UpstartLIVE hosted an ​innovative ​Oil ​& ​Gas ​Breakfast ​Forum ​focused ​exclusively ​on ​workforce ​management, ​HR, ​and ​recruiting ​strategies ​& ​solutions ​from ​Oil ​& ​Gas ​industry ​experts. From ​Recruiting ​to ​Retention, ​Training ​& ​Development, ​to ​Knowledge ​Transfer ​and ​Workforce ​Management, ​the ​challenges ​and ​solutions ​are ​numerous ​and ​growing ​each ​day. The forum provided real ​insight ​on ​how ​these ​issues ​are ​being ​conquered ​in ​a ​real-world ​setting ​with ​sharing ​of ​actual ​results, ​savings, ​and ​efficiencies. Speakers & Topics: "Recruiting Challenges, Trends and Outlook from the Front Lines of the Global War for Oil & Gas Talent" - David Lee, Rigzone "Creating HR & Workforce Management Harmony" - Tina Kutach, Wood Group Mustang "The Path to Workforce 2020" - Georgia Karabatsos, Buckeye Partners This ​Forum ​was ​presented ​by ​UPSTART ​360 ​– ​the ​leading ​media ​resource ​exclusively ​for ​the ​Oil ​& ​Gas ​Recruiting, ​HR ​& ​Workforce ​community. ​ ​Unbiased, ​highly ​focused, ​and ​vital ​news ​& ​information ​are ​provided ​to ​you ​by ​our ​team ​of ​editors ​each ​day ​in ​our ​newsletters, ​websites ​and ​live ​events.

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FEBRUARY 25-26, 2014
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5. An UPSTARTLIVE breakfast forum
Speakers
David Lee
Vice President Americas
Rigzone
Tina Kutach
Global HRIS Manager
Wood Group Mustang
Georgia Karabatsos
Manager HRIS
Buckeye Partners

6. Recruiting Challenges,
Trends & Outlook from the
Front Lines of the Global
War for Oil & Gas Talent

7. Who is this guy?
David Lee
VP, Americas
Rigzone
•
~1 mm professionals visit Rigzone monthly, up 30% year/year
•
~1.1 mm resumes globally
•
~12 mm page views monthly
•
News & Content, Recruiting, Data and Advertising solutions

8. Today’s Agenda
 Oil and Gas Employment Situation
 Changing Workforce
 Retention and Recruitment

9. Strong Hiring in Oil & Gas
Change in U.S. Oil and Gas Employment
70,000
50,000
30,000
10,000
-10,000
-30,000
2013 YTD
2012
2011
2010
2009
2008
2007
2006
2005
2004
2003
2002
2001
-50,000
Source: Bureau of Labor Statistics: combined categories of oil and gas extraction and support activities for oil and gas operations
(seasonally adjusted).

10. Significant Industry Employment Growth
U.S. Workforce
Support Activities for
Oil and Gas Operations
300,500
December 2004
Oil and Gas Extraction
196,300
December 2004
20,000 professionals
Source: Bureau of Labor Statistics; seasonally adjusted July 2013 data and December 2004 data

11. Management Growth Outstrips Production
U.S. Workforce
Production & Non
Supervisory Employees
94%
July 2013
December 2004
July 2013
December 2004
89%
Management
25,000 professionals
Source: Bureau of Labor Statistics; seasonally adjusted July 2013 data and December 2004 data combined categories of support activities for oil
and gas operations and oil and gas extraction.

12. Growth in Female Colleagues, but at a Slower Pace
Women in the Workforce
December 2004
48,500
July 2013
83,600
19%
17%
15,000 professionals
Source: Bureau of Labor Statistics; combined categories support services for oil and gas operations and oil and gas extraction.

