Oil & Gas Global Salary Guide

OIL & GAS
GLOBAL SALARY
GUIDE 2013
Global salaries and recruiting trends.

PEOPLE RESPONDED
TO THE SURVEY
RESPONDENTS ARE
EMPLOYERS IN THE
INDUSTRY
RESPONDENTS WORK WITH
A GLOBAL SUPER MAJOR
COUNTRIES WORLDWIDE
REPRESENTED
DISCIPLINE
AREAS COVERED
25,000+
8,200+
2,500+
53
24
THANK YOU
We would like to express our gratitude to all those organisations and individuals who participated
in the collection of data for this year’s survey. More than 25,000 responded, which is approximately
74 per cent up on last year and this has once again ensured that we can produce an informative
document to help support your business and employment decisions.
Disclaimer: The Oil & Gas Global Salary Guide 2013 is representative of a value added service to our clients and candidates. Whilst every care is taken in the collection and
compilation of data, the survey is interpretive and indicative, not conclusive. Therefore information should be used as a guideline only and should not be reproduced in
total or by section without written permission from the producers of this guide.
SURVEY SUMMARY
2 A global perspective
Section one - salary information
6 Overview and salaries by country
7 Salaries by discipline area
8 Salaries by company type
9 Contractor day rates by region
Section two - industry benefits
12 Overview of benefits
13 Benefits by company type
14 Benefits by region
Section three - industry employment
17 Staffing levels
18 Diversity and movement of workforce
20 Experience and tenure
22 Employment mix
Section four - economic outlook
26 Industry outlook
27 Most significant issues
CONTENTS
It is with great delight that we introduce this year’s global oil and gas salary
guide. This is the fourth year we have published the document and each year
we have seen an increase in the number of respondents taking their time to
give us such valuable information and insights into their world of work. This
year’s survey saw more than 25,000 professionals and skilled employees in
the oil and gas industry respond, giving us more than one million separate
pieces of information to collate into findings. As with previous years, it is the
trends and movements within the data that make for such interesting reading
– indeed every figure tells its own tale!
With so much data it can become a question of what to present and publish,
however, we have tried to stay true to the goals that we set ourselves when
first embarking on such a document. This was namely to produce some
meaningful data on how salaries and remuneration change as we move
around the world of work in the oil and gas industry. This is then
complemented with some informed insights as to what industry events and
activities are contributing to the outcomes. We hope you enjoy reading the
document, and more importantly it is of assistance to you in your
employment dealings.
2012 was a good year for many in the oil and gas world with an increase in
salaries, benefits and conditions. The same cannot be said for too many other
industries and it would not be stretching the truth to state that more wealth
has been created in the oil and gas industry than any other over the last 12
months. With nearly every country around the world striving to secure its own
energy future, either through exploration, increased production or developing
infrastructure, demand for the oil and gas professional, in all its guises, was
most definitely high.
Our headline figure for the average base salary has once again grown to now sit
at $87,300*, showing an 8.5 per cent increase on the previous year. Such an
increase now accounts for a 14 per cent rise in base salary in two years alone.
That is significant for an industry employing some five million people worldwide.
There were numerous developments contributing to this rise through 2012, not
least of which was a proliferation of non-conventional field developments. This
was seen by many nations as the route to energy independence and saw a
wave of hiring. Indeed many countries eagerly embarked on this path only to
discover that the skills didn’t exist, at least not in their own country. This was
consequently, for some, their first steps onto the global recruitment market. The
other change that this sector saw was an expansion into cities/regions
previously untouched by the industry. The likes of Houston, Aberdeen and Perth
are still important, just not as important as they were, it would seem.
There were some environmental challenges to overcome and for some
countries or regions this was a bridge too far. (Development stalled and
salaries with it, trends that are easily spotted within our data).
Despite the general upward trend there were headwinds to overcome. As the
year came to a close the oil price edged slowly lower, reflecting continued
negative sentiment around the general global economy, and the impact this
may have. Most roads led back to Europe in this regard and their continuing
debt issues weighed down consumer demand. This in turn impacted
manufacturing output, most notably in China. The fragile nature of this
scenario has dominated the economic backdrop, and appears likely to
continue well into 2013. This said, confidence from those taking this survey
has remained high and at least in the oil and gas world, forecasts are for
continued optimism, albeit guarded.
We would like to take this opportunity to thank all of those individuals that
gave up their valuable time to respond to this survey, once again allowing us
to produce such a valuable document. We would also like to thank those
people in our marketing departments for helping collate and design the guide.
Lastly, but by no means least, we would like to thank our consultants and staff
for their valuable insights which undoubtedly bring the document to life.
Matt Underhill, Managing Director, Hays Oil & Gas
Duncan Freer, Managing Director, Oil and Gas Job Search
*Respondents were asked to provide their base salary only in US dollars equivalent, converting
foreign currency into US dollars at the time of responding.
2013 Oil & Gas Salary Guide | 1

AUSTRALIA
Australia dominates
the LNG market with a
multitude of projects
under construction
IRAQ
Flurry of hiring as a range of new
mega-projects kick off
SOUTH KOREA
Korean ship yards seek to
monopolise vessel and rig
fabrication work
A GLOBAL
PERSPECTIVE
BRAZIL
A long awaited round of field
auctions announced, breathing
life back into the market
UNITED STATES
Energy self-sufficiency now in sight
for the US with extensive shale gas
developments
NORTH SEA
The drain of talent to overseas
markets intensifies skill shortages
EAST AFRICA
East Africa becomes the next big
focus for oil and gas majors
2 | 2013 Oil & Gas Salary Guide 2013 Oil & Gas Salary Guide | 3

