Trends in the Canadian Oil Gas Sector and Implications for the Labour Market

1. Trends in the Canadian Oil & Gas Sector and Implications for the Labour Market Economics Society of Calgary Presentation March 24, 2011 Cheryl Knight, CEO & Executive Director Petroleum Human Resources Council of Canada

2. Presentation Outline About the Council Overview of Petroleum Industry Key HR Issues Overview of Labour Market Information Meeting Labour Demand Addressing Workforce Issues Additional Resources

3. Petroleum HR Council of Canada What is it? The primary resource to address workforce development and labour market issues in the Canadian petroleum industry. Collaborates with partners to develop strategies, solutions, products and services that help industry develop a sustainable, skilled and productive oil and gas workforce. Established as a sector council through a Human Resources and Skills Development Canada initiative. Who are its stakeholders? 11 oil and gas national and regional industry associations, including one union.

4. Petroleum HR Council of Canada The Petroleum HR Council benefits from industry and union support and advise within all sectors of the upstream petroleum industry in Canada: Exploration and production; Services industries � geophysical services, drilling and completions, and well services; Pipeline transmission; Natural gas processing; and Mining, extracting and upgrading heavy oil and bitumen. The Petroleum HR Council addresses issues by: Developing strategies, solutions, products and services to address industry�s short, medium and long-term workforce issues; Facilitating the exchange of ideas and information; and Providing industry-related information on workforce issues and career opportunities.

5. Canada�s Petroleum Industry 3rd largest natural gas producer; 6th largest crude oil producer (rank increasing with oil sands); Employs about 500,000 people (directly and indirectly); Energy is now Canada�s largest export sector (took over from automobile industry in 2003); Total industry revenue (oil, gas & by-products): $103.8 Billion; Industry payments to government: $24.5 Billion; Capital spending (conventional oil & gas/oil sands): $45.1 Billion; 25% of value on TSX; and Long history: first well in Canada was in 1858.

6. Industry Capital SpendingCdn $billions Updated industry capital spending map from CAPP. Retrieved from: http://www.capp.ca/getdoc.aspx?dt=NTV&docID=185133 February 2011 presentation: Canada�s Oil Sands � An OverviewUpdated industry capital spending map from CAPP. Retrieved from: http://www.capp.ca/getdoc.aspx?dt=NTV&docID=185133 February 2011 presentation: Canada�s Oil Sands � An Overview

7. Key Industry Issues Crude oil & oil sands: Oil price has increased recently in response to current events in Middle East; Drilling activity driven by resource plays � Cardium, Bakken etc. (triple vs. year ago); Increase in in-situ extraction operations Few upcoming upgrader projects Record land sales in Alberta driven by Cardium play; and Oil sands projects back on the table. Natural gas: Prices remain low, supply and storage are strong. Challenging economics at current prices; Impact of new unconventional gas (shale) supplies; and Pipeline tolls major issues. Impact of industry cycles on attracting and retaining workforce; Currency risk; Environmental impacts/Climate change; Public perception; Government royalties & tax revenue; Aboriginal relations; and Labour force issues. Crude oil & oil sands and natural gas issues are for the most part taken from PSAC�s November 2010 presentation: The Outlook for Canada�s Oil and Gas Sector http://www.capp.ca/GetDoc.aspx?dt=PDF&docID=179784 Crude oil & oil sands: -few upcoming upgrader projects: Few upcoming upgrader projects due to the narrow price differential between light and heavy crude oil that makes upgrading less attractive. Both the increase of in-situ operations and fewer upcoming upgrader projects have an impact on the sector�s future workforce. Upgrading bitumen to synthetic crude oil (SCO) is labour-intensive and so the projected decline in upgrader production also results in a decrease in oil sands employment projections. Crude oil & oil sands and natural gas issues are for the most part taken from PSAC�s November 2010 presentation: The Outlook for Canada�s Oil and Gas Sector http://www.capp.ca/GetDoc.aspx?dt=PDF&docID=179784 Crude oil & oil sands: -few upcoming upgrader projects: Few upcoming upgrader projects due to the narrow price differential between light and heavy crude oil that makes upgrading less attractive. Both the increase of in-situ operations and fewer upcoming upgrader projects have an impact on the sector�s future workforce. Upgrading bitumen to synthetic crude oil (SCO) is labour-intensive and so the projected decline in upgrader production also results in a decrease in oil sands employment projections.

