TRAINING AND COMPETENCY PROGRAM

We provide our employees with health and safety information, training and supervision to ensure they
have the skills and knowledge to do their jobs safely. We check with our employees to ensure they have
understood the information and training we provide.
Iraqi Crown recognizes that it is important for employees to be familiar both with safety concerns and
with technological advancements being made in our industry. Employee participation in external and
internal training programs is encouraged. Some of this training i s provided through orientations and on-
the-job training, while other training is provided through formal courses. Iraqi Crown has established a
minimum standard that includes a number of core (required) safety courses that must be completed by
all staff at field locations and temporarily working at field site locations.

PURPOSE
This procedure establishes the process of ensuring the competence, training, and awareness of any
person performing tasks for Iraqi Crown or on its behalf for the related activities.
The following outlines all training requirements:
1- Safety and Environment Orientation

Begin first week and consider:

• Personal Protective Equipment
• Personal Conduct
• Regulatory Requirements
• Company Vehicle Care (if applicable)
• Contractor Responsibilities
• Emergency Response
• Work Procedures
• HS&E Handbook & Questionnaire
On-The-Job Training Begin in first days:
- General Operations
- Housekeeping
- Safety Precautions
- Hazards
- Procedures
- Record keeping and sign off

2- Safety Training

Personnel must have the appropriate training certification pertaining to potential hazards in the
workplace. These may include:
• H2S Alive
• Defensive Driving
• First Aid/CPR
• WHMIS
• TDG
• Fire Extinguisher Training

3- Supervisory Training

Those employees that are, or have potential for supervisory positions, shall receive appropriate training.

4- Optional and Non-Optional Training

Complete as applicable:
• High Vapour Pressure Release Training
• Confined Space Entry
• Off Highway Driving (Theory)
• Collision Avoidance Course
• H2S Rescue
• Propane Training
• Wilderness Survival Training
• ATV Training
• Leadership for Safety Excellence

Standards for Wellsite Supervision, Drilling, Completions & Workovers:

- Wellsite Supervision
- Second Line Supervisor’s Well Control
- Safety Management for Wellsite
- Regulatory Awareness for Wellsite
- Detection & Control of Flammable Substances
- Well Service BOP

5- SAFETY ORIENTATION

Every worker and contractor who is new to a work site must receive an orientation to the site. This
orientation is an introduction to critical aspects of Health, Safety and Environment Program. It provides
immediate information that workers need to know and includes a review of Company policies and other
practices in the Health, Safety and Environment Handbook. A Handbook Review Questionnaire and
Answer Key are available to confirm that employees understand the contents of the handbook. The
employee is required to familiarize themselves with the contents and then sign the acknowledgement
form located on the back page and turn it in to their supervisor. The signed acknowledgement forms and
a copy of the questionnaire are to be filed at the applicable field offices.
As part of the orientation, core safety training requirements should be determined and scheduled as soon
as possible.
Following this, a site walk-through is given, highlighting locations of personal protective and emergency
equipment. Company safety procedures are discussed and personal protective equipment t is issued (i.e.
coveralls, prescription safety glasses, hard hats, etc.).

General orientation shall include the following:

• Description of the operation
• General rules
• General Responsibilities of Employees and Supervisors
High-risk Work (Lock out/ Tag Out; Confined Space, Hot Work; Cranes & Lifting; Excavation; working
at Heights.)
• Housekeeping
• Hand and Power Tools
• Machine Guarding
• Material Handling
• Health Hazards
• Transportation
• Communication
• Fire Prevention
• Training
• First Aid
• Security Awareness
• Right to say “No”
• Control of Hazardous Materials and Chemicals
• Statement of Commitment
• Spills, Releases, Excess Emissions, and Wildlife Mortality Reporting SOP
• Internal and External Communication Awareness
• Introduction to Regulatory Requirements
• Accident/Incident Investigation
• Inspections
• Personal Communications and Safety Meetings
• Task and Behavior Observation
• Emergency Response
• Risk Management
• Industrial Hygiene and Hazardous Materials Management

Specific Training
Trainers or area supervisors shall train employees and contractors based on the following:
- Employers of on-site persons performing tasks on behalf of the company (contractors) that have the
potential to cause a significant environmental impact shall train the relevant individuals, using training
materials provided by the company, and retain the training records on-site and available.
- Employers of off-site persons performing tasks on behalf of the company (contractors) that have the
potential to cause a significant environmental impact shall train the relevant individuals, using training
materials developed by the employer but satisfying the company contract requirements and retain the
training records. Off-site persons shall have documented evidence of competence available in order to
gain access to the company locations.
• Introduction to local work area Hazard recognition
• Transportation and communications
• Emergency evacuation procedures
• Mandatory health and safety standards
• Accident reporting
• Employee’s responsibilities
• P.P.E. requirements
• Control of Hazardous Chemicals
• Basic First Aid
• Fire Prevention
• Energy Isolation
• Work at Heights
• Confined Space
• Electrical Safety
• Cyanide Management Safety
• Ground Control
• Hot Work
• Radiological Safety

ON-THE-JOB TRAINING
After the initial orientation, employees receive regular on -the-job training. On-the-job training is a
“hands-on explanation and demonstration of how to do the job(s) to which the worker will be assigned”.
In addition, on-the-job training allows supervisors to refresh their workers’ previous training by
repeating information learned earlier. All workers that are new to a job or work site should receive on
-the- job training. It should be conducted when work procedures are changed or when reviewing safety
requirements.