SECTIONONE:SALARYINFORMATION
With almost 50 per cent of those
responding experiencing an increase of
5 per cent or more to their salary, this was
the second consecutive year of significant
rises for the industry.
SECTION ONE
SALARY
INFORMATION
Permanent salaries rose 8.5% over the last 12 months.
CHANGES TO SALARIES IN THE LAST 12 MONTHS
EXPECTED SALARY CHANGES IN THE NEXT 12 MONTHS
2013
2013
2012
2012
27.5%
32.4%
49.7%
49.5%
29.8%
30%
16.3%
16.6%
24%
20.9%
30.3%
29.7%
17.6%
15.7%
3.7%
4.2%
1.1%
1%
Increase
more than 5%
Increase
more than 10%
Increase
up to 5%
Increase
between 5-10%
Remain
Static
Increase
up to 5%
Decrease
Remain
Static
Decrease

SECTIONONE:SALARYINFORMATIONSECTIONTWO:INDUSTRYBENEFITSSECTIONTHREE:INDUSTRYEMPLOYMENTSECTIONFOUR:ECONOMICOUTLOOK
SALARY INFORMATION
Salaries
6 | 2013 Oil & Gas Salary Guide
SALARY INFORMATION
Salaries
Breaking the data down into discipline areas
and comparing against the previous year’s
figures provides us an interesting insight into
what has been driving the market.
Following the downturn of 2008, those
projects put into development the following
year were starting to make their way through
to operational phases, and it is in both the
downstream operations and upstream
production management figures that we saw
this effect – both sets of figures climb,
particularly in the more junior ranks, implying
volume recruitment. Conversely, the disciplines
associated with exploration were somewhat
flat after sizeable rises in 2012, although high
levels of production ensured it was a busy
year in drilling.
In line with more project work coming through
Final Investment Decision (FID), the core
disciplines of electrical, mechanical, piping
and process engineering all had a good year,
making up for some lost ground in 2012. This
was also mirrored in HSE and commissioning
specifically in the more senior roles, where
experienced managers of projects in these
disciplines were hard to find.
When considering the various levels of
seniority in employment, and in line with the
previous section, salaries were up. However
we saw the biggest increase in graduate
salaries rising by more than 12 per cent to just
under US$40,000 equivalent. For an industry
that has historically under-invested in entry-
level skills this is welcome news. At other
levels, salaries for operators/technicians also
saw rises of 9 per cent, as did the top end of
the scale with base salaries in VP/Directors
rising by the same amount.
Once again we saw the average permanent salary for those in the oil and gas
industry rise by a significant amount. On the back of last year’s 6 per cent
rise, 2012 delivered another impressive increase in base pay of 8.5 per cent,
rising to $87,300* as an average US dollar equivalent worldwide. There would
be few industries with such a track record of growth over the last few years in
what has been, in the most part, an uncertain economic environment.
While the headline growth is impressive, the individual country figures once
again portray the numerous forces shaping remuneration in the industry. Be
they issues stemming from politics, the environment, the economy or in some
cases armed conflict, each country’s salary tells a story.
Overall, we have seen the recruitment industry working well to iron out the
extreme variations in pay, with those at the top of the table seeing salaries
plateau or in some cases ease slightly, and those at the bottom seeing higher
demand for cheaper talent, which in turn raises salaries. As the markets
continue to become more efficient, with national borders less restrictive to
skilled migration, and the movement of people more prevalent, this is
inevitably the outcome.
In general the year saw increases for most countries as the global energy
industry remained buoyant. It is therefore more interesting to look at some of
those that fell and speculate why. There were a number of locations that
suffered from issues stemming from political fallout, Iran and Venezuela being
the obvious standouts. The delay in auctions in Brazil saw a drop in their
previously spiralling salaries (to some this would be a welcome respite). Some
parts of Europe continued to suffer from the debt crisis with relatively flat
demand, i.e. Spain; and in Poland the environmental lobby combined with a
number of disappointing drilling campaigns put the brakes on shale gas
developments and in turn local salaries.
At the top of this year’s table we once again see Australia and Norway. Both
countries have limited skilled labour pools and significant workloads, the
result is very high pay rates, although both would appear to have met some
sort of ceiling. Completing the top five on local salaries, we also see New
Zealand, Netherlands and Canada.
Where imported salaries are concerned, it is once again the frontiers of the
industry that are pushing the upper limits of pay. Representing a mix of
danger money and hardship allowance in these base salaries, we find Russia’s
arctic exploration driving imported skills, and China’s drive on non-
conventional skills also pulling in experts on premium rates. Along with
Australia, the Caribbean hub for oil and gas, Trinidad & Tobago, rounds off
the top five importers by salary level.
