Yinson Annual Report 2020

87 Annual Report 2020 We have two-way performance reviews that promote conversation between line managers and corresponding subordinates. The appraisal process covers all employee levels, from junior to senior management. This structure encourages the alignment of expectations, as well as the bridging of skill gaps for better career development through identification of relevant training needs. Percentage of employees receiving regular performance and career development reviews in FYE 2020 100% For offshore crew, the matrix broadly comprises of the following types of training: Entry level trainee programme Mandatory training On the job training Technical training Build the capacity of recent graduates with little or no experience in the oil and gas sector. Ensure crew have the safety training required for their positions Ensure practical learning experience for all employees Ensure crew are trained in equipment and process Localisation (pg 89) Mandatory training (pg 100) At Yinson, we recognise that the training and competence of our crew are crucial pre-requisites for safe execution of FPSO operations, high productivity, effective succession planning, crew motivation, commitment, career development and knowledge retention for the Company. A rigorous competency and training matrix is developed for each asset and deployed across its crew. Every training course is followed by a competence assessment. During the financial year, Yinson launched a programme called ‘Yinson Up’, or ‘Yup’ for short. These are human capital development events designed to improve employee performance, capabilities and skills. The first Yinson Up event, held from 9 to 10 January 2020, saw 70 Yinson leaders from across the Group’s global offices coming together for two days of training and strategy alignment to gear up for the high growth period ahead. Future events will target other employee groups within the organisation.