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Careers in the 21st Century
AAPG Annual Meeting April 2008
Cheryl Collarini, presenter
Carol Snodgrass, author
Brittany Carnes, researcher
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Collarini Energy Staffing
Rooted in engineering and consulting
Formed in response to client needs
Recruiting top talent in the business
International expertise in consulting and staffing
Achieving the perfect match of talent to needs
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Disciplines we manage
Accounting and finance personnel
Administrative and clerical personnel
Business analysts
Civil and architectural engineers
Drilling engineers & operationssupervisors
Executives
Facilities Engineers
Geologists, geophysicists, andpetrophysicists
Health, safety, and environmentalpersonnel
Human resources personnel
Instrument and electrical engineers IT professionals
Land, legal, and supportingpersonnel
Material and corrosion engineers
Naval Architects
Operations supervisors Pipeline, riser, and subsea engineers
Process engineers
Procurement personnel
Production engineers
Project managers and support
personnel
Quality control and inspectionpersonnel
Reservoir engineers
Sales and marketing professionals
Technical writers
Technicians, drafting and graphic
Technicians, engineering andgeoscience
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Introduction
Your name Your company
Your position
Where you are from
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Overview
Background of the industry Where we are now
Where will the industry be going in the 21st century?
Where and what will the opportunities be?
Succession planning: how to get new people in the petroleumindustry?
How to be personally successful in this new age of petroleum
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Fun Trivia About Oil and Gas
In 400 B.C., an oil well was made on an island in the Ionian Sea tosupply oil lamps.
As early as 1013, wells were drilled in China for natural gas,which flowed through bamboo pipes. The gas was used inporcelain manufacture, if not cooking and heating.
In the eleventh century, successful oil wells were drilled by theBurmese.
Petroleum is mentioned in the Bible in Genesis 14:10,Deuteronomy 32:13, and Exodus 2:3.
Petroleum is mentioned in the Koran in 23:20, 24:35, and 34:12.
Source: www.helium.com (community of writers)
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Fun Trivia About Oil and Gas
In 1640, an oil well was completed in Italy. Kerosene from the oilwas used for lighting.
Streets of Genoa and Parma were lighted by kerosene from an oilwell at Modena in 1803.
In 1857, oil was discovered in Romania and Ontario.
In 1829, a successful oil well was drilled in Kentucky.
In 1932, Standard Oil Company of California (SOCAL) discoveredoil in in Bahrain.
In 1947, the first offshore oil well was drilled off the coast ofLouisiana (by whom?).
Source: www.helium.com (community of writers)
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Did you know?
Uses more computer power than any other industry except theentertainment industry
Produces more than 75% of new energy options for our future(solar, fuel cells, wind, and hydrogen)
Actively supports deepwater biological research by making off-duty equipment available to marine biologists during deepwaterdrilling
Collects large amounts of metocean and atmospheric data tounderstand hurricanes
Provides infrastructure for mariculture
Oil prices, inflation-adjusted, finally exceeded the 1981 peak
(3/08)
Source: Careers in Oil and GasA supplement to: E&P
The upstream oil and gas industry:
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21st Century Trends
Globalization Economies, developing countries
Overpopulation
India average 7 births per mother
War and Terrorism
Resource Depletion
Who has the oil? / Who uses the oil?
Energy Conversions
LNG
Ethanol
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Producing Countries / Consumers
(2004 numbers, mill io ns of barrels per day)
1. Saudi Arabia 10.37 1. United States 20.5
2. Russia 9.27 2. China 6.5
3. United States 8.69 3. Japan 5.4
4. Iran 4.09 4. Germany 2.6
5. Mexico 3.83 5. Russia 2.66. China 3.62 6. India 2.3
7. Norway 3.18 7. Canada 2.3
8. Canada 3.14 8. Brazil 2.2
9. Venezuela 2.86 9. South Korea 2.110. United Arab Emirates 2.76 10. France 2.0
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Exporters / Importers
(2004 numbers, mill io ns of barrels per day)
Exporters Net Oil Exports Importers Net Oil Imports
1. Saudi Arabia 8.73 1. United States 11.8
2. Russia 6.67 2. Japan 5.3
3. Norway 2.91 3. China 2.9
4. Iran 2.55 4. Germany 2.55. Venezuela 2.36 5. South Korea 2.1
6. United Arab Emirates 2.33 6. France 2.0
7. Kuwait 2.20 7. Italy 1.7
8. Nigeria 2.19 8. Spain 1.6
9. Mexico 1.80 9. India 1.5
10. Algeria 1.68 10. Taiwan 1.0
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The Future of the Global Oil Industry
"Supply is going no place, and demand is rising 2.5% to 3% a year,"says economist Philip Verleger Jr. of Aspen, Colorado, August 2007
Is there a future?
