© 2005 PetroSkills LLC, All Rights Reserved 1 PMKBS Competencies in the Upstream Energy Industry: The Next Steps Bruce Thomas- PetroSkills Presented to:

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© 2005 PetroSkills LLC, All Rights Reserved

PMKBSPMKBSCompetencies in the Upstream Energy Industry:Competencies in the Upstream Energy Industry:

The Next StepsThe Next Steps

Bruce Thomas- PetroSkillsBruce Thomas- PetroSkills

Presented to:Presented to:Global Energy Management InstituteGlobal Energy Management Institute

Building the Energy Workforce of the FutureBuilding the Energy Workforce of the Future

November 3, 2005 November 3, 2005 Houston, TexasHouston, Texas

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The pastThe past

The Journeyman The Journeyman and the Master Craftsmanand the Master Craftsman

Source: Williamsburg. netSource: Williamsburg. net

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TodayToday

Developing the JourneymanDeveloping the Journeyman into the Master Craftsmaninto the Master Craftsman


Quickly/efficiently/effectivelyQuickly/efficiently/effectively Cyclic industryCyclic industry Workforce demographicsWorkforce demographics RetentionRetention Demand on individualsDemand on individuals Enhanced technologiesEnhanced technologies Employee valueEmployee value Business valueBusiness value

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The challenge- don’t let this happen again!The challenge- don’t let this happen again!

0

1000

2000

3000

4000

5000

6000

1950 1955 1960 1965 1970 1975 1980 1985 1990 1995 2000

Wel

l Dep

th (

ft);

Act

ive

Rig

s

0

100

200

300

400

500

600

Ave

rag

e F

eet

per

Day

Active Rigs

Average Well Depth

Avg Ft/Day/Rig

Source: BHI Rig Count, IPAASource: BHI Rig Count, IPAA

Active RigsActive Rigs

Well DepthWell Depth

Drilling PerformanceDrilling Performance

>20% of workforce >20% of workforce had <5 yrs experience had <5 yrs experience

for 10 yrsfor 10 yrs

>20% Reduction >20% Reduction in Performancein Performance

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The case for competencyThe case for competency

Piper Alpha 1988Piper Alpha 1988Cullen Enquiry 1990Cullen Enquiry 1990

Source: Wikipedia. org

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Piper Alpha 1988Piper Alpha 1988

Source: Williamsburg. net

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Piper Alpha 1988Piper Alpha 1988

Source: Wikipedia. org

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Training and competencyTraining and competency

One solution: One solution:

Develop the technical workforce quickly, efficientlyDevelop the technical workforce quickly, efficiently andand effectively utilizing effectively utilizing business relevantbusiness relevant competencies, competencies, competency based training, workplace activities and competency based training, workplace activities and measurementmeasurement

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Training and competencyTraining and competency

Training- Training- - Knowledge and skills- Knowledge and skills

Competency- Competency- - Knowledge, skills and behaviors - Knowledge, skills and behaviors assessed to a standard- relating directly to assessed to a standard- relating directly to workplace activitiesworkplace activities

Holistic approach- Holistic approach- - Competencies, training, work experience,- Competencies, training, work experience, measure and implementationmeasure and implementation

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Career Goals

Case historyCase history

Current & Future Business Needs

Create Individual Technical

Development Plan

Employee / Supv Development

DiscussionCreate Personal

Skill InventorySupervisor Sign offSupervisor Sign off

No Supervisor Assessment Sign offNo Supervisor Assessment Sign off

Skill GAP

Holistic ApproachHolistic Approach

Tailored Competency

Map

Execute Development Plan• Courses

• Work Experiences• Job Assignments

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Process: Pros and ConsProcess: Pros and Cons

Pros:Pros: Skills to solve business problemsSkills to solve business problems Competitive advantageCompetitive advantage FocusedFocused Skill inventorySkill inventory Organizational standard/knowledge sharingOrganizational standard/knowledge sharing

Cons:Cons: Costly to build and implementCostly to build and implement ParadigmsParadigms Competency = performanceCompetency = performance

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An industry alliance approachAn industry alliance approach

Competency maps for technical disciplinesCompetency maps for technical disciplines Competency based training (K/S)Competency based training (K/S) Competency based work programs (K/S/B)Competency based work programs (K/S/B) Assessment to standardAssessment to standard Course/career progressionsCourse/career progressions

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An industry alliance approachAn industry alliance approach

Member SME teams build Member SME teams build - competencies- competencies- training curricula- training curricula- work experiences- work experiences

Alliance teamsAlliance teams

- instructor/course QC- instructor/course QC - improvement and measurement processes- improvement and measurement processes

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Competencies-the next stepsCompetencies-the next steps

The Journeyman The Journeyman becoming thebecoming the

Master CraftsmanMaster Craftsman


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Competencies-The Next StepsCompetencies-The Next Steps

Transfer the knowledgeTransfer the knowledge

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Business case for leaders and value proposition Business case for leaders and value proposition for supervisors and employeesfor supervisors and employees

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Implement all components of processImplement all components of process

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Competency as base for performanceCompetency as base for performance

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Mentoring/coaching at all career stagesMentoring/coaching at all career stages

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Competencies-the next stepsCompetencies-the next steps

The Journeyman The Journeyman becomes thebecomes theMaster CraftsmanMaster Craftsman

Because :Because : Performance basePerformance base Mentoring Mentoring KnowledgeKnowledge Business relevanceBusiness relevance Sound processSound process


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MPP

KKBBSS

PPeople eople mmust ust kkeep eep bbusiness usiness sstrong trong by:by:

erformanceerformance

entoringentoring

nowledgenowledge

usiness relevanceusiness relevance

ound processesound processes

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© 2005 PetroSkills LLC, All Rights Reserved 1 PMKBS Competencies in the Upstream Energy Industry: The Next Steps Bruce Thomas- PetroSkills Presented to: