WCE Subsea Trainer
Shaun Smithers
Hands-on BOP and well-control-equipment training, rig-inspection workshops, course development and crew-skills assessment.
TRAINING & LOCAL CAPABILITY
Knowledge That Stays. Capability That Grows.
KAGES supports long-term local capability through individual development, practical mentoring and competency reviews, alongside VR behavioural and cultural learning and specialist subsea, offshore and MPD training.
THE KAGES APPROACH
Development Built Around Real Work
KAGES builds individual development plans around each participant's role, experience and host-organisation priorities. Specialist mentoring and supervised project work provide practical evidence for regular review.
Plan Around the Role
Agree the starting point, responsibilities and individual development priorities.
Learn Through Practical Work
Build experience through supervised assignments and specialist mentoring.
Review and Adapt
Use recorded progress and mentor feedback to agree the next development steps.
Professional communication
English Language Training
KAGES offers English language training alongside its NOC and ministry mentoring programmes. Programmes can combine direct, in-person teaching and online learning, with content shaped around each organisation's professional requirements.
English for Professional Requirements
Bespoke learning for professional communication and negotiations, with programmes relevant to foreign diplomats, government employees and oil and gas workers.
Learning objectives can be developed around Cambridge-level expectations and agreed starting levels. Course design and delivery arrangements are agreed for each engagement.
Organisation-Wide Workforce Programmes
Employee programmes use an agreed assessment, cohort and progression structure. Larger workforce requirements can be scoped around participant numbers, locations, delivery format and available teaching resources.
Professional Teaching and Teacher Development
Brent Quigley’s professional experience includes online general and business English, bespoke professional syllabuses, negotiation preparation for civil servants and teacher-development seminars for groups of up to 60 teachers.
Safe practices and multicultural teams
Behavioural Safety & Cultural Training
Behavioural Safety & Cultural Training with Marc Allert and Mark Cussons helps people put safer working practices into everyday use and collaborate effectively in multicultural working environments.
Working Safely Across Cultures
Different languages, cultural expectations and ways of communicating can affect how teams recognise hazards, raise concerns and work together. Training focuses on shared understanding, trust and personal accountability so people can challenge at-risk behaviours and support one another.
- Recognising risks and putting safe practices into daily work.
- Communicating clearly and raising safety concerns across cultural and language differences.
- Building trust, shared responsibility and effective collaboration between managers, supervisors and site teams.
Coaching with Marc Allert and Mark Cussons
Marc combines psychology, human factors and VR learning with practical behavioural coaching. Mark brings behavioural and cultural coaching, workplace observations and training development. Together, these disciplines support shared responsibility and clear communication between managers, supervisors and site teams.
Connected Specialist System
Virtual Behavioural Solutions (VBS)
VBS connects this training with the HUB 2 Completions System. Once the critical path and the systems and sub-systems being readied for work are known, behavioural and cultural SMEs gather real-time worksite information and prepare VR learning around the actual dangers.
Construction and commissioning crews receive the system-specific briefing before they begin work, helping multicultural teams recognise hazards and agree a shared approach to working safely.
Practical Offshore Expertise
Subsea & Offshore Technical Training
Practical technical training connects equipment knowledge, inspections and operational readiness with the skills required by offshore crews. Programmes are shaped around the equipment, roles and learning requirements.
Offshore Technical Manager Trainer
Alasdair Kelman
Marine, electrical, mechanical and subsea training, connecting practical courses, technical audits and crew mentoring.
A Five-Year Framework, Adapted Through Review
The five-year approach provides direction for individual development, with annual reviews of progress, support needs and suitable responsibilities. The framework adapts to demonstrated competence rather than guaranteeing promotion or accreditation.
- YEAR01
Establish the foundation
Agree the role, assess the starting point and build an individual development plan.
- YEAR02
Learn alongside specialists
Combine structured learning with supervised, practical experience on the project.
- YEAR03
Build greater responsibility
Increase responsibility as demonstrated competence develops, with mentoring and review.
- YEAR04
Develop local leadership
Strengthen technical judgement, coordination and the ability to support others.
- YEAR05
Support lasting capability
Review progress, consolidate skills and plan the next stage with the host organisation.
DEVELOPMENT IN PRACTICE
See How Progress Is Documented
Explore an anonymised development-plan example showing role-based planning, departmental assignments and competency assessment. Two worksheet views and two charts distinguish current assessment from planned growth.
Record, Review and Adapt
Reviews compare agreed expectations, current self-assessment and planned development with evidence from practical work and mentor feedback. Future-year projections are plans, not achieved results.
Individual Development Plan
An anonymised example showing how a participant's role, mentor, departmental assignments and development priorities can be recorded.
- Example role
- Project Controls
- Example appointment
- Principle Advisor
- Host organisation
- Host Organisation
One view of the shared development-plan example; participant identifiers have been anonymised.
