**DOCUMENT NUMBER: D001217226** **TITLE: SM.SALES.PROF.III** **POSITION TITLE:** Technical Sales Representative **POSITION CATEGORY:** **REPORTS TO (JOB TITLE):** **DUAL REPORT** Job Purpose Our Field Sales Representative (FSR) is responsible for building on a very high level of product line & operational knowledge and experience to proactively and strategically sell specific tools, technologies and services within their Segment portfolio. In alignment with the agreed sales plan, the FSR ensures a high level of product line & operational knowledge is provided to the client normally at the customers location; rig site, warehouse or workshop. Where the opportunity arises they should proactively support the development of cross selling across the Segment(s). Roles & Responsibilities SAFETY, SECURITY & COMPLIANCE · Maintains the highest standards of corporate governance, ensuring that all activities are carried out ethically and in compliance with Company’s Security, Compliance & HSE policies, Management System, relevant laws, regulations, standards, and industry practices and complies with the Company’s Rules to Live By · Places Quality, Health & Safety, Security and protection of the Environment as core values while never intentionally placing employees, our processes, customers or the communities in which we live and work at risk · Seeks continual improvement in Health, Safety, Security & protection of the Environment, taking into account responsible care, process vulnerabilities, public, customer and employee inputs, knowledge and technology and best business practices to exceed customer expectations · Supervisors & Managers should demonstrate effective safety leadership for the health and safety arrangements of all subordinates and for any persons visiting them while on the Company premises QUALITY · Responsible for adopting consistent & effective use of the available Technology (SFDC.com, XAIT-Porter) · Responsible for advising client whether or not the Company wishes to participate in the sale · Responsible for discussing the technical specifications with the client & gaining client feedback · Responsible for working with the appropriate internal resources to solve customer issues inc service quality · Understands and oversees the areas of business risk and works with their line Manager to ensure strategies exist to mitigate these as much as possible · Responsible for being familiar with the Company's Quality policies and takes an active role in the compliance and improvement of Weatherford’s Management System · Maintains service quality as immediate priorities when working across all areas of the business and continually seeks areas for improvement OPERATIONS · Ownership of the Field Sales life cycle process, start to finish, stepping up to deliver on your responsibilities, is ultimately your accountability. COMMUNICATION · Understands customer’s needs and ensures products and services are positioned and understood by key decision makers in customer organizations. · Responsible for responding to the Client Engagement Plan to enhance the profitability of the company through Weatherford provision of products and services to new & existing customers · Proposes solutions to customers formally (through pitches, presentations, bids & tender submissions) and informally through networks, relationships, discussions · Responsible for relaying competitive information back to the appropriate PL stakeholders, inc: pricing, product performance, marketing material, activities, new products/technology etc. · Responsible for developing specific client application value propositions · Identifies opportunities for new products and services for customers and liaises with Weatherford internal resources accordingly · Visits customer worksites; Offices, Rig Sites, Warehouses/Workshops to make certain products and services meet customers expectations and to enhance Weatherford customer relationship · Maintains effective communications with all key stakeholders both internal and where appropriate external · Supervisors & Managers should clearly communicate expectations, roles and responsibilities to their reports FINANCIAL · Responsible for the generation of annual revenue targets through the creation and conversion of sales plans including growth strategies · Take relevant actions to identify and address revenue ‘gaps’ for the year to ensure target achievement · Assists Technical Sales Manager with formulation os sales strategies and annual budget and as a minimum undertakes quarterly reviews of their account plans with the TSM · Take relevant actions to identify and address revenue ‘gaps’ for the year to ensure target achievement · Accountable for delivering positive commercial results through strong negotiating skills which result in significant continuous improvements in margin performance · Evaluates sales via the Technical Sales Manager and identifies ‘pull-through’ opportunities whenever possible · Responsible for finalizing the upsell plan as per the BSA in conjunction with the Account Manager · All employees have an accountability to the organisation to be financially responsible whether they are in charge of a function budget or simply their own expenses · Costs incurred should be within approved budget, processed within agreed time frames & following the relevant financial policy and procedure PEOPLE & DEVELOPMENT · Supports line management in the efficient, effective and compliant use of resources in the support of Geozone sales. · Promotes the highest possible values, principles and the Weatherford culture to their team · Supports cohesion and common purpose in a changing environment to all sales related personnel · Supports and coordinates the [technical PL] education of internal sales community · Responsible for participating in the sales training offerings in order to gain cross-product line knowledge · Undertakes all necessary sales training including but not limited to; Product Line training, Financial Training, Negotiations training and Customer Service training · Promotes the highest possible values, principles, and the Weatherford culture to their team · Employees have a responsibility for developing their own careers within the Company including completing all necessary function, compliance & business standards training to enhance their knowledge, skills and experience · Employees should engage on a regular basis with their line manager to discuss their personal performance, objectives and opportunities to enhance their skills and experience to support their career potential · Supervisors are expected to actively engaging their employees to support talent management through Weatherford’s performance management process, including but not limited to talent assessments, succession planning & regular coaching opportunities · Supervisors should collaborate with Human Resources & Training Development to drive strategies for the recruitment & retention of key personal & to foster an environment that supports the attraction & retention of a high performing talented workforce VISION & LEADERSHIP · Demonstrates leadership, ethical behaviour and adherence to Weatherford standards at all times Experience & Education REQUIRED · 4 years of Weatherford, Industry technical or operational experience · 6 years of sales expereince Knowledge, Skills & Abilities REQUIRED · Excellent written and oral communications skills · Ability to quickly gain a broad based knowledge of Weatherford Products and Services Travel Requirement: This role may require domestic and potentially international travel of up to: 10-25% JOB DESCRIPTION SCOPE This job description’s purpose is to offer some details on the scope and depth of the role and its interaction with other roles with the organisation, through a focus on key criteria. It cannot capture the entire scope of the role. The document is generic in nature and offers consistency in role content from the early career level to more senior levels. The Company’s expectation is that the holder of the role understands and accepts that its expectations will be potentially greater from those in more senior roles than those at an early stage of their career. Responsibilities may well be greater and their decisions will have greater impact on the function and organisations performance. The Company reserves the right to amend the content of the job description to better reflect the changing scope of the role with or without notice. HUMAN RESOURCES ADMINISTRATION **CAREER PATH LEVEL** **EXECUTIVE** I - V **Make Selection** Holds management accountability for a business, division, major geography, corporate function or major corporate sub-function. Develops, establishes & approves long terms strategy for the area managed **MANAGEMENT** I – V **Make Selection** Achieves goals through the work of others. Responsibilities inc; performance management, merit review, training & development. Focus is on managing others and applying operational or strategic management skills **PROFESSIONAL** I - VII Level III Applies a theoretical knowledge-base to work in order to achieve goals through own work. Characterised by specific functional expertise, typically gained through formal education. May provide guidance to others using technical expertise **TECHNICAL** I – V **Make Selection** Performs technical work, often in support of professional roles. Requires vocational training or the equivalent experience. Performs duties according to established procedures **SUPPORT** I – V **Make Selection** Performs clerical or administrative work, requires vocational training or the equivalent experience and performs duties according to established procedures **OPERATIONS** I – V **Make Selection** Performs operational, craft or manual tasks. Typically requires vocational training, apprenticeship or equivalent experience. Performs task according to established procedures. GEOZONE ADDENDUMS The job description template is a generic document designed to improve the quality, consistency and accuracy of the information regarding the Company’s expectations for the position. Individual countries may have some regulatory requirements that are required to be included in the job description. Any specific country requirements are captured in their specific Geozone addendum, which should be issued to the employee with the job description document.