Mobilisation and its impact on the global Oil & Gas market

globalenergy & naturalresources

Mobilisation and its impact on the global Oil & Gas market

Index 3

21 24 26 28 30 32

Mobilisation Insightsn Insights Mobilisation & its effect on recruitment and retention Motivation & mobilisation Supporting mobility Support structures ns Regional & Salary trendsn Europe Africa South America US & North America Middle East Asia Pacific

34

Methodology

4 11 13 16

“Skills shortages, ‘buying expertise’ and visa limitations impacting the sourcing of talent remain factors affecting the global Oil & Gas recruitment market.”

Introduction

Introduction The Global Energy & Natural Resources market is experiencing considerable growth and investment. Majors & operators are embarking on large international projects which will open up mobilisation opportunities for talent considering overseas assignments- but how will this impact on salaries and how does it affect perceptions in the Oil & Gas industry? In this global mobilisation report we highlight candidate motivations across the globe in terms of the rise in

overseas opportunities, which regions are considered the most attractive and what support is the most important from an employer to our international talent base. Finally we explore factors such as skills shortages, the focus on ‘buying expertise’ and the limitations that visa requirements present to our global candidate base. We also outline salary rates and provide regional insights around market trends across core disciplines and how these impact candidates across the globe.

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Mobilisation & its effect on recruitment and retention

The contractor/permanent split

Setting the scene Over the space of 3 months Progressive GE has been speaking with employees from across the world to understand how attractive the prospect of working abroad is, where the most attractive places to work are, the drivers for international mobility and what provision employees would expect if they were to look at an international move. We spoke to both contractors and permanent members of staff across the Americas, Africa, Asia Pacific, Europe and the Middle East, whose experience ranged

Contractors by region UK 13%

from operations, project management and logistics, to construction, drilling and Health & Safety. Our respondent panel approximates a 50/50 split between contract and permanent employees. Before we explore employee perceptions of mobility though, we first wanted to understand where respondents were engaging from, to better understand their likelihood and receptiveness towards global mobility.

Permanent staff by region UK 10%

Africa 9%

South America 6% Asia Pac 29%

North America 13%

Africa 6%

Asia Pac 20%

South America 21% North America 15%

Middle East 11% Europe 17%

Europe 17% Middle East 11%

Out of our contractor population we can see there is a pretty even balance between the people that currently work in their country of origin and those that don’t; with 47% currently working outside where they were born. That’s hardly surprising considering demand across the global energy market is showing greater impetus in countries such as China, India and Brazil. In countries such as these, demand is far outstripping the supply of local talent and companies are looking to build international project teams to meet their local skills gaps, while also bringing in international expertise to meet their local knowledge requirements. The impact of shale on the US oil and gas industry, which has increased by over 25% in the last five years, is also having a significant impact on the levels of talent required in country. This means demand for people with highly specific skills has become a global one. Indeed when we look further into our contractor population we can see that 62% of people we spoke to have 10+ years experience, which goes some way towards explaining how this population has become increasingly migratory. What could be regarded as surprising though is that over 1/3rd of our permanent panel (38%) work outside their country of origin. This suggests migration is not as transitional as many would believe. Experience is also increasingly becoming a critical driver for companies looking to recruit permanent members of staff, although we do see a much broader spread of experience for recruits of this type. Only 40% of people we spoke to have more than 10 years experience, 12% have between 8-10 years and almost a quarter (22%) have between 5 and 7 years. So it seems we have two streams of recruitment activity happening across the world; a permanent cycle where companies are looking for a broader skillset and a range of experience, typically in more support-driven roles, and a contract market where companies are looking to fill their immediate and, potentially, long-term skills gaps, which are more market and demand-focused.

Country of origin Contract No 47%

Yes 53%

Permanent No 38%

Yes 62%

Experience Contract

62%

of people we spoke to have 10+ years experience

Permanent

40%

of people we spoke to have 10+ years experience

12%

of people we spoke to have between 8-10 years experience

22%

of people we spoke to have between 5-7 years experience

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Contract The professional contractor When we talk specifically to contractors there’s been a marked increase in full-time professional contractors. Indeed over recent years we’ve seen a permanent brain drain within the oil and gas industry as more employees look for the challenge, opportunity and financial benefits associated with being a full-time contractor, while leaving behind the comfort and stability associated with being a full-time employee. Perhaps in synergy with this rise in the professional and full-time contractor we can also see employers becoming increasingly attracted to the prospect of recruiting international project teams and shipping them out to different projects and assignments across the world. The breakdown of our contractor population reaffirms that new markets are the most attractive proposition, with Asia in particular having the largest contingent of contractors with 29% currently located there. This is 10% more than the second biggest population, Europe at 19%, Africa (9%) and South America which accounts for only 6%. However we do expect these numbers to increase significantly in the next few years, particularly in South America and Africa. The first signs of that movement are already being seen in Brazil where demand has been growing over recent years as the country increases its oil reserves. In Brazil recent discoveries have resulted in the highest increase

in oil reserves anywhere in the world, jumping from 14th to 8th in the world rankings*. And with Petrobras alone planning to invest US$147 billion in the next five years demand is only going to increase. What’s more, with Africa currently supplying roughly 12% of the world’s oil and having significant untapped reserves (which have been estimated at 8% of the world’s total) Africa is sure to continue to drive demand for oil and gas talent; particularly when we consider the potential opportunities emerging as a result of new exploration programmes, development of its ports, pipeline engineering and major infrastructure projects happening across the continent.

Movement of talent Considering the major global opportunities for contractors and permanent hires it’s worthwhile understanding how likely we are to see movement in the talent pool and whether this is likely to impact on employers and their need to be more international in their outlook. Although demand for contractors has eased slightly in the final quarter of 2013, confidence and demand will inevitably pick up as we move into 2014 and in particular the second half of the year. With that in mind, we are already seeing confidence from contractors grow. When we asked contractors how likely they are to look for a new assignment in the next 12 months it’s therefore little surprise that 29% said they’d be likely

and 61% said very likely to do so. However this does suggest that many assignments are coming to an end or that contracts are being managed on a relatively short-term basis, which could mean a project-focused talent drain that has the potential to put extra pressure on project delivery. A lot of the global activities we’ve seen over recent months suggests that there is still a talent war happening across the industry and a noticeable amount of recruitment activity is focused on people moving across competing companies or across borders to get the salaries and opportunities available to them in the market.

How likely are you to look for another job in the next 12 months?

61% Highly likely

Confidence is also permanent What is surprising though is that almost 4/5ths (79%) of permanent employees are either likely (29%) or very likely (50%) to look for a new job in the next 12 months. The difference though is that many of these potential permanent specialists are looking to move towards self-employed contracts as demand for contractors increases, skills gaps continue to grow and salaries are increasing exponentially as a result. An additional concern though is that we expect to see a major global talent drain across all areas of the oil and gas supply chain, as experienced people recruited in the 70s and early 80s get closer to retirement and companies risk losing years of experience and expertise.

29% Likely

7% Neutral

1% Unlikely 2% Highly unlikely

Permanent How likely are you to look for another job in the next 12 months ?

Contingent of contractors per region

Asia 29%

Europe 19%

Africa 9%

50% Highly likely

South America 6%

29% Likely

* Reference: PWC 2013

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13% Neutral 6% Unlikely 2% Highly unlikely

Contract Have you ever worked internationally for at least 3 months? No 42%

Yes 58%

How long ago did you work internationally? 18% Less than a year ago

20% Between 1 and 2 years


14% Between 3 and 5 years 12% Between 5 and 10 years

20% More than 10 years ago

Would you consider working internationally in the future?

