Graduate Development Handbook

Positively Shaping Lives….. NOMAC Graduate Development Program

Positively Shaping Lives….. TABLE OF CONTENTS Contents I. Introduction ....................................................................................................................... 3 II. GDP Learning Goals ............................................................................................................ 9 III. Strengths, Values and Interests Assessment Wheel...............................................................11 IV. Common Skills NOMAC Seeks .............................................................................................13 V. Strategies for Learning.......................................................................................................14 VI. Developing Your Own Goals ...............................................................................................15 VII. Responsibilities of the Graduate..........................................................................................17 VIII.Reflecting During Your Graduate Development Program Experience ......................................22 IX. Tips for Getting Started in Your Graduate development program ...........................................23 X. Top Strategies for Making the Most of Your Graduate development program ..........................24 XI. Appendix ..........................................................................................................................27 2

Positively Shaping Lives….. I. Introduction Welcome and congratulations on starting your Graduate Development Program! All your hard work to secure your graduate development program has paid off. You have the graduate development program…now what? The purpose of this handbook is to educate, assist, inform, clarify, and prepare you for your graduate development experience. This handbook has been created by NOMAC Corporate HR to help you understand the requirements of your graduate development experience as well as support you on this fast track journey so you can make the most of your graduate development program. Our Mission statement: We will provide the most compelling O&M solution in terms of safety, cost and performance, to become the partner of choice Our Vision statement: To be THE leading Global Operations and Maintenance service provider in terms of quality and market share for power generation and water desalination. Values here at NOMAC: 1) SAFETY: SAFETY FIRST ∞ ENVIRONMENT∞ SOCIAL RESPONSIBILITY We put SAFETY first! We are committed to protecting the well-being of our employees, partners, plants and the communities in which we operate. We find sustainable solutions for our business to protect the ENVIRONMENT for generations to come. 2) PEOPLE: TRUST ∞ RESPECT ∞ INCLUSIVE TEAMS ∞ INTEGRITY We treat our employees and partners with RESPECT and professionalism, fostering a working environment where people are Trusted to contribute, innovate and excel. We work together in collaborative and INCLUSIVE TEAMS, showing support for each other to achieve client, personal and company goals. We embrace INTEGRITY and transparency by practicing the highest professional and ethical standards towards our clients, communities and one another. 3) PERFORMANCE: EXCELLENCE ∞ ACCOUNTABILITY ∞ BEING BOLD We are committed to EXCELLENCE in our business and operations. We set and achieve ambitious goals by constantly raising the bar of our performance. We hold ourselves ACCOUNTABLE for taking ownership to achieve superior results. We are BOLD, passionately taking on challenges with speed and agility, quickly adapting to our environment in the relentless pursuit of growth and great results. 3

Positively Shaping Lives….. Overall focus of the program: The main intent of these programs is that you will one day become a business leader, so with that plan in mind we have focused the program on not only technical abilities, but we have also devised a lot of content for you to have the ability to comprehend how the business operates. Regardless of the stream you would have chosen, the tasks that you would be required to do daily will be a combination of both technical and business/commercial related. Duration of the program: The duration of the Graduate development program would be three years in total, with the first year being a graduate trainee, the second year appointed a position for the company, and the third year given a promoted position. Finally, upon successfully completing the three years, you will be given the opportunity to be promoted further. Dependent on the stream that you have chosen, you will be given a role/position as a part of NOMAC. However, you should be aware that the success of being promoted each year will solely and heavily depend on the performance, progress and effort made by you. History and current facts about NOMAC: NOMAC is known to be the first operation and maintenance company, as a subsidiary of ACWA POWER. NOMAC was founded in 2005 and firmly established in the GCC, North Africa and South, Middle Europe and East Europe regions, providing high quality O&M (Operation & Maintenance) services for power production and water desalination projects, regionally and worldwide. Supported by accelerated global expansion with our projects and workforce over the years, NOMAC has been able to draw near to realize its vision of being a leading global O&M service provider in the power production and water desalination sectors. With that, our aim is to continue our progress by owning 23 projects in 2018 to owning 40 projects in 2023, and by recruiting 1,997 employees in 2018 to recruiting 3,046 employees in 2023. Our broad range of services includes but is not limited to long term O&M, major overhaul of high- tech plant equipment, and development of plant-specific Standard O&M procedures. NOMAC currently has full operational responsibility for 19 major projects, regionally and worldwide, operating a Concentrated Solar Power project in South Africa, a Photovoltaic (PV) System in Bulgaria, and other successful ongoing projects in Turkey, Mozambique, Morocco and Oman. 4

Positively Shaping Lives….. NOMAC is also privileged to be responsible for the O&M of some of the largest plants ever built in the world, including the largest MSF plant, and the largest combined cycle project In total, NOMAC is responsible for the operation of a portfolio of 17,146 MW of power generation and 2.83 million cubic meters per day of desalinated water production. NOMAC is the largest private sector potable water producer using desalination process in the world. NOMAC contributes 40% of water and 15% of electricity of total Saudi Arabia’s Demand. NOMAC has completed mobilization and assumed full responsibility for the operation and maintenance of the following facilities under long term contract: • Shuaibah Independent Water and Power Project, which achieved Financial Close on 15 January 2006 and currently produces over 800,000 m³/day of desalinated water and 1,200 MW of gross power; • Shuaibah RO Expansion water Independent Project, which achieved Financial Close in July 2007 and currently produces 150,000 m3/day of desalinated water; • The Shuqaiq Independent Water and Power Project , which achieved Financial Close on 29 Mar 2007 and currently produces over 200,000 m³/day of desalinated water and 900 MW of gross power; • The Marafiq Jubail Independent Water and Power Project, which achieved Financial Close on 20 Jun 2007 and currently produces over 800,000 m³/day of desalinated water and 2,743 MW of gross power; • The Bowarege Independent Water project, which is a floating, self-contained, mobile water desalination solution and that currently produces approximately 50,000 m³/day of desalinated water at its current location in Yanbu in the Red Sea. We are privileged to be responsible for the O&M of some of the largest plants ever built in the world, including the largest MSF plant, the largest Combined Cycle and Concentrated Solar Power project. Currently the company has full operational responsibility major projects, regionally and worldwide; operating successful ongoing projects in Saudi Arabia, UAE, Oman, Morocco, South Africa and others in Turkey, Bulgaria, and Vietnam. 5