"The issue isn't whether we have resources, but whether we haveaccess to them. It is a not a resource question, but a question ofavailability and timely development. - Former ExxonMobil CEO LeeRaymond, December 2007
An oil crisis is coming, and sooner than most people think. All oilproducers are not investing enough today. John Hess, Chief Executiveof Hess Corporation
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Where are the other energy sources?
6% of energy comes from renewables (biomass,hydropower, geothermal, wind, solar)
17% of that 6% is solar
1/3 of that 6% is wind
LNG LNG offers greater trade flexibility than
pipeline transport, allowing cargoes of
natural gas to be delivered where the
need is greatest and the commercial
terms are most competitive
Coal Slowly on the decline
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Wind and Solar Energy
Wind
Pros
Very efficient for electricity
Clean source of energy
Could replace up to 20% of ourtotal electric consumption in theforeseeable future
Cons
Coastal areas and high altitudes
Blades pose danger to birds
Need area to build a significantnumber of windmills
Solar
Pros
Free and efficient
Can replace traditional electricitysources in many places
Perfect for areas with abundantsunshine
Cons
High latitude areas do not haveenough sunlight throughout the
day Rainy areas do not have enough
sunlight to produce efficientenergy
Ian Callis, ezinearticles.com
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Liquefied Natural Gas
LNG in the U.S. since 1912, when the first facility in WestVirginia.
Now only 5 U.S. facilities (and one in Puerto Rico) capable ofimporting LNG not nearly enough to handle the amount of LNG
needed.
LNG provides 2.8% of U.S. natural gas, predicted to increase to16% by 2030, according to U.S. DOE.
LNG is an efficient and safe way to transport natural gas acrosslong distances and store it near consumers.
www.lngfacts.org
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What and where are our future reserves?
Deepwater Gulf of Mexico
West Texas
Niger Delta
South America
North Sea
Gulf Coast Florida
Middle East
Alaska
Offshore California
Algeria
The best place to look is where weknow petroleum systems are in tact
and functioning. Skip Hobbs,Ammonite Resources Company
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Alaska Oil Industry Facts For Example
1957: the first Alaskan oil discovered at Swanson River in Kenai.
Alaska's most important revenue source is oil and gas; 25% of US oil
Prudhoe Bay is North America's largest oil field.
75% of Alaskans support E&P in ANWR; potential of more than 10BBO.
The Trans-Alaska Pipeline moves up to 88,000
barrels of oil per hour on its 800 mile journey
to Valdez.www.50states.com, www.anwr.org
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Besides money, what is important to our employees?
A late 2006 industry survey of professionals..