The major headwind in the world economy in late 2012 was the slowdown in
growth within the Chinese manufacturing sector. It is therefore somewhat
surprising that their local and imported salary figures exhibit such growth.
However, taking a closer look at the market this is clearly a reflection of their
quest to become self reliant on energy in the future driving exploration and
infrastructure development, than any immediate increase in domestic energy
demand. Other countries showing big increases include Iraq, Nigeria, Thailand
and Argentina. The first two reflect significant project demand; Argentina is
playing catch up on the previous year’s sluggish growth; and Thailand is
increasingly home to many oil and gas professionals on rotation on offshore
facilities in South East Asia or North Western Australia.
In general the Asia Pacific countries have fared well in the year with
Singapore, South Korea and Malaysia joining China in those with positive
increases. Aside from the USA which saw a relatively flat year for
remuneration (all be it at a high level) we did see increasing rates in Mexico
and Colombia, two hot spots for the region.
As we forecast in 2011, Northern Europe also came through with increasing
salaries reflecting a lack of skills to meet burgeoning demand. Demographic
issues contributed to this shortage, as did a ‘brain drain’ of professionals
overseas, which continues to take its toll on the UK talent pool in particular. The
relative low salary levels in the UK clearly contribute to this effect, and it will
take further significant rises domestically before we see the trend reversing.
At the time of writing the oil price remained above $80 bbl and at this level
we should see salaries continue to rise as we progress into and through 2013.
This rise however will be modest and we would expect the increase to be
somewhere in the bracket of 4 to 6 per cert. We also expect to see more
‘flattening’ of the market as skills move around the world to alleviate pockets
of acute demand, and employers move to those countries at the bottom of
our tables to take advantage of lower cost levels.
*Respondents were asked to provide their base salary only in US dollars
equivalent, converting foreign currency into US dollars at the time of responding.
ANNUAL SALARIES
BY COUNTRY
Local average
annual salary
Imported average
annual salary
Algeria 45,200 92,400
Angola 53,700 108,700
Argentina 94,200 60,000
Australia 163,600 171,000
Azerbaijan 47,500 133,500
Bahrain N/A 92,200
Brazil 111,000 131,400
Brunei N/A 123,100
Canada 123,000 122,500
China 68,300 161,400
Colombia 81,700 106,900
Denmark 109,700 148,500
Egypt 41,900 118,500
France 92,800 107,400
Ghana 40,500 121,600
India 38,900 111,800
Indonesia 45,200 146,000
Iran 46,900 68,100
Iraq 47,200 124,500
Italy 69,000 84,600
Kazakhstan 41,900 117,200
Kuwait 114,400 79,700
Libya 42,200 82,800
Malaysia 47,200 130,200
Mexico 50,000 132,300
Netherlands 123,800 84,900
New Zealand 127,600 110,700
Nigeria 55,100 140,800
Norway 152,600 128,600
Oman 72,600 92,100
Pakistan 32,600 70,000
Papua New Guinea N/A 145,600
Philippines 35,600 170,000
Poland 42,500 139,600
Portugal 51,000 125,800
Qatar N/A 77,900
Romania 34,400 105,200
Russia 57,900 151,100
Saudi Arabia 86,500 81,000
Singapore 84,900 103,900
South Africa 75,300 93,100
South Korea 81,400 141,800
Spain 68,900 97,900
Sudan 31,100 59,800
Thailand 49,400 142,400
Trinidad and Tobago 66,200 168,800
Turkey 77,400 101,900
United Arab Emirates N/A 79,400
United Kingdom 93,400 93,100
United States of America 121,400 123,800
Venezuela 62,200 113,000
Vietnam 53,300 132,700
Yemen 35,100 97,300
ANNUAL SALARIES
BY DISCIPLINE AREA
Operator/
Technician Graduate Intermediate Senior
Manager
Lead/
Principal VP/Director
Business Development/Commercial 53,500 35,600 48,900 65,500 100,900 184,300
Construction/Installation 58,700 46,400 57,200 80,600 124,000 191,400
Commissioning 62,000 47,400 53,300 96,700 139,600 N/A
Downstream Operations Management 59,300 42,800 53,600 74,900 103,900 174,600
Drilling 75,200 39,400 75,100 102,400 151,700 181,300
Electrical 59,600 37,100 50,800 73,100 98,000 N/A
Estimator/Cost Engineer N/A 38,100 51,700 68,500 103,800 N/A
Geoscience 58,500 43,400 58,800 101,800 144,500 230,000
Health, Safety and Environment (HSE) 55,000 39,900 58,100 76,900 107,500 148,500
Instrumentation, Controls & Automation 50,600 N/A 47,700 68,700 104,000 N/A
Logistics 57,800 34,300 40,200 70,200 85,200 114,500
Maintenance 54,100 41,100 47,400 87,700 108,600 N/A
Marine/Naval 62,700 41,100 55,300 87,900 112,800 142,200
Mechanical 53,700 38,900 54,100 75,600 108,300 158,500
Piping 49,400 34,100 43,100 68,900 104,800 N/A
Process (chemical) 54,900 38,600 52,200 81,200 117,300 166,100
Production Management 68,300 36,200 52,100 77,600 117,600 240,600
Project Controls 56,100 42,700 54,200 85,300 118,100 169,000
Quality Assurance/Quality Control (QA/QC) 51,300 40,000 52,400 76,300 102,400 123,200
Reservoir/Petroleum Engineering 51,800 37,500 66,300 96,800 124,100 153,300
Structural 52,800 34,500 51,100 68,400 101,200 191,700
Subsea/Pipelines 63,500 37,000 65,900 102,400 149,500 251,200
Supply Chain/Procurement 42,200 37,000 54,600 72,700 97,700 141,300
Technical Safety 55,300 31,900 50,400 75,600 110,500 142,400

