to provide support.

June 2014Duraisamy SekaranSR Operation – Area 300/500

Duraisamy (Engineer in Area 300/500) successfully prepared procedures for dry slop reprocessing; he also prepared a detailed guideline on how to execute the job. Around 8,000m3 dry slop of gasoline was reprocessed successfully.

Almuman Al Mamari PP Operation

Generally hazards and accidents are more prone to happen during a shutdown, this is why Almuman invested more time into detailed site visits to ensure that all the hazardsareidentified.Hefoundahotlubeoilpump for a recycle gas compressor leaking, and after closer analysis he discovered that the pump has been running for 13 days. He contacted the panel operator to stop the pump immediately – hence he prevented the lube oil burning and damaging the equipment. He also prevented overheating of the pump therefore avoiding a potential fire,andavoidingdamagetotheelectricalconnections.

Ahmed Al Sarihi CSS

Ahmed provided an outstandingcontribution to Orpic and performed excellently during the month of June 2014 as he was assigned the job to re-allocate all unwanted metal scrap,which was required to be removed fromthe Orpic premises. He did this successfully and improved the Orpic environment by making it cleaner and neater. Removal of the scrapmetalalsobenefitsOrpicasitreducedthe plant insurance cost and increased the availability of space. In addition this initiative has been submitted as a Quick Win which potentially could save the company USD 1.5m.

PRIDEWinner

PRIDEWinner

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Inside Orpic

Get toknow...Q

&A

17Inside Orpic

Younis Khasib Al Harrasi

Mashael Yaseen

Tell us a bit about yourself, how long you have been at Orpic and why you decided to join the company?I am a translation graduate from Sultan Qaboos University.However,myfirstjobwasanewseditorandtranslator with 90.4EnglishFMandthatwasmyfirstprofessional encounter with the media. Then I moved to work at Sultan Qaboos University as a news editor and translator in the Public Relations and Information Department where actually my involvement level in the media work was higher. My passion for media became bigger and my desire to work in a full time media job was overwhelming. Thus, my passion and love for media has steered my career path, during which I moved to work at Oman Sail and then joined Bayan Tebyan as PR Manager before I decided to join Orpic. My decision to join Orpic was motivated by the fact that Orpic is a rapidly growing company and is fueling the present and future of Oman, so it is a source of pride to be part of this company. What is your current position at Orpic?Communication Specialist What is the best part of your job at Orpic?Team work. When you work in a communication department you can clearly realize the value of team work where you have people with different roles and responsibilities complementing each other to deliver onefinalintegratedserviceorproduct.Name one of Orpic’s four guiding principles and what it means to you?Aiming for leading performance. When you aim for leading performance it means that you are willing to do what it takes to achieve excellence in all aspects of your work which will in return have a positive impact on your production. Where in the world would you most like to visit, and why? Well, I have been to different countries in Europe, Asia, Africa, and here in the Gulf. However, Malaysia is the country that I always think of visiting again. I loved the peace and tranquility of some places there. It is ideal for recreation and relaxation. Who do you most admire in life, and why?I still don’t know! If it was your birthday, what would you like to have for dinner this evening?Cataplana!What do you do on your days off?NofixedagendabutIusuallyavoidcommittingmyselfto any kind of work during my days off and try to relax.

Tell us a bit about yourself, how long you have been at Orpic and why you decided to join the company?I studied in the UK and obtained my LLB and my LLM in International Trade Law in 2008. I worked in several places after that with a goal of joining an Oil and Gas Industry. I recently joined Orpic knowing that I would learn a lot and gain knowledge from working in this industry. What is your current position at Orpic?Legal Counsel-Legal and Compliance DepartmentWhat is the best part of your job at Orpic?The people I deal with. I am fortunate enough to be part of Orpic’s family. In addition, I am learning something new every day with the challenges that I face. Name one of Orpic’s four guiding principles and what it means to you?“We serve Oman with pride”. I believe that each employee and the Company have the responsibility of adding value to Oman’s national resource. Where in the world would you most like to visit, and why? Bora Bora, it is a beautiful and tranquil island. Who do you most admire in life, and why?My father, he has always been someone I have looked up to and has taught me to see the good in people. If it was your birthday, what would you like to have for dinner this evening?Indian Food from Mumtaz Mahal.What do you do on your days off?I spend time with my family relaxing.

