Graduate research opportunities in the oil & gas industry. The Louisiana Universities Marine Consortium (LUMCON) seeks a cadre of Postdoctoral Associates (2), Graduate Student (1), Research Associate/Assistants (2), Data Manager (1), and Web Developer (1) to help with research programs that investigate the Effects of the BP Deepwater Horizon Oil Spill on Coastal Ecosystems of the Northern Gulf of Mexico.
Nuclear energy is a clean and pollution-free means to generate electricity and India must actively encourage its use to keep pace with the rising energy demand. This was the consensus of students after an interactive quiz session on energy scenario in India. The programme was held at Sevdie Institute of Management and Technology(SIMT) on Tuesday.
A short animation film titled ‘Meet Mr Budhiya’ which portrays through comic characters the change of heart among villagers who have fears about a nuclear power plant, was screened before a group of more than 100 engineering students of SIMT. After the screening, a few questions were asked about energy and those students who gave correct answers were given prizes.
The questions included teasers such as the use of radiation in daily life, in agriculture and medical care; comparison of nuclear energy with other non-conventional forms as solar and wind energy and the comparatively lesser damage to the environment in production of nuclear energy.
We are looking for graduates with business related degrees who will join our 2-year graduate training scheme leading to an appropriate professional qualification. You will ultimately join one our key account areas, Power Generation, MOD and International or Decommissioning in a business management role.
The job could be based in Bristol, Leicester or Manchester but you can expect four or more long secondments at any of these offices and to our Nuclear Industry clients at their sites around the country during your two year training period. At the end of the two years you will have a good understanding of our business processes and the nuclear industry. This will put you in a good position to influence the future course of your career.
Babcock International Group – Marine and Technology Division are looking for driven and enthusiastic Chemical Process Engineer Graduates to join our well established and accredited Graduate Training Scheme in Devonport, Plymouth.
The initial first 2 years of the development scheme will be divided into a number of placements each designed to give you a broad experience of the company and exposure to the different projects undertaken across the site.
This is an exciting opportunity to work on complex engineering challenges ranging from large scale submarine projects to fast paced commercial projects. There are excellent opportunities to specialise in specific technical disciplines through the development of wide breadth of cutting edge technology or the design and integration of complex systems.
Canada’s oil and gas industry, which includes the Athabasca oilsands in northeastern Alberta, will struggle to find workers over the next few years, according to the Calgary-based Petroleum Human Resources Council of Canada (PHRCC).
In fact, labour shortages are projected to be more severe than in 2007, the height of the last boom, when the industry had trouble attracting and retaining enough workers.
Some of the shortages will be due to the introduction of new technologies in the oilsands.
Until recently, conventional open-pit mining, using huge shovels and trucks, was how most bitumen was extracted.
But, only about 20 per cent of the resource can be mined.
The remaining 80 per cent is too deep – more than 70 metres in depth – and needs to be pumped out of the ground like conventional crude oil.
The transformation to newer in-situ extraction technologies is in full swing.
“Already more than one-half of oilsands extraction is in-situ,” said Travis Davies, manager-media and issues with thePHRCC.
“We expect that by 2015, it will take the lion’s share.”
Davies said the most widely-used in-situ technology is steam-assisted gravity drainage.
SAGD (pronounced “SAG-DEE”) is an advanced form of steam stimulation, in which a pair of horizontal wells are drilled into the oil reservoir, one a few metres above the other.
Low pressure steam is continuously injected into the upper well bore to heat the oil and reduce its viscosity, causing the heated oil to drain into the lower well bore, where it is pumped out.
Because in-situ requires a lot of piping, there is a greater demand for labour from the metal trades, such as boiler makers, pipe-fitters and welders, as well as technicians from the electrical and controller industries.
Cheryl Knight, executive director and CEO of the Petroleum HR Council, said the move to in-situ and the increased use of fracking technology (hydraulic fracturing to release petroleum from layers of rock), is also leading to increased demand for, and shortages of, software developers and technologists, fracking operators, and water and environmental management technicians.
Knight said many of the shortages are occurring in the services sector, which is the operating part of the oil and gas industry and its single largest component.
Exploration and production are other sectors.
Both in-situ and fracking rely heavily on the services sector for their operations.
Development of the services sector workforce needs to keep pace with technological change.
Over the next 10 years, the oil and gas industry will face another challenge, as many of the industry’s most experienced and skilled workers begin to retire.
To examine the possible impact of worker retirements on the industry labour force, the Petroleum HR Council developed and analyzed three scenarios based on different energy prices and corresponding industry activity levels.
In each of these three scenarios, according to the council’s analysis, the industry will face a labour shortage.
“Even in the scenario where the industry’s activity levels remain low, the petroleum industry will need to hire 39,000 workers, just to replace the number of people retiring,” said Knight.
“If prices for oil and natural gas rise and stay high, the need for new workers is staggering. In this scenario, the industry will need over 130,000 new hires.”>
Knight said workforce challenges will continue to get worse before they get better.
“For many companies, managing labour challenges will be key to sustaining their growth,” she said.
Calgary-based Cenovus Energy Inc., which operates two SAGD projects in Alberta and has 10 emerging projects, has a long-term workforce plan.
The plan includes guidelines for the number of staff it will need to meet its production goals.
“We’ve hired over 500 staff in 2011, as part of our plan to hire an additional 1,700 staff by the end of 2015,” said Cenovus spokeswoman Jessica Wilkinson.
