the oil & gas global salary guide 2012 - hays plcog/@content/documents/dig… · disclaimer:...

THE OIL & GAS GLOBAL SALARYGUIDE 2012Global salaries and recruiting trends.

DISCIPLINE AREAS COVERED 24COUNTRIES WORLDWIDE REPRESENTED 53RESPONDENTS WORK WITH A GLOBAL SUPER MAJOR 1,200+

RESPONDENTS ARE EMPLOYERS IN THE INDUSTRY 5,400PEOPLE RESPONDED TO THE SURVEY 14,400+

SURVEY SUMMARY

THANK YOUWe would like to express our gratitude to all those organisations and individuals who participated in the collection of data for this year’s 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 informative document to help support your business decisions.

Disclaimer: The Oil & Gas Global Salary Guide 2012 is representative of a value added service to our clients and candidates. Whilst every care is taken in the collection and compilation of data, the survey is interpretive and indicative, not conclusive. Therefore information should be used as a guideline only and should not be reproduced in total or by section without written permission from Hays.

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CONTENTS

2 Aglobalperspective

Section one - salary information

6 Overviewandsalariesbycountry

7 Salariesbydisciplinearea

8 Salariesbycompanytype

9 Contractordayratesbyregion

Section two - industry benefits

�2 Overviewofbenefits

�3 Benefitsbycompanytype

�4 Benefitsbyregion

Section three - industry employment

�7 Staffinglevels

�8 Diversityandmovementofworkforce

20Experienceandtenure

22Employmentmix

Section four - economic outlook

26Industryoutlook

27Mostsignificantissues14,400+

From boom times in Australia and Brazil to unrest in North Africa, our report on salaries once again displays the many trends, events and forces that shape the complex world of how people are paid in the oil and gas industry. We are often very aware of remuneration within our own regional industry (it is one of those topics that impacts us all in some way), however very few of us have a good handle on how remuneration changes as we move around the world. This is the endearing quality and attraction of 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 for 2011 was up; driven on by a buoyant oil price and most countries around the world seeking to explore for, or extract the energy resources they need to advance their own economies. Indeed it was a year that stood out from others in the breadth of geographic coverage. Whilst South America and Asia Pacific continued to lead the way in new investment, two of the traditional power houses of the industry, the North Sea and the Gulf of Mexico, also came back on line in terms of hiring. This added to an already busy market, where very few areas of the globe were left untouched.

This wider participation was also reflected 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 specific roles, disciplines and regions. In this regard individuals can more clearly identify their own situation whilst at the same time we can ensure that the figures we produce are an accurate portrayal of the market.

Whilst assessing our own individual package against the figures is an emotive and often interesting activity, it is the movement of remuneration and employment trends over the last three years that provide the most fascinating insights. In general the market in 2010 reflected the tail end of the global recession of the previous year and was further weighed down by the oil disaster in the Gulf of Mexico. In 2011 we have seen these issues left behind and the market regain most of those losses, particularly so when it comes to permanent salary packages and benefits. Contractor rates are still below the highs of 2008, and with the general drift towards permanent staffing it remains to be seen whether they will return in the near future. Whilst the markets have softened towards the end of the year in the face of intense negative sentiment around Europe, the data shows an entrenched confidence that should prevail through 2012 and beyond.

Last year’s Salary Guide was downloaded by over 150,000 people. With a further 10,000 hard copies distributed at various industry exhibitions and conferences, it is fast becoming the reference of choice for those wishing to compare 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 of this document, not least of which are the many industry professionals 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 format. Once again their hard work and the time taken by those responding have combined to produce a great reference document for our industry.

Matt UnderhillManaging Director, Hays Oil & Gas

Duncan FreerManaging Director, Oil and Gas Job Search

OIL & GAS SALARY GUIDE 20122

A GLOBAL PERSPECTIVE

PRE-SALTFIELDS,BRAZILThe Brazilian government pursues its ambitious plans to develop the deep water pre-salt fields with multi-billion dollar investments.

GULFOFMEXICOThe region sees a strong recovery in employment following the Horizon disaster of the year before.

NORTHSEAHiring returns to the region following a difficult recession.

WESTERNCANADABuoyant oil prices bring oil sands projects back on line and drives up salaries.

WESTAFRICAFurther discoveries and a lack of social disruption continue to serve the region well. Salaries rise for both imported talent and a growing body of local skills.

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AUSTRALIALimited human capital, multiple mega-projects underway and a new emerging Coal Seam Gas industry drive salaries to the top of the global league table.

POLANDEmerging shale market attracts foreign multinationals to the many opportunities on offer.