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Fair compensation is a fundamental expectation
Okay, it really is first about the money
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Base salary
Sign-on bonus
Performance bonus
Technical training
Tuition assistance
Overriding royalty
Stock purchase plan
Stock options or company
participation
Disability insurance
Life insurance
Medical insurance
Dental insurance
Vision insurance
Vacation and holidays
Savings [401(k)] plan
Pension plan
Elements of compensation
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Compensation in the 21st Century
Salary ranges: Average
Geoscientists $75,000 - $260,000 $140,000
Geo-technicians $40,000 - $90,000 $66,000
Engineers (19 years avg.)$83,000 - $185,000$122,000
Engineering technicians$55,000 - $86,000 $64,000
Landmen $60,000 - $150,000 $110,000
Sources: SPE, AAPG, AAPL, Internal
9% increase over last yearAverage additional compensation, ($60,000 for technical people or
50%)Signing bonus, relocation expenses expected
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Occupation Employment / Wages for Geoscience Professionals
Source: AAPG
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Paid medical insurance is worth as much as $18,000 per year
An escalating-contribution-percentage savings plan
$100,000 per year salary
30 years $800,000 TODAY
An escalating-contribution pension plan
$700,000 TODAY
Valuing non-salary compensation
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Valuing non-salary compensation
Comparing Job Offers
http://localhost/var/www/apps/conversion/tmp/scratch_8/offer%20comparison.xlshttp://localhost/var/www/apps/conversion/tmp/scratch_8/Geoscience%20Competency%20Matrix.xlshttp://localhost/var/www/apps/conversion/tmp/scratch_8/Geoscience%20Competency%20Matrix.xlshttp://localhost/var/www/apps/conversion/tmp/scratch_8/Geoscience%20Competency%20Matrix.xlshttp://localhost/var/www/apps/conversion/tmp/scratch_8/offer%20comparison.xls7/27/2019 AAPG Course Presentation
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Valuing all monetary elements of the compensation package
Make it easy for new employees to understand
Provide a periodic refresher for all employees
Perhaps make it part of their annual personal report
Communicating compensation value
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Today's employees look for more than compensation andbenefits...they want to work where they are recognizedand rewarded for performance, where there is goodcommunication, and where they are part of the success ofthe company.
But it is more than just the money
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Lets survey our own employees!
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Categories addressed career, work environment, and personal
issues
36 non-monetary factors addressed in those 3 categories
Respondents rated each factor 1 to 5, 1 being a must-have
Collarini survey of oil industry employees
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"Please name one area where our company canimprove."
More formal performance evaluation process
Formal acknowledgement of good work with some type of award
More team building events
Collarini pilot program
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Personal plea to get higher response rate
Five minutes to respond
Completely anonymous
1,026 people responded
Double the expected response
Collarini survey of oil industry employees
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Respondents by years of experience
0 10 years 116
10 20 years 171
20 30 years 447
30 + years 289
Years of Experience Number of Respondents
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Corporate reputation 636= 62%Challenging work 572 = 56%My team 458 = 45%
New ideas welcome 445 = 43%My supervisor 433= 42%Influence on decision making 373 = 36%Commute time 368 = 36%
Corporate leadership 382= 37%Flexible work hours 357 = 35%Technology up to date 328 = 32%Corporate vision 317 = 31%Available tech. or prof. career paths 300 = 29%
Respondents rating issues #1 in importance
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My supervisor 1.82 Challenging work 1.87 My team 1.90 New ideas welcome 1.90
Flexible work hours 1.95 Commute time 1.98 Corporate reputation 1.98
Least important: variety ofoffice locations and child,elder care support
Challenging work 1.78 My team 1.88 New ideas welcome 1.89 My supervisor 1.93
Corporate reputation 1.98
Least important: child,elder care support
Women (176) highest AVERAGE Men (840) highest AVERAGE
Most important issues by gender
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Managers
Challenging work 1.60
Team 1.76
Influence on decision making 1.83
Corporate reputation 1.83
Supervisor 1.88
Welcome new ideas 1.91
Corporate leadership 1.99
Challenging work 1.70
Welcome new ideas 1.77
Supervisor 1.85
Technology up to date 1.85
Team 1.85 Influence on decision making 1.89
Level of technology 1.91
Geologists
Most important issues by position
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Engineers
Challenging work 1.90
Team 2.00
Welcome new ideas 2.03
Supervisor 2.11 Commute time 2.12
Corporate reputation 2.13
Flexible work hours 2.17
Welcome new ideas 1.48
Supervisor 1.56
Corporate reputation 1.67
Team 1.68 Challenging work 1.73
Corporate leadership 1.74
Commute time 1.74
Corporate vision 1.77
Technology up to date 1.86
Personal and professionalnetworking 1.91
Influence on decision making 1.93
Other professionals (sales,
financial, business, etc.)
