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ISSUE: December 2014
BRIEF
GSP’S ARCTIC CHAPTER: REPORT ON GSP SATURN AND GSP FALCON OPERATIONS
ISSUE HIGHLIGHTS The largest privately owned OSV fleet in the Black Sea: Triple naming ceremony of GSP Altair, GSP Centaurus and GSP Pegasus
Engaged in key regional projects: GSP participates at the construction of the 3rd Bosporus bridge
Training opportunities for marine cadets at GSP Training Center
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Dear colleagues, We have witnessed in the recent years the increasing interest in the underexplored Black Sea, from the first deep water discovery and the newly shallow water commercial reservoirs as well. In 2013 and 2014 the services demand in GSP’s home market recovered for drilling and offshore support vessels as well. We count on the all the Black Sea neighboring countries to develop responsible and fertile climate allowing local market to drive supplementary services demand. The business opportunities for GSP Holding in the region are favorable, as the exploration and production spending is expected to reach USD 4-5 bn by 2020. In this context, there are bright business development opportunities for GSP. 2014 was a flourishing year for the fleet extension: two new mobile offshore drilling rigs and three newly built vessels entered GSP’s fleet, the shipyard and port facilities GSP has in Agigea and Midia entered new development stages, both in increasing operational areas and enriching endowment, and they will enable our company to deliver complete project services to sustain offshore operations. And GSP will continue to upgrade the existing assets and acquire new ones. In order to answer with increased effectiveness to the market signals, the company underwent a reorganization process and we trust the business units and all the support operations will carry out with improved results. Recognizing the role of process improvements and the new energies they supply into GSP, we encourage boosting productivity while building safer working environment for all. GSP continued the strategic personnel development program through more elaborate career development platforms: the drilling cadets selection and training continued within GSP Drilling, GSP Training Center has launched the high profile and much expected marine cadets two years program in partnership with the Naval Academy Mircea cel Batran, the human resources department launched the Junior Professional Program and GSP Talent Academy to address this way the training of the graduates and the development of new leaders to suit. GSP remains the fastest growing offshore drilling, marine and offshore construction contractor in the region. 2014 has opened a new frontier for our operations: after successfully entering the Gulf of Mexico and North Sea markets, GSP crossed the Arctic operational borders with GSP Saturn drilling campaign in Pechora Sea, in the Southern Barents Sea. Our commitment to strengthening safety and sustainability across offshore operations finds its expression in the collaborative efforts GSP has made to bring together authorities and community representatives in order to develop an effective regulatory frame to ensure sustainable development and compliance for the offshore industry in our region. GSP sustains academia initiatives impacting on the business environment in our field through research programs and the education of new generation of offshore specialists through tailored master’s classes and engages deeper in the communities with visible results. There’re many teams, crews, professional categories contributing to GSP’s success day by day. As this year comes to an end, it is time to thank all GSP`s employees for their work and commitment, and of course all our clients and partners for their cooperation. May the next year be filled with new challenges and successful projects! Happy holidays season to you all! Gabriel Valentin Comanescu President & CEO
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contents 6 BLACK SEA OFFSHORE 2014 10 GSP PROVIDES HEAVY LIFT SERVICES for the construction of the 3rd Bosporus Bridge 11 AGIGEA, THE NEW CABLE STAYED BRIDGE 12 REFRESHED HSE MANAGEMENT for Offshore Construction 16 NAMING CEREMONY OF GSP ALTAIR, GSP Centaurus and GSP Pegasus 19 GSP PEGASUS rescues 31 refugees offshore Karpathos Island 20 POLLUTION PREPAREDNESS AND RESPONSE ACTIVITIES GSP Orion completes new drill 22 GSP SATURN AND GSP FALCON opened GSP’s arctic chapter 26 STANDING OUT OF THE CROWD 28 FACES OF SAFETY ONBOARD: Costin Firulescu, HSE Advisor 30 GSP DRILING STAR PROGRAM 36 THE FIRST ‘HANDS ON’ SAR TRAINING 38 GSP TRAINING CENTER launched in October the Marine Cadet Training program 40 GSP TRAINING CENTER housed the
Regional On-scene Coordinator (OSC) Train the Trainer Course 42 GSP AWARDS THE BEST IDEAS IN SAFETY! 44 PRESERVE THE FUTURE GSP has launched the Consumption Reduction Program 45 SUSTAINABLE DEVELOPMENT STRATEGY 46 GSP TALENT ACADEMY 49 GSP JUNIOR Professional Program continues 50 GSP launched the Leadership Development Program 53 GSP INTRANET – The digital internal communication solution 54 BOUDEWIJN VAN KOOTEN, Working as an Expat in Romania 55 IT & C REPORTS the main accomplishments of the team for the 2014 56 DO VALUES AND LEADERSHIP high performance behaviors matter? Recurrent Reminder: GSP’s Values and Leadership. High Performance Behaviors 58 MEET FRANCOIS PAPARONE, GSP Catering Managing Director
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Black Sea Offshore 2014 Constanta was for two days the turning point of the Offshore Industry and all its major players, authorities and operators, as they gathered at Vega Auditorium to assess the main challenges of exploration and production in the Black Sea, together with the further development of the offshore industry regulatory frame. Grup Servicii Petroliere was the co-host of the 2nd Black Sea Offshore conference. The event took place on the 15th and 16th of October 2014 in Constanta, the hub of offshore activities in the region. The event approached offshore blocks and infrastructure development projects
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across the entire Black Sea region including Romania, Turkey, Bulgaria, Georgia and Russia, and offered unparalleled networking with key operators including OMV Petrom, Repsol, Total E&P Bulgaria, Midia Resources, Georgian Oil & Gas Corporation, Transgaz,
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Romgaz, Rosneft, Lukoil Overseas and many others. The National Agency for Mineral Resources was the official partner of Global Business Club, the conference organizer. Gheorghe Dutu, President of the National Agency for Mineral Resources, Government of Romania
has declared: “Romania attaches great importance to the development of the oil, gas, and energy industries, reducing dependence on hydrocarbon imports and unlocking its own offshore reserves. The current situation and market trends around the world and in the Black Sea
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region present a number of challenges for the oil and gas industry, in terms of increasing the amount of seismic surveying, ensuring environmentally safe production and providing energy security. I am sure that the Black Sea Offshore Conference will become a tradition for productive discussions between oil and gas professionals on these and other relevant subjects. I hope that this event will be an excellent platform for developing cooperation between Black Sea states, exchanging knowledge and experience in geophysics, offshore engineering and deep water drilling as well as for meeting leading international technology providers and investors.” Gabriel Comanescu, President of the Board and CEO GSP, addressed the participants in the opening of the first conference day by saying: “Black Sea Offshore Conference 2014 will contribute to boosting the efforts of the major players in the region to unlock the full potential of the reserves and to mark important steps toward energetic balance of the region. There is a greater consciousness today of the links and inter-dependence of two topics: the offshore industry momentum in the Black Sea and the better understanding and knowledge of environmental issues not only to protect our fragile
environment, but also to ensure it is safe and healthy for present and future generations. The challenges of the offshore oil and gas industry in our region are significant and I am confident that all of the players, governmental agencies, independent regulatory bodies and operators, will succeed in reaching their objectives. The Conference will highlight the growing importance the Black Sea region holds in the global oil and gas market, and it may be inferred perfectly
out of the premiere players having been represented here by their top specialists. For the second time, Global Business Club enables through Black Sea Offshore Conference the building of a productive dialogue between authorities’ representatives in the region and the national and international oil and gas companies. Please allow me to congratulate GBS on the initiative to organize the event here, in Constanta. It is the right time for the united international oil and gas community to examine
„The challenges of the offshore oil and gas industry in our region are significant and I am confident that all of the players, governmental agencies, independent regulatory bodies and operators, will succeed in reaching their objectives.“
Gabriel Comanescu, President of the Board and CEO GSP
closer the prospects of the hydrocarbon reserves in the region and infrastructure development projects.” “Taking into consideration the recent exploration activities of OMV Petrom, ExxonMobil and Lukoil Overseas, I believe Constanta was a great choice for running the conference this year and we are very grateful to GSP for their support and hospitality. The third Black Sea Offshore Conference will take place on 21-22 October 2015 in Istanbul and we will be happy to welcome everyone who is involved in the Black Sea E&P sector or looking at the opportunities in this promising region”- says Jivko Gadjourov, Director General of GBC Ltd, the organiser of the Black Sea Offshore Conference. Constantin Gheorghe, the Corporate HSEQ Director, was the Chairman during the first day of the Black Sea Offshore Conference and also held a presentation concerning emergency response, thus offering the audience a comparison between the North Sea emergency response solution and the situation to the date in the Black Sea to sustain the cause he is advocating for: offshore industry in the Black Sea needs to focus and create a comprehensive response to all potential emergency situations. GSP has also sponsored the participation of seven
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SPE Student Chapter members at the conference proceedings. Andreea Georgescu, President of Bucharest SPE Student Chapter has acknowledged the fact that the Conference allowed the students to improve their knowledge in respect of the Black Sea offshore industry and shape their vision on the cooperation among the Black Sea bordering states directly involved in unveiling and developing the full potential of the Black Sea reserves. “I speak on behalf of all my colleagues attending the event when I say it provided to us an excellent occasion to interact with experienced industry representatives and profiting their knowledge sharing over such a high profile event” Petre Ioana, a SPE Bucharest Chapter member student has also sent her thanking message to the organizers of the Black Sea Offshore: “Thank you for the interest the organizers showed towards the students and the help provided for learning more, for learning fast. My colleagues and I have had the excellent time at the conference; we enjoyed the hospitality co-organizers offered the students. The conference agenda included interesting topics which allowed us conceptualize what the Offshore Oil and Gas industry is about, the challenges the Black Sea
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The SPE Bucharest Chapter students showed a great interest towards both academia development and alternative learning opportunities such and the event they took part in. I have reasons to assure the students that GSP will further show its full support for the young professionals.
