Pipeline Industry Training Needs Survey Analysis - Portage ... · Specifically, this analysis addresses respondents’ perceptions of the industry’s training capacity and needs,

In the following report, Hanover Research analyzes the results of a survey administered to

individuals familiar with the training needs of Alberta’s oil and gas pipeline industry.

Specifically, this analysis addresses respondents’ perceptions of the industry’s training

capacity and needs, the existing and upcoming workforce demand, and potential skills gaps

in the province.

Pipeline Industry Training Needs Survey Analysis

Prepared for Portage College and its partners – Alberta Innovation and Advanced Education,

Alberta Innovates, Northern Alberta Development Council

November 2014

Hanover Research | November 2014

© 2014 Hanover Research | Academy Administration Practice 2

TABLE OF CONTENTS

Executive Summary and Key Findings ................................................................................ 3

INTRODUCTION ........................................................................................................................... 3

KEY FINDINGS ............................................................................................................................. 3

Interest in the Pipeline Processing Loop ........................................................................... 3

Training Needs and Existing Training ................................................................................. 4

Hiring Needs and Challenges ............................................................................................. 4

Section I: Training Needs .................................................................................................... 6

TRAINING AREAS ......................................................................................................................... 6

INTEREST IN PIPELINE PROCESSING LOOP ........................................................................................ 10

Section II: Existing Training .............................................................................................. 13

COMPANY‐PROVIDED TRAINING ................................................................................................... 13

Section III: Hiring Needs and Challenges........................................................................... 15

HIRING NEEDS .......................................................................................................................... 15

HIRING CHALLENGES .................................................................................................................. 18

CORE COMPETENCIES AND SKILL GAPS ........................................................................................... 21

Section IV: Respondent and Company Information .......................................................... 24

Appendix I: Description of Pipeline Processing Loop in the Survey Instrument ................. 27

INTRODUCTION ......................................................................................................................... 27

CURRENT OFFERINGS ................................................................................................................. 27

Appendix II: Program Structure and Content .................................................................... 28



EXECUTIVE SUMMARY AND KEY FINDINGS

INTRODUCTION

In this report, Hanover Research analyzes the results of a survey administered to individuals familiar with the training and hiring needs of Alberta’s oil and gas pipeline industry. Specifically, this analysis addresses respondents’ perceptions of the industry’s training capacity and needs, the existing and upcoming workforce demand, and potential skills gaps in the province. This survey was distributed online in September 2014.1 The survey received a total of 172 complete and partial responses from individuals currently working within the oil or gas industry in Alberta who indicated familiarity with their company’s training needs. The language used to describe the Pipeline Processing Loop in the survey instrument is included as Appendix I of this report. A data supplement to this report provides aggregate results for all questions and cross‐tabulated data for key respondent sub‐groups, as well as all open‐ended responses.

KEY FINDINGS

INTEREST IN THE PIPELINE PROCESSING LOOP

Over 80 percent of respondents indicate that they would send or are undecided about sending current employees to training programs in spill and leak detection and response at the Pipeline Processing Loop. Additionally, nearly 40 percent of respondents that reported no interest in the Pipeline Processing Loop also suggest that their company would offer some form of support for employees to attend training. This suggests that a greater proportion of respondents would utilize the Pipeline Processing Loop if services were well‐aligned to their needs.

Approximately 80 percent of respondents that reported they would or may send employees to the Pipeline Processing Loop indicate that they would offer some form of support to these employees. Two‐thirds of these respondents note that they would allow time to attend training, while 58 percent would offer reimbursement of travel expenses and 52 percent would offer some fee remission.

1 Hanover Research administered this survey using two distribution methods. First, Hanover Research collaborated

with Alberta Energy to coordinate distribution of the survey to member companies of the relevant professional associations, including CEPA (Canadian Energy Pipeline Association), CAPP (Canadian Association of Petroleum Producers), PLCAC (Pipe Line Contractors Association of Canada), and EPAC (Explorers and Producers Association of Canada), as well as relevant companies not affiliated with any of the above associations. Second, Hanover Research contracted with an independent panel company to access additional respondents meeting the qualification criteria for the survey.



