Western Australian EXPLORATION and DRILLING Industry: WORKFORCE DEVELOPMENT PLAN

November 2010

The Resources Industry Training Council is a State Government funded, APPEA (www.appea.com.au) and CME (www.cmewa.com) joint venture initiative to represent the training and workforce development needs of the Western Australian resources (mining, gas and oil) and downstream process manufacturing industries.

RESOURCES INDUSTRY ENVIRONMENTAL SCAN Note and Disclaimer:

This document is a workforce plan for the Western Australian exploration and drilling sector and was developed by the Resources Industry Training Council (RITC). Its purpose is to provide the Department of Training and Workforce Development and the State Training Board with an overview of the industry with the intention of it being incorporated into a state-wide workforce plan for Western Australia.

This report is supplied in good faith and reflects the knowledge, expertise and experience of the developer. The information provided is derived from sources believed to be reliable and accurate at the time of publication.

The use of the information in the workforce plan is at your own risk. The RITC does not warrant the accuracy of any forecast or prediction in the plan. The plan is provided solely on the basis that users will be responsible for making their own assessment of the information provided therein and users are advised to verify all representations, statements and information for decisions that concern the conduct of business that involves monetary or operational consequences. Each user waives and releases the Resources Industry Training Council and the State of Western Australia and its servants to the full extent permitted by law from all and any claims relating to the use of the material in the workforce plan. In no event shall the Resources Industry Training Council or the State of Western Australia be liable for any incidental or consequential damages arising from any use or reliance on any material in the workforce plan.

The Resources Industry Training Council

7th Floor, 12 St Georges Terrace, Locked Bag N984, Perth, WA, 6844 Phone: +61 8 9325 2955 Facsimile: +61 8 9221 3701

For information regarding this report contact:

Debra Dixon Executive Officer Resources Industry Training Council Telephone: +61 8 9220 8538 Email: d.dixon@cmewa.com

Foreword The Department of Training and Workforce Development (DTWD) commissioned the Resources Industry Training Council (RITC) to undertake research and prepare an industry workforce development plan for the Western Australian exploration and drilling industry. In early 2010 an environmental scan was undertaken which informed the development of this workforce development plan. The resources industry environmental scan is available for download from the RITC website: www.ritcwa.com.au.

The purpose of the environmental scan was to undertake research, undertake an industry analysis of current and future employment demand, to identify barriers to employment and training. The workforce development plan builds on the environmental scan and identifies strategies to ensure the demand for skills and labour can be met.

Contents Executive Summary ................................................................................................. 1 Environmental Scan ................................................................................................. 2 

Mineral Exploration .............................................................................................. 3 Petroleum Exploration ........................................................................................... 3 Exploration Incentive Scheme .................................................................................. 6 Water-well drilling ............................................................................................... 6 Industry Associations ............................................................................................. 6 Employment ....................................................................................................... 6 

Demands for a Skilled Workforce ........................................................................... 7 Current Trends in Staffing Patterns ........................................................................ 7 National Competency Standards and National Training Packages ..................................... 8 Industry Occupational Overview ............................................................................ 8 Current and Emerging Skill/Labour Gaps .................................................................. 9 Emerging Occupations ........................................................................................ 9 

Workforce Sources ............................................................................................... 9 Education and Training .......................................................................................... 9 

Training Providers ........................................................................................... 10 Industry Qualifications Overview .......................................................................... 10 University Education ........................................................................................ 11 Future Directions for Education and Training ........................................................... 11 

Technology ...................................................................................................... 12 Issues, Barriers and Opportunities .............................................................................. 12 

Barriers to Employment .................................................................................... 12 Barriers to Training .......................................................................................... 15 

Action Plan ......................................................................................................... 17 Labour Market and Supply .................................................................................... 17 Workforce Participation ....................................................................................... 18 Attraction and Retention ...................................................................................... 19 Training and Productivity ..................................................................................... 20 

The Way Forward ................................................................................................. 22 Industry Area Coverage .......................................................................................... 22 

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Executive Summary The Department of Training and Workforce Development commissioned the Resources Industry Training Council to undertake research and prepare an industry workforce plan for the Western Australian Exploration and Drilling industry. The purpose of the research was to conduct an industry analysis of current and future employment demand, to identify barriers to employment and develop strategies to ensure this demand for skills and labour could be met.

The request for the development of the workforce plan was a response to the serious labour shortages experienced across all industries prior to the global economic downturn and the knowledge that a resurgence of skills and labour demands in the resources sector has begun. Labour and skills shortages threaten to constrain economic development and prevent Western Australia from reaching its full economic potential. The plan has been designed to assist the Western Australian state government with developing training policy, establishing VET funding priorities and the development of a workforce plan for Western Australia.

Evidence gathering and research in preparation for this scan, included:

• comprehensive analysis of data and reports produced by the Chamber of Minerals and Energy WA (CMEWA); the Australian Petroleum Production and Exploration Association (APPEA), the State Training Board and the WA Department of Mines and Petroleum;

• industry visits by RITC personnel, which involved face-to-face interviews with key enterprise stakeholders;

• review of published and web-based information and data;

• consultation with industry representatives for validation of this workforce plan;

• analysis of data supplied by the Australian Bureau of Statistics, SkillsDMC, IBIS World, Australian Industry Group (AIG) and other similar organisations.

Western Australia is one of the world’s most productive and diversified mineral regions. Increasing amounts are being spent on mineral and petroleum exploration in the state but Western Australia still remains largely under-explored. It is expected that many new and significant petroleum and mineral discoveries will be made in the state’s 2.5 million square-kilometre landmass using new exploration techniques that are currently being developed.

Other major selling points for exploration in Western Australia include its pro-development government policies, low sovereign risk and the availability of a wealth of geoscientific data.

Western Australia has good infrastructure to service the exploration industry. It has many drilling contractors, analytical laboratories and geophysical survey specialists, as well as well-serviced towns, water supplies, airports and shipping outlets available.

With over 3000 drilling rigs active in Australia, and the current rapid growth in the industry, there is an ever-increasing number of drilling contractors, suppliers and consultants who operate in the mineral exploration, petroleum, mining, water well, geotechnical and environmental sectors.

Over the past ten years, royalties received by the Western Australian government from mineral and petroleum producers have increased from $777 million in 1999–2000 to $3.2 billion collected during the 2008–09 financial year1.

In 2009, 38 new petroleum field wells were drilled; 4 onshore and 34 offshore, resulting in a success rate of 26% for significant discoveries. This is an increase on 2008 figures in both new drilling and success rate. In addition there were 23 appraisal wells and 28 development wells out of a total of 89 wells drilled during the calendar year.