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YounisAl Shuaily

Tell us a bit about yourself, how long you have been at Orpic and why you decided to join the company?I graduated in 2001 from Sultan Qaboos University with a Bachelor’s Degree in Electrical Power. I have always dreamt of working in a private company and was very happy to start my career at the construction stage of the electric power generation and water desalination project. I was very lucky to get another opportunity to developmycareerwiththeSoharRefineryproject.I have consolidated the experiences that I gained from PDO and from Barka Power generation and desalination plant in construction and commissioning of utilities of SoharRefinery.IhavecompletednineandahalfyearswiththecompanysinceIjoinedSoharRefineryearly2005. In 2009, I was assigned to manage the utilities areaofSoharRefinerywhichwasaverygoodopportunitytoshowmyabilitiestomanage the area and promote development. I made a big difference to the area by improving the availability and utilization of the facilities. In 2011, another chance wasgiventometomanageoneoftheprocessareasinSoharRefineryanditwasanopportunityformetocarryoutadeepexplorationoftherefineryprocess.Bytheendof 2012, I completed my higher education and I got a Master’s Degree in Business Administration from Bedfordshire University. I decided to change to projects by joining the project team of Muscat-Sohar Product Pipeline in October 2013 and started a new challenging career path. What is your current position at Orpic?I am a Project Controller for MSPP, monitoring and controlling the project activities throughout the project cycle.What is the best part of your job at Orpic?I consider every part of my job the best part and interesting. There are always new challenges which require creative solutions. I enjoy the analysis and problem-solving skills that successful workforce planning requires. The interaction, the challenges and the never ending focus on quality. There is always something new that I have to take into consideration. I remember celebrating our team’s success when we achieved our goals, improved the department, developed our team and succeeded in making financialsavings.Name one of Orpic’s four guiding principles and what it means to you?“We serve Oman with Pride”, I am part of Oman and I have the responsibly to serve this nation. It is an incentive to work hard and present something to the country.Where in the world would you most like to visit, and why? I would prefer to visit Europe as there are many places there that I have an interest in.Who do you most admire in life, and why?I love and admire the prophet Mohammed (PBUH). I do admire people who follow their dreams. I admire those who go out and achieve what they have wanted. Those who are trying to live life to the fullest. If it was your birthday, what would you like to have for dinner this evening?I would like to celebrate my birthday with my family cutting the birthday cake and eating pizza.What do you do on your days off?I follow a daily programme when I am off which comprises of exercising, praying, shopping, reading and visiting my family.

Inside Orpic

The Integration and Change Management Department (ICM) Achieves Formal CertificationThe newly formed Integration and Change Management (ICM) Departmenthasbeenformallycertifiedby Prosci (Professional Science) the leading American Organization in Change Management. The ICM department, although not yet fully staffed, has big ambitions and a desire to make a positive impact, support Orpic strategy and drive continuous improvements. The department will work to ensure that change management activities are integrated into project plans, help reduce resistance and develop internal capability in change management.

Problem-Solving Training ProgrammeIn keeping with the continuous cooperation within the oil and gas industries, our Training Center organized a Problem-solving Training Programme facilitated by Idemitsu Kosan Co. for Orpic Operations Shift Supervisors and Leaders. The training enabled the participants to identify and analyze problems through various procedures. Moreover, the programme focused on the importance of improvement activities, which is also known as “Kaizen”. This philosophy uses practical real life problems in the participant’s workplace and shows how to apply the methods in developing individual leadership qualities, while creating a culture that promotes problem-solving.

Ehsan Team - School bus drivers’ training programmeThe External Relations Department launched a Defensive Driving Training Programme for school bus drivers in coordination with our “Ehsan” Volunteer Team and theRoyalOmanPolice’sTrafficSafety Institute and the Ministry of Education. The project will be implemented in several phases. Thefirstphasewhichstartedon18May includes 30 school bus drivers from Al Batinah North Governorate and continued for two weeks. The training programme held in the Training Auditorium, Sohar Complex focussed on both theoretical and practical aspects.

Orpic Offers over 250 Job Opportunities for Omani YouthOn 20 May 2014, Orpic announced over 250 job opportunities for Omani young graduate holders of BSc’s and Diplomas and technical qualificationsaspartofitscommitment to enhance the company’s workforce and to contribute to the business strategy. This year’s job opportunities initiative has the largest number positions available to date, a result of Orpic’s prioritisation of the recruitment of young Omanis while providing them with the required training opportunities and educational experience.

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Orpic’s ‘Unified ISO System Certification’ programmeOrpic has initiated a drive towards unificationofISOsystemsandcertifications,which will help the company represent itself as a ‘truly integrated Omani organization with a global vision’. This process, for now focusingonunification,isbasedontheISO 9001 – Quality Management System, ISO 14001 – Environmental Management System and OHSAS 18001 – Occupational Health and Safety Management System, whichappropriatelyreflectsOrpic’scommitment towards quality, environment, health and safety. To support this unificationateamof44cross-functionalmembers have been trained to be up-to-date on how they can best interpret the requirements of these standards.