TRAINING NEEDS AND EXISTING TRAINING

Approximately three‐quarters of respondents feel that process operator training and contaminant recovery training are at least somewhat important training topics for their company’s workforce. A majority of respondents feel that eight of the nine proposed training topics included in this survey are at least somewhat important to their company, with “living in a work camp” considered the least important training consideration.

Survey results indicate that pipeline inspection and monitoring may be the most effective certification program to improve pipeline reliability and reduce pipeline incidents. Respondents also note that general/practical pipeline systems and operations as well as pipeline safety certifications would likely contribute to improved reliability.

Nearly one‐quarter of respondents indicate that their company does not currently offer training in pipeline safety and leak response and recovery. Among respondents whose companies offer training, a combination of active simulations and media is the most common delivery mode, followed by media only.

Companies that provide in‐house training report significant challenges in most areas. At least one‐half of all respondents indicated that in‐house training was very challenging or somewhat challenging in all but one of the included topics, with “power engineering steam‐fitting and pipe‐fitting,” “process operator training,” and “controlled release training from control room” typically seen as the most challenging or time‐consuming in‐house training areas.

HIRING NEEDS AND CHALLENGES

Respondents’ short‐term hiring needs primarily relate to the further construction and development of oil and gas pipelines. Over 60 percent of respondents report that their company will likely hire at least ten pipeline construction workers and on‐the‐pipeline welders in the next two years.

Respondents’ long‐term hiring needs will likely be driven by the continued operation and maintenance of existing oil and gas pipelines. At least 35 percent of respondents note that they expect their company’s workforce needs for pipeline operations and maintenance technicians, heavy equipment operators, and pipeline inspectors to increase in the next five to ten years.

More than two‐thirds of respondents note that their company has experienced difficulty hiring qualified candidates for at least one of the nine pipeline‐related positions included in this survey. Respondents were most likely to report challenges hiring pipeline engineers (24 percent), pipeline inspectors (22 percent), and pipeline operations and maintenance technicians (22 percent).



Relevant work experience is highly desired for most pipeline‐related positions included in this survey. However, other highly‐valued competencies include: knowledge of safety protocols (heavy equipment operators), reliability and dependability (pipeline construction workers), certification and training (pipeline inspectors, on‐the‐pipe welders, and steamfitters/pipefitters), and technical knowledge (environmental assessors and pipeline inspectors).



SECTION I: TRAINING NEEDS This section discusses respondents’ perceptions of training needs, general interest in the Pipeline Processing Loop, and the potential for companies to support employees in external training sessions.

TRAINING AREAS

Approximately three‐quarters of respondents feel that process operator training and contaminant recovery training are at least somewhat important training topics for their company’s workforce (Figure 1.1). Over 70 percent of respondents also indicate that controlled release training for entry‐level positions, controlled release training from the control room, and training about the control’s room function were at least somewhat important training areas.

o Respondents that indicated they would or may send employees to the Pipeline Processing Loop were substantially more likely to indicate that training was at least somewhat important compared respondents who reported that they will not utilize the Processing Loop (see Data Supplement).

Pipeline inspection and monitoring is the most commonly mentioned certification program that respondents believe may improve pipeline reliability and reduce pipeline incidents (Figure 1.2). Respondents also note that general/practical pipeline systems and operations as well as pipeline safety certifications would likely contribute to improved reliability.

Respondents believe that technical safety measures and protocols are likely the most critical area for reducing pipeline incidents including leaks and spills (Figure 1.3). Additionally, a substantial number of respondents indicate that knowledge of and compliance with regulations as well as inspections and maintenance would significantly contribute to decreasing the number of pipeline incidents.

When asked what other topics a comprehensive pipeline industry training or certification program should cover, a plurality of respondents indicate health and safety training and awareness (Figure 1.4). A number of respondents also indicate that industry‐specific skills and basic pipeline operation theory and practice should be covered in comprehensive training programs.



