MACEWEN LEADERSHIP DEVELOPMENT PROGRAM

MACEWEN

LEADERSHIP

DEVELOPMENT

PROGRAM

add strength to our succession planning b creating a pool of candidates who are working towards their first level management position. This supports the Company’s growth and ensures skills and knowledge transfer.

1

MACEWEN PETROLEUM INC

LEADERSHIP DEVELOPMENT

PROGRAM

PROPOSAL

Purpose:

The Leadership Development Program (“LDP”) has been created with the intent of adding strength to our succession planning by creating a pool of candidates who are working within the Company towards a first level management position. This supports the Company’s growth and ensures skills and knowledge transfer.

Candidates:

Candidates accepted to this program must be highly motivated and interested in a management career with a stable and growing company. We believe in the value of advancing people through our organisation where career progression is based on attitude and ability. It is proposed at the program commence with two candidates.

A job description and candidate specification has been created and is attached as Appendix A.

The Program:

The program emphasizes ‘learning while doing’ but also blends external training, work-based assignments intended on adding value to the operation of the business, and access to Mentors from the company’s existing leadership team. With a blended approach and high level support and guidance, the candidate learning experience will be relevant, detailed, thorough and company specific.

This is a challenging on-the-job program which offers the opportunity to acquire extensive knowledge of the business and all its elements. The program provides rotations through Home Heat, Accounting and Operations and adds value through work-based assignments with each rotation.

As we are geographically diverse company, assignments could take place in any of our divisional offices or locations. Candidates must be able to travel and/or base themselves to meet the rotation requirements.

2

The Program

Phase 1: Home Heat Operations

Likely Locations: Pembroke, Maxville or Kemptville

Duration of the Rotation: 10 months (must include October to March)

Mentors: Division Manager, GM Commercial Fuels & Special Projects

The program starts at ground level, where our business started. This initial phase covers the Company’s Home Heat business and the Leadership Development Candidates (“LDCs”) will be based in one of the larger Divisional Offices. LDCs will become familiar with our products, services, processes and learn the building blocks of the business.

LDCs will:

 Learn driver operations.

 Deal with investigation and resolution to incidents, accidents, mixes or spills.

 Learn about TSSA requirements and ensure unit compliance.

 Work alongside the Sales Representative and with contractors; scheduling appointments, meeting customers and processing customer applications. (minimum 1 month)

 Participate in the month end inventory counts and reporting.

 Learn driver and vehicle dispatching, route optimization and efficiencies.

 Bulk plant reconciliation.

 Handle customer enquiries, account management and credit and collections at the division level.

 Learn Lubricants in Pembroke, Kemptville or Cornwall (2 weeks)

 DEF Operations in Toronto (2-4 weeks)

 Attend Home Heat Manager meetings. Training:

 Transportation of Dangerous Goods

 WHMIS

 Customer Excellence

 Complaint Handling

 PMH Certification Projects:

A work-based project/assignment will be provided for completion within the rotation. This will require research, analysis, recommendations and presentation to the leadership group prior to the end of the term of rotation. E.g. Present proposal for changes to delivery routes to maximise efficiencies and reduce duplication.

Phase 2: Finance

In this phase, which has a two-month duration, LDCs will learn to perform the analytical review processes which support operational excellence throughout the lifecycle of a sale starting with client acquisition, delivery of product, through collection of accounts receivable.

3

 Participate in the original set-up of a client (credit review, client set up, and documentation requirements.

 Work with and understand the daily flow of information / cash / documents and the recording and review processes that must take place in each line of business. This includes: o Pricing o Inventory Management o Billing o Cash Application o Accounts Payable

 Understand the link between day to day operations and financial systems and the inputs required in order to accurately record procurement, delivery, and billing of fuel.

 Learn the financial reporting process with a focus on understanding the financial structure of our operations, monthly measurement of results, metrics, and the tools available to provide quick meaningful information.

 Credit and receivables. A level-two overview of the credit and receivables function.

 Accountability for collection, interaction with Home Heat offices, dealers, processing credit applications, credit granting, budget accounts and collections.

Training:

 On-line basic General Accounting course

 Factor Training Project:

A work-based project/assignment will be provided for completion within the rotation. This will require research, analysis, recommendations and presentation to the leadership group prior to the end of the term of rotation.

Phase 3: Operations

Locations: Maxville Duration of the Rotation: 2 months

Mentors: Operations Manager

In this two-month phase, LDCs will spend time in the fuel and transportation aspects of the business, learning the bulk business, fuel purchasing, pricing, transportation and vehicle operations.

LDCs will:

 Learn Dispatch basics

 Fuel supply and pricing

 Driver scheduling and operations

 Driver liaison and training

 Accident investigations Training:

 Dispatch/Fleet Complete

 Lead a recruitment activity for a Driver (with HR)

 Complete and on-line employment law class

 Complete the online Delivering Effective Feedback Class

4 Project:

A work-based project/assignment will be provided for completion within the rotation. This will require research, analysis, recommendations and presentation to the leadership group prior to the end of the term of rotation.

General Information

Temporary Replacement

At any time following the Home Heat Phase, the LDC may be called upon to replace any Manager in any location for vacation, absence or reassignment. He/She will assume the leadership under the guidance of one of the mentors. He/She will run the operation as if it were his/her own and this temporary assignment will be considered part of their learning.