ITS sits on the judging panel for competition Our ITS team was invited to sit on a panel of judges for the Sohar College of Applied Sciences for the intercollegiate student competition on5April.TheITSteamevaluatedfiveteams posters and eight teams project presentations and nominated the potential winners for the awards.

Internal Capability DevelopmentTraining Center Services has taken the initiative to tap into the internal capabilities of experienced Orpic staff to deliver training programmes. 10 employees from the TSD function provided specialized training to enhance the skills of colleagues by sharing their knowledge and experience.

Orpic Wins Gold award at Oman Web AwardsOn 21 May 2014, Orpic received the gold award in the oil and gas category for the company website at the Oman Web Awards, held at the Al Bustan Palace Hotel.

Heat Stress meetings kicked off During the summer months we need to take extra care, Heat Stress can become a serious health hazard when your body is unable to cool off fast enough. Working in a hot and humid environment or near hot process equipment may cause exposure to Heat Stress. This is why the monthly department meetings kicked off in MAF, and continued during May and June – these presentations focused on ways to prevent and manage heat stress and fatigue.

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Inside Orpic

Road Safety and Traffic Awareness Campaign External Relations Services in coordination with Orpic’s Ehsan Team organized aRoadSafetyandTrafficAwarenessCampaign for school students in Al Batinah North Governorate. The campaign aimed to increase awareness of road accidents - a serious concern needing all our efforts to increase awareness and focus on the importance of keeping to the Road Safety Rules and Regulations, particularly for the younger generation. The campaign was conducted with the association of Royal Oman Police and the Directorate of Education in Al Batinah North Governorate, and was hosted by Al Shafaa School in Majees.

ICV Kick-off meeting discusses Omanisation and training needs for SRIPOrpic’s ICV team and the main contractor for SRIP, Petrofac, recently visited the Vocational Training Institute in Saham to discuss SRIP’s needs in terms of recruitment and training of Omani staff. The combined team made a presentation on ICV, SRIP itself and the environmental and economic value it has, as well as reviewing the manpower requirements during the operating period. The team also took a tour of various training workshops at the institute to learn about the Institute’s potential in terms of vocational training.

International Coaching Awareness for LadiesThe Training Centre organized a Coaching Awareness event for 25 ladies from a variety of functions. The timing falls in line with the International Coaching Awareness week. The objective was to generate awareness for fresh perspectives on personal challenges, enhanced decision-making skills, greater interpersonal effectiveness andincreasedconfidence.

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Strategy and Business Planning Department attends Oman Oil Co Group Performance Management Forum The Strategy and Business Planning Department participated in an Oman Oil Co-run forum on 2 June regarding performance management. The workshop’s objective was to share experiences on how performance is reported and managed at different companies. Five out of the eleven companies who attended the workshop shared their experiences on performance management techniques followed in their respective company.

Inside Orpic

Training on Cogen Power Plant Control System MARK VITraining Center Services arranged a 5 day in-house programme on “Cogen Power Plant Control System MARK VI” for 12 employees from the MAF Electrical Department. The programme provided skills and understanding of the Gas Turbine Operation and Maintenance and Mark VI Control system, maintaining the system in case of failure with the ability to troubleshoot problems and carrying out regular maintenance in addition to identifying problems at early stages through applying safety practices for all activities.

Orpic Risk Matrix trainingThe Technical Services Department process safety team conducted an Interactive familiarization session for Risk Assessment Matrix which was held in MAF on 8 June. The objective of this session was to get the working team familiar with the Orpic Risk Assessment Matrix and to encourage OMT to use it for the assessment of various critical and non-routine activities.

Environmental department engage with the community On 22 May Our Environmental Department arranged to meet individuals from the community who have raised around 104 enquiries and concerns during 2013. The Environmental team collaborated with the community individuals to establish long term relationships and build trust. A presentation was conducted as well as an exhibition to better understand the operational processes involved in Orpic.

Competent Training ProfessionalIn support of augmenting HR staff capabilities, Training Center Services organized a Competent Training Professional programme accredited by the Institute of Leadership and Management for all Training Center staff. The programme’s emphasis is on the core competencies of a training team and designed for the development of those who are concerned with Talent Management.

Mandatory Orpic Re-induction course – lucky draw winnersTraining Centre Services is pleased to announce the three luckywinnersoftheraffledrawfor completing the mandatory Orpic Re-induction course. The draw took place on 28 May with 3 Samsung Galaxy Tabs presented to the lucky winners. Congratulations to: Yaqoub Al Manwari (MAF Operation), Hamood Al Wardi (TSD) and Jay Isidro (Maintenance). Training Centre will continue to assist employees in completing the mandatory Orpic Re-induction.

