Experience Requirements

PPL Pakistan Petroleum Limited
Vacancy Announcement
Pakistan Petroleum Limited (PPL), a frontline Exploration and Production (E&P) company for nearly seven decades, is looking for the following well-site professionals on contract qualified from reputable local or foreign institutions recognized by the Higher Education Commission of Pakistan
WELL-SITE LEADER/ COMPANY MAN (No. of Positions: 18)
Valid IWCF certificate with at least Higher Secondary School Certificate. Bachelor's degree would be an added advantage. Candidates having at least 15 years of experience in drilling operations, including minimum 7 years as well-site leader/ company man, would be preferred.
NIGHT COMPANY MAN (No. of Positions: 8) Bachelor of Engineering with at least 5 years of post-qualification experience in drilling operations, including minimum 3 years at field as night company man ADMIN/ ACCOUNTS OFFICER (No. of Positions: 10)
Bachelor's degree in Science/ Commerce/ Arts with minimum 5 years of post-qualification experience. Candidates possessing a post-graduate qualification in the above disciplines would be preferred.
HEALTH, SAFETY & ENVIRONMENT SPECIALIST (No. of Positions: 13)
Bachelor's degree in Engineering/ Master's degree in Sciences with 5 years of post-qualification experience as HSE professional, preferably with E&P operators
STORES PROFESSIONALS (No. of Positions: 14)
Bachelor's degree in Engineering/ Business Administration with minimum 5 to 6 years of post-qualification experience in warehousing/ material management in the oil & gas sector
FIELD COMPLETION & WORKOVER SPECIALIST (No. of Positions: 1)
Bachelor's degree in Petroleum or related (Mechanical/ Chemical) Engineering with 5 years of post-qualification field experience in an E&P company
SENIOR PRODUCTION & STIMULATION ENGINEER (No. of Positions: 1)
Bachelor's/ Masters' degree, preferably in Petroleum or related (Mechanical/ Chemical) Engineering, with at least 8 years of post-qualification experience. including 3 years in a supervisory role in an E&P company WELL-SITE GEOLOGIST (No. of Positions: 3)
4-year Bachelor's or Master's degree in Geology or Geophysics with at least 5 years of post-qualification experience with a multinational E&P company
GENERAL PPL offers a competitive remuneration package. Interested individuals may visit our website for job details and apply online at:
https://www.ppl.com.pk/content/management-jobs
latest by December 19, 2018. Only shortlisted candidates will be called for interviews.
DISCLAIMER In case suitable candidates are not available, the position(s) will remain vacant.

Management Positions Detail
1. WELL-SITE LEADER/ COMPANY MAN (ON CONTRACT FOR WELL-SITE)
Qualification & Experience:
• Valid IWCF certificate with at least Higher Secondary School Certificate. Bachelor’s degree would be an added advantage. Candidates having at least 15 years of experience in drilling operations, including minimum 7 years as well site leader/ company man, would be preferred
Job Profile/ Specifications:
• Possess extensive experience as incharge of supervising drilling rigs and well operations, preferably in difficult areas
• Completed/ Attended extensive training on drilling, including but not limited to rig equipment, stuck pipe, fishing, H2S control
• Have hands-on-experience of drilling HPHT and H2S wells
• Able to analyze well problems and troubleshoot in operationally difficult areas
Apply Now
________________________________________
2. NIGHT COMPANY MAN (ON CONTRACT FOR WELL-SITE)
Qualification & Experience:
• Bachelor of Engineering from a reputed local or foreign university/ institution recognized by the Higher Education Commission of Pakistan with at least 5 years of post-qualification experience in drilling operations, including minimum 3 years at field as night company man
Job Profile/ Specifications:
• Possess experience of supervising drilling rigs and well operations, preferably in difficult areas
• Completed/ Attended extensive training on drilling, including but not limited to rig equipment, stuck pipe, fishing, H2S control
• Have hands-on-experience of drilling HPHT and H2S wells
• Able to analyze well problems and troubleshoot in operationally difficult areas
Apply Now
________________________________________
3. ADMIN/ ACCOUNTS OFFICER (ON CONTRACT FOR WELL-SITE)
Qualification & Experience:
• Bachelor’s degree in Science/ Commerce/ Arts from a reputed local or foreign university/ institution recognized by the Higher Education Commission of Pakistan with minimum 5 years of post-qualification experience. Candidates possessing a post graduate qualification in the above disciplines would be preferred.
Job Profile/ Specifications:
• Able to provide transportation and accommodation support
• Possess experience of coordinating security of well premises to stop unauthorized entry, avoid thefts and other such incidences
• Able to manage overall discipline, harmonious culture and implementation of company policies
• Have good communication and interpersonal skills
• Be well-versed with Finance/ Accounts skills
Apply Now
________________________________________
4. HEALTH, SAFETY & ENVIRONMENT SPECIALIST (ON CONTRACT FOR WELL-SITE)
Qualification & Experience:
• Bachelor’s degree in Engineering/ Master’s degree in Sciences from a reputable local or foreign institution recognized by the Higher Education Commission of Pakistan with 5 years of post-qualification experience as HSE professional, preferably with E&P operators
Job Profile/ Specifications:
• Able to look after field seismic operations/ land drilling operations/ plants & facilities construction projects/ HSE aspects of well site, access roads and pipelines construction projects
• NEBOSH IGC, ISO 14001, OHSAS 18001 Lead Auditor certificates would be an added advantage
Apply Now
________________________________________
5. STORES PROFESSIONALS (ON CONTRACT FOR WELL-SITE)
Qualification & Experience:
• Bachelor’s degree in Engineering/ Business Administration from a reputable local or foreign institution recognized by the Higher Education Commission of Pakistan with minimum 5 to 6 years of post-qualification experience in warehousing/ material management in the oil & gas sector
Job Profile/ Specifications:
• Possess experience in warehousing/ procurement of drilling and completion material and services in an E&P company
• Have experience of material preservation and good knowledge of inventory management and warehousing
• Possess at least 3 years working experience on SAP (Material Management Module)
• Prior drilling/ operations exposure would be mandatory
• Have good computer skills to work on MS Word and Excel
• Possess good writing, communication and interpersonal skills
• Capable of demonstrating initiative and a proactive approach
Apply Now
________________________________________
6. FIELD COMPLETION & WORKOVER SPECIALIST (ON CONTRACT FOR WELL-SITE)
Qualification & Experience:
• Bachelor’s degree in Petroleum or related (Mechanical/ Chemical) Engineering from a reputable local or foreign institution recognized by the Higher Education Commission of Pakistan with 5 years of post-qualification field experience in an E&P company
Job Profile/ Specifications:
• Able to handle well completion, workovers, well intervention, well testing, drill stem testing (DST), hydraulic fracturing & acid stimulation applications
Apply Now
________________________________________
7. SENIOR PRODUCTION & STIMULATION ENGINEER (ON CONTRACT FOR WELL-SITE)
Qualification & Experience:
• Bachelor’s / Masters’ degree, preferably in Petroleum or related (Mechanical/Chemical) Engineering from a reputable local or foreign institution recognized by the Higher Education Commission of Pakistan with at least 8 years post-qualification experience, including 3 years in a supervisory role in an E&P company
Job Profile/ Specifications:
• Able to run completion string and execute hydraulic fracturing and matrix stimulation jobs