SECTIONONE:SALARYINFORMATIONSECTIONTWO:INDUSTRYBENEFITSSECTIONTHREE:INDUSTRYEMPLOYMENTSECTIONFOUR:ECONOMICOUTLOOK
SALARY INFORMATION
Salaries
SALARY INFORMATION
Salaries
This data is fascinating. With such a healthy
oil price, it is no surprise that the operators
are increasing salaries by about 12 per cent,
however, it was a surprise to see the global
super majors lagging their competition with
only a 6 per cent rise.
This aside, we saw the largest rise at more
than 16.7 per cent within the equipment
manufacturers. There is some conjecture as to
why this is happening, however, it is probably
no coincidence that this industry was the ‘least
well paid’ of the company types surveyed in
2011. It is only now after a couple of years of
positive revenue that they are starting to claw
back some of the lost ground in what they can
afford to pay their workforce. We have also
seen technological demands in the industry
accelerating at a faster rate than at any point
in history. Much of the onus for meeting these
demands rests with those in this sector and
this in turn is driving talent needs and the
salaries needed to recruit effectively.
The other ‘under achievers’ historically in
terms of salaries are the service contractors,
and these companies also saw a good return
in 2012 with an increase of 11 per cent.
In terms of the magnitude of the base salaries
by company type, global super majors and
other operators continue to lead the market as
we would expect, however the relative levels
between these two groups makes for some
interesting reading in itself. As is evident ‘big
is not always best‘.
Our data shows healthy rises in day rates for
most disciplines across all levels. The
operator/technician level saw some of the
largest rises and at these lower levels this
implies volume hiring with plenty of project
work available. As highlighted in this report it
is the construction/installation companies
along with the large EPCMs that have most
need for contractors, and with a wave of new
facilities now being built and coming through
design we would expect the operator/
technician rates to continue rising.
The other significant rise was in the manager/
lead/principal level, particularly in East/South
Africa and North Asia. The latter region saw
good rises across all levels for contractor rates
being led in the most part by large
engineering firms out of South Korea (with
China not far behind). Constructing and
fabricating FPSOs, vessels, and large scale
subsea infrastructure, the need for senior
engineering talent is driving up rates, and also
saw them elevated to the top of the table for
importing talent (see table on page 6).
Background for this section
Only where the sample size is large enough have we listed figures in these tables. Where not enough responses were received, entries are returned as N/A.
Permanent staff salaries are the figures returned by respondents as their base salary in US dollar equivalent figures (respondents were asked to
convert their salary into US dollars using xe.com at the time of responding) excluding one-off bonuses, pension, share options and other non-cash
benefits, for those working on a yearly payroll. Those on a daily payroll are extracted and listed separately.
The average salaries listed under local labour are representative of respondents based in their country of origin. Salaries listed under imported labour
are representative of those who are working in that country but originate from another.
Contractor rates are listed as US dollar equivalent day rates as listed by respondents.
Notes: EPCM - Engineering, procurement and construction management; HSE - Health, safety and environment; QA/QC - Quality assurance/quality control.
ANNUAL SALARIES
BY COMPANY TYPE
Operator/
Technician Graduate Intermediate Senior
Manager
Lead/
Consultancy 56,100 36,100 50,600 82,600 119,300 162,500
Contractor 68,800 40,800 53,100 72,000 107,300 181,700
EPCM 57,000 48,400 54,800 82,000 126,300 172,000
Equipment Manufacture & Supply 50,400 30,700 50,600 61,700 85,500 166,200
Global Super Major 76,800 55,200 71,900 103,900 131,700 252,100
Oil Field Services 53,400 37,900 49,300 70,700 98,300 166,500
Operator 58,000 48,800 75,000 105,900 153,800 244,000
CONTRACTOR DAY RATES
BY REGION
Operator/
Technician Intermediate Senior
Manager Lead/
Northern Europe 430 490 720 850 1,130
Western Europe 390 360 550 770 940
Eastern Europe 300 250 340 460 N/A
CIS 350 440 580 830 880
Middle East 250 320 400 610 1,000
North Africa 310 300 440 560 N/A
West Africa 320 350 610 750 N/A
East/South Africa 310 270 450 820 790
South East Asia 330 320 450 750 1,060
North East Asia 240 340 630 940 1,260
Australasia 690 700 940 1,330 1,590
North America 420 490 760 840 1,110
South America 340 320 480 630 N/A
YEARLY SALARY CHANGES BY COMPANY TYPE
+6.4%
+11%
+8.4%
+16.7%
+5.6%
+9.1%
+11.8%
Consultancy
Contractor
EPCM
Equipment
Manufacture
& Supply
Global Super Major
Oil Field Services
Operator
2013 $96,000
2013 $83,000
2013 $98,900
2013 $71,900
2013 $107,700
2013 $73,400
2013 $115,500
2012 $90,200
2012 $74,800
2012 $91,200
2012 $61,600
2012 $102,000
2012 $67,300
2012 $103,300

SECTIONTWO:INDUSTRYBENEFITS
The rise in bonuses continues and
now represents the dominant mechanism
by which companies attract and retain
their talent.
SECTION TWO
INDUSTRY BENEFITS
Bonuses account for rise in benefits.
5 LARGEST INCREASES IN BENEFITS Value of the benefit as a
percentage of the overall package
2013 2012 Increase
Bonuses 5.80% 4.78% 21%
Health Plan 2.90% 2.59% 12%
Home leave allowance/flights 2.30% 2.00% 15%
Hardship 1.50% 1.26% 19%
Housing 3.40% 3.13% 9%

