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Volume 10 • Issue 3 • May 2010 |
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| Our Perspective | |
"These
are the times that try men's souls"
Thomas
Paine's words in reflection of the events challenging the young United
States seem to have a true ring today.
Our industry remains under scrutiny and adverse pressure from all
sides. More than ever, it is
important for those of us in our industry to keep a positive attitude
since we KNOW the importance of oil and gas to our country and all
democratic countries around the world; we are not perfect, but we need to
spread our message about the technological advances and huge capital
contributed by the industry. Staying focused and on message is even more
important as we try to keep our great employees doing great things in
their daily work. In our
business of staffing and interviewing people everyday, we keep hearing
what motivates people to stay with their current employers.
We are calling this "one
employee at a time."
In
our continuing series to keep you apprised of skill sets, we take another
look at reservoir engineering and the experience that is
most sought after right now; GO SHALES!
Keep
up the good work.
| Upcoming Events |  |
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June 2-3, 2010 Houston, Texas Marriot West Loop by the Galleria
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June 4-9, 2010 Pittsburgh, Pennsylvania Omni William Penn Hotel |
| Employer Tips |
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How do we keep great employees today?
The
answer to the question of keeping great employees in today's environment
is still: "one person at a time."
Despite that we see volatility in politics and commodity prices and
a large number of baby boomers and a large number of Generation
"Y" employees, that is still the answer: "one person at a
time." Even in the
middle of quiet layoffs, reorganizations, and hiring freezes, most
employers realize the value of their human resources in ensuring the
continuity and profitability of the company through effectiveness in
implementing the strategy and plans.
What are some of the reasons that people are attracted to new
positions, and what can employers do to keep and attract talent?
Here is some anecdotal evidence to think about, from actual
interviews with people we have talked to in the last 18 months.
Two
senior engineers decide to move to different consulting firms, because
they both have been put in positions where management reporting and
processes consume their energies. Both
want to preserve their technical skills and technical management expertise
with current experience; the smaller and more focused responsibilities in
the consulting environment address these needs.
A
senior operations manager desires to move closer to the
Louisiana-Mississippi Gulf Coast. His
family lost three houses during hurricane Katrina.
The parents are elderly, and the family is trying to rebuild. He is very interested in moving to a location closer to home,
and while the job is important, salary and position are less important
than location. A
company that can accommodate him will find themselves with a very
competent and loyal employee.
A
land manager evaluates his retirement options upon eligibility and, with
interest rates as they are, elects to retire; he relocates to his original
family home and takes a consulting position with a smaller, less stressful
company. A senior
geophysicist also evaluates his retirement options, elects to retire, and
immediately goes back to work as a consultant for his old company with
which he had been employed for over 30 years.
Rehiring of annuitants is a very effective way of retaining talent.
A
reservoir engineer becomes tired of long hours and travel.
He takes a salary decrease to work closer to home and not so much
stress. He has been able to
join the PTA and participate in his daughter's school activities much more
often. He is very happy.
A
reservoir engineer and a geologist with young children want to work part
time or from home. Both have
been accommodated by new positions with companies that are comfortable
with this situation. One
company is a very small independent; the other is a major oil company.
Finally, in the baby
boomer category, scores of people are seeking opportunities to accommodate
their obligations to care for aging parents.
Some seek positions that allow flexible time; some seek locations
closer to the parents; boomers' parents are generally in their eighties or
nineties and require family support.
Each of these true, but anecdotal situations can be
addressed by many companies to keep great people. Larger organizations, of course, will have more flexibility
to accomplish this, but the ideas can be adapted to fit a large array of
situations. The message,
again, is we have to know our people. Good luck!