Figure 1.1: How important to your company's workforce are each of the proposed training topics?

Note: The reported figures exclude all “N/A” responses. Consult the Data Supplement for a full record of responses.

12%

34%

34%

30%

38%

38%

42%

38%

42%

33%

29%

30%

33%

33%

33%

31%

36%

32%

27%

15%

13%

18%

16%

14%

13%

12%

11%

20%

8%

10%

10%

3%

4%

6%

5%

8%

7%

14%

14%

9%

10%

10%

8%

10%

8%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Living in a work camp (N=99)

In‐field welding training (N=92)

Heavy equipment operatortraining (N=101)

Power engineering steam‐fitting and pipe‐fitting (N=102)

Training about the controlroom's functions (N=100)

Controlled release trainingfrom the control room (N=99)

Controlled release training forentry‐level position (N=108)

Contaminant recovery training(N=103)

Process operator training(N=104)

Very important Somewhat important Neither important nor unimportant Somewhat unimportant Very unimportant



Figure 1.2: Please provide five areas where you believe certification programs for individuals in the areas of pipeline safety (construction, operations, inspection, integrity management, and supervisors) would improve pipeline reliability and reduce pipeline

incidents. (Open Response)2

N = 66 Note: Figures indicate the number of responses related to each of the safety training areas. This figure excludes all training areas receiving fewer than five mentions.

2 This question was included in the survey at the request of Alberta Energy.

13

13

14

15

18

20

24

31

41

48

0 10 20 30 40 50 60

Hazardous materials.

Soft skills.

Integrity management.

Pipeline maintenance.

Pipeline regulations andcompliance.

Pipeline leadership andmanagement.

Pipeline construction.

Pipeline safety.

General / practical pipelinesystems and operations.

Pipeline inspection and monitoring.



Figure 1.3: Based on your expertise in the pipeline industry, what would you consider the five most critical areas where properly trained pipeline employees can reduce the rate of

pipeline incidents including leaks and spills? (Open Response)3

N = 82 Note: Figures indicate the number of responses related to each of the safety training areas. This figure excludes all areas receiving fewer than five mentions.

Figure 1.4: Please describe any additional topics that a comprehensive

pipeline industry program should cover (Open Response)

RESPONSE NUMBER OF

RESPONDENTS

Health and safety training and awareness. 7

Industry‐specific skills. 5

Basic pipeline operation theory and practice. 4

AER and environmental regulations. 3

Pipeline integrity and maintenance. 3

None 5

N = 38 Note: This table excludes eleven additional topics that received only one mention in survey responses.


10

10

17

36

36

46

50

61

0 10 20 30 40 50 60 70

Experience.

Pipeline integrity management.

Technical Knowledge.

Awareness, Alertness,Common Sense.

Mentorship Programs / Training.

Inspections and Maintenance.

Knowledge of and compliancewith regulations.

Technical Safety Measures/Protocols.



INTEREST IN PIPELINE PROCESSING LOOP

Over 80 percent of respondents indicate that they will send or are undecided about sending employees to the Pipeline Processing Loop for spill and leak detection training. Only 17 percent of respondents definitively indicate that they would not utilize the Pipeline Processing Loop for training in these areas (Figure 1.5).

o However, approximately 40 percent of respondents that indicated that they would not utilize the Pipeline Processing Loop for spill and leak detection training also said they would offer some form of support for employees to attend training (see Data Supplement). This suggests that a greater proportion of respondents would utilize the Pipeline Processing Loop if services were well‐aligned to their needs.

Approximately 80 percent of respondents that reported they would or may send employees to the Pipeline Processing Loop indicate that they would offer some form of support to these employees (see Data Supplement). Two‐thirds of these respondents indicate they would allow time to attend training, while 58 percent would offer reimbursement of travel expenses and 52 percent would offer some fee remission.

o Approximately 60 percent of respondents indicate that they would provide some form of support for employees training at the Pipeline Processing Loop (Figure 1.7). The most common form of support is in time allowed to attend training (46 percent), followed by reimbursement of travel expenses (40 percent) and fee remission (37 percent).