SECTIONTHREE:INDUSTRYEMPLOYMENTSECTIONFOUR:ECONOMICOUTLOOKSECTIONONE:SALARYINFORMATIONSECTIONTWO:INDUSTRYBENEFITS
INDUSTRY BENEFITS
Company benefits
INDUSTRY BENEFITS
Overview of industry benefits
The significant figure in our data here is that the number of people not
receiving benefits has once again dropped, this year to just under 35 per
cent. We know from our own activities that benefits and allowances are a
vital part of recruitment in the industry, where tailoring to the individual,
the project and the business are increasingly commonplace. In this way
companies are able to engage far more with the individual they are
seeking to employ and retention rates are bolstered. To some, the fact
that 35 per cent do not receive any benefits is still incredible.
The main mechanism by which employers are engaging with candidates
is through bonuses and this is where we have seen the largest growth,
rising 7.8 per cent since 2011 to a total of 42.8 per cent of our
respondents receiving some sort of bonus. Healthcare and home leave
allowances were the two other movers in 2012 rising 3.16 per cent and
2.56 per cent respectively.
In terms of what these benefits were worth to individuals there was not a
great deal of change from 2011. Tax assistance rose slightly as a percentage
of what it is worth, however, slightly fewer were receiving it, so it has not
made much of an impression on the overall remuneration pool.
Breaking down the data into company types we see a similar pattern
across all sectors. The exceptions included a jump in healthcare provision
within equipment manufacturers and global super majors, along with
home leave allowance showing a small increase across the board.
Almost 65 per cent of the respondents receive some
benefit or allowance above their base pay, the highest
rate of participation since the survey was launched
four years ago.
Background: The bar chart shows two figures related to benefits that
employees in the oil and gas industry receive. The first figure represents the
percentage of respondents that receive that particular benefit, i.e. 42.8% of
respondents receive some sort of bonus. The second figure represents the
value of that benefit stated as a percentage of their overall package for
those that receive it, which in the case of bonuses is 13.8%.
13.8%
16.5%
10.2%
16.1%
12.7%
12.1%
10.8%
12.0%
10.8%
14.4%
10.2%
12.6%
17.9%
17.5%
12.9%
42.8%
10.4%
7.5%
6.7%
9.5%
14.3%
18.9%
6.7%
26%
7.8%
19.1%
10.8%
19.2%
15.1%
18.2%
34.6%
Bonuses
Hardship
allowance
Commission
Hazardous
danger pay
Tax Assistance
Meal allowance
Pension
Share scheme
Health Plan
Schooling
Car/Transport/
Petrol
Training
Housing
Overtime
Home leave
allowance/
flights
No Benefits
Percentage
that receive
the benefit
Average
percentage of their
total package
OVERVIEW OF INDUSTRY BENEFITS
TOP BENEFITS BY COMPANY TYPE
Overtime17%
Meal allowance13%
Home leave allowance/flights19%
Housing19%
Car/Transport/Petrol23%
No Benefits
No Benefits
No Benefits
No Benefits
39%
30%
30%
38%
Health Plan23%
Pension22%
Pension24%
Pension15%
Housing16%
Housing20%
Housing16%
Health Plan28%
Health Plan29%
Health Plan22%
Bonuses
Bonuses
Bonuses
Bonuses
35%
42%
43%
33%
EPCM/CONTRACTOR
EQUIPMENT MANUFACTURER & SUPPLY
GLOBAL SUPER MAJOR/OPERATOR
OILFIELD SERVICES/CONSULTANCY
Background: Graphs here show the top benefits by company type and the percentage of people who receive them.

SECTIONTHREE:INDUSTRYEMPLOYMENTSECTIONFOUR:ECONOMICOUTLOOK
INDUSTRY BENEFITS
Regional benefits
INDUSTRY BENEFITS
Regional benefits
TOP BENEFITS BY REGION
Overtime
Meal allowance
Overtime9%
9%
Overtime11%
19% Overtime18%
Meal allowance14%
Meal allowance24%
Car/Transport/Petrol
Housing
12%
11% Car/Transport/Petrol13%
24%
Housing29%
Housing17%
No Benefits No Benefits
36% 49%
43% 34%
26% 27%
40% 25%
Pension
Pension
Health Plan
Pension19%
22%
27%
Pension22%
29%
Health Plan24%
Pension12%
Pension21%
Home leave allowance/flights
Home leave allowance/flights
Housing21%
Meal allowance7%
10%
Training10%
22%
Housing13%
Health Plan
Health Plan
Health Plan25%
19%
12%
Health Plan35%
24%
Health Plan20% Health Plan39%
Bonuses Bonuses
Bonuses Bonuses
Bonuses Bonuses
Bonuses Bonuses
37% 30%
33% 37%
43% 40%
30% 39%
AFRICA EUROPE
AUSTRALASIA NORTH AMERICA
ASIA MIDDLE EAST
COMMONWEALTH OF INDEPENDENT STATES SOUTH AMERICA
TOP BENEFITS BY REGION
SECTIONONE:SALARYINFORMATIONSECTIONTWO:INDUSTRYBENEFITS
As with previous years Asia remains the
region in which more allowances and benefits
are paid out as a percentage of the overall
package than any other region. The Middle
East is not far behind, with Africa and South
America next. Europe and North America
continue to weight their salaries towards basic
salary and consequently benefits are relatively
light in comparison.
In terms of regional differences we identified a
number of interesting patterns. In South
America health plans are given to far more
employees than any other region. They also
pay out a high proportion of meal allowances,
at a level not seen elsewhere. In Asia there is
a distinct absence of pension payments, as
well as overtime. This was offset by having the
highest payments of bonuses.
Whilst the Middle East and Asia continue to
deliver higher levels of benefits across most
categories, this is in the most part offset by
lower basic salaries. Indeed the inter
relationship between base salary and benefits
should not be ignored when considering
regional differences in overall remuneration.
Perhaps even more of a factor for some
regions is the level of tax on gross pay, and
this is where the majority of the Middle East
clearly plays its trump card, having a zero tax
on earnings.
Background: Graphs here and overleaf show the top benefits by region and the percentage of people who receive them. CIS includes Russia and the
former Soviet Republics.