• Capable of designing hydraulic fracturing and performing post-frac analysis
• Possess demonstrable experience of completion engineering related software, including stress analysis and nodal analysis
• Able to manage stimulation and hydraulic fracturing for planning and designing purposes
Apply Now
________________________________________
8. WELL-SITE GEOLOGIST (ON CONTRACT FOR WELL-SITE)
Qualification & Experience:
• 4-year bachelor’s or master’s degree in Geology or Geophysics from a reputable local or foreign institution recognized by the Higher Education Commission of Pakistan with at least 5 years of post-qualification experience with a multinational E&P company
Job Profile/ Specifications:
• Able to provide technical support during wellsite operations at exploratory and development wells
• Capable of preparing geological and facies correlation
• Able to do ditch cutting sample evaluation with the ability to describe, interpret and correlate formation by microscopic examination of ditch cutting samples, core samples of exploratory and development wells
• Capable of supervising mud logging unit for daily operations, generations of mud logs and geological and operational reports
• Be familiar with structural, sedimentology, biostratigraphy, operations geology, data acquisition, distribution, quality control, pore pressure evaluation, coring/ casing point selection criteria and assessment, understanding of subsurface problems and mitigation
• Able to compile end of well reports at wellsite, including post-well analysis
• Capable of coordinating with Head office for mobilization and demobilization of various geological services at drilling and workover wells
Apply Now

Training & Development
Ongoing enhancement of the knowledge base and skills of staff through a viable, need-based and forward-looking training and development programme is critical for a growth-oriented organization such as Pakistan Petroleum Limited (PPL). To this end, the company has a dedicated Training and Development (T&D) Department in place which works with staff and their line managers to identify training needs and provide capacity building opportunities by engaging competent trainers.
Given the company’s emphasis on holistic staff development, the ambit of T&D work is not restricted to technical and core business areas. Rather, the department is equally focused on developing and improving soft skills such as interpersonal communication, negotiation and leadership and management, which are essential to well-rounded professional and personal development. Moreover, the company’s capacity building initiatives are not only tailored to professional staff but also fresh graduates and young staff who are equipped and trained for long-term career growth.
Although the learning opportunities provided by PPL are an extension of its commitment to business success through human resource development, the various training programmes have enabled staff to achieve an integrated outlook, both professionally and personally, and excel in their careers.
Capacity Building for Youth
Pakistan Petroleum Limited (PPL) provides the following comprehensive capacity building opportunities to early talent with a focus on hands-on learning and corporate grooming through on-job and classroom training. The candidates are selected through a rigorous, transparent and merit-based process that involves multiple assessments conducted by external evaluators and PPL management. Once on board, their progress is monitored on regular basis.
Associate Program
During this two year On-job Training Program, Associates at PPL receive:
• cross-functional exposure to develop a holistic awareness of the business
• knowledge of state-of-the-art technology in Exploration and Production operations
• classroom and online training on management and technical areas
Throughout the On-job training, Associates are supported by a mentor, line manager and HR Department.
Special Trainee Program
PPL also offers a special on-job training opportunity for young engineers and diploma holders who are domiciled residents of areas around its producing fields. The standard eligibility criteria is relaxed to enable candidates from underdeveloped areas to compete so that the Company can take an active role in the uplift of the communities where we operate.

Internships
Pakistan Petroleum Limited (PPL) offers learning and development opportunity to students with exceptional academic record as interns.
Internships are usually announced during summer (May-August) and winter (December-January) vacations for a duration of four to six weeks. Students are placed either at head office or field location depending on their interest and PPL's business requirements.
What we look for?
Final-year students who are:
• pursuing Bachelor’s or Master’s degree in Engineering, Geosciences or any other discipline
• academically strong with a knack for taking initiatives in extracurricular activities and work setting
• committed to personal and professional growth
• able to effectively comprehend and communicate complex business problems and ideas
• self-driven, innovative, eager to learn and team player
What we offer?
An enabling professional working environment for learning alongwith an opportunity to work on real time projects with the best minds in the industry to have a holistic view of PPL's business operations.
How to Apply?
PPL invites applications for internship program directly from universities. However, final-year students can also send their CV alongwith a university recommendation letter at internships@ppl.com.pk
Foreign Scholarships
A dearth of qualified and committed human resource is a major issue of the Exploration and Production (E&P) sector globally. As a frontline E&P company, Pakistan Petroleum Limited (PPL)’s accelerated exploration and development programme requires qualified geologists, geophysicists and petroleum engineers to integrate new learning based on latest research and technology and enrich institutional capacity.
Though PPL continues to recruit suitably qualified and competent geoscientists and petroleum engineers, the company also offer merit-based scholarships to eligible candidates with excellent academic record for higher studies towards a masters at prestigious foreign universities.
PPL initiated the Foreign Scholarship Programme nearly five decades back to enable the company to develop a cadre of highly qualified professionals trained in reputed international academic institutions. The programme sponsors students strictly on merit through a transparent screening and selection process. The pool of human resource trained under this programme has not only served PPL but also provided qualified professionals for the E&P sector in Pakistan.

Careers & Recruitment
Pakistan Petroleum Limited (PPL) employs around 2,700 staff stationed at various office and operational locations across the country. As one of the oldest Exploration and Production (E&P) companies that is focused on growth, PPLprovides excellent long-term career prospects, a merit-based and enabling working environment and professional opportunities for both experienced and fresh graduates.
PPL aims to recruit competent professionals who demonstrate the required knowledge and skill base to fulfil the organization's strategic objectives. The company provides equitable opportunities to all staff on the basis of merit and suitability regardless of gender, race, ethnic origin, religion or social background.
The company believes in not only attracting talented individuals but also enhancing their skills through training and mentoring and providing motivation through an equitable reward system. PPL invests heavily in staff development by structuring personalized development plans. PPL employees are encouraged to develop and improve core technical and soft skills and keep abreast of developments in E&P technology.