The first titles for geothermal energy exploration were awarded in 2009. In Western Australia, there are currently 41 exploration permits granted and another 7 applications have been made Commitment of around $26.5 million has been made by permit holders for 72 shallow and 6 deeps geothermal wells by 20122.

Although minerals exploration experienced a 10% fall in expenditure during 2008-09, it still reached $1.2 billion. Iron ore (33%) and uranium (6%) exploration both recorded increases in expenditure.

1 Department of Mines and Petroleum: Western Australian Minerals and Petroleum Statistics Digest 2008-2009. 2 Department of Mines and Petroleum: Petroleum in Western Australian, September 2010.

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Gold exploration fell by 24% and base metals including nickel experienced a 12% fall. Eighty-nine petroleum wells were drilled in Western Australia in 2008-09 which equalled 256,854 metres3.

Environmental Scan Drilling is an essential industry which supports the activities of the mining, petroleum and construction industries, to name but a few. The industry has the following sectors:

1. Environmental drilling Environmental drilling defines areas of suspected sub-surface contamination in contaminated land and assists in the remediation process.

2. Foundation/construction drilling (including piling) Drillers carry out site investigation drilling to allow the design of foundations and to ensure the stability of major civil works such as bridges and buildings. Pile driving and extraction assist construction.

3. Geotechnical drilling Geotechnical drilling provides data for engineering and design prior to construction, and assesses site conditions and risks involved with construction. Geotechnical drilling can also be used to define groundwater location.

4. Horizontal directional drilling HDD contributes to the transmission of energy resources.

5. Blast hole drilling Blast hole drilling is utilised typically on mine sites to drill holes which are charged with explosives and fired either to remove waste rock, in order to gain access to ore bodies, or to break an ore body into transportable sizes.

6. Mineral production (including raise boring) This is the boring of vertical and inclined holes of various diameters to gain access to ore.

7. Mineral exploration (including coal-seam gas drilling) Drilling results define mineral reserves for future mining prospects, and play a key role in the extraction process. Production drilling develops access to mineral resources in mining and related contexts.

8. Oil, gas and geothermal, offshore. Drilling defines and accesses the offshore energy sources of oil, gas, geothermal power and coal-seam gas.

9. Oil, gas and geothermal, onshore Drilling defines and accesses the onshore energy sources of oil, gas, geothermal power and coal-seam gas.

10. Seismic surveying A method of investigating subterranean structures, particularly as related to exploration for petroleum, natural gas and mineral deposits.

11. Trenchless technology Trenchless technology supports the utilities and communications industries.

12. Water-well drilling Drillers access ground water supply for commercial, domestic, stock, irrigation or town water supply use. Water-well drilling provides water supply for most of rural and regional Australia, and significant urban water (for example, 78% of Perth’s water, and 92% of Darwin’s).

The nature of exploration and drilling work means that many drilling industry personnel work in isolated, rural and regional locations, and that the location of work frequently moves from one exploration site to the next. On the other hand trenchless drilling is predominantly urban-based and is used to drill holes and provide thoroughfare/access for cables, pipes etc. without disturbing the surface, which may be covered with roads, paving and buildings.

3 Department of Mines and Petroleum: Western Australian Minerals and Petroleum Statistics Digest 2008-2009.

Drilling companies range from the typically small owner-operator water-well drillers who install home bores and wells, to large companies providing mining services to large resource companies around the world. Offshore drillers are engaged in a global market and often work overseas for long time periods and move with the drill rig from drill site to drill site. Most drilling occurs through contracts and as such the demand for its services is highly dependent on the economic conditions of its client base. As a service industry, the drilling industry is heavily reliant on industries such as mining, petroleum and construction, and so its growth and sustainability are cyclic.

In terms of training, the drilling industry provides extensive training for its personnel and vocational training and assessment are usually carried out on site. The drilling industry utilises the Resources and Infrastructure Training Package (RII) national competency standards and assessment guidelines as well as qualifications from the Australian Qualifications Framework. Competency based training is seen as a key strategy to improve safety performance.

Many drilling companies have taken up training and assessment utilising the RII Training Package as part of their personnel skills requirements, and many utilise information about the qualifications of personnel to assist in the tendering process. This has proven to be of significant benefit to companies seeking a competitive edge in an industry which is primarily driven by contract work, micro-business and multinational alike.

Since its original endorsement in 1998, and reviews in 2003 (DRT98 and DRT03) and 2009 (under RII09), competency-based training and qualifications have been implemented by companies in all sectors of the industry.

Although the drilling industry is not a ‘fashionable’ industry, it makes a vital contribution to the economy and to regional settlement. Without exploration drilling, mineral reserves cannot be located; and without water wells, land cannot be settled.

New areas of exploration, such as uranium and geothermal, require new skill sets. Measuring and monitoring radiation levels require a radiation officer who has a Bachelor of Science degree. As there has been little demand for these positions in the past, there is a shortage of these skills available for when uranium mining begins in Western Australia.

The focus of this workforce development plan is mining and petroleum drilling. These are the cornerstones of growth in the mining and petroleum industry. This is not to say that the other sectors are not equally important and they will be considered in future versions of this document.

MINERAL EXPLORATION Western Australia is one of the world’s most productive and diversified mineral regions. The state hosts around 900 operating mine sites (open pit, underground mines and quarries) with over 50 different mineral commodities in commercial production. Increasing amounts are being spent on mineral exploration in the state but Western Australia still remains largely under-explored, especially in large areas covered by soil and other regolith materials. It is expected that many new and significant mineral discoveries will be made in the state’s 2.5 million square-kilometre landmass using new exploration techniques that are currently being developed. Other major selling points for mineral exploration in Western Australia include its pro-development government policies, low sovereign risk and the availability of a wealth of pre-competitive, geoscientific data.

Most of the world’s leading resource companies are involved in mineral exploration in Western Australia, including BHP Billiton, Rio Tinto, Barrick Gold, Newmont and Anglogold. There are also many mid-sized and junior exploration and mining companies, and a strong contingent of individual prospectors.

Western Australia has excellent infrastructure to service the mineral exploration industry. It has many drilling contractors, analytical laboratories and geophysical survey specialists. There is a wide range of industry groups that support the interests of mineral explorers. These include the Western Australian Chamber of Minerals and Energy, the Association of Mining and Exploration Companies, the Amalgamated Prospectors and Leaseholders Association and the Australian Drilling Industry Association.

PETROLEUM EXPLORATION The following information on petroleum exploration activity in Western Australia was obtained from the Department of Mines and Petroleum’s publication Petroleum in Western Australia.

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A number of large-scale gas developments are taking place off the Western Australian coast, including the Gorgon LNG project which is to be developed on Barrow Island, and the Browse Basin LNG project off the Kimberley coast. These major projects typically require high levels of capital expenditure and reflect the growing interest in Western Australia as an attractive destination for petroleum exploration and investment.