The
following biographies are just a small sampling of the kind of talent
available in our talent pool of over 19,000 experts. Please call our
placement managers if you are interested in learning
more about these professionals, or check out our website for more
candidates. Production Geologist with a master's degree in geology and over 30 years of
experience with one major oil company. Experienced in production geology
in the Gulf of Mexico and Gulf coast region. Additionally experienced in
defining and developing outpost opportunities in the Gulf coast and
evaluating reserves from log, seismic, and production data. Geographic
areas worked include deep water Gulf of Mexico, Dalhart Basin, Arkoma
Basin, Kansas, and Niger Delta. Software proficiency includes StratWorks,
IESX, Z-MAP, GeoFrame, SeisWorks, VoxelGeo, and Petrel. Ask for
G102.
Talent Pool
Geophysicist
with a master's
degree in geology and over 29 years of experience with major, midsize, and
independent oil and gas companies. Experienced in seismic interpretation,
acquisition, processing, exploration, development, A&D, and modeling.
Domestic geographic areas worked include deepwater Gulf of Mexico, east,
south and west Texas, north and south Louisiana, Mississippi, Colorado,
and Oklahoma. International geographic areas worked included Canada,
Indonesia, Mexico, North Sea, Argentina, Holland, and Venezuela. Software
proficiency includes Landmark and SMT. Ask for GP307.
Oil and Gas Engineering Supervisor with a bachelor's degree in mechanical engineering
and 22 years of experience with a major oil and gas company.
Expertise in global leadership and integrity management of startup,
maintenance, and operations for offshore oil and gas facilities.
Experienced with complete operations from wellbore to sales point.
Geographic areas worked include Louisiana, Texas, California, the
Gulf of Mexico, the United Kingdom, Norway, Russia, Kazakhstan, Oman, and
West Africa. Ask for
F1690.
Project Manager with a
bachelor's degree in mechanical engineering and 22 years of experience in
the oil and gas and industry. Expertise
in all aspects of project management including permitting, engineering,
contracts, fabrication, transportation, logistics, and installation of
structures and process facilities. Experienced
in engineering design and construction of offshore oil and gas facilities
as well as environmental testing and remediation.
Geographic areas worked include Texas, Louisiana, Tennessee,
Mississippi, the Gulf of Mexico, Australia, Malaysia, and Angola.
Ask for PM381.
HSE Director with master's and bachelor's degrees in business and 17 years of
experience in the upstream oil and gas industry. Expertise in
corporate management, development and implementation of companywide HSE
functions. Experienced in HSE related activities for operations,
drilling and completions including Haynesville and Marcellus shale plays.
Additionally experienced working with regulatory agencies including the
MMS, EPA, Texas Railroad Commission and the Texas and Louisiana
Departments of Environmental Quality. Certified
Safety Professional (CSP) and Occupational Health and Safety Management
System Auditor. Registered
Environmental Manager (REM). Ask
for HS822.
Reservoir Engineer
with a
bachelor's degree in petroleum engineering and eight years of experience
working for mid-sized to large oil and gas companies and a financial
institution. Experienced in acquisitions, divestments, economic modeling,
reserves evaluation, and production forecasting. Geographic areas worked
include Texas, Louisiana, the Gulf of Mexico, and West Africa. Software
proficiency in ARIES, PHDWin, Power Tools, and HPDI. Ask for
R965.
Reservoir
Engineer with a bachelor's degree in
petroleum engineering and more than seven years of experience in the oil
and gas industry working for mid-sized to large independents. Experienced
in strategic planning, lookback analysis, acquisition and divestment
analysis, reserve analysis, economic analysis, production forecasting, and
budget preparation. Geographic areas worked include Michigan, Alabama,
Oklahoma, and Texas. Software proficiency in ARIES, PEEP, OFM, Petra, and
SPOTFIRE. Ask for R964.
Production
Engineer with a master's degree in
petroleum engineering and seven years of oil and gas experience working
for small to large independents. Experienced in horizontal completions,
unconventional plays, workover design, nodal analysis, permitting, vendor
relations, AFE preparation, project management, budget analysis, and
waterflood and CO2 flood operations. Geographic areas worked include
Montana, Mississippi, Louisiana, Alabama, and the Gulf of Mexico. Ask
for P625.