CHINAChinese operators extend their activities overseas, whilst at home they aggressively expand operations to keep up with supplying the countries mounting energy requirements.

MIDDLEEASTIraq proves to be the major draw card in the region for new projects as the country starts to develop its extensive oil reserves.


SECTION ONESALARY INFORMATIONPermanentsalariesrose6.�%overthelast�2months.

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Almost 50 per cent of respondents experienced an increase of more than 5 per cent to their salary compared to just under 30 per cent of respondents in 2011. A higher number of respondents also expect salaries to increase more than 10 per cent in the new year.

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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%


SALARY SALARY INFORMATIONSALARIES

Algeria 40,600 89,200

Angola 48,400 �07,700

Argentina 68,800 N/A

Australia �64,000 �73,�00

Azerbaijan 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

Mexico 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,�00

Singapore 79,700 99,300

South Africa 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 of America �24,000 ��9,200

Venezuela 7�,�00 �09,400

Vietnam 47,600 ��,900

Yemen 30,000 7�,�00

The headline figure in this data is the average permanent salary across the whole sample, which has risen this year to $US80,458 from last year’s figure of $US75,813. This is a significant increase for salaries across such a large sample and reflects the general buoyancy of the market following the down turn of 2008/9.

The year saw a flurry of activity from most corners of the globe as countries sought to take advantage of 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 few countries not playing some role in the rush for energy. This in turn drove up vacancies, hiring and salaries.

The world was not without its share of economic worries, however (and without wishing to tempt fate) even the recent concerns in Europe have failed to impact the oil price significantly. This more than any other factor ultimately influences hiring intentions in the industry and its resilience led to a project rich environment for vacancies across deep water development, LNG and a range of non conventional plays. Adding to this buoyant outlook was a number of significant new field discoveries, and carbon capture also started to make its way from government funded research to live commercial projects.

The hotspots around the world which saw significant salary rises included Brazil, Australia, China and Iraq. All were driven by huge projects underway, which added further pressure to the already stretched skill pool. Regionally, West Africa had a good year, as did South East Asia, Northern Europe (including Poland) and North America.

When we break the figures down by local and imported we also noted an increase in those countries that actively encourage hiring local nationals. This took the form of significant increases in local pay whilst the imported figure remained relatively steady. Such examples included Saudi Arabia, Oman, Brazil and Venezuela.

The list of 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 from overseas.

Perhaps more interestingly, are the countries that have seen falling salaries. Many of these are in two regions, Northern Africa and mainland Europe. Both are a reminder that whilst the demand for 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 conflict or economic pain.

For those looking from the outside in, the situation in Europe is of most concern. At the time of writing, the situation continues to weigh heavily on equity markets and trading conditions within the wider global economy. The impact of this sentiment has been felt already with some recruitment markets softening in the last few months of 2011, and day rates struggling to maintain previous levels.

ANNUAL SALARIES BY COUNTRY

Localaverageannualsalary

Importedaverageannualsalary

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SALARY INFORMATIONSALARIES

ANNUAL SALARIES BY DISCIPLINE AREA

Operator/Technician Graduate Intermediate Senior

ManagerLead/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 �66,300

Drilling 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 Safety 4�,400 32,�00 44,300 �8,�00 ��0,000 ��,900

Undoubtedly we are delicately poised when it comes to salaries within the industry for next year. Without a European induced collapse in the global economy we will inevitably be faced with skill shortages in more than just a few select locations. This will drive salaries up further, 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 difference a year makes in the oil and gas industry is demonstrated by the rise in salaries within drilling. Last year’s figures showed those in this sector of the industry were sitting in the middle of the pack. This year they are level pegging with subsea engineering as one of the hotspots for salaries. With demand for onshore drilling on non conventional sources at an all time high, and rig utilisation offshore rising, labour demand in this sector is obviously buoyant.

With drilling activity up, it is not unexpected that salaries for others in the exploration and production field are also strong this year. Geosciences and reservoir/petroleum engineers showed good increases and production management and logistics were also strong. Subsea engineering repeated its increases of last year and project controls and construction and installation proved that there was plenty of new projects under construction.

Core engineering disciplines didn’t fare so well with electrical, mechanical, structural and process engineers all flat in comparison to last year. These core disciplines are where most engineering professionals will start their careers, and may suggest why headline salaries have not increased beyond the levels seen.


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ANNUAL SALARIES BY COMPANY TYPE

Operator/Technician Graduate Intermediate Senior


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 �72,300

Equipment Manufacture 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 for an operator. The most significant rises however came for those with the least experience within any of the company types, and reflected the increasing competition for entry

level talent compared to the year before. We also saw a rise for the most experienced end of the market as companies sought to put their increasing profits to good use, both in rewarding that talent, and also in attracting new strategic hires.

