Copyright ©2001-2012 NExT. All rights reserved Accelerating Petro-Technical Learning in the E&P Industry David R. Humphrey P.E. Director of Curriculum

Copyright ©2001-2012 NExT. All rights reserved

Accelerating Petro-Technical Learningin the E&P Industry

David R. Humphrey P.E.Director of Curriculum – Well ConstructionNExT

Henry EdmundsonDirector Petro-Technical Expertise, SchlumbergerChairman, NExT Client Advisory Board


Do You Recognize the Symptoms?

– Geoscientists and engineers retiring in next 5 years– Attrition of your high tech and most capable staff– Slow adoption of latest technology and software despite

frequent training– Engineers who know how to push buttons but do not understand

the concepts– Gap between skill needs and workforce capabilities is growing– Employees were not trained during hard times and are

struggling to catch up


Exciting and Challenging Times!

Exciting!– High oil prices– New technologies– New frontiers

Challenges & Opportunities!– Unconventional reservoirs– Enhanced Oil Recovery– Deep water– Post-Macondo regulations– “Big Crew Change”

“… “big crew change” is taking place now…”

“… 25% of PTP… will retire in the next 5 years…”

“…autonomous PTPs will decrease by 6% or 5,000…” (by 2014)

“…technical talent has become a true strategic enabler for delivering production and future growth.”

Source: 2011 SBC O&G HR Benchmark, and SBC, Technical Talent Shortage Could Begin to Limit Growth. JPT, June 2011.

Petro-Technical Professionals (PTPs) per Age Bracket for a Typical Western Independent (%)


Percentage of SPE Members by Age(not incl. Student Membership)

0%

5%

10%

15%

20%

25%

20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65+

199720002003200620092010


Percentage of SPE Members by Age – The Gap(not incl. Student Membership)

0%

5%

10%

15%

20%

25%

20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65+

2010


The Demographic Crisis in a Nutshell

Lack of experienced petro-technical professionals (PTP) in mid-career age range

Need to accelerate development of early-career PTP’s to fill this gap

Need to develop all PTP’s in new technology used to find and produce the “tough” oil and gas

Need to recruit, develop, motivate and retain PTP’s in the context of a frenzied market


Golden Rules for Accelerated Development



■ Blended learning combines many types of learning activities, especially on-the-job

Instructor-led Classroom Learning

Social networking: in the class-room

Self-Study

Learning by Doing (On the Job)




■ No compromise on quality: there is no substitute for top instruction and materials

Editorial and graphical quality of training material

Quality of instruction, generally the instructor Need for technical content and instructor to be up-to-date on current

technology and practice





■ Mentoring/Coaching relationships are key for providing context and support during learning

Finding senior professionals to mentor

Managing the mentor-mentee relationship

Defining the mentoring role and objectives






■ Competency management is indispensible for measuring individual development and identifying competency gaps






■ Competency management is indispensible for measuring individual development and identifying competency gaps

■ Customized learning programs are essential to fit each company’s culture, strategy and E&P objectives


Drilling Engineering:Competence 1Competence 2Competence 3etc.

1 2 3 4Employee

CompetencyAssessment

Proficiency

Com

pete

ncy

Mod

elJob Description• • •

• •

RequiredCompetencies

Competency Management

Drilling Engineering:Competence 1Competence 2Competence 3etc.

1 2 3 4

Gaps

Competency Gaps:• Individual Individual training plan• Team Staffing aid

Proficiency


NExT Framework

Oil and Gas Courses

Technical

Software

Competency Management &

Technology Mastery

Competency Assessment

Development Planning and

Implementation

Competency Verification

Training Programs

Blended Training Programs

Software Certification

Masters Degree Programs


Challenge Exploration activity expansion Shortage of trained PTP’s Accelerate development of

– New Hires (20 GG&E)– Mid-Career (20 GG&E)

NExT Solution Framework for accelerated blended training Functional competency assessment and skill

gap analysis Two (2) Training Programs:

Program 1: Fresh Graduates (Under Development-UD) (3 Yrs)

• Sub-Surface (5 G&G, 7 PE)• Surface Facilities (3 ME, 2 EE, 1 Process, 2 Instr.)Aim: Semi Autonomous ProfessionalsStatus: Year 1 & 2 Completed, third year about to start

2nd group proposed for 2012

Year 1

•Build Foundation of Core Competencies

•Courses – Self learning and field visit

Year 2

•Strengthen core competencies in primary discipline

•Advance courses, mentoring, OJT Projects

Year 3

•Complete process of achieving skilled proficiency

•Structured mentoring, OJT and Project Assignments

Case Study:Joint NOC Training Programs


Program 2: Mid Career (1 Yr)

• Geology and Res. Engineering (5 G&G, 7 PE)Aim: Full Field Development PlanStatus: Started April 2011

Training Model– Competency gap analysis and identification of individual

development needs – Blended: theoretical, software, and practical courses

On-The-Job training, workshops, field trips, projects, mentoring sessions, project management training, evaluations, and certifications

ResultsProgram 1

Proficiency level of core competencies:– Subsurface: at 90% proficiency level

(from initial 55%)– Surface: at 120% proficiency level (from

initial 50%)

Year 1A

•Preliminary courses; Integrated -project based program; Additional Individual Courses

Year 1B

•Assigned to projects in consultation with the mentors and management

Case Study:Joint NOC Training Programs (2)


Learning Elements

Classes

Workshops

On-The-Job Training/Projects

Mentoring

Incremental Evaluation

Presentation and Certification

Organization Needs Determination

•Determine Scope of Program

Phase I

Start-up

• Identify Technical Competencies

•Develop Matrices (Roles, Skills, etc.)

•Develop individual learning roadmaps

•Finalize criteria for success

Phase II

Phase III

Foundation Working Mastery

Phase IV Refine program and expand

Learning Sequence

Technology Mastery Program

Technology Mastery Process Overview


Thank you

Documents

Copyright ©2001-2012 NExT. All rights reserved Accelerating Petro-Technical Learning in the E&P Industry David R. Humphrey P.E. Director of Curriculum