Positively Shaping Lives….. General Overview of the 3 streams: Our graduate development program consists of 3 streams, each leading to different roles to be acquired by the trainees as they delve deeper into the program. The 3 streams consist of: - The Operations Stream: 3 rotations (QIPP, Bahrain) = CCGT Operation Rotation 1: 6 months in operations Solar Operation Rotation 2: 4 months in CCGT Maintenance Rotation 3: 2 months in Business support - The Maintenance Stream: Maintenance 3 rotations (Sakaka PV, DEWA CSP) = Rotation 1: 6 months in solar operations - The Business Support Stream: Rotation 2: 4 months in electrical maintenance PAT Rotation 3: 2 months in Business support HR 3 rotations (R2IPP, NMES, TBC) = Rotation 1: 4 months in operations Finance Rotation 2: 6 months in maintenance Rotation 3: 2 months in business support Supply Chain 4 rotations (Dubai HO) = Rotation 1: 6 months in operations Legal Rotation 2: 4 months in maintenance Rotation 3: 2 months in business support 4 rotations (Jeddah HO, Dubai HO) = Rotation 1: 3 months in operations Rotation 2: 3 months in maintenance Rotation 3: 7 weeks in business support Rotation 4: 4 months in HR 4 rotations (Jeddah HO, Dubai HO) = Rotation 1: 3 months in operations Rotation 2: 3 months in maintenance Rotation 3: 7 weeks in business support Rotation 4: 4 months in Finance 4 rotations (Jeddah HO, Dubai HO) = Rotation 1: 3 months in operations Rotation 2: 3 months in maintenance Rotation 3: 7 weeks in business support 4Rorotattaitoionn4s: (4JemdodnahthHsOin) S=C Rotation 1: 3 months in operations Rotation 2: 3 months in maintenance Rotation 3: 7 weeks in business support Rotation 4: 4 months in legal While each of these streams all have different functions to play in NOMAC and each being in different locations, we have devised the training program in such a way that you will be exposed to all functions/departments. Allowing you to train in all departments will not only give a clearer picture of how NOMAC operates entirely but will also teach you the importance to branch out of their comfort zone. The process will be done through 3-4 rotations, which will be completed approximately within one year. 6

Positively Shaping Lives….. A. Graduate Development Outcomes and Goals • This graduate development program is designed to expand the depth and breadth of your areas of knowledge into the workplace. • It is an opportunity for you to receive experience in applying theories learned in your University to specific experiences in the community and work world. • A graduate development program can also heighten your awareness of community issues, motivate you to create opportunities, embrace new ideas, and give direction to positive change. • A successful graduate development program can give you valuable information in making decisions about the direction of future career within NOMAC as a full-time employee. • A graduate development opportunity not only uses and develops industry-related knowledge and skills, but also enhances some of the skills that are transferable to any professional work setting. • This graduate development program may be your first introduction to the world of work, or maybe you have been exposed to professionalism many times before. No matter where your skills and understanding of professionalism lie, your graduate development program is a chance to develop them even further. B. By the end of the graduate development program, our hope is that you will have: • Linked theory to practice in your discipline; • Applied your knowledge, skills, experience to a work environment; • Acquired new learning through challenging and meaningful activities; • Reflected on the content and process of the learning experience; • Advocated for your own learning in alignment with graduate development goals; • Demonstrated professional skills in the workplace; • Built and maintained positive professional relationships; • Demonstrated awareness of community and/or organizational issues; • Identified, clarified and/or confirmed professional direction as it relates to your academic studies and future career path; • Developed self-understanding, self-discipline, maturity and confidence; • Developed strong networking/mentoring relationships. C. Career growth throughout the process of the graduate development program: As mentioned before, this program was designed initially keeping in mind of the fact that you will one day become business leaders here at NOMAC, so if you are successful at the end of each year you will be on a fast-track promotion basis throughout your time here. The first year will simply be your training part of the program. You will not be given a position. Instead you will be in the process of learning with hands on the job, and completing your assignments given to you on a frequent basis. Along with this, the constructive feedback that you will be receiving and the challenges that you might face here will be your development and career growth that you will get from this part of the program. The second year if your success has pushed you forward to this stage, you now might be able to acquire a confirmed position here at NOMAC. While you will no longer be a trainee, you will still be meeting your Graduate Supervisor and Mentor but on a less frequent basis. The third year again, if your success has pushed you forward to this stage, you will get the opportunity to be promoted once again to higher-level position. At this stage as well, you will still be meeting your Graduate Supervisor and Mentor but on a less frequent basis. 7

