7 marcellus resource group attracting and keeping talent
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Canton Regional Chamber of Commerce April 11, 2012 Serving the Marcellus and Utica Shale Plays •Introductions •General US and PA Employment Trends •O&G Job Growth •Difficulties You May Face in Finding and Keeping Your Key Talent •Some Good News •Where You Can Find Help •Q & A AgendaTRANSCRIPT
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Canton Regional Chamber of Commerce
April 11, 2012
Serving the Marcellus and Utica Shale Plays
Attracting and Keeping Talent
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Agenda• Introductions• General US and PA Employment Trends • O&G Job Growth• Difficulties You May Face in Finding and
Keeping Your Key Talent• Some Good News• Where You Can Find Help• Q & A
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Six member firms made up of over 50 seasoned professionals, with offices located throughout the Appalachian Basin
Akron, Columbus, Medina, Steubenville and Warren in Ohio Cranberry, Johnstown, Pittsburgh, Southpointe and State College in PABridgeport, Charleston, Morgantown, Parkersburg and Wheeling in WV
Raleigh, NC — Sewell, NJ — Elmira, NY — Dallas and Houston, TX
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Deep Experience In Serving the Entire Oil & Gas Supply Chain
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Acquiring
ManagingOptimizing
The Single Complete Source for Talent and Organization Solutions
Do you have the talent you need to grow and succeed?
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Getting Your Talent
• Finding Them • Attracting Them• Screening Them
• Training Interviewers• Reference Checks• Pre-hire Tests &
Assessments• Orientation &
On-boarding• Employment
Contracts
Managing Your Talent
• Wage & Salary• Incentive Plans• Policy Manuals
• Employee Handbooks• Performance Reviews• Performance Coaching• Exit Management
• Severance Packages & Agreements
• HR/Legal Compliance• Back Office Admin
Optimizing Your Talent
• Employee Engagement • Key Talent Retention• Talent & Capability
Reviews• Management Training• Employee Training• Succession Plans• Organization Plans• Growth Plans
• Culture & Change Management
The Single Complete Source for Talent and Organization Solutions
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Hiring and Retention Are Mission-Critical For Them!
The Industry’s Talent Barbell
These Hires Are Now
In Their 30’s20 Year Experience Gap
These Hires Are Now
In Their 50’s
Late 90’s Rebound Hiring
1985 – 1995 Minimal Hiring
70’s – 80’s Steady Hiring
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And That Makes Hiring and Retention Mission-Critical For You!
Recently Announced Investments
$ 2 B
Minimum Average
Wage
$ 40,000
Assumed Benefits Factor
30 %
Assumed Minimum
Payroll
25 %$ 500 M Projected Payroll
Investment
$ 52,000 Average Compensation Per Employee
~ 9,600 Employees Needed to Staff the Investment
Projected Payroll
Investment
Average Compensation Per Employee
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What Happened When O&GCame To Town
(from a PA perspective)
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U.S. Unemployment Rate
November 2010 9.3%
December 2011 8.2%
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Pennsylvania Unemployment Rates
AreaNovember
2010November
2011Net Change
Pennsylvania 8.2 7.4 -0.8
Allegheny County, PA 7.3 6.4 -0.9
Beaver County, PA 7.4 6.9 -0.5
Butler County, PA 6.6 6.0 -0.6
Fayette County, PA 9.5 8.2 -1.3
Greene County, PA 6.9 6.3 -0.6
Indiana County, PA 7.4 6.5 -0.9
Lawrence County, PA 8.8 7.7 -1.1
Washington County, PA 7.5 6.5 -1.0
Westmoreland County, PA 7.6 6.8 -0.8
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Job Growth In the Shale Gas Industry
2010 2015 2020 2025 2030 2035
Direct 148,143 197,999 248,721 241,726 278,381 360,335
Indirect 193,710 283,190 369,882 368,431 418,265 547,107
Induced 59,494 388,495 504,738 512,220 576,196 752,648
Total 601,348 869,684 1,123,341 1,122,377 1,272,841 1,660,090
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Direct Oil & Gas Jobs In Demand Occupation 2010 Jobs 2011 Jobs Change % Change
Service unit operators, oil, gas, and mining 42,110 46,766 4,656 11%
Derrick operators, oil and gas 23,323 25,747 2,424 10%
Rotary drill operators, oil and gas 28,116 30,981 2,865 10%
Roustabouts, oil and gas 75,636 82,678 7,042 9%
Helpers, extraction workers 44,303 47,247 2,944 7%
Petroleum engineers 29,063 30,917 1,854 6%
Biomedical engineers 16,065 17,061 996 6%
Wellhead pumpers 24,186 25,616 1,430 6%
Extraction workers, all other 23,423 24,784 1,361 6%
Geological and petroleum technicians 35,304 37,205 1,901 5%
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Top Ten Jobs in the U.S.
