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THE OIL & GAS
GLOBAL SALARYGUIDE 2012Global salaries and recruiting trends.
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DISCIPLINE AREAS COVERED
24COUNTRIES WORLDWIDEREPRESENTED 53
RESPONDENTS WORK WITHA GLOBAL SUPER MAJOR 1,200+
RESPONDENTS AREEMPLOYERS IN THE INDUSTRY 5,400
PEOPLE RESPONDED TO THE
SURVEY 14,400+
SURVEY SUMMARY
THANK YOU
We would like to express our gratitude to all those organisations and individuals who participated in
the collection o data or this years survey. More than 14,000 responded , which is almost 30 per cent
up on last year and this has once again ensured that we can produce an inormative document to helpsupport your business decisions.
Disclaimer: The Oil & Gas Global Salary Guide 2012 is representative o a value added service to our clients and candidates. Whilst every care is taken in the collection and
compilation o data, the survey is interpretive and indicative, not conclusive. Thereore inormation should be used as a guideline only and should not be reproduced in total or by
section without written permission rom Hays.
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CONTENTS
2 Aglobalperspective
Section one - salary inormation
6 Overviewandsalariesbycountry
7 Salariesbydisciplinearea
8 Salariesbycompanytype
9 Contractordayratesbyregion
Section two - industry benefts
2 Overviewobenets
3 Benetsbycompanytype
4 Benetsbyregion
Section three - industry employment
7 Stanglevels
8 Diversityandmovementoworkorce
20Experienceandtenure
22Employmentmix
Section our - economic outlook
26Industryoutlook
27 Mostsignicantissues
From boom times in Australia and Brazil to unrest in North Arica, our report
on salaries once again displays the many trends, events and orces that shape
the complex world o how people are paid in the oil and gas industry. We are
oten very aware o remuneration within our own regional industry (it is one
o those topics that impacts us all in some way), however very ew o us have
a good handle on how remuneration changes as we move around the world.This is the endearing quality and attraction o this document and we are
pleased to say the main reason why it receives so much interest throughout
the industry.
In general the trend in remuneration or 2011 was up; driven on by a buoyant
oil price and most countries around the world seeking to explore or, or
extract the energy resources they need to advance their own economies.
Indeed it was a year that stood out rom others in the breadth o geographic
coverage. Whilst South America and Asia Paciic continued to lead the way
in new investment, two o the traditional power houses o the industry, the
North Sea and the Gul o Mexico, also came back on line in terms o hiring.
This added to an already busy market, where very ew areas o the globe
were let untouched.
This wider participation was also relected in those completing our survey,
both in their geographic coverage and their number. To have over 14,000
respondents this year was a tremendous number which exceeded all
expectations. This large response has allowed us to drill down into more
speciic roles, disciplines and regions. In this regard individuals can more
clearly identiy their own situation whilst at the same time we can ensure that
the igures we produce are an accurate portrayal o the market.
Whilst assessing our own individual package against the igures is an
emotive and oten interesting activity, it is the movement o remuneration
and employment trends over the last three years that provide the most
ascinating insights. In general the market in 2010 relected the tail end o the
global recession o the previous year and was urther weighed down by the
oil disaster in the Gul o Mexico. In 2011 we have seen these issues let behind
and the market regain most o those losses, particularly so when it comes
to permanent salary packages and beneits. Contractor rates are still below
the highs o 2008, and with the general drit towards permanent staing
it remains to be seen whether they will return in the near uture. Whilst the
markets have sotened towards the end o the year in the ace o intense
negative sentiment around Europe, the data shows an entrenched conidence
that should prevail through 2012 and beyond.
Last years Salary Guide was downloaded by over 150,000 people. With a
urther 10,000 hard copies distributed at various industry exhibitions and
conerences, it is ast becoming the reerence o choice or those wishing tocompare remuneration globally. This continues to be our driving ambition,
and we will continue to work hard in improving the content to ensure that it
remains as such.
There are numerous people to thank in the compilation o this document, not
least o which are the many industry proessionals that took valuable time
to complete the survey. We would also like to thank those in our respective
teams at Hays Oil & Gas and Oil and Gas Job Search that spent many an
hour analysing the data and designing the ormat. Once again their hard
work and the time taken by those responding have combined to produce a
great reerence document or our industry.
Matt UnderhillManaging Director, Hays Oil & Gas
Duncan FreerManaging Director, Oil and Gas Job Search
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OIL & GAS SALARY GUIDE 20122
A GLOBALPERSPECTIVE
PRE-SALTFIELDS,BRAZIL
The Brazilian government pursues
its ambitious plans to develop the
deep water pre-salt elds with
multi-billion dollar investments.
GULFOFMEXICO
The region sees a strong recovery in
employment ollowing the Horizon disaster o
the year beore.
NORTHSEA
Hiring returns to the region ollowing
a dicult recession.
WESTERNCANADA
Buoyant oil prices bring oil sands
projects back on line and drives
up salaries.
WESTAFRICA
Further discoveries and a lack
o social disruption continue toserve the region well. Salaries
rise or both imported talent and
a growing body o local skills.
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3
AUSTRALIA
Limited human capital,
multiple mega-projects
underway and a new
emerging Coal Seam
Gas industry drive
salaries to the top o
the global league table.
POLAND
Emerging shale market attracts
oreign multinationals to the many
opportunities on oer.
CHINA
Chinese operators extend their
activities overseas, whilst at home
they aggressively expand operations
to keep up with supplying the
countries mounting energy
requirements.
MIDDLEEAST
Iraq proves to be the major draw
card in the region or new projectsas the country starts to develop its
extensive oil reserves.