In 2009, a total of 89 wells were drilled consisting of 23 appraisal wells, 28 development wells and 38 new exploration wells (4 onshore and 34 offshore) which resulted in a success rate of 26% for significant discoveries.4

Offshore seismic acquisition consisted of 2,904 line km of 2D in the Bight Basin, 3,281 line km (2D) and 200 km2 (3D) in the Bonaparte Basin, 4,453 km2 in the Browse Basin, and 3,608 line km and 21,182 km2 in the Carnarvon Basin. A small amount of onshore seismic was acquired in the Canning and Perth basins.5

Over recent years a number of major independent and national oil companies such as Hess Corporation and the China National Offshore Oil Corporation (CNOOC) have taken up exploration acreage and commenced significant exploration programs in Western Australia. Hess committed to drilling 16 wells in its WA-390-P Exploration Permit. This led to a number of discoveries, with Hess finding hydrocarbons in 9 out of 11 wells.

CNOOC Australia E&P Pty won a licence in the Bonaparte Basin off northern Australia in 2007. The company pledged to spend about $160 million over six years, including drilling five wells in the first three years and five wells in the subsequent period. CNOOC drilled its first three wells, Hong Niu 1, Jin Niu 1 and Fu Niu 1, in the Bonaparte Basin in 2009.

Exploration activity among established operators, like Woodside, Santos, Shell, Chevron, Apache and Eni, has also increased in recent times, resulting in a number of sizeable gas discoveries in offshore north-west Australia. Adding to the recent discoveries of the Wheatstone, Iago, Janss/Io, Prelude, Thebe and Julimar/Brunello fields in 2009 were the discoveries of Achilles, Satyr, Yellowglen, Brokenwood, Kentish Knock, Poseidon, Concerto and Burnside fields.

Western Australia can look forward to the approval and development of several greenfield projects proposed for development over the next five to seven years. In this group are the:

• Greater Gorgon project operated by Chevron (at 15 million tonnes per annum - mtpa);

• Wheatstone project (8.6 mtpa) also operated by Chevron;

• Apache’s Julimar/Brunello fields, which will be tied into the Wheatstone development;

• BHP Billiton’s Pilbara LNG project;

• Shell’s Prelude (3.5 mtpa) LNG project;

• Woodside’s Browse LNG development (15 mtpa from the Torosa, Calliance and Brecknock fields); and

• Ichthys project operated by Inpex at 8 mtpa.

For the domestic market, the Reindeer development, which includes the Devil Creek gas plant, the onshore Warro tight gas field and exploration for other unconventional gas reserves, will increase onshore activity in Western Australia.

In 2008–09, petroleum exploration expenditure in Western Australia totalled $2.9 billion. Growth in petroleum exploration in Western Australia continued despite the global economic downturn, resulting in an increase of 35%, or $770 million, over 2007–08.

At the national level, expenditure on petroleum exploration in Australia also grew in 2008–09 and rose by 26% to $3.8 billion. Western Australia has increased its share of national petroleum exploration expenditure, rising from 72% in 2007–08 to 77% in 2008–09.

At the Australian level, 87% of total petroleum exploration expenditure, or $3.3 billion, was spent offshore. In Western Australia, the focus of exploration activity is in offshore basins such as the Carnarvon and Browse basins.

4 Department of Mines and Petroleum: Petroleum in Western Australia, April 2010. 5 Department of Mines and Petroleum: Petroleum Western Australia, April 2010.

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Figure 1 Significant hydrocarbon discoveries in Western Australia6

6 Department of Mines and Petroleum: Petroleum in Western Australia, September 2010.

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EXPLORATION INCENTIVE SCHEME In 2009 the Western Australian government announced its $80 million Exploration Incentive Scheme (EIS), an initiative aimed at encouraging exploration in under-explored greenfield regions of the state. Funded by Royalties for Regions over five years, the EIS is made up of six programs:

1. Exploration and Environmental Coordination ($1.5 million), 2. Innovative Drilling including the Co-funded Drilling Program ($26.9 million), 3. Geophysical and Geochemical Surveys ($32.5 million), 4. 3D Geological Mapping ($13.8 million), 5. Promoting Strategic Research with Industry ($2.3 million), 6. Sustainable Working Relations with Indigenous Communities.7

Government Co-funded Exploration Drilling

The co-funded government industry drilling program ($21 million) will support innovative drilling in greenfield areas. It is designed to stimulate geoscience-based, targeted exploration and contribute to the economic development of greenfield areas in Western Australia where additional drilling will potentially lead to new discoveries.

In 2009-10, the co-funded drilling program will preferentially fund high quality, technical and economically based projects that promote new exploration concepts and technologies. Proposals from applicants are assessed by a panel on the basis of geoscientific and exploration targeting merit.

WATER-WELL DRILLING Water-well drilling provides not only water for home gardens but also opens up remote and regional areas for settlement by providing access to groundwater supply for commercial, domestic, stock, irrigation or town water supply use.

As there is no legislation that requires reporting on unlicensed bores, accurate information is not available. Moreover, no official audit has ever been undertaken of water bores in Western Australia. The Department of Water provided the following information on water use in Western Australia:

• 150,000 is the estimated number of unlicensed garden bores in the Perth metropolitan region;

• 25,000 is the number of licensed bores in the Perth metropolitan region;

• 25,000 to 50,000 is the number of licensed, and stock and domestic bores in country Western Australia.

Water-well drilling provides water supply for most of rural and regional Australia, and significant urban water (for example, 78% of Perth’s water, and 92% of Darwin’s).

Most water-well drillers within the Perth metropolitan area are owner-operators or micro-businesses with fewer than five employees.

INDUSTRY ASSOCIATIONS • Australian Drilling Industry Association • Australian Drilling Industry Training Committee • Australian Petroleum Production and Exploration Association • Chamber of Minerals and Energy • Association of Mining and Exploration Companies

EMPLOYMENT This environmental scan relies on data provided by the Department of Mines and Petroleum (DMP) which collects mining employment data from compulsory monthly accident reporting, which is submitted by all operating mines and companies carrying out exploration on mineral and mining leases. The DMP’s Resources Safety Division’s AXTAT reporting system identifies the number of

7 Exploration Incentive Scheme encouraging exploration in Western Australia for the long-term sustainability of the State’s resources sector. www.dmp.wa.gov.au.

direct employees and contractors (including exploration personnel) working on operating mining leases. In March 2008 legislation was introduced to capture exploration personnel working on greenfield sites. The DMP collects petroleum employment data by contacting each operating company which provides both direct and contract personnel data.