Conclusion:

There is a one-month round-up period at the end of the program during which LDCs can complete assignments and ensure implementation of the recommendations. He/She will also attend off-site classes intended to support their transition into a supervisory role upon completion of the program, or shortly thereafter. These classes are:

 Health & Safety for Supervisors

Mentors:

LDCs will be assigned a mentor at each stage of the program. These mentors monitor the LDCs training milestones and are experts in Home Heat, Accounting, Operations and more. Mentors oversee the LDCs day-to-day progress, training and are leaders with whom the LDCs can share their experiences and receive valuable advice. Mentors will provide a mid-point and phase completion report on LDCs progress and recommendations.

Program Coordinator:

Another coach on the LDCs journey, the Program Coordinator oversees the progress from beginning to end, ensuring they meet assigned training goals and that the LDCs remain on track to complete the program. This role is held by the Manager, Human Resources.

Candidate Recruitment:

Candidates will be sought with a higher education qualification and 5 years business experience. Candidates must also have customer service experience.

The role will be posted with the alumni careers sites of Algonquin, St. Lawrence, Loyalist, George Brown, Humber, Laurentian and Canadore Colleges. The role will be posted in June and run for 1 month.

The Company will also post the opportunity in LinkedIn and on its Web site.

Candidates will be invited to contact the Program Coordinator for an initial conversation. Applications may be submitted as per the instructions on the web site, to [email protected].

Selection Process:

Applications will be received by the Program Coordinator until the date the posting closes.

Applications will be reviewed against the job description and a shortlist of candidates will be contacted for a preliminary telephone interview.

5 The second phase of the selection process will include a written submission on a topic assigned by the Company’s leadership. The Company may also elect to include other selection exercises. The third phase of the selection process will be an interview with at least two of the mentors and the Program Coordinator.

Only when satisfactory references have been received will a candidate be presented with an offer to join the program.

Program Schedule:

Rotation (dates may be flexible)

September 1 2014 – Commencement and assignment to Home Heat – 10 months June 1, 2015 – Assignment to Accounting – 2 months

August 1, 2015 – Assignment to Operations – 2 months

October 1, 2015 – Appointment to first position, or temporary assignment where required within the business.

Performance Reviews:

Formal reviews will take place annually and mid-year in October and March, annually as part of the company’s annual performance review program. Reviews will also take place formally during each phase with the mentor so that priorities and goals can be established and monitored and progress reviewed. The phase-concluding project will also contribute to the reviews or the individual’s performance.

6

Candidate Specification Appendix A

Leadership Development Program

Candidates

Program Summary:

The Leadership Development Program (“LDP”) has been created to develop leaders in the MacEwen Home Heat and Commercial Division. The Program involves a 15 month period of learning and development at various operational offices and at the MacEwen Head Office in Maxville. We are geographically diverse company and assignments could take place in any of our offices or locations. Candidates must be able to travel and/or base themselves to meet the rotation requirements.

The program emphasizes ‘learning while doing’ but also blends external training, work-based assignments intended on adding value to the operation of the business, and access to Mentors from the company’s existing leadership team. With a blended approach and high level support and guidance, the candidate learning experience will be relevant, detailed and company specific.

Role Summary:

The successful Leadership Development Program Candidate (“LDC”) will be immersed in the daily operation of the Company’s Home Heat and Commercial business, supported by Division Manager(s), Mentors and the Program Coordinator. This will include learning customer service, sales, driver operations, efficient dispatching, handling investigations, learning the regulations that affect our business, working with Sales Representatives, inventory management and budgets. You will also spend time immersed in finance and operations and on work-based assignments.

Responsibilities:

 Actively participate in all phases of Leadership Development Program, contributing to your own learning and the further development of the program.

 Demonstrate and use your initiative to identify and find solutions to daily operational challenges and larger initiatives.

 Work in collaboration and support the Manager in assigned locations.

 Learn the Company’s systems, procedures and processes.

 Learn the statutory requirements which regulate our industry and find efficient ways to work within these, demonstrating best practice.

 Participate in Management learning forums, meetings and communication to build relationships and learn.

 Participate in identifying work-based projects which add value to the Company’s operations.

7

Candidate Specification Appendix A

Requirements:

Candidates accepted to this program must be highly motivated and interested in a management career with a stable and growing company. We believe in the value of advancing people through our organisation where career progression is based on attitude and ability.

Preferred Qualifications:

 Five years' experience in business experience.

 A post-secondary qualification from a recognised college or university.

 Previous experience in a customer-facing role.

Skills:

 Proven ability to engage with teams, collaborate and lead successfully.

 Customer service focussed.

 Exceptional communication skills.

 Ability to solve problems, delegate tasks and achieve goals.

 Solid business acumen.

 Strong organization and computer skills are essential.

 Eagerness to learn and master new roles quickly.

Physical Requirements:

 Most of the time will be spent sitting in the same position or standing, walking, manual dexterity, computer use and driving.

 There is a requirement to be able to move and handle products and/or equipment up to 50lbs, e.g. hoses, lubricants and/or pumps.

Other:

 Must hold a clean and valid drivers’ license enabling the company to add the successful candidate to the Company’s vehicle insurance.

 Willingness to relocate within the Company as a suitable positions become available.