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OIL & GAS SALARY GUIDE 20124
SECTION ONESALARY INFORMATIONPermanentsalariesrose6.%overthelast2months.
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SECTIONONE-
SALARYINFORMATION
SECTIONTWO-INDUSTRY
BENEFITS
SECTIONTHREE-INDUSTRYEMPLOYMENT
SECTIONF
OUR-ECONOMICOUTLOOK
Almost 50 per cent o respondents
experienced an increase o more
than 5 per cent to their salary
compared to just under 30 per cento respondents in 2011. A higher
number o respondents also expect
salaries to increase more than 10
per cent in the new year.
Increasemorethan%
Increaseupto%
Remainstatic
Decrease
Increasemorethan0%
Increasebetween-0%
Increaseupto%
Remainstatic
Decrease
CHANGES TO SALARIES IN THE LAST 12 MONTHS
ExPECTED SALARY CHANGE IN THE NExT 12 MONTHS
2012
2011
2012
2011
49.% 6.6% 29.7%
4.2%
29.4% 20.4% 39.7% 0.%
32.4% 30% 20.9% .7%
2.6% 2.3% 28% 2.9%
%
3.2%
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OIL & GAS SALARY GUIDE 20126
SALARYSALARY INFORMATION
SALARIES
Algeria 40,600 89,200
Angola 48,400 07,700
Argentina 68,800 N/A
Australia 64,000 73,00Azerbaijan 40,400 39,200
Bahrain N/A 77,900
Brazil 9,600 06,700
Brunei 40,00 94,400
Canada 28,700 23,300
China ,700 43,700
Colombia 69,000 22,600
Denmark 06,300 2,400
Egypt 3,300 32,300
France 92,00 8,400
Ghana 40,200 39,900
India 39,300 0,600
Indonesia 4,000 7,200
Iran 2,200 93,900
Iraq 36,900 3,000
Italy 68,400 9,800
Kazakhstan 39,700 28,00
Kuwait N/A 73,000
Libya 44,00 69,200
Malaysia 46,800 28,400
Meico 43,600 7,300
Netherlands 38,00 N/A
New Zealand 6,00 2,400
Nigeria 4,600 23,200
Norway 80,300 22,800
Oman 68,000 80,300
Pakistan 3,600 ,300
Papua New Guinea 29,600 89,900
Philippines 37,00 ,300
Poland 6,000 29,300
Portugal 49,400 6,600
Qatar N/A 72,300
Romania 34,400 23,000
Russia 9,00 38,200
Saudi Arabia 02,900 67,00Singapore 79,700 99,300
South Arica 79,200 9,000
South Korea N/A 47,00
Spain 70,700 73,00
Sudan 29,200 79,400
Thailand 40,300 37,200
Trinidad and Tobago 6,300 62,400
Turkey 67,00 89,300
United Arab Emirates N/A 69,400
United Kingdom 87,00 80,900
United States o America 24,000 9,200
Venezuela 7,00 09,400
Vietnam 47,600 ,900
Yemen 30,000 7,00
The headline igure in this data is the average permanent
salary across the whole sample, which has risen this year
to $US80,458 rom last years igure o $US75,813. This is a
signiicant increase or salaries across such a large sample and
relects the general buoyancy o the market ollowing the down
turn o 2008/9.
The year saw a lurry o activity rom most corners o the globe
as countries sought to take advantage o a high oil price and
pushed through new developments, and rejuvenated the old.
The general well being was unique in comparison to previous
upturns both in its scale and global coverage, leaving very ew
countries not playing some role in the rush or energy. This in
turn drove up vacancies, hiring and salaries.
The world was not without its share o economic worries,
however (and without wishing to tempt ate) even the
recent concerns in Europe have ailed to impact the oil price
signiicantly. This more than any other actor ultimately
inluences hiring intentions in the industry and its resilience ledto a project rich environment or vacancies across deep water
development, LNG and a range o non conventional plays.
Adding to this buoyant outlook was a number o signiicant
new ield discoveries, and carbon capture also started to make
its way rom government unded research to live commercial
projects.
The hotspots around the world which saw signiicant salary
rises included Brazil, Australia, China and Iraq. All were driven
by huge projects underway, which added urther pressure to
the already stretched skill pool. Regionally, West Arica had a
good year, as did South East Asia, Northern Europe (including
Poland) and North America.When we break the igures down by local and imported we also
noted an increase in those countries that actively encourage
hiring local nationals. This took the orm o signiicant increases
in local pay whilst the imported igure remained relatively
steady. Such examples included Saudi Arabia, Oman, Brazil and
Venezuela.
The list o those countries importing skills at a lower cost to the
local market rates have grown markedly since last year and now
includes the UK, Norway, Netherlands, Saudi Arabia, Brunei,
New Zealand, Canada, the United States and Brazil. All sought
to reduce their cost base by importing lower cost options rom
overseas.
Perhaps more interestingly, are the countries that have seen
alling salaries. Many o these are in two regions, Northern
Arica and mainland Europe. Both are a reminder that whilst the
demand or energy remains high the industry is not immune to
what is going on in the world around us on a regional basis, be
it social conlict or economic pain.
For those looking rom the outside in, the situation in Europe is
o most concern. At the time o writing, the situation continues
to weigh heavily on equity markets and trading conditions
within the wider global economy. The impact o this sentiment
has been elt already with some recruitment markets soteningin the last ew months o 2011, and day rates struggling to
maintain previous levels.