Employment data collected and published by the Australian Bureau of Statistics (ABS) is classified with reference to the Australian and New Zealand Standard Industrial Classification (ANZSIC). This data is therefore not directly comparable with that collected by DMP. Under ANZSIC guidelines not all resource employment is reflected in the ABS Mining Industry classification. For example:

• Catering personnel working on mine sites are reflected in the Accommodation and Food Services classification and transport personnel (truck and train drivers) working on mine sites are reflected in the Postal and Warehousing industries.

• Contractors employed in site preparation and removing overburden at a mine site on a contract or fee basis are listed under Site Preparation Services.

• Employees engaged in liquefying natural gas, the production of pig iron, hot briquetted iron, alumina, and the smelting and refining of metals are included in Manufacturing.

• Employees providing geophysical surveying services on a contract or fee basis are included in Surveying and Mapping Services.

Exploration companies who report their employee data to the DMP reported that as at December 2009, 1143 employees and 1397 contractors were engaged in Western Australian minerals exploration.

Demands for a Skilled Workforce There is a growing demand for skilled, safety-conscious people with initiative and team-working skills across the industry. Other personal attributes required include the ability to work in a team, communicate ideas, and the resourcefulness to deliver results in remote, challenging situations.

Pathways into the industry can commence through VET qualifications, university and existing employment in a relevant industry.

The Australian Qualification Framework (AQF) has been adopted by the industry, with the RII and PMA Training Packages being the focus for operators and technicians, MEM for maintenance workers, and university qualifications for the engineering and science professionals.

Employers encourage life-long learning and are supporters of career advancement. Consequently, career progression, multi-skilling and opportunities to gain experience in other vocational streams or industry sectors are common.

Anecdotally, employee turnover in the exploration and drilling sector is high. At some FIFO sites the turnover was as high as 30% at the height of the last mining boom. Unfortunately, data on the amount of labour ‘churn’, as compared to labour moving to other industries or out of the workforce, is very limited.

Employee turnover is high in drilling companies, but personnel often stay within the industry once they pass the threshold of around four months. This is partly a reflection of the contractor role, as well as the nature of the work. Much drilling is undertaken by drilling contractors, and the contracts with resource companies can be short or long-term contracts.

Where contracts offered by the principal (usually a mine) are longer, e.g. where the drilling contractor has a 2-3 year contract, turnover of personnel is much lower as employers prefer to maintain people they have trained, and personnel prefer to stay on where the employer and the work suits them.

Current Trends in Staffing Patterns There is a distinction to be drawn between ‘labour shortage’, or a lack of new entry-level recruits, and a ‘skills shortage’ or lack of qualified drillers, technicians and professional people. The drilling sector competes with mining, construction and defence for new entrants and does experience both labour and skill shortages.

There has been an increase in the use of contractors even during operational phases with drilling services being contracted out. Following the global economic downturn the use of contractors fell in some industry sectors, reflecting the dynamic nature of this employment method.

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National Competency Standards and National Training Packages Competency-based training has been utilised by the drilling industry for many years, with many companies providing ongoing in-house training to operators and university graduates.

For many years the national competency standards have been recognised as a benchmark and much in-house (non-nationally recognised) training is aligned to the national standards. Industry’s understanding of the training package and its associated units of competency, qualification structure and assessment guidelines continues to grow. Experience with, and the utilisation of, the VET sector and nationally recognised training is also growing.

The attainment of qualifications is not seen as a major focus for the resources industry but rather training occurs with the aim of achieving an increase in safe work practices, improvements in production rates and staff retention.

Generally, the drilling industry does not access public funding for training. Some of this relates to the perceived inflexibility of the training system. The industry mainly operates out of remote and regional areas and a large part of the drilling industry is focused on skill sets as opposed to full qualifications; this has resulted in the need to fund their own development programs.

Industry Occupational Overview The following are typical job roles found in the resources sector.

PROFESSIONAL ROLES Qualifications

Environmentalist* Bachelor of Applied Science - Environmental Management Bachelor of Applied Science - Marine Environment

Geologists and Geophysicist* Bachelor of Applied Science - Geology Bachelor of Applied Geographical Information Systems

Commercial Analysts/ Accountant*

Bachelor of Arts/Bachelor of Business - Accounting

Human Resources Bachelor of Commerce - Human Resource Management

Radiation Safety Officer Bachelor of Science

Contract Manager Bachelor of Commerce, Bachelor of Laws

Business Improvement Manager Bachelor of Commerce

MAINTENANCE ROLES

Maintenance Technicians and Mechanical Trades*

Certificate III in Engineering – Mechanical (Maintenance Diesel Fitting)

TECHNICIAN ROLES

Driller, Drillers’ Assistant, Certificate II in Mining Field/Exploration Operations Certificate II in Drilling Operations Certificate III in Drilling Operations Certificate IV in Drilling Operations

Offshore Driller, Roustabout, Derrickman, Floorman

Certificate II in Drilling Oil/Gas (Off shore) Certificate II in Drilling Oil/Gas (On shore) Certificate III in Drilling Oil/Gas (Off shore) Certificate III in Drilling Oil/Gas (On shore) Certificate IV in Drilling Oil/Gas (Off shore) Certificate IV in Drilling Oil/Gas (On shore)

Drill Supervisors Diploma of Drilling Operations Advanced Diploma of Drilling Management

Frontline Supervisors Certificate IV in Frontline Management

Offshore Driller Supervisor, Toolpusher

Diploma of Drilling Oil/Gas (Off shore) Diploma of Drilling Oil/Gas (On shore)

Laboratory Technician* Certificate IV in Laboratory Operations

Core Technician*

# Denotes job roles in which training has traditionally been provided on the job.

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* Denotes job roles which are not seen as areas of skill shortage, either because the sector can successfully recruit from other industries or because there is adequate supply.

Current and Emerging Skill/Labour Gaps Mineral and petroleum companies were asked to identify job roles which are hard to recruit due to:

• Skills shortage prior to economic downturn; or

• Current skills shortage; or

• Inadequate-sized pool of suitable candidates; or

• Forecast strong demand which will likely lead to a skills shortage.

PROFESSIONAL ROLES Engineering and Science Geologist Geophysicist Petrophysicist

PARAPROFESSIONAL ROLES Business Improvement Manager Contract Managers and Specialist Health and Safety Advisors and Specialist Group Leaders (i.e. Frontline Supervisors)

Radiation Officer

TECHNICAL ROLES Exploration and Drilling Driller Drillers’ Assistant

MAINTENANCE ROLES Maintenance Technicians and Mechanical Trades Plant Mechanic

Emerging Occupations Uranium exploration requires radiation safety officers, who monitor radiation at drilling sites. Radiation safety officers must have a Bachelor of Science degree.

Geothermal surveying and drilling may lead to additional skills being required.