SECTIONTWO:INDUSTRYBENEFITSSECTIONFOUR:ECONOMICOUTLOOKSECTIONTHREE:INDUSTRYEMPLOYMENT
INDUSTRY EMPLOYMENT
Staffing levels
SECTIONTHREE:INDUSTRYEMPLOYMENT
SECTION THREE
INDUSTRY
EMPLOYMENT
Confidence remains high with almost a quarter
of employers expecting salaries to rise by
10 per cent or more in the next year.
SECTIONONE:SALARYINFORMATION
Confidence levels in the industry on staffing
demand remains high, in line with rising salary
costs. However, the level has come off from
2012 albeit only slightly. Through the latter
part of 2011 and early 2012 European debt
worries dominated business confidence. As
the year progressed the possibility of serious
financial melt-down in Europe receded and
the markets became similarly afflicted with
concern for the downturn in growth within
China, an economy that has helped to prop up
global activity for the last few years. This
concern is having an impact on the wider
economy, however, less so in the oil and gas
world. Energy demand continues to edge up
and demand for skills continue to outstrip
supply in many regions.
The contractor base in the industry has
remained relatively static since 2011. We also
see the use of contractors has continued to
predominate in the construction and
installation disciplines. However, looking ahead
the market does not have the same
confidence as last year that this contract base
will increase. While it is still high, more of our
sample believes contractor numbers will
remain static.
Interestingly, the use of expats appears to be
falling, with more than 20 per cent of those
responding stating that their company did not
employ people on an expat basis. This is very
much in line with the increasing trend to
localise the workforce. The level of those
expecting the number of expatriates to
increase remains stubbornly high however.
This was the same in 2011, despite this year’s
data showing a contraction in expat use
contradicting that forecast.
CONFIDENCE THAT STAFFING LEVELS
WILL CHANGE IN THE NEXT 12 MONTHS
PERCENTAGE OF STAFF EMPLOYED
ON A TEMPORARY OR CONTRACT ASSIGNMENT
PERCENTAGE OF WORKFORCE
EMPLOYED AS AN EXPAT
DISCIPLINE AREAS IN WHICH CONTRACTORS
ARE EMPLOYED IN OIL AND GAS
Ops, Maintenance & Production
Petrochemicals
Project Controls
HSE & QAQC
Geoscience & Petroleum Engineering
Equipment & Supply
Engineering & Design
Drilling & Well Delivery
Subsea/Pipelines
48.3% 38.8% 12.9%
39.5% 35.7% 24.8%
43.7% 45.5% 10.8%
46.5% 38.3% 15.2%
30.5% 44% 25.5%
37.6% 42.7% 19.7%
40% 43.7% 16.3%
32.8% 41.7% 25.5%
36.1% 45.3% 18.6%
Always Sometimes Never
EXPECTATION THAT CONTRACTOR
LEVELS WILL CHANGE IN THE NEXT 12 MONTHS
EXPECTATION THAT EXPAT
LEVELS WILL CHANGE IN THE NEXT 12 MONTHS
39.6%Increase
43.4%Increase
44.3%Remain the same
48.5%Remain the same
16.1%Decrease
8.1%Decrease
Remain static None
None
22.9% 12.5%
21.1%
Increase between 5-10% Between 5-20%
Between 5-10%
23.9% 29.7%
22.8%
Decrease5.2%
Increase up to 5% Up to 5%
Up to 5%
23.2% 18.9%
20.1%
Increase more than 10% More than 20%
More than 10%
24.8% 38.9%
36%
16 | 2013 Oil & Gas Salary Guide