8. Key HR Issues

9. Petroleum Labour Market Information The Council develops and provides up-to-date labour market information (LMI) on workforce trends, issues and projections in the short, medium and long-term (to 2020). Current and accurate labour market information is vital for attracting, retaining and developing a qualified workforce for the upstream petroleum industry. Petroleum HR Council has the mandate to develop labour market information for the upstream petroleum industry Labour market information is a key foundation for addressing workforce issues. Contribute to a more strategic approach to accessing and developing labour supply to meet labour demand. In a 2008 employer survey, 76% of the responses indicated that �labour market information to forecast demand and align education with future labour needs� was a critical concern. Development of Petroleum LMI has been a collaborative effort between industry and federal and provincial governments. Petroleum LMI projects have been funded by the Government of Canada�s Sector Council Program, Canadian Association of Petroleum Producers (CAPP), Alberta Employment & Immigration and Alberta Energy. Petroleum LMI is validated by industry and labour market specialists. Petroleum HR Council has the mandate to develop labour market information for the upstream petroleum industry Labour market information is a key foundation for addressing workforce issues. Contribute to a more strategic approach to accessing and developing labour supply to meet labour demand. In a 2008 employer survey, 76% of the responses indicated that �labour market information to forecast demand and align education with future labour needs� was a critical concern. Development of Petroleum LMI has been a collaborative effort between industry and federal and provincial governments. Petroleum LMI projects have been funded by the Government of Canada�s Sector Council Program, Canadian Association of Petroleum Producers (CAPP), Alberta Employment & Immigration and Alberta Energy. Petroleum LMI is validated by industry and labour market specialists.

10. Scope Exploration and production (E&P): onshore activity for conventional oil and gas reserves and unconventional reserves excluding oil sands. Oil sands: extraction and upgrading of bitumen. Offshore: development drilling, production and servicing of offshore oil and gas projects Services: contracted exploration, extraction and production services to the E&P and Oil sands sectors. Petroleum services includes well services, oilfield construction and maintenance, production and transportation services. Drilling and completions services includes drilling and service rig for onshore activities. Geophysical services (also known as seismic) includes survey, permitting and reclamation, line construction, drilling and data acquisition. Pipeline: mainline transmission for transporting daily crude oil and natural gas production in Canada. Exploration and production (E&P): onshore activity for conventional oil and gas reserves and unconventional reserves excluding oil sands. Oil sands: extraction and upgrading of bitumen. Wood Buffalo was our starting point and so onsite direct employees of oil sands companies are included here � not any Calgary-based employees. Offshore: development drilling, production and servicing of offshore oil and gas projects (only available for current and short-term LMI as well as situational analysis; employment projections for offshore are embedded within E&P and Services). Services: contracted exploration, extraction and production services to the E&P and oil sands sectors. Petroleum services includes well services, oilfield construction and maintenance, production and transportation services. Drilling and completions services includes drilling and service rig for onshore activities. Geophysical services (also known as seismic) includes survey, permitting and reclamation, line construction, drilling and data acquisition. Pipeline: mainline transmission for transporting daily crude oil and natural gas production in Canada. Majority of these workers are employed by pipeline companies; however, some E&P and Oil sands companies also own and operate their own transmission lines. Exploration and production (E&P): onshore activity for conventional oil and gas reserves and unconventional reserves excluding oil sands. Oil sands: extraction and upgrading of bitumen. Wood Buffalo was our starting point and so onsite direct employees of oil sands companies are included here � not any Calgary-based employees. Offshore: development drilling, production and servicing of offshore oil and gas projects (only available for current and short-term LMI as well as situational analysis; employment projections for offshore are embedded within E&P and Services). Services: contracted exploration, extraction and production services to the E&P and oil sands sectors. Petroleum services includes well services, oilfield construction and maintenance, production and transportation services. Drilling and completions services includes drilling and service rig for onshore activities. Geophysical services (also known as seismic) includes survey, permitting and reclamation, line construction, drilling and data acquisition. Pipeline: mainline transmission for transporting daily crude oil and natural gas production in Canada. Majority of these workers are employed by pipeline companies; however, some E&P and Oil sands companies also own and operate their own transmission lines.