WORKFORCE SOURCES Prior to the 2008 global economic downturn, the minerals and exploration sectors of Western Australia experienced some difficulty in recruiting and retaining skilled personnel and this was impacting on expansion projects and immediate productivity.8

The majority of exploration sites in Western Australia use fly-in fly-out (FIFO) to get personnel to a regional centre and then drive-in drive-out (DIDO) to get to the remote exploration or drilling sites.

FIFO rosters vary but common patterns are two weeks on, one week off, or nine days on with five days off. Domestic commute rosters are typically two weeks on and two weeks off. Twelve-hour shifts are the common practice. Whilst many workers enjoy FIFO and the benefits it brings, there is also a higher than normal turnover in the FIFO workforce as some workers find the lifestyle difficult to maintain when family commitments increase. Employees who participate in FIFO are sourced primarily from Perth and Geraldton, with others being sourced from around Australia’s major centres.

Public awareness campaigns are required to raise awareness of lifestyle, job and career opportunities in the exploration sector, especially in Western Australia where east to west migration is problematic. However, there are some key factors which affect mobility to areas of minerals and energy operation. These include housing affordability, for example in Perth and regional Western Australia; housing availability, for example in the Pilbara and other regional centres; regional infrastructure issues; schooling and childcare availability; and concerns or lack of knowledge about the family and social impacts of intra/interstate migration or a FIFO lifestyle.

EDUCATION AND TRAINING The drilling sector typically recruits individuals over the age of 18. Although this is not a legislative requirement (other than for working underground), the industry links maturity to safety behaviour. The petroleum industry has traditionally preferred to recruit employees who have been in the industry for at least five years. This has led to the same employees moving between companies both within Australia and overseas. The drilling and resources sector places a high level of 8 Chamber of Minerals and Energy, 2005, Sustainable Minerals Sector Workforce.

importance on the skills of its workforce, which contributes to safety and productivity performance. The industry expends a large amount of money skilling and up-skilling its workforce.

There is an adequate number of training providers but there is a question as to the quality of the training and assessment being provided by some. The industry links quality training and assessment to improved safety behaviour and increased production and does not see a need to train for the sake of providing employees with qualifications. Therefore the quality of training is paramount and the validity and integrity of the assessment process is critical.

Training Providers In Western Australia the majority of off-the-job drill training is provided by three organisations: Central Institute of Technology (CIT), the Australian Drilling Industry Training Committee (ADITC) and DrillSkill.

CIT is a large public training provider which offers the pre-employment qualification, i.e. the Certificate II in Drilling Operations, via a twenty-week, 22 hours per week training program.

The following industry-association-linked bodies offer courses covering entry-level training through to solving advance drilling problems:

• ADITC is a not-for-profit industry organisation that exists to improve the skills and professionalism of the drilling industry. The ADITC Board is formed by the presidents and chairmen of the drilling associations in all drilling sectors (oil and gas, water-well, mineral exploration and mineral production, coal-seam gas, environmental, geothermal, foundation/construction, blast hole, trenchless technology, seismic, geotechnical).

• DrillSkill Training is an industry managed, not-for-profit Registered Training Organisation dedicated to the drilling industry. DrillSkill provides specialist educational services to the resources sector of the drilling industry. DrillSkill is fully owned and supported by the Mineral Drilling Association of Australia.

There is a preference for on-the-job training, as training and assessment are directly linked to the company’s standards and the equipment being utilised by the individual.

Industry Qualifications Overview The following are the VET sector qualifications that are directly related to the exploration and drilling sector.

• Certificate II in Drilling Operations

• Certificate II in Drilling Oil/Gas (Off shore)

• Certificate II in Drilling Oil/Gas (On shore)

• Certificate II in Mining Field/Exploration Operations

• Certificate III in Mining Exploration

• Certificate III in Drilling Operations

• Certificate III in Drilling Oil/Gas (Off shore)

• Certificate IV in Drilling Operations

• Certificate IV in Drilling Oil/Gas (Off shore)

• Diploma of Drilling Operations

• Diploma of Drilling Oil/Gas (Off shore).

The following are just a few of the VET qualifications utilised by, but not restricted to, the resources sector.

• Certificate IV in Occupational Health and Safety

• Certificate III in Engineering – Mechanical (Maintenance Diesel Fitting)

• Certificate III in Instrumentation and Control

• Certificate IV in Frontline Management

• Diploma Surveying + Mine Surveying skill set.

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University Education The resources sector relies heavily on the university sector for its professional-level employees. Graduates are attracted to companies that provide quality graduate programs. These graduate programs build on the knowledge gained at university and usually involve rotation through a number of job roles and mine sites to provide recent graduates with a greater understanding of the company/industry and enable the development of practical skills.

The following professions are utilised in the drilling sector:

• Geologists

• Geophysicists

• Health and Safety

• Environmentalists.

The following are not employed in large numbers, nor are they seen as mission critical:

• Biologists

• Physicists

• Lawyers

• Archaeologists, Heritage Officers.

As with any other large enterprise, the typical job roles required to run an efficient organisation include the following. Note that these are not in short supply:

• Human Resources

• Public Relations – media, communication, community liaison, etc.

• Finance and commercial professionals.

Future Directions for Education and Training Drilling companies have had a strong tradition in providing training to operational employees. This training typically occurs on the job: utilising peers to train new employees. Workplace assessment of competency is normal practice for the industry, with new employees being required to demonstrate competency in equipment operation and safe task completion before being able to work under limited supervision.

Employers are becoming more aware of traineeships and public funding that is available for existing and new workers through the Productivity Placement Program (PPP). For the PPP to be successful, training providers will need to become more flexible and responsive to industry needs which will lead to an increased confidence in the VET sector. There is an expected growth in demand for publicly funded training by the resources industries.

Pre-employment training programs aimed to equip new entrants for the drilling industry are valued by the industry. Feedback highlights the need for more practical industry experience and an increase in focus on safety behaviours.

Pre-employment courses in the mining sector include:

• RII10109 Certificate I in Resources and Infrastructure Operations

• RII20109 Certificate II in Resources and Infrastructure Work Preparation.

Pre-employment courses for the drilling sector include:

• Certificate II in Drilling Operations

• Certificate II in Drilling Oil/Gas (Off shore)

• Certificate II in Drilling Oil/Gas (On shore)

• Certificate II in Mining Field/Exploration Operations.

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Although the industry does not consider that the current pre-employment courses equip the individual to be a work-competent employee, most employers do view the completion of one of these programs as a demonstration of commitment to the industry. Consequently, they look more favourably on job applicants who have completed a course than similarly inexperienced applicants who have not completed a course.

Positive feedback has been received when pre-employment training involved a strong on-the-job training component.

