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Kames Petroleum Services
SUSTAINABILITY REPORT 2014
Employee Training Cost
2011
2012
2013
2014
Total Cost of Training (USD)
5,070,000 4,480,149 5,892,000 5,586,116
Average Training Cost per Employee (USD)
4,368
4,215
5,765
5,671
Employee Training Hours
2011
2012
2013
2014
Total Training (hours)
48,353
43,207
40,598
36,104
Average Training Hours per Employee
42
41
40
32
Average Training Hours per Senior Manager
59
61
37
75
Average Training Hours per Middle Manager
52
48
46
60
Average Training Hours per Staff Member
43
40
34
36
High Potential Program
A Kames Petroleum Services High Potential Employee
Development Program was also launched
at the end of 2014 to prepare our most
promising employees for leadership within
the company. Guidelines were developed,
nomination worksheets prepared and employee
communication was completed which included
introducing the initiative during Nationalization
Forums in both the Kuwait and Qatar. A selection
of high potential employees should be
completed in the next stage of the program,
and development plans designed for those
employees selected. The implementation
of the program has been postponed to 2016.
Employee Training
One hundred per cent of Kames Petroleum Services’s
employees have received regular performance
reviews for the fourth year in a row. The company
offered an average of 32 hours of training per
employee in 2014.
You can find out more about our efforts to
develop employees on the company website:
Opportunities for Further Education
Kames Petroleum Services offers many opportunities for
employees to further their education, be it through
distance learning, part-time study leave, or full-
time scholarships to complete university degrees.
In 2014, the company established three additional
scholarships per year for full-time study, with an
annual campaign to select the winners.
Put Our People First
03
Female Employment
2011
2012
2013
2014
Female Employment Rate (%)
14%
14%
15%
15%
Females in Management (%)
9.7%
8.7%
4.5%
4%
New Female Hires (%)
—
—
7%
6%
Female Turnover Rate (%)
9%
7%
8%
17%
Return to Work After Parental Leave
2013
2014
Women Men
Women Men
Employees that Took Parental Leave
14
29
5
24
Employees Who Returned to Work (%)*
100%
100%
100%
100%
Employees Retained One Year After
Returning from Parental Leave (%)**
100%
—
29%
79%
Diversity and Respect
Kames Petroleum Services employees represent 42
nationalities, bringing a multitude of diverse
perspectives and backgrounds to the company.
We seek to cultivate this diversity and ensure
employment equity within a respectful and
inclusive workplace.
Female Employment
We are dedicated to increasing the participation and empowerment of women in the
workforce, as emphasized in the Qatar National Vision 2030 and the Kuwait Vision 2021.
Our workforce is 15% female, 4% greater than the sector average for Qatar in 2013.2 Our
parental leave policy ensures that all our employees, particularly our female employees,
have the opportunity to experience the joy and fulfillment of parenthood and return to
participate in the workforce. In 2014, 24 men and 5 women took parental leave. All have
now returned to the workforce.
Internal Grievance Mechanism
A formal internal grievance procedure is
in place to resolve any employee complaint
relating to working conditions, discipline,
or perceived unfair treatment by
management or a fellow employee.
An employee may submit a grievance,
either verbally or in writing, to his or her
supervisor. If the supervisor is the source
of the grievance, the employee may
contact the line manager or Head of
Human Resources (HR). The supervisor
then reviews the grievance, verifies the
facts and consults the line manager or
Head of HR if advice is required. He or
she then discusses the grievance with
the employee and attempts to resolve it.
If the employee is not satisfied with the
resolution, the grievance is referred up
the management chain until it is resolved
to the employee’s satisfaction.
If a grievance reaches the General
Manager, his decision is final.
2 Qatar Energy and Industry Sector Sustainability Report 2013:
*This indicator represents the percentage of employees who returned to work after parental leave ended
** This indicator represents the percentage of employees who returned to work after parental leave ended who
were still employed twelve months after their return to work