Most important issues by position
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Human resources personnel
Corporate reputation 2.07
Corporate leadership 2.07
Security of premises 2.07
Work hours at home 2.14
Challenging work 2.14
Child/elder assistance 2.14
Most important issues by position
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Least important issues
Provision of child and elder
care
Variety of office locations
Office amenities
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Every individual hasneeds, desires, and
challenges unique tohim or her..
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I used to be in it for the sex, but that got old. Now I am in it
for the money.
My new position pays a little less, my title is lessbut I get to
go to parent teacher conferences and see my daughter everynight. I think this is one of the best jobs I have ever had!
Comments from respondents
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A clear, stable and trusting leader is the most important factor for
me.
Important factors to me: Challenging work, knowing you contribute, sharingyour success with the community and enjoying the company of people youspend over 40+ hours a week with.
Main reason I want to leave my job now is that it isn't challenging. A monkeycould do my job. The hours I'm working now is not very good for a single malewho wants a social life.
Comments from respondents
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Its not the technology - its ALWAYS the people
Work should be fun. If it's not, why are we doing it?
Reasonable amount of time off to pursue
individual interests is VERY important as I getolder. It's NOT all about work, work, work!
Comments from respondents
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How can we address individual needs?
Culture of supervisory awareness, respect, and care
Train supervisors and managers
Offer flexibility in meeting individual needs
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Geoscientists only: 250 respondents
Years of Experience
0-10 years 25 11-20 years 47 21-30 years 109 30+ years 68
2007 Survey of Industry Professionals
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Introduction about survey conducted August 2007
Questions asked: Where do you see the industry trending in the next 20 years?
Is your company outsourcing?
How efficient are the outsourcers?
Would you like to see more research on alternative fuels?
How will technology affect careers? Are you able to stay current with technology?
What will be the most valuable skills needed for a successfulgeoscientist?
Are companies relying too heavily on computer technology?
What skills are new industry entrants lacking?
What suggestions do you have for encouraging youth to explore energycareers?
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Geoscientists only, (preparing for AAPG shortcourse)
250 respondents, 170 with > 20 years of experience
Their opinions on current industry trends: Oil prices up or flat over the next 20 years: 80% Increased globalization: 32% Companies going green: 27%
52% work for companies who are outsourcing, somewhat
effectively
44% would like to see more research on alternative fuels
This Years Survey of Industry
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Where do you see the industry trending in the next 20 years?
Globalization: 21%
Going green: 17%
53%37%
10%
Prices up
Prices level
Prices bust
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Is your company outsourcing?
129 respondents said yes
Middle East 19
India 38
Asia22
Mexico 9 South America 19
Other 49
How efficient are the outsourcers?
64 Somewhat
16 Not at all
14 Very
52% work for companies who are outsourcing, somewhat effectively
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Would you like to see more research on alternative fuels?
Yes 108 /250
43% would like to see more research on alternative fuels
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How will technology affect careers?
Are you able to stay current with technology?
Yes 98
On my own 103
no 31
Are companies relying too heavily on computer technology?
Yes 58 (23%)
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Exercise
Question: Which skills are the mostimportant?
Rank the lists with 1 being the most important.
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What are the most important technical skills?
Modeling 16%
Geophysical interpretation 17%
Geophysical attribute evaluation 16%
Fundamental geophysical and geological integration 24%
Software fluency 17%
Management Skills 8%
Other 2%
80% of those surveyed are able to keep up wi th cur rent technology
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Ranking of 11 skill areas to stay competitive
Creativity 3.7 Industry experience 3.8 Communication 4.4
Education 4.5 Teamwork 4.6 Determination 5.6 Leadership 5.9 Flexibility 6.1
Perseverance 6.5 Patience 8.1 Risk taking 8.1
Which skills are most important?
The lower the
number the higher
the importance
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Practical experience 62% Work ethic 39% Patience 30% Professionalism 28%
Of 26 free-form comments on this question, 7 people identified a lack offundamental knowledge and/or education!