The company prides itself in sustaining a corporate culture conducive to creativity and initiative and responsiveness to change according to emergent business needs.
Working at PPL
PPL staff is challenged to fulfil the company’s commitment to qualitative growth in compliance with best practices of good corporate governance, international Health, Safety and Environment standards and responsibility to all stakeholders.
The company keeps its staff reasonably stretched to achieve corporate objectives and provide a sense of professional satisfaction. PPL staff is expected to contribute towards the business success through creative skills, knowledge base and experience.
Line managers also work to optimize employees’ performance and career development by providing varied and challenging assignments and extending learning opportunities by identifying areas of improvement and additional professional enhancement.
Compensation & Benefits
PPL offers competitive salaries, benefits and facilities in line with current market trends and ensures that individual contribution is amply recognized and rewarded. Remuneration packages are reviewed regularly based on employee performance.
Recruitment
PPL has a merit-based transparent system for recruitment which adheres to the best practices in a changing and challenging environment. Hiring is premised on recruiting individuals with potential to become future corporate leaders. As such, candidates have to be proactive, adaptable and innovative team players with demonstrated knowledge and managerial skills to fulfill the organization's strategic objectives.
If you are seeking an exciting career with PPL, kindly keep on checking newspapers/ our website for job advertisements.
Kindly visit the website’s Corporate Profile Section for details about PPL’s operations.

PPL (Pakistan Petroleum Limited) :
Overview
The pioneer of the natural gas industry in the country, Pakistan Petroleum Limited (PPL) has been a frontline player in the energy sector since the mid-1950s. As a major supplier of natural gas, PPL today contributes over 20 percent of the country’s total natural gas supplies besides producing crude oil, Natural Gas Liquid and Liquefied Petroleum Gas.
The company’s history can be traced back to the establishment of a public limited company in June 1950, with major shareholding by Burmah Oil Company (BOC) of the United Kingdom for exploration, prospecting, development and production of oil and natural gas resources. In September 1997, BOC disinvested from the Exploration and Production (E&P) sector worldwide and sold its equity in PPL to the Government of Pakistan (GoP). Subsequently, the government reduced its holding through an initial public offer in June 2004, which was further decreased with the initiation of the Benazir Employees Stock Option Scheme (BESOS) in August 2009 when PPL employees were allotted 12 percent shares from the government’s equity. More recently, GoP further disinvested its 5 percent shares, around 3.55 percent of the total paid-up capital, in PPL through Secondary Public Offering in 2014. Currently, the company’s shareholding is divided between the government, which owns about 68 percent, PPL Employees Empowerment Trust that has approximately 7 percent — being shares transferred to employees under BESOS — and private investors, who hold nearly 25 percent.
PPL has acquired 100 percent shareholding of MND E&P Limited, a company incorporated in England and Wales. The name of the subsidiary has been changed to PPL Europe E&P Limited.
Less
The company has also established a wholly-owned subsidiary, PPL Asia E&P B.V. with corporate seat in Amsterdam, Kingdom of Netherlands. The subsidiary will focus on exploration and production of oil and gas in the region. PPL has assigned its interest in Block 8, Iraq, under the Exploration, Development and Production Service Contract with Midland Oil Company, Iraq to PPL Asia E&P B.V.
PPL operates 10 producing fields across the country at Sui (Pakistan’s largest gas field), Adhi, Kandhkot, Chachar, Mazarani, Adam, Adam West, Shadadpur, Shahdadpur West and Shahdadpur East holds working interest in 20 partner-operated producing fields, including Qadirpur the country’s second largest gas field.
As a major stakeholder in securing a safe energy future for the country, PPL pursues an aggressive exploration agenda aimed at enhancing hydrocarbon recovery and replenish reserves. PPL together with its subsidiaries has a portfolio of 44 exploration assets of which the company operates 26, including one contract in Iraq, while 18 blocks, comprising three offshore leases in Pakistan and one onshore concession in Yemen, are operated by joint venture partners.
Over the years, PPL has developed a reliable foundation and infrastructure for providing clean and safe energy through sustainable exploitation of indigenous natural resources while adhering to best practices of corporate governance and employee health and safety and constraining the ecological footprint of its operations. As a result, Sui, Kandhkot, Adhi and Hala, Gambat South, Mazarani assets, Purification Plant, Sui, Sui Field Gas Compressor Station, Sui Production, Sui Field utility, Sui Stores, Sui Field Hospital and Quality, Health, Safety and Environment, Drilling & Well Engineering, Construction, Projects, Production Technology and Medical Services departments stand certified for ISO 9001 Quality Management System.
Similarly, Kandhkot, Adhi and Hala, Gambat South, Mazarani assets, Sui Field Gas Compressor Station, SuiProduction, Sui Field utility, Sui Stores, Sui Field Hospital and Exploration, Quality, Health, Safety and Environment, Drilling & Well Engineering, Construction and Projects departments have been certified for ISO 14001 Environmental Management System and OHSAS 18001 Occupational Health and Safety Assessment Series. Purification Plant, Sui, is also certified for OHSAS 18001 Occupational Health and Safety Assessment Series.
PPL has played a significant role as a responsible corporate citizen since the inception of its commercial activities in Sui by establishing the Sui Model School in 1957 for children of workers and local communities. In 2001, the PPLWelfare Trust was founded to provide geographical and thematic diversity to the company’s CSR programme, which currently includes education, health, infrastructure development and socio-economic uplift of disadvantaged communities living in and around its operating areas as well as other parts of the country. More recently, the company also initiated Corporate Donations programme to reach deserving population in urban areas.
Vision
To achieve energy self-sufficiency for Pakistan by becoming the most successful and efficient discoverer and producer of oil and gas
Mission
To serve the people of Pakistan in an area critical to their economic development by employing, training and developing the best people available and empowering them to deliver extraordinary results while insisting that they conform to the highest standards of professional and ethical conduct
Core Values
• Value Creation: We are thought leaders for fresh ideas and agile execution. We ensure excellence in all spheres of performance.
• Respect: We value our people and ensure a safe working environment. Our people recognize and respect individual differences and collaborate for high performance.
• Integrity: We are honest, ethical and fair. Others trust us to honor our commitments.
• Serve the Nation: We think about tomorrow and act today – in our workspace and in our communities.
• Empowerment: We act with courage, challenge the status quo and find new ways to grow our company and each other.

Code of Conduct
It is a fundamental policy of the company to conduct its business with honesty, integrity and in accordance with the highest professional, ethical and legal standards. The company has adopted a comprehensive Code of Conduct (codes) for members of the Board of Directors and employees. The code defines acceptable and unacceptable behaviour, provides guidance to Directors/ employees in specific situations that may arise and foster a culture of honesty, accountability and high standards of personal and professional integrity.