ANNUAL SALARIESBY COUNTRY
Localaverage
annualsalary
Importedaverage
annualsalary
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7
SECTIONONE-
SALARYINFORMATION
SECTIONTWO-INDUSTRY
BENEFITS
SECTIONTHREE-INDUSTRYEMPLOYMENT
SECTIONF
OUR-ECONOMICOUTLOOK
SALARY INFORMATION
SALARIES
ANNUAL SALARIESBY DISCIPLINE AREA
Operator/
TechnicianGraduate Intermediate Senior
Manager
Lead/Principal
VP/Director
Business Development/ Commercial ,700 38,400 ,800 60,700 94,700 88,400
Commissioning 6,300 N/A 68,00 76,800 6,200 N/A
Construction/ Installation 2,900 47,300 7,400 78,000 8,00 73,200
Downstream Operations Management 38,700 33,800 37,700 62,700 03,600 66,300Drilling 60,900 30,900 7,00 98,000 42,00 N/A
Electrical ,900 28,600 47,400 67,800 98,400 36,000
Estimator/ Cost Engineer 28,000 29,600 39,000 67,00 07,900 N/A
Geoscience 6,700 3,00 8,700 09,000 40,00 9,00
HSE 6,900 3,200 8,700 79,600 9,900 28,00
Instrumentation, Controls & Automation ,300 33,900 48,000 7,300 07,800 N/A
Logistics 3,900 3,000 42,00 72,00 82,400 99,000
Maintenance 47,00 N/A N/A 4,600 84,600 N/A
Marine/Naval 62,900 38,300 ,000 8,00 ,200 68,700
Mechanical ,400 30,400 4,00 66,700 02,700 22,300
Piping 47,400 28,400 43,00 9,000 96,900 N/A
Process (chemical) 48,200 30,00 47,00 68,00 04,800 39,900
Production Management ,300 3,800 9,300 67,00 07,700 260,700
Project Controls 4,200 42,400 49,000 78,600 2,000 34,00
QA/QC ,000 37,000 48,700 68,300 94,400 28,900
Reservoir/ Petroleum Engineering 42,00 37,900 6,400 97,800 23,400 0,000
Structural 43,700 3,600 44,900 9,200 0,800 N/A
Subsea/ Pipelines 6,000 38,600 9,00 0,200 46,900 22,000
Supply Chain/ Procurement 40,00 29,00 48,600 8,200 98,00 80,000
Technical Saety 4,400 32,00 44,300 8,00 0,000 ,900
Undoubtedly we are delicately poised when it comes
to salaries within the industry or next year. Without a
European induced collapse in the global economy we willinevitably be aced with skill shortages in more than just a
ew select locations. This will drive salaries up urther, and
in this scenario we would expect a larger increase than
the rise we have seen in 2011. With this said, and when
considering the alternative, it would be a nice problem to
have.
How much dierence a year makes in the oil and gas
industry is demonstrated by the rise in salaries within
drilling. Last years igures showed those in this sector o
the industry were sitting in the middle o the pack. This year
they are level pegging with subsea engineering as one o
the hotspots or salaries. With demand or onshore drilling
on non conventional sources at an all time high, and rig
utilisation oshore rising, labour demand in this sector is
obviously buoyant.
With drilling activity up, it is not unexpected that salaries or
others in the exploration and production ield are also strong
this year. Geosciences and reservoir/petroleum engineersshowed good increases and production management and
logistics were also strong. Subsea engineering repeated its
increases o last year and project controls and construction
and installation proved that there was plenty o new projects
under construction.
Core engineering disciplines didnt are so well with
electrical, mechanical, structural and process engineers all
lat in comparison to last year. These core disciplines are
where most engineering proessionals will start their careers,
and may suggest why headline salaries have not increased
beyond the levels seen.
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OIL & GAS SALARY GUIDE 20128
SALARY INFORMATION
SALARIES
ANNUAL SALARIESBY COMPANY TYPE
Operator/
TechnicianGraduate Intermediate Senior
Manager
Lead/Principal
VP/Director
Consultancy 44,600 32,700 46,800 76,000 20,300 46,800
Contractor 46,300 3,300 ,300 6,800 0,900 42,00
EPCM 49,00 36,400 ,700 79,400 20,600 72,300Equipment Manuacture and Supply 42,900 28,300 38,900 9,700 73,800 29,00
Global Super Major 60,200 48,300 70,300 93,00 29,400 222,800
Oil Field Services 49,300 3,00 ,300 69,200 89,400 ,200
Operator ,000 48,700 72,300 97,400 49,200 22,400
In line with the increase in project work those working in an
EPCM company saw a rise in salary as did anyone working
or an operator. The most signiicant rises however came or
those with the least experience within any o the company
types, and relected the increasing competition or entry
level talent compared to the year beore. We also saw a rise
or the most experienced end o the market as companies
sought to put their increasing proits to good use, both in
rewarding that talent, and also in attracting new strategic
hires.
202 $02,000
20 $00,800
202 $67,300
20 $64,00
YEARLY SALARY CHANGES BY COMPANY TYPE
Consultancy
Contractor
EPCM
EquipmentManuacture
GlobalSuperMajor
OilFieldServices
Operator
andSupply
202 $90,200
20 $8,700
202 $74,800
20 $7,600
202 $9,200
20 $87,000
202 $6,600
20 $62,900
202 $03,300
20 $97,00
+5%
-1.1%
+4.6%
-2.2%
+1.1%
+4.8%
+5.6%
With the market on the increase, in general it was a year
in which most company types saw increases in salary
o around the 5 per cent mark. The exceptions to this
trend included both general contractors and equipment
manuacturers, both o which have a high level o localemployees (as opposed to imported talent). In this respect
both groups will be more aligned to local economies than
any global orces and may explain the lack o growth.