TECHNOLOGY Automation in the mining industry is not new but, with advancement in technology, the degree of automation and the areas of impact have increased. For many years process plants have been controlled by a centralised control room with valves, pump, chemical additives, flow rates, etc., being remotely operated and configured to suit optimal recovery rates. This automation is being expanded into the operation of the mobile fleet, leading to driverless trains, loaders, trucks and drills. With the increase in data communication technology, the control room has become increasingly separated from the physical action.

Rio Tinto has commissioned an automated mine-to-port iron ore operation. The Pilbara mine operation is controlled 1,300 kilometres away at a new centre in Perth. Remote control ‘intelligent’ drills are used in preparation for blasting; a driverless ‘intelligent’ truck fleet transports ore to stockpiles; driverless trains carry iron ore to the port. A Remote Operations Centre (ROC) near Perth’s domestic airport houses employees who will work with Pilbara-based colleagues to oversee, operate and optimise the use of key assets and processes, including all mines, processing plants, the rail network, ports and power plants. Operational planning and scheduling functions will also be based at the ROC.

A number of key technologies have been introduced on a staged basis, beginning in 2006 with the development of autonomous drilling rigs for the Pilbara. In early 2007, Rio Tinto established and funded on a long-term basis the Rio Tinto Centre for Mine Automation in partnership with the University of Sydney. Under this partnership, Rio Tinto has secured exclusive access to world- renowned robotics experts dedicated to addressing Rio Tinto’s ‘mine of the future’ opportunities.

The skill sets for miners of the future will be less about operator tickets and physical capacity and more about technology skills and aptitude for technology change. One trade will become even more in demand, i.e. electrical instrumentation technicians who will be responsible for installing and maintaining automated systems. A new job role of automation technician may arise which will have a blend of resources-processing and automation technical skills.

Issues, Barriers and Opportunities The nature of exploration and drilling work contributes to skills shortages. Most drilling sites are regional, rural or isolated, which makes them unattractive for individuals with family, community or social commitments. Most companies are contractors engaged by the principal to provide drilling services and therefore the duration of the work varies according to the contract and the economic cycles affecting the principal.

Clients often poach the skilled drillers from the contractors, leaving the drilling companies to backfill the position, often with less skilled personnel.

The work is perceived as tough and unglamorous but still requiring precise and skilled work. This type of work relies on a high level of skills in the individual.

Many water drilling companies are either micro or small businesses consisting of an owner-operator and perhaps one or two offsiders. This does not always provide a career pathway or promotional opportunities.

Barriers to Employment For many unemployed, underemployed, female and indigenous individuals, the barriers to employment in the exploration and drilling sector include a lack of foundation language, literacy and numeracy skills; a lack of employability skills such as communication skills, teamwork, problem-solving, planning and self-management as well as a general lack of fitness for work. For many the lack of basic education or local training opportunities reduces their ability to gain the skills needed for the exploration sector workforce

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To work in the drilling sector the following are prerequisites and therefore may be considered by many as barriers to entry into the industry.

1. Fit for work – a pre-employment medical fitness examination is usually required as is a drug screen.

2. The ability to read and write English.

3. A minimum age of 18 years unless the employee is an apprentice.

The entry-level qualification into the sector is often delivered intuitionally, resulting in instances of training being undertaken with no employment outcome. This is sometimes due to a lack of industry-relevant work experience and working conditions during training. The lack of employment outcomes frustrates jobseekers, training providers and employers. An understanding of the way the drilling sector operates, its skills needs and its recruitment practices is necessary for any entry- level training to be considered relevant and appropriate by employers.

Although exploration and drilling companies prefer qualified and experienced personnel, during skills shortages most will take on unskilled personnel and train them as driller assistants through to drillers.

What Makes Employment Less Attractive?

Many people choose not to seek employment in the exploration and drilling sector, particularly as it involves remote work locations and long periods of time away from family, friends and community infrastructure and facilities. The exploration and drilling sector has a culture of contract work which involves long hours in harsh and undeveloped areas.

FIFO employment is the main method of employment for remote operations and this requires employees to be transported to the exploration site, mine site or platform for the duration of their swing. A swing may consist of 14 to 21 days on site followed by a period of time when employees are transported back to a major centre/airport for rest and recreation.

Roster cycles for exploration may deter many potential employees. Data collected by the Chamber of Minerals and Energy’s roster survey for 2006 and 2010 indicate the main roster utilised by the exploration industry was a 2 weeks on the job and 1 week off. The second most popular roster was 5 weeks on the job and 2 weeks off9.

0%

10%

20%

30%

40%

Perc

enta

ge o

f Em

ploy

ees

Even timeratio or lower

> even time,up to 2:1

9 & 5 > 2:1, up to3:1

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0% 36% 16% 16% 29% 1%2% 37% 19% 14% 29% 0%

Roster Category

20062010

Figure 2 Exploration roster cycles

In 2006, over half of the exploration employees (57%) worked two rosters: a fieldwork roster for part of the year, and an office based roster for the rest of the time. A paired roster was only reported for a very small number of employees in 2010.

Exploration employees work an average 48.6 hours per week, which is and increase over the 47.2 hours reported in 200610.

9 Chamber of Minerals and Energy: Survey of Current Roster and Shift Practices 2010. 10 Chamber of Minerals and Energy: Survey of Current Roster and Shift Practices 2010.

Some conditions at FIFO sites may make working in the industry unattractive include:

1. Fear of flying Helicopters and small planes are often used to transport personnel to site.

2. Working away from family Inability to attend some family functions and celebrations. Not being available to provide support during times of need or the missing of significant events in their children’s lives.

3. Working over water Offshore petroleum employment requires residing and working on remotely located ocean platforms.

4. Working at heights Offshore petroleum employment requires residing and working on ocean platforms that are many metres above the water. Many on-land process plants require working at heights as well.

5. Limited access to toilets Does not suit many women. 6. Communal showering/ lack

of water for showering May not enable employees to meet religious obligations.

7. Lack of Halal catering Does not enable employees to meet religious obligations. 8. 7 day a week operation Does not enable employees to meet religious obligations. 9. Unpaid 14th day

Some operations require that personnel have the 14th day of their swing off site. This typically means the employee stays in the residential camp and receives no pay.

Residential employment requires an employee to be located in the local town or community. These towns and communities are typically remotely located and it is expected that the employee will relocate to the area with their family. If an employee chooses not to relocate, their transport to and from the town site or community is not provided so employees must pay for their own transport.

Conditions that may prevent individuals from applying for residential mining employment include:

1. Establishing new residence Reluctance to sell current home and purchase housing in an area perceived as an investment risk or is of a less desirable standard.

Reluctance to relocate family to a regional area which may present issues with the quality of education, housing, medical facilities and social infrastructure.