11. Labour Market Information Products Situational Analysis Key findings are a culmination of primary and secondary research and analysis about the current state of the petroleum industry, including where industry is headed and the resulting impact on the Canadian workforce. Short-term HR Trends Survey conducted every spring and fall to gather companies� perspectives on short-term labour market issues and trends within the upstream petroleum industry. Results of short-term HR trends survey are included in annual situational analysis. Next short-term HR trends survey will be conducted in March 2011. Labour Demand and Supply Scenario Projections and Analysis Industry-wide long-term LMI. Petroleum sector-specific outlooks (E&P, Oil sands, Services and Pipelines sectors). Province-specific outlooks (BC, AB, SK) as well as the rest of Canada. Core occupations. Labour supply trends. Labour supply/demand analysis.

12. Petroleum Labour Demand Model Models use industry-generated employment drivers to project labour demand by occupation. E&P sector: Occupation�s relationship to conventional capital and operating expenditures. Oil sands sector: Occupation�s relationship to oil sands production. Services sector (petroleum services, drilling and geophysical services): Occupation�s growth relationship to conventional capital and operations expenditures as well as oil sands capital expenditures. Pipeline sector: Relationship between pipeline sector employment and oil and gas production. New pipelines need to be considered on a case-by-case basis. Different methodologies required to model labour demand � different employment drivers. Determines labour demand based on relationship between pipeline sector employment and oil and gas production. Model projects labour demand for pipeline sector as a whole. Utilizes an employment share approach to determine labour demand for specific occupations. For example: if mechanical engineers make up 5% of the pipeline sector workforce and the sector is projected to expand by 1000, then the projection for mechanical engineers is 50. Occupational shares for pipeline sector are computed using Census data. Different methodologies required to model labour demand � different employment drivers. Determines labour demand based on relationship between pipeline sector employment and oil and gas production. Model projects labour demand for pipeline sector as a whole. Utilizes an employment share approach to determine labour demand for specific occupations. For example: if mechanical engineers make up 5% of the pipeline sector workforce and the sector is projected to expand by 1000, then the projection for mechanical engineers is 50. Occupational shares for pipeline sector are computed using Census data.

13. Petroleum Labour Supply Model Labour force (supply) by occupation for the whole upstream petroleum industry: Total supply projection of the occupations in both closely and distantly related industries. �Like-industries�: construction, chemical, mining, wood manufacturing and paper manufacturing; and All other industries in the economy. Sources of labour force change: Age-related attrition, including: Retirements; and Deaths. New entrants into the labour force; and In-mobility: inter-occupation, inter-industry, migration and immigration. Recognize that many companies have made significant progress in project employment needs/workforce planning. Getting a handle on labour supply is a whole different ballgame and would be very difficult for individual companies to undertake. In order to understand labour supply, need to have an understanding of what�s happening in the economy as a whole. Conclusions about individual company labour supply/demand gaps may be misleading because of the complexity involved in forecasting labour supply. We hope that this will provide you with real value-add info. Projects labour force (supply) by occupation for the upstream petroleum industry. Not enough distinction between industry sectors to do separately. Provides an opportunity to assess transition of workers between sectors of the industry. Elements of the labour forces that impact supply. New entrants: age groups 15-24 and 25-34. Decreasing demand � withdrawals from occupation/labour force. Retirements and deaths impact labour supply because those workers leave the labour force and therefore are not a labour supply that is available. However, when we look at deaths and retirements within the industry it actually creates the need to hire additional workers to replace those that retire (or die) � we call this replacement demand. Recognize that many companies have made significant progress in project employment needs/workforce planning. Getting a handle on labour supply is a whole different ballgame and would be very difficult for individual companies to undertake. In order to understand labour supply, need to have an understanding of what�s happening in the economy as a whole. Conclusions about individual company labour supply/demand gaps may be misleading because of the complexity involved in forecasting labour supply. We hope that this will provide you with real value-add info. Projects labour force (supply) by occupation for the upstream petroleum industry. Not enough distinction between industry sectors to do separately. Provides an opportunity to assess transition of workers between sectors of the industry. Elements of the labour forces that impact supply. New entrants: age groups 15-24 and 25-34. Decreasing demand � withdrawals from occupation/labour force. Retirements and deaths impact labour supply because those workers leave the labour force and therefore are not a labour supply that is available. However, when we look at deaths and retirements within the industry it actually creates the need to hire additional workers to replace those that retire (or die) � we call this replacement demand.