Positively Shaping Lives….. It is important to note that your career growth will be much faster compared to normal employees that would have been recruited. By the fourth year, if you have accomplished your milestones, you would have graduated from this program. There will no longer be any focus or connection with the program, and you will then become a normal employee. Also, at this stage you will no longer be meeting your Graduate Supervisor and Mentor formally and now based on your performance and success at how well you will be doing, you may see another promotion opportunity in your hands. D. Techno commercial Knowledge gained throughout the program Throughout this program, you should be aware that although you will be a part of a specific stream (operations, maintenance, business support), next to this function’s content that you will be learning, a lot of the development that you will gain will be through your understanding of how the overall business works. Becoming a business leader in any function will make you knowledgeable on how the business runs So, we have made this program in such a way that you will be able to grasp how the commercial side of the business works. This includes understanding the business from different perspectives, ranging from how we are performing financially to how we recruit efficiently. As well as that, this makes sure you are always aware of strategies, long term goals and the vision of the business as a whole. 8

Positively Shaping Lives….. II. GDP Learning Goals The Graduate Development Program Learning Goals matrix below will assist you in understanding the three key goals and six important outcomes to provide a structure to assess your professional and personal development. These are not meant to replace your personal and professional goals on the program, but instead, to provide a general framework for general professional development. I. Learning Goal #1: Connect the Graduate Development Program to professional and personal future direction through exploration, experience, and reflection. 1. Objective #1: Identify and articulate professional and personal values, strengths, and interests o Beginner: Graduate demonstrates a limited awareness of professional and personal values, strengths, and interests o Learning: Graduate demonstrates slight awareness of professional and personal values, strengths, and interests, but does not connect them to their graduate program o Skillful: Graduate demonstrates consistent awareness of professional and personal values, strengths, and interests and makes a connection between these and their graduate program o Distinguished: Graduate always demonstrates strong awareness of professional and personal values, strengths, and interests and actively seeks new opportunities in to connect them with their graduate program. 2. Objective #2: Develop an increased level of self-efficacy and competency in a specific career field o Beginner: Graduate shown little or no level of self-efficacy or competency in a career field. o Learning: Graduate demonstrates moderate competency in a career field or a moderate level of self-efficacy. o Skillful: Graduate demonstrates consistent competency and self-efficacy in a career field. o Distinguished: Graduate demonstrates a high-level of self-efficacy and always weeks new opportunities to develop more specialized competency in a career field. II. Learning Goal #2: Learn and implement effective professional attitudes and behaviors 1. Objective #1: Engage in professional workplace expectations, including, but not limited to: Organizational culture, time-management, appropriate dress, and professional relationship boundaries. o Beginner: Graduate does not understand or demonstrate professional workplace expectations o Learning: Graduate demonstrates moderate level of understanding about professional workplace expectations and works within those expectations some of the time. o Skillful: Graduate demonstrates a high level of understanding and consistently with meeting professional workplace expectations o Distinguished: Graduate always demonstrates professional workplace expectations and serves as a model for others in the workplace. 9

Positively Shaping Lives….. 2. Objective #2: Display professional communication through written, verbal, and non-verbal means in professional settings o Beginner: Graduate displays poor written, verbal, and non-verbal communications in professional settings. o Learning: Graduate demonstrates moderate professional communication skills through written, verbal, and/or non-verbal means in some professional settings o Skillful: Graduate consistently demonstrates professional communication through written, verbal, and non-verbal means in most professional settings o Distinguished: Graduate demonstrates clear and skillful communications in all professional settings and seeks out new opportunities to further strengthen communication skills III. Learning Goal #3: Understand the purpose, value, and process of developing a professional network 1. Objective #1: Recognize potential contacts who would positively enhance one’s professional network o Beginner: Graduate is unable to identify potential networking contacts o Learning: Graduate is able to identify some potential networking contacts but cannot articulate his/her potential positive contribution to the graduate’s professional network. o Skillful: Graduate is able to consistently identify potential contacts and is able to articulate his/her potential positive contribution to the graduate’s professional network o Distinguished: Graduate always actively seeks out new potential contacts on a regular basis to further enhance his/her professional network 2. Objective #2: Cultivate relationships with contacts through timely communications, a professional demeanor, and meaningful reciprocity o Beginner: Graduate does not cultivate any relationships to develop a professional network o Learning: Graduate cultivates some relationships with contacts to develop a professional network o Skillful: Graduate consistently cultivates relationships with contacts through timely communications, and professional demeanor o Distinguished: Graduate always cultivates networking relationships with contacts through timely communications, professional demeanor, and meaningful reciprocity. 10

Positively Shaping Lives….. III. Strengths, Values and Interests Assessment Wheel Pursuing a graduate development program can assist you in developing awareness of your strengths, values, and interests which will enable you to better align your personal and professional direction. Fulfillment in a career typically happens when these three areas are found in the work you are doing. • When assessing your strengths, think about what you do best, the skill of which you are most proud, or the type of tasks you find easy to perform without much effort. • When assessing your values, think about what matters most to you personally and professionally. Some examples are security, monetary compensation, merit, recognition, honesty, balance, or harmony. • When assessing your interests, think about what your activities you enjoy pursuing, and ideas/concepts that you enjoy discussing with others without tiring, and the areas/things you would like to learn more about when you have available time 11

Positively Shaping Lives….. Learning in the World of Work Over here, in the place of work we learn significantly different compared to what you would be used to at university or school. Here, we use a model called “70-20-20 Learning model – Learning in the Work Place” As the 70/20/10 name implies, the learning model calls for 70 percent of development to consist of on-the-job learning, supported by 20 percent coaching and mentoring from others, and 10 percent classroom training. This model’s largest portion (70 percent) is dedicated for hands on the work you are completing because the founders strongly felt that by doing the work on your own and challenging yourself opens up an ability for you to enhance your skills, make informed decisions, overcome obstacles and boost your interactions with authoritative people. Along with that, you will be able to receive feedback on how you are performing regularly and learn from any mistakes you make. The next portion (20 percent) is you gaining your knowledge through the people you communicate and work with. Hence, it is obtained from a large amount of different ways like mentoring, collaborating with others and team assignments/projects. Once again, you will be able to learn through feedback and interactions but also you may discover different methods and procedures of something you may already know. The last portion (10 percent) is used for traditional learning that you might be familiar with already; where you are required to go through a course and be tested on it. Although it is the least dedicated amount given to your development, it serves as a building block many of the times, so it is still very relevant in the world of work. Here are some links where you can find further information on this model: Charles Jenning: 70/20/10 Channels of Learning Citation: The 70-20-10 Model For Learning And Development - Training Industry\". Training Industry, 2019, https://trainingindustry.com/wiki/content-development/the-702010-model-for-learning-and-development/. 12