When asked to describe the structure and content of an effective third‐party training program, a plurality of respondents suggest a combination of classroom theory and practical field experience (Appendix II). Other common suggestions include accreditation by relevant provincial and industry organizations and part‐time programs that can be completed while working.



Figure 1.5: Would your company be interested in sending current employees to training sessions at the Pipeline Processing Loop to receive boots‐on‐the‐ground training in

pipeline spill/leak detection and response?

N = 104 Note: Figures exclude 19 respondents that indicated that pipeline spill and leak detection were not applicable their company. Consult the Data Supplement for a full record of responses.

Figure 1.6: Please describe why your company would not be interested in sending current

employees to training sessions at the Pipeline Processing Loop (Open‐Response)

N = 8 Note: Figures exclude one response that was not relevant to the survey goals. Consult the Data Supplement for a full record of responses.

17%

19%

50%

13%

0% 10% 20% 30% 40% 50% 60%

No

Don't Know

Maybe

Yes

1

1

5

0 3 6

Training is too expensive.

Turn‐over is so high that it is not worth investing in training.

Our current in‐house trainingis sufficient.



Figure 1.7: Would you company be willing to provide any of the following to current employees for training offered by the Pipeline Processing Loop? (Select all that apply)


1%

16%

25%

37%

40%

46%

0% 10% 20% 30% 40% 50%

Other

No, we would not offerany of the above

Don't Know

Some fee remission

Reimbursement oftravel expenses

Some time to attendtraining



SECTION II: EXISTING TRAINING This section discusses the types of training currently offered by respondents’ companies and challenges associated with company‐provided training.

COMPANY‐PROVIDED TRAINING

Nearly one‐quarter of respondents note that their company does not currently offer training in pipeline safety and leak response and recovery (Figure 2.1). Among respondents whose companies offer training, a combination of active simulations and media is the most common delivery mode (33 percent), followed by media only (22 percent).

Companies that provide in‐house training report significant challenges in most areas (Figure 2.2). At least one‐half of all respondents indicate that in‐house training is very challenging or somewhat challenging in all but one of the included topics, with “power engineering steam‐fitting and pipe‐fitting,” “process operator training,” and “controlled release training from control room” typically seen as the most challenging or time‐consuming training areas.

o Overall, Executive Officers, Vice‐Presidents, and Directors are somewhat more likely to report that training in these areas is challenging compared to Managers and Supervisors (see Data Supplement).

Figure 2.1: Does your company offer training in pipeline safety and spill/leak response and

recovery?


3%

22%

20%

22%

33%

0% 5% 10% 15% 20% 25% 30% 35%

Don't know

No

Yes, using activesimulations

Yes, using media(textbooks, videos)

Yes, using both activesimulations and media



Figure 2.2: How challenging or time‐intensive is it for your company to offer training in‐house in the topics covered by the proposed training program?

Note: The figures exclude all respondents that responded “We do not offer this training.” Consult the Data Supplement for a full record of responses.

20%

20%

29%

18%

24%

22%

23%

23%

25%

28%

48%

39%

50%

47%

49%

49%

51%

54%

30%

24%

18%

18%

19%

24%

19%

20%

11%

22%

9%

14%

13%

10%

5%

9%

6%

10%

0% 20% 40% 60% 80% 100%

Living in a work camp(N=60)

Controlled release training,entry‐level (N=82)

In‐field welding (N=66)

Training about the controlroom's functions (N=76)

Heavy equipment operatortraining (N=68)

Contaminant recovery(N=83)

Controlled release trainingfrom control room (N=74)

Process operator training(N=83)

Power engineering steam‐fitting & pipe‐fitting (N=71)

Very challenging Somewhat challenging Not very challenging Not at all challenging



SECTION III: HIRING NEEDS AND CHALLENGES This section discusses respondents’ workforce needs and challenges associated with finding qualified employees for various pipeline positions. This section includes a description of respondents’ immediate, short‐, and long‐term hiring needs, as well as core competencies and skill gaps in Alberta’s pipeline labour force.