14. Computing Supply/Demand Balances Model uses industry�s historical share of labour supply as a starting point. Labour supply projections also take into account: Industry�s demand for an occupation; and What is happening within the broader labour force and economy. Labour supply projections provide an indication of the potential labour supply industry may attract. Industry needs to work to maintain its share of the labour force. Does not mean supply will be enough, nor that there will be appropriately skilled labour supply to meet employment requirements. Labour force (supply) by occupation for the whole upstream petroleum industry: Total supply projection of the occupations in both closely and distantly related industries. �Like-industries�: construction, chemical, mining, wood manufacturing, and paper manufacturing. All other industries in the economy. Sources of labour force change: Retirements Deaths New entrants into the labour force In-mobility: inter-occupation, inter-industry, migration and immigration. Labour supply projections provides an indication of the potential labour supply the industry may attract. However, there may be a variety of barriers. The petroleum industry may get its share of an occupation�s labour force, but that does not mean that it will be enough labour supply to meet employment requirements. Constrained by overall labour force growth. Labour force (supply) by occupation for the whole upstream petroleum industry: Total supply projection of the occupations in both closely and distantly related industries. �Like-industries�: construction, chemical, mining, wood manufacturing, and paper manufacturing. All other industries in the economy. Sources of labour force change: Retirements Deaths New entrants into the labour force In-mobility: inter-occupation, inter-industry, migration and immigration. Labour supply projections provides an indication of the potential labour supply the industry may attract. However, there may be a variety of barriers. The petroleum industry may get its share of an occupation�s labour force, but that does not mean that it will be enough labour supply to meet employment requirements. Constrained by overall labour force growth.

15. Computing Supply/Demand Balances (cont�d) The projected supply share for each occupation is compared to its demand to determine its supply/demand balance. Indicated by an occupation�s unemployment rate. The occupation�s projected unemployment rate is then compared to the occupation�s normal/balanced unemployment rate to provide labour supply/demand balance. Lower than normal: labour shortage. Higher than normal: labour surplus. Normal unemployment rates for industry occupations are estimated using historical information. Normal unemployment rates account for: Frictional unemployment: people changing jobs. Structural unemployment: workers� skills, geographic location, etc. does not align with employment requirements. Unemployment rates for industry occupations vary: Industry-unique occupations tend to have lower unemployment rates. 3-4% Occupations that appear across a number of industries have a higher unemployment rate. 4-5% Seasonal occupations have the highest unemployment rates. 7% Use occupational employment projection (demand) and labour force (supply) projection to determine unemployment rate for each occupation. Unemployment = Labour Force � Employment Unemployment Rate = Unemployment /Labour Force x 100 Gap between unemployment rate and �natural� unemployment rate indicates labour supply/demand imbalance. Lower than normal: labour shortage. High than normal: labour surplus. Normal unemployment rates for industry occupations are estimated using historical information. Normal unemployment rates account for: Frictional unemployment: people changing jobs. Structural unemployment: workers� skills, geographic location, etc. does not align with employment requirements. Unemployment rates for industry occupations vary: Industry-unique occupations tend to have lower unemployment rates. 3-4% Occupations that appear across a number of industries have a higher unemployment rate. 4-5% Seasonal occupations have the highest unemployment rates. 7% Use occupational employment projection (demand) and labour force (supply) projection to determine unemployment rate for each occupation. Unemployment = Labour Force � Employment Unemployment Rate = Unemployment /Labour Force x 100 Gap between unemployment rate and �natural� unemployment rate indicates labour supply/demand imbalance. Lower than normal: labour shortage. High than normal: labour surplus.