20�2 $�02,000

20�� $�00,800

20�2 $67,300

20�� $64,�00

YEARLY SALARY CHANGES BY COMPANY TYPE

Consultancy

Contractor

EPCM

EquipmentManufacture

GlobalSuperMajor

OilFieldServices

Operator

andSupply

20�2 $90,200

20�� $8�,700

20�2 $74,800

20�� $7�,600

20�2 $9�,200

20�� $87,000

20�2 $6�,600

20�� $62,900

20�2 $�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 of around the 5 per cent mark. The exceptions to this trend included both general contractors and equipment manufacturers, both of which have a high level of local employees (as opposed to imported talent). In this respect both groups will be more aligned to local economies than any global forces and may explain the lack of growth.

The third group to experience little movement in comparison to last year is the global super majors. This may be the effects of localisation/nationalisation drives within the workforce, reducing average salaries. Indeed we have noted an increase in local employees within this group from 47 per cent last year to approaching 55 per cent this year.

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Most contractor day rates have progressed through the year; however there were conflicting pressures on this market making it a complex back drop in which to extract any trends. In many ways employers were shifting their employment mix away from contractors to a more permanent staff base. This reduced the overall requirement for temporary employment and followed the increasing confidence employers felt throughout the year. Evidence of this can be clearly found within our results on pages 22 and 23.

Countering this trend is a general increase in the practice of using contractors in new regions and countries. The flexibility to be found for both employers and employees is a compelling driver for those seeking to match the cost base with fluctuating 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 Africa and Western Europe were relatively subdued reflecting weaknesses in their local economies.

Whilst the exchange rate movements through the year can account for some of the rise in the Australasian figures it is the local project led environment that is really driving the numbers. The same can be said for South East Asia, which continues to import a high level of expatriate skills. We also noted the rise of rates in West Africa as the region continued to expand.

CONTRACTOR DAY RATES BY REGION

Operator/Technician Intermediate Senior


VP/Director

Northern Europe 4�0 440 670 840 �380

Western Europe 3�0 370 690 8�0 ��00

Eastern Europe 260 290 380 �00 900

CIS 300 3�0 630 730 830

Middle East 220 320 360 �40 820

North Africa 280 380 380 �00 7�0

West Africa 3�0 330 480 660 9�0

East/South Africa 280 3�0 380 670 N/A

Southern Asia �90 220 270 380 �60

South East Asia 2�0 260 440 720 �300

North East Asia 3�0 300 440 780 ��30

Australasia 630 680 970 �2�0 �830

North America 4�0 430 690 8�0 ��0

South America 300 320 ��0 6�0 830

Background for this section

Onlywherethesamplesizeislargeenoughhavewelistedfiguresinthesetables.Wherenotenoughresponseswerereceived,entriesarereturnedasN/A.

PermanentstaffsalariesarethefiguresreturnedbyrespondentsastheirbasesalaryinUSdollarequivalentfigures(respondentswereaskedtoconverttheirsalaryintoUSdollarsusingxe.comatthetimeofresponding)excludingone-offbonuses,pension,shareoptionsandothernon-cashbenefits,forthoseworkingonayearlypayroll.Thoseonadailypayrollareextractedandlistedseparately.

Theaveragesalarieslistedunderlocallabourarerepresentativeofrespondentsbasedintheircountryoforigin.Salarieslistedunderimportedlabourarerepresentativeofthosewhoareworkinginthatcountrybutoriginatefromanother.

ContractorratesarelistedasUSdollarequivalentdayratesaslistedbyrespondents.

Notes: EPCM - Engineering, procurement and construction management; HSE - Health, safety and environment; QA/QC - Quality assurance/quality control.


OIL & GAS SALARY GUIDE 2012�0

SECTION TWOINDUSTRY BENEFITSBenefitsriseintheformofincentives.

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Those benefits on the rise reflected the increasing confidence in the market and the desire of companies to provide an environment that incentivised growth. Consequently bonuses, commissions and share schemes all made the top five increases.

5 LARGEST INCREASES IN BENEFITS

20�2 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%

Valueofthebenefitasapercentageoftheoverallpackage


OVERVIEW OF INDUSTRY BENEFITS

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Last year, we forecast an increase in benefits for this year’s survey and our data has confirmed this prediction as correct. Somewhat surprisingly it was not the number of respondents receiving benefits that increased but how much they were getting. It appears that as companies have grown out of the recession then the increasing wealth has been shared - but not with all.