HIRING NEEDS

Approximately one‐half of all respondents report that their company currently employs or will employ pipeline inspectors, pipeline engineers, as well as pipeline operations/maintenance technicians within the next two years (Figure 3.1 and Figure 3.2). In addition, over 20 percent of respondents indicate that their company employs or will employ one or more of the nine pipeline‐related positions included in the survey instrument.

In the short term, respondents anticipate the most hiring to occur in positions related to pipeline construction, including pipeline construction workers and on‐the‐pipeline welders (Figure 3.3). Respondents were least likely to indicate that they would be hiring a large number of pipeline construction foremen and environmental assessors/technicians within the next year.

Respondents indicate that their long‐term hiring needs will be driven by pipeline operations, including pipeline operations and maintenance technicians, heavy equipment operators, and pipeline inspectors (Figure 3.4). These long‐term hiring needs are likely the most critical consideration in the development of future training and certification activities.



Figure 3.1: Which pipeline‐related positions or capacities does your company currently employ or plan to employ in the near future (1‐2 years from now)? (Select all that apply)

Figure 3.2: Other Positions or Capacities Needed in the Near Future

Position or Capacity Number of Respondents

Operators 6

Transportation 5

Health and Safety 4

Consultants and Contractors 3

Maintenance 3

Technologists 3

Quality Control and Assurance 2

None 4

N = 42 Note: This table excludes 12 additional positions that received only one mention in survey responses.

19%

23%

24%

31%

35%

39%

41%

49%

51%

52%

0% 10% 20% 30% 40% 50% 60%

Other (N=31)

Steamfitters/pipefitters (N=39)

On‐the‐pipeline welders (N=40)

Heavy equipment operators (N=51)

Pipeline construction workers (N=58)

Environmental assessors/technicians (N=64)

Pipeline construction foremen (N=68)

Pipeline operations/maintenance technicians(N=82)

Pipeline engineers (N=85)

Pipeline inspectors (N=87)



Figure 3.3: In the short term (i.e., next year), how many employees in each role does your company plan to hire?

7%

5%

5%

7%

7%

12%

6%

12%

22%

5%

16%

5%

7%

7%

4%

12%

20%

30%

10%

19%

11%

24%

20%

26%

31%

39%

32%

27%

90%

70%

68%

67%

66%

60%

54%

42%

36%

22%

0% 20% 40% 60% 80% 100%

Other (N=30)

Pipeline constructionforemen (N=43)

Pipeline inspectors (N=57)


Pipeline engineers (N=56)

Pipeline operations/ maintenancetechnicians (N=58)

Steamfitters/ pipefitters (N=26)

Heavy equipmentoperators (N=33)

On‐the‐pipelinewelders (N=25)

Pipeline constructionworkers (N=37)

Over 50 Between 30 and 50 Between 10 and 30 Up to 10



Figure 3.4: Thinking forward 5 to 10 years, how do you anticipate your company's hiring needs changing, compared to present day, for each of these positions?

HIRING CHALLENGES

More than two‐thirds of respondents note that their company has experienced difficulty hiring qualified candidates for at least one of the nine pipeline‐related positions included in this survey (Figure 3.5). Respondents were most likely to report challenges hiring pipeline engineers (24 percent), pipeline inspectors (22 percent), and pipeline operations and maintenance technicians (22 percent).

Among respondents who report difficulty hiring for one or more pipeline‐related positions, the most common sources of difficulty are lack of work experience and lack of practical knowledge (Figure 3.6). Additionally, numerous respondents note that the current pipeline industry is a very competitive labour market, and that few applicants have the requisite knowledge and skills to work effectively on an oil or gas pipeline (Figure 3.7).