Constantin Gheorghe, Corporate HSEQ Director & Company DPA
region faces and the main HSE concerns. “Black Sea Offshore was an opportunity for me to see there’s hope for growing new competent and daring offshore oil and gas professionals. The SPE Bucharest Chapter students showed a great interest towards both academia development and alternative learning
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opportunities such and the event they took part in. I have reasons to assure the students that GSP will further show its full support for the young professionals.” – declared Constantin Gheorghe, Corporate HSEQ Director and Company DPA “I am extremely glad that the students were offered the opportunity
to participate in this conference and I count on further collaboration in respect of providing students more professional development opportunities.” - Dumitru GHERGHICEANU PhD Senior Department Manager OMV PETROM Development BU, Well Engineering Department and SPE Bucharest Chapter Sr. Consultant Vasile Badiu, Senior Researcher Volunteer consultant, SPE Committees Member, Associate Editor of The Springer Journal of PEPT, considers the participation of the seven students at the Black Sea Offshore Conference a success of the Bucharest SPE Student Chapter. He encouraged the participants to edit a scientific report on insights the event provided to them and took the opportunity to address thanks to the organizers: “Black Sea Offshore Conference held in Constanta was a unique meeting and dialogue opportunity of corporate and government players involved in offshore oil and gas. Their interests, as reflected by the proceedings, focus on critical industry issues, with emphasis on companies’ strategies, sustainability in the region, regulations, technological, commercial and business development issues in South-East Europe and the Black Sea.”
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GSP provides heavy lift services for the construction of the 3rd Bosporus Bridge GSP Neptun is under way to Bosporus strait, Istanbul, where it will provide heavy lift services under a contract with Hyundai Engineering & Steel Industries Co. Ltd. The largest heavy lift crane barge in the Black Sea is employed to perform
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offshore works for the construction of the new Yavuz Sultan Selim Bridge over the Bosporus Strait. GSP’s 1800 tons crane will unload 390 tons steel blocks on both the European and Asian sides of the strait. GSP Vega, AHTS, performs the crane
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barge transportation from Constanta to Istanbul and back. The 59-meter-wide bridge – the widest in the world – will be the third one to connect the Asian and European sides of Istanbul. ‘Yavuz’ Sultan Selim Bridge is part of the
Odayeri-Paşaköy section of the north Marmara motorway project. The new bridge will have eight road lanes and two rail tracks. The 3rd Bosporus Bridge will also have the highest lateral towers in the world, reaching 322 meters in height.
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Agigea, the new cable stayed bridge The works GSP performed at the project started in June 2013, when GSP Neptun, the largest crane barge in the Black Sea, successfully completed an operational first within a cable-stayed bridge project. In August 2014, GSP Neptun completed the installation works at the
new bridge in Agigea, and, in between the summer of 2013 and of the 2014, extensive steel fabrication operations were carried out by the contractor of the bridge project, TGT, all the installation operations being performed by GSP assets and crew. GSP Neptun and GSP Granit, the two crane
barges, GSP Bigfoot 2, the semisubmersible barge, and series of heavy lift land cranes were mobilized by the client to perform all the installation works. The new cable-stayed bridge at 0+540 km is the largest of this kind in Romania: the construction is designed to have an
overall 360 meters in length, with 200 meters width above the water, 17.4 meters width and 18,4 meters above the Danube – Black Sea Channel. It will be the largest bridge of this kind in Romania and will connect the A2 and A4 highways with the Constanta Port. 

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Refreshed HSE Management for Offshore Construction Lucian Racovita has joined GSP on the 1st of September 2014. He has been appointed HSE Manager for GSP Offshore Construction. Lucian has graduated in
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1998 from „DUNAREA DE JOS“ University of Galati, Romania, and holds a Master Degree in Technology of Machine Construction. After graduation, he
acquired extensive steel fabrication experience, working for 6 years in Shipyard environment, as Pipe Design Engineer and Ship Manager, in Navy and Daewoo Shipyards in
Mangalia, and Dubai Dry Docks. With the practical and theoretical work experience accumulated here, Lucian considers now it was easy to change the career path
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and approach the HSE field for Offshore Construction. “I started as Safety Engineer and worked my way up till my last position outside GSP, as HSE Manager in the Croatian Branch of Saipem SpA. Most of this time was spent in the offshore oil and gas projects in the Azerbaijani sector of the Caspian Sea, such as Shah Deniz and
Azeri–Chirag–Guneshli, installing offshore assets for British Petroleum. Over the last two years spent in Croatia, I was managing the HSE aspects for projects in Mediterranean Sea and providing further support to the structure in Azerbaijan. During these years, I had the opportunity to obtain relevant HSE certifications, such as
National Examination Board in Occupational Safety and Health (NEBOSH) International Certificate, passed with Distinction; Lead Auditor for ISO 14001, OHSAS 18001, ISM and Company Security Officer as per ISPS requirements”, Lucian tells us. Explaining the motivations behind the career change
he made, from engineering into HSE, Lucian explains: “Well, to be totally honest, it was because I needed a job, there was an opportunity, and I was very well aware of the safety issues of the work in heavy industry environment, from my previous shipyard experience. However, just “needing a job” doesn’t necessarily bring you
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one. I have proved to my employer that I have the knowledge required, and that I care about people. If somebody will ask me why I think I’m good in my job, this is the answer: I CARE ABOUT PEOPLE! Surprisingly, many times I care about people much more than people care about themselves. The Offshore Industry, and particularly the Offshore Construction business, is a very, very hard one. There are long working hours, tough weather environments, you are away from your family, you have to perform in a multicultural environment. The work itself is very challenging, you never do the same thing twice. Even if there are two similar jobs, some things will be different. Might be different time of the year, or different crews, or different clients, but for sure it will be something new each time. Works regularly involve work at height, work over board, tens of lifting operations, personnel transfer by basket/workboat/ helicopter, work in confined spaces, a lot of manual handling, chemicals, diving, and many other hazardous aspects. So you always have to be on alert, to go home in one piece. These daily challenges and the need to cope with them are making the Offshore Construction business a pretty safe one, comparing to others. Obviously, I have plans
for my activity in GSP, I have things that I want to implement or to improve. There are few really big challenges and I know it will take maybe years
for some of them, but we need to start somewhere. I have a motto. It’s good for the life, in general, but is particularly good for the work: “USE YOUR
„The work itself is very challenging, you never do the same thing twice. Even if there are two similar jobs, some things will be different. Might be different time of the year, or different crews, or different clients, but for sure it will be something new each time.“
BRAIN!” We have started a program of monthly HSE Campaigns, in which we ask people to think at a particular HSE issue. We discussed until now about the Stop the Work and about Personal Protective Equipment. The final purpose of these campaigns is to make people think about the dangers of their daily works, to increase the awareness of personnel, and to make everybody THINK BEFORE ACTING. Another challenge that I find in my work is the continuous focus on changing the mentality of the employees. This is, for sure, the process that takes hard work and patience, because positive changes don’t just happen overnight, it may take years to register the expected results. The starting point in changing the mentality is not the bottom of the ladder, but the top. Execution personnel will follow their leaders. If the leaders are not a living example ALWAYS, the chances for success are decreasing drastically, and that is why we started a training program, with parts of it dedicated to management and supervisory personnel. I will know that this program is a success the moment I will see the majority of managers and supervisors prising a person that stopped an unsafe work.”
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Naming ceremony of GSP Altair, GSP Centaurus and GSP Pegasus On September 19th, Constanta Port has witnessed the triple naming ceremony GSP has organized for the three new vessels entering the company’s fleet. The three vessels built in 2014 entered service providing assistance to offshore drilling rigs offshore Romania.
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Triple naming ceremony for GSP Altair, GSP Centaurus and GSP Pegasus
The addition of GSP Altair, GSP Centaurus and GSP Pegasus to GSP’s fleet turned the company into the largest private offshore support fleet owner and operator in the Black Sea. The three vessels supply oilfield equipment, special supply, bulk materials to the remote operation locations in the Black Sea. The naming ceremony was attended by representatives of the local and international businesses, port authorities, local administration, and GSP’s employees. The three new vessels entered imediately after the ceremony under contract with Lukoil
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Overseas, the international exploration and production division of Lukoil. The Client has contracted as well a 30,000 tons semisubmersible drilling rig for deep water drilling services and the three GSP vessels will assist
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this offhsore installation during operation in two blocks, Rapsodia East and Trident, on the Romanian continental shelf. As the deep-water exploration and production accelerates in the Black Sea, new and powerfull
OSVs GSP has brought recently in the Black Sea are called upon to carry out more specific tasks. The new offshore support vessels have increased cargo capacity, large accommodation spaces and enhanced crew amenities, state-of-the art propulsion and station keeping systems. GSP, the owner and operator of the largest OSV fleet in the Black Sea contributes to shaping the offshore industry and reducing the vulnerability the lack of logisytic support may cause to the further planned exploration and production development operations in the Black Sea.
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GSP Pegasus rescues 31 refugees offshore Karpathos Island GSP Pegasus took part in the rescue operation of 31 refugees on September 14th. The vessel answered the SOS call sent by the refugees, locating and approaching the wayward boat at approx. 23.00 hours. The 31 persons, mainly women and children of
uncertain nationality were found onboard a small boat drifting away, apparently because of an engine failure, in the eastern Mediterranean, approximately 60 nautical miles E-SE off Karpathos Island. GSP Pegasus assisted the
refugees and maintained the communication channels open with the Greek authorities and NATO, providing assistance to the refugees in distress until two larger vessels approached: the tanker Phoenix Admiral and the container ship Nicolas.
Following the Greek authorities instructions, the 31 refugees were taken onboard the container ship Nicolas and transported to Rhodes. GSP Pegasus rescue mission was successfully completed at 03.30 on September 15th.
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Pollution Preparedness and Response Activities GSP Orion completes new drill On the 28th of August, the EMSA oil spill response vessel, GSP Orion, performed the third drill scheduled for 2014. GSP Orion operates in the Black Sea and the oil spill equipment depot is set in Constanta, within the main GSP operational base, in berth 34. The pollution response equipment GSP Orion is endowed with consists of:
Florin Zaharia, naval superintendent, introducing the OSR drill scenario to GSP Orion crew members
- Two Rigid Sweeping Arms, 12m - Heavy Duty Boom, 2x250m
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Weir/Shovel Drum HighCapacity Multiskimmer - Brush Skimmer - Oil Slick Detection System.