Enlarge Individual Development Plan source-data view with anonymised example identifiersCompetency Assessment and Development
Compare management expectations, current self-assessment and planned competency development across functional and leadership disciplines.
- Score series
- Management expectation, current self-assessment and four planned-growth years
- Competency groups
- Functional; managerial and leadership
These are example scores and projections from the same development-plan example, not achieved competence.
Enlarge Competency Assessment and Development source-data view with anonymised example identifiersView the Complete Development Plan Example Fields
Illustrative Development Plan: Example. Identifiers are replaced consistently with Example Participant, Example ID, Nominated Mentor and Host Organisation. Participant-specific narrative annotations are omitted from this review example.
Role and Host Context
- Role
- Project Controls
- Example job title
- Principle Advisor
- Business unit
- Host Organisation
- Function
- Major Projects
- Time in position
- 1 year
- Example start date
- April 2009
Qualification Examples
These are fields in an anonymised example, with the source notation retained.
- Bachelor degree in Electrical Engeneering: 2009
- OPITO Competency Assessor. Safer Training/UK: 2014
- Compex Ex 01-04 Certification ( JTL/Intertek) Competency validation scheme for explosive atmospheres: 2014
- OPITO MEMIR (Major Emergency Management Initial Response): 2016
- NEBOSH IGC in OHS: 2017
- BSI ISO 9001 Lead auditor: 2017
- Compex Ex 01-04 Certification ( JTL/Rapid Solutions) Competency validation scheme for explosive atmospheres: 2019
Planned Departmental Assignments
| Assignment | Example period |
|---|---|
| Position / Function Legal: | Year 01-04/2027 |
| Position / Function Cost Control (Project Control). | Year 05-09/2027 |
| Position / Function Materials / Logistics. | Year 10-12/2027 |
| Position / Function Mobilisations / Onboarding / HR: | Year 01-03/2028 |
| Position / Function Training and Development: | Year 04-07/2028 |
| Position / Function Planning: | Year 08-12/2028 |
| Position / Function HSE Hazid Hazop: | Year 08-12/2028 |
| Position / Function Execution / Discipline Lead | Year 01/2027 - 01/2032 |
Functional Competencies Focus Area
- Systems Operations and Minor Projects Process
- Process Safety for Oil & Gas
- Primavera P6 & Hub 2
- General understanding of all business units activity and functions
Managerial Competencies Focus Area
- Supervising
- Relationship and conflicts management
- Performance control / motivating
- Problem solving & change management
Leadership Competencies Focus Area
- Self-Discipline
- Comunication
- Team building
- Mentoring & Coaching
Competency Assessment Charts
The charts illustrate management expectations, current assessment and four years of planned development. Numerical scores remain available in the accompanying tables.
Functional Competencies
Numbered keys match the complete competency names and scores in the tables below. Enlarge the chart for closer inspection.
The chart compares management expectation, current self-assessment and the four planned-growth series for 2027, 2028, 2029 and 2030. Its numeric category keys match the full competency labels and unchanged scores in the adjacent data table.
Managerial & Leadership Competencies
Numbered keys match the complete competency names and scores in the tables below. Enlarge the chart for closer inspection.
The chart compares the same six source series for the 20 managerial and leadership competencies. Category keys match the full labels and scores in the adjacent data table.
View All 27 Functional Competencies and Scores
| Key | Competency | Expectation Level / From Management | Current Self Assess Status | Planned Growth 2027 | Planned Growth 2028 | Planned Growth 2029 | Planned Growth 2030 |
|---|---|---|---|---|---|---|---|
| 1 | Legal: (Insert Country) | 70 | 5 | 15 | 30 | 45 | 60 |
| 2 | Legal: International / Best Practise | 70 | 1 | 10 | 20 | 35 | 55 |
| 3 | Legal: Industrial Relationships | 70 | 5 | 15 | 30 | 45 | 60 |
| 4 | Legal: Regulatory Affairs | 70 | 5 | 15 | 30 | 45 | 60 |
| 5 | Cost Control (Project Control): Resource | 70 | 5 | 15 | 30 | 45 | 60 |
| 6 | Cost Control (Project Control): Estimating | 70 | 5 | 15 | 30 | 45 | 60 |