College training has become focused on high end topics likegeostatistics and simulation. I am often shocked at the lack offoundation when interviewing recent graduates.
Which skills are new entrants lacking?
Multiple answers
were allowed
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125 people responded:
We need to actually educate young people bygetting out there!
Tell them about the technology
Tell them about the importance of energy to our very
survival
Tell them about the investigative aspects of finding oil
Tell them about the travel opportunities
Tell them about the $$$$$!
How do we encourage youth to explore energy careers?
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Sponsor job fairs Visit campuses
Sponsor internships before majors are decided
Get them in the high schools and middle schools(even grammar school!)
Get information to the college campuses
Speak at the Rotary, Kiwanis, Elk, Moose, PTA,wherever you can
Topic? We are a great industry with great technology,
and we keep the world going.
How do we encourage youth to explore energy careers?
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Practical experience 62% Work ethic 39% Patience 30% Professionalism 28%
Of 26 free-form comments on this question, 7 peopleidentified a lack of fundamental knowledge and/oreducation!
Which skills are new entrants lacking?
What suggestions do you have for encouraging youth to explore
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What suggestions do you have for encouraging youth to exploreenergy careers?
Very challenging and exciting career.
Understand that the job is fascinating and fulfilling but theresponsibilities are large. Learning curves are often short and the bestapproach is to take early responsibility for learning as much aspossible.
Wide breadth of options...you aren't stuck with one career path.
Companies need to mentor new employees right out of school. My
basic training and mentoring at Chevron from 1966 thru 1970 wasinvaluable to my career. New employees need to have a basic
grounding in the science of finding oil and gas.
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Prolonging the Future of Oil and Gas
How can you encourage youth to start a career with an older
generation still in control?
What the older workers see as important, the younger ones donot. There is a huge gap between the two.
We can not encourage young talent until we accept what theywant.
Encourage practical on-hands field experience, particularly in the
early stages of their career.
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Prolonging the future of oil and gas
80% of the industrys workforce will age out in the next ten years withouteager, younger workers available to replace them.
A majority of the U.S. energy sector workforce, including skilled scientists
and engineers, is eligible to retire within the next decade. The workforce
must be replenished and trained. Hon. Samuel W. Bodman, Secretary of
Energy, National Petroleum Council, U.S. Department of Energy
Some oil and gas companies are trying to change their top-down, rigidmanagement styles, hoping to attract younger workers.
The industry is expanding the number of professorships and otherprograms it sponsors at universities as a means of bringing in newrecruits. It is also increasing the number of scholarships and tutoringopportunities it offers to drive more students into math, science, andengineering.
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Technology and fundamentals
Issue of growing concernYounger technical people know the computersOlder technical people know the fundamentals
Concerns always expressed by experienced people.
Mentors without strong computing skills are a talent solution underutilizedtoday, especially in the area of geoscience.
Other comments
Too much application of software and computer hardwarel imi ts the actual geological/geophysical concepts whi leworking for exploration or development projects. Thereshould be balance.
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The indus try has d one l i t t le to enhance our image from the popu larmisco ncept ion of g reed, corrupt ion, and harmful to the envi ronment.
Many workers in the industry are close to retiring. I'm highlyinterested in th e future of f lex / part t ime jobs as a career extensio n.
(Here is your next mento r!)
Companies need to mentor new employees r ight out of sch ool . Mybasic training and mento r ing at Chevron from 1966 thru 1970 wasinvaluable to my career. New emp loyees need to have a basicgrounding in the science of finding oil and gas.
Other comments
H l f l ki diff
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Here are examples of people making a difference
Boy Scouts Geology Merit Badge
BSA has been giving out Geology Merit Badges since 1912. To datethey have given out close to 400,000.
ExxonMobil supports Hispanic Heritage Youth Awards
Sponsors the Engineering and Mathematic categories
Alaska Department of Labor Workforce Development
Denali Youth Initiative program that will establish a framework withinrural Alaska that prepares youth between the ages of 16 to 24 fortheir first job for employment in the Denali investment priorities ofenergy.
Meeting the challenge what is already good news!