16. Occupations Included in LMI Initial occupations were conventional E&P and oil sands focused. Expansion occupations were identified with the assistance of the PSAC HR Committee, CAODC and analysis of 2006 Census data to ensure major occupation groups were included. These are the NOC�s and are used by companies doing LMO�s and/or looking to secure TFW etc. For purposes of analysis � some NOC�s are combined. Initial occupations were conventional E&P and oil sands focused. Expansion occupations were identified with the assistance of the PSAC HR Committee, CAODC and analysis of 2006 Census data to ensure major occupation groups were included. These are the NOC�s and are used by companies doing LMO�s and/or looking to secure TFW etc. For purposes of analysis � some NOC�s are combined.

17. Expansion Demand � Growth Scenario In the Growth Scenario, the industry will experience additional expansion in all sectors except E&P and pipelines stay relatively flat. Industry as a whole, gains approx. 31,500 workers. Oil Sands more than doubles its employment by 2020 from 2006 levels to just over 24,000. (Approx. 12,600 workers) Petroleum services sector grows by about 19,000 workers. Key driver behind employment expansion is increasing support to in-situ oil sands extraction. Conventional E&P employment recovers to 2006 levels in 2011 but remains relatively flat for the rest of the forecast period. Pipeline employment stays relatively flat. - There are a couple of pipeline projects currently in the planning stages that could bump pipeline employment up if they receive regulatory approval. (i.e.: Enbridge�s Northern Gateway) Offshore is not separated but is included in E&P and Services employment numbers. In the Growth Scenario, the industry will experience additional expansion in all sectors except E&P and pipelines stay relatively flat. Industry as a whole, gains approx. 31,500 workers. Oil Sands more than doubles its employment by 2020 from 2006 levels to just over 24,000. (Approx. 12,600 workers) Petroleum services sector grows by about 19,000 workers. Key driver behind employment expansion is increasing support to in-situ oil sands extraction. Conventional E&P employment recovers to 2006 levels in 2011 but remains relatively flat for the rest of the forecast period. Pipeline employment stays relatively flat. - There are a couple of pipeline projects currently in the planning stages that could bump pipeline employment up if they receive regulatory approval. (i.e.: Enbridge�s Northern Gateway) Offshore is not separated but is included in E&P and Services employment numbers.

18. The Findings Projections show workforce shortages beginning 2011. Retiring workers will affect all industries and sectors within the next 10 years. Workforce shortages mean policies, programs and funding need to be developed now to maintain and attract a skilled workforce for the upstream petroleum industry. Industry�s aging workforce will drive significant replacement demand as early as 2013. As the Canadian economy as a whole recovers around 2012-2013, the proportion of potential labour supply coming from other industries decreases. Workforce shortages mean industry needs to develop strategies now to maintain and attract a skilled workforce, as many of the occupations with the greatest labour supply/demand gaps are unique to the petroleum industry.