| 7 | Cost Control (Project Control): Budgeting | 70 | 5 | 15 | 30 | 45 | 60 |
| 8 | Cost Control (Project Control): Cost Control | 70 | 5 | 15 | 30 | 45 | 60 |
| 9 | Materials Management / Procurement | 70 | 10 | 15 | 30 | 45 | 60 |
| 10 | Materials Management / Logistics | 70 | 10 | 15 | 30 | 45 | 60 |
| 11 | Materials Handling | 70 | 5 | 15 | 30 | 45 | 60 |
| 12 | HR/Compensation & Benefits | 70 | 20 | 35 | 50 | 65 | 70 |
| 13 | HR/Training and Development | 70 | 60 | 65 | 70 | 70 | 70 |
| 14 | HR Compliance | 70 | 25 | 30 | 40 | 50 | 65 |
| 15 | HR/Onboarding | 70 | 45 | 50 | 60 | 65 | 70 |
| 16 | Planning / P6 Scope Planning / Goals | 70 | 15 | 25 | 40 | 50 | 65 |
| 17 | Planning / P6 Constrains Management | 70 | 15 | 25 | 40 | 50 | 70 |
| 18 | Planning / P6 Resourses & Procurement Planning | 70 | 15 | 40 | 55 | 60 | 70 |
| 19 | Planning / P6 Schedules Development | 70 | 15 | 25 | 30 | 40 | 45 |
| 20 | Planning / P6 Execution Control & Quality Management | 70 | 15 | 40 | 55 | 60 | 70 |
| 21 | HSE/ HAZID | 70 | 25 | 30 | 40 | 55 | 65 |
| 22 | HSE/ HAZOP | 70 | 10 | 25 | 35 | 50 | 60 |
| 23 | HSE/ Process Safety | 70 | 5 | 15 | 30 | 45 | 55 |
| 24 | Disciplines/ Electrical / EX | 70 | 30 | 55 | 60 | 65 | 70 |
| 25 | Disciplines/ Instruments | 70 | 15 | 25 | 35 | 50 | 65 |
| 26 | Disciplines/ Mechanical | 70 | 20 | 25 | 35 | 50 | 65 |
| 27 | Disciplines / HVAC | 70 | 15 | 25 | 35 | 50 | 65 |
View All 20 Managerial & Leadership Competencies and Scores
| Key | Competency | Expectation Level / From Management | Current self Assess Status | Planned Growth 2027 | Planned Growth 2028 | Planned Growth 2029 | Planned Growth 2030 |
|---|---|---|---|---|---|---|---|
| 1 | Motivating Others | 80 | 30 | 45 | 45 | 50 | 70 |
| 2 | Communication Skills | 80 | 25 | 35 | 45 | 50 | 70 |
| 3 | Conflict Resolution | 80 | 30 | 45 | 45 | 50 | 70 |
| 4 | Problem Solving | 80 | 25 | 40 | 45 | 50 | 70 |
| 5 | Developing others /Team Building / Coaching | 80 | 30 | 40 | 45 | 50 | 70 |
| 6 | Vision/Planning | 80 | 20 | 35 | 45 | 50 | 70 |
| 7 | Emotional Intelligence | 80 | 30 | 40 | 45 | 50 | 70 |
| 8 | Manage Performance | 80 | 20 | 30 | 45 | 50 | 70 |
| 9 | Delegation | 80 | 20 | 30 | 45 | 50 | 70 |
| 10 | Interviewing Skills | 80 | 20 | 30 | 45 | 50 | 70 |
| 11 | Goal-Setting & Achieve | 80 | 20 | 35 | 45 | 50 | 70 |
| 12 | Relationship Building | 80 | 40 | 45 | 45 | 50 | 70 |
| 13 | Agility & Adaptability | 80 | 20 | 35 | 45 | 50 | 70 |
| 14 | Dependability | 80 | 15 | 30 | 45 | 50 | 70 |
| 15 | Integrity | 80 | 15 | 30 | 45 | 50 | 70 |
| 16 | Decisiveness | 80 | 15 | 30 | 45 | 50 | 70 |
| 17 | Innovation & Creativity | 80 | 20 | 30 | 45 | 50 | 70 |
| 18 | Employee Motivation | 80 | 30 | 35 | 45 | 50 | 70 |
| 19 | Decision-Making | 80 | 25 | 35 | 45 | 50 | 70 |
| 20 | Negotiation | 80 | 20 | 35 | 45 | 50 | 70 |
MPD Project Implementation Training
KAGES' bespoke MPD project implementation training supports client teams planning or implementing an MPD system. It connects project definition, equipment requirements, commercial responsibilities, vessel integration and installation planning.
The course covers concept through implementation, functional design specifications, commercial and supply/service contracts, execution and control planning, equipment requirements and shipyard installation.
- Define the project and its functional requirements.
- Understand equipment and vessel-integration considerations.
- Connect commercial arrangements with execution responsibilities.
- Plan installation, commissioning and implementation interfaces.
Enlarge White MPD choke manifold with labelled valves, actuators and flanged pipework.A six-choke manifold designed specifically for the managed pressure drilling (MPD) installation. The close-up shows the arrangement of the choke valves, actuators and connected pressure-control pipework, including the labelled CH1 and CH3 positions.
Training Documents & Examples
View the anonymised development-plan example and the MPD project-training presentation directly, or download PDF copies for discussion.
Individual Development and Competency Assessment: Example
One anonymised example containing the individual development-plan and competency-assessment views.
MPD Project Implementation Training
Training material covering the project considerations behind bespoke MPD system implementation.