• Salient Features of the Code for Directors
• Specific Guidelines for Employees
• United Nations Global Compact
• Whistle Blowing Policy
Salient Features of the Code for Directors
• Conflict of Interests
• Each Director must avoid conflict of interest between the Director and company and its associated or subsidiary undertaking(s). Any situation that involves, or may reasonably be expected to involve, a conflict of interest with the company, should be disclosed promptly.
• Corporate Opportunities
• Directors are prohibited from taking personal opportunities related to the company's business, using company's property, information or position for personal gain or competing with the company for business opportunities.
• Confidentiality
• Directors must maintain confidentiality of the information entrusted upon them by the company and its associated or subsidiary undertaking(s), except when disclosure is authorized by the Chairman of the Board or legally mandated.
• Honesty, Integrity and Fair Dealing
• Directors must act honestly and fairly and exhibit high ethical standards in dealing with all stakeholders of the company.
• Compliance with Laws, Rules and Regulations
• Directors shall comply with laws, rules and regulations applicable to the company, including but not limited to the Companies Ordinance 1984, Listing Regulations of the Stock Exchanges and Insider Trading laws.
• Encouraging Reporting of Possible Illegal or Unethical Behaviour
• Directors should take steps to ensure that the company promotes ethical behaviour, encourages employees to talk to supervisors, managers and other appropriate personnel when in doubt about the best course of action in a particular situation. Encourage employees to report violation of laws, rules, regulations, company policies and procedures or code of conduct to appropriate personnel and inform them that the company will not allow any retaliation for reports made in good faith.
• Trading in Company Shares
• Certain restrictions/ reporting requirements apply to trading by Directors in company shares. Directors will make sure that they remain compliant with these statutory requirements.
• Compliance Procedures
• Directors should disclose any suspected violations of this code promptly in the immediate subsequent meeting of the Board of Directors.
Specific Guidelines for Employees
• Conflict of Interests
• Employees/ trainees must not engage in activities or transactions which may give rise or seen to have given rise to conflict between their personal interests and the interest of the company.
• Confidentiality and Disclosure of Information
• Employees/ trainees are expected to safeguard confidential information about the company activities and must not, without authority, disclose such information to the press, outside source, or employees/ trainees who are not entitled to such information.
• Political Contribution
• No funds or assets of the company may be contributed to any political party or organization or individual who either holds public office or is a candidate for public office except where such contribution is permitted by law.
• Bribes and Commercial Payments
• An employee/ trainee must not give or receive bribes or other payments, which are intended to influence a business decision or compromise independent judgment nor any employee/ trainee give money to obtain business for the company or receive money for giving company business to an outside agency.
• Proper Recording of Funds, Assets, Receipts and Disbursements
• All funds, assets, receipts and disbursements must be properly recorded in the Books of the Company.
• Agreements with Agents, Sales Representatives or Consultants
• Agreements with agents, sales representatives or consultants should state clearly the services to be performed, the amount to be paid and other relevant terms and conditions.
• Relations and Dealings with Suppliers, Consultants, Agents, Intermediaries and Other Third Parties
• PPL's relations and dealings with suppliers, consultants, agents, intermediaries and other third parties should at all times be such that PPL's integrity and reputation is not damaged, if details of the relationship or dealings were to become public knowledge.
• Health, Safety & Environment Policy
• Every employee/ trainee at work must take reasonable care for the health and safety of him/ herself and others, including visitors, who may be affected by his/ her acts or omissions at work and cooperate in the company's efforts to protect the environment.
• Smoking Policy
• Smoking and exposure of workplace to tobacco poses serious health hazards to employees/ trainees besides potential risks of fire and explosions. Considering this, smoking is permitted only in the designated 'Smoking Areas'.
• Seat Belt Policy
• As per policy, it is mandatory for all PPL employees/ trainees, contractors, visitors and other persons to fasten seat belts in the front seats of the vehicle while traveling.
• Other Employment, Outside Interests, Civic Activities
• PPL does not allow its employees/ trainees to take any part-time and/ or full-time second employment during employees’/ trainees’ engagement with the company.
• Unsolicited Gifts
• Accepting gifts that might place an employee/ trainee under obligation is prohibited. Employee/ trainee must politely but firmly decline any such offer and explain that in accordance with the company's instructions, they are unable to accept the offer.
• Unsolicited Gifts
• Accepting gifts that might place an employee/ trainee under obligation is prohibited. Employee/ trainee must politely but firmly decline any such offer and explain that in accordance with the company's instructions, they are unable to accept the offer.
• Family Connections and Employment of Relatives
• Any dealing/s between staff and outside organizations in which they have a direct, indirect or family connection must be fully disclosed to the management.
• Company and Personal Property
• An employee/ trainee must not take or use company property or property of another employee/ trainee without permission nor must the employee/ trainee use company property for private purposes without the management's permission.
• Alcohol and Drugs
• Alcohol in any form and the use of drugs, except under medical advice, is prohibited at all locations.
• Gambling
• All forms of organized gambling or betting on the company's premises are forbidden.
• Rumour Mongering & Gossiping
• Rumour mongering, persuasive allegations, accusations and exaggerations with the purpose of negatively influencing and manipulating the minds and emotions of fellow employees/ trainees are strictly prohibited.
• Harassment
• It is the company's policy to promote productive work environment and not to tolerate verbal or physical conduct by any employee/ trainee that harasses, disrupts or interferes with another's work performance, creates an intimidating, humiliating, offensive or hostile environment. Details
• Grievance Handling
• PPL strives to provide a fair and impartial process to its employees/ trainees and ensure timely resolution of their grievance.
• Whistle Blowing
• In order to enhance good governance and transparency, PPL has introduced a Whistle Blowing Policy. The policy provides an avenue to employees/ trainees and vendors to raise concerns and report legal and ethical issues like fraud, corruption or any other unlawful conduct or dangers to the public or environment.
• General Discipline
• Every employee/ trainee must adhere to the company's rules of service and make sure that he/ she is familiar with them.
• Reporting Violations/ Disciplinary Actions
• Any violation of this code shall be promptly reported to the Human Resources department by any employee/ trainee having knowledge thereof or reasonable belief that such a violation has occurred.
United Nations Global Compact
Pakistan Petroleum Limited (PPL) takes pride in being the signatory of the United Nations Global Compact (UNGC), a voluntary charter endorsed by chief executives of leading businesses to provide a practical framework for promoting sustainable business models and markets. UNGC was developed in July 2000 as a major initiative to provide a human face to the global market and is aligned with the United Nations’ efforts, including the Millennium Development Goals.(www.unglobalcompact.org)
With over 12,000 signatories, the Global Compact today provides a leadership platform for participants to strengthen their commitment to sustainability and responsible corporate citizenship. The charter binds member companies to follow ten basic principles focusing on human rights, enabling working conditions for employees, environmental conservation and transparency.