Positively Shaping Lives….. IV. Common Skills NOMAC Seeks A. Hard Skills As you complete your graduate development program, you will be developing many skills related to your particular industry. For example, if you are in an engineering field, you may be working on projects using knowledge about “xyz”. If you are in a finance field, you may be developing your financial analysis skills as you create reports and financial plans. If you are in a HR field, you may be learning about the operation and compensation and benefits, these types of industry-specific skills are essential for a particular career field and are often called “hard skills.” B. Soft Skills NOMAC is also very interested in an employee showing competency in what are known as “soft skills.” These are skills that are not taught in a classroom. Often these skills are developed by interacting in professional work settings, involvement and leadership in team work, volunteer work, and other outside the classroom experiential opportunities. Soft skills are known as transferable skills. The great thing about soft skills is that once you develop these, you can apply them to various situations for the rest of your life! For example, the soft skill of problem solving can be used in all fields – from operation to maintenance to business support – and is, thus, referred to as transferable. It is important to develop these soft skills in your graduate development program. Consider incorporating the common competencies below as you create your learning goals for your graduate development program. Developing these competencies will serve you well professionally and will make you more marketable in the workforce: • Communication skills • Interpersonal skills • Problem solving skills • Team work skills • Analytical skills • Strong work ethic • Organizational skills • Leadership skills • Initiative 13

Positively Shaping Lives….. V. Strategies for Learning The following categories represent broad types of learning goals. They illustrate the kinds of learning that can be achieved in most graduate development programs. Feel free to reference these as you are developing your goals and learning outcomes. A. Broadening Horizons Read available material about your graduate development program field. Is work general or specialized? What social/economic/political functions does it serve? What issues or philosophies seem important? B. Developing Work Skills Learn about the chain of work involved in the particular tasks you will be doing. Where did the work come from and where is it going? How does the work you do fit into a larger picture? Why is your task necessary? What will be done with your work after it leaves you (or you leave it)? How can you use what you are learning in future roles or in meetings? C. Career Exploration Try to understand the organizational chart (formal or informal). Through what career lines do different people tend to move? What sort of education and experience is normally required in each line of work? Try to obtain knowledge of job opportunities available in your field. Become familiar with occupational requirements for success in different roles and sites. Take an interest in personnel policies, graduate development program rules, hiring processes, etc. What can you learn about laws and benefits that are important to employees in this field? What issues are present, if any? What are the personal satisfactions and rewards in this field? D. Interpersonal Skills Make a special effort to observe the personal style of supervisors and colleagues. Try to identify clear examples of interpersonal mannerisms and leadership styles that seem to promote good working relationships or hinder a productive work environment. Pay attention to how you, supervisors, and colleagues deal with pressure, tension, and praise in work relationships. How do you communicate what you know to your graduate development program Supervisor, your Mentor, and/or peers? Learn to recognize when to speak and when to listen. E. Taking Responsibility List your most important work responsibilities and rank them. During individual meetings with your Graduate Supervisor share your list of discussion points. If a relationship is established and appropriate, ask your Graduate Supervisor to do the same. Discuss and try to understand any differences that may come to light. Learn how to organize your work tasks and how to monitor your time so that your schedule is met. F. Research Identify important sources of information connected with your work. Why are they important? How is the information used? Who keeps it up-to-date? Identify how you can relate academic knowledge to your work? 14

Positively Shaping Lives….. VI. Developing Your Own Goals A. Graduate Development Program Goals Goal setting is a technique for helping you build a framework for your graduate development program learning experience. It can provide you with a sense of direction and purpose, serve as a standard against which to measure your progress, and as an insurance policy for getting what you need from the graduate development program. We encourage you to share your learning goals with your Graduate Supervisor. Your Graduate Supervisor’s input will be especially valuable in determining the feasibility of what you wish to undertake. You have things you want to do and your Graduate development program Supervisor has things that need to be done. You are neither an employee, nor a free agent. In return for your Graduate development program Supervisor’s time and expertise, you carry out mutually agreed upon activities and projects; in return for your time and talent, your Graduate Supervisor may allow you the flexibility to explore your interest areas within a responsible framework. Write a brief list of goals you would like to achieve during your graduate development program. These goals might include, but are not limited to, personal, professional, and educational goals. Example of a personal goal: • To increase my skill in resolving conflict, being assertive, and working with a diverse group by the end of my graduate development program. Example of a professional goal: • To develop an understanding of the responsibilities and working conditions of a powerplant operation within the first 2 months of my graduate development program. If you need help with formulating your goals, talk with your Graduate Supervisor, your Mentor or Corporate Performance Development Manager. Your goals should follow the OKR methodology: OKR!! - Objective | Key Result (x 3) The goal of OKR is to define how to achieve objectives through concrete, specific and measurable actions. PRACTICE: Use the questions below to create a goal that adheres to the OKR methodology. What is a relevant objective for my graduate development program? A clearly defined goal What are the Key Results (3 key results in total) you plan to reach in the process of achieving your goal? Specific measures used to track the achievement of that goal. 15