Contractor mobility

Permanent mobility

If we look closer at the contractor market we can see the proportion of people that have worked internationally for at least 3 months is not as extensive as many would expect. Only 58% of people said this was the case. What is telling though is that we can see international contracts are becoming increasingly attractive, no doubt driven by better pay, opportunities and potential conditions outside of our respondents original countries of origin.

Considering permanent recruitment, where the major areas of growth have been within support or operations functions, we can see that this is still a highly mobile market with 45% of the people we spoke to saying they had worked for more than 3 months in an international location. Unlike contract though over the last 5 years mobility of permanent employees has grown exponentially to the extent that 27% of people had worked internationally less than 12 months ago – the highest level we’ve seen for some time. These trends are perhaps little surprise when we consider that the global oil and gas market has become a lot more disparate over recent years, and new emerging markets have been driving demand, and indeed the supply of people with international experience.

Looking at the table we can see that more than 10 years ago we saw 1 in 5 (20%) contractors had worked internationally but then saw a dip between 5 and 10 years, where numbers fell by almost a half (12%). Over the last 5 years though this trend has been changing incrementally year-on-year as international demand and competition for senior talent has increased. In fact the percentage of contractors that had worked internationally was back at the 10 years+ level in 2013 when 20% of people said they’d been employed internationally between 12 and 24 months ago. Although the last 12 months has seen that number drop slightly, we can see almost unanimous agreement that contractors are receptive to working internationally in the future, with 96% of people saying this is an attractive proposition. What’s more, more than a half of the contractors we spoke to (56%) agreed they’d seen a rise in the number of international opportunities and this was key to their willingness to move across international borders. Whether this was a positive or negative factor provides some insight into the attractiveness of international mobility for contractors or whether the market demands have forced them to change their career ambitions. Our study confirms this as it shows a 50:50 split between contractors who feel they have to work abroad to achieve their ambitions and those that see it as a positive and personal change, although international mobility is not for everyone. In fact even though half of our study (49%) did not feel they needed to move abroad, over ¾ felt this was a positive change in the market and one they were comfortable with.

Permanent Have you ever worked internationally for at least 3 months? No 55%

How long ago did you work internationally?

What is surprising however is that working internationally in the future is a slightly more attractive proposition for permanent members of staff than it is for contractors, with 97% of the people we spoke to saying they’d seriously consider this opportunity. So what’s driving this for permanent mobility?

27% Less than a year ago


There are still significant talent gaps across the whole of the oil and gas industry which began back in the 1980’s when around ¼ of geologists and engineers left the industry. Compounding this was the number of petroleum engineers and geology students dropped significantly in places like the US and Europe. Putting these two things together has meant that the legacy of the 1980s is still being felt today and is likely to increase even more given that a recent study found that an additional 22,000 engineers and geologists were likely to leave the industry over the next two years.

15% Between 2 and 3 years 12% Between 3 and 5 years

17% Between 5 and 10 years 9% More than 10 years ago

Would you consider working internationally in the future?

Yes 96%

Yes 97%

No 4%

Do you have to work abroad to achieve your ambitions? No 49%

Yes 51%

Yes 45%

Do you see the rise in overseas opportunities as a positive change? No 23%

No 3%

Yes 77% Progressive GE 9

Permanent Do you have to work abroad to achieve your ambitions? No 40%

Yes 60%

Have you seen a rise in overseas opportunities within your area over the past 12 months? No 38%

Yes 62%

Do you see the rise in overseas opportunities as a positive change? No 17%

Yes 83%

Added to these issues the rise in national oil companies in areas such as the Middle East and Africa, and the growth of independent companies throughout the whole of the supply chain, (both of which have increased demand and competition for qualified energy professionals), we can see that those in the industry are a much more attractive proposition than even before. This means competition has become fiercer, pay rates and benefits have increased significantly in some areas and the opportunities for people with specific skills and experience are much more compelling and international opportunities are much more attractive. Whether permanent employees feel the need to move abroad to achieve their ambitions shows that the permanent recruitment market is slightly different to the contract one in that the majority of people in this employment group (60%) feel international mobility to be a key part of their career development. This corresponds very closely with the number of people who feel there has been a rise in permanent overseas opportunities in the last 12 months (62%) and suggests we are seeing fewer opportunities for growth within their existing place of employment and that other companies or countries offer greater chances for personal growth. Looking closer we see that over 4/5ths of the permanent staff we spoke to saw the rise in international opportunities as a positive force for change and one they welcomed. This could again be driven by lack of opportunities in their current company or market, or could be driven by lifestyle or financial factors, which we’ll explore later.

International mobility

60% 10

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60% feel international mobility to be a key part of their career development.

Motivation & mobilisation With international migration high on the agenda for both contractor and permanent professionals and their motivation to move increasing year-on-year, we explored what makes employees consider moving internationally.

Show me the money

Job prospects

It’s perhaps little surprise that salary is the biggest attraction for people considering a move outside their country of origin, with 91% of our panel saying that this is the most important factor in their decisionmaking. As competition drives up international mobility and demand, our research shows that cross-border competition is not just affecting people’s willingness to move, but increasing the level of competition for the people most in demand. This in turn means salary levels in some areas are artificially inflated and as a result mobility is an increasingly attractive proposition.

Although salary is seemingly inextricably linked to international mobility almost 2/3rds of the people we spoke to (61%) said one of their key motivators for moving would be better job prospects.

Over the next 2-3 years though, we anticipate salary levels to find their own equilibrium. Only the most indemand disciplines, such as geology and engineering, will continue to evolve in this way and salaries in these areas will continue to remain buoyant and a key attraction for internationally motivated employees.

Globally we can already see a major culture change being driven by Generation Y and this will inevitably decide who wins and loses the war for talent.

Although competition between emerging and more developed regions will continue to drive changes in mobility patterns, we also anticipate the expectations of other, non-critical functions should level out and as a result those motivated by money alone will reduce significantly. Over the next 5 years we also anticipate that some functions will see salaries become harmonised across the world as mobility in oil and gas becomes increasingly the norm. As this happens employers will need to ensure their remuneration packages remain attractive and that employees can have a global perspective both within and outside their current organisation.

A recent study by PWC showed that Generation Y (or millennials) will “make up the significant majority of all international assignments by 2020”. As a result we anticipate we’ll see a significant change in focus with millennials focusing “on interest and opportunity,” rather than just financial rewards

Training and development have often been cited by this highly aspirational population as a key draw for them looking to move jobs; it empowers them to be more in control of their careers, makes them a much more attractive proposition to current and future employers and improves their attractiveness in the market. With competition driving demand and supply, for Gen-Y flexibility and mobility are key to their career aspirations, and if that means moving internationally to achieve them, then they are only too happy to do so. In fact, we’ve seen that Gen-Y are more open to international assignments than any other generation before and regard this as a key part of their own career and personal development.

Job prospects

61%

said one of their key motivators for moving would be better job prospects.