PPL became a member of UNGC in April 2006. The company stands committed to UNGC principles as it believes in fulfilling its social, economic and environmental responsibilities to promote sustainable development. As such, the company places the highest priority on good governance, steering the management and employees to follow strict procedural controls, regular audits and disclosures to ensure transparency, work through clear management lines and respect labour laws to provide an equitable environment for all staff. The company promotes environmental conservation by adhering to best operational practices and maintaining strict health and safety standards.
PPL also plays a critical role as a responsible corporate citizen through planned development programmes in health, education, sustainable livelihoods, infrastructure development and post-disaster rehabilitation for marginalized communities, especially those living in and around its operational areas.
Communication on Progress 2018
Communication on Progress 2017
Communication on Progress 2016
Communication on Progress 2015
Communication on Progress 2014
Communication on Progress 2013
Communication on Progress 2012
UN Global Compact Communication on Progress 2018 A differently-abled student mentored by a teacher at Quaid-e-Azam Rangers Special Children School, Karachi being supported by Pakistan Petroleum Limited 3 Principle1 Commitment Business should support and respect the protection of internationally proclaimed human rights. Pakistan Petroleum Limited (PPL) respects the dignity and rights of its human resource. Through our Corporate Social Responsibility (CSR) Programme, we also support the right to education, healthcare, basic civic amenities and healthy recreation for communities. U N Glo bal C o m pact – C o m munication on Pro gress P a kista n P etrole u m Limite d 4 U N Glo bal C o m pact – C o m munication on Pro gress P a kista n P etrole u m Limite d ACTIONS Organizational Surveys Performance PPL conducts and participates regularly in organizational surveys, enabling the company management to review and adopt best practices from benchmark companies. This proactive approach helps in continuous improvement of systems and procedures. ! The company participates in various countrywide Human Resource (HR) benchmarking surveys to assess prevailing and emergent trends. The findings enable PPL to align its HR system with leading companies and consolidate best practices already followed by the company. Based on the results of Employee Engagement Survey conducted earlier, an action plan would be developed to address the identified gaps and enhance staff confidence building. Capacity Building Performance Staff capacity building followed the skills-based matrix developed in 2015 in line with employee job requirements as part of key performance objectives. To this end, the company organized over 150 training sessions during the year to fill-in both technical and soft skills gap and equip employees with current business trends. Besides, informal learning through mentoring programme and staff rotation was also streamlined. ! The company-wide skills and training matrix developed across the disciplines during 2015 was further strengthened and effectively implemented through organized, need-based capacity building sessions, targeting both technical and soft skills. From a total of over 150 session during the reporting period, 44 technical sessions were facilitated by foreign trainers at in-house training centres based in Karachi. ! Under the leadership development programme, an annual training matrix derived from the skills matrix was developed to foster desired behaviours & leadership framework. Moreover, a Leadership Competency Framework was also developed to not only refine current leadership but also identify and groom future leaders. Senior management is being trained in these competencies, enabling them to consistently perform and deliver effective results. ! PPL’s e-LEARN programme, started in 2015 under the elearning portal in collaboration with International Human Resources Development Corporation offered more than 1500 online courses for oil and gas industry professionals. Moreover, online soft skills training is provided through globally acknowledged Harvard Business Review. ! Posting of staff between fields and head office, on a rollingbasis, has been streamlined. Also, regular lateral staff rotation within head office has assisted employees in diversifying their learning and assisted company to benefit from their experiences. ! One PPL scholar is pursuing master’s degree from Aberdeen University, United Kingdom under PPL’s Foreign Scholarship Programme. ! 38 graduates were inducted, following a strict-merit-based process, in July 2017 for a twoyear on-job training in the second cycle of Associate Programme. Besides crossfunctional rotation, associates are being given exposure to fields. Earlier, a batch of 70 graduates inducted as Associates in March 2016, will soon be completing their twoyear on-job training. Those with above average performance during the two years would be considered for regular employment based on available positions. The programme is geared towards developing and maintaining the talent pipeline, aligned with operational requirements. ! 39 Special Trainees were inducted for a two-year on-job training programme in October 2016 as part of capacity building of young professional engineers and diploma holders belonging to company’s producing fields. The trainees have completed their cross-functional rotation during the first year. They have now been placed in their core functional areas for a focused role during the second year. ! PPL has a Technical Management Centre that subscribes to leading industry journals as well as other resources to keep staff updated with the latest trends and use of technology in the Exploration and Production sector. Management Systems Strategic System for Organizational 1and Human Development 5 ! Current reading material, including newspapers, magazines and periodicals are provided to keep staff updated on latest trends and information. ! The company’s monthly newsletter Progress, now in its 62nd year of publication regularly reports on company activities and industry related news. The Urdu version of Progress, initiated in January 2011, reaches to staff and stakeholders who are otherwise not able to get first-hand information due to language barrier. ! Staff is kept updated on company activities through posting photographs of various corporate events on intranet portal. Besides, press clippings on oil and gas and energy sectors from leading newspapers is posted daily on the portal and circulated to senior management. ACTIONS Fair Investigation Procedures Performance PPL protects employee rights, ensuring equitable treatment and opportunity for all to voice their views. ! The company has an effective policy for redressal of staff grievances, if any. ! Based on laws relevant to its various locations, PPL follows the Standing (Orders) Ordinance 1968 for official reprimand of staff. ! The company regularly organizes town hall meetings for staff at all locations to share new developments, concern and issues in an open communication with senior management. Benefits Performance PPL provides its staff with competitive remuneration packages as well as strives to facilitate enabling working environment with ample capacity development and career progression opportunities. ! In line with Companies Profits (Worker's Participation) Act 1968, PPL contributes five percent of its net profit to the Workers Participation Fund. ! PPL follows the Employees Old Age Benefits (EOB) Act 1976, contributing five percent of minimum basic salary to EOB institutions with employees' participation of 1 percent. ! The company pays Statutory U N Glo bal C o m pact – C o m munication on Pro gress P a kista n P etrole u m Limite d Industrial Relations and Employees 2 6 Bonus under Section 10-C of the West Pakistan Industrial and Commercial Employment (Standing