Positively Shaping Lives….. B. Graduate development program activities and performance benchmarks Discuss your learning outcomes and goals with your Graduate Supervisor as well as a timeframe and benchmark in which to check in on your progress. Work together with your supervisor to identify work activities that will provide you the opportunities to address your goals during the graduate development program experience. Examples of activities and performance benchmarks: • To increase my skill in resolving conflict, being assertive, and working with a diverse group, I will conduct weekly team debriefings. In these meetings, I will encourage all members to discuss problems openly at the site and I will act as a facilitator for resolution of conflicts in the meetings. • To gain an understanding of the responsibilities and working conditions of a mediation board member, I will accompany a board member through one week under normal working conditions and assist them as necessary. I will also write an analysis of the experience at the end of the week and review it with the mediator for their input. 16

Positively Shaping Lives….. VII. Responsibilities of the Graduate While on the GDP, you are representing not just yourself, but NOMAC and your fellow graduates, current and future. It is an expectation that NOMAC employees abide by the Corporate Standards that build upon our values and explicate how graduates act with integrity, honesty, and in a socially- just manner approved by the NOMAC. Whether you do well or not at your graduate development program site may have implications for the future. You are governed by the employer's employment policies, practices, procedures, dress code, and/or standards of conduct. To avoid any misunderstanding, it is recommended that you obtain clarification regarding such matters from your employer when you begin your assignment. Your performance while on an assignment as a graduate may be measured by your employer's performance measurement process and a Grinnell-sponsored performance evaluation. You must keep both the Talent Department, your Supervisor, and Mentor updated, at all times, of your current e-mail address, physical address and telephone number. You understand that permissible work absences include illness or other serious circumstances. Keeping pace with coursework or activities are not legitimate excusals. You will be responsible to notify your Graduate Supervisor and the Talent Department immediately in case of absence. Any changes in your graduate development program status (layoff, cutback in hours, or dismissal) must be reported immediately to the Talent Department at [email protected]. Due to the nature of a graduate development program arrangement, you may not withdraw from your graduate development program or change your programs except in severe and justifiable circumstances as determined by the Talent Department and consultation with your Mentor. You will follow all policies and procedures at your graduate development program site, as well as NOMAC, for on-campus classes. This includes completion of all assignments related to the graduate development program. 17

Positively Shaping Lives….. Our expectation is that you will become well acquainted with and actively participate in the graduate development program and NOMAC workplace. You are expected to be as conscientious in attendance and work assignments as any regular employee. Contact the Talent Department immediately if any problems arise at your graduate development program; failing to address and resolve problems may jeopardize your graduate development program experience as well as the relationship with your site, Graduate Supervisor and Mentor. Throughout your graduate development program experience, remember the following items: • Re-evaluate and discuss your learning goals with your supervisor as the graduate development program progresses. • Treat your graduate development program as a serious responsibility and professional opportunity. • Dress appropriately. • Be punctual and reliable in reporting to the graduate development program site; • Communicate regularly with your Graduate Supervisor about the progress of the graduate development program. • Ask for what you need. Don’t expect anyone to read your mind if you’re lacking information, confused or bored. • Notify the Talent Department of any graduate development program site/supervisor changes or problems at your site. • Communicate regularly with your Mentor and complete all the assigned assignments and projects. • Notify your Graduate Supervisor as soon as possible if you are going to be late or absent. Ask for permission in advance for personal time off. • Arrange with your Graduate Supervisor to complete make-up days for any absences. • Transportation to and from the graduate development program site is your responsibility. Use common sense regarding safety precautions. Following the completion of your graduate development program experience, you are responsible for completing and submitting all required materials to the Talent Department. The deadline to submit these materials will be outlined by the Talent Department each quarter. A. Graduate development program requirements: • Daily log book entry • Final graduate development program evaluation • Every 2-week meeting with mentor • Every week meeting with graduate supervisor • Quarterly review 18

Positively Shaping Lives….. B. Professional Workplace Expectations You should feel comfortable conducting yourself in a professional manner at all times. This includes, but is not limited to: • Maintaining confidentiality regarding information accessed on any patients, clients, members, customers, employees, and products or services associated with the graduate development program site; • Reporting to the graduate development program on time; • Using appropriate written and oral expression in all interactions with NOMAC personnel, managers, Graduate Supervisors, employees, the public and clients; • Participating in any orientation or testing required by the graduate development program site; • Observing all established safety and sanitation codes; • Engaging in positive, ethical, legal behavior; • Accepting responsibility and accountability for decisions and actions taken while at the • graduate development program site; • Ensuring that all interactions with guests, patients, clients, members, customers, the public and fellow employees are conducted with dignity and respect toward every person. A. Appropriate attire We encourage graduates to dress in a professional and appropriate manner commensurate with their business/organization. That doesn't mean you need to invest in a new and expensive wardrobe, but some clothing choices that might be acceptable on your campus are not appropriate at your graduate development program site. Whether you work behind-the-scenes or with the public, you are a representative of your business/organization and NOMAC during your graduate development program. Please discuss specific requirements with your supervisor early in your graduate development program to avoid awkward situations. B. Social media Many graduates are excited to share their graduate development program experiences. With the advent of blogs and social networking sites (e.g. Facebook, Twitter, Flickr, YouTube, and others), the private is public. We urge all graduates to carefully consider material they are publishing before posting graduate development program site-related content to the Web. Your statements should not compromise the graduate development program site and its mission. While you are a private citizen, you are now linked to a respected business/organization, and you are seen as a representative of the graduate development program site by the outside world. Some businesses/organizations have established official blogs and encourage graduates to publish via those sanctioned sites. If you wish to share information about your graduate development program site and experiences through social media forums, you should discuss the content with your Graduate development program Supervisor first and ask for advice on what is permissible. C. Personal communications As a graduate, your main responsibilities are to work on assigned projects that will benefit the graduate development program site and increase your knowledge and skills. It is important to limit your use of technology for personal purposes, including using your computer and cell phone for talking, texting, checking e-mail, surfing the internet, playing games, etc. Catch up on your personal communications during lunch breaks or after the work day when you are “off company time.” 19