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Mobility

50%

Mobility is expected to grow by up to 50% by 2020

Lifestyle With mobility expected to grow by up to 50% by 2020, it’s hardly surprising that almost 2/3rds of our panel (60%) said international mobility was not just a way to make them more competitive in the recruitment market, but was also a great way to explore diverse lifestyles. Some even went as far as to say that a job would be a way to explore new countries and cultures and they intend to use this as a way to reduce risk when considering emigrating. The PWC study showed that CEOs are increasingly looking to change their approach to global mobility and would now look to include international secondments as part of their offering. This provides not only millennials the chance to explore the world and gain a much more attractive world-view of the oil and gas industry, but also encourage senior people to stay in the industry longer. At senior level we can already see people with significant experience and expertise (and who are particularly in demand) choosing to look outside their country of origin to provide them and their families with a different, and some might say, better lifestyle. With salaries increasing for key roles and competition driving demand, they are using this opportunity to give them a significant salary/rate bump and looking for jobs/assignments that give them the basis to explore countries or regions they are considering moving to later in life. Ask any oil and gas company in the world about what they are doing to recruit and retain their people and they’ll talk about their market-leading salary packages, exceptional bonus schemes, health and welfare plans and their world-class training and development

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programmes. None of which makes their recruitment offering stand out. Our survey shows that, in some regards there is already a major disconnect between what employees want and what employers are offering, and we anticipate this continuing unless non-financial compensation is also considered. As global mobility increasingly becomes the norm, we anticipate salary and benefit levels will become increasingly standardised and so global multinationals will need to be much more creative in their approach to recruiting and retaining key talent, including considering the importance of lifestyle for three very different generations of workers.

Considering the no-choice option With mobility becoming the norm across the industry it’s hardly surprising that less than a third of our panel (30%) felt they needed to look internationally for work. With international and intra-national mobility becoming a normal part of the industry as a whole, in the emerging and growth markets such as India, the US and the Middle East, the perception of mobility has changed. International mobility is now considered to be a standard part of a career in oil and gas. So the suggestion that people have to “go where the work is”, is misleading since the vast majority of employees do not feel they “have” to do it, it is that they naturally do it. This is confirmed by our panel as only 16% of people said the lack of local employment opportunities was a reason for them moving internationally.

30%

Of our panel felt they need to look internationally for work

Supporting mobility With companies having to consider mobility as a key part of their recruitment, retention, and growth strategies, and having to adapt their employer offering to be able to compete in the global war for talent, the industry needs to ensure that their offering is not disconnected from the needs of the people they are looking to attract. What’s more, with mobility becoming standard for people working within the oil and gas industry, its imperative employers understand how to facilitate the transition from country to country, and provide services that employees feel are critical to their international onboarding. This leaves them able to focus on what matters most – doing the job they’ve been employed to do. With that in mind we explore what support employees want from their employers and what concerns them about moving internationally as part of their oil and gas career.

Concerning Security Considering mobility is seemingly seen as a fundamental part of a long and prosperous career in the oil and gas industry, it’s perhaps surprising that many of the concerns employees have when moving abroad are around security. Almost 2/3rds of the people we spoke to (60%) said that security was becoming an increasingly important factor for them when considering international mobility. For many this is the key issue holding them back from taking on projects or jobs elsewhere in the world. But security does not just relate to secure ground transportation. It also refers to having somewhere safe and secure for themselves and their families to live; having safe and secure schools for their children and knowing that their employer has their wellbeing at heart. These factors are critical to people working all over the world, not just in the countries regarded as unstable and the sooner employers recognise them and make them a key part of their employer offering the better they’ll be at increasing the size and scope of their international talent pool.

Concerning health and welfare The second most important concern for employees is a much more fundamental aspect of their wellbeing. 44% of the people we spoke to said health and welfare was a real concern for them and their families when moving internationally. Some of the people currently on international assignment have even suggested their

families remain at home because this concern is not being fully addressed. For some employers and employees this is a natural part of working on assignment abroad, but if the war for talent is going to be fought on all fronts then this perception has to change, particularly when such large numbers of permanent experts are considering an international role. Although some major companies have a strong and welfare focused code of conduct for their employees and have set up wellness centres across the world, and others have afforded the same health and welfare benefits to active and retired employees, the focus across the industry seems to fall on employees only. Although employees recognise this as a key feature of their employment, as the permanent market becomes increasingly mobile then this offering will need to evolve and be extended to cover the people that are important in the lives of the people companies employ. Also project-based employees who are on assignment are concerned about the health and welfare benefits afforded to their families should the worst happen. Although some companies cover this eventuality and have programmes in place to help those left behind, this service needs to be extended so that families can feel safe in the knowledge their loved ones are protected and secure no matter where their job takes them.

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What concerns you most about working internationally?

Concerning instability With emerging markets becoming an increasingly attractive proposition for international job mobility it’s hardly surprising that potential employees are concerned about stability in those countries.

60% Security

44% My health and welfare

35% Political instability

27% Job stability

24% Standard of living

20% Family fitting in

19% Leaving friends and family

According to our panel, political instability is a real concern for more than 1 in 3 employees (35%). We’ve already seen how political instability in Africa has the potential to take its toll on the energy sector and are already seeing countries like Libya (which has the largest proven oil reserves in Africa) being affected by armed militias and striking oil workers shutting down many of the largest export terminals and oil fields. Analysts are also warning that the standoff over Syria has the potential to affect oil and gas production in both North Africa and the Middle East and could spill over into surrounding major oil-producing countries such as Iraq. The stories of oil and gas companies sending planes into troubled regions to evacuate workers and their families, and suspending operations as a result, has resonated with our employee population. Oil and gas companies have always taken worker safety very seriously and as production increases in regional hotspots this is only going to impact further. Although oil and gas companies are sensitive to the risks associated with doing business in new oil and gas economies and regard thorough threat evaluation and analysis as a key aspect of operating there, our employee panel tells us that intelligence before and during an assignment needs to be joined up and communicated. Employees understand that working in emerging markets has the potential to be challenging but believe companies need to have the networks, infrastructure and people in place to help them feel more secure. What’s more, this needs to be a key part of the recruitment and onboarding process when working in these countries. If a third of potential employees would consider not mobilising because of a perceived threat rather than a real threat of instability, then employers are potentially closing off a third of their potential talent pool.

More than a quarter of the people we spoke to (27%) believe that job stability is a major concern for them and a potential reason they’d not consider an international opportunity. This is in part linked to the view that security and instability are potential hazards in emerging oil and gas markets, but is also tied to fear of the unknown. As we go further down the list of concerns we can see that not feeling welcomed (13%), fitting into new ways of working (10%) and fitting into a new culture (6%) are very real concerns for some of the people we spoke to, and these are inextricably linked to feeling a person can do a job well. Indeed a recent study by Ipsos and BDO* found that employees look to limit the risk associated with moving to a new country by overwhelmingly selecting English speaking countries as their desired destination. The US ranked first in their table of desirable countries (34%), followed by the United Kingdom (22%), Canada (20%) and Australia (20%).

Rank

The study also showed that for some companies offering a guarantee that employees could move back to their current role/country after two years with further relocation assistance, reduced the perceived risk and was a major incentive for employees. With the feeling that job security is inextricably tied to feelings of well-being, companies and HR departments in particular need to be much more flexible in how they encourage and onboard people that may be suitable for international mobilisation. When Ipsos and BDO questioned what would make employees feel more receptive to global mobility, four of the top five incentives were linked to supporting their employees and reducing perceived risks, leaving them to focus on what they have most confidence in, namely doing their job in the best way possible.