6%

4%

5%

8%

7%

4%

9%

27%

17%

24%

26%

27%

28%

32%

33%

34%

29%

45%

59%

58%

50%

50%

44%

48%

41%

46%

50%

6%

13%

12%

13%

12%

14%

12%

11%

11%

5%

15%

7%

5%

4%

7%

4%

11%

6%

7%

0% 20% 40% 60% 80% 100%

Other (N=33)


Pipeline engineers(N=59)

Pipeline constructionworkers (N=38)

Steamfitters/ pipefitters (N=26)

Pipeline constructionforemen (N=43)

On‐the‐pipelinewelders (N=25)

Pipeline inspectors(N=61)

Heavy equipment operators(N=35)

Pipeline operations/maintenance techs (N=58)

Will Hire A Lot More Will Hire More Will Hire About the Same Will Hire Fewer Will Hire A Lot Fewer



Figure 3.5: Has your company found it challenging to find qualified candidates for these roles? Please select all that apply.

N = 13‐37

11%

32%

8%

10%

12%

12%

13%

14%

22%

22%

24%

0% 10% 20% 30% 40%

Other

No, it has not been challenging to findqualified candidates in these roles.

Steamfitters/pipefitters

On‐the‐pipeline welders

Heavy equipment operators

Environmental assessors/technicians

Pipeline construction workers

Pipeline construction foremen

Pipeline operations/ maintenancetechnicians

Pipeline inspectors

Pipeline engineers



Figure 3.6: Why has it been a challenge to hire qualified candidates in the above roles?

N = 14‐63

Figure 3.7: Please provide any additional comments you may have about the challenges of

hiring qualified candidates for the above position(s).

HIRING CHALLENGE NUMBER OF

RESPONDENTS

The current labour market is very competitive. 12

Few people have the right knowledge and skills. 8

Few people have the right experience. 4

Workers’ expectation for compensation is too high. 3

The current labour pool lacks the soft skills required to do the job. 2

Companies are not providing adequate training for employees. 2

None 6

N = 41 Note: This table excludes four additional challenges that received only one mention in survey responses.

12%

33%

21%

21%

22%

38%

40%

50%

52%

0% 10% 20% 30% 40% 50% 60%

Other

Too few applications overall

Lack ofinterpersonal/communication skills

Lack of knowledge of safetyregulations

Lack of theoretical knowledge

Lack of necessary credential(s)

Lack of technical skills

Lack of practical knowledge

Lack of work experience



CORE COMPETENCIES AND SKILL GAPS

Respondents were asked to identify the core competencies and skill gaps associated with the nine pipeline‐related positions included in this survey. Only respondents who indicated that their company employs professionals in the relevant occupations were asked to answer these questions.

Relevant work experience is highly desired for most pipeline‐related positions included in this survey (Figure 3.8). Certification and training appears to be highly‐valued for several pipeline‐related occupations, including pipeline inspectors and steamfitters/pipefitters. Knowledge and adherence to safety protocols was the most important competency identified for heavy equipment operators.

Experience is also identified as the most significant skill gap for the vast majority of the pipeline‐related positions included in this survey (Figure 3.9). Additional certification and training was also identified as a critical gap for pipeline inspectors as well as pipeline operations and maintenance technicians.



Figure 3.8: What competencies does your company value in your pipeline workforce? (Open Response)

POSITION RELIABILITY AND DEPENDABILITY

KNOWLEDGE OF

AND ADHERENCE TO SAFETY PROTOCOLS

CERTIFICATION AND TRAINING

EXPERIENCE TEAMWORK LEADERSHIP KNOWLEDGE OTHER

Environmental assessors/ natural resource technicians

(N = 35) 4 4 2 7 6 0 8 4

Heavy equipment operators (N = 33)

2 11 2 9 2 0 3 4

Pipeline construction foremen (N = 39)

0 9 3 12 1 4 7 3

Pipeline construction workers (N = 36)

13 8 6 7 0 0 0 2

Pipeline engineers (N = 56)

6 4 5 16 14 1 8 2

Pipeline inspectors (N = 54)

5 4 10 11 7 0 11 6

Pipeline operations and maintenance technicians

(N = 49) 5 6 6 13 7 0 6 6

On‐the‐pipeline welders (N = 25)