Positively Shaping Lives….. D. Intellectual property As a graduate, you may be required to sign a copyright agreement, and the graduate development program site retains the rights to all the work you produce during your graduate development program. In accordance with these types of agreements, you must receive special permission from the business/organization to use your graduate development program products outside the business/organization for commercial gain and educational use (such as a conference or project presentation). 20

Positively Shaping Lives….. Excel GDP Training Plan 2019-2020 In order for your graduate supervisors, mentors, and sponsors to ensure that your progress is going in the right direction, one method they will be evaluating you will be through this excel sheet. In this file you will be able to find your stream plan and each of these streams will have topics pertaining to you with resources and assignments you will be required to do. This, however is not set in stone and is subject to change on the job according to your needs. 21

Positively Shaping Lives….. VIII. Reflecting During Your Graduate Development Program Experience You are required to log daily throughout your graduate development program experience. This is a requirement because logging/journaling is a great opportunity for you to process and document what you have learned as well as reflect on the experience on a regular basis and at the end to determine what is next in your professional direction. Think about the following questions as you log. A. LEARNING OUTCOMES • Which learning outcomes/goals did your graduate development program intend to address, and did you learn what you hoped? • How did you apply theories and concepts learned in your previous coursework to your graduate development program? (please give examples from any of your courses) • What new learning occurred and how might it serve you in the future? B. GRADUATE DEVELOPMENT PROGRAM GOALS • How did the graduate development program experience relate to your personal, professional, and educational goals? • Were you able to achieve your graduate development program goals? Please describe and give examples. • How did you advocate for your own learning on site, in relation to your graduate development program goals? C. GRADUATE DEVELOPMENT PROGRAM ACTIVITIES • What were the main activities of your graduate development program? How did the activities help you fulfill your learning goals? • In what ways were the learning activities challenging and meaningful? • What strengths of knowledge, skills, and experience did you bring to the graduate development program? D. DEEPER REFLECTION • What was your overall evaluation of the graduate development program, including the wisdom and insights gained? • What values surfaced in terms of social, cultural, political, economic, and ethical implications? • How has your awareness of community and/or organizational issues been expanded or • changed? • How has your graduate development program experience influenced your professional direction and career goals? • Were you able to build positive professional relationships and take advantage of networking • opportunities? E. FEEDBACK • What recommendations would you give to improve the graduate development program experience, as it relates to your graduate development program site and supervisor? • What recommendations would you give to improve the graduate development program experience, as it relates to NOMAC support? 22

Positively Shaping Lives….. IX. Tips for Getting Started in Your Graduate development program In the first weeks of your graduate development program, you will want to follow the lead of your Graduate Supervisor and spend time getting acquainted with your co-workers, the work setting, and your work activities. Work situations vary considerably; however, the following WHO, WHAT, HOW, WHERE, and WHEN questions suggest the types of information that will help you get oriented more quickly. A general rule to follow when you are not clear on a procedure or who does what - is to ASK. WHO - Who does what in your work setting? Who is responsible to whom? Is there an organizational chart you can look at? To whom can you turn for different types of information? Who makes decisions? What are the important names and telephone numbers you should know? (Make a list) WHAT - What are your responsibilities? What specific duties are you expected to do on your own, to do when told, to monitor regularly? Are these consistent with your learning goals? If not, review them with your Graduate development program Supervisor. What are the goals, functions, services of the office/department and how does it relate to the larger organization? HOW - How does work get done? Do co-workers help one another or is work carried out independently? Are you expected to seek instructions and directions frequently or have your work reviewed as it proceeds? WHERE - Where are important items kept? Where is resource information located? Where are you permitted to go and what is off limits? WHEN - When are the critical deadlines? When are critical or regular meetings with staff or clients? What are the best times to approach certain people? ADDITIONAL QUESTIONS TO CONSIDER: 1. What are the unwritten codes of behavior? There will be office/graduate development program site norms about hours, deadlines, dress, degrees of independence, confidentiality of certain information. Keep your eyes and ears open for this kind of important information. 2. What do you do if your expectations are not being met? In most instances, an graduate development program begins with high expectations and rightfully so. Consult your Graduate development program Supervisor, Faculty Sponsor (if applicable), or the Center for Careers, Life, and Service Graduate development program Coordinator for support in assessing challenges regarding your graduate development program. You will get as much out of your graduate development program as you put into it. YOU are responsible for periodically evaluating your graduate development program and making this experience worthwhile! 23