GSP makes sure to maintain GSP Orion service level for operational contract through: - Monitoring and evaluation of vessel/ crew performance during quarterly drills; - Participation of the EMSA contracted vessel in operational at-sea exercises, organized in cooperation with EU
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member states and/or Regional Agreements - Participation and testing of all equipments onboard through the regular activities and drills.
The drills GSP Orion performs four times a year are designed to verify and improve the operation of onboard equipment. Together with national maritime authorities national coastguards, port administrations and search-and-rescue organizations, GSP Orion also participates in wider exercises involving larger scale marine disaster preparedness activities. One of the drills the vessel performed this year allowed the onshore communication support personnel to take part in the simulation.
Carmen Turcu, Document Controller, Radio Communications: “I knew my work is important, that my work counts in the economy of the department. I was encouraged to take part in the exercise by
Liviu Nedelea, Vessels Operations Manager. On our exact records and the permits we obtain count all the offshore operating assets for safe and reliable communications. In my work there’s no place for
Carmen Turcu, Document Controller, Radio Communications
errors, they cost vessel delays in leaving port, but this I already knew. What’s the plus of the exercise I took part in is the better understanding of the manner the communication system integrates its various components onboard, based on route, distance of the shore line, and many other things, quite a lot of key factors. Seeing operational equipment onboard during an EMSA drill was a valuable professional experience for me. I enjoyed each minute of it and I took advantage of the time I spent onboard to learn. The outcome of my participation may be assessed in performing better, with supplementary insights on the records I make.”
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GSP Saturn and GSP Falcon opened GSP’s arctic chapter GSP Saturn is authorized to drill on the Arctic shelf and has undergone cutting-edge refurbishment before arriving at Gazprom Neft’s Dolginskoye field on the 16th of June. The sea at the drilling location reaches approximately 40m deep; the well will be 3,500m in length and located 83km offshore. The project documentation for the drilling work at Dolginskoye field was approved at public hearings in NaryanMar (Nenets Autonomous Region) in December 2013.
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In April 2014 the platform was inspected by the American Bureau of Shipping (ABS), which confirmed its compliance with all drilling safety regulation. Lloyd’s Register Drilling Integrity Services, the world leaders in independent technical inspections of offshore drilling facilities, also approved the Rig for Arctic operations. The audit took place in May 2014 confirming that all the necessary provisions for operating in severe climactic conditions
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were in place. Upon GSP Saturn arrival to the drilling location, Russian Federal Service for Ecological, Technological and Nuclear Supervision (Rostekhnadzor) performed an on-site inspection of the platform and confirmed its adherence to all of the requirements of Russian law pertaining to industrial and environmental safety. Alexandra Luca, the GSP Moscow Director provided some details on the role the contract plays in enhancing GSP presence on the Russian market:
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“The Russian market is a strategic one for us, there’s no doubt about it. Looking at the operational landscape in the region, there’re present here all the major players of the oil and gas industry. They go, and we go as contractors, where hydrocarbon resources are, there’s nothing new to be invented about it. GSP’s success stays with the good understanding of the business climate in Russia, an excellent understanding of the Client’s demands and an informed approach of the laws which
regulate the energy sector. We’re not at the first contract on the Russian market. Those following closely our international presence know about our involvement in DzhubgaLazarevskoe-Sochi offshore main pipeline construction project and Sakhalin III projects before going to the Arctic.. We simply took our presence in this market to another level with the Pechora drilling contract. And our success stays in developing a contractual relationship with a well-established and
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prominent Client. We tied the business relations with GazpromNeft by raising our operational response exactly to the level of HSE and technical performance they expected from us. The documentation we submitted together with Client’s inspections of the rig and personnel competence proved our competence as a contractor and facilitated GSP to get the “Arctic drilling license”. Of course the success is due to GSP’s drilling team and the reputation we have built for more than a decade of contracting oil and gas projects in drilling worldwide. GSP Moscow managed the entire process of obtaining the operational permits for the Pechora drilling project. I am with the team in Moscow for over two years and being part of this project made us proud as we proved we’re able to progress and cross a new border, maybe the most challenging one, by contributing to wining the Arctic drilling contract in this global Arctic pioneering era. The experience we acquired working for this project is priceless and it opened the way to new successful negotiations with license holders in Russia. GSP’s personnel on the rig, the drilling management team and all the support operations graduated from a one in a lifetime training opportunity I
We’ve met the most ambitious challenge of the company with this project. The Arctic operations are facing a number of specific constraints such as the short ice free period. The operational requirements are the most demanding the oil and gas industry knows to the date. expect to facilitate multiple operational successes. We’ve met the most ambitious challenge of the company with this project. The Arctic operations are facing a number of specific constraints such as the short ice free period. The operational requirements are the most demanding the oil and gas industry knows to the date. Schedules must be observed to the smallest detail as the chances to lose the operational window due to the slightest deviation may cost loosing an entire year both license holder and contractor, with all the expenses resulting from this. GSP Moscow teamed up with Rostekhnadzor in the field of industrial safety. GSP was issued the operating permit, which is a mandatory document. And this permit, issued by the Federal Service for Ecological, Technological and Nuclear Supervision (Rostekhnadzor) was only one of the logical and regulatory steps we had to complete before starting the Arctic operations. But the full confirmation of
our contractor value came from the offshore drilling professionals, the project management team and the crew onboard the rig. They made full proof of their professional value and of the capacity to cross language and cultural barriers in Pechora the way they did on every meridian where they operated before. I’ve met several times with the Client’s representatives and they acknowledged the value of our personnel, the value of the solutions they provided for each phase of the project. By getting the ‘Arctic license to drill’ will facilitate GSP’s access several other, less challenging contracts in this strategic market. GSP’s team takes pride fulfilling 100% the contractual obligations. Experience counts in the Arctic and new opportunities will be presented to GSP. Pechora Sea drilling operations opened the way to a brighter operational future for GSP due to our experience and safety record. GSP operated efficiently and safely
in the Arctic, this way managing balancing the bottom lines of the business no matter how remote or weather & environmentally challenging that was, positioning the Client, GazpromNeft, for further success by observing the demands of the operations in harsh climate and valuing the natural resources of those living in those regions.” GSP’s construction vessel mobilized for Prirazlomonoye development project GSP’s Arctic operations have mobilized its construction vessel GSP Falcon to the Pechora Sea off northwest Russia for a 30-day program for Gazprom Neft Shelf. GSP`s vessel sailed to Prirazlomonoye oilfield in Russian Arctic in July 2014. The 153-m (502 ft.) long vessel has provided transportation, provision of accommodation, catering and personnel transfer services offshore Russia during commissioning works on the Prirazlomnaya platform. GSP Falcon with Charterer’s personnel on board has been kept safely at the Prirazlomnaya platform in dynamic positioning mode. The Prirazlomnoye oil field, discovered in 1989 in the southeastern part of the Russian Barents Sea, came on-stream last year via the ice-reinforced drilling and production platform.
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Standing out of the crowd There are heroes and pioneers among us. They look just like you and me, they do not possess superpowers, but‌ What makes them stand out? Their actions! Their unconditioned dedication and continuous strive to reach perfection in everything they do. Having such professionals among us compel us to reach out and rise to their level and to acknowledge their outstanding performances.
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GSP’S CREW OF THE YEAR AWARD
For the unprecedented pioneering in offshore drilling operations, for their stewardship to safety and sustainability, GSP has the honor to award the Crew of the Year Award to the personnel on-board GSP Saturn. In offshore drilling, GSP Saturn crew crossed the North Sea barrier in 2012, and completed her quest by entering the select
Arctic drilling pioneers club in 2014. We take pride in having them among us! Congratulations to all GSP Saturn team members!
GSP’S PROFESSIONAL OF THE YEAR AWARD
GSP’s Professional of the Year Award goes to Mr. Vasile Ciochina, Marine Operations Manager, for his unequalled performance
and dedication shown along his entire activity within our company, for the maximum concentration, courage, confidence, lucidity. Vasile does not hesitate to successfully carry out the most intricate, challenging or sensitive operations and he grew the new generation of GSP’s marine operations professionals. The award confirms the appreciation we have for Vasile, a proven offshore professional to the bone!
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Faces of safety onboard: Costin Firulescu, HSE Advisor At the end of April 2014, after acquiring valuable professional experience onshore, within the Corporate HSEQ Department, Costin Firulescu had been presented the opportunity to work onboard the rig, as HSE advisor. Costin represents the second HSE generation of professionals in his family, his father providing him inspiration in choosing his career. Costin tells us: “I was very happy getting the new employment proposal and on the 2nd of May I signed my contract. I spent two weeks in GSP central
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operational base in training for my new position. My trainers were the colleagues from the Drilling HSEQ Department. At the end of the training period, I went onboard GSP Prometeu to complete my first shift in the new HSE Advisor role. And I did my best to maintain a good and safe environment there, with no accidents, personnel injuries or other major issues, to improve our overall safety performances and strengthen the Safety Culture. Results say I have been successful in my pursuit. GSP Prometeu was a springboard for
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my new career. I had the opportunity to interact with new people and to learn a lot of things, on the safety side as well. I appreciate the continuous learning process as I know things I learn will also prove useful in the future. After two shifts onboard GSP Prometeu and a good and productive cooperation with the rig’s crew, I started a new chapter onboard GSP Magellan, the latest rig entered in GSP’s fleet. GSP Magellan is now located in Ivory Coast, West Africa. I was quite impressed at my first contact with this rig: it is a 3 legs jack up rig, with a large accommodation fully equipped for more than 100 people, having training rooms with large screens and training computers, sauna and gym. GSP Magellan is larger than the other rigs in our fleet. I believe that all the crew members are specialists and perform their jobs flawlessly. All of them assumed the “Safety first!” principle, thus contributing to maintaining a high level of safety. In terms of collaborative approach across the company, I also had the opportunity to check the value of onshore support despite the huge distance between the rig’s location and the company’s headquarters. Remembering my early days within GSP, it all started in August 2008, when I decided to apply
for a job. Following that application, in January 2009, I was called by the recruiting specialist within the HR Department and asked if I am interested to join the HSE Department, as Onshore HSE Inspector. I took the offer and started work one month
later. During all these years, I accumulated a lot of experience and I was involved in different projects regarding safety onboard drilling rigs. Among the most valuable professional experiences I can nominate here a few milestones in my
I consider myself lucky to take my professional inspiration from my father. He provided me with the motivation, fundaments and guidance along my professional development.