3 3 6 7 2 0 2 2

Steamfitters/pipefitters (N = 23)

2 1 6 5 4 0 3 2



Figure 3.9: Has your company noticed any gaps between the skills that employees in pipeline‐related positions currently possess and those that they should optimally possess in order to be successful in your company? (Open Response)

POSITION RELIABILITY

AND

DEPENDABILITY

KNOWLEDGE

OF SAFETY STANDARDS

CERTIFICATION AND TRAINING

EXPERIENCE TECHNICAL ABILITIES

LEADERSHIP KNOWLEDGE MISC. NONE

Environmental assessors/ natural resource technicians

(N = 25) 1 0 3 6 1 0 6 3 5

Heavy equipment operators (N = 20)

4 1 1 5 5 0 0 0 4

Pipeline construction foremen (N = 24)

1 0 1 4 2 9 2 5 0

Pipeline construction workers (N = 23)

7 2 2 8 0 0 1 3 0

Pipeline engineers (N = 32)

3 0 1 12 2 1 6 3 4

Pipeline inspectors (N = 28)

2 1 4 8 2 0 7 1 3

Pipeline operations and maintenance technicians

(N = 25) 3 0 5 6 3 0 3 2 3

On‐the‐pipeline welders (N = 12)

2 0 2 4 1 0 0 1 2

Steamfitters/pipefitters (N = 17)

1 0 1 7 2 0 1 2 3



SECTION IV: RESPONDENT AND COMPANY

INFORMATION This section discusses survey respondents’ level of involvement within the oil and gas pipeline industry. This section includes a discussion of respondents’ industry sector, job position, and familiarity with hiring and training needs.

More than one‐half of respondents report involvement in pipeline construction, pipeline maintenance, and pipeline operations (Figure 4.1). The least frequent areas of participation are heavy machinery operation/maintenance and manufacturing pipes and other materials for pipeline.

More than three‐quarters of respondents indicate that their company is involved in both the oil and gas industries (Figure 4.2). Sixteen percent report that their company is involved in only the oil industry, while 8 percent indicate involvement in only the gas industry.

Some knowledge of company training needs and practices was a requirement for participation in this survey. Sixty percent of survey respondents report that they are familiar with their company’s training needs for pipeline employees, while 40 percent report that they are somewhat familiar (Figure 4.3).

A majority of respondents indicate that they serve a managerial or executive function within their company (Figure 4.4).



Figure 4.1: Does your company participate in any of the following areas of the pipeline industry?

N = 172

Figure 4.2: Do you work for a company in the oil and gas industry? (N=172)

N = 172

0%

20%

13%

26%

36%

41%

52%

52%

54%

0% 10% 20% 30% 40% 50% 60%

No, my company is not involved in thepipeline industry

Other

Manufacturing pipes and other materialsfor pipeline

Heavy machinery operation or maintenance

Land reclamation/environmental regulation

Pipeline inspections

Pipeline operations

Pipeline maintenance

Pipeline construction

8%

16%

77%

0% 20% 40% 60% 80% 100%

Gas

Oil

Both Oil and Gas



Figure 4.3: Are you familiar with the training needs for pipeline employees at your company?

N = 172

Figure 4.4: Which title best describes your position in your company?

N=172

Figure 4.5: “Other” Job Titles (Open Response)

Position Title Number of Respondents

Engineer 7

Business Professional 5

Draftsperson 5

Operator 5

Safety Officer 5

Environmental Coordinator 2

Quality Control Manager 2

Technologist 2

Consultant 2

N = 41 Note: This table excludes six additional titles that received only one mention in survey responses.

40%

60%

0% 10% 20% 30% 40% 50% 60% 70%

Somewhat

Yes

26%

3%

17%

26%

12%

8%

9%

0% 5% 10% 15% 20% 25% 30%

Other

Human Resources Professional

Supervisor

Manager

Director, Division Head, DepartmentHead

Vice‐President

CEO, Executive Officer, President,Founder



APPENDIX I: DESCRIPTION OF PIPELINE

PROCESSING LOOP IN THE SURVEY

INSTRUMENT Below we present two excerpts from the survey instrument that describe the Pipeline Processing Loop.