Order) Ordinance 1968 as well as Annual Settlement Bonus to non-management staff. ! Annual Leave Fare Assistance is given to non-management staff in addition to monthly remuneration. ! PPL also extends loans to staff for house construction/ renovation and purchase of vehicle. ! The company offers 13 annual scholarships to children of permanent non-management staff, with four scholarships for post-intermediate and professional and 9 for post-matriculation education. ! Free bachelor accommodation along with necessary utilities is given to field-stationed staff. ! Gratis Hajj and Umrah facilities are provided to workers. ! PPL provides pick-and-drop transport facility to women staff. ! The company provides a nutritious and balanced lunch facility for management staff and women employees at head office and fields. Employee Recognition Performance PPL follows fair and transparent policies and procedures to recognize and reward high standards of performance and enhance staff motivation. ! Performance Awards are given on an annual basis to employees together with departments in recognition of their outstanding achievements. The company recognizes and rewards individual and department’s efforts for extraordinary performance, innovation, creativity, cost savings, productivity gains and complexity reduction, waste elimination and outstanding QHSE contribution. Besides employee’s notable social contributions are also rewarded. The scheme also sets out to establish role models within the organization that other employees can emulate. ! PPL considers human capital its premium asset and acknowledges longevity of service, ranging from 15 to 40 years, through annual long service awards. ! The company arranges farewells for retiring staff in appreciation of their services. Healthy Entertainment for Employees Performance PPL attaches great importance to providing sports facilities and entertainment for staff. ! PPL encourages sports among employees and regularly organizes events such as Annual Inter-location Cricket Tournaments and in-door games to engage staff at head office and fields in healthy recreation. Besides, the company has teams for various sports such as cricket and table tennis that participate in contests/ matches with other organizations. ! The company maintains fullyequipped health and fitness facility at head office as well as proper indoor games/ recreation facilities at field locations to keep its employees mentally and physically fit. Head Office Sports Club remains available for staff recreation during lunch break and after working hours. The club at Sui Gas Field (SGF) and Kandhot Gas Field has a jogging track, badminton, tennis and squash courts and a swimming pool for staff use. ! PPL also organizes indoor games competition among head office and field employees. ! PPL organizes musical and other cultural programmes for employees. ! Company management and staff celebrate religious and cultural festivals as well as national days. Preventing Forcible Displacement of Individuals Performance Due to its strict adherence to prescribed laws, PPL has never had a case of forcible displacement of employees. Employment Policy for Handicapped and Disabled People ! PPL follows the Disabled Persons (Employment and Rehabilitation) Ordinance 1981 and ensures employment of handicapped personnel. ! In line with the Workmen Compensation Act in matters related to disability, alternate job assignments are given to disabled staff. U N Glo bal C o m pact – C o m munication on Pro gress P a kista n P etrole u m Limite d 7 ACTIONS Safe Working Conditions Performance Employee safety and security is one of PPL’s top priorities. The company’s senior management is committed to recognising QHSE as a core value for sustainable business growth and profitability. PPL has dedicated Security and QHSE departments to ensure hazard-free working conditions. The following initiatives are taken to help protect company employees from risky situations and conditions: ! To ensure safe plant operations and proactively avoid incidental environmental releases, Process Safety Management (PSM), based on OSHA (Occupational Safety and Health Administration Series) 3132 principles, has been implemented. This came through a comprehensive PSM benchmarking study undertaken by DuPont a couple of years back. For implementation, PPL used three core dimensions for Process Safety: leadership, culture and values; competence and information / hazard analysis. For this, leadership workshops were organized and staff were engaged through training and seminars. Competence framework was developed, procedures strengthened and hazard identification and hazard & operability studies completed across the board as some of the key deliverables. ! PPL continues to ensure contractors’ safety through various pre-emptive measures, including pre-mobilisation workshops, pre-spud meetings, audits and placement of additional QHSE human resource on seismic and drilling sites. ! In order to improve quality of risk assessment and proactive precautionary response in mitigating risks, automation of ‘Risk Management’ and ‘Incident Management’ processes are completed in collaboration with globally renowned QHSE IT Software solution provider. ! For monitoring progress on health and safety measures, especially at fields and facilities, senior management regularly undertakes Safety Observation & Feedback Tour Audit of assets/ locations beyond the set target. ! VELOCITY EHS, a comprehensive software went live to effectively manage, report and monitor various QHSE initiatives. A number of hands on training sessions were conducted for staff, representing fields & departments, resulting in improved quality of reporting. ! Personal protective equipment (PPE) and clothing have been reviewed for improved staff safety at work according to the nature of the job. ! Safety alerts and travel advisories are regularly sent to employees. ! Security passes are compulsory for PPL employees at the head office and field locations. ! Safety and fire drills are regularly conducted as per Health, Safety and Environment (HSE) requirements at head office and all field locations. ! HSE awareness and training sessions are regularly held. To further focus on increased understanding and improvement in the use of safety procedures, a specialized mandatory training campaign for all staff is in place to build capacity in fulfilling basic QHSE protocols, including firefighting, incident investigation and reporting, defensive driving, firefighting and first aid, over the period of four years. ! ‘Hazard Identification, Risk Assessment and Management’ processes are shared with staff for compliance. Field-based QHSE representatives provide training for conducting risk assessment of routine and project activities. ! Moreover, automation of incident investigation and risk assessment processes have been initiated to ensure integrated risk reduction and improved performance. ! Head Count System in the form of T-card is implemented at all PPL fields, drilling sites, regional office in Islamabad and West Wharf as a quick and accurate estimation of personnel’s location at various sites. ! Lost Time Injury Frequency (LTIF) has been on a decline over the years due to PPL’s commitment to PSM and implementation of QHSE procedures. LTIF of the company remained 0.05 during the reporting period. U N Glo bal C o m pact – C o m munication on Pro gress P a kista n P etrole u m Limite d Employee Safety 3and Security 8 Employee Travel Safety Performance PPL has a comprehensive Road Transport Safety framework, focussing on safety of company staff as well as safe transport of hydrocarbons ! A comprehensive framework is introduced on Road Transport Safety (RTS) which focuses on passenger safety with basic guidelines on hydrocarbon transport. l Detailed gap assessment criteria developed in line with RTS framework and implemented at fields and offices. l Behavioural monitoring of drivers and passengers is focussed to improve Journey Risk Management plans and developing