personal and professional development: During GSP Fortuna upgrade project I spent 2 months onboard the rig in Kavalla (Greece) when the rig was under the preparative preceding the contract mobile offshore drilling unit entered in the Gulf of Mexico. I was part of the team who worked on GSP Saturn Safety Case, where I was in charge of updating all LSA (Life Saving Appliances) and FFA (Fire Fighting Appliances) plans for the ABS/GL approval. And I was in charge with organizing all yearly inspections of life-saving and fire-fighting equipment from rigs’ inventory, made sure the specified equipment is maintained in good order and ready to be used, and I prepared the Station Bills and Muster Roles, I conducted new personnel safety induction training etc. I consider myself lucky to take my professional inspiration from my father. He provided me with the motivation, fundaments and guidance along my professional development. The lesson I best learned is to gain as much knowledge as possible and find the practical use of knowledge in improving the quality of our lives and work. I hope one day I’ll provide the same amount of motivation to my son, to carry on the tradition of the work well and responsibly done!”
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GSP Driling Star Program Jean-Patrick Nicaud, the Drilling Personnel Development & HR Manager presents for GSP Magazine the actions taken for the development of the offshore drilling employees.
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“There are several years since GSP ceased to be, according all definitions, a Romanian company from the perspective of personnel structure or operational spread. It will remain, however, the largest Romanian entrepreneurial business. The offshore drilling fleet development we witness has to be sustained by adequate Human Resources development.
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From its establishment, GSP has drew the main directions for the HR development strategy and continued by remaining congruent with the industry trends. GSP invests in its Personnel Competence Development. In 2014 we decided to consolidate the existing frame and component programs; after a consultation with GSP Drilling Business Unit Management it was
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decided that the succession plan was to be reinforced. Then the action plan was submitted to and approved by Management, and High Potential Workers were identified and included in the plan to become the next generation of drillers of the Company”, declared Patrick Nicaud. The project rooted in the Operational Excellence program GSP set out in 2012 and 2013. The
program at that time had three components: - Equipment improvement, - Competence development, - Personnel culture and behavior.
In 2014 the STAR Personnel Competence Development Project was launched acknowledging the benefits and added values of such projects. “Let’s be frank, when an employer searches new
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and talented personnel, that employer will really put effort, knowledge, planning, assessment and value in selecting and testing the candidates, to make sure he’ll be able to count on the right qualities of the employees he designs the competence development program for. And there’s another thing we must consider, as a cornerstone of our program: professional development is mainly a personal quest, each one of our employees has a series of personal objectives the HR Development must unveil and provide support in order to be achieved”, declared Patrick Nicaud. The Client – Employee Client – GSP and Employees – GSP relationships are expected to benefit from the Star Personnel Competence Development Project. The Employee – GSP will profit from the equal opportunity,
In 2014 we decided to consolidate the existing frame and component programs; after a consultation with GSP Drilling Business Unit Management it was decided that the succession plan was to be reinforced. Then the action plan was submitted to and approved by Management, and High Potential Workers were identified and included in the plan to become the next generation of drillers of the Company” innovation, commitment, talent orientation and improved retention rates. The relationship Client – Employee will enjoy better communication, commitment, behavior, comfort at work, and business ethics. Finally, relationships between Clients and GSP will reap the outcome of improved satisfaction, partnership, confidence and public image.
Some of the course participants have also provided for GSP Magazine their impressions and expectations on the course: ALEXADRU DASCALINA, DRILLING CADET: “I graduated the Oil and Gas University in Ploiesti, and my working experience in this field limits to practical stages performed during the Faculty. I chose to work for GSP especially because of the opportunities the company provides to graduates. Of course I was motivated by the development opportunities offshore oil and gas industry offers. I plan to learn as much as possible until the completion of the cadet stage and to start working as assistant driller.” RODRIGUEZ HENRRY JOSE CARRASQUERO, CADET MATERIAL MAN: “The DR1 training
WHAT IT IS THE STAR PROJECT?
GSP STAR Project is designed and carried out to be in line with the Operational Excellence Program. It concerns all personnel development and also includes: - Fast Trackers and High Potential Employees - Employees already identified in Succession Plan
- Motivated current employees
“Fast trackers identification and appropriate career development support are essential for GSP. We haveve two objectives: to cover the middle management positions that are still open across company and answer the personnel needs for the planned further fleet extension. It is a good result we registered in 2014 when, due to a collective effort, we managed to cover the recruitment needs for two new offshore drilling units which entered GSP’s fleet. The partnership with Romanian academia is essential and we have the intent to broaden collaboration in the future, not only with the already customary partnering universities in Romania: in Constanta, Bucharest and Ploiesti, but to extend our collaboration with other worldwide universities”, told us
seems like a great asset for anyone working offshore to know the basics of the work that is done around us, to better empathize with our colleagues and become more conscious about the importance of our respective roles in the ecosystem we’re a part of on the platforms. It’s also a great opportunity to start my career in a multicultural environment on a platform with a huge potential for progress and success. My career objective is to become a fully-fledged Material Man by learning as much as possible to do my job as professionally and efficiently as possible. Maybe, if an opportunity presents itself in the future, I would like to earn experience in other positions of the supply chain, like purchasing.” LILIAN DE NICOLA: “Being here at this course
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Patrick Nicaud. The STAR Project has the following objectives: - Define standard of employee KSA level (knowledge/skills/abilities) - Focus on necessary training - Accelerate promotion process - Develop a sustainable succession process - Promote quality and best practice - Develop and train new generation workers - Reduce downtime and improve productivity - Anticipate fleet expansion - Attract quality workforce
Meeting these objectives is sustained by monitoring and analysis including: percentage of the preassessment completion, percentage of On the Job Familiarization completion, percentage of final assessment completion, percentage of appraisal completion, percentage of promotion, percentage
of employees whose performance decreased since previous evaluation, percentage of employees whose performance increased since previous evaluation, percentage of employees above required competence, percentage of employees below required competence.
WHERE DOES DRILLING HR STAND TODAY?
During February and March, a first Drilling and Maintenance Session was initiated and 31 High Potential Workers in drilling department were identified, hired and trained, went through DR1 course (Drilling Basic course) and were assigned to Units. 29 out of the initial 31 High Potential Workers are still with us today, 16 in the drilling department, 6 in mechanical, 2 in HSE, 1 in administration and 1 in electrical department. And here is the detailed
gave me a good feeling. It is extremely positive to have available a training facility here, it is a real plus for all personnel I consider. DR1 facilitates learning the basics of equipment, of the drilling operations and the characteristics of the drilling units we’ll work on. It guides us and help newcomers to precisely identify pieces of equipment and systems.” LOREDANA BALULESCU, DRILLING TRAINING ORGANIZER: ‘I graduated the Mircea cel Batran Naval Academy, and attended courses at the Alesund College in Norway as well. I have acquired professional experience in crewing, naval supply and research projects coordination before entering GSP’s team. The experience I’ve got represents the springboard I needed when approaching a profession
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distribution of the HPW in functions at the date: Roustabout 6, Roughneck 6, Mud Mixer 6, Drilling Project Engineers 2, Motormen 6, Environment Officer 1, Environment Officer 1, Safety Advisor 1, Base Material Man 1, and Rig Electrician 1. During the June and July training sessions organized for the maintenance personnel, 17 other High Potential Workers with Maintenance background were identified hired and trained, and assigned to Units, some of them filling in the following positions: Roustabout 1, Drilling Project Engineer 1, Motormen 5, Rig Electrician 3, Roustabout phase-4. Three DR1 Basic Drilling Course sessions were organized and more than 60 of our employees have attended these courses. “With these courses we’re practically ensuring a comprehensive induction
to drilling. We’re covering all angles of drilling, from the introduction of the Integrated Management System to the safety guiding principles, onshore support bases operations and training facility, crewing, technical features of the drilling fleet and many more”, added Patrick Nicaud. The next steps according to the 2014 STAR Personnel Competence Development Project are as follows: - Implement the Competence Development Plan on all our Units - Perform individual KSA assessments of our existing offshore personnel in order to develop courses adapted to our global fleet and include all generations from all origins in the Drilling BU Succession plan. - Set up/design training academic courses and tutoring adapted to each position on a Drilling Unit
in training, this being maybe the reason why I am determined to develop my skills. Attending the DR1 course helped me widening horizon on the training activities I carry out and contributed to the enrichment of my technical vocabulary. DR1 helped me to better understand the training needs of drilling personnel. As I am currently involved in the drilling personnel competences development program, I consider that we’ll be able to deliver specific offshore training courses covering a wider extent of the offshore industry, leading to increased performance levels of personnel.” MIHAI MISCOI, DRILLING CADET: “I came from Basarabia 12 years ago when I decided to study in Romania in search of a brighter future than the one I could foresee for myself in Moldavia. I graduated from
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- Create a technical library on each of our Drilling Unit - Reinforce onboard technical knowledge in English - Reinforce our Succession plan - Evaluate our ROI in order to develop 2015 strategic plan
Patrick Nicaud provided for GSP Magazine a few more details on the seminars and training sessions for key positions: “The OIMs and Unit HODs we’ve met during the seminars we arranged in GSP Training Center helped us to map the processes and identify the communication gaps. One cannot start by assuming that all goes well without a detailed insight of operations, logistic needs, operational spread and support capabilities. The communication seminars, with the key positions on the rig, represent a step forward in covering all corners and making GSP
drilling operations 100% effective. Discussions allowed all participants to acknowledge all different perspectives and expectations and generate tailored solutions when needed. Besides operational communication, the seminars allowed a fine tuning on the values we share across the company, no matter the location our personnel works in.”
