Workforce Survey h2 2012

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Transcript of Workforce Survey h2 2012

  • The GlobalOil & GasWorkforce Survey

    Expectations for Hires and Pay rates in the oil and gas industry H2 2012


    Introduction 1

    Survey Summary 2

    Africa 3

    Americas 4-5

    Asia Pacific 6-7

    Australasia 8

    FSU - Caspian 9

    Europe 10

    Middle East 11

    Regional Comparisons 12-13

    Staffing Projections 14

    Air Energi Overview 15

    OilCareers Overview 16

    Contacts 17

    Copyright @ Air Energi Group LimitedDisclaimer: The Air Energi, H2 Workforce Survey 2012 is representative of an added value service

    to clients and candidates. Whilst every care is taken in the collection and compilation of data, the survey report is interpretive and indicative not conclusive. Therefore information should be used as a guideline only.


    trusted expertise


    Welcome to another edition of the Air Energi and Workforce Survey of trends and predictions for the energy sector. Now in our fourth year of this publication, we have to look at how much we have developed and grown to accomodate the vast changes that have occured over the past few years. We are moving into an innovative period where we can offer new tools to companies we work with and are seeing us pull away from our competitors throughout the industry.

    The industry has pretty much fully recovered from 2009, everyone

    learned a great deal from their mistakes, and are now ready for

    the next surge in the industry, only to find ourselves on the brink

    of yet another labour crunch.

    The global flow of labour is a highly complex equation that has

    historically been answered through just-in-time solutions largely

    dictated by the price of oil. Whilst nobody can afford to ignore

    commodities prices altogether, savvy operators are choosing

    not to let the tail wag the dog, taking a global approach to their

    hiring practices, and where possible, proactively recruiting or

    reassigning talent as it becomes available. We have also heard

    from several clients that the need to protect and enhance the 1 Air Energi 2012

    young stream of professionals entering the industry has taken a

    much higher priority, including providing young graduates with

    the internships and other opportunities they seek to transition

    into their professional oil and gas careers. Field experience and

    a succession of short-term global assignments have also been

    successful methods our clients have observed. In other words,

    fast-tracking may help, but there are no shortcuts to hands-on

    experience. Fortunately, with the sheer volume, diversity, and

    technical challenges and innovations posed by todays oil and gas

    developments, there should be ample opportunity for eager young

    graduates to get out in the field.

    Whether a newcomer or seasoned industry veteran, we hope you

    will enjoy this edition of our Workforce Survey and report. We look

    forward to bringing you a new and dynamic format to this publication

    in 2013. Should you have any comments or suggestions in terms

    of the information or structure of the content we provide, we openly

    welcome your feedback.

    Ian M LangleyGroup Executive Chairman

    ilangley@airenergi.comon behalf of Air Energi


    We are delighted to work with Air Energi on another Workforce Survey. Despite international economic challenges, this survey signals a positive outlook for the global oil and gas sector with both mature and developing producing regions contributing to a very positive outlook for the industry as a whole.

    The oil and gas sector is embarking on a sequence of major

    new investments and technological advancements. With the

    benefits, however, come a number of challenges. Accessing

    skilled labour is a pivotal concern for the oil and gas industry. The

    current skills shortage, combined with what remains a strong oil

    price is continuing to drive employee packages upward. Global

    competition for the best people means that some areas are

    seeing particular salary inflation pressures. continues to strengthen our team and expand

    our global operations. We have just moved into larger new head-

    quarters in Aberdeen. We opened a new office in Calgary to better

    serve the oil sands market. We have also opened new offices in

    Perth and Brisbane, which will help us to fulfil our clients growing

    needs in Australias rapidly expanding LNG hub. supports businesses looking to resource a pipeline

    of oil and gas projects - by offering a global talent pool and investing

    heavily in reaching new candidates across the globe. Our goal is to

    provide the best customer service, wherever our clients are in the

    world. Weve had a great start to 2012 and we look forward to what

    opportunities this year will bring.

    Mark GuestManaging Director

    mguest@oilcareers.comon behalf

    trusted expertise

    1 Air Energi 2012


    Global Survey Report

    Salary and Pay Rates























    H1 2011


    H1 2012


    Increase Decrease No Change













    H1 2011


    H1 2012


    Hiring Rate

    H1 = statistics/predictions for the first half of the year, H2 = statistics/predictions for the second half of the year.

    H1 (2012) Survey Summary

    Air Energi and would like to thank all organisations and participants who took the time to respond to and influence our survey and report. The returns clearly show a substantial response from decision makers and industry insiders across all the oil and gas producing regions. We are pleased to present the findings in this report for our industry partners to utilse in their future decision making.

    170,000 + oil and gas professionals were invited to participate

    10,500 + were either direct recruiters or senior decision makers

    Over 50 countries represented in seven major oil and gas producing regions

    Regional Responses Chart

    Percentage of responses from each geographical region

    www.airenergi.com2 Air Energi 2012

    Australia 14%

    Middle East 19%

    APAC 14%

    Americas 16%

    FSU Caspian 11%

    Africa 11% UK - Europe 15%

    trusted expertise

    2 Air Energi 2012


    creating an increased demand for qualified personnel, whether local or expat. Subsea talent remains in high demand and likely to increase once Angola gets its own pre-salt exploration programs underway. New labour reform measures have been implemented recently, geared toward improving working conditions and improving government transparency in the oil and gas sector, the backbone of the Angolan economy.

    NigeriaThe Nigerian government has recently approved a $3.5 billion national electricity grid to put an end to the countrys chronic power shortages. Ironically, Nigeria seeks to raise much of the capital required through foreign partners, in exchange for which the government promises increased operational transparency and above-board administration. Proposed timelines are to have the new supergrid completed by 2014; specialised subsets from local oil and gas exploits may migrate to this groundbreaking project.

    Yet another federal election is threatening to backburner the proposed Petroleum Industry Bill (which would effectively rewrite the legal and fiscal basis of Nigerias relationships with IOCs) once more, potentially delaying billions of dollars in energy industry investments. Until fully revealed and understood, the controversy surrounding the Bill will result in a slowdown in some major projects, operators opting to remain in holding pattern until it is known what real effect the bill will have on corruption and security concerns.

    Working with little geological knowledge of the Africa region and vast potential for exploration, East Africa really is one of the most exciting locations within the oil and gas world right now

    Regional OverviewOffshore activity is in huge growth offshore West Africa. This

    is creating significant demand for subsea specialist engineers

    already in short supply worldwide, an issue compounded here

    by the expatriation of foreign workers required by local content

    regulations. These positions are being backfilled by local

    personnel with on-the-job training as they become available, and

    many foreign personnel are being redeployed to similar projects

    in Asia Pacific where possible. Despite the many challenges of

    working in Africa, such as personal safety and high cost of living,

    the average rates in Africa have somewhat decreased, largely

    owing to the steady increase in local content within the industry.

    ANGOLASome local content regulations are more stringent than others,

    but in Angola the requirements can be particularly burdensome to

    meet: foreign operators must prove they have tried every avenue

    possible to hire local for a given position before permission to

    recruit an international may be granted. Apprenticeship programs

    and other jobsite