19. Expansion + Replacement Demand � Growth Scenario 2009-2020 Loss of workers in 2009 outnumber workers retiring (dying) offsetting the impact on hiring requirements; however, starting this year replacement demand is a significant portion of hiring requirements. It is projected that in the growth scenario, the petroleum industry will need to hire approximately 105,000 workers between 2010 and 2020 to support new industry activity and replace retiring workers. 65,000 of those hires will be in the industry�s 37 core occupations. Total expansion demand: Approx. 31,500 workers Total replacement demand: Approx. 73,500 workersLoss of workers in 2009 outnumber workers retiring (dying) offsetting the impact on hiring requirements; however, starting this year replacement demand is a significant portion of hiring requirements. It is projected that in the growth scenario, the petroleum industry will need to hire approximately 105,000 workers between 2010 and 2020 to support new industry activity and replace retiring workers. 65,000 of those hires will be in the industry�s 37 core occupations. Total expansion demand: Approx. 31,500 workers Total replacement demand: Approx. 73,500 workers

20. Occupations Most Impacted by Labour Supply/Demand Gaps Top 15 occupations with the greatest labour supply/demand imbalances in Growth Scenario 2009 - 2020: Heavy Equipment Operators Operators (steam and non-steam) Supervisors, Oil and Gas Drilling and Service Oil and Gas Drilling, Servicing, and Related Labourers Oil and Gas Well Drillers, Servicers, Testers, and Related Workers Millwrights and Machinists Heavy-duty Equipment Mechanics Truck Drivers Welders Oil and Gas Well Drilling Workers and Service Operators Industrial Electricians Steamfitters and Pipefitters Instrumentation Technicians Drilling Coordinators/Production Managers Mechanical Engineers

21. Industry�s Share of Labour Supply Petroleum industry�s share is based on representation of that labour supply pool in the labour force. Industry has developed effective new grad programs � however it is also important to recognize that this labour supply pool is shrinking. Immigrants Immigrants make up only 8% of the industry�s workforce for core oil and gas occupations, even though more than twice that are in petroleum-like occupations. Increase of .4% between 2001 and 2006 Census. Women Systemic issue is that women are under-represented in the occupations typically hired by the industry. (28.6% across all industries) In the oil and gas industry has a small share of the women working in these core occupations. Make up only 8% of employees working in core occupations. Aboriginal Peoples Represented in the industry�s workforce(6.1%) at a rate significantly higher than in the labour force (2.8%) as a whole. Increases in participation in the Canadian labour force need to occur in order to continue to draw from this labour supply pool. Petroleum industry�s share is based on representation of that labour supply pool in the labour force. Industry has developed effective new grad programs � however it is also important to recognize that this labour supply pool is shrinking. Immigrants Immigrants make up only 8% of the industry�s workforce for core oil and gas occupations, even though more than twice that are in petroleum-like occupations. Increase of .4% between 2001 and 2006 Census. Women Systemic issue is that women are under-represented in the occupations typically hired by the industry. (28.6% across all industries) In the oil and gas industry has a small share of the women working in these core occupations. Make up only 8% of employees working in core occupations. Aboriginal Peoples Represented in the industry�s workforce(6.1%) at a rate significantly higher than in the labour force (2.8%) as a whole. Increases in participation in the Canadian labour force need to occur in order to continue to draw from this labour supply pool.

22. Meeting Labour Demand Many of the occupations with the greatest labour supply/demand gaps are unique to the petroleum industry. Increase attraction of new entrants: Provide information and access for entry into the industry; Increase participation of under-represented labour pools; and Align education with future skills needs through LMI projections. Develop & train current staff: Certification programs for petroleum specific occupations; and Enhance industry HR skills.