Incentive

Percentage

1

Repatriation assistance, including a guarantee that they could move back to their current role after two years with further relocation assistance

45%

2

Round trip airfare to return home for family visits

43%

2t

A paid trip to visit the country before agreeing to move there

43%

3

Paid language training, if necessary

42%

3t

Immigration assistance for your spouse in order that they could obtain employment

42%

13% Not feeling welcomed 10% Fitting into new ways of working 6% Fitting into a new culture 5% Education levels 4% Making new friends

* http://www.bdointernational.com

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Support structures Moving internationally is a life-changing experience and one that is not taken easily. We’ve already seen that people within oil and gas are increasingly receptive to moving abroad and that the job market is becoming increasingly global. But we’ve also seen employees have a number of concerns that may make some of them reluctant to do so. Considering this we explore what employers need to provide to their existing and future employees if their mobilisation activity is going to be attractive and successful.

Immigration With mobility no longer focused on the West, and the emerging markets seen as an increasingly attractive proposition for employees across the world, almost ¾ of the people we spoke to said their main issue/challenge was managing the visa and immigration process. But this issue is not related to places such as India and China. Even in the United States oil and gas executives are at risk of losing a significant part of their talent pipeline because of things such as the annual cap on work visas and the strict restrictions about being able to stay in the country. We’ve spoken to employers who have sponsored graduates throughout their Masters and Doctorate programmes, whose costs can amount to hundreds of thousands of dollars, who then find themselves losing those people due to strict immigration rules that aim to protect domestic workers and salaries. While companies in other countries are actively recruiting non US-born graduates and taking all the experience, knowledge and expertise they’ve learned in the US, the strict limits imposed by the US government means the brain drain feared by many companies could be exacerbated. As the US expels talent though, other, more immigrantfriendly countries are taking advantage of this overabundance of new potential. Places such as Canada, China, Azerbaijan (where for the last two years immigrants have outnumbered emigrants) Brazil, the Middle East and Africa are benefitting significantly from this fluid movement of talent and as a result their future competitiveness remains steadfastly in their own hands. The visa and immigration services employees are concerned about relates to both of these factors. There are those that want support to be able to stay in the

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country they are currently based in, with employers taking the pressure off and managing the process from start to finish, and those who are much more fluid in their movements, and who want employers to be able to help them transition from country to country, project to project, seamlessly and with little downtime. Only when this happens will employees feel confident that the global oil and gas industry is truly ready to meet their short and long-term goals and that the market is a truly global one.

Medical and healthcare With an employees’ health and welfare no 2 on their list of concerns when moving abroad, it follows that this should also be high on their list of what employers should be offering. In fact the percentage of people that believe medical and healthcare services should be provided by an employer (62%) is higher than the number of people concerned about them when moving abroad. A third of our survey (35%) reiterated the importance of health and welfare when they agreed that medical and travel insurances are also a fundamental part of the employer proposition when international mobility is considered. This suggests that employees within the oil and gas industry consider medical and healthcare to be a fundamental provision, and should be something offered regardless of whether they consider this an issue or not. In fact medical and healthcare is becoming so important to employees in the oil and gas industry that healthcare and insurance providers are designing programmes specifically for the sector. Indeed health and welfare has become so essential to operating in the oil and gas industry that companies are increasingly designing their own systems and processes to complement the national and international standards, and regulatory requirements of operating in individual regions.

What’s more health management systems are being so integral to the structure and delivery of healthcare that they are being used increasingly to control health risks and to raise the standards of healthcare across the world. But providing good healthcare provision is not just about making employees feel valued and looked after. Good health and welfare provision ultimately increases productivity, is a great selling point in competitive recruitment markets and will significantly reduce churn and increase retention. What’s more, the business benefits are acknowledged to improve corporate reputation, improve long-term commitment and increase the take-up of mobilisation programmes.

differentiation is going to need to be around making employees feel comfortable, their families supported and their wellbeing a choice for the employer rather than a burden. Considering that almost half of our panel (48%) felt that working abroad is a great way to enhance their employability, it’s crucial they are given the support and infrastructure to be able to do the job that they have been recruited for.

How do you view working abroad?

Onboarding and onsite We’ve already discussed employees concerns about embedding themselves into new cultures or practices when living abroad, and how this has the potential to threaten their feelings of job stability. With that in mind it’s hardly surprising that employees also feel their employers need to support them with non job related services when moving abroad. Over a half of the people we spoke to (53%) agreed that an employer should help them find somewhere to live and over a third (36%) felt relocation services should also be a fundamental pre-requisite of living internationally. If we look across all of the responses to this question we see that employees regard their employers as having an obligation to not just help them get where they need to be, but also support them and their families for the immediate and long term. Taking into account providing help with schooling (18%), cultural orientation (11%), in-country orientation (12%), travel services (28%) and ongoing contact and care (6%), it’s clear the non-financial elements of the employer offering are regarded as being critical to people when considering an international move. The importance of the employer offering is therefore fundamental to global recruitment and project delivery. If organisations are going to be able to fight the war for talent in this highly competitive industry then the

48% Enhancing your long term employability

33% Chance to make big money

28% An opportunity to travel

25% Fast tracked career opportunity

24% Opportunity to permanently relocate

19% A short-term adventure 4% Other

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If you were to relocate internationally, what support would you want from your new employer? Visa and immigration services

74%

Finding somewhere to live

53%

62%

Medical and healthcare services

36%

Relocation services

28%

Travel services

24%

Tax services

Medical and travel insurances

35%

In-country support

26%

Legal assistance

22%

19%

Transport

Children’s schooling

18%

13%

Risk Assessment

In-country orientation

12%

11%

Cultural orientation

Secure transfers

10%

6%

Ongoing contact and care services

Regional & Salary trends

Europe

“Many major operators are offering up to 20% salary increases in order to attract the ‘best in class’ European experts.”

Europe Across the European region the majority of roles in the Oil & Gas upstream sector can be seen in Drilling and Well services, as well as Geotechnical and Geosciences disciplines. For the downstream market, such as chemical and petro-chemical facilities, almost all engineering disciplines & project management specialist skills are in high demand. 90% of contract placements sit at the high end of the earnings bracket, particularly for senior executive positions, whereas permanent salaries continue to be competitive due to the availability of local talent. Project management is increasing in focus as the major operators invest in large, more international projects which require a particular European skill set and level of expertise- this is most prevalent in the CIS and Benelux regions where inflated salary packages are being commanded. Many major operators are offering up to 20% salary increases in order to attract the ‘best in class’ European experts. Diversified energy resources and more environmentally friendly projects are growing in popularity across Western Europe, creating a demand for professionals in the Quality, Health, Safety & Environment disciplines. Overall, advanced technical experience and long lengths of service have resulted in an ageing talent market across Europe which needs to be addressed by clients in terms of training, educating and up skilling of the younger Oil & Gas generation.

Regional highlights: • Huge potential is presenting itself in Kazakhstan as activity advances in this area, presenting an increased requirement for technical sales specialists and senior drilling experts. • Further opportunities and optimism will prevail in Ukraine which is expected to receive a large investment boost, offering more potential for professionals seeking international project experience.