In terms of numbers receiving benefits there were a few notable exceptions from the downward trend. These were share schemes, commissions and pensions, all of which rose compared to last year’s figures. These rises followed a global trend of wider company ownership within a company’s employees, and more immediate returns for those tasked with selling their products and services. In line with these trends we saw once again bonuses were prevalent in terms of the make-up of allowances and benefits overall.

Those allowances that dropped included health care, home leave and housing allowance, which suggests fewer experienced expatriates. We also noted a reduction in overtime, a trend following the wider working population.

Whilst the number of people receiving benefits returned a mixed bag of results in comparison to last year, the amount each of those benefits 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 raft of other allowances also increased as more cash was available to meet specific requirements. These included allowances for meals, hardship, share schemes, schooling and training.

SALARY INFORMATION

Background:Thebarchartshowstwofiguresrelatedtobenefitsthatemployeesintheoilandgasindustryreceive.Thefirstfigurerepresentsthepercentageofrespondentsthatreceivethatparticularbenefit,i.e.3�%ofrespondentsreceivesomesortofbonus.Thesecondfigurerepresentsthevalueofthatbenefitstatedasapercentageoftheiroverallpackageforthosethatreceiveit,whichinthecaseofbonusesis�3.7%.

INDUSTRY BENEFITSOVERVIEW OF INDUSTRY BENEFITS

35% 13.7% 8.9% 8.8% 10% 11% 17.2% 11.3% 28.8% 11.4% 17.6% 10.7% 17.8% 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%

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Background:Graphshereshowthetopbenefitsbycompanytypeandthepercentageofpeoplewhoreceivethem.

INDUSTRY BENEFITSCOMPANY BENEFITS

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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 of company type, operators and the majors continued to distribute more benefits to their workforce than any other group at just over 29.5 per cent of overall package.

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l

Car

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l

Car

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Car

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sing

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Hou

sing

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Hom

ele

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allo

wan

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ight

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Hom

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wan

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ight

sH

ome

leav

eal

low

ance

/flig

hts

Mea

lallo

wan

ce

Ove

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ime

No

bene

fits

No

bene

fits

No

bene

fits

No

bene

fits


Background: Graphs here and overleaf show the top benefits by region and the percentage of people who receive them. CIS includes Russia and the former Soviet Republics.

INDUSTRY BENEFITSREGIONAL BENEFITS

TOP BENEFITS BY REGION

AFRICA ASIA

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

AUSTRALASIA COMMONWEALTH OF INDEPENDENT STATES

On average, benefits received by those working in Africa are valued at 34% of their total package.

On average, benefits received by those working in Asia are valued at 36% of their total package.

On average, benefits received by those working in Australasia are valued at 17% of their total package.

On average, benefits received by those working in CIS are valued at 23% of 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 of the benefits paid, although most significantly in Africa 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 of the increases coming from developing nations, which is reflective of the desire of companies in these regions to retain trained staff in the face of increasing competition from overseas.

While both North and South American figures fell slightly, it was the Middle East that saw the largest drop in the value of the benefits in comparison to overall package. This was from previous highs of 38 per cent the year before to just over 32 per cent. However there is some evidence to suggest that this is more reflective of employers in that region shifting the emphasis in remuneration towards higher base salaries and away from allowances.

This relationship between benefits and base salary should not be ignored when considering the relative make up of employees’ remuneration. Whilst some regions continue to place more emphasis on either base salary or benefits, we have found that all regions are trending towards 72 per cent base salary and 28 per cent benefits.

Bon

uses

Bon

uses

Bon

uses

Bon

uses

Pens

ion

Pens

ion

Pens

ion

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lan

Hea

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Hea

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l

Hou

sing

Hou

sing

Hou

sing

Hom

ele

ave

allo

wan

ce/fl

ight

s

Trai

ning

No

bene

fits

No

bene

fits

No

bene

fits

No

bene

fits

Mea

lallo

wan

ce

Hom

ele

ave

allo

wan

ce/fl

ight

s

Ove

rtim

e

Scho

olin

g

Mea

lallo

wan

ce

��

SECT

ION

ON

E-

SALA

RYIN

FOR

MAT

ION

SECT

ION

TW

O-

IND

UST

RYB

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ITS

SECT

ION

TH

REE

-IN

DU

STRY

EM

PLO

YMEN

TSE

CTIO

N F

OU

R -

ECO

NO

MIC

OU

TLO

OK

INDUSTRY BENEFITSREGIONAL BENEFITS

TOP BENEFITS BY REGION

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

0

10

20

30

40

50

EUROPE MIDDLE EAST

NORTH AMERICA SOUTH AMERICA

On average, benefits received by those working in Europe are valued at 16% of their total package.