1. Skilled Trades2. Sales Representatives3. Engineers4. Drivers5. Accounting & Finance
6. IT Staff7. Management/Executives8. Teachers9. Secretaries, PAs, Admins10. Machinist/Machine
Operator
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Facts of Life
The U.S. is still wrestling with high unemployment, but…
52% of employers report difficulty filling
open positions.
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Facts Behind the U.S. Unemployment Rate
• 17% - No High School Diploma
• 14% - With a High School Diploma
• 5% - With Some College
• U.S. High School Drop Out Rate 30%
• Metro Area Drop Out Rate 50%
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Why Are Employers Having Difficulty?
• Applicants looking for more pay than offered • Lack of "hard" job skills or technical skills• Lack of industry or related work experience • Lack of sufficient applicants / no applicants• Applicants don't have the right values and/or mindset • Lack of business knowledge or academic disciplines• Lack of "soft" skills or interpersonal / communication skills
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• Drug Testing• Work Ethic/Culture• Unfamiliarity with the business (Dad didn’t do it!)• Lack of safety training and other related certifications• Lack of skills training
What It Boiled Down To In The PA Shale Play…..
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At first, it was a mad scramble with everyone trying to get on board to find out what O&G companies were here, where they were, what they needed….no one had the answers or knew where to find them!
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The Good News from PA…..
• It’s all started to come together• The O&G companies are better at letting people
know where they are and what their needs are• The local education/training infrastructure has been
gearing up to address industry-specific needs• Local suppliers are learning how to serve O&G
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Solutions – Short Term• Know what differentiates you in applicants’ eyes• Be clear about what you expect of them • And what they can expect of you• Determine which skills you should build vs. buy• Realize that recruiting is not a one-size-fits-all process• Ensure your selection process is “effective”• Recruit for talent, not for vacancies • Use every action as a way to build your brand
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Solutions – Longer Term
• Use an effective on-boarding process• Ensure you are paying for performance• Identify and retain your high performers • Train your managers to manage effectively• Effectively manage your marginal performers• Don’t organize your staff – staff your organization• Communicate, communicate, communicate
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• Your Local Chambers of Commerce• Online resources (e.g., ShaleDirectories.com,
Ohio Shale Coalition, etc.)• OOGA, IOGAWV, PIOGA, etc.• Marcellus Resource Group and other
providers
Local Support Resources
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Stark State will soon be offering ShaleNET programs which may include the following:
•Roustabout•Floor Hand (combination of Derrick Operator and Rotary Drill Operator)•Production Technician•CDL•Welder’s Helper
Local Support Resources
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They will also be scaling up the following programs:•Welding•Safely – to include SafeLand, First Aid/CPR/AED, OSHA 10 and 40, First Responder, & others •Petroleum Basic Industrial Maintenance•Industrial Hydraulics and Pneumatics for Exploration and Production•Mechanical Drive Systems for Exploration and Production•Drilling Location and Positioning•Rigging•Basic Environmental, Environmental Technician and Environmental Supervisor•Geo-Environmental •Wastewater and Water Treatment
•1-year OBR Certificate in Oil & Gas Exploration & Production Technology •A.A.S. Degree in Oil & Gas Exploration & Production Technology
Local Support Resources
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Q & A
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To further discuss how we can help your company grow and succeed – just contact:
Bill Thomas at [email protected]
Jeff Dressler at [email protected]