INTRODUCTION

Welcome to the Pipeline Industry Training Needs Survey! In partnership with the Alberta Innovation and Advanced Education, Alberta Innovates, and the Northern Alberta Development Council, Portage College is building Canada's first life‐scale Pipeline Processing Loop in Boyle. The initiative seeks to meet the boots‐on‐the‐ground needs of the province's rapidly‐developing oil production industry. To that end, the partners have asked Hanover Research to survey employers in the pipeline industry to determine the skills and competencies that are most valued. Findings from the survey will also help to further identify global training offerings and ensure that Alberta post‐secondary institutions target the areas of greatest importance to the industry. This survey should take approximately 10 minutes to complete, and your input is invaluable to the development of a highly skilled workforce. If you have any questions about this survey, please contact Vicki Hsieh at [email protected], or David Paul at [email protected].

CURRENT OFFERINGS

Portage College's Pipeline Processing Loop in Boyle, Alberta, will offer a 20‐24 week program exposing trainees to:

Training about the control room's functions and what technology supports pipeline workers

Controlled release training and learning how to recognize and respond to an oil leak from within the control room

Controlled release training and learning to how identify and react to a leak as from an entry‐level or worker position

Living in a work camp to understand what it is like to live in a remote location in close quarters with coworkers

Heavy equipment operator training

In‐field welding training

Contaminant recovery training

Process operator training

Power engineering steam‐fitting and pipe‐fitting



APPENDIX II: PROGRAM STRUCTURE AND

CONTENT PLEASE PROVIDE ANY ADDITIONAL THOUGHTS YOU HAVE ON HOW TRAINING SHOULD BE PROVIDED, THE TRAINING

PROCESS REQUIRED, AND HOW SUCH TRAINING SHOULD BE CERTIFIED OR VERIFIED. (OPEN RESPONSE)4

Independent/industry recognized approach for certification and verification; training may need to be modular in approach so individuals can complete while still working; short term/topic specific

may be a few days to a week maximum but may be difficult.

A mixture of hands on, computer, instructor lead and Competency based certification.

All pressure vessel, boiler and piping inspectors around the world are certified by API. What are they doing about this topic? Why reinvent the wheel?

Basic skills in classroom, then practical hands on training. Students have to physically demonstrate the can perform task.

Certified by a provincial regulatory body ‐ AER or ABSA; Certified by professional organization ‐ ASET or APEGA. Certified by industry ‐ API, ASTM, CGSB, ASNT, NACE. Verified by on site audit of

work.

Frequency of training would be important as there is a large turnover of employees in the field.

Hands on.

In class training labs in combination with CML. Industry lecturers.

In‐class training at a training facility, with on‐the‐job training from a mentor and certification training from a school such as SAIT/NAIT/etc.

Often it is management with its eye on budgets that is the biggest blockage in implementing effective integrity management programs. They need training too!

On the job plus day release for attending training programs.

Sounds like another cash grab like CWB.

The training process should include hands on practical experience in a controlled environment where potential mistakes can be identified and recognized without serious consequences

There is need of a sole ticket that encompass all the tickets required to work within the oil and gas industry. This ticket has to keep records of the validated experience, validated knowledge,

validated regulatory requirements (other tickets) and most importantly should be the only way to have access to any oil and gas facility, and therefore the only way to work in the industry.

This is not an employee training issue; it is a management awareness issue.

Tough question. Who is going to pay for the training? Will the company pay or will they only hire applicants with the training? What is the guarantee that an individual with the training will get a

job?

Training in a controlled environment doesn't provide the required skills in the field, it helps but it won't cover everything.

Work experience is number one factor.

Written exams. N = 19




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Pipeline Industry Training Needs Survey Analysis - Portage ... · Specifically, this analysis addresses respondents’ perceptions of the industry’s training capacity and needs,