13. Unprecedented Recovery
Change in Oil and Gas Workforce Employment
Economic Recoveries Index
1991 Recovery
2001 Recovery
2009 Recovery
150
125
100
75
Source: Bureau of Labor Statistics: combined categories of oil and gas extraction and support activities for oil and gas operations
(seasonally adjusted) as indexed at 100 from NBER recession end March 1991, November 2001 and June 2009 respectively.
49 MO
47 MO
45 MO
43 MO
41 MO
39 MO
37 MO
35 MO
33 MO
31 MO
29 MO
27 MO
25 MO
23 MO
21 MO
19 MO
17 MO
15 MO
13 MO
11 MO
9 MO
7 MO
5 MO
3 MO
1 MO
50

14. Competition for Industry Talent
% of U.S.-based Oil and Gas Professionals
Receiving at least One Call from a Recruiter
(in 2H 2012)
Production
49%
Maritime
50%
Trades
51%
Health, safety and environment (HSE)
51%
Specialty services
52%
Drilling
53%
Engineering - general
57%
Fabrication
63%
Engineering - maintenance
63%
Geosciences
67%
Management/support
69%
Engineering - petroleum
71%
Well Completion
72%
Engineering - design and construction
86%
Source: Rigzone 2013 Retention Survey

15. Today’s Agenda
 Oil and Gas Employment Situation
 Changing Workforce
 Recruitment and Retention

16. Engineering Talent Gap
Degreed U.S. Engineers By Age
30%
25%
20%
15%
10%
5%
0%
20-24
25-29
30-34
35-39
Source: Society of Petroleum Engineers, January 2010
40-44
45-49
50-54
55-59
60-64
65+

17. Changing Workforce
Largest deficit concentrated in mid-career population
Many companies cannot find experienced professionals in their home
countries (60% unfilled positions)
70% of national oil companies (NOCs), 60% of major international oil companies
(IOCs), and 45% of independent companies acknowledged project delays due to
staffing difficulties
Recruiting of graduates recovering, but still deficit in North America and
Middle East/Africa for new grads
Source: Schlumberger Business Consulting Releases 2011 Oil & Gas HR Benchmark Survey.

18. Changing Workforce = Wisdom Gap?
1,200
Bachelors Degrees Awarded
Petroleum Engineering
(U.S. Universities)
• "The operational side needs
attention, rather than just always
focusing on these engineering
/college graduate positions," said
Eric Roth, a drilling consultant.
800
• "The oilfield keeps building rigs
without the right personnel to put
on them, which causes
performance to go down," said
Keith Strickland, a rig worker
from Merryfield, Louisiana.
400
1995
1996
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
0
SOURCE: U.S. Department of Education, National Center for Education Statistics, Higher Education General Information Survey (HEGIS);
comments from Rigzone.com Great Crew Change Series http://tinyurl.com/7538wdu

19. Retaining Gen X & Navigating Gen Y
Gen X oil workers are in danger of “burning out”
Gen X employees are seeking better work/life balance and roles mentoring
younger workers
Gen Y is work oriented, constantly searching for development opportunities and ar
3 times more likely to change jobs in a year than those aged 45-54
Gen Y’s decline in tenure is not a lack of loyalty or work ethic, but rather a
response to the changing tinmes
Source: Schlumberger Business Consulting Releases 2011 Oil & Gas HR Benchmark Survey.

20. Today’s Agenda
 Oil and Gas Employment Situation
 Changing Workforce
 Retention and Recruitment

21. Retention Strategies
What would most persuade you to stay?
Increased salary
46%
More interesting or challenging assignments
13%
Opportunity to work overseas
10%
Promotion or new title
10%
Higher or guaranteed retention bonus 5%
Flexible work hours
3%
High-level recognition
3%
Employee stock options, restricted stock, etc.
2%
Reimbursable education or training programs
2%
Increased staff to help reduce workload
1%
Source: Rigzone 2013 Retention Survey; US-based respondents only 7% selected other which is excluded from the chart.

22. Industry Trends
Companies Promoting Faster
Companies are Flexible (Parental leaves, flex plans, childcare options, parttime alternatives)
Increasing Trend towards Supply Chain Management Principles in
Recruitment
HR Organizations Focusing on Speed and Agility in Recruitment
Source: Schlumberger Business Consulting Releases 2011 Oil & Gas HR Benchmark Survey.