SECTIONTWO:INDUSTRYBENEFITSSECTIONFOUR:ECONOMICOUTLOOK
INDUSTRY EMPLOYMENT
Diversity & movement of workforce
INDUSTRY EMPLOYMENT
Diversity & movement of workforce
SECTIONTHREE:INDUSTRYEMPLOYMENTSECTIONONE:SALARYINFORMATION
Disappointingly we didn’t find an increase in
the number of women working in the industry.
With skill shortages as they are this appears
to be the ideal time to take advantage of what
should be a sizeable proportion of the
workforce, unfortunately it appears an
opportunity missed. Regionally the Americas
are faring better than other regions, as the
only two continents with more than 10 per
cent of female workers. The Middle East,
Africa and Asia are once again at the lower
end of the scale.
The spread of discipline splits amongst
women in the industry remains the same as
last year, with Business Development, Project
Controls and HSE as the largest sectors of
employment for females.
There has been a small aging of the working
population within our sample and this is in line
with the years of experience as documented
in the figure below. While overall the global
data does not show any significant issues with
demographics, the same cannot be said of
specific markets. The market with the most
acute issue is the US with more than 55 per
cent of respondents over 50 years of age. We
believe that this is already driving the high
demand for talent in the US and Canada, that
would appear to exceed current project and
production needs.
In line with our own experience, the number
of oil and gas professionals working overseas
continues to increase. In 2012 this percentage
has risen to 47.4 per cent, up from the
previous year’s figure of 42.6 per cent. This
trend is due to a number of factors, primarily
the promotion of inward skilled migration by
nation’s governments that facilitates the
growth. With skill shortages as they are, we
do not expect it will be long before there are
more oil and gas professionals overseas than
there are in their own home countries.
Of all the sections in this report, this one gives
us the most insight into the markets around
the world and how they are faring. High levels
of project work, lack of home grown talent
and drives on localising the workforce can all
be identified within these figures.
In Australia, the overall percentage of imports
dropped, however we also know that the
workforce grew at a significant rate, and this
demand was filled with Australian nationals.
The proportion of Australian nationals working
at home once again grew for the third year
running. The Middle East continues to be the
largest importer of skills, although localisation
of staff levels did manage to make a small
dent in the levels of those imported. In Asia
there was a significant increase in local
participation, again we believe due to those
returning home to higher rates of pay.
Moving the other way we saw something of an
exodus of foreign nationals from Europe, most
of which were heading east to chase the
dollars. Africa continued to increase its imports
as did South America as wages increased.
In terms of nationals working overseas (see
table below) the figures support three big
movers in the export of staff. These include;
Asian nationals, primarily from the
sub-continent, but also the Philippines and
China; Africa, with nationals mostly heading
north to Europe; and more recently as the
data shows South Americans heading to both
Europe and North America.
9.1%
5.9%
6.5%
22.4%
5.6%
22.9%
8.3%
17.6%
8.3%
12.0%
3.1%
6.8%
10.2%
6.6%
1.3%
10.3%
3.9%
0.5%
49.4%
28.8%
50.6%
71.2%
90.9%
2.6%
18.2% 81.8%
48.1% 51.9%
35.6% 64.4%
23.8% 76.2%
14.2% 85.8%
43.2% 56.8%
58.9% 41.1%
34.7% 65.3%
86.4% 13.6%
23.5% 76.5%
27.8% 72.2%
31.5% 68.5%
33.0% 67.0%
42.5% 57.5%
93.5%
12.4%
94.4%
16.2%
91.7%
14.0%
91.7%
13.6%
96.9%
12.0%
89.8%
11.3%
6.1%
89.7%
9.3%
2.5%
Australasia
Australasia
Australasia
24 and under
Asia
Asia
Africa
Africa
Europe
Europe
CIS
CIS
Middle East
Middle East
North America
North America
South America
South America
Asia
25-29
Africa
30-34
Europe
35-39
CIS
40-44
Middle East
45-49
North America
50-54
60-64
South America
55-59
65 and over
Imported labour
Working overseas
Male
Male Local labour
Working in home country
Female
Female
IMPORTED WORKFORCE VERSUS LOCAL WORKFORCE
WORKING OVERSEAS VERSUS WORKING IN HOME COUNTRY
REGIONAL GENDER DIFFERENCES
MOVEMENT OF THE WORKFORCE
DIVERSITY OF STAFF AGE DEMOGRAPHICS
WORKING AT HOME OR ABROAD
52.6%
Home
47.4%
Abroad

INDUSTRY EMPLOYMENT
Experience and tenure
INDUSTRY EMPLOYMENT
Experience and tenure
In 2012 we reported a large influx of new and
experienced hires into the oil and gas industry.
This saw record numbers of people in the zero
to four years experience bracket. This year
these numbers remain high, although some
have moved through into the following band
with the net effect of increasing the
experience levels across the whole sample.
The changes, however, are relatively small and
indicate a more ‘steady state’ market than in
previous years when the market was emerging
from a downturn.
In terms of disciplines, the construction and
project controls figures have both increased
their average experience level. This would
suggest that the wave of projects coming
through the industry has gone through its peak
and the big ‘flex’ in headcount (those with zero
to four years experience) is behind us.
There was little change in most of the
other disciplines, including those in the
sub-surface areas.
Again we have seen only a small change in the
tenure of respondents with a small increase.
As the market settles into this particular cycle
we would expect tenure to continue to
increase, albeit gradually. Should the market
turn down then this may well accelerate as
‘last in: first out’ principles start to take hold.
Last year we started to measure where oil and
gas professionals sought their new roles. To
recruiters there are a number of useful
observations that we can see derive from
numbers. Firstly that traditional newspaper
advertising continues to disappear as a source
of job hunting. We also saw a small decline in
those seeking work through internal company
websites, or internal moves. On the increase
was head hunting and the use of agencies. Job
board use remains level at just over 15 per cent.
Tenure edged up slightly from last year’s figures,
reflecting a less volatile market but one which
continued to drive hiring.
YEARS OF EXPERIENCE
TIME IN CURRENT ROLE
SOURCE OF NEW EMPLOYMENT
OIL & GAS INDUSTRY
2013
2012
FOR SPECIFIC DISCIPLINE AREAS
20 + years10-19 years5-9 years0-4 years
Construction/
Installation
Project
Controls
Geoscience
Subsea/
Pipelines
21.8%
27.1%
21.6%
21.8%
19.6%
25.1%
24.5%
25.1%
27.8%
23.7%
25.5%
23.4%
30.8%
24.1%
28.4%
29.7%
28.3%0-4 years
24.6%Less than 1 year
26.0%Less than 1 year
23.4%5-9 years
29.2%1-2 years
25.0%1-2 years
23.5%10-19 years
24.7%3-5 years
28.7%3-5 years
24.8%20+ years
13.7%6-10 years
12.0%6-10 years
7.8%10+ years
8.3%10+ years
Newspaper Company website Online job board Word of mouth
Head hunted Agency Internal move Other
6.1%
15.0%
21.0%
16.0% 14.5%
7.9% 7.1%
12.4%