THE CURRENT HIGH POTENTIAL FAST TRACKERS COMMENTED ON THE STAR PROGRAM OUTCOMES:
IACOB CERLAT, ROUSTABOUT “In the beginning, I made a part in repairing and maintenance jobs on-board GSP Saturn stationed in the Netherlands. After that first encounter with a drilling rig, my first operational
the Oil and Gas University in Ploiesti, together with other 11 Moldavian students. I am with GSP since 2011 and acquired valuable professional experience fully immersed in drilling operations onboard GSP rigs while under contracts for Clients such as OMV, Aenergean, Wintershall, and GazpromNeft. Offshore drilling carried me through various positions (mud-mixer, floorman, roustabout, toolpusher cadet) in the Black Sea, Aegean Sea, North Sea and Pechora Sea. I am proud I got the chance to work offshore in the North Sea and the arctic region but, when working, good results and showing full responsibility matters more than the location. I always loved going to school, learning, taking classes. There are other courses I’m highly interested in attending, to train to meet my career objectives.”
project experience was in Pechora Sea. Here, after 3 crew changes, I learned about positioning the Jack Up and made the preparative works for drilling. It was an important thing for me to get hands on well drilling, and I learned a great deal of interesting things from my colleagues and supervisors.” MADALIN GABRIEL DUMITRU, ROUSTABOUT “I entered the first shift in April, onboard GSP Saturn, as Roustabout. It was a positive cadet experience for me. After that, I was assigned as Mud Mixer at GSP Uranus. Here I have improved my knowledge on the drilling process, especially with the help of the tool pusher, Marian Pavel. For learning and skills development purposes, I helped the rig floor crew when the time allowed me so, in order to make sure I’ll be ready to work as roughneck.”
MADALIN ADRIAN STANCIU, ROUSTABOUT “The Cadet program was what I hoped for. It was not a problem that I started work on the lowest position. It was an excellent opportunity to learn. It was, and it will continue as a nice, constructive experience, as this is what I chose to do as a job. GSP was the only offshore company that was not afraid to hire freshly graduated students like me, invest in us, trust us and I’m truly grateful for this. At the rig site there are many people eager to teach newcomers about everything and explain how things work. I think it`s great to get the chance to learn from everyone.” VIOREL FLORIN CHELE, MECHANICAL “I consider it was a positive experience, from which I learned new things and I’m sure there is much more to learn in the future.”
OLIVIER GILBERT PIERRE MIGNOT, HSE ADVISOR TRAINEE: “I started to work at the age of 16 as a volunteer fire fighter on my free time. I specialized in chemistry and after graduation I switched to fire prevention certification, becoming Head of fire prevention department at age of 27. In 2011 I had opportunity to approach the oil and gas offshore industry, I left France for Congo where I was appointed Deputy Director of HSE Training Center. DR 1 helped me very much as I recently joined the company and the course was a comprehensive presentation of my new employer and work environment. And getting to know, at the very beginning, things about the history of the Romanian oil industry was unexpected and really interesting.”
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The first ‘hands on’ SAR Training GSP Antares crew participated in the first SAR training with Emanoil Moraru, the SAR Manager of Sea Protect Group. The crew experienced the ‘man overboard’ situation, being taught how to act, the dos and don’ts in such unwanted but possible situation. The drill checklist and
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procedures were carefully covered, making sure each participant had clearly understood. The seafarers were explained how to act while being involved in a recovery action in a ‘man overboard’ situation. Safety of the intervention team is essential for the
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recovery of the victim. The recovery of the victim differs for conscious and unconscious casualties, and care taking measures are considered based on the time the person spent in the water as well. The practical training was considered a success by trainer and crew, as all participants
understood better the essentials of qualified and safe interventions in ‘man overboard’ situations. Passionate and dedicated, he intends to extend this training to all GSP assets and complete the SAR drills with a series of courses in collaboration with GSP Training Center.
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GSP Training Center launched in October the Marine Cadet Training program GSP Training Center specializes in rendering training services for the offshore industry, and recently has enlarged its offer through the Marine Cadet Training Program. GSP Training Center and the Naval Academy Mircea cel Batran have concluded a new collaboration protocol in October 2014. The document represents the cornerstone of a more elaborated approach of the marine cadets training and certification in Romania. GSP Training has an extensive experience in offshore personnel training, especially in the offshore drilling and shipping fields. The sustainable development strategy backed by implementation of environmentally friendly and clean technologies and the personnel development opportunities the company fosters worked together to make the facility a desired partner for the academia in Romania. The Naval Academy Mircea cel Batran acts constantly in the direction of helping graduates to be rapidly employed, being assigned positions according to their training. NAMB is connected to
the economic realities, this reflecting in the flexibility of the educational offer. The new protocol defines the collaboration frame the partners agreed to create in order to provide selection, recruitment and enrolment of the NAMB students and graduates specializing in deck, electrical and engine compartments onboard the vessels GSP owns and operates. Activities carried out within the new collaborative organizational frame aim to strengthening the theoretical base and to developing skills of the cadets along the internship stages, according to the STCW Convention and helping the NAMB students and graduates through the international standards of professional certification by providing
access and stages onboard GSP offshore assets. NAMB candidates will be admitted in GSP Training Center program and onboard GSP’s vessels based on their academic results. Candidates’ motivation and English language skills will be also assessed, only the best performers qualifying for selection. The selected cadets will be provided familiarization training on GSP’s integrated management system politics, procedures, work instructions in force within GSP and GSP Training Center. GSP Training Center will provide orientation, training, monitoring and assessment during the maximum 13 months stage each cadet has to perform onboard the
The new protocol defines the collaboration frame the partners agreed to create in order to provide selection, recruitment and enrolment of the NAMB students and graduates specializing in deck, electrical and engine compartments onboard the vessels GSP owns and operates.
vessel, according to STCW provisions. The 13 stage is conditioned by the operational program of the vessel and the cadet availability, the overall period, time on/off being extended until stage completion. GSP Training Center has developed a training scheme and career progression charts to help students and graduates learn what it takes to become a successful Offshore Support Vessel Officer. GSP Training Center newly launched program provides professional maritime training that meets all the current national and international standards. The training cycle is designed to enable progression to the qualifications needed to become a ship’s master, chief engineer, chief electro-technical officer. GSP Training Center facilitates future cadets to seize the opportunities the regional and global offshore industry market provides helping them through the seafarers’ certification and finding employment according to their capabilities. Come onboard!
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GSP Training Center housed the Regional On-scene Coordinator (OSC) Train theTrainer Course The International Maritime Organization under its Integrated Technical Programme (ITCP) has selected Romania to host a Regional SAR On-Scene Coordinator Train the Trainer Course for the benefit of participants from the Black Sea countries. Under IMO’s Global Maritime Security Integrated Technical Co-
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operation Program (ITCP), IMO aims to assist member states in the implementation of IMO’s maritime security measures which encompass the mandatory provisions set out in SOLAS chapter XI-2 and the ISPS Code, the Convention for the Suppression of Unlawful Acts against Safety of Maritime Navigation (SUA
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Convention) as well as the various guidance adopted by IMO’s Maritime Safety Committee (MSC). The technical co-operation activities offered to eligible countries vary from workshops and seminars on maritime security, port security needs, assessment missions and train-thetrainer programs. The Regional SAR On-
Scene Coordinator Train the Trainer Course was held within GSP Training Center between 1 and 12 of September 2014. The objective of the course was to train the personnel from RCCs and RSCs in order to strengthen the total SAR capacity in the Black Sea region and increase the co-operation between States pursuant to Chapter
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3 of the International Convention on Maritime Search and Rescue, 1979. The need for training of all personnel engaged in SAR operations in the Black Sea was determined in the Training Need Analysis (TNA) prepared by a team of IMO consultants in 2003. One of those consultants was our colleague, Adrian Alexe, Emergency Situations auditor. The other two IMO consultants were John Wynn from UK and Urban Hallberg from Sweden. IMO has provided the documentation for the training course and two English speaking consultants to conduct the seminar. The course was held by IMO in partnership with the Romanian Naval Registry and was attended by two representatives from each Black Sea neighboring
country from organizations involved in the search and rescue activities. Dirk Hinners-Strommel, from the Netherlands and Kees Konong, from Germany, provided the training for the Regional SAR On-Scene Coordinator Train the Trainer Course in GSP Training Center. IMO was represented by Osamu Marumoto, Technical Officer (NAV), Operational Safety and Human Element, Maritime Safety Division, IMO and Ivaylo Valev, Head, CIS & Eastern Europe region, Technical Co-operation Division, IMO. Among the trainees there were: - Yuliyan Valentinov GOSPODINOV, Duty Officer at Maritime Rescue Co-ordination Centre – Varna, Maritime Administration Executive Agency – Bulgaria;
- Diko Angelov SOKOLOV, Head expert, officer off duty 24/7, MRCC Varna Avtandil GEGENAVA, Head of Maritime Rescue Coordination Centre, LEPL “Maritime Transport Agency of Georgia” - Adrian Alexe, GSP’s SAR auditor - Simona Vasile, Emergency Situations Coordinator, Emergency Response, Vega Offshore - Emanoil Moraru, SAR Manager, Sea Protect Group The course agenda included: - Presentation of National SAR-services - Overview and Basis of SAR Service (Definition of Terms) - International and Legal Basis Manuals - Rendering Assistance Ways of Notification of Distress Alerts - Ways of Notification of
Distress Alerts - Responsibilities and Tasks, OSC, ACO, RCC/ SMC, CRS/SRU - Immediate Action By vessels, (M)RCC, CRS Search Area and Patterns (Terminology and Meaning, Factors necessary to draw up a Search Area, Different Search Patterns, Factors for well adjusted Search Pattern) - Communication - Teamwork on OSC Platform / with Partners involved / with other Facilities - Problems for an OSC arising from complex SAR Mission and ways to Coop with, Documentation, Communication, Delegation, Command and Control - Training and Consolidation of Topics - Simulator day - Course debrief - Handover of Certificates
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GSP Awards the Best Ideas in Safety!