Positively Shaping Lives….. X. Top Strategies for Making the Most of Your Graduate development program Congratulations! You have completed one of the hardest, most time-consuming aspects of the process…finding a graduate development program. Now you just need to figure out what to wear and where you’ll go to lunch every day, right? Well, not quite. Actually, there are a few things you should know and do as you progress through your graduate development program. Many graduates have used these top five strategies for making the most of their graduate development program experience. A. BE AN OVERACHIEVING GRADUATE Remember the kid who always sat at the front of the class, always listened intently to the teacher, always eagerly rose his or her hand when the teacher asked a question? Basically, he or she displayed all of the qualities of an overachieving graduate. When it comes to a graduate development program, you want to be this kid. You want to show NOMAC that you are an overachieving graduate. Show NOMAC you are a good graduate by showing up when you are scheduled, being on time, using your time efficiently, limiting socializing with other co-workers, using your breaks and lunch hour appropriately, and avoiding gossip and rumors. This is especially crucial if you are hoping to move toward a full-time job with NOMAC following graduation. You’ve probably already figured this one out, but employers generally believe that overachieving graduates tend to make overachieving full-time employees. B. GO ABOVE AND BEYOND There is a common belief held by many successful service-oriented companies. In addition to providing their standard services, these companies always strive to go above and beyond their customers’ expectations. You will be more likely to receive favorable reviews and be considered for full-time employment if you exceed NOMAC’s expectations. For example, if you are a Business Support Graduate and are expected to create 2 vendor analysis a week, you could exceed expectations by making four or five. If you are an Engineering Graduate and are expected to test five machines a week, you could go above and beyond by testing six or seven. The possibilities for exceeding NOMAC expectations and going above and beyond are endless. In most cases, doing so will result in many benefits to you as a graduate and as a potential full-time employee. C. DISPLAY ENERGY AND ENTHUSIASM There is no bigger downer in a workplace than working with someone who is negative and apathetic on a regular basis. The opposite is true when working alongside someone who excited and eager to get a job done. The most successful graduates are those that display an upbeat attitude and a genuine interest in performing their role. Now, it is not recommended that you show up with pom poms and a cheerleading outfit, but it is necessary that you maintain a positive outlook while at the graduate development program. Being energetic and enthusiastic about a graduate development program not only demonstrates sincere interest in your role to the employer, it also helps to create a pleasant environment. Exuding energy and enthusiasm are also imperative for graduates hoping for full-time job offers. Most employers have long held the belief that energetic, enthusiastic employees are happy in their positions and therefore more successful. Graduates who demonstrate these qualities will more likely obtain greater opportunities in the future. 24

Positively Shaping Lives….. D. NETWORK, NETWORK, NETWORK! Not only is a graduate development program a great way to get experience, it is a great way to make connections in your field. You should try meeting as many people as possible while at different sites. Most likely, you will get to know your immediate supervisor and any co-workers in your working area. It’s a good idea to also try to meet people with different roles and from other departments (with your supervisor’s permission, of course). A relatively non-threatening way to network with someone is to ask him or her to grant you a 15-20-minute informational interview. An informational interview is intended to provide you with an opportunity to gain valuable information from professionals in your field of interest. Information interviews teach you more about an industry, you will want to research informational interviews. Sessions with your Graduate Supervisor Your graduate supervisor will be like a direct manager for you and will mainly be there to look out for you on a day to day basis. Other than that, he/she will be giving you assignments to work on throughout your duration of the program, monitoring you throughout your progress and will always be there to answer any of your concerns/questions. Even though there will be a formal weekly review done by them to track your progress, during the week when you are feeling lost or have any confusions, your first person to approach would be your graduate leader (supervisor). Sessions with your Mentor Your mentor will be more like a personal guide to you, and almost as a father figure to you. He will be meeting with you every 2 weeks to see how you are doing, and to make sure you are learning from the program effectively by conducting a meeting where he/she would be asking for your thoughts/opinions of your experience. As well as that he will be keeping a constant track to see if your supervisor is performing their role successfully and will judge on how well overall you are benefiting from the program. Other than helping with your learning and overall progress, your mentor will be able to connect you to people from the business world due to his/her experience and high-level position, so to increase your networking and social circle for your career this could be an opportunity you definitely would not want to miss out on. Sessions with your Sponsor Your sponsor would most likely be someone from the senior leadership team and his main role would be to ensure that the entire program is working well and is being run at its maximum potential and since they are looking at an overall general view your meetings with them would be done once a month. The sponsor will also help you connect to senior leaders by introducing them to you. By performing this, the sponsors will be able to ensure for you that your program is getting the right kind of recognition and attention. 25

Positively Shaping Lives….. Quarterly Reviews & Evaluations Every quarter (after 3 or 4 months) you will all be brought together for an evaluation to have a formal review done by us to see how we perceive you are doing; this can be in the form of presentations and interviews and along with that we will have sessions for further training and development. Below you can find a guideline of the topics and expected dates. Quarter 1 Self-Leadership January Quarter 2 Performance Management March Quarter 3 Teamwork June Quarter 4 Reflection September 26

Positively Shaping Lives….. XI. Appendix • Who is Who • Contacts • Log Book • PDP • Graduate Evaluation of Program • Mentee Form 27

Positively Shaping Lives….. Who is Who Click on this link to find who is who from NOMAC’s Management. Contacts If you ever feel that you need to reach out to anyone, you can always contact us from the Human Resources Department: Irene Riad (Based in United Kingdom and Dubai) General Manager – Resourcing and Talent [email protected] +44 7465450444 +971 565207984 Shariq Naseem (Based in Dubai) HR director [email protected] +971 563297771 Victoria Valentine (based in Dubai) Performance Development Manager [email protected] +971 564180777 Banan Al Sheikh (Based in Saudi Arabia) HR Project Coordinator [email protected] +966 6189000 28

Positively Shaping Lives….. GDP LOG BOOK Name of candidate: SUNDAY Name of mentor: Date: COMMENTS ABOUT YOUR DAY What 3 things did you learn today Everyone you encounter teaches you something~ Everyone you encounter teaches you something What is beneficial about the things you learnt? Who did you work with today? What did you learn from the person you worked with Did any occurrence happen to you today that positively/negatively impacted you and how? How do you think you are adjusting and progressing into the program so far 29