“By 2021, we expect to have a staff of about 7,000 people, compared to just over 4,000 now.
“The majority of these jobs will be in the field to support our oilsands operations.”
Wilkinson said that although Cenovus isn’t experiencing a labour shortage now, but is preparing for the future.
“(We are) ensuring we have the appropriate staff needed to expand our operations is an important part of our business planning,” he said.
“The reality is that retiring baby boomers and demand for workers in the same talent pool will affect the entire industry, which is why Cenovus has developed a long-term workforce strategy to address these issues.”
The oil and gas companies must focus more on competence, rather than compliance, if they are to achieve a step-change in safety skills and performance, according to a report commissioned by industry skills and training standards body OPITO. Over 65% of respondents to the study said the current focus on compliance in companies could lead to complacency.
The study, entitled “Tick Safety not Boxes”, was conducted by the Robert Gordon University and sponsored by Aberdeen Drilling Consultants, is part of OPITO’s efforts to improve global safety and competency standards. The research included around 50 interviews with senior managers in a range of oil and gas companies in 11 countries.
“Anecdotally we recognised that there was tension among oil and gas companies between ensuring compliance and a competent workforce that can perform safely,” said David Doig, group chief executive of OPITO.
While many companies go over and above their legal and other requirements in terms of compliance, there is a mixed approach to competence with various views on what it actually is and how it is measured, according to Doig.
“Compliance aside, organisations need to know their employees are competent to do the job they are trained for<” he noted. “The research proves that the tick box mentality around compliance needs to change and a real understanding of what competence is, who takes ownership of it and how it can be achieved is the best way to protecting people, performance and reputations.”
The findings reveal a clear realisation among oil and gas companies around the world that being compliant is not enough to improve workforce safety and skills. While respondents believed their company approach to compliance is exemplary, there is an appetite for greater consistency and global standards in competence management.
Respondents highlighted that certification does not equate to competence and more attention needs to be paid to the outcomes of training programmes. The robustness of assessment of competency and validity of processes was questioned and there appears to be a lack of consensus and common understanding of what competence means.
There is a desire for greater openness and sharing across the industry in relation to the management of competence and a requirement for ownership of competencies to be embedded more deeply in companies. Major issues emerged about companies’ confidence in the delivery of compliance and competence among their contractors.
There was some disagreement as to the extent to which the Macondo tragedy had pressured companies into moving from a compliance based model to a competence based one. Around 46% felt that it had and 18% disagreed. A number argued that the incident had resulted in highlighting the two.
Over 40% had made no changes to compliance and competence systems as a result of Macondo but some had carried out a healthcheck of existing processes and reported a greater rigour in implementation and heightened awareness of the need for very robust processes.
Some employers had widened the scope of employee review, made equipment changes and developed new methods of project leadership. Others had focused on competencies around oil spill response and adopted new safety training requirements which came out of the US in the aftermath.
Professor Rita Marcella of Robert Gordon University, said: “The relationship between compliance and competence was one of the most interesting factors from the research. Almost 40% felt that competence is a product of a high quality, robustly assured compliance system, while 16% felt it was not and 14% saw compliance and competence running in parallel and less than 13% believed competence was only one aspect of compliance.
“Over half stated that basic compliance was the priority while 30% said competence should come first. Conversely, when asked whether it was more important for companies to bring their workforce to a place of compliance or to develop competence to do the job, respondents tended to swing towards competency being the priority. This underlined the tension around the relationship between compliance and competence which should be the subject of further industry debate.”
Around 44% of companies did not think that compliance and competence systems were integrated and, where they were, this could be regarded as partial or inefficient. There was a growing recognition that they need to be integrated but uncertainty as to how this could be achieved.
As an industry it is clear that we are compliant but there are questions over competence, said Doig, who also noted concerns about an evidence of a gap between what senior management think is happening and the reality operationally. We have to close that gap.
“It is unacceptable that the industry is unable to tell if its workforce is competent until that competency is tested by an incident,” the OPITO boss concluded. “There is a lot of work to be done in terms of proving the success of training and making sure we don’t assume because a worker has been trained he is competent to do the job. The drivers for competence are still related to business performance rather than safety performance.
“Interestingly, many felt that the ownership of competency had to move further down the organisation with workers at the coal-face being delegated with more responsibility around assuring and measuring competence among workers.
“OPITO will be digesting this research with industry and looking at the potential for developing and rolling out a pan-industry approach to measuring competency. Adoption of common global standards would help but we may have to go further.”
Our client is one of the leading third party providers to the European wind industry. Work includes installations of MW scale turbines, blade inspections and repairs, EOW inspections, statutory inspections and general Operations and Maintenance support. Due to an increasing workload and securing a number of high profile contracts there is an immediate requirement for ambitious and committed wind turbine technicians, with a variety of flexible contracts and locations on offer.
A principal piping engineer is required to deliver all discipline activities to cost, schedule and quality criteria. Manage discipline team. Assist with discipline objectives and budget across Business Unit….
This position offers opportunities to gain experience preparing and implementing scopes of work and maintaining budgets for a wide variety of environmental and water resource projects, drilling with various types of drill rigs, collecting soil and groundwater samples and comparing laboratory analytical results to state and federal regulatory levels for contaminants, and preparing reports to clients and regulatory agencies describing site characteristics and soil and groundwater conditions.