Job Description

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.