• The Netherlands is considered a centre of excellence for engineering experts as local operators have already been conducting turnaround projects over the last 30 years. This is now resulting in a rise in Dutch maintenance and project management roles for international assignments managed from the Netherlands. • Rotterdam has the leading world position in the Marine sector where we are seeing a lot of mergers & acquisitions taking place in areas such as the Gulf of Mexico, West Africa and the Middle East. As new client projects and developments emerge in this area, specialists with North Sea experience are increasing in demand. • Germany is the 3rd largest exporter of energy which results in a high number of EC&I commissioning engineers/technicians and an approximate 20% increase in electrical engineering salaries across the DACH region. • In the offshore sector for European HSE professionals there is a skills shortage of approximately 30% with clients struggling to fulfil project recruitment requirements. The average salary for a HSE manager is around €120k but larger clients can offer salaries of up to €140k+. • The competition for talent in both Norway and the North Sea is fierce as the general skills shortage across subsea / engineering & subsurface disciplines is driving up salaries and creating highly attractive packages, particularly for contractors. • For offshore workers there is a marked distinction between contract terms & conditions offered to UK & Norwegian specialists, where salaries and offshore rotas are considerably in the favour of people on Norwegian contracts. • In the UK, the salaries in Aberdeen are approximately 20% higher than the rest of the Oil & Gas market and other similar industries.

Progressive GE 21

Salary Data Drilling/Rigs

Perm annual salary €

Contract daily rate €

Cementing Engineer

48-53,000

650+

Cementing Supervisor

less than 36,000

650+

Coil Tubing Engineer

65-71,000

650+

Company Man

107-113,000

650+

Driller

59-65,000

320-360

Drilling Consultant

119-143,000

Drilling Fluid Engineer

90%

Salary Data

UK, France, DACH, Benelux, Norway, Russia

Geoscience/Reservoir Engineering



Petroleum Engineer

71-77,000

390-430

Petrophysicist

83-89,000

450-490

Reservoir Engineer

95-101,000

520-560

Reservoir Engineer Manager

143-167,000

650+

• Drilling

Seismic Interpreter

60-65,000

320-360

650+

Health, Safety & Environment



• Geosciences

119-143,000

650+

Environmental Engineer

48-54,000

600-620

Drilling Manager

190-214,000

650+

Environmental Scientist

54-59,000

260-300

Drilling Superintendant

143-167,000

360-390

ETL Developer

60-65,000

320-360

Drilling Supervisor

83-89,000

320-360

HSE Advisor

54-59,000

650+

Mud Logger

54-59,000

300-320

HSE Manager

119-143,000

390-430

• Marine & Maritime

MWD/LWD Specialist

95-101,000

520-560

HSSE Consultant

65-71,000

520-560

Rig Electrician

60-65,000

320-360

HSSE Inspector

36-42,000

190-230

• Senior Appointments

Rig Manager

143-167,000

650+

HSSE Manager

101-107,000

560-590

Rig Mechanic

54-59,000

300-320

QHSE Advisor

65-71,000

560-590

Rig Mover

143-167,000

650+

Safety Advisor

54-59,000

560-590

Rig Welder

42-48,000

230-260

Safety Consultant

83-89,000

650+

Senior Toolpusher

101-107,000

560-590

Safety Engineer

71-77,000

390-430

Slickline Operator

less than 36,000

190-230

Marine & Maritime



Subsea Engineer

95-101,000

520-560

Barge Master

60-65,000

650+

Well Services Supervisor

48-54,000

260-300

Marine Engineer

48-54,000

490-520

Marine Superintendant

54-59,000

600-620

of contract placements sit at the high end of the earnings bracket.

+20% “Salaries in Aberdeen are approximately 20% higher than the rest of the oil & gas market and other similar industries in the UK.”

Executive



Accountant

54-59,000

300-320

ROV Superintendant

101-107,000

560-590



Business Development Manager

119-143,000

650+

Project Management

CEO

167-190,000

650+

Financial Director - Projects

54-59,000

650+

IT Project Management Consultant

71-77,000

650+

Project Controller

71-77,000

650+

Project Coordinator

77-83,000

650+

Project Cost Engineer

54-59,000

650+

Project Director

101-107,000

650+

Project Engineer

71-77,000

650+

Project Manager

65-71,000

650+

Project Scheduler

35-42,000

190-230

Projects Administrator

107-113,000

450-490

Technical



Certification Technician

54-59,000

430-450

Commissioning Manager

54-59,000

320-360

CIO

119-143,000

430-450

Commercial & Technical Consultant

65-71,000

430-450

Company Secretary

60-65,000

320-360

Compliance Manager

71-77,000

600-620

Consultant SAP

71-77,000

650+

COO

238,000+

650+

Director

143-167,000

650+

General Manager

167-190,000

650+

Human Resources

71-77,000

390-420

Service Point Manager

65-71,000

360-390

VP

119-143,000

650+

Logistics & Supply Chain



Design Engineer

60-65,000

320-360

Application Specialist

54-59,000

300-320

EC&I Commissioning Engineer

113-119,000

620-650

Automation consultant

60-65,000

650+

Field Service Technician

77-83,000

520-560

Equipment Fleet Sales, Operations

95-101,000

520-560

IT Manager

60-65,000

650+

Improvement Manager

71-77,000

390-430

Network Design Engineer

65-71,000

360-390

Procurement Manager

65-71,000

450-490

Plant Software

36-42,000

190-230

Procurement Officer

48-54,000

650+

Process and Control Engineer

54-59,000

360-390

Project Procurement Manager

71-77,000

650+

Sales Engineer

36-42,000

190-230

Strategy Manager

89-95,000

490-520

Shutdown Technician

42-48,000

430-450




Tech Support

54-60,000

300-320

Engineering & Installation Manager

107-113,000

600-620

Technical Coordinator

83-89,000

620-650

Exploration Geologist

101-107,000

560-590

Technical Manager

77-83,000

560-590

Geocomputing

83-89,000

450-490

Technical Writer

65-71,000

360-390

Geologist

143-167,000

650+

Geophysicist

89-95,000

430-450

22

Progressive GE

3

rd

“Germany is the 3rd largest exporter of energy which results in an approximate 20% increase in electrical engineering salaries across the DACH region.”

Areas of specialisation include:

• QHSE • Project Management • Technical/ Mechanical Engineering

Progressive GE 23

Europe

Territory covers

Salary Data

“There is a changing specialist profile across the region but most of the talent pool is mature, skilled & technically experienced.” In the developing market of West Africa (Nigeria) we see production has risen to 2.4 million barrels a day and there are signs that production is returning to normal. With this in mind we are still seeing high demand for roles in the drilling & well services disciplines. Nigeria held its first oil exploration bidding round for five years at the end of last year which will also drive demand in 2014-16. Demand for expats in the West Africa region is also high due to the need for international skills & experience and a lack of local qualified talent to fulfil project requirements. Salaries in this market are predominantly skills driven; therefore specialists are able to command very competitive packages, particularly for executive roles. Due to the exposure of these roles candidates can expect to receive higher day rates than would be expected in developed regions such as the US. The emerging markets of East Africa (Tanzania/ Mozambique) are a new territory which is now experiencing a surge in the Drilling, well services & Geosciences disciplines. The region is still premature but we can see a rise in the demand for drilling contractors as production and business levels increase in this area.