On average, benefits received by those working in the Middle East are valued at 32% of their total package.

On average, benefits received by those working in North America are valued at 21% of their total package.

On average, benefits received by those working in South America are valued at 33% of 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�%

Bon

uses

Bon

uses

Bon

uses

Bon

uses

Pens

ion

Pens

ion

Pens

ion

Hea

lthp

lan

Hea

lthp

lan

Hea

lthp

lan

Hea

lthp

lan

Car

/tra

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rt/p

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l

Car

/tra

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rt/p

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l

Car

/tra

nspo

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l

Car

/tra

nspo

rt/p

etro

lH

ousi

ng

Hom

ele

ave

allo

wan

ce/fl

ight

sM

eala

llow

ance

Ove

rtim

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vert

ime

No

bene

fits

No

bene

fits

No

bene

fits

No

bene

fits

Mea

lallo

wan

ce

Ove

rtim

e

Hou

sing

Trai

ning


SECTION THREEINDUSTRY EMPLOYMENTOverafifthofallemployersexpectsalariestoincreasebymorethan�0percentinthenextyear.

�7

SECT

ION

ON

E-

SALA

RYIN

FOR

MAT

ION

SECT

ION

TW

O-

IND

UST

RYB

ENEF

ITS

SECT

ION

TH

REE

-IN

DU

STRY

EM

PLO

YMEN

TSE

CTIO

N F

OU

R -

ECO

NO

MIC

OU

TLO

OK

The confidence in the staffing 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, before the world economy started to falter around European concerns. Over a quarter of those surveyed expected an increase in staffing levels by 10 per cent or more, which is an unprecedented level of confidence since this survey first started. As 2011 came to a close, it is this confidence that is most at risk from depressed sentiment engulfing the media.

As mentioned earlier, the use of contractors has become more widespread in comparison to the year before. The use of expats continued to expand on the back of forecasted growth last year, and once again the market appears to believe it will grow again in 2012.

STAFFING LEVELS

020406080100

In the next 12 Months do you expect Staffing levels to:

What percentage of your staff is currently employed on a temp/contract basis

If your company employs contractors, please indicate in which areas:

What percentage of your workforce is currently employed on an expat package

How do you expect this to change in the next 12 months

How you expect this percentage to change in the next 12 months?

020406080100







020406080100







020406080100







020406080100







020406080100







CONFIDENCE THAT STAFFING LEVELS WILL CHANGE 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



Increaseupto�%

Remainstatic

Decrease

Morethan20%

Between�-20%

0-�%

None

Increase

Remainthesame

Decrease

Engineering

Geoscience

Drilling

Construction/Installation

Projectcontrols

Always

Sometimes

Never

Increase

Remainthesame

Decrease



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 EMPLOYMENTSTAFFING LEVELS

0 20 40 60 80 �00


INDUSTRY EMPLOYMENTDIVERSITY & MOVEMENT OF WORKFORCE

This year we have seen an increase in the number of women working in the industry, however the pace of growth is not as quick as most would like. The percentage this year has risen to 7.8 per cent up from last year’s figure of 7.1 per cent. Sadly, to achieve parity with the wider general workforce in terms of gender diversity will take over 30 years at the current rate of growth.

We have noted a small decrease in the average age of those working in the industry from 36.5 down to 35.5 years old. This is consistent with the rest of our data, which shows that while there was a good level of new entries into the industry, many of these people were experienced staff from other industries. This has reduced the average level of experience in the industry; however it has had only a marginal effect on age.