The third group to experience little movement in comparison
to last year is the global super majors. This may be the
eects o localisation/nationalisation drives within the
workorce, reducing average salaries. Indeed we have noted
an increase in local employees within this group rom 47 percent last year to approaching 55 per cent this year.
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9
SECTIONONE-
SALARYINFORMATION
SECTIONTWO-INDUSTRY
BENEFITS
SECTIONTHREE-INDUSTRYEMPLOYMENT
SECTIONF
OUR-ECONOMICOUTLOOK
Most contractor day rates have progressed through the year;however there were conlicting pressures on this market
making it a complex back drop in which to extract any trends.
In many ways employers were shiting their employment mix
away rom contractors to a more permanent sta base. This
reduced the overall requirement or temporary employment
and ollowed the increasing conidence employers elt
throughout the year. Evidence o this can be clearly ound
within our results on pages 22 and 23.
Countering this trend is a general increase in the practice
o using contractors in new regions and countries. The
lexibility to be ound or both employers and employees is a
compelling driver or those seeking to match the cost base
with luctuating revenues.
Those regions experiencing skill shortages are most prone
to hikes in contractor rates and it is no coincidence that both
Australia and Brazil have seen the highest increases since
last year. North Arica and Western Europe were relatively
subdued relecting weaknesses in their local economies.
Whilst the exchange rate movements through the year canaccount or some o the rise in the Australasian igures it is
the local project led environment that is really driving the
numbers. The same can be said or South East Asia, which
continues to import a high level o expatriate skills. We also
noted the rise o rates in West Arica as the region continued
to expand.
CONTRACTOR DAY RATESBY REGION
Operator/
TechnicianIntermediate Senior
Manager
Lead/
Principal
VP/Director
Northern Europe 40 440 670 840 380
Western Europe 30 370 690 80 00
Eastern Europe 260 290 380 00 900
CIS 300 30 630 730 830Middle East 220 320 360 40 820
North Arica 280 380 380 00 70
West Arica 30 330 480 660 90
East/South Arica 280 30 380 670 N/A
Southern Asia 90 220 270 380 60
South East Asia 20 260 440 720 300
North East Asia 30 300 440 780 30
Australasia 630 680 970 20 830
North America 40 430 690 80 0
South America 300 320 0 60 830
Background or this section
Onlywherethesamplesizeislargeenoughhavewelistedguresinthesetables.Wherenotenoughresponseswerereceived,entriesarereturnedasN/A.
PermanentstafsalariesaretheguresreturnedbyrespondentsastheirbasesalaryinUSdollarequivalentgures(respondentswereaskedtoconverttheir
salaryintoUSdollarsusingxe.comatthetimeoresponding)excludingone-ofbonuses,pension,shareoptionsandothernon-cashbenets,orthose
workingonayearlypayroll.Thoseonadailypayrollareextractedandlistedseparately.
Theaveragesalarieslistedunderlocallabourarerepresentativeorespondentsbasedintheircountryoorigin.Salarieslistedunderimportedlabourarerepresentativeothosewhoareworkinginthatcountrybutoriginateromanother.
ContractorratesarelistedasUSdollarequivalentdayratesaslistedbyrespondents.
Notes: EPCM - Engineering, procurement and construction management; HSE - Health, saety and environment; QA/QC - Quality assurance/quality control.
SALARY INFORMATION
SALARIES
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OIL & GAS SALARY GUIDE 20120
SECTION TWOINDUSTRY BENEFITSBenetsriseintheormoincentives.
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Those benets on the rise
refected the increasing
condence in the market and the
desire o companies to provide
an environment that incentivised
growth. Consequently bonuses,
commissions and share schemes
all made the top ve increases.
5 LARGEST INCREASES
IN BENEFITS
202 20 Increase
Bonuses 4.78% 3.2% 1.27%
Pension .94% .44% 0.50%
Commission 0.78% 0.30% 0.48%
Hardship allowance .26% 0.80% 0.46%
Share scheme 0.87% 0.48% 0.39%
Valueothebenetasa
percentageotheoverallpackage
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OIL & GAS SALARY GUIDE 20122
OVERVIEW OF INDUSTRY BENEFITS
Last year, we orecast an increase in benets or this years
survey and our data has conrmed this prediction as
correct. Somewhat surprisingly it was not the number o
respondents receiving benets that increased but how much
they were getting. It appears that as companies have grownout o the recession then the increasing wealth has been
shared - but not with all.
In terms o numbers receiving benets there were a ew
notable exceptions rom the downward trend. These were
share schemes, commissions and pensions, all o which rose
compared to last years gures. These rises ollowed a global
trend o wider company ownership within a companys
employees, and more immediate returns or those tasked
with selling their products and services. In line with these
trends we saw once again bonuses were prevalent in terms
o the make-up o allowances and benets overall.
Those allowances that dropped included health care,
home leave and housing allowance, which suggests ewer
experienced expatriates. We also noted a reduction in
overtime, a trend ollowing the wider working population.
Whilst the number o people receiving benets returned a
mixed bag o results in comparison to last year, the amount
each o those benets was worth was in positive territory
across the board. Bonuses and commission payments led
the way as we would expect given the market conditions,
however a rat o other allowances also increased as more
cash was available to meet specic requirements. These
included allowances or meals, hardship, share schemes,
schooling and training.
SALARY
INFORMATION
Background:Thebarchartshowstwoguresrelatedtobenetsthatemployeesintheoilandgasindustryreceive.Therstgurerepresentsthepercentage
orespondentsthatreceivethatparticularbenet,i.e.3%orespondentsreceivesomesortobonus.Thesecondgurerepresentsthevalueothatbenetstatedasapercentageotheiroverallpackageorthosethatreceiveit,whichinthecaseobonusesis3.7%.