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Progressive GE

Availability of positions in these high-risk locations is on the increase due to the improved levels of activity which prevail. Salary packages being offered are very attractive to encourage candidates who have the suitable skill set and willingness to relocate, to fill these roles. Visa challenges also present an obstacle for the recruitment market in West Africa. Many of the technically skilled specialists are taking relocation assignments in the European region due to the flexibility & ease of placements, creating a talent deficit. The profile of professionals across the region is changing as the younger generation begins to grow, however most of the talent pool are mature, skilled & technically experienced. Specialists at the 50+yrs age bracket currently account for approximately 25% of placements. A lot of up skilling takes place on the job so that professionals can gain deeper country knowledge from their peers, which is imperative for the roles & demands of the client. Local government initiatives are focusing on educating/ training locals to address the skills gap in Africa. Local project quotas and content laws of local operators/ companies are the main drivers for this. However, the reality is that expat specialists remain the preferred option for roles in the region due to the length and breadth of their technical experience.

Drilling/ Rigs

Perm annual salary US$

Contract daily rate US$


107-115,000

1,100

Company Man

164-197,000

1,200

Completion Engineer

139-148,000

1,500

Drilling Consultant

230-262,000

1,400

Areas of specialisation include:

Drilling Engineer

164-197,000

1,700

Drilling Supervisor

131-139,000

1,700

• Petroleum Engineering

MWD/LWD Specialist

66-74,000

700

Rig mover

66-74,000

1,200

• Drilling

Solid Control/ Drilling waste Management Coordinator

123-131,000

900

• Topside Engineering

Solids control/ Drilling waste management

66-74,000

600

• Senior Appointments

Solids Control Engineer

98-107,000

600


98-107,000

800

Wireline Operator

66-74,000

550

Executive



CEO

328,000+

2,500

CFO

295-328,000

2,500

Contracts manager

107-115,000

1,000

Director

164-197,000

2,000

Vice President: Organisational Effectiveness

197-230,000

1,800




Development Geologist

123-131,000

1,300

Exploration Manager

262-295,000

2,000

Geologist

123-131,000

1,300

Geophysicist

90-98,000

1,300

Reservoir Engineer

98-107,000

1,300

Wireline Field engineer

82-90,000

900

Project Management



Business Manager

164-197,000

1,250

Project Controller

less than 49,000

900

Project Coordinator

less than 49,000

900

Project Manager

66-74,000

1,200

Project Scheduler

less than 49,000

700

Technical




57-66,000

700

Information Technology Manager

49-57,000

850


148-156,000

700

Technical Manager

197-230,000

1,000

Well Integrity Engineer

107-115,000

900

Territory covers West & East Africa

• Geosciences

Progressive GE 25

Africa

Africa

South America “70% of upcoming global investment in Brazil is in FPSO’s.”

We expect to see high demand in the Geosciences discipline, as the bidding rounds in 2013 will need data acquisition and interpretation in 2014, resulting in an increase in demand for drilling/production experts as we move towards 2015. Marine specialists and Subsea Engineers will continue to be highly sought after due to the ongoing skills shortage in the region. Brazil has a long term commercial view and a strong relationship strategy which dictates how business is conducted and investments made. Many Chinese and Indian companies are investing heavily in the region particularly in the areas of FPSO’s and drilling rigs offshore- 70% of upcoming global investment in Brazil is in FPSO’s (Floating Production Storage and Offloading installation). Brazilian labour legislations dictate that a maximum of 1/3rd of headcount is filled by international candidates, limiting companies in recruiting the best talent. Due to the complexities in applying for visas and strict labour laws (mostly related to local requirements) Brazil currently has limited international candidates working in Oil &Gas compared to other regions. Due to this balance in the region of more roles being filled locally there is reduced opportunity for attracting experienced specialists to the region and salaries are benchmarked according to the local market rate. Salaries in South America increased by around 50% between 2006 and 2011 but over the last year and a half have stabilised. As Brazil is experiencing a high skills shortage it is creating this stabilisation of salaries. Major operators at present prefer internal transfers of candidates to ensure that positions are filled by local people with local market knowledge.

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Progressive GE

Language can often prove a restriction for international candidates as Spanish/Portuguese speakers are required as a priority, particularly in the LATAM region. In this region they are also able to maximise on the bargaining power of global client profiles which benefit their focus towards Renewable Energy, which is a growing area where we should see increased opportunity for specialists. Visa regulations provide added complexity when attracting international talent to South America as the processing times can take on average 3-5months, but the local government are working to eradicate some of these barriers in order to address the skills shortage gap. Due to the complexities in the Oil & Gas business in Brazil (deep water) labour laws are being examined to enable more freelancing/ contractor roles for international specialists in preparation for the uptake of new projects that lie ahead. At present the region is very client driven as operators can dictate their talent requirements, with some companies working on exclusivity of specialists particularly in Technical and Corporate positions. There appears to be more flexibility when it comes to senior management positions as clients seek global experience and expertise and candidates in these positions can therefore take advantage of premium packages. As the market moves towards a more specialist driven model in the coming years (due to increased investment, projects and opportunities) companies need to prepare themselves for this big step change and ensure their focus is around hiring the right people with the correct expertise. For example, Marine & subsea are becoming a bigger focus in the region as there are a lot of interesting, high tech and environmental changes taking place so we expect to see a rise in candidate opportunities within this discipline.

Drilling/Rigs

Permanent (annual salary) in BRL


114-133,000

Company Man

133-152,000

Directional Driller

190-209,000

Drilling Engineer

171-190,000


114-133,000

Drilling Supervisor

209-228,000

Mud Logger

less than 114,000

MWD/LWD Specialist

323-342,000

Offshore Installations Manager

285-304,000

Radio Operator

less than 114,000

• Drilling

Rig Electrician

less than 114,000

Rig Mechanic

114-133,000

• Geosciences

Senior Toolpusher

380-456,000

Well Control Specialist

152-171,000

Executive


Director

285-304,000

Executive General Manager

684-760,000

General Manager

247-266,000



Data Manager

114-133,000


342-361,000


133-152,000

Geocomputing

228-247,000

Geologist

133-152,000

Geophysicist

171-190,000

Geoscientist

114-133,000

Geostatistician

133-152,000

LMWD

190-209,000

Petroleum Engineer

152-171,000

Petrophysicist

152-171,000

Reservoir Engineer

152-171,000

Seismic Interpreter

228-247,000

Supervisor

less than 114,000

Marine & maritime


Chief Engineer

209-228,000

Fleet Manager

342-361,000

Machine Head of Ship/ Offshorer

209-228,000

ROV Pilot

171-190,000

Vessel Manager

152-171,000

Technical


Designer

less than 114,000

Electrical Technician

114-133,000


133-152,000

LWD Engineer

152-171,000

Oil & Gas Technician

less than 114,000

Product Development Engineer

114-133,000

Technical Automation

less than 114,000


114-133,000

Technical Manager

323-342,000

Territory covers Brazil & Latin America Areas of specialisation include:

• Reservoir Engineering • Marine & Maritime

Progressive GE 27

South America

Despite the recent tough economic conditions in the region, Brazil still sits at 15th place globally in terms of oil production. New dynamism is being injected into the market due to the 3 project bidding rounds which took place in 2013, providing a lot of optimism for the South American market and positivity for local recruitment.

Salary Data (permanent only)

US & North America



Company Man

98-107,000

900+

Completion Engineer

164-197,000

900+

Drilling Consultant

295-328,000

900+

Drilling Engineer

123-131,000

900+


90-98,000

770-820

Drilling Manager

230-262,000

900+

Field Service Specialist II - Wellbore Construction (Liner Hanger)

49-57,000

310-360

MWD/LWD Specialist

197-230,000

900+

Rig Manager

197-230,000

900+

Well Control Specialist

230-262,000

900+

The oil bust of the late 80’s/ early 90’s has created a huge demand for candidates in the 35-45yrs age bracket, presenting a skills gap in the US market. Due to the political connotations attached to visa costs & challenges, the region are restricted on attracting talent in this age category.