2. Heat, dust and climate Often regional areas are seen as hostile or unwelcoming because of the climate. Heat, dust and the lack of seasonal rain are seen by some as an unattractive climate in which to live.

3. Life of the mine Each resource operation has a finite number of years in which it will operate. Employees who relocate to the area may have concerns over recovering any financial investment in housing towards the end of the mine’s life.

4. Childcare and after school care

With 10 to 12 hours a day shifts being the norm, childcare and after-school facilities are not adequate. There is a need for 24-hour care as most employees do not have an extended family in the area on which they can rely to assist with childcare.

5. Communal showering May not enable some employee to meet religious obligations. 6. Shift work and rosters May not enable some employees to meet religious obligations

such as maintaining the Sabbath. 7. Regional infrastructure The limited supply or costs of water, energy, transport and

affordable housing make relocating to regional Western Australia unattractive. The lack of quality local high-school education and access to university education can be a prohibiting factor in families wanting to relocate.

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Barriers to Training The most significant barrier to training is the availability of remote and regional training delivery and training infrastructure that meets the operational needs and quality expectations of industry.

Barriers to employment in the drilling industry for many unemployed and underemployed people include lack of foundation language, literacy and numeracy skills; and lack of communication skills, teamwork, problem-solving, planning and self-management skills. There is a need for government to focus on expanding programs to improve the language, literacy, numeracy and work readiness skills of the disengaged. Regional and remote communities deserve the same access to education and training as their metropolitan counterparts. While there are thin student markets within the regions, these individuals, if trained, can provide ongoing valuable local labour and skills to support the drilling industry. It is important that regional education and training providers are supported through more responsive regional loading when it comes to funding.

Although SkillsDMC has developed Certificate I and II level Resource Industry Operations pathways for schools, the success of these programs will depend on training providers consulting with local drilling operations to develop and deliver a responsive and appropriate program. On completion of the programs students will need to have further training pathways available to ensure that they remain engaged in training until they are 18 years old and eligible for employment in the drilling industry.

The Certificate I and II level Resource Industry Operations qualifications have the potential to be developed into pre-employment programs and to provide a pathway to either employment or adult apprenticeships and traineeships. Current programs lack consistency in quality or workplace-relevant competency outcomes. Any program needs to incorporate literacy and numeracy development along with training delivery utilising site standard equipment, typical worksite procedures and incorporate appropriate job hazard analysis. Entry into any pre-employment course should depend on the individual’s ability to meet the fitness for work, age and literacy standards or at least the applicant must demonstrate a commitment to meet those requirements.

There is a need in remote and regional areas for improvements in the availability of childcare, as well as training opportunities to enhance women’s opportunities to gain skills and take up employment with local resource operations.

Government initiatives are needed to promote communication and partnerships between resource employers and job service providers to enhance information provision and to ensure that a jobseeker’s eligibility for employment is evaluated prior to any training occurring. There is a need to develop initiatives to improve career advice for jobseekers and greater awareness of entry requirements and career pathways in the drilling and resource sectors.

Existing Worker Training

In relation to the retention and training of employees, employers are responsible for internal policy relating to skills development and existing worker training. However, there remains a role for governments and the community in ensuring that the supporting hard and soft infrastructure is in place to provide training, as well as the community facilities and amenities that encourage workers to remain in their current location.

Whilst enterprises are principally responsible for training existing workers, there is a role for government in the provision of programs that enhance workers’ skills and contribute to the human capital of Australia. Programs such as WELL, EBPPP and PPP are to be commended and supported.

With most operations being located in remote and regional areas, access to training is an issue. With thin markets, many training providers are not willing to service the remote regions and there is often a compromise between the quality and cost of delivery. Employers cannot afford the time or expense in flying employees to metropolitan locations for training and so workplace training is preferred.

Much offsite training is scheduled around the training provider’s operational timelines rather than the requirements of industry. Weekly classes are still the norm, without consideration for the expense and effort required to release a remote employee to attend training. The content of training is also often provider-driven rather than industry-driven. Western Australia needs to ensure that funding rates for regional, remote and workplace VET delivery reflect the real cost of delivery, especially for higher cost, technology-intensive programs.

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Industry often expresses concerns over the quality of VET delivery. Government should play a role in ensuring the quality of training providers, particularly in regard to the rigour of training delivery and assessment, the use of site standard equipment and appropriate job hazard analysis. Whilst the Australian Quality Training Framework (AQTF) provides a framework for auditing the systems and processes under which the RTOs operate, it has not yet delivered the quality improvements that would engender industry confidence in the VET products.

Action Plan

LABOUR MARKET AND SUPPLY Nearly all companies have small groups of personnel scattered over the remote and regional areas of Western Australia. This wide distribution makes it hard for companies to manage and provide support to personnel and this can lead to low morale or high turnover.

The industry is typified by numerous owner-operators who must not only market the company but operate the drill rigs and undertake accounting and support functions. This makes it complex for industry associations to support and have influence over the industry.

Companies rarely have in-company HR personnel or designated ‘trainers’ to assist new employees, which may lead to peers delivering training and support services.

Industry-level labour and skill shortages exist which lead to:

• Increased insurance costs as the less-skilled the workforce the higher the risk-rating for insurance purposes;

• Poor public image as the prevalence of low-skilled new entrants affects the quality of the work output;

• Obviously: no people, no contract, no income.

Issue Strategy Action

Low public profile of the industry and its occupations.

The drilling industry is not a well-known industry.

Raising awareness of the industry.

1. Industry associations could raise the profile of the drilling industry via public awareness campaigns.

2. Associations and manufacturers could offer information to schools and employment service networks.

3. Accurate information sheets could be provided to advise people what to expect/how to look for work in the industry.

Increase the publicly available material relating to career and employment opportunities within the drilling industry. Responsible parties: RITC, Department of Training and Workforce Development, industry associations, Workforce Development Centres, Job Services Australia. Priority: High

Access to military skills which complement the skills required in the industry.

The defence force trains people in the drill and blast sector but rarely retains these individuals within the forces. These ex-defence force personnel could be a source of valuable employees for the drill and blast sector.

Channel relevant exiting defence force personnel into the sector.

Establish a strategic liaison between the defence industry which trains drill and blast personnel but does not keep personnel for much beyond 5 years.

Increase the number of ex-defence force personnel entering the drilling industry. Responsible parties: industry associations. Priority: Medium

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WORKFORCE PARTICIPATION

Issue Strategy Outcome

Under-representation of indigenous employees.

Low participation rates of indigenous employees as well as lack of local labour supply for drilling companies operating in remote and regional Western Australia.

Building drilling capacity with indigenous communities.

Drilling companies may find value in considering remote and regional indigenous communities as a source of driller’s assistants in the short term and drillers in the long term.