base stations. l Any unsafe driving practices, travel route issues, vehicle or employee complaints regarding transport are reported to Administration Department for necessary countermeasures. l All company vehicles are regularly inspected for fitness/ tuning/ service at designated workshops/ garages. ! Wearing seat belts is mandatory for company transport drivers and employees using company vehicles. A policy is in place to bind staff to wear seat belts. ! All PPL employees are insured while travelling locally, domestically or internationally. ! Use of mobile phones is prohibited while driving company vehicles. ! First aid boxes, fire extinguishers, safety cones, toe chain/ strop are placed in all company vehicles. ! Road Transport Safety guidelines are being prepared to further emphasize company’s focus on safe road travel. ! Driving Safety Handbook has been introduced at PPL drilling sites. ! An assessment was carried out in coordination with relevant assets to establish current baseline (nature, scope and overall risk documented) on transport of hydrocarbons. ! QHSE technical input (laws & standards) incorporated in the ongoing service procurement process for transportation of crude oil by road from Adhi Field to Attock Refinery Limited. ACTIONS Healthy Environment for Employees Performance PPL supports a safe and healthy workplace by enhancing staff health and well-being. ! Periodic check-ups are carried out for fire extinguishers, fire alarms and sprinklers at all field locations. ! Ergonomics survey has been initiated to review working postures/ conditions of employees at workplace. ! Kitchen hygiene and inspections are a regular feature along with medical screening of food handlers. ! Implementation of revised Occupational Health Manual (OHM) with phased approach is in progress at PPL-operated fields. Gap analysis against the OHM has already been initiated. Basic Health Facilities Performance PPL extends a comprehensive health plan and medical policy to employees and their families. The company has qualified doctors for providing medical consultation and treatment at head office and field locations. ! The company provides medical assistance to all employees, including their immediate family, and pensioners as per medical policy. ! PPL maintains a city clinic in Karachi, providing services throughout the day and on weekends to ensure easy access for employees and their families. Besides, PPL has a U N Glo bal C o m pact – C o m munication on Pro gress P a kista n P etrole u m Limite d 4 Health 9 full-fledged hospital located within the SGF premises. At other company fields and locations, Kandhkot, Adhi, Mazarani, Adam and Gambat South, proper arrangements for emergency medical care are in place. ! The company has initiated hospitalization facility through insurance services in order to further facilitate the process for employees and their dependents ! PPL follows the Factories Act - 1934, Mines Act - 1923 and Oil and Gas (Safety in Drilling and Production) Regulations -1974, which include employee personal hygiene, environment, emergency medical assistance and periodic medical check-ups. ! Health awareness sessions are regularly conducted by company doctors and guest consultants for informing and updating staff on preventive measures and treatment of common diseases and outbreaks. ! Ex-gratia payments are made to staff in case of prolonged sickness. ! Clean drinking water is provided to staff at all locations. ACTIONS Education Performance PPL believes that the only sustainable way of improving livelihoods well-being of underserved communities is by providing them access to quality education. ! The company has been providing quality education to children of staff and locals at Sui Model School (SMS) since 1957. SMS was upgraded to a girls’ college in 2009. Currently, the school caters to nearly 3000 local boys and girls students, including 95 at the college. ! The company established Computer Training Centre and PPL stands committed to improving the quality of life for deserving population around its operational areas as well as in large urban areas through provision of education, healthcare, infrastructure development, livelihood generation, sports and cultural conservation and has allocated a minimum 1.5 percent of its pre-tax profit for CSR activities. The company spent over Rs. 950 million for CSR initiatives during March 2017 to February 2018, which is over and above its minimum commitment. Library at Sui in 2010 for general public. Kalsoft, an Information Technology company, was engaged to operate the centre. So far, 900 locals have been trained through basic and advanced certificate courses. Besides, over 700 residents are registered library users. ! The company provides free-ofcost transport facility to students of Taaleem Foundation Grammar School (TFGS) and Federal Government Public School (FGPS), Sui. Besides, PPL has extended infrastructure and in-kind support to both schools, including construction of three family residences and chain-link fence at FGPS, recently. ! PPL regularly provides the following scholarships for local students residing around its operational fields to enable them to acquire quality education at renowned institutions: l Higher Professional Education Scholarship (HPES) scheme was initiated in 2005 to support both boys and girls in District Dera Bugti to pursue education in reputable institutions across the country. The scheme was extended to include local students around PPL’s other operated producing assets during 2009. To date, HPES has benefited nearly 300 students. l Four-year scholarship programme offers 40 annual scholarships for students of grade IX to XII from Balochistan to study at reputed educational institutions across the country. Starting 2011-2012, over 220 students have benefitted from the scheme. l Under National Talent Hunt Programme of Institute of Business Administration, Karachi (IBA), PPL sponsored U N Glo bal C o m pact – C o m munication on Pro gress P a kista n P etrole u m Limite d Corporate Social 5Responsibility 10 6 students from Balochistan and Khyber Pakhtunkhwa to study at IBA at a cost of Rs. 12 million since 2012-2013. Currently, 2 students are studying under the PPL scholarship. l The company has extended 100 scholarships for students of FC College Sui. With an annual cost of Rs. 2.5 million, the scholarship enables 10 deserving girls and boys each from grade 1 up to 10 to study free of cost education. PPL has also contributed Rs. 20 million towards constructed of a FC Girls college. l 30 scholarships are extended at a cost of Rs. 2.5 million for the hearing challenged students from Matiari and Sanghar districts in Sindh to study at Family Education Services Pakistan which has enabled them to study free of cost for a year. ! The company regularly covers operational expenses of its two adopted schools in District Kambar Shahdadkot, Sindh. ! PPL established and operationalized three primary schools in Kandhkot in partnership with The Citizen’s Foundation in 2011 with an input of Rs. 83 million. To date, over 650 students, both girls and boys, are enrolled at these schools. One of the campuses have been upgraded to a secondary school. ! PPL donated Rs. 6.85 million to Association for Children with Emotional and Learning Problems for equipment of vocational training workshops and a student transport vehicle. ! PPL donated Rs. 1 million to Professional Education Foundation for raising funds for deserving students’ professional education. ! In line with PPL’s effort to strengthen academia-industry partnership and promote research and development in disciplines relevant to the industry, the company has established chairs at prominent universities. PPL Chair in Petroleum Engineering was recently operationalized at Mehran University of Engineering and Technology (MUET), Jamshoro while a similar chair is operational at NED University of Engineering and Technology, Karachi. PPL has allocated about Rs. 50 million for each chair. ! PPL was one of the key sponsors