DIVERSITY OF STAFF

Diversity of staff

Age Bracket

Based in country of origin

Diversity of staff

0 20 40 60 80 100

0

20

40

60

80

100

0

20

40

60

80

100

0

10

20

30

40

50

Diversity of staff

Age Bracket


Diversity of staff

0 20 40 60 80 100

0

20

40

60

80

100

0

20

40

60

80

100

0

10

20

30

40

50

GENDER IN OIL AND GAS WOMEN IN OIL AND GAS

Businessdevelopment

Projectcontrols

HSE

Supplychain

QA/QC

Construction/installation

Other

92.2% 7.8%

DEMOGRAPHICS

Diversity of staff

Age Bracket


Diversity of staff

0 20 40 60 80 100

0

20

40

60

80

100

0

20

40

60

80

100

0

10

20

30

40

50

Male

Female

-24

2�-2

9

30-3

4

3�-3

9

40-4

4

4�-4

9

�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%

Diversity of staff

Age Bracket


Diversity of staff

0 20 40 60 80 100

0

20

40

60

80

100

0

20

40

60

80

100

0

10

20

30

40

50

Male Female

WORKING AT HOME OR ABROAD

�7.3% 42.7%

2012

Home Abroad

�6%

7.4%

9%

6.2%

4.8%�.4%

��.2%

�9

SECT

ION

ON

E-

SALA

RYIN

FOR

MAT

ION

SECT

ION

TW

O-

IND

UST

RYB

ENEF

ITS

SECT

ION

TH

REE

-IN

DU

STRY

EM

PLO

YMEN

TSE

CTIO

N F

OU

R -

ECO

NO

MIC

OU

TLO

OK

INDUSTRY EMPLOYMENTDIVERSITY & MOVEMENT OF WORKFORCE

MOVEMENT OF THE WORKFORCE

Diversity of staff

Age Bracket


Diversity of staff

0 20 40 60 80 100

0

20

40

60

80

100

0

20

40

60

80

100

0

10

20

30

40

50

Diversity of staff

Age Bracket


Diversity of staff

0 20 40 60 80 100

0

20

40

60

80

100

0

20

40

60

80

100

0

10

20

30

40

50

�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%

Aus

tral

asia

Asi

a

Afr

ica

Euro

pe CIS

Mid

dle

East

Nor

thA

mer

ica

Sout

hA

mer

ica

Aus

tral

asia

Asi

a

Afr

ica

Euro

pe CIS

Mid

dle

East

Nor

thA

mer

ica

Sout

hA

mer

ica

IMPORTED WORKFORCE VERSUS LOCAL WORKFORCE

WORKING OVERSEAS VERSUS WORKING IN HOME COUNTRY

Importedlabour

Locallabour

Workingoverseas

Workinginhomecountry

Since the bottom of the recession in 2009 the number of people working overseas in oil and gas has been steadily increasing. This is consistent with employers having to search further afield to find the skills they require. However, there is still some way to go before the levels rise to those achieved in mid 2009 of over 45 per cent.

Last year we reported a quick exit from the downturn in Australia, and a corresponding sharp increase in the number of overseas candidates that came into the market to work on the country’s burgeoning LNG projects. This trend has continued with overseas workers now making up over 53 per cent of the market. Europe was the only other region to follow this trend as many of 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 Africa, CIS and South America. In general this was accompanied by a reduction in age and experience as much of this recruitment was taking place with those at the entry level.

The graphs below represent the movement of candidates and how specific region’s nationals are working locally or overseas. So where we have seen the number of imports rise within the busy Australian market, we have also seen a great number of nationals returning home to take advantage of the high salaries. This was going against the trend elsewhere that saw a general drift overseas in search of better remuneration.


YEARS OF ExPERIENCE

INDUSTRY EMPLOYMENTExPERIENCE AND TENURE

Years of experience

Construction/instrallation geoscience

Time in current role 2011

0 20 40 60 80 100

0 20 40 60 80 100

0 20 40 60 80 100

0 20 40 60 80 100

0

5

10

15

20

25

FOR SPECIFIC DISCIPLINE AREAS

0-4years

�-9years

�0-�9years

20+years

Years of experience



0 20 40 60 80 100

0 20 40 60 80 100

0 20 40 60 80 100

0 20 40 60 80 100

0

5

10

15

20

25

36.3% 22.2% 20.9% 20.6%

Within last year’s survey we reported a sharp decrease in those with less than four years experience in the industry. This was consistent with a drop in recruitment for those with little or no experience and was reflective of the fact the industry was recovering from the recession of previous years. In 2012, the pool of available talent has diminished significantly and this has led many companies to employ new talent and seek to retrain.

As a result, the percentage of those with less than four years experience has grown from 20 per cent of the total workforce to just over 36 per cent. It is worth noting that in 2010 the figure was over 40 per cent when the market was arguably at its peak so we still have a small way to go before we hit that mark.

The picture becomes more pronounced when broken down by job function, with Geo-science and Subsea/Pipelines showing little change from last year, and in some cases edging up slightly in terms of 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 attracted the most newcomers. In our experience this is where most skills can be transferred into oil and gas from other industries.