23. Meeting Labour Demand (cont�d) Addressing the loss of skilled & seasoned workers through retirement: Increase attraction of experienced workers: Increase mid-career transitions & geographic relocation; Increase utilization of qualified immigrants already in Canada; Recruit internationally; Develop creative HR practices that go beyond compensation; and Retain mature/experienced workers longer. Increase productivity: Continue training & development; and Knowledge management/transfer. LMI Enhancements from June 2010�s work: Development of provincial LMI models for BC, AB, SK and Rest of Canada For the provincial outlooks, we are able to produce two sets of employment projections: a. Employment generated by Capex/Opex in the province b. Employment located in the province (place of work) - we were able to calculate this using head vs field office ratios provided by E&P and service companies 3. Improved oil sands occupation coefficients which helped improve our oil sands projections 4. Production of three scenario projections based on varying energy prices and corresponding industry activity levels (last year, we only produced two scenarios) � As a side note, we also developed an offshore model but it seems similar work is already being done on offshore employment projections, therefore we did not pursue the production of offshore projections this year. LMI Enhancements from June 2010�s work: Development of provincial LMI models for BC, AB, SK and Rest of Canada For the provincial outlooks, we are able to produce two sets of employment projections: a. Employment generated by Capex/Opex in the province b. Employment located in the province (place of work) - we were able to calculate this using head vs field office ratios provided by E&P and service companies 3. Improved oil sands occupation coefficients which helped improve our oil sands projections 4. Production of three scenario projections based on varying energy prices and corresponding industry activity levels (last year, we only produced two scenarios) � As a side note, we also developed an offshore model but it seems similar work is already being done on offshore employment projections, therefore we did not pursue the production of offshore projections this year.

24. Working with Industry to Address Workforce Issues Petroleum LMI: Web-based information. Communicating to labour supply solutions: Post-secondary institutions. Program planning. Career centres. Continuing education departments. Governments. Inform policy and programming. Career Awareness: Careers in Oil & Gas: Rich with Potential Guide for Practitioners www.careersinoilandgas.com. Occupational profiles and career management tools. Labour Supply Solutions: Petroleum Labour Market Transition. Skill Shortages and Retention: Increasing the Talent online toolkit. Draw the World into Your Workplace.

25. Additional Resources

26. Add Your Energy to Ours A brochure for job seekers outlining why they should consider a career in oil and gas. Download the brochure online or contact the Council to request a copy. Copies can be requested by contacting the Council. Copies can be requested by contacting the Council.

27. www.careersinoilandgas.com The website provides job seekers with all the information they need about working in Canada�s oil and gas industry; On average the site welcomes close to 6,000 visitors every month; and New content and resources are being added daily, including Day in the Life career profiles highlighting real people with real jobs in the petroleum sector.

28. www.careersinoilandgas.com Other available information Oil and Gas Locations; Salaries and Benefits; Career Opportunities; and Education, Training & Safety: Education Options; Skills Training; and Safety Training. Highlight Choosing Your Future Tool � allows students to select a career for them based on their preferences � indoor/outdoor, office/hands-on, travel, etc� Highlight Choosing Your Future Tool � allows students to select a career for them based on their preferences � indoor/outdoor, office/hands-on, travel, etc�

29. Occupational Profiles & Summaries Occupational Profiles � detailing the work, education and career paths for specific occupations in the petroleum industry. Available on www.petrohrsc.ca Occupational Summaries � providing a snapshot on work conditions, education, skills and minimum qualifications to get a career started in oil and gas. Available on www.careersinoilandgas.com Profiles are for career practitioners use and are available on Council website. Provide much more detail than the summaries. 36 in total � Occupations like Automation Engineers, Control Centre Operators, Electrical Engineering Technologists & Technicians, Joint Venture Representatives, Pipeline Engineers, Seismic Operators, Well Services Operators� Summaries are for jobseekers and are available on COG website. Profiles are for career practitioners use and are available on Council website. Provide much more detail than the summaries. 36 in total � Occupations like Automation Engineers, Control Centre Operators, Electrical Engineering Technologists & Technicians, Joint Venture Representatives, Pipeline Engineers, Seismic Operators, Well Services Operators� Summaries are for jobseekers and are available on COG website.

30. Careers in Oil and Gas: Rich with Potential Guide for Practitioners An overview of Canada�s oil and gas industry; and Information on the careers available by job family, including: The type of work; A listing of job titles; Related NOC codes; Education and certification requirements; Working conditions; General characteristics and attributes of work; and References to learn more. Job Families are: Field workers; Business and operations support Geoscience professionals Marine and nautical services Technicians Operators Technologists Trades Engineers Job Families are: Field workers; Business and operations support Geoscience professionals Marine and nautical services Technicians Operators Technologists Trades Engineers

31. For More Information