AAPG Course Presentation

7/27/2019 AAPG Course Presentation

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Collarini Energy Staffing Inc. April 2008

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)
http://localhost/var/www/apps/conversion/tmp/scratch_8/Geoscience%20Competency%20Matrix.xlshttp://localhost/var/www/apps/conversion/tmp/scratch_8/Geoscience%20Competency%20Matrix.xls


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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)
http://www.collarini.com/collarini-career-management-tools.htmhttp://www.collarini.com/collarini-career-management-tools.htm


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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
http://www.collarini.com/offer%20comparison.xlshttp://www.collarini.com/offer%20comparison.xls


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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.xls


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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
http://localhost/var/www/apps/conversion/tmp/scratch_8/offer%20comparison.xls


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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


Supervisor 1.88

Welcome new ideas 1.91

Corporate leadership 1.99



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


Team 2.00


Supervisor 2.11 Commute time 2.12


Flexible work hours 2.17


Supervisor 1.56


Team 1.68 Challenging work 1.73


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.)



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Human resources personnel



Security of premises 2.07

Work hours at home 2.14


Child/elder assistance 2.14



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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.



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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!



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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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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



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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



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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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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



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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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Discussion


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Where do you see technology going in the next 30 years?



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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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Geoscience Competency Matrix

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.xls


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g g

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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g

Jobs overseas

Adds value to your portfolio

Statistics

International departments with some travel See the world



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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


87/100


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



88/100


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



89/100


Its How You Say It Posture

Hand Shake

Food Management

Dress Professionally

Cultural aspects of interaction Connect and move on



90/100


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


91/100


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


92/100


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


93/100


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


94/100


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


95/100


g y

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


96/100


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
http://localhost/var/www/apps/conversion/tmp/scratch_8/tools-words.pdfhttp://localhost/var/www/apps/conversion/tmp/scratch_8/tools-words.pdf


97/100

10 Questions to Dazzle Would-Be Employers


98/100


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


99/100


?

Meeting the challenge


100/100

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!

AAPG Course Presentation

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Transcript of AAPG Course Presentation