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Meeting the challenge what is already good news!
Source: www.aapg.org
What the AAPG is doing..
Grants-in-aid - fosters research in the geosciences
Student Chapter Program - provides students theopportunity to develop leadership skills and serves as afocal point for developing a feeling of professionalismthrough meeting industry representatives
Mentoring Program, Certification Program, VisitingGeologist Program
Meeting the challenge what is already good news!
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Meeting the challenge what is already good news!
What the IPAA is doing..
Academy for Petroleum Exploration, Production and Technology in Houston 2008.
Facil itating an energy education curr iculum in the Houston and Spring Branch I SDs.
Working with the Offshore Energy Center and its teachers to educate K-12th grade
students about oi l and gas industry careers.
Working with Hall iburton, Schlumberger and Oceaneer ing on f ield tr ips to stimulate
educator and student interest in career opportunities with the industry.
Coordinating with the World Affairs Council of H ouston to launch the Global Energy
I ni tiative. This program br ings energy policy issues to students. Last year over 330
Texas teachers benefited impacting 43,000 students statewide.
www.ipaa.org
Meeting the challenge what is already good news!
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Meeting the challenge what is already good news!
What the SPE is doing..
The Society of Petroleum Eng ineers and th e As soc iat ion o f Heads o f US
Petroleum Engineering Schools in vi te you to part ic ipate in the 2008 SPE
Col loquium on Petro leum Engineer ing Educat ion. Important issues for
the indus try as i t str ives to ob tain the high qual i ty profess ionals needed
to conquer tomorrows technical and social challenges will be discussed.
Meeting the challenge this century
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Meeting the challenge this century
Huge people shortages are forecast
Stealing from each other is not the best answer
Creativity and f lexibil i ty are essential for the best success
Meeting the challenge some ideas
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Meeting the challenge some ideas
Locate and recruit those who have left your company
Laid off , mothers, retirees
Locate and recrui t those who have lef t the industryEnvironmental geologists, draf tsmen, etc.
Address f lexibil i ty in how the job gets done
From home, part time, from far away, job shar ing
Recrui t f rom other industr iesManufactur ing, construction
I ntroduce continuous process eff iciency improvement
Teach time management, and streamline processes
Manage the workload with more and better trained support personnel
Technicians, administration
Effectively use mentors..NOW!
P l Y i
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People: Your most important asset:
Steps to getting a talented workforce:
Channel the energy
Recognize self determination as a driving force in careerdevelopment
Encourage career self-management
Empower the ability to become independent and to beconnected
Encourage connectedness
To develop advanced skills of networking and communication
Establish a creative climate
There is a need for stability and tools are needed to cope withuncertainty
Provide authentic leadership
People respond and gravitate toward that is which authenticand trustworthySource: Lyle Baie, Harts E&P
Meeting the challenge some ideas
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Meeting the challenge some ideas
F ind jobs with similar ski l ls, recrui t, and cross-train people
Mortgage administrators to lease analysts
Graphic designers to draftsmen
I T professionals to engineer ing and geophysical technicians
Earth science teachers to geoscience technicians
Engineers from food, manufactur ing industr ies for process engineer ing
Engineers from aerospace and power for instrument and electricalengineering
Work / Life Balance
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Work / Life Balance
Energy companies that have flextime work schedules
Aera EnergyBPChevron USACollarini Energy StaffingConocoPhillipsDevon Energy Corporation
Direct EnergyEl Paso CorporationEnbridge EnergyEOG Resources, Inc.Highmount E&PMCX Exploration (USA) Ltd.Reliant EnergyShell Oil CorporationSUEZ Energy North America, Inc.
By moving a relatively small number
of cars off the roads during peak
congestion periods, a measurable
improvement in mobility will be
realized. Houston Mayor Bill White
Other flextime policies?
Company Advantages: happy
employeesless absenteeism,less traffic / congestion
Flex in the City Houston Mayor Bill Whites Plan
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Flex in the CityHouston Mayor Bill Whites Plan
In 2007, we recognized 43 Houston employers for their sustainable flex options.