with a contribution of Rs.4.5 million for 9th Karachi Literature Festival held in February 2018. ! PPL continues to provide operational expenses for Virtual University (VU), Sui campus which was earlier established by PPL with an input of about Rs. 20 million. The VU campus is equipped with an advanced computer lab comprising 32 systems and an 8-MB fiber optic value-added network providing online courses leading to a bachelors, masters and doctorate in a host of disciplines. The campus is run by Taaleem Foundation. ! The company continues to support education of 10 deserving students at Quaid-eAzam Rangers Special Children School, Karachi in the second year with a commitment to cover their education over a period of 10 years until they complete their matriculation with a donated of Rs. 3.6 million. ! To further its efforts in promoting education, especially in remote areas, PPL has made contribution/ donations and provided support to the following institutions, including: U N Glo bal C o m pact – C o m munication on Pro gress P a kista n P etrole u m Limite d Institutions/ Initiatives Spending during April 2017- March 2018 (Rs. in millions) MUET, Jamshoro for Petro Week 2017 0.400 Society of Petroleum Engineers (SPE), Pakistan: NED University of Engineering & Technology for Petro bowl 2017 0.250 Pakistan Association of Petroleum Geoscientists (PAPG) for field trip 0.100 SPE, Pakistan for a session 0.236 Construction of facilities Government Girls Primary School Chechi Noor, Rawalpindi for boundary wall and sanitary facility 1.500 Government Boys High School, Naban Janjua, Tehsil Gujjar Khan for examination hall 1.67 Government Girls Primary School, Kak, Tehsil Gujjar Khan for academic block 2.16 Government Boys Elementary School, Adil Colony, Sui Town, District Dera Bugti for three classrooms, sanitary facility, boundary wall and repair of school building 4.48 11 Healthcare Initiatives Performance The company has provided extensive healthcare facilities in some of the remotest regions of Pakistan through building and assisting hospitals, mother and child healthcare centres, mobile dispensaries and medical camps. ! PPL runs Sui Field Hospital (SFH) since 1964. In addition to PPL staff and those of partners, SFH provides free-of-cost medical facilities to a large number of local patients. SFH is equipped with latest medical facilities, including a 24-hour emergency ward to cater to trauma and accident patients. ! Fully-equipped mobile medical dispensaries (MMD) regularly visit more than 70 villages/ locations around SGF, Kandhkot, Mazarani and producing fields of Hala and Gambat South on a weekly/ bimonthly basis to provide free-of- cost consultation and treatment to resident communities. Approximately 100,000 patients are reached annually through these MMDs. PPL has also developed e-monitoring software to review MMDs impact and its staff performance. ! The 50-bed PPL Public Welfare Hospital (PPL PWH) was constructed, furnished and equipped by PPL at a cost of over Rs. 350 million on land provided by Government of Balochistan in Sui Town. The hospital became autonomous with an independent board. Hiring of chief and deputy chief executives, doctors and nurses nearly completed. The out-patient department commenced operations in December 2013 and caters to 200 patients on a daily basis. PPLPWH has necessary facilities, including gynaecology and obstetrics, emergency, operation theatres, laboratory and pharmacy. ! PPL organizes bi-annual free-of-cost surgical eye camps around its operational fields in partnership with Al-Shifa Trust Eye Hospital. Each camp benefits about 1600 patients for testing and provision of glasses with over 200 patients undergoing onsite cataract surgery. ! PPL has adopted Marie Adelaide Leprosy Centre’s Triple Merger Centres at Turbat, Balochistan and Kandhkot, Sindh since 2005. The company provides annual operational expenses at a cost of Rs. 3 million. The centres extend free-of- cost treatment for leprosy, blindness and tuberculosis to local communities. ! PPL constructed Thalassaemia Diagnostic, Prevention and Research Centre in Badin at a cost of Rs. 30 million. ! PPL installed 40 kw solar power system at district headquarter hospital Kalat at a cost of Rs. 7 million to provide uninterrupted electricity to laboratory, X-ray unit, operation theatre, emergency & intensive care unit. ! PPL installed two generators of 100 kw capacity at Shahdadpur Institute of Medical Sciences, District Sanghar to ensure uninterrupted supply of electricity. ! PPL donated Rs. 12.72 million to Sindh Institute of Urology and Transplantation for setting up a 10-bed dialysis unit at its satellite centre, Mehrunnisa Hospital in Karachi. ! PPL donated Rs. 10 million to Bait-ul-Sukoon Cancer Hospital for annual operational expenses of its day care clinic located at purpose-built premises in Karachi. ! The company donated Rs. 20 million to Indus Hospital for construction and setting-up of an 8-bed general ward at its upcoming Lahore-based facility. ! PPL donated Rs. 9.02 million to Lady Dufferin Hospital, Karachi for purchasing equipment for its operation theatre. ! PPL donated Rs. 2.5 million to Murshid Hospital and Healthcare to cover the treatment cost of local patients coming from Sindh and Balochistan’s remote areas ! To support viable community healthcare projects and services, PPL has provided donations/ sponsorships to the following institution: U N Glo bal C o m pact – C o m munication on Pro gress P a kista n P etrole u m Limite d Institutions/ Initiatives Spending during April 2017- March 2018 (Rs. in millions) Koohi Goth Hospital for newsletter 0.050 12 Enhancing Livelihood Opportunities Performance PPL believes in creating livelihood generation options to assist marginalized communities in raising their quality of life. The company has substantially invested in projects to engage people, both men and women, in earning livelihoods through sustained income sources. ! The company set-up a Women Welfare Centre in Sui in 2006 to provide skill learning opportunities for local women. The centre trained over 400 local women until 2015 when it was shifted to a purpose-built facility. Developed at a cost of nearly Rs. 20 million within TFGS premises, the Vocational Training Institute (VIT) provides training to both women and men with access to market. VIT is run by Taaleem Foundation. ! PPL provides scholarship to local youth around producing assets to study at The Hunnar Foundation – recognized by City and Guilds United Kingdom – for a 6-month diploma in vocational training. Starting off with Sui-based students in 2009, the company has so far extended 125 scholarships to youth in Sui, Matiari and Sanghar. ! Women Vocational Training Centre (WVTC), Mastala near Adhi Field was established in 2011 to facilitate local women in increasing their income potential. PPL regularly provides resource material and operational expenses for the centre which is run by Behbud Association of Pakistan, a nongovernmental organization. WVTC trains women in embroidery, tailoring and basic literacy skills. To date, over 500 local women have been trained. These include those women who are regularly engaged to carryout traditional embroidery on dresses sold at Behbud-run outlets. Infrastructure Development Performance Provision of meaningful, durable infrastructure is a key to development and sustained economic growth, especially in the far-flung areas of Pakistan. The company has focused on developing infrastructure and civic amenities not only for its own use but also for local communities. ! PPL has completed five solar-powered water supply schemes at districts Lasbela, Kharan and Awaran ! The company completed construction of water supply schemes at 8 villages, including 4 at far-flung mountainous region of union council Lohi in District Lasbela. ! PPL has started construction of 26 water supply schemes across the country, including 16 in Balochistan. ! PPL provides free-of-cost gas and water supplies to over 65000 residents of Sui town and villages