Production and
Reservoir Engineer with
a bachelor's degree in chemical engineering and 30 years of experience
working for large independents. Experienced in management, prospect
evaluations, engineering field studies, acquisition analysis, and reserves
system management. Geographic areas worked include Egypt, the offshore
Texas coast, and Michigan. Software proficiency in ARIES and PanSystem.
Ask for PR629.
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Review thousands of talented people in
more than 30 upstream disciplines at |
| Career Advice |
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Skills that Sizzle in Shale Gas
Stimulation
knowledge. Shale
gas is the hot, new resource play occupying center stage in the natural
gas arena. Engineers desiring
a part in the play should read further to discover what skill sets will
get you noticed.
Stimulation
knowledge. Shale
requires stimulation. Engineers
with advanced knowledge in well workover and intervention applications,
particularly hydraulic fracturing, are in high demand.
The low permeability of shale makes knowledge of how best to get
gas flowing from the reservoir into the well bore critical.
In a paper titled, Unconventional Resource Recovery Improvement Using Conventional
Reservoir Engineering Strategies, the authors stated,
"Often, the biggest challenge is not finding the productive zones as
much as finding the zones that are most conducive to effective
stimulation." Optimizing
hydraulic fracture treatment characteristics, zone-by-zone, often
determines the degree to which the available resource is recovered.
Advanced
completion experience. Unconventional
resource plays are often marginally economic; therefore, anything that
results in efficiency gains and corresponding cost reductions is highly
prized. Knowledge of advanced
completion optimization techniques that include not only multi-well,
multi-stage fracturing from one pad, but also include the knowledge of
physically connecting several pads several miles apart to pumping
equipment at a centralized location have the potential for dramatic cost
savings. In a case study done
by Encana on the Pinedale Anticline in Wyoming, 406 stages in 40 wells
across 10 interconnected pads were hydraulically fractured in 2 weeks,
resulting in a significant cost savings.
SPE: Tight Gas Completions Technology Applications and Best Practices,
Dec 2008 - Simultaneous Operations for Multi-Well Completions.
Reservoir
characterization and simulation. Modeling flow in fractured reservoirs is difficult, but
key to achieving maximum hydrocarbon recovery.
In unconventional plays, the economic focus is on individual wells
rather than entire reservoirs. The
result can be minimized well cost at the expense of maximized hydrocarbon
recovery. Fracture modeling
provides the understanding of how the wells are being drained and what
part of the reservoir has been stimulated resulting in increased
efficiency of hydrocarbon recovery.
Engineers
with the technical skills mentioned above, as well as experience working
within an integrated team environment, and who possess a broad background
in field development are the crown princes of today's hottest environment.
| About Us | |
Connecting the Industry's Experts...
Collarini
Energy Staffing Inc. is a full-service agency specializing
in the placement of energy and EPC personnel and including the disciplines
listed below (other supporting personnel are managed upon request):
| Accountants and finance
personnel Administrative and clerical personnel Business analysts Civil and architectural engineers Drilling engineers Drilling operations supervisors Executives Geologists, geophysicists, and petrophysicists Health, safety, and environmental personnel Human resources personnel Instrument and electrical engineers IT professionals Land, legal, and supporting personnel Materials and corrosion engineers |
Naval architects Operations supervisors Pipeline, riser, and subsea engineers Process engineers Procurement engineers Production engineers Project managers and support personnel Quality control and inspection personnel Reservoir engineers Sales and marketing professionals Technical writers Technicians, drafting and graphic Technicians, engineering and geoscience |
Guiding
Careers to the Next Level...
Collarini Career Management applies its deep understanding of the career paths of technical professionals in the E&P and EPC communities to help companies and professionals build successful organizations and careers. We leverage Collarini's unique combination of industry knowledge and technical expertise to guide companies and individuals during transition, training existing employees for high performance, and designing customized technical training plans for companies and individuals.
| Contact Us |
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Country Way, Suite 950 Houston, Texas 77024 832.251.0553 |
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