These organizations realized that by employing flexibility as a management strategy
for effectiveness, they could enhance productivity, increase employee satisfaction andeven reduce Houston traffic during peak commute times.
Does your organization qualify?
Mayor Bill White's Flexible Workplace Initiative
works with top employers citywide to implement
flex work options that get Houston moving!
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Telecommuting
Advantages better for environment, quieter work environment,
choice of location/time, more time for family/work life balance,cost savings to employers (overhead)
Disadvantages reliance on technology, connections todatabases and internet, number of wi-fi locations, less interactionwith co-workers (reduced team effort)
Technology progresses!
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Technology progresses!
Technology progresses!
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Technology progresses!
Technology progresses!
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Technology progresses!
Technology progresses!
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Technology progresses!
Technology progresses!
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Technology progresses!
Technology progresses!
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Technology progresses!
Discussion
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Where do you see technology going in the next 30 years?
Where do you see technology going in the next 30 years?
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Where do you see technology going in the next 30 years?
The shift will come very quickly, and it will be a very fast changeover. If we want to
attract people to our industry, we need to turn our workplace into som ething more
tech-savvy. Basil A llam, Chevron , Careers in Oil and Gas
Software has become a black box and it is far too common to do work without
really understanding the methods or limitations.- Anonym ous
Whether you have a PC on your desk in 10 to 15 years w il l be a matter o f choic e,
not necessity. If you do , it wi l l be vast ly more powerful than your cu rrent system,
thanks to advances in nanotechnology, Doug Tougaw, an engineering professor at
Valparaiso Universi ty wh o is developing nanocom puters.
I am of the school that a strong "fundamentals" is critically important over
technology. Techno logy wil l cont inu e to evolve and change, withou t the
fundamentals one is at risk in misusing the technology. Bill Barkhouse,ExxonMobil
Managing Your Career
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Managing Your Career
Geoscience Competency Matrix
Managing Your Career
http://localhost/var/www/apps/conversion/tmp/scratch_8/Geoscience%20Competency%20Matrix.xlshttp://localhost/var/www/apps/conversion/tmp/scratch_8/offer%20comparison.xlshttp://localhost/var/www/apps/conversion/tmp/scratch_8/offer%20comparison.xlshttp://localhost/var/www/apps/conversion/tmp/scratch_8/offer%20comparison.xlshttp://localhost/var/www/apps/conversion/tmp/scratch_8/Geoscience%20Competency%20Matrix.xls7/27/2019 AAPG Course Presentation
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Action Plan possibilities direct your career Specific training
Pursue a mentor
Attend technical society meetings
Participate on committees
Read technical papers Stay in the loop
Ask for developmental assignments
New geologic basins, domestic, international
New technology/research
Volunteer for special projects/assignments
Speaking program
Mentoring/training others
International Assignments
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Jobs overseas
Adds value to your portfolio
Statistics
International departments with some travel See the world
International Assignments
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International Assignments
Going Global: Overseas assignments can mean glamour,adventure, and excitement and can be very beneficial to financesand career. Before you take that leap, consider what a decisionmay affect.
In a survey of 23 multinational companies, more than half of all senior
executives had taken overseas assignments during their careers.
Kidnappers, pickpockets, terrorists, oh my! ORC Worldwide publishes aLocat ion Evaluat ion Reportthat provides specific conditions in variousplaces. So does the US Department of State. Know what you are gettinginto.
Source: Collarini Energy Staffing Newsletter September 2007
Self Marketing
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g
Old ClichIts not what you know, but who youknow is still as relevant today as it has always been.
Networking
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No Jobs for Life
2006 college graduates are expected to change jobs at least 5 timeswithin their careers
Career Choices
Go for the job you really want, dont just take one and get stuck in
the wrong place
Staying Marketable
Broad experience (international, multiple basins)
Specialization (AVO, etc.)
30 Second Sales Pitch
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Core Elements of a Pitch
To start:
You
Company
Problem you solve
What you want/call to action
Descriptive
EngagingTell me more!