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Inside Orpic

Orpic Organizes Blood Donation Campaign Orpic organized a blood donation campaign at SoharRefinery,whichranfor three days. It promoted volunteerism among Orpic’s staff and coincided with the International Day for Blood donation. 127 Orpic employees donated blood during the campaign. This year’s overall campaign received over 1,000 donors between all the participating companies within Sohar Industrial Port and in collaboration with the Blood Bank.

Petrochemical Club Kicks off first Presentation DayThe Petrochemical Club kicked-off itsfirstPresentationDayon9Junein the Training Center Auditorium in Sohar, exclusively to interested Orpic Team Leaders and above. The role of the club is to further enhance and support the learning process for Orpic’s “Growth” projects. Some of the key topics presented on the day were: An introduction to the Petrochemical Club by Arpad Olvaso (Strategy Advisor), Orpic’s Strategy by Raphael de Loenen (COO) and Orpic’s Polymer Business by Faisal Al Hajri. Membership certificateswerealsodistributedtoregistered members.

Manager’s offsite sessionWith6monthsofthefinancialyear nearing, the Orpic Managers Review Session was conducted on 10 June at the Crowne Plaza in Sohar. The purpose was to update leaders on the “Enhance” projects: Work Environment, Policies and Procedures, Talent Board Cascading to Grade C and Grade D, Arriyadah Leadership, Capability Development and Recruitment Machine strategy. In addition to these, Managers also received updates on the 5 year Manning Plan, Business Performance and Change and Integration management. Leaders have been tasked to share these updates with their teams.

Fire Services leader group have off-site workshop On 15 June the Orpic Fire Services Leaders’ Group attended a workshop at the Millennium Hotel todiscussthefutureofthefireservices. During the workshop a vision, mission and 5 year plan was discussed and formulated consistent with the corporate versions. This will be instrumental in achieving current expectations, enhancing service delivery and ensuring the fireservicegrowswiththerestoftheorganization. The Fire Service vision is:“ToprovidethebestfireserviceasOrpic with pride”, Mission: “To save lives, environment and property by prevention and minimizing impacts”.

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Inside Orpic

First Aid training programmeTraining Center arranged a First Aid at work training course for 16 Orpic employees from various business units. The programme provided a set of practical skills thatareneededbyfirstaidersin most workplaces; in addition it gave both the ability and knowledgetodealwithfirstaidemergencies. The programme incorporated standards that are required to comply with Health and Safety (First aid) regulations.

Radiation Protection TrainingThe Training Center arranged a three day in-house programme on Radiation Protection which started on 3 June, 14 participants attended from HSE, Maintenance and Operations. These participants learnt how Orpic utilizes on site level control, and how the instruments use a particular type of Ionizing radiation called gamma radiation. Additionally they gained an understanding of the basic principles of radiation protection practices, and how to maintain compliance with legislation, safe response to emergency situation, radiation monitoring and evaluation.

New Orpic MOC procedure training sessionsThe Technical Services Process safety team has provided interactive familiarization training for the new Orpic Management of Change (MOC) procedure which was held in Sohar on 12 June. The objective of the training was to familiarize the team with the new MOC procedure and to encourage OMT to use it for the routine activities. Similar sessions will be conducted for all 4 plants to cover the entire OMT group.

Orpic sponsors software project competitionOn 17 June, a software project competition was hosted by the College of Applied Sciences at the Sohar Oman Hall. These IT students who are doing a Bachelor’s degree in Information Technology and Engineering were required to develop and create software as part of their curriculum. Waleed Al-Subhi from our IT department was one of the panel judges who supported the competition.

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Interviews for Orpic new intake vacanciesThe Training Center commenced onlineassessmentsandfirstfacetoface interviews with young Omanis for more than 250 new intake vacancies for fresh graduates and diploma holders at Majan College in Muscat. Orpic received 6,168 applications that were shortlisted to1,713 for online assessments, these candidates were shortlistedto942forthefirstface-to-faceinterviews.Thefinalselectioninterviews will be conducted by an Orpic panel consisting of members from various functions and is coordinated by the Training Center to select the most talented candidates. Thefinalselectionprocessstartedinthe middle of July.

Arriyadah‘‘The purpose of a leader is to engage others to commit full energy towardsthe creation of value and success’’.

‘‘How energy is being used, not time, is the fundamental currencyof engagement’’.

Inside Orpic