Construction/Installation

Projectcontrols

Geoscience

Subsea/Pipelines

0 20 40 60 80 �00

OIL & GAS INDUSTRY

2�

SECT

ION

ON

E-

SALA

RYIN

FOR

MAT

ION

SECT

ION

TW

O-

IND

UST

RYB

ENEF

ITS

SECT

ION

TH

REE

-IN

DU

STRY

EM

PLO

YMEN

TSE

CTIO

N F

OU

R -

ECO

NO

MIC

OU

TLO

OK

TIME IN CURRENT ROLE

INDUSTRY EMPLOYMENTExPERIENCE AND TENURE

Tracking last year’s figures, tenure has remained static with just over 25 per cent of respondents possessing less than one year’s experience in their current role. Again this indicates a busy market with a great deal of hiring activity taking place.

Years of experience



0 20 40 60 80 100

0 20 40 60 80 100

0 20 40 60 80 100

0 20 40 60 80 100

0

5

10

15

20

25

Years of experience



0 20 40 60 80 100

0 20 40 60 80 100

0 20 40 60 80 100

0 20 40 60 80 100

0

5

10

15

20

25

Years of experience



0 20 40 60 80 100

0 20 40 60 80 100

0 20 40 60 80 100

0 20 40 60 80 100

0

5

10

15

20

25SOURCE OF NEW EMPLOYMENT

Lessthan�year

�-2years

3-�years

6-�0years

Morethan�0years

2012

2011

26% 2�% 28.7% �2% 8.3%

24.7% 23.8% 3�.�% ��% 9%

New

spap

er

Com

pany

web

site

Onl

ine

job

boar

d

Wor

dof

mou

th

Hea

dhu

nted

Age

ncy

Inte

rnal

Mov

e

Oth

er

8.�% �3% ��.�% 2�.3% �3.6% �3.6% 8.3% 6.6%


INDUSTRY EMPLOYMENTEMPLOYMENT MIx

Aside from the equipment manufacturers, the year saw a sharp rise in permanent staff as a percentage of the overall workforce. This trend continued year-on-year as companies sought to build up their core skills in a buoyant market. The increase in permanent staff was in some cases at the expense of temporary staff. However it should be noted that this does not signify a drop in contractor numbers, only a reduction in their share of the total employed.

Contracting companies and consultancies appear to have been most bullish, making a strong rebound on the back of a buoyant project market. Correspondingly there was less of a fall in the use of temporary contractors within these employers as they coped with extra workload.

Equipment manufacturers have reduced overall staffing levels and may be feeling the effects of the recent economic turmoil somewhat earlier in the project cycle than other companies.

Should this trend flow through to other parts of the industry, we would expect the use of contractors to rise in response to uncertainty around the general economy.

EMPLOYMENT MIx BY COMPANY TYPE

GLOBAL SUPER MAJOR OPERATORS

Global Super Major Operators

EPCM Equipment man.

Oil Field Services Consultancy

Contractor

0 20 40 60 80 100 120


EPCM Equipment man.


Contractor

0 20 40 60 80 100 120

0 20 40 60 80 �00

Permanent

Permanent/part-time

Contracteddirect

Contractedthroughagency

PERCENTAGE CHANGE FROM 2011 TO 2012

GlobalSuperMajor

Operators

EPCM

Equipmentmanufacturers&Suppliers

OilFieldServices

Consultancy

Contractors

7.�%

0.7%

-3.3%

-4.9%

�.2%

0.2%

-0.2%

-�.2%

23

SECT

ION

ON

E-

SALA

RYIN

FOR

MAT

ION

SECT

ION

TW

O-

IND

UST

RYB

ENEF

ITS

SECT

ION

TH

REE

-IN

DU

STRY

EM

PLO

YMEN

TSE

CTIO

N F

OU

R -

ECO

NO

MIC

OU

TLO

OK

INDUSTRY EMPLOYMENTEMPLOYMENT MIx

“the year saw a sharp rise in permanent staff as a percentage of the overall workforce”


EPCM Equipment man.


Contractor

0 20 40 60 80 100 120


EPCM Equipment man.


Contractor

0 20 40 60 80 100 120


EPCM Equipment man.


Contractor

0 20 40 60 80 100 120

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.�%


SECTION FOURECONOMIC OUTLOOKItwasagoodyearfortheOil&Gasindustrywithconfidencebeingledbyarobustoilprice.

2�

SECT

ION

ON

E-

SALA

RYIN

FOR

MAT

ION

SECT

ION

TW

O-

IND

UST

RYB

ENEF

ITS

SECT

ION

TH

REE

-IN

DU

STRY

EM

PLO

YMEN

TSE

CTIO

N F

OU

R -

ECO

NO

MIC

OU

TLO

OK

As the market continued to heat up so did the concern for skill shortages. This has grown as a percentage of the overall sample from 28 per cent to over 30 per cent and now represents the largest concern of those in the industry.

