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London August, 2006
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London August, 2006

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  1. Presented at GRA Workshop – London 080906 Myriam Novoa DS FC LEARNING GRA’s WORKSHOP London August, 2006

  2. Objectives Learning Presentation • Provide an overview of Learning Strategy for Downstream. • Share the new Training Curriculum and Delivery Format • Confirm role and responsibilities of GRA and Regional Training Focal Points in terms of local implementation.

  3. Overview: Meaning of Learning and implications for the AoO’s Define, plan, execute, and monitor • the transfer of knowledge from Project to the Business. • the delivery of training courses. • the ongoing develop of competencies inside the organization. Knowledge Transfer What does Learning Strategy mean? Training Strategy Training on the Job Develop and execute Learning Strategy locally, to develop the required SOX404 competency proficiency levels inside Shell. What is the role of AoO’s? Support Local AoO’s and IT in DS, to achieve their Learning objectives and ongoing compliance with SOX404 requirements. What is the role of DS FC Learning?

  4. Overview: Detailed Roles and Responsibilities SHELL Group (CMT) (Ensure compliance with Shell Methodology and consistency across Shell) DS FC Learning (Support AoO’s to achieve Learning objectives) AoO Level (Develop and execute learning Strategy locally) • Develop Core Training Curriculum and the required updates in accordance with ongoing SOX404 requirements • Deliver Face-to-face training • Address feedback on ability of Training Curriculum to address stakeholder requirements. • Assist and Support the local implementation of Learning Strategy. • Take actions, to ensure Training Curriculum “fit for purpose” for DS. • Coordinate with AoO’s to assist with local customization of training material. • Monitor effectiveness of Training Strategy and assist the AoO’s with local implementation of adequate monitoring tools. • Identify local training requirements. • Plan and define timeline for Knowledge transfer & Training Strategy • Develop examples and case studies for local requirements. • Maintain database of training participation and facilitator’s evaluations. • Keep Local Management aware about progress, issues and actions required in terms of Learning implementation.

  5. Number of Stakeholders by Region

  6. Knowledge Transfer: SOPUS Example (Workshop) Process Owners and Control Owners representing each business were identified and engaged. • For each process the following resources were identified and engaged: • Champion documenter • Champion tester • QA and E&Y Superstore representative • PwC representative 1 Facilitator was identified for each session, to ensure adequate discussion and learning curve. This process takes between 1 and 2 months depending on the magnitude of the AoO • Each session included: • Review of Flow Charts and Narratives • Review of all Actual Control Descriptions • Review of Walk Through and Conclusions • Review of Test Scripts and Test W’P’ • PwC feedback

  7. Modules in development and GRA’s Proficiency levels required

  8. Modules in development and GRA’s Proficiency levels required

  9. Modules available by end of August 2006 Understanding SOX404 • Understand internal/external audit requirements. • Understand the SOX404 cycle Self Testing • Develop/approve Self-testing plan. • Design Self-Testing test script. • Update Self-Testing documentation and perform self-testing. • Conclude on Operational Effectiveness In development for e-learning Face to face 2 hr Face to face 1 day e-learning 3 hrs Face to face 3 hr Face to face 3 hr Documentation of Controls • Understand role/requirements of Service providers. • Update documentation and perform Walk Through. • Update and maintain Greenlight. • Update and maintain Visio. • Conclude on Design Effectiveness. In development Remediation • Remediation for DE and OE deficiencies Face to face 4 hrs Face to face 1 day Management Assessment • Perform Management Assessment and Sign Off. e-learning 2 hr Face to face 3 hrs / 2 days e-learning 1.5 hr Generate & Maintain the Evidence • Generate & Maintain the SOX404 evidence Face to face 4 hrs In development for e-learning Face to face 2 hrs Quality Assurance • QA for Design and Operating Effectiveness Face to face 3 hrs

  10. Modules expected to be completed by end of October 2006 Understand IT applications • Update and Maintain EUC. • Update and Maintain AEC. Segregation of Duties • Understand the SOD requirements. Face to face 1 day Face to face 1 day Face to face 1 day Understanding SOX404 • Understand RDS Methodology for SOX404 • Understand impact of SOX in working environment Face to face 4 hrs Change Monitoring, impact assessment and design • Identify controls impacted by trigger events. • Design and implement ACD/Changes to control. e – learning 1 hr Face to face 2 hrs Face to face 2 hrs SOX404 Coaching and Training • Coach and train on SOX404. Face to face 4 hrs Scoping • Assess scope (FARM/RESM) and approve results. • Develop and approve control planning. Face to face 4 hrs Delivery formats and proposed duration may be modified after completion of the content’s development

  11. Train the trainers approach What does Train-the-Trainer mean? • A Train-the-Trainer process teaches Subject Matter Experts how to use their knowledge to deliver effective training to their co-workers How does it benefit my group? • Creates a local, readily available training resource • Delivers a consistent message with a high level of quality • Ensures material can be related to local concerns • Address language issues What’s involved? • Choosing candidates beforeyour group starts training • CMT takes responsibility for training the trainers • CMT assess capability of trainers selected

  12. Training on the Job Overview Long-term Strategy to develop SKILLS inside SHELL • Support Structure • Feedback sessions • Refreshment training sessions • Help Desk (Subject Matter Experts) • Support and Coaching. • Sensing Capability • The Quality Assurance activity will have a key role in: • Facilitating training on the job • Providing input into the local learning strategy through real-time identification of potential competency gaps/development areas

  13. GRA and Regional Training Focal PointKey Roles and Responsibilities GRA Regional Training Focal Point • Advise the RTFP on their local embedding/training objectives. • Work together with RTFP to develop & execute training plan. • Based on QA findings provides inputs to DSFC Learning and RTFP on the effectiveness of the Learning strategy. • Provides inputs to RTFP to ensure consistency and best practice in SOX404 activities. • Ensure that issues that arise during the implementation of the learning strategy are escalated at the adequate level • Plan and co-ordinate the execution of Knowledge Transfer and Training strategy. • Assess the training needs for stakeholders within their region. • Understanding the SOX404 curriculum and identifying requirements for local customisation and development of examples and case studies. • Monitoring the participation and effectiveness of the training delivered across the region. • Leverage lessons learned and assist with sharing best practices across DS.