CAREERS

Dolphin Energy provides a comprehensive induction program that helps new employees understand quickly the responsibilities of their new role and what is expected from them.
The program also helps them adapt to the new environment and understand aspects of the company’s culture to begin functioning quickly.

The Dolphin Energy Learning Matrix shows competencies and learning opportunities for different levels in the company. The matrix was designed using Dolphin Energy’s Core Competency Model as a basis and helps to create learning or development plans.

Dolphin Energy offers excellent opportunities for professional and personal development. Employees are developed through in-house and offsite training courses, individual development plans, succession planning, leadership development and assignments with partner companies.

This model displays competencies for three organizational levels plus four foundation competencies that apply to all employees. The three organizational levels are 'Managing the Business' for executives, 'Managing Others' for managers and supervisors, and 'Managing Self' for individual contributors—those who do not supervise others. The four foundation competencies apply to all employees. The Core Competency Model is used as a reference in training, performance management, selection, recruitment and career development.

Dolphin Energy works closely with its shareholders Mubadala Investment Company, Total and Occidental Petroleum Company to provide important development opportunities for National employees.

Dolphin Energy offers a variety of opportunities for Qatari and UAE Nationals to pursue their education. Scholarships are provided to selected employees, while sponsorships are provided for selected high school students. Furthermore, the company provides part-time study leave to selected employees so they can continue their education.

The Technical Preparation Program is designed specifically for High School graduates to develop competency-based skills required for Technician and Operator roles.

Succession planning is critical to Dolphin Energy’s future. The goal of succession planning is to have properly prepared employees ready to move into critical positions. Development plans prepare potential successors for those future positions.

Every employee participates in the company’s performance appraisal program. Performance against objectives is reviewed, future objectives agreed upon and training needs are established.

Development Programs provide National employees with opportunities to develop interpersonal skills and enhance technical competencies required for career progression. Dolphin Energy provides on-the-job training and blends this with training courses, self-study and self-assessment. In addition, a coach is provided to support all employees under development.

Dolphin Energy works with educational institutions to provide internship programs for young graduates and high school students. Interns spend up to two months in full time placement, benefiting from on-the-job training and applying theory to practical experiences.