0 20 40 60 80 100

0 20 40 60 80 100

0 20 40 60 80 100

0

5

10

15

20

25

Skillsshortages

Economicinstability

Environmentalconcerns

Safetyregulations

Immigration/overseasvisaprogram

Other

Security/safetycausedbysocialunrest

30.6%

29%

�3.3%

�0.�%

7.�%

8.3%

�.6%

EMPLOYER’S CONCERNS IN THE CURRENT EMPLOYMENT MARKET


ECONOMIC OUTLOOKINDUSTRY OUTLOOK

Employer’s confidence in the current employment market has seen a large increase in comparison to last year’s results, with the ‘very positive’ share up to 26.7 per cent from last year’s 9.7 per cent.

Whilst the majority of regions were experiencing solid growth this time last year, the Gulf of Mexico and the North Sea markets were still shaking off the effects of the recession, which consequently weighed down the overall average. Since the start of 2011, those markets came on line from a hiring perspective and this removed any negative sentiment in the market. A huge 73.5 per cent of the market is either positive or very positive. (Again it is worth noting that data was taken in the 3rd quarter of 2011, before the market experienced any negative sentiment.)

With regards to where individuals believe their operational focus will be in 2012, the Middle East again leads the way, although the percentage is down slightly in comparison to last year’s figures. A number of other regions followed 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 Gulf of Mexico and the North Sea.

0 20 40 60 80 100

0 20 40 60 80 100

0 20 40 60 80 100

0

5

10

15

20

25

EMPLOYER’S CONFIDENCE IN THE CURRENT EMPLOYMENT MARKET

EMPLOYER’S GEOGRAPHICAL FOCUS OVER NExT 12 MONTHS OUTSIDE OF THEIR OWN REGIONAL AREA

Extremelypositive

Positive

Neutral

Negative

2012

2011

26%

24.7%

Cen

tral

Asi

a

East

Asi

a

Aus

tral

asia

Mid

dle

East

Nor

thA

mer

ica

Sout

hA

mer

ica

Afr

ica

�0.7%

0 20 40 60 80 100

0 20 40 60 80 100

0 20 40 60 80 100

0

5

10

15

20

25

0 20 40 60 80 100

0 20 40 60 80 100

0 20 40 60 80 100

0

5

10

15

20

25

26.7% �.7%46.8% 20.8%

9.7% 4�.�% 33.4% ��.8%

��.7% �0% 7.�% �0.2% 20.8% 8% 8% �3.�%

East

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UK

and

Nor

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27

SECT

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ON

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SECT

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TW

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NO

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OK

EMPLOYER’S CONCERNS IN THE CURRENT EMPLOYMENT MARKET

ECONOMIC OUTLOOKMOST SIGNIFICANT ISSUES

As the market continued to heat up so did the concern for skill shortages. This has grown as a percentage of the overall sample from 28 per cent to over 30 per cent and now represents the largest concern of those in the industry. This is being felt most acutely in Australia and South America, the two hotspots in the world where local resources are most stretched. North America and Europe are following 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 of lesser concern.

Moving the other way and slowly diminishing from people’s focus is environmental and safety concerns. We can only assume, as time passes by so does the memory of the oil spill in the Gulf, and the issues surrounding the cause of that event attract less attention.

This year we have included a new response which we have sought to gain an insight into, namely social unrest. As expected, we saw spikes in concern in both Africa and the Middle East. A comparison of data on this issue will make for interesting reading in subsequent years.

0 20 40 60 80 100

0 20 40 60 80 100

0 20 40 60 80 100

0

5

10

15

20

25

All

Africa

Asia

Australasia

CIS

Europe

MiddleEast

NorthAmerica

SouthAmerica

0 20 40 60 80 �00

Skillsshortages

Economicinstability

Environmentalconcerns

Safetyregulations

Immigration/overseasvisaprogram

Other

Security/safetycausedbysocialunrest


COUNTRIES WORLDWIDE 32

OFFICES WORLDWIDE 257

CONSULTANTS WORLDWIDE 7,620PERMANENT CANDIDATES PLACED LAST YEAR 60,000

ABOUT HAYS

PEOPLE PLACED INTO TEMPORARY ASSIGNMENTS LAST YEAR

190,000We are leading global experts in qualified, professional and skilled recruitment. Last year our experts placed around 60,000 candidates into permanent jobs and around 190,000 people into temporary assignments.

We employ 7,620 staff operating from 257 offices in 32 countries across 20 specialisms. We have market-leading positions in the UK, Asia Pacific, Continental Europe and Latin America.

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United Arab EmiratesDubaiT: +971 4311 7175E: [email protected]

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