Wireline Operator

74-82,000

440-490




Asset Manager

115-123,000

900+

Salaries in the region are driven mostly by permanent consultants at the higher end of the earnings bracketfor example reservoir engineers can demand salaries between $150-180k per year (£100-120k) and can expect to receive around 10 job offers at any one time due to the extent of their expertise.


328,000+

900+


328,000+

900+

• Drilling & Completions

Exploration Manager

164-197,000

900+

230-262,000

900+

• Geosciences

We are seeing a large pool of talent amongst those with 10+ years experience and the younger generation of technical specialists, which is presenting a brain drain in the region due to the lack of education made available during the oil bust.

Geochemist Geologist

139-148,000

900+

Geophysicist

148-156,000

900+

There is a fluid market for candidates relocating out of the US region, which is mostly prevalent amongst engineers seeking projects in West Africa/ Middle East & Asia. Flexibility in these roles which offer 28/28 project rotation means that candidates are able to benefit from increased day rates or project premiums.

Geoscientist

107-115,000

900+

Geotechnical Engineer

115-123,000

900+

• Project Services

Operations Geologist

115-123,000

900+

Petroleum Engineer

107-115,000

900+

• HSEQ

Petrophysicist

156-164,000

490-540

Reservoir Engineer

164-197,000

260-310

Project Management



Document Controller

66-82,000

However, due to the visa regulations imposed in the region the candidate pool is very localised which results in low demand for international talent, allowing locals to take advantage of their bargaining power. Most of the roles across the areas of specialisation are seen

310-360

Planning / Risk Manager

82-90,000

900+

Project Controller

66-82,000

360-410

Project Coordinator

less than 49,000

360-410

Project Director

197-230,000

900+

Project Engineer

82-90,000

900+

Project Manager

164-197,000

Salary Data

900+

QA Manager

82-90,000

900+

Vice President, Project Services

328,000+

900+

Technical



Certification Technician

less than 49,000

900+

Controls Engineer

115-123,000

410-440


66-98,000

360-410

GIS consultant

107-115,000

360-410

Instrumentation, Electrical and Pneumatic Controls

115-123,000

440-490

Principal Control System Engineer

197-230,000

670-720


less than 49,000

360-410

Technical Manager

197-230,000

900+

Technical Specialist Intervention Services

82-90,000

360-410

Technical writer

262-295,000

440-490

Technical Writer - MWD/LWD

74-82,000

440-490

at the mid-career level where premium salaries can be expected, however due to the lack of availability of candidates the US are experiencing a talent war.

Therefore, the larger oil companies in North America have a mature pool of specialist engineers at their disposal which means they are able to cherry pick the best talent for their senior roles. This results in strong competition across both permanent and contract roles as the smaller companies also seek the more experienced candidates and are having to match the inflated salaries on offer.




Environmental Advisor

66-74,000

900+


131-139,000

490-540

Environmental Scientist

107-115,000

900+

HSE Advisor

156-164,000

900+

HSE Auditor

156-164,000

900+

HSE Consultant

164-197,000

900+

HSE Manager

131-139,000

900+

HSE Officer

107-115,000

900+

HSSE Advisor

115-123,000

900+

HSSE Consultant

139-148,000

900+

Safety Officer

90-98,000

900+

Senior hsse advisor

164-197,000

900+

28

Progressive GE

Territory covers US & Canada Areas of specialisation include:

• Reservoir Engineering • General Technical Engineering

Progressive GE 29

US & North America

Drilling/Rigs

“99% of business conducted within the region is local placements with talent seeking overseas opportunities as a way to further their career experience & skills.” In the US market there remains a healthy requirement for skilled and trained specialists, particularly in the areas of Drilling, Geosciences and Reservoir Engineering. 99% of business conducted is local placements with talent seeking overseas opportunities as a way to further their career experience & skills

Salary Data

Middle East

Salary Data

“There is huge diversity in the market maturity across the Middle East which dictates the type of projects, candidates and salaries that can be demanded.”

All roles within the Middle East focus on the upstream area of the Oil & Gas business with the biggest demand coming from the Exploration and Production disciplines. This is mostly prevalent in Kurdistan where there are approximately 55 international operators focusing on exploration/drilling/upstream and mechanical positions as this market continues to grow. There is huge diversity in the market maturity across the Middle East which dictates the type of projects, candidates and salaries that can be demanded; for example the Middle East is an immature market compared to Saudi Arabia which is considered mature within the Oil & Gas industry. The main driver for candidates in the Middle East is focused on hardship locations with most placements

30

Progressive GE

offered to those who are completely mobile and have a preference for rotational/contract roles. Candidate profiles are often dictated by the client as they are able to stipulate the exact skills/ experience according to the project requirements; for example projects in Egypt would seek candidates with specific North Sea/ Gulf of Mexico experience. Clients are primarily searching for talent to fill project roles in the hardship locations across the Middle East with a specific demand for candidates with previous international experience; however visa requirements can often prove a challenge in this process. In Iraq the focus is for candidates with onshore experience whereas in Qatar the focus is for candidates with offshore experience. High risk areas such as Iraq, Angola, and Nigeria are locations with high demand for skilled candidates, who as a result, are able to benefit from premium salary packages. Local companies within the UAE have a preference for local talent, which accounts for approximately 10% of current placements. These companies operate local quotas for sourcing local talent. The standard offer packages can often be more attractive than those for international candidates due to the limited availability of candidates.



Construction General Manager

150-180,000

1,000

Construction Manager/ Supervisor/ Superintendant

100 -120,000

1,000

Construction Project Developer

100,000

700

Construction Project Manager

100 -120,000

700

Earth Moving Superindenant/ Supervisor

80 -100,000

500

QA Engineer

80 - 100,000

500

Site supervisor

70- 100,000

500

Drilling/Rigs



Driller

60-80,000

800 - 1,000

Drilling Engineer

150-180,000

1,600 - 2,000

Drilling Foreman

200,000 +

1,500 - 2,000

Drilling Supervisor

200,000 +

1,500 - 2,000

MWD/LWD Specialist

80-100,000

1,000 -1,500

Rig Mechanic

120,000

700




Territory covers

Geocomputing

120-150,000

1,500 - 2,000

Geologist

200,000 +

1,500 - 2,000

UAE & Qatar

Geoscientist

150-180,000

1,500 - 2,000

Reservoir Engineer

200,000 +

1,500 - 2,000





170,000

750 - 1500

HSE Advisor

150-180,000

1,200-1,500

• HSE

HSE Auditor

150,000

750 - 1,500

HSE Inspector

150,000

750 - 1,500

• Geosciences

HSE Manager

200,000 +

1,200 - 1,500

HSE Officer

150,000

750 - 1,500

HSSE Advisor

200,000 +

1,200 - 1,500

HSSE Manager

200,000 +

1,200 - 1,500

Occupational Health & Safety Manager

200,000 +

1,200 - 1,500

Production



Production Supervisor

100-130,000

700-1,200

Production Technologist

150-200,000

1,200-1,500

Refinery Operations Supervisor

120-150,000

800-1,400

Project Management



Proposal Eng II

70- 100,000

500

Document Controller

50-100,000

400 -600

Procurement/ Projects Management

80- 100,000

500 - 800

Project Coordinator

70-100,000

700

Project Manager

100-130,000

1,000

Project Scheduler

60-80,000

500

Areas of specialisation include: • Drilling • Well Operations

• EPC • Project Delivery

Progressive GE 31

Middle East

In the Middle East region nationalities often dictate the levels of salary that can be sought by candidates, for example in the drilling sector candidates are able to demand a premium salary for relocation packages. There is huge demand for drilling roles amongst Western expats as most candidates are able to demand day rates at the high end of the earnings scale and there is no discrepancy between contract & permanent roles.