INDUSTRY BENEFITS
OVERVIEW OF INDUSTRY BENEFITS
35% 13.7% 8.9% 8.8% 10% 11% 17.2% 11 .3% 28.8% 1 1.4% 17.6% 10.7% 1 7.8% 17.6% 15.6% 12.8% 8.5% 14.8% 7.2% 14.9% 14.1% 12.2% 7.3% 11 .9% 8.1% 14% 10.9% 12.7% 14.8% 16.5% 40.2%
Bonuses
Commission
Taxassistance
Pension
Healthplan
Car/transport/petrol
Housing
Homeleaveallowance/fights
Hardshipallowance
Hazardous/dangerpay
Mealallowance
Sharescheme
Schooling
Training
Overtime
Nobenets
Percentagethatreceivethebenet
Averagepercentageotheirtotalpackage
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3
SECTIONONE-
SALARYINFORMATION
SECTIONTWO-INDUSTRY
BENEFITS
SECTIONTHREE-INDUSTRYEMPLOYMENT
SECTIONF
OUR-ECONOMICOUTLOOK
Background:Graphshereshowthetopbenetsbycompanytypeandthepercentageopeoplewhoreceivethem.
INDUSTRY BENEFITS
COMPANY BENEFITS
4% 2% 22% 9% 7% 6% 3%
32% 2% 6% 7% 6% 7% 42%
33% 6% 2% 7% 7% % 42%
43% 23% 28% 8% 9% 7% 33%
TOP BENEFITS BY COMPANY TYPE
EPCM/CONTRACTOR GLOBAL SUPER MAJOR/OPERATOR
EQUIPMENT MANUFACTURER & SUPPLY OILFIELD SERVICES/CONSULTANCY
In terms o company type, operators and the
majors continued to distribute more benets to
their workorce than any other group at just over
29.5 per cent o overall package.
Bonuses
Bonuses
Bonuses
Bonuses
Pension
Pension
Healthplan
Healthplan
Healthplan
Healthplan
Car/transport/petrol
Car/transport/petrol
Ca
r/transport/petrol
Ca
r/transport/petrol
Housing
Housing
Housing
Housing
Homeleave
allowance/fights
Homeleave
allowance/fights
Homeleave
allowance/fights
Mealallowance
Overtime
Overtime
Nobenets
Nobenets
Nobenets
Nobenets
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OIL & GAS SALARY GUIDE 20124
Background: Graphs here and overlea show the top benets by region and the percentage o people who receive them. CIS includes Russia and the ormer Soviet Republics.
INDUSTRY BENEFITS
REGIONAL BENEFITS
TOP BENEFITS BY REGION
AFRICA ASIA
AUSTRALASIA COMMONWEALTH OF INDEPENDENT STATES
On average, beneits received by those working in
Arica are valued at 34% o their total package.
On average, beneits received by those working in
Asia are valued at 36% o their total package.
On average, beneits received by those working in
Australasia are valued at 17% o their total package.
On average, beneits received by those working in
CIS are valued at 23% o their total package.
33% 24% 9% 2% 8% 9% 28%
38% 7% 4% % 8% 8% 3% 33% 3% 9% 3% % 3% 37%
42% 8% 27% 22% 23% 8% 2%
Across most geographic regions we saw an increase in the
value o the benets paid, although most signicantly in
Arica and Asia. Australasia, Russia & the CIS, and Europe
were also in positive territory. As has been the case in
recent years we have seen most o the increases coming
rom developing nations, which is refective o the desire o
companies in these regions to retain trained sta in the ace
o increasing competition rom overseas.
While both North and South American gures ell slightly, it
was the Middle East that saw the largest drop in the value o
the benets in comparison to overall package. This was rom
previous highs o 38 per cent the year beore to just over 32
per cent. However there is some evidence to suggest that
this is more refective o employers in that region shiting the
emphasis in remuneration towards higher base salaries and
away rom allowances.
This relationship between benets and base salary should
not be ignored when considering the relative make up o
employees remuneration. Whilst some regions continue to
place more emphasis on either base salary or benets, we
have ound that all regions are trending towards 72 per cent
base salary and 28 per cent benets.
Bonuses
Bonuses
Bonuses
Bonuses
Pension
Pension
Pension
Healthplan
Healthplan
Healthplan
Healthplan
Car/trans
port/petrol
Car/transport/petrol
Car/transport/petrol
Housing
Housing
Housing
Homeleave
allowance/fights
Training
Nobenets
Nobenets
Nobenets
Nobenets
Mealallowance
Homeleave
allowance/fights
Overtime
Schooling
Mea
lallowance
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SECTIONONE-
SALARYINFORMATION
SECTIONTWO-INDUSTRY
BENEFITS
SECTIONTHREE-INDUSTRYEMPLOYMENT
SECTIONF
OUR-ECONOMICOUTLOOK
INDUSTRY BENEFITS
REGIONAL BENEFITS
TOP BENEFITS BY REGION
EUROPE MIDDLE EAST
NORTH AMERICA SOUTH AMERICA
On average, beneits received by those working in
Europe are valued at 16% o their total package.
On average, beneits received by those working in the
Middle East are valued at 32% o their total package.
On average, beneits received by those working in
North America are valued at 21% o their total package.
On average, beneits received by those working in
South America are valued at 33% o their total package.