Positively Shaping Lives….. DEVELOPING A PERSONAL DEVELOPMENT PLAN (PDP) A PDP is a personally tailored written plan developed by the employee and their manager(s) together, outlining the employee’s development objectives and the development activity for achieving these objectives. The purpose of the PDP is to increase the current proficiency, development, and progression of the employee through a systematic development plan. In other words, it describes competencies that the employee will apply and enhance and how this development will occur. Remember that the purpose of the PDP is to: • Set priorities for your career development; • Identify goals that are mutually beneficial to you and NOMAC; Goals need to be aligned to performance or strategic goals (current or future alignment) • Select the best available activities and the resources needed to help them achieve their goals; • Set a timeline for achieving those goals. • Reflect on the outcomes and results achieved ONCE SOMETHING IS ON THE PDP, CAN I CHANGE IT? • The PDP is not written in stone. Unexpected situations can make some planned training impossible, and things can happen that require activities that were not planned. • A potential problem in Personal development discussions is that of raising hopes about promotions. It must be clearly explained to the employee what can and cannot be expected as outcomes of the discussions. A supervisor could say to the employee: “The more you develop your skills, the more prepared you will be if openings occur. My main interest is to help you grow in your present job.” PDP IS DIFFERENT FROM THE PERFORMANCE APPRAISAL This is not a performance appraisal. The PDP focuses exclusively on the employee’s growth and development. Actual performance will certainly enter into the discussion, but the PDP discussion is not a performance review. Performance appraisals and PDP discussions are two separate but related conversations. Care should be taken to keep them so, especially if the two discussions are held at the same time. The performance appraisal reviews the past and the PDP discussion plans for the future. AN EXPLANATION TO EACH SECTION OF THE PDP TEMPLATE A. Goal - What do you want to achieve? B. Formal (10%), Through Others (20%), Job Based (70%) - What will you learn? Knowledge is attained through formal methods like attending a course or reading documents. Skills are learned through work assignments supported by others. Abilities are through longer work experiences in different contexts learned on the job and through others. C. Resources - What resources are required for you to engage in the development activities – time, help form others, access to something? D. Date - When is it due? E. Key Results - What result will show when you will have achieved this goal? What does the end outcome look like? 30

Positively Shaping Lives….. Full Name: Job Role: Sponsor: Mentor: HRBP: Administration Supervisor (Line Email Date: Manager): Functional Supervisor (Matrix Line By When: Manager): 1. Goal What will you achieve? Performance/Strategic Goal What performance/strategic goal is it aligned to? Alignment Job-based assignment Who will you ask to Formal training & Key (70%) help, and how? self-study Results (20%) (10%) 1. 1. 1. 2. 2. 3. What will you achieve? By When: 1. Goal Performance/Strategic Goal What performance/strategic goal is it aligned to? Alignment Job-based assignment Who will you ask to help, Formal training & Key (70%) and how? self-study Results (20%) (10%) 1. 2. 1. 1. 3. 2. 2. Goal What will you achieve? By When: Performance/Strategic Goal What performance/strategic goal is it aligned to? Alignment Job-based assignment Who will you ask to help, Formal training & Key (70%) and how? self-study Results (20%) (10%) 1. 2. 1. 1. 3. 2. 31

Positively Shaping Lives….. What will you achieve? By When: 3. Goal Performance/Strategic Goal What performance/strategic goal is it aligned to? Alignment Who will you ask to Formal training & Key Job-based assignment help, and how? self-study Results (70%) (20%) (10%) 1. 1. 1. 2. 2. 3. What will you achieve? By When: 4. Goal Performance/Strategic Goal What performance/strategic goal is it aligned to? Alignment Who will you ask to Formal training & Key Job-based assignment help, and how? self-study Results (70%) (20%) (10%) 1. 1. 1. 2. 2. 3. 32

Positively Shaping Lives….. Graduate Evaluation of Program Please respond to the following questions regarding your graduate development program experience. The purpose of this form is to provide opportunity for an honest appraisal of the graduate development program site and supervisor. Organization: ________________________________ Date/Year: ____________________________ Location: ___________________________________ Supervisor: ____________________________ 1. Please rate the following aspects of your graduate development program placement on the basis of this scale: 1- Outstanding 2- Exceed Requirements 3- Meet requirements 4- Below requirements 5- Poor ___ Work experience relates to my career goals ___ Adequacy of employer supervision ___ Helpfulness of supervisor ___ Acceptance by fellow workers ___ Opportunity to use my training ___ Opportunity to develop my human relations skills ___ Provided levels of responsibility consistent with my ability and growth ___ Opportunity to develop my communication skills ___ Opportunity to develop my creativity ___ Cooperativeness of fellow workers ___ Opportunity to problem solve ___ Opportunity to develop critical thinking skills ___ Provided orientation to the organization ___ Attempt to offer feedback on my progress and abilities ___ Effort to make it a learning experience for me Feel free to explain any of your responses to the above criteria here 2. Would you work for this supervisor again? ___ Yes ___ No ___ Uncertain 3. Would you work for this organization again? ___ Yes ___ No ___ Uncertain 4. Would you recommend this organization to other graduates? ___ Yes ___ No ___Uncertain Why or why not? 5. Your Name: _________________________________________ Date: ______________ 33

Positively Shaping Lives….. Mentee Form Use this form to guide you throughout your sessions that you will have with your assigned mentor every two weeks Full name of graduate: Mentor’s full Name: Stream you are enrolled Date of this session: in: What rotation you are Please note that this form has to be submitted at least 3 days performing: before your session with your assigned mentor What 3 goals have you What challenges have What actions were agreed What did I learn about set for yourself? you faced recently? for my next session? myself in this session? 1st goal: 1st challenge: 1st action: 1st thing I learnt: 2nd goal: 2nd challenge: 2nd action: 2nd thing I learnt: 3rd goal: 3rd challenge: 3rd action: 3rd thing I learnt: 34

Positively Shaping Lives….. Positively Shaping Lives….. 35