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The Best Idea in Safety award program was launched in June, 2014. Safety works reward those proving increased safety awareness levels and initiatives resulting in increased safety levels at all the workplaces throughout GSP. Best Idea in Safety is the HSE initiative designed to promote the most valuable ideas, as they have a
key contribution to the continuous safety education of the employees and to the development of the safety culture. At the very launch of the program, the first award for the Best Idea in Safety went to Ilie Morar, Boatswain onboard GSP Queen. Ilie Morar had the initiative to install a protective barrier at the astern deck for safeguarding the vessel
crew during operations on deck. Constantin Gheorghe, Corporate HSEQ Director declares: “This is the first in, as we hope, a long series of awards for safety initiatives. We know personnel thinks and acts ”Safety first”, we encourage proactive initiatives and act upon promoting valuable ideas throughout GSP. There’s
a great opportunity to communicate on behalf of such initiatives by granting the award in front of the crew, the event emulates the ideas and energies, and there’ll be for sure an increased safety at all workplaces and many awarded employees for certain. Safety however is not a competition, it must be a pattern of approaching work and life altogether.”
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Preserve the Future GSP has launched the Consumption Reduction Program Sustainability within reach is both a collective and individual pursuit based on knowledge and responsibility. The program puts individual eco-responsible commitment in the spotlight and acknowledges the efforts one makes to limit the negative impact the pollution and waste have on environment. Constantin Gheorghe, Corporate HSEQ Director and Company DPA: “We’re ready and willing to build further a wide green GSP and the affiliated companies by empowering employees to act. The program
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welcomes each contribution to the development of the ECO Code, each idea and each result! The current three months challenge is coming to end and we’d like to sum up the opportunities you identified and the efforts you made, as all count into
a wide socio-environmental effort. At corporate level, the protection of the environment is the forefront of GSP and the affiliated companies business and we’re observing all rules and regulations. Germanischer
„At corporate level, the protection of the environment is the forefront of GSP and the affiliated companies business and we’re observing all rules and regulations.“
Constantin Gheorghe, Corporate HSEQ Director & Company DPA
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Lloyd, FPAL, GBI and Clients acknowledge yearly our progress in the environmental protection and now it is the time to make clear our commitment through showing our individual engagement! The Consumption Reduction Program invites you to become ECOinfluential, to take charge of your ECO-actions and to become top ECO-employee! Give us a hand and advance your solutions. Be part of the positive change touching your life, your family, the community you’re part of. Show us you care!”
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Sustainable Development Strategy The present strategy serves to improve accountability and builds on progress already achieved by GSP Holding. GSP Holding accepts that sustainable development is based on the ecologically efficient use of natural, social and economic resources and acknowledges the need to integrate environmental and social factors in the making of all its business decisions. GSP Holding shall meet the business development needs without compromising the ability of future generations to meet their own needs, preventing environmental degradation. GSP is committed to minimize the environmental impacts of its operations as well as to maximize the efficient use of natural resources and other goods and services. The current strategy strives to ensure the sustainable development goals are aspirational and addresses important challenges and problems as the company remains attuned to environmental information, data and indicators, encouraging flexibility in the choice of procedures for achievement. GSP’s target is to actively contribute to climate change mitigation in the following ways: LEADING BY EXAMPLE, ENABLING CAPACITY, ADVANCING
KNOWLEDGE AND COMMUNICATION, and DEMANDING PERFORMANCE. The Sustainable Development Strategy further advances GSP’s objectives of making our environmental protection decisions more transparent. We’re all accountable for ensuring environmental sustainability in our business! GSP’s SDS marks the beginning of a new sustainable development approach of the business. The Strategy provides the frame within which the long term goals, medium term targets and concrete set of actions addressing nature protection, water and air quality, climate change and shrinking the environmental footprint will be circumscribed. The Sustainable Development Strategy reflects company’s adaptation to climate change, one of the most significant contemporary issues. GSP’s employees responded favorably to
previous measures and the present Strategy is merely an answer to their valuable suggestions of reaffirming the importance of the environmental sustainability issues. The Strategy is consistent with international best practices and with the HSEQ IMS. Its key steps include: - Incorporating all sets of actions to support environmental sustainability issues; - Expanding planning and reporting by including specific sustainability indicators suite in the overall KPIs, to measure progress on environmental sustainability goals - Enhancing the use of a set of best practices into the community through our personnel. The Sustainable Development Strategy will contribute to the integration of the key environmental performance considerations into GSP’s Integrated Management
GSP’s SDS marks the beginning of a new sustainable development approach of the business. The Strategy provides the frame within which the long term goals, medium term targets and concrete set of actions addressing nature protection.
System in areas such as the procurement of goods and services, operations and recycling.
To achieve the full commitment of all GSP’s employees and business partners, the management will effectively measure, monitor and report the progress. GSP will team up with regulatory institutions and nonprofit organizations to complement its private initiative, realizing synergies between environment and business, improving environmental performance through collaboration and education, blending the social and economic dimensions of the environmental decision making. The Sustainable Development Strategy will act as a guide for evidence-gathering to support potential audits and evaluations, consistent with internal best practices. The present strategy will support transparency relying on regular performance measurement through environmental sustainability indicators entailed within KPIs. The progress report will provide the whole of the sustainable development corporate government supporting the goals and targets including up-to-date environmental performance information.
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GSP Talent Academy GSP has launched in collaboration with HART Consulting, the partner for Romania of the worldwide leader in solutions for the management development Hogan Assessment, GSP Talent Academy. The program addresses the talent identification and development in order to ensure management succession within the company. The candidates’ screening was performed by a panel of experienced management representatives and their potential was assessed against the set of GSP’s corporate values. They had to prove they are motivated to further develop reaching higher performance levels, fostering innovation, partnership and team spirit, showing responsibility, courage and initiative and aiming for their continuous personal and professional development. “The 2014 edition of
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GSP Talent Academy will run for a 12 months interval becoming a recurrent human resources development initiative. The program gets GSP’s senior management full support and it aims to enjoy a far reaching impact by cultivating talent across the entire organization. GSP Talent Academy will help the Corporate Human Resources team to put back humans into human resources by providing mentorship to employees rationally
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assuming their own responsibility to develop! It is our engagement with the valuable workforce we have”, declared Andreea Dorcu, Corporate HR Chief Officer. Andreea Dorcu provided a few more details on the program: “GSP focuses on nurturing the leadership skills and unveiling GSP’s tomorrow’s leaders. There are certain inborn characteristics we looked for in the candidates and now we count on the selected few to confirm
and excel. The program will help them put some distance between their level at the start of GSP Talent Academy and the one they’ll reach at the completion of the 12 months program. There’ll be a complex process of teaching, learning and observation ahead of them. Learning is a lifetime activity and good leaders are trained to seek development opportunities which will continuously help them learn new skills. I want to be frank here and
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say charisma doesn’t get a competence certificate, nor influence or integrity for that matter. Soft skills can be explained and developed through the rational personal involvement of the candidate, but leadership cannot be taught through a series of arid or sophisticated PowerPoint presentations. The candidates we selected into the program this year, and their success will definitely determine the further development of the next editions, I know eyes are on them now. We team up; senior management of our company together with HART consultants and the candidates, to show the program has the capacity to land excellent results. GSP Talent Academy is designed to provide that formal training and mentoring to help promising candidates become leaders. We trust most of them to manage well, show their lead skills by managing project teams. Management is based on rules and those rules may be taught, learned and mastered. Along with the other members of GSP’s talents’ selection board, Fanel Hahui, Deputy CEO, Benoit Carayol, Drilling Managing Director, Adrian Cornea, CEO Counselor and Mihai Carlan, Chief Offshore Constructions Officer, I take the opportunity to congratulate the finalists and to let them know there’s
an interesting upward way ahead of us all. Here they are, the candidates who made it through the selection process: Angela Dumitrescu, Curriculum Coordinator, GSP Training Center Irina Samoila, Assistant Manager, Drilling, GSP Simona Vasile, Emergency Situations Coordinator, Emergency Response, Vega Offshore Semra Osman, Management Accountant, Controlling, Drilling, GSP Mitrut Corneliu Caraivan, IT – Electronics Engineer, GSP Saturn Alexandru Filip Moia, Internal Auditor, Internal Audit and control, Ioana Giubernea, HSE Curriculum Coordinator, GSP Training Center In their turn, the successful candidates shared their experience with GSP Talent Academy so far: IRINA SAMOILA, ASSISTANT MANAGER: “I see the GSP Talent Academy program as an opportunity to broaden my capabilities and to further develop my skills. In my opinion, we should use all the tools that life offers us to progress in professional
life and I think this program is one of them. This is the first time I participate in this kind of program. I find it interesting, promising and I see it as a good addition to my educational background. So far, during GSP Talent Academy program, we had opportunity to analyze our personal profiles and to develop group working skills. I found these activities very interesting and broadening my horizons. I would recommend my colleagues to apply without hesitation for this program because it will bring contribution for their professional development and also because additional development of employee’s skills brings additional value to the company.” ALEXANDRU FILIP MOIA, INTERNAL AUDITOR: “I have seen in this program a huge opportunity for personal development and a good occasion to know me better. Participation in the GSP Talent Academy is a big step forward for perpetual training and can be considered the philosopher’s stone in terms of personal development
GSP focuses on nurturing the leadership skills and unveiling GSP’s tomorrow’s leaders. There are certain inborn characteristics we looked for in the candidates and now we count on the selected few to confirm and excel.
objectives. I found the experience of participating in the Talent Academy GSP a new, exciting and refreshing challenge, whose ultimate goal is to improve my skills. I recommend to all young employees, who participate to this program to concentrate and look with confidence at its/their final objective: the personal development. With the experience and courtesy of Hart consultants and GSP HR representatives, I’m sure that a friendly atmosphere will be provided, that will help the participants be themselves and leave emotions aside. I also think it will be useful and wise to use the feedback provided in order to develop all the skills that will help them evolve both career and personal life. Good luck to us all!” SEMRA OSMAN, MANAGEMENT ACCOUNTANT: “Reading the e-mail announcing that the first edition of the GSP Talent Academy was being organized, I started being curious to learn what it meant and how it was put in place. I felt proud to be part of a company that can and is setting up such programs for its employees. I understood that this can be a great opportunity for me to discover and develop further strengths that can help in my career, in a structured manner and with the help of professionals in HR area.