29% 2% 9% 4% 8% 8% 43%
36% 2% 32% 2% 8% 2% 30% 37% % 34% 22% 3% 2% 28%
38% 22% 2% 26% 23% 9% 2%
Bonuses
Bonuses
Bonuses
Bonuses
Pension
Pension
Pension
Healthplan
H
ealthplan
Healthplan
Healthplan
Car/transport/petrol
Car/transport/petrol
Car/transp
ort/petrol
Car/transport/petrol
Housing
Homeleave
allowance/fights
Mealallowance
Overtime
Overtime
Nobenets
Nobenets
N
obenets
Nobenets
Mealallowance
Overtime
Housing
Training
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OIL & GAS SALARY GUIDE 20126
SECTION THREEINDUSTRY
EMPLOYMENTOverathoallemployersexpectsalariesto
increasebymorethan0percentinthenextyear.
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7
SECTIONONE-
SALARYINFORMATION
SECTIONTWO-INDUSTRY
BENEFITS
SECTIONTHREE-INDUSTRYEMPLOYMENT
SECTIONF
OUR-ECONOMICOUTLOOK
The condence in the stang markets at the point the
survey data was taken was particularly high, although it is
worth noting that data was taken in September and October
2011, beore the world economy started to alter around
European concerns. Over a quarter o those surveyed
expected an increase in stang levels by 10 per cent or
more, which is an unprecedented level o condence sincethis survey rst started. As 2011 came to a close, it is this
condence that is most at risk rom depressed sentiment
engulng the media.
As mentioned earlier, the use o contractors has become
more widespread in comparison to the year beore. The use
o expats continued to expand on the back o orecasted
growth last year, and once again the market appears to
believe it will grow again in 2012.
STAFFING LEVELS
CONFIDENCE THAT STAFFING LEVELS WILLCHANGE IN THE NExT 12 MONTHS
PERCENTAGE OF STAFF EMPLOYED ON A
TEMPORARY OR CONTRACT ASSIGNMENT
AREAS IN WHICH CONTRACTORS ARE
EMPLOYED IN OIL AND GAS
ExPECTATION THAT CONTRACTOR LEVELS
WILL CHANGE IN THE NExT 12 MONTHS
PERCENTAGE OF WORKFORCE EMPLOYED
AS AN ExPAT
ExPECTATION THAT ExPAT LEVELS
WILL CHANGE IN THE NExT 12 MONTHS
Increasemorethan0%
Increasebetween-0%
Increaseupto%
Remainstatic
Decrease
Morethan20%
Between-20%
0-%
None
Increase
Remainthesame
Decrease
Engineering
Geoscience
Drilling
Construction/Installation
Projectcontrols
Always
Sometimes
Never
Increase
Remainthesame
Decrease
Increasemorethan0%
Increasebetween-0%
Increaseupto%
None
26.%
2.3%23.3%
2%
4.3%
37.2%
29.6%
2.9%
.3%
4.9%
37.8%
6.3%
34.9%
2.6%
20.6%
8.9%
49.6%
43.6%
6.8%
INDUSTRY EMPLOYMENT
STAFFING LEVELS
0 20 40 60 80 00
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OIL & GAS SALARY GUIDE 20128
INDUSTRY EMPLOYMENT
DIVERSITY & MOVEMENT OF WORKFORCE
This year we have seen an increase in the number o women
working in the industry, however the pace o growth is not as
quick as most would like. The percentage this year has risen
to 7.8 per cent up rom last years igure o 7.1 per cent. Sadly,
to achieve parity with the wider general workorce in terms o
gender diversity will take over 30 years at the current rate o
growth.
We have noted a small decrease in the average age o those
working in the industry rom 36.5 down to 35.5 years old. This
is consistent with the rest o our data, which shows that while
there was a good level o new entries into the industry, many o
these people were experienced sta rom other industries. This
has reduced the average level o experience in the industry;
however it has had only a marginal eect on age.
DIVERSITY OF STAFF
GENDER IN OIL AND GAS WOMEN IN OIL AND GAS
Businessdevelopment
Projectcontrols
HSE
Supplychain
QA/QC
Construction/installation
Other
92.2% 7.8%
DEMOGRAPHICS
Male
Female
-
24
2-
29
30-
34
3-
39
40-44
4-
49
0-
4
-
9
0-
4
6
+
4.3%
.6%
6.9%
27.%
7.4%
2.9%
4%
7.2%
2.4%
8.9%
0.2%
7.9%
0.3%
.%
7.7%
3.%
.%
.%
.7%
Male Female
WORKING AT HOME OR ABROAD
7.3% 42.7%
2012
Home Abroad
6%
7.4%
9%
6.2%
4.8%.4%
.2%
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9
SECTIONONE-
SALARYINFORMATION
SECTIONTWO-INDUSTRY
BENEFITS
SECTIONTHREE-INDUSTRYEMPLOYMENT
SECTIONF
OUR-ECONOMICOUTLOOK
INDUSTRY EMPLOYMENT
DIVERSITY & MOVEMENT OF WORKFORCE
MOVEMENT OF THE WORKFORCE
3.8% 46.2% 23.2% 76.8% 28.8% 7.2% 33.% 66.% .6% 48.4% 88.4% .6% 29.2% 70.8% 27.2% 72.8%
28.3% 7.7% 42.4% 7.6% 6.9% 83.% 42.% 7.9% 28.2% 7.8% 20.7% 79.3% 29.3% 70.7% 27.3% 72.7%
Australasia
Asia
Arica
Europe
CIS
MiddleEast
NorthAmerica
SouthAmerica
Australa
sia
A
sia
Ar
ica
Euro
pe
CIS
MiddleE
ast
NorthAmer
ica
SouthAmer
ica
IMPORTED WORKFORCE VERSUS LOCAL WORKFORCE
WORKING OVERSEAS VERSUS WORKING IN HOME COUNTRY
Importedlabour
Locallabour
Workingoverseas
Workinginhomecountry
Since the bottom o the recession in 2009 the number o
people working overseas in oil and gas has been steadily
increasing. This is consistent with employers having to search
urther aield to ind the skills they require. However, there is still
some way to go beore the levels rise to those achieved in mid
2009 o over 45 per cent.