The capacity of the remote and regional communities will need to be developed by offering drilling courses within the communities. The training would need to incorporate a strong safety focus and current industry practice.

Public-funded training providers would need to invest in mobile drill rigs which can be transported to the various locations to provide training. Training could incorporate both exploration and water-well drilling - the drilling of water wells from which the communities would benefit.

Capacity of remote indigenous communities to support the drilling industry is increased. Responsible parties: SkillsDMC, industry associations, Department of Training and Workforce Development, RTOs. Priority: Medium

Lack of remote and regional labour.

There is a shortage of local labour and skills which has led to fly-in fly-out and drive-in drive-out work.

Building drilling capacity with indigenous communities.

Develop the business skills with the indigenous community(s) for the operation of drilling services company(s).

The capacity of the remote and regional communities will need to be developed by offering drilling courses within the communities. The training would need to incorporate a strong safety focus and current industry practice.

Public-funded training providers would need to invest in mobile drill rigs which can be transported to the various locations to provide training. Training could incorporate both exploration and water-well drilling - the drilling of water wells from which the communities would benefit.

Increase in number of indigenous drilling service companies. Responsible parties: SkillsDMC, regional development commissions, Department of Training and Workforce Development, RTOs. Priority: High

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Under-representation of female employees.

Females are the primary carers within our society and child-bearing and child-raising prevent females from working under FIFO conditions.

Females often feel unwelcome in male-dominated occupations which also require cohabiting with fellow workers for extended periods of time.

1. The government should consider tax incentives for 100% of costs of boarding schools for families where either parent (or one parent for single- parent families) works under FIFO arrangements. With the alleviation of 24/7 parenting responsibilities and an offset of costs of boarding schools, many females may consider entering the FIFO job market.

2. The industry has in the past made efforts in recruiting and maintaining female employees on drilling operations. A number of trials involved female-only crews or crews which had a significant proportion of females. These trials, while successful, were not able to be maintained as there were not adequate numbers of females continuing to enter the industry to make up for those leaving.

Increase in number of females with family responsibilities working under FIFO arrangements. Responsible parties: state and commonwealth governments. Priority: Low

Increase the number of drilling crews which have stable numbers of females. Responsible parties: employers. Priority: Low

ATTRACTION AND RETENTION

Issue Strategy Outcome

Lack of awareness of the industry.

The drilling and exploration industry is not a well- known industry and therefore the youth and unemployed are not aware of the opportunities it offers.

Promote the industry, the lifestyle and the careers.

Promote the drilling industry as a great place to work by focusing on the outdoor lifestyle and freedom from traffic and the bustle of city life. Promote the travel to different locations and countries as a selling point.

Careers promotion could be through the school system at career expos and through industry websites.

Drilling industry employment opportunities advertised at expos and job service network outlets. Responsible parties: industry associations, Workforce Development Centres, Job Services Australia. Priority: High

High turnover of employees within the sector.

Given the contractual and short-term nature of employment in the industry, many employees never gain enough time with an employer to be eligible for long service leave.

Drilling industry long service leave fund.

Create a drilling industry long service leave fund which will enable individuals to move between employers and not lose access to long service leave provided that they stay within the industry.

The turnover in employees at an industry level has decreased. Responsible parties: industry associations. Priority: Low

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TRAINING AND PRODUCTIVITY

Issue Strategy Outcome

Lack of awareness of publicly-funded training.

Drilling companies are not all aware of funding available for training new and existing workers.

Promote public-funded training.

Develop and disseminate succinct industry-level information which is understandable to companies (including small) about:

• national competency standards;

• public funding available;

• traineeships;

• training opportunities both on and off the job;

• how skills qualifications and assessment work.

More employers engage in publicly-funded training initiatives. Responsible parties: RITC, Department of Training and Workforce Development, RTOs, industry associations. Priority: High

Limited indigenous training opportunities.

There is an opportunity to build capacity for employment in the drilling industry within remote indigenous communities.

Develop capacity in indigenous communities.

Determine level of support with drilling companies for remote and regional communities becoming a source of drillers’ assistants for when drilling projects occur in the area.

Liaise with RTOs to deliver publicly-funded training to remote indigenous communities. At the same time as delivering training, the course could provide much-needed water resources/infrastructure to the community.

Number of remote communities who take up offer of onsite drilling courses. Responsible parties: industry associations, RITC, Department of Training and Workforce Development, RTOs. Priority: Medium

Remote nature of employment and related training issues.

Much of the training occurs on the job in remote and regional locations which do not have a local training provider available for conducting training or assessment.

Industry endorsed training and assessment materials.

Explore possible industry-level training solutions, including training materials which are plain, time-effective, simple for the layman, cost-controlled, streamlined and usable without broadband (or sometimes even reliable electricity).

Develop recruitment and training and resources for companies to use which:

Develop training and assessment products and systems which can be implemented cost effectively in a small company context. Responsible parties: industry associations, RITC, Department of Training and Workforce Development, RTOs. Priority: High

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• do not need education experts to interpret them;

• recognise literacy and mathematics assistance as real industry issues;

• are cheap and easy to use, and accessible.

For assessment: research the viability and industry support for the development of a skills passport for trainees which are signed off by a drilling supervisor or the like for work completed.

Develop strategies to make the companies more independent and skilled in contributing to training and assessment, and yet benchmarked across the industry and nation.

The Way Forward This industry workforce development plan should be considered along with the information and recommendations in other industry development plans, the regional development plans and the State Workforce Development Plan.

Given the limited level of influence that training councils can exert, this workforce development plan is provided to the Department of Training and Workforce Development and interested persons for consideration.

• The information and strategies provided that require government action and funding which are considered worthy of actioning will need to be driven by the Department of Training and Workforce Development, using its influence in the Western Australian public sector.

• Industry associations may like to consider their role in addressing the industry-level strategies.

• Employers may also find value in considering the strategies and evaluating them for possible effectiveness within their organisation.

• Training providers could consider whether the training strategies suggested are viable for them and their clients and consider trialling the recommended strategies to identify the appropriateness and cost effectiveness of the recommendations

Industry Area Coverage GROUP CLASS DESCRIPTION

B 1011 Coal seam methane exploration

B 1011 Crude oil exploration

B 1011 Crude petroleum exploration

B 1011 Natural gas exploration

B 1012 Mineral exploration (except crude petroleum or natural gas)

B 6640 Mineral exploration right on-leasing B 1090 Directional drilling and redrilling

B 1090 Drilling and blasting services to mines and quarries

B 1090 Drilling and blasting services to mining

B 3299 Diamond drilling on a contract basis at construction sites

B 3299 Drilling contractors - construction

B 3299 Water bore drilling

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