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Moreover, I envisioned that by participating in this program I could assess my strengths, turn my flaws into strong points and discover new soft skills, all of these happening in a quite short period of time (a year). Up to this moment the experience was interesting, as it involved expressing and proving the eagerness to learn, to continuously improve and to do things right. It was exciting to attend the first workshop with the Hart consultants and then to receive their individual feedback considering my personality and the results of the development center. It was important to receive the objective opinion of specialists in psychology and human resources and to analyze their outputs in order to decide the personal development plan. I believe that the most rewarding part of the program is yet to come and I am waiting for the next steps to take. It is important for young people to understand the need of progress and to be willing to learn.” IOANA GIUBERNEA, HSE CURRICULUM COORDINATOR: “I consider that GSP Talent Academy is an opportunity for me because it will help me find the right path in my career, considering my skills and potential. I am sure that I am able to lead a team and to achieve good results. I want to learn and apply what I have studied.
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I am compelling and I can easily persuade other people to join me in one of my projects or actions that I initiate. So far I considered this project very interesting because it helps me to understand better my profile. Talent Academy is a “smart project” which gives a chance to all participants. After that, everything depends on us. Project was a mix of theory and practice. Any employee should participate in extracurricular activities because this thing will help them to understand more exactly what they want from their careers. This project is a real opportunity…GO FOR IT!” ANGELA DUMITRESCU, CURRICULUM COORDINATOR, GSP TRAINING CENTER: “I applied for GSP Talent Academy because I wanted to take advantage of the opportunity for performance, change and continued growth. I
ABOUT HART
saw this as a chance to further improve myself in an organized, active learning environment that would present me and the other participants with the possibility to grow professionally. I was hoping to discover the tools and wisdom to educate and empower others to embrace dialogue and sharing, to be able to give credit for good ideas and acknowledge the effort it takes to understand. The program has been truly rewarding. It has provided me with a professional and objective assessment of my abilities and potential and also with suggestions and ways of action for improvement. We have been placed in a competitive environment that allowed us to think outside the box of our everyday tasks and discover within ourselves and within the other participants a far more analytical thinking and far more skills than we were giving ourselves credit for. I would strongly
HART Consulting helps organizations predict performance, increase the productivity and the performance of leadership, decrease turnover and improve staff satisfaction and engagement. HART Consulting is on the local market since 2006, offering consulting services in areas such: selection (ROI, internal benchmark studies, personality and abilities assessments), assessment and development programs for individuals and teams (Hogan Assessments, 360 feedback, A & D centers), organizational surveys, coaching, HR seminars. HART Consulting is part of international network Hogan Assessments and authorized distributor for Romania and Rep. of Moldova. The consulting company focuses on accelerating performance at individual and teams level.
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recommend the program as it can offer a better insight into their own abilities and potential and it can help them improve with the support of professionals in the field of personnel development.” SIMONA VASILE, EMERGENCY SITUATIONS COORDINATOR, VEGA OFFSHORE: “The GSP’s initiative to launch the GSP Talent Academy is a great opportunity for me to increase my experience and to extend my capacity to respond to new situations, having the possibility to reach a new level of my carrier. Moreover, I believe that through my participation in this new GSP project I will be able to grow the performance of the GSP team, facilitating the GSP organizational transformation and accelerating the improvement in performance. The experience to participate till now to the activities undertaken in the GSP Talent Academy project is very useful for me, having the opportunity to meet and interaction with other colleagues from other departments and to find out more about myself. I recommend GSP Talent Academy to other young employees as they will have the opportunity to improve their skills and experience, being involved in new projects. The 2015 edition of the program awaits, take
DECEMBER 2014
GSP Junior Professional Program continues The HR development program through recruitment of junior professionals has continued throughout the second half of 2014. Andreea Dorcu, the Corporate HR Officer reviews the value this program is adding to the human capital of the company: “Our recruitment specialists, confronted with the needs of specialized professional, have screened an extensive number of candidates and selected the best ones to answer these needs. We have
now under training 4 HR trainees, 11 procurement trainees for GSP and 3 for GSP Shipyard, 5 trainees for IT&C, 2 Junior Crewing Officers, 2 trainee welding engineers, 1 junior surveyor, and 1 junior
tender economist. As the program carries on, the candidates qualifying into GSP Junior Professional program have the chance to grow into mature and reliable professionals possessing
the skills and knowledge to answer the demands of a company operating in the oil and gas industry. They benefit from the extensive experience and the guidance from all their colleagues, the transferable skills and knowledge being encouraged and facilitated across teams, wherever they work and whatever tasks they have to complete individually or in the teams they are part of, taking the opportunity to prove they become effective and well anchored in their professional ground.�
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GSP launched the Leadership Development Program GSP moves a step forward in its development program by enforcing human resources through a variety of programs. Some are well known, they being carried out for a number of years already and both employees and company reap the fruits of the HR development programs.
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For instance the Cadet program is one sustainable success story which goes forwards and develops now new components: initially thought for the drilling personnel, the Cadet program launched the seafaring Cadets branch through the protocol signed by the Naval Academy Mircea cel Batran and GSP Training Center. Others are at first edition in 2014, and the ambition of the Company is to extend them in the years to come “In 2014, we launched the Junior Professionals Development Program and, based on the achievable targets we have set, a congruent recruiting campaign and adequate mentoring, the first positive outcome can be easily seen in the teams where we inserted the first juniors. – says Andreea Dorcu, GSP Corporate Human Resources Officer. She also provides insights on the Organizational Development Program GSP is running with the assistance of HART consultants: “Another component of the HR development aims to improving organizational leadership systems and behaviors. We need to reinforce the leadership process and we chose to team up with HART Consulting. We want to improve recruiting and selection, on-boarding, performance management, rewards and recognition,
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succession planning, leader development within GSP. The demand for highly skilled professionals remains at all levels of a dynamic company. For instance, in 2014 the HR activities had in focus the sustainable recruiting and restructuring programs, to fit the organizational changes, business units establishment, and fleet extension with two new MODUs and three new PSVs. These challenges didn’t find us unprepared. The entire HR team showed full capacity in managing large scale projects. Recruiting, crewing, payroll specialists, HR generalists and junior professionals teamed up and honorably fulfilled the tasks assigned to them. HR forecasting and planning went hand in hand with the strategic development. HART and GSP collaboration leads to meeting all the predicted and planned objectives in our HR processes. The success of the leadership development program
stays in developing and maintaining professional teams, focusing on strengths, identifying opportunities within the organization. The leadership development program included at the starting point a series of actions designed to help observing employees behavior and expectations, resulting conditions and values adjustment. The involved team knows the expected changes will not come overnight, they require discipline and determination to go along with the rational development of the leadership qualities and skills. The HART consultants help us understand better the way results are driven by actions, actions driven by beliefs, beliefs driven by experiences. They also help the team they closely work with to internalize the coaching skills and apply them in the most suitable way to serve the company profile and employees’ effective development
HR forecasting and planning went hand in hand with the strategic development. HART and GSP collaboration leads to meeting all the predicted and planned objectives in our HR processes. The success of the leadership development program stays in developing and maintaining professional teams, focusing on strengths, identifying opportunities within the organization.
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solution. Developing human resources and meeting all our objectives is absolutely critical: we must keep energizing our continuous improvement efforts, and aim beyond projects frame or toolfocused stages. Leadership development and coaching will lead, hand in hand, to the development of the full capacity or our human resources for continued improvement in all the processes within the company, by cascading desired behavior, approach and values among all personnel. GSP needs, in the reorganizing process we go through right now, to grasp on the everyday existing coaching opportunities in a synergetic blend with training, which in its turn is excellent for HR development, but not sufficient, with workshops, value stream events, by putting together all the valuable energies. Working together with the consultants we map an improvement journey GSP’s management has to take together. The Leadership Development Program includes a series of workshops the management participates in; these workshops cover leadership, performance management, and team coaching. We’ll continue to provide information on the evolution of the HR programs we initiated and the progress we registered.
DECEMBER 2014
GSP Intranet – The digital internal communication solution In July 2014 the IT and PR department started working on a new intranet portal based on the Microsoft SharePoint 2013 platform. The intention of this intranet is to make sharing of information easier and to stimulate communication and information sharing not only inside the department, but also between departments. SharePoint offers many functions and possibilities of managing information. The best example is perhaps the contact list which is probably the most used function on the intranet at this moment. But it also allows departments to be more creative with accessing and sharing their information.
A few examples: New employees can find much information like “What you should know”, “New Employees Guide”, the general presentation and even the welcome letter from the president under the Employees section. The drilling department now has a system that automatically updates their master list when new HSEQ documents are uploaded. And they are working on a system to manage their news bulletins and alerts. The IT department has a calendar system to keep track of their software licenses which will automatically sent email notifications. They are
also working on a public helpdesk page where it will be easy to look up manuals, open tickets on the new Servicedesk system and announce maintenance to the network. HSEQ department has provided us with Safety Alerts, Safety Campaigns and a Safety Training section on the public section of our intranet. Of course they also provide us with access to the ISO files through our SharePoint portal. The Administrative & Auto department has posted information about their vehicles and services on the services section and also provides us with information about the bus lines.
And of course the PR department shares much information with us like media and of course this issue of the GSP Magazine and all previous versions can be found on our Intranet. These are just some examples of the possibilities of our new system. Other future developments include News items for the most recent updates on the public sections Announcements and alerts HSE Observations cards The intranet is a growing media on which we can all share information with each other and our direct colleague’s.