Last year we reported a quick exit rom the downturn in
Australia, and a corresponding sharp increase in the number o
overseas candidates that came into the market to work on the
countrys burgeoning LNG projects. This trend has continued
with overseas workers now making up over 53 per cent o the
market. Europe was the only other region to ollow this trend
as many o those imported skills previously retrenched through
the downturn returned to take up roles in a rejuvenated labour
market.
Elsewhere, trends showed a downwards movement regarding
imports as localisation and home grown skills development
programs started to come through. The regions showing the
most changes were Arica, CIS and South America. In general
this was accompanied by a reduction in age and experience
as much o this recruitment was taking place with those at the
entry level.
The graphs below represent the movement o candidates and
how speciic regions nationals are working locally or overseas.
So where we have seen the number o imports rise within the
busy Australian market, we have also seen a great number o
nationals returning home to take advantage o the high salaries.
This was going against the trend elsewhere that saw a general
drit overseas in search o better remuneration.
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OIL & GAS SALARY GUIDE 201220
YEARS OF ExPERIENCE
INDUSTRY EMPLOYMENT
ExPERIENCE AND TENURE
FOR SPECIFIC DISCIPLINE AREAS
0-4years
-9years
0-9years
20+years
36.3% 22.2% 20.9% 20.6%
Within last years survey we reported a sharp decrease in
those with less than our years experience in the industry.
This was consistent with a drop in recruitment or those
with little or no experience and was relective o the act
the industry was recovering rom the recession o previous
years. In 2012, the pool o available talent has diminished
signiicantly and this has led many companies to employnew talent and seek to retrain.
As a result, the percentage o those with less than our
years experience has grown rom 20 per cent o the total
workorce to just over 36 per cent. It is worth noting that in
2010 the igure was over 40 per cent when the market was
arguably at its peak so we still have a small way to go beore
we hit that mark.
The picture becomes more pronounced when broken down
by job unction, with Geo-science and Subsea/Pipelines
showing little change rom last year, and in some cases
edging up slightly in terms o average experience. However
we have seen a reduction in construction/installation and
project controls. Both disciplines are clearly project led and
indicate that the project development space has attractedthe most newcomers. In our experience this is where
most skills can be transerred into oil and gas rom other
industries.
Construction/Installation
Projectcontrols
Geoscience
Subsea/Pipelines
0 20 40 60 80 00
OIL & GAS INDUSTRY
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2
SECTIONONE-
SALARYINFORMATION
SECTIONTWO-INDUSTRY
BENEFITS
SECTIONTHREE-INDUSTRYEMPLOYMENT
SECTIONF
OUR-ECONOMICOUTLOOK
TIME IN CURRENT ROLE
INDUSTRY EMPLOYMENT
ExPERIENCE AND TENURE
Tracking last years gures, tenure has remained
static with just over 25 per cent o respondents
possessing less than one years experience in theircurrent role. Again this indicates a busy market
with a great deal o hiring activity taking place.
SOURCE OF NEW EMPLOYMENT
Lessthanyear
-2years
3-years
6-0years
Morethan0years
2012
2011
26% 2% 28.7% 2% 8.3%
24.7% 23.8% 3.% % 9%
News
paper
Companywebsite
Onlinejobboard
Wordom
outh
Headh
unted
Agency
Internal
Move
Other
8.% 3% .% 2.3% 3.6% 3.6% 8.3% 6.6%
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OIL & GAS SALARY GUIDE 201222
INDUSTRY EMPLOYMENT
EMPLOYMENT MIx
Aside rom the equipment manuacturers, the year saw a
sharp rise in permanent sta as a percentage o the overall
workorce. This trend continued year-on-year as companies
sought to build up their core skills in a buoyant market.
The increase in permanent sta was in some cases at the
expense o temporary sta. However it should be noted that
this does not signiy a drop in contractor numbers, only a
reduction in their share o the total employed.
Contracting companies and consultancies appear to have
been most bullish, making a strong rebound on the back o
a buoyant project market. Correspondingly there was less
o a all in the use o temporary contractors within these
employers as they coped with extra workload.
Equipment manuacturers have reduced overall staing
levels and may be eeling the eects o the recent economic
turmoil somewhat earlier in the project cycle than other
companies.
Should this trend low through to other parts o the industry,
we would expect the use o contractors to rise in responseto uncertainty around the general economy.
EMPLOYMENT MIx BY COMPANY TYPE
GLOBAL SUPER MAJOR OPERATORS
0 20 40 60 80 00
Permanent
Permanent/part-time
Contracteddirect
Contractedthroughagency
PERCENTAGE CHANGE FROM 2011 TO 2012
GlobalSuperMajor
Operators
EPCM
Equipmentmanuacturers&Suppliers
OilFieldServices
Consultancy
Contractors
7.%
0.7%
-3.3%
-4.9%
.2%
0.2%
-0.2%
-.2%
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23
SECTIONONE-
SALARYINFORMATION
SECTIONTWO-INDUSTRY
BENEFITS
SECTIONTHREE-INDUSTRYEMPLOYMENT
SECTIONF
OUR-ECONOMICOUTLOOK
INDUSTRY EMPLOYMENT
EMPLOYMENT MIx
the year saw
a sharp rise inpermanent sta
as a percentage
o the overall
workorce
EPCM EQUIPMENT MANUFACTURER & SUPPLIER
OIL FIELD SERVICES CONSULTANCY
CONTRACTOR
8.6%
0.%
-3.8%
-4.9%
-8%
-.7%
.4%
8.3% 7.3%
0.%
-3.9%
-3.9%
-0.8%
.3%
0.6%
-..%
-6.8%
0.%
0.6%
6.%
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OIL & GAS SALARY GUIDE 201224
SECTION FOURECONOMIC OUTLOOKItwasagoodyearortheOil&Gasindustrywith
condencebeingledbyarobustoilprice.
