Workforce Survey h2 2012
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The GlobalOil & GasWorkforce Survey
Expectations for Hires and Pay rates in the oil and gas industry H2 2012
Survey Summary 2
Asia Pacific 6-7
FSU - Caspian 9
Middle East 11
Regional Comparisons 12-13
Staffing Projections 14
Air Energi Overview 15
OilCareers Overview 16
Copyright @ Air Energi Group LimitedDisclaimer: The Air Energi, OilCareers.com 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.
Welcome to another edition of the Air Energi and Oilcareers.com 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
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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
email@example.com 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.
OilCareers.com 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.
OilCareers.com 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
firstname.lastname@example.org behalf OilCareers.com
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Global Survey Report
Salary and Pay Rates
Increase Decrease No Change
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 OilCareers.com 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
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Middle East 19%
FSU Caspian 11%
Africa 11% UK - Europe 15%
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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