Evaluating the Effectiveness of Training Programs for Competence

HSE Manager shall measure and review the training programs for their effectiveness through the
following:
- Assess and document the competency of employees in conducting their work in accordance with
information provided in training programs, through written and/or verbal assessments and on-the-job
observations
- Trainers and facilitators shall be assessed competent with the appropriate skills and knowledge to
deliver the material
- Assessing the quality of training delivered (e.g. - use of questionnaires, course evaluations and tests
after training)

TRAINING RECORDS
The majority of safety courses are valid for a three (3) year period. It is the operations manager’s

responsibility to ensure training is kept up-to-date and adequate training records are maintained.

Certification must be maintained in the course that has an expiry date.

workplace induction checklist

Company name:
Employee name: Position/job title:
Employment start Supervisor/manager:
date:
This workplace
I have been shown/introduced to:
My supervisor/manager
Other employees
Key jobs, tasks and responsibilities
Work area, toilets, eating and drinking facilities
Where to make phone calls and collect messages

Employment conditions
I know about:
Work times and meal breaks
Rates of pay and how payment is made
Leave entitlement
Sick leave and who to call if I’m sick

Health and safety

I have been shown:
How to do my job safely, including the use of guards and other safety equipment
The safety signs and what they mean
How to safely use, store and maintain safety equipment
How to safely use, store and maintain equipment, machinery, tools and hazardous substances

I know:
My responsibilities as an employee
Who my health and safety representatives and committee members are
When the health and safety committee meets
Where health and safety information is kept

Hazards
I know:
The hazards in my workplace
The controls for these hazards
 How to report hazards
Where records of hazards are kept
The procedures for working safely
I will receive the results of personal health monitoring

Emergencies
I am familiar with:
The location of the emergency exits
The location of the fire extinguishers
The evacuation procedure
The first-aid kit and its location
Who can provide first-aid (if applicable)

My assembly area is:

My emergency wardens are:

Incidents and injuries

I know:
To report injuries, near hits and misses and early signs of discomfort and how to report them
Where incident/injury forms are kept
Who I report to
Reports will be investigated and I will be informed of the results

Signed by employee: Date:

Signed by manager: Date:
Mandatory and Statutory Training Matrix

Training Requirement Delivery Mode Repeat Required

Induction and Inset Face to Face 3 Years All staff

- Fire Face to Face / E-

2 Years All staff
Learning
- Infection, Prevention and
Control Face to Face 3 Years All staff
- Equality and Diversity Face to Face 3 Years All staff
- Information Security Face to Face 3 Years All staff
- PREVENT Face to Face 3 Years All staff
- Moving and Handling Face to Face 3 Years All staff
- Risk, Health and Safety Face to Face 3 Years All staff
-Emergency training Face to Face 3 Years All staff
- Conflict Resolution Face to Face 3 Years All staff
- Fraud Awareness Face to Face - All staff

All Staff
Break Away Training Face to Face 1 Year
Ladder Safety Training All Staff
Face to Face 3 Years
 CHECKLIST FOR DEVELOPING AN ON-THE JOB TRAINING PROGRAM

1. Prioritize job needing on-the-job training: 5. Observe work doing the job for the first
time:
❑ List all jobs for each worksite ❑ Review procedure
❑ Identify hazardous jobs (prioritize) ❑ Review tools
❑ Identify most important jobs ❑ Review critical tasks
❑ Finalize list of jobs meeting ❑ Review hazards and their controls
❑ On-the-job training ❑ Observe and coach
❑ Discuss observations with worker

2. Develop standards for each job: 6. Coach and train as required:

❑ Determine regulatory requirements ❑ Test progress with questions
❑ Check manufacturers standards / industry ❑ Perform critical point checks
practices ❑ Conduct review
❑ Set time frame to perform job under normal
conditions
❑ List special conditions
3. Develop procedures: 7. Observe worker doing the
job independently:
❑ Include job standards and critical tasks ❑ Allow minor errors
❑ List tools required ❑ Stop only if critical
❑ List special abilities required ❑ Review, reinforce, evaluate, and
❑ List job steps then correct minor errors
❑ Identify hazard points and their controls ❑ Question understanding of procedures

❑ Choose critical checkpoints

❑ Schedule testing of critical checkpoints
4. Demonstrate job to worker: 8. Set schedule for review:
❑ Lay out procedure ❑ Follow-up commitment
❑ Lay out tools ❑ Spot check
❑ Explain procedure ❑ Set performance objectives
❑ Explain hazards and their controls
❑ Explain as you perform work 9. Continued communication:
❑ Respond to questions ❑ Communicate effectively
❑ Test worker
❑ Prepare report