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2
SECTIONONE-
SALARYINFORMATION
SECTIONTWO-INDUSTRY
BENEFITS
SECTIONTHREE-INDUSTRYEMPLOYMENT
SECTIONF
OUR-ECONOMICOUTLOOK
As the market continued to
heat up so did the concern or
skill shortages. This has grown
as a percentage o the overallsample rom 28 per cent to over
30 per cent and now represents
the largest concern o those in
the industry.
Skillsshortages
Economicinstability
Environmentalconcerns
Saetyregulations
Immigration/overseasvisaprogram
Other
Security/saetycausedbysocialunrest
30.6%
29%
3.3%
0.%
7.%
8.3%
.6%
EMPLOYERS CONCERNS IN THE CURRENT EMPLOYMENT MARKET
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OIL & GAS SALARY GUIDE 201226
ECONOMIC OUTLOOK
INDUSTRY OUTLOOK
Employers conidence in the current employment market
has seen a large increase in comparison to last years results,
with the very positive share up to 26.7 per cent rom last
years 9.7 per cent.
Whilst the majority o regions were experiencing solid
growth this time last year, the Gul o Mexico and theNorth Sea markets were still shaking o the eects o the
recession, which consequently weighed down the overall
average. Since the start o 2011, those markets came on line
rom a hiring perspective and this removed any negative
sentiment in the market. A huge 73.5 per cent o the market
is either positive or very positive. (Again it is worth noting
that data was taken in the 3rd quarter o 2011, beore the
market experienced any negative sentiment.)
With regards to where individuals believe their operational
ocus will be in 2012, the Middle East again leads the way,
although the percentage is down slightly in comparison to
last years igures. A number o other regions ollowed this
trend with only the North American and European markets
showing an increase. This appears to be in line with the
comments in previous sections regarding the pick up in
activity in the Gul o Mexico and the North Sea.
EMPLOYERS CONFIDENCE IN THE CURRENT EMPLOYMENT MARKET
EMPLOYERS GEOGRAPHICAL FOCUS OVER NExT 12 MONTHS OUTSIDE OF THEIR OWN REGIONAL AREA
Extremelypositive
Positive
Neutral
Negative
2012
2011
26%
24.7%
CentralAsia
EastAsia
Aust
ralasia
MiddleEast
NorthAmerica
SouthAmerica
Arica
0.7%
26.7% .7%46.8% 20.8%
9.7% 4.% 33.4% .8%
.7% 0% 7.% 0.2% 20.8% 8% 8% 3.%
Easternand
ContinentalE
urope
UKandNo
rthern
E
urope
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27
SECTIONONE-
SALARYINFORMATION
SECTIONTWO-INDUSTRY
BENEFITS
SECTIONTHREE-INDUSTRYEMPLOYMENT
SECTIONF
OUR-ECONOMICOUTLOOK
EMPLOYERS CONCERNS IN THE CURRENT EMPLOYMENT MARKET
ECONOMIC OUTLOOK
MOST SIGNIFICANT ISSUES
As the market continued to heat up so did the concern
or skill shortages. This has grown as a percentage o the
overall sample rom 28 per cent to over 30 per cent and now
represents the largest concern o those in the industry. This
is being elt most acutely in Australia and South America,
the two hotspots in the world where local resources are
most stretched. North America and Europe are ollowing
close behind.
Not surprisingly economic stability is also a concern at 29
per cent. It is only in Australasia with its booming market
where this appears to be o lesser concern.
Moving the other way and slowly diminishing rom peoples
ocus is environmental and saety concerns. We can only
assume, as time passes by so does the memory o the oil
spill in the Gul, and the issues surrounding the cause o that
event attract less attention.
This year we have included a new response which we havesought to gain an insight into, namely social unrest. As
expected, we saw spikes in concern in both Arica and the
Middle East. A comparison o data on this issue will make or
interesting reading in subsequent years.
All
Arica
Asia
Australasia
CIS
Europe
MiddleEast
NorthAmerica
SouthAmerica
0 20 40 60 80 00
Skillsshortages
Economicinstability
Environmentalconcerns
Saetyregulations
Immigration/overseasvisaprogram
Other
Security/saetycausedbysocialunrest
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OIL & GAS SALARY GUIDE 201228
COUNTRIES WORLDWIDE
32
OFFICES WORLDWIDE 257
CONSULTANTS WORLDWIDE 7,620
PERMANENT CANDIDATESPLACED LAST YEAR 60,000
ABOUT HAYS
PEOPLE PLACED INTO
TEMPORARY ASSIGNMENTS
LAST YEAR190,000
We are leading global experts in qualied, proessional and skilled recruitment. Last
year our experts placed around 60,000 candidates into permanent jobs and around190,000 people into temporary assignments.
We employ 7,620 sta operating rom 257 oces in 32 countries across 20
specialisms. We have market-leading positions in the UK, Asia Pacic, Continental
Europe and Latin America.
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29
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