Construction

Asia Pacific

“For mid level roles salaries are normalising between the expat communities and local talent.”

In the Asia Pacific region there remains a strong demand for specialists in the drilling and key subsurface disciplines, where we can see inflated salaries for high level positions. For the mid level roles salaries are normalising between the expat communities and local talent, particularly in Malaysia. In South East Asia there have been limitations placed on hiring expats which means that demand for professionals is now exceeding supply. The global driver for this is that regional and global expats are putting a lot of pressure on visa services which is proving a challenge. Asian governments are nationalising their efforts to focus on local talent for local roles, proving beneficial to them as salary packages are on the increase.

There continues to be heavy investment from key operators in Thailand which is presenting a rise in opportunities for professionals in this territory. Projects are on the increase to offset against the energy deficit which is prevalent in the country; as a result we expect to see enhanced levels of demand for specialist positions in project & construction management. Myanmar is now opening up its economy for international offshore & onshore projects which is increasing demand for both locals and expats across all disciplines. This will result in pressure on salaries as the requirement for skilled talent will begin to pick up momentum.

In Singapore there have been a record number of investments in FPSO/FSO’s which is escalating demand for roles in construction, commissioning and installation. This is making it easier for both local & expat specialists to move into niche markets and gain better experience in these disciplines.

Job opportunities in the Asia Pacific region in 2014 will be lucrative. We will see an increase in demand for roles specifically in subsea, process safety, drilling & subsurface engineering, where expats are still able to demand a premium for their skills & expertise in these disciplines.

Salary Data

Engineering – Expat / Senior Local



Commissioning Engineer

100– 175,000

600 – 1,200

Corrosion Engineer

200 – 250,000

600 – 1,200

EC&I Engineer

100 – 175,000

600 – 1,200

Engineering Manager

200 – 250,000

1,000 – 2,000

Mechanical Engineer

200 – 250,000

600 – 1,200

Process Engineer

170 – 190,000

600 – 1,200

Project Engineer

150– 250,000

600 – 1,200

Subsea Engineer

250– 300,000

1,000 – 1,800

Technical Safety Engineer

200– 250,000

900- 1,500

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Progressive GE

Drilling/Rigs – Total Package / Expat



Completions Engineer

120 – 150,000

1,250 – 1,500

Completions Supervisor

150 – 180,000

1,500 – 1,800

Day Drilling Supervisor

180 – 200,000

1,800 – 2,000

Drilling Engineer

120 – 150,000

1,250 – 2,000

Drilling Manager

350 – 450,000

2,500 – 3,000

Drilling Superintendent

250 – 350,000

2,000 – 2,400

Night Drilling Supervisor

150 – 180,000

1,500 – 1,800

Offshore Installation Manager

180 – 220,000

1,800 – 2,000

Production Engineer

100 – 125,000

900 – 1,200

Well Services Engineer

120 – 150,000

1,250 – 1,500

Well Services Manager

250 – 350,000

2,000 – 2,400


150 – 180,000

1,500 – 1,800

HSE – Expat / Senior Local



HSE Advisor

100 – 150,000

800 – 1,200

HSE Coordinator

120 – 160,000

1,000 – 1,300

HSE Supervisor

140 – 190,000

1,200 – 1,700

QA/QC Engineer

70 – 100,000

800 – 1,200

QA/QC Manager

110 – 160,000

1,200 – 1,700

Marine – Expat / Senior Local



Hull Outfitting Engineer

100 – 150,000

1,000 – 1,200

Installation Engineer

130 – 180,000

1,300 – 1,800

Marine Engineer

100 – 150,000

1,000 – 1,200

Territory covers Singapore, Malaysia, Thailand, Indonesia, Myanmar, Australia & New Zealand Areas of specialisation include:

Naval Architect

150 – 200,000

1,300 – 1,800

Structural Engineer

100 – 150,000

1,000 – 1,200

• Subsurface

Project Management – Expat / Senior Local



• Subsea

Project Controller

75 – 90,000

600 – 900

• Project Controls • Supply Chain

Project Director

150 – 200,000

1,500 – 2,500

Project Manager

100 – 150,000

1,000 – 2,000

Projects Administrator

60 – 80,000

400 – 700

Subsurface / Expat / Senior Local




150 – 200,000

1,250 – 1,750

Development Geophysicist

150 – 200,000

1,250 – 1,750


120 – 150,000

800 – 1,500

Exploration Geophysicist

120 – 150,000

800 – 1,500

Geomodeller

150 – 200,000

1,250 – 1,750

Operations Geologist / Well Site Geologist

80 – 120,000

600 – 1,000

Petroleum Engineer

60 – 120,000

600 – 800

Petrophysicist

120 – 150,000

800 – 1,200

Production Technologist

60 – 120,000

600 – 800

Reservoir Engineer

120 – 150,000

1,250 – 1,750

• QHSE

Progressive GE 33

Asia Pacific

A large number of high profile projects are currently taking place, along with a rise in investments in Australia which is increasing demand for experts, in particular for roles in Queensland.

The market has been slow in Indonesia as they have experienced low levels of production in 2013. Many high profile projects are due to take off in 2014 with major operators, particularly in deep water development, which will mean a rise in the requirement for subsea and installation engineers.

Salary Data

Contact us To contact one of our dedicated recruitment specialists visit www.progressivege.com/contact-us Or to access the latest industry news, discover how we support organisations and professionals with their recruitment needs or read our latest career & recruitment guides visit www.progressivege.com /Progressive GE

@PRGlobalEnergy

/Progressive GE

/ProgressiveGE

Progressive GE reports This report is part of Progressive GE’s commitment to supporting specialists and delivering market-leading recruitment solutions. As one of the world’s leading recruitment consultancies we pride ourselves on being a key recruitment partner for professionals and organisations across the global energy & natural resources sectors. Our series of reports offer best practice advice and insight to help you secure your next job or make business critical decisions that will enable your company to grow and assist you in managing your recruitment challenges when and where you need us most.

Methodology This comprehensive report takes into account the results from our global online survey which was sent to thousands of specialists and experts across the Oil & Gas, Maritime & Offshore and Mining industries. The survey focused on market trends and candidate perceptions around the topic of global mobilisation & salary levels.

Permanent salaries are gross average annual salaries, excluding bonuses & benefits and contractor rates are average daily rates. Salary rates quoted are indicative of the market only and will vary depending on company size, location, sector and a candidate’s qualifications, experience and responsibilities.

Further insight has been provided following in-depth interviews with our leading recruitment professionals across each region.

© Progressive GE 2014. All rights reserved. Progressive GE accepts no liability for the accuracy of the contents or the opinions expressed herein.

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Progressive GE

“Experts that work with you; not just for you. That’s Progressive GE.”

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