Clear precise language
Target pitch / products / services to audience
Netplaynetwork.com
30 Second Sales Pitch
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30 second pitch when do you use it?
Make it a story, add detail
Client, what you did, results
Statistics
Independent numbers that tell about your success
Awards
Recent wins
Chosen for the audience research
Differentiate yourself from others
Netplaynetwork.com
30 Second Sales Pitch
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Its How You Say It Posture
Hand Shake
Food Management
Dress Professionally
Cultural aspects of interaction Connect and move on
30 Second Sales Pitch
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DO
Say what you mean
Short, precise
Invite engagements
Use metaphors
Use powerful verbs
DONT
Dont hedge
I think
Long, empty
Facilitate, quite frankly
Watch jargon
Typical buzz words
Vague verbs
Impact, provide
Exercise
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Exercise
30 Second Sales Pitch Know your purpose, why you are different, why they should care, what you
can do for them
How many of you have a 30 second sales pitch?
Example:
Write your 30 Second Sales Pitch
12 Ways to Avoid Job Seeker Mistakes
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Go after jobs you are qualified for
Keep your resume simple Refer to your interviewer as Mr. / Ms. / Maam / Sir
Keep your private life private
Research and understand the position and company
Dress for the position you want to have
Dont waste time sending out resumes for positions you dont really
want
Be direct (with examples) in your responses to an interviewer
Make sure your e-mail address and voice mail are appropriate
Network: the more people you involve, the better your chances
Always say thank you and send a thank you note / e-mail
Ask questions: What is going to make the person who takes thisposition successful? Source: www.careerbuilder.com
Resume Writing
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How to move your resume to the top of the stack
Exercise to help identify strengths and weaknesses
Resume key words or buzz words
Review your accomplishments
Dont be afraid to blow your own horn
Describe challenges you overcame
Make a Checklist of Your Accomplishments
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Awards, special recognition
Increased efficiency
Solved difficult problems
First time to accomplish something
Created, developed, invented, or designed something
Prepared presentations, reports, articles Managed groups or departments
Saved the company money
Trained employees
Increased sales Promoted, upgraded
Implemented or developed a new procedure
Resume Writing: Keywords and Activities
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Research: observe, investigate, study, perceive, sense, measure, test, inspect, examine
Analysis: compare, extract, correlate, derive, evaluate, differentiate, identify
Interpretation: explain, understand, portray, advise
Problem solving: trouble shoot, improve, critique, redirect, redesign, restructure
Systemizing: coordinate, organize, develop procedures
Planning: long term, short term, forecast, strategize, set goals
Management: supervise, control, direct, budget, administer, delegate
Leadership: show the way, govern, inspire, motivate, assert, decide, advise
Decision-making: judge, select, decide under pressure, arbitrate
Mentoring: teach, coach, counsel constructively, help others grow professionally and personally
Innovative: invent, change, develop, devise, break with convention
Imagination: visualize, conceptualize, fantasize
Vision: ask what if? or why not? then act to find the answer, see the future clearly
Listening: understand the message others are delivering
Negotiation: mediate, intervene, resolve differences
Initiative: be among the first to try or do
Flexibility: adapt easily to change, be politically aware
Resume Writing
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Have an expert proofread before finalizing!!!
Principal vs. Principle
Lead vs. Led
Especially important if English is a second language
Words That are Easy to Misuse
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10 Questions to Dazzle Would-Be Employers
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What type of growth and advancement opportunities does thisposition and the company offer?
How do you see me benefiting the company?
What would my first project be?
Are continuing education and professional training stressed?
Why did you choose this company?
What is the companys culture?
Who will evaluate me if Im hired?
What exactly are the job responsibilities?
When will a decision be made on the successful candidate?
May I contact you if I have other questions?
Kate Lorenz, careerbuilder.com Editor
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?
Meeting the challenge
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God, thanks for this boom we have prayed for since 1982. We promise
not to screw it up this time!
People are our most impor tant and least expensive asset
A 20-barrel per day increase in production pays for an engineer or
geoscientist for a year, with some to spare, at todays prices. Invest
wisely in them!
Thanks for you r at tent ion!