INDUSTRY EMPLOYMENT
Employment mix
INDUSTRY EMPLOYMENT
Employment mix
In last year’s data we saw most companies
(outside of the constructors/installers)
changing their mix of employment to include
more permanent staff, at the expense of
contractors (direct or through an agency). This
was appropriate for a market where confidence
was sky high.
This year, as confidence has come off its highs,
we’ve seen the trend reverse with employers
seeking more flexibility in their workforce. The
most pronounced shift occurred within the
super majors and operators, closely followed by
the consultancies.
EMPLOYMENT MIX BY COMPANY TYPE
PERCENTAGE CHANGE FROM 2012 to 2013
Contractors
Consultancy
Oil Field Services
Equipment Manufacturer
& Supplier
EPCM
Operators
Global Super Major
47.1%
42.9%
60.9%
80.7%
53.1%
59.5%
52.6%
2.5%
3.3%
3.5%
2.0%
1.6%
1.4%
1.5%
26.4%
27.4%
20.2%
10.3%
24.6%
14.9%
14.2%
24.0%
26.4%
15.4%
7.0%
20.7%
24.2%
31.7%
Permanent Permanent/
Part-Time
Contracted
Direct
Contracted
through
agency
5.1%
1.6%
0.0%
0.4%
5.9%
0.3%
4.8%
-0.6%
0.0%
-0.9%
-0.1%
-1.3%
-1.6%
-0.8%
2.4%
1.4%
0.4%
1.2%
0.1%
-0.5%
1.3%
-6.9%
-3.1%
0.5%
-1.5%
-4.7%
1.8%
-5.3%
GLOBAL SUPER MAJOR
EPCM
OIL FIELD SERVICES
CONTRACTORS
OPERATORS
EQUIPMENT MANUFACTURER & SUPPLIER
CONSULTANCY
Most of last year’s gains
in permanent hires were
reversed this year as
economic concern saw a
move towards more flexible
employment solutions.

SECTIONFOUR:ECONOMICOUTLOOK
Skill shortages are now by far the major
concern for employers in the industry.
SECTION FOUR
ECONOMIC OUTLOOK
Confidence was delicately balanced in the year with high profits
from a buoyant oil price offset by concerns over European debt
and a slowdown in China’s growth.
24 | 2013 Oil Gas Salary Guide 2013 Oil Gas Salary Guide | 25
employer’s concerns in the current employment market
37.3%Skills shortages
7.2%Immigration/overseas
visa program
25.3%Economic instability
8.1%Security/safety caused
by social unrest
11.8%Environmental
concerns
1.6%Other
8.7%Safety regulations

26 | 2013 Oil Gas Salary Guide 2013 Oil Gas Salary Guide | 27
SECTIONTWO:INDUSTRYBENEFITSSECTIONTHREE:INDUSTRYEMPLOYMENT
ECONOMIC OUTLOOK
Industry outlook
ECONOMIC OUTLOOK
Most significant issues
SECTIONFOUR:ECONOMICOUTLOOKSECTIONONE:SALARYINFORMATION
These figures remain largely in line with 2011,
which represents high levels of confidence in
comparison to figures given in other years. This
is a pleasing result for those involved in talent
acquisition, showing that the market still has a
great deal to offer both employers and job
seekers alike. In 2008, before the economic
downturn, the skill shortages were acute in a
few select places. This caused salaries to spiral
upwards, jeopardising many of the projects
that caused the demand in the first place.
This cycle has seen widespread demand, but
without the critical spikes. This said it is without
doubt that investment ‘rates of return’ are
being tested in such locations as Australia and
Brazil, however, we are yet to see this stall
project development.
The key factors affecting the market in late
2012 included, on the positive side, a high oil
price, driven by growing energy demand. This
is giving operators plenty of revenue to drive
development. Balancing this positive sentiment
is concern around China’s growth and whether
Europe will re-emerge as the trigger to create a
‘meltdown’. For now both forces are balancing
each other and producing a steady, buoyant
market. It would, however, not take much to
push the markets out of kilter either way, so it is
with some interest that we enter 2013. Whether
or not the current positive feeling turns to
trepidation we will have to wait and see.
In terms of the worries for employers in the
industry, it is clear that skill shortages are their
number one concern. This is a change from last
year when this issue was on a par with those
around the economy, and would indicate that
the pendulum continues to swing towards a
candidate-led market.
Economic worries were conversely waning as
were those concerns around environmental
factors and safety. Social unrest and
immigration issues remain steady and at
relatively low levels.
EMPLOYER’S CONFIDENCE IN THE CURRENT EMPLOYMENT MARKET
2013
2012
26.0%Extremely positive
26.7%Extremely positive
47.8%Positive
46.8%Positive
20.7%Neutral
20.8%Neutral
5.5%Negative
5.7%Negative
EMPLOYER’S CONFIDENCE IN THE CURRENT EMPLOYMENT MARKET
Middle East
North America
South America
Europe
CIS
Australasia
Asia
Africa
All 37.3% 25.3% 11.8% 8.7% 7.2% 8.1%
Skills
shortages
Economic
instability
Environmental
Concerns
Safety
regulations
Immigration/
overseas visa
program
Security/Safety
caused by
social unrest
Other
EMPLOYER’S GEOGRAPHICAL FOCUS OVER THE NEXT 12 MONTHS OUTSIDE THEIR OWN REGIONAL AREA
Middle East Europe CIS Australasia
Africa
Asia South America North America
16.6% 13.4% 13.3%
12.2% 10.4% 9.5% 8.3%
16.3%

28 | 2013 Oil Gas Salary Guide
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