23. Aug-13
Jul-13
Jun-13
May-13
Apr-13
Mar-13
Feb-13
Jan-13
Dec-12
Nov-12
Oct-12
Sep-12
Recruiting Everywhere
Mobile Visitors to Rigzone
25%
20%
15%
10%
5%
0%

24. Recruiting Everywhere Efficiently – Open Web Coming
Note: Name and picture have been changed for public presentation purposes.

25. Q&A
David Lee
VP, Americas

26. vv
26

27. 27

28. Our Business:
People Oriented…Project Driven
Offshore
Process
Plants
1987: 3 Founders
2013: 4700 US + 3200
International Mustangers
Industrial
28
Oil Sands
Pipeline
Automation &
Control

29. Where We Started:
A Transactional System
23 Forms for
Every New Hire
Poor New Hire
Experience
x
Faxing to & from
Offsite Locations
29
Staff “Pushing
Papers”

30. Where we Needed Help
Meeting Unique Business Needs
Growth and Acquisitions
Pipeline & Field
Services Model
30

31. Our Need:
An Innovative Solutions Consultant
Mustang needed a hands-on and face-to-face
approach to software implementation
31

32. Our Tasks
Strategic and Transactional Activities
RC
Training:
3,996
Phone Change:
6,821
Terminations:
Dept.
Change:
1,900
Goodie Bags
2,399
2,044
Merit Increase:
3,595
Citadon Scans:
57,361
Conversions:
617
499
Birth
Announcement:
67
32
Rehires:
Anniversary
Gifts:
4,738
Address
Change:
3,071
New Hires:
Employment
Verification:
Condolences:
1,900
499
126
Contact
Change:
3,969
Domestic
Assignments
97
Assignment
Changes:
192

33. Our Team:
HRIS Staff Providing Global Engagement
Learning
Mgmt
Red Carpet
Onboarding
33
Support
Electronic
File Room
HRIS
Talent
Mgmt
Expat
Mgmt

34. Strategic Onboarding:
Why Red Carpet?
Integrations
& Mergers
Onboarding
Experience
Globalization
Culture &
Values
Direct Feed to HRIS
Electronic
File Room
34
Faster
Billability

35. Dedicated Administrator:
A Truly Unique Partnership
• The great partnership between Mustang and our reps with
Red Carpet enables us to make additions/changes in our
systems in the most efficient
way possible
• On site sessions
• Very quick response time
35

36. Where we are Today:
A Strategic System
Stage is set for
Great New
Hire
Experiences
7 Forms for
Every New
Hire
x
Staff Monitors
Workflows &
Provides Personal
Support
No more fax machine!
36
Global
Onboarding

37. Current and Future Improvements
NOW: E-Mail
Blast Initiative
37
Extend &
Standardize the
Onboarding
Experience
FUTURE: Unique
onboarding
workflows in
global offices

38. An Important Strategic Lesson Learned:
Building Forms
• Integrations/Interfaces
1. Data feed to HR database is a
powerful tool
2. Invest up front in identifying
fields that will feed
3. Build forms based on the HR
database fields up front
38

39. Q&A
vv
39

40. Workforce 2020 – HR’s Y2K
October 17, 2013
© 2013 Appirio, Inc. - Confidential

41. Our Approach
CUSTOMERS
41
TEAM
© 2013 Appirio, Inc. - Confidential
FUN

42. Buckeye Partners, L.P.
42
© 2013 Appirio, Inc. - Confidential

43. What do you mean Workforce 2020?
43
© 2013 Appirio, Inc. - Confidential

44. Thank you…
To find out more about UPSTART news and upcoming
events, please visit our website www.upstart360.com
General Inquiries: info@upstart360.com
Partnership Opportunities: Joe Warring, joew@stonefortgroup.com