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Boudewijn van Kooten, Working as an Expat in Romania Working as an expat has been challenging for me at times, especially since I don’t know the Romanian language very well. But I’ve been learning new words every day and my colleagues have been very helpful. I find that the Romanian people are very friendly and passionate. Since I’m more in Constanta than in Rotterdam at this moment, I decided to bring my car from the Netherlands to Romania which has been a 2 day trip through the country. I enjoyed the scenery, but the most remarkable part is that the traffic rules seem more like
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traffic “guidelines”. Working with the IT department has been very rewarding. My direct colleagues (and also colleagues from other departments) have welcomed me into their
midst. I feel like I’m part of something bigger and can contribute to the company in great ways, which has been very rewarding. For the most part I’ve been working on developing the Intranet/Sharepoint
PERSONAL INFORMATION Boudewijn has started working for GSP in 2009 when the Dutch office was still called WOS. After he left the company in 2010 and joined the company again in December 2013, when he started working fulltime for GSP in the Dutch office as IT Manager. During his career he has worked for several different offshore and engineering companies in the Oil & Gas sector (Allseas, Helix, TOP, WOS and Offshore Independents) and has been involved with many ICT related projects both onshore and onboard of vessels. He has good knowledge of IT and what goes around in international offshore companies which makes him fit right in the company.
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during which I have met many different people from different departments. I’m also involved in making a Servicedesk system in which we can keep track of incoming requests and where people can keep track of the status of their submitted IT requests. My personal goal is to help the company develop their systems even further and make better use of the systems and software that we already have. I am really enjoying my time in Constanta and being part of the IT&C team and hope I get the opportunity to continue doing so.
DECEMBER 2014
IT & C reports the main accomplishments of the team for the 2014
Technology: The IT & C team is constantly undergoing change processes to sustain state of the art operational communication throughout the company. The specialists ensure increased security and confidentiality of the data in a constantly changing IT environment while bringing communication in line with the latest technology. Offshore remote work locations are provided full access to information
by a dedicated team of specialists through the continuous modernization including Upgrade of the processing & storage capacity on virtual servers Move & Upgrade of Domain Controllers Move & Upgrade of the Exchange email server Migration of the file serves in virtual environment Installation & setup of the SharePoint for GSP Intranet Installation of the XEROX
printing system Installation of the BES10 Blackberry server Installation of satellite internet systems onboard GSP Saturn Upgrade of GSP Uranus infrastructure, internet, TV & communications Upgrade of GSP Magellan internet and communications Upgrade of the automation systems of Sea Ranger Installation of GSP Altair satellite internet and TV Installation of GSP
Centaurus satellite internet and TV Installation of GSP Pegasus satellite internet and TV Installation of GSP King TV system Installation of the optic fiber for the heliport and hangar within GSP North Midia Human Resources: The IT & C compartment enjoy the benefits of one of the HR development programs, GSP Junior Professionals providing graduates the opportunity
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Do values and leadership high performance behaviors matter? Recurrent Reminder: GSP’s Values and Leadership. High Performance Behaviors Apart from the corporate literature, many of us wondered at least once if values make the difference among performance, average and under-performing employees, or between successful companies and the rest. And values have to be communicated, explained, and understood within the company. It is the shared responsibility of a leadership connected both to the employees’ realities and the business objectives to live up to the values. We believe the corporate values highlight some fundamental realities of the company throughout its constant change. What bring us together, what makes us perform as professionals, what motivates us are things that aggregate people sharing a set of similar beliefs. It is true that shared values influence performances, legitimate us as group acting in the same direction. Proclaimed values may appear irrelevant to some, but, when the corporate professional body shares a strong corporate culture built on a set of shared and well understood and internalized values, performance is strong. The trustworthy, ethical management leads to strengthening performance further. And one cannot perform in a climate where values the corporate culture is built upon come against his or her individual beliefs or practices. All our values will drive our behavior and our performance, our career path as employees or leaders. But leaders play a far more important role in disseminating the values, in communicating them. The values we share enable teams and individuals to flourish and the businesses to win in their market niches, this is why we come here with a recurrent reminder of the values we keep at heart and act upon: GSP values growth through high
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performance: We cherish success and strive for great results. We want to be the best service company in the field; GSP cherishes partnership and team spirit: We value loyalty, respect and collaboration with all stakeholders. We do our work with passion and commitment. We act as one team;
GSP values responsibility: We are transparent and honest. We commit to being responsible about the environment and community, about the customers and our people; GSP values courage and initiative: We are enterprising, visionary, determined; GSP values continuous improvement:
The actions of employees, mainly when they interact directly with the Client’s representatives or other corporate audiences, are perceived as playing a very important role in communicating corporate values and goals.
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We always want to accomplish better, faster with less waste.
GSP LEADERSHIP HIGH PERFORMANCE BEHAVIORS
The actions of employees, mainly when they interact directly with the Client’s representatives or other corporate audiences, are perceived as playing a very important role in communicating corporate values and goals. Beliefs, norms and values derive from the corporate culture and influence each individual action. Here’s
DECEMBER 2014
the answer to the question asked in the beginning: Yes, corporate values and culture matter! If corporate culture is a set of broad, tacitly understood rules, culture is an economical component of the business, there’s a strong association between corporate values and the commitment of the company. In order to master a set of business skills, one must make proof of sustained strategic vision, delivering results and efficiency. Leadership skills measure while building teams, helping other to develop, building relationships and
partnerships. Interpersonal skills are those required for relating with other people, and here we praise collaboration and teamwork together with communication. Intrapersonal skills reside within the individual, being the foundation of a successful career as they help solving issues through planning, organizing, while proving responsible and righteous. The company is the testing field for the value congruence of all the actors involved in the processed carried out here. Ethical decisions are reinforced by the strong corporate
culture: they help retaining personnel in a highly mobile market and concur to strengthening the safety culture as well. Efforts to increase ethical standards across the company have steadily intensified. GSP has the ability to respond ethically, relating simultaneously to the corporate values and to the attributes of individual employees. Sharing the same values and acknowledging they are the same with the employers’ contribute to avoiding questionable decisions concerning services that might sacrifice quality in the effort to reduce the
costs, or other questionable lack of concern for environmental damage, questionable standards affecting the safety and the health of the employees, customers, other stakeholders. Individual employees are influenced by the company, therefore it is the company’s responsibility to communicate through its leaders and to act upon ethical values. Let’s contribute all to a culture which exercises positive influence all around, as values and corporate culture matter outside the corporate walls as well!
December 2014 ISSUE
contributors JEAN PATRICK NICAUD, Drilling Personnel Development & HR Manager ANDREEA DORCU, Corporate HR Officer DRAGOS TEODORESCU, GSP Training Center Managing Director BOUDEWIJN VAN KOOTEN, IT Manager
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Meet Francois Paparone, GSP Catering Managing Director We are pleased to announce the appointment of Francois Paparone as Managing Director of GSP Catering. He describes himself as being “constantly focused on the pursuit of company growth, maintaining a constant bond with my team and using the last innovations on the Catering market.” Over the last five years Francois held several management positions: Food & Beverages Managing Director and Division Executive Chef for Hilton Hotels and Resorts in Center America (Nicaragua, Salvador, Honduras and Guatemala) and exceeded his Corporate Objectives each year. Professionally, Francois benefited from multicultural exposure, as he worked and lived in France, Caribbean, Center and South America, Africa. Francois is fluent in French, English, Italian and Spanish languages. Francois possess a proven record of increasing sales, improved profitability and food costs results across his management career. He succeeded motivating and challenging his teams work and enhanced operational efficiency. Francois Paparone holds
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Francois’ objective as Managing Director of GSP Catering is to bring GSP Catering to the highest standard levels in HSE and HACCP, and also to lead the company into being one of the first BIO Friendly Catering Unit Working for the Oil& Gas Industry, in the Black and Mediterranean Seas, East Europe, Africa and Balkans.
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the 2011 Best Chef Award in Center America, the Antonin Careme Gold Medal. Francois’ objective as Managing Director of GSP Catering is to bring GSP Catering to the highest standard levels in HSE and HACCP, and also to lead the company into being one of the first BIO Friendly Catering Unit Working for the Oil& Gas Industry, in the Black and Mediterranean Seas, East Europe, Africa and Balkans. “I intend to reach this objective by using products from our Bio Farm in the next 3 years from now”, tells us Francois. And he continues by letting us know he will decisively contribute to the development of a new recycling and waste politic onboard the rigs and vessels GSP Catering renders services for, to match the target of 0% environmental pollution.
DECEMBER 2014
Christmas Carolers Surprise GSP Employees at GSP Training Center The carolers dressed in Romanian traditional outfits made the gift of caroling to all our GSP colleagues. Singers and audience were equally touched, shared a moment of peace and joy through authentic Romanian Christmas carols. The youngest caroler, David Constantin Suta,
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aged 10, is already a violin virtuoso. He studies the instrument for four years already. Besides the violin, the carolers were accompanied by a flute. Initiator of the caroling project was Isabela Suta and the eight group members are either GSP employees, or children of GSP employees.
The carolers were assisted by three music teachers at the Art’s College Regina Maria in Constanta: Constantin Suciu, Adriana Boteanu and Dan Gliga. The teachers of the Art’s College Regina Maria in Constanta provided guidance to the dedicated artists within an institutional partnership
with GSP. The funds raised by the carolers will be support the Saturn Foundation Christmas project. Saturn Foundation rewrites the Christmas story for 50 children with disabilities, with ages between 7 and 18 years old from Traian Center – Constanta.
Let us know what you think about the content of the new issue of GSP Magazine! Do you want to become a magazine contributor? Please address your editorial contribution proposals to: public.relations@ gspoffshore.com. GSP’s Public Relations and Corporate Communication Department is the sole owner and copyright holder of the magazine content. Please contact the editorial team in order to request the rights to use any portion of texts, photographs, charts or to request for in-depth details on the contained features. The editorial team and the contributors hold the entire responsibility for the magazine`s content. Magazine Coordinator – SANDA GABRIELA MURTAZA - sanda.murtaza@gspoffshore.com
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