OIL & GAS Salary Guide

OIL & GAS
GLOBAL SALARY
GUIDE 2013
Global salaries and recruiting trends.
SURVEY SUMMARY
DISCIPLINE
AREAS COVERED
COUNTRIES WORLDWIDE
REPRESENTED
RESPONDENTS WORK WITH

A GLOBAL SUPER MAJOR
RESPONDENTS ARE
EMPLOYERS IN THE
INDUSTRY
PEOPLE RESPONDED
TO THE SURVEY
24
53
2,500+
8,200+
25,000+
THANK YOU
We would like to express our gratitude to all those organisations and individuals who participated
in the collection of data for this years 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.
It is with great delight that we introduce this years 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
years 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!
CONTENTS
2 A global perspective
Section one - salary information
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.
6 Overview and salaries by country
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.
Section two - industry benefits
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.
7 Salaries by discipline area

8 Salaries by company type
9 Contractor day rates by region
12 Overview of benefits
13 Benefits by company type
14 Benefits by region
Section three - industry employment

17 Staffing levels
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 didnt 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.
18 Diversity and movement of workforce
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).
26 Industry outlook
20 Experience and tenure

22 Employment mix
Section four - economic outlook
27 Most significant issues
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
A GLOBAL
PERSPECTIVE
NORTH SEA
IRAQ
The drain of talent to overseas

markets intensifies skill shortages
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
UNITED STATES
Energy self-sufficiency now in sight
for the US with extensive shale gas
developments
AUSTRALIA
Australia dominates
the LNG market with a
multitude of projects
under construction
BRAZIL
A long awaited round of field
auctions announced, breathing
life back into the market
EAST AFRICA
East Africa becomes the next big
focus for oil and gas majors
2 | 2013 Oil & Gas Salary Guide
SECTION ONE
SALARY
INFORMATION
Permanent salaries rose 8.5% over the last 12 months.
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.
CHANGES TO SALARIES IN THE LAST 12 MONTHS

Remain
Static
Increase
up to 5%
Increase
more than 5%
Decrease
3.7%
2013
49.7%
16.3%
30.3%
4.2%
SECTION ONE: SALARY INFORMATION
2012
49.5%
16.6%
29.7%
EXPECTED SALARY CHANGES IN THE NEXT 12 MONTHS

Increase
more than 10%
Increase
between 5-10%
27.5%
29.8%
Increase
up to 5%
Remain Decrease
Static
1.1%
2013
24%
17.6%
1%
2012
32.4%
30%
20.9%
15.7%
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 countrys 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.
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
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.
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
At the top of this years 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.
Iraq
47,200
124,500
Italy
69,000
84,600
Kazakhstan
41,900
117,200
Kuwait
114,400
79,700
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 Russias
arctic exploration driving imported skills, and Chinas drive on nonconventional 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.
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
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.
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
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.
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
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 years 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.
*Respondents were asked to provide their base salary only in US dollars

equivalent, converting foreign currency into US dollars at the time of responding.
Senior
Manager
Lead/
Principal
VP/Director
65,500
100,900
184,300
57,200
80,600
124,000
191,400
47,400
53,300
96,700
139,600
N/A
42,800
53,600
74,900
103,900
174,600
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
ANNUAL SALARIES
BY DISCIPLINE AREA
Operator/
Technician
Graduate
Intermediate
Business Development/Commercial
53,500
35,600
48,900
Construction/Installation
58,700
46,400
Commissioning
62,000
Downstream Operations Management
59,300
Drilling
Breaking the data down into discipline areas

and comparing against the previous years
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 entrylevel 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 years 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.
Salaries
SECTION FOUR: ECONOMIC OUTLOOK
Salaries
SECTION TWO: INDUSTRY BENEFITS
SALARY INFORMATION
SECTION THREE: INDUSTRY EMPLOYMENT
SALARY INFORMATION
Salaries
Salaries
Senior
Manager
Lead/
Principal
VP/Director
50,600
82,600
119,300
162,500
53,100
72,000
107,300
181,700
48,400
54,800
82,000
126,300
172,000
30,700
50,600
61,700
85,500
166,200
76,800
55,200
71,900
103,900
131,700
252,100
53,400
37,900
49,300
70,700
98,300
166,500
58,000
48,800
75,000
105,900
153,800
244,000
Operator/
Technician
Graduate
Intermediate
Consultancy
56,100
36,100
Contractor
68,800
40,800
EPCM
57,000
Equipment Manufacture & Supply
50,400
Global Super Major

Oil Field Services
Operator
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.
Operator/
Technician
Intermediate
Senior
Manager Lead/
Principal
VP/Director
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
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.
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.
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).
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.
CONTRACTOR DAY RATES

BY REGION
YEARLY SALARY CHANGES BY COMPANY TYPE
Consultancy
Contractor
EPCM
Equipment
Manufacture
& Supply
Global Super Major
Oil Field Services
Operator
+6.4%
2013 $96,000
2012 $90,200
+11%
2013 $83,000
2012 $74,800
+8.4%
2013 $98,900
2012 $91,200
2013 $71,900
+16.7%
2012 $61,600
+5.6%
2013 $107,700
2012 $102,000
2013 $73,400
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.
+9.1%
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.
2012 $67,300
2013 $115,500
2012 $103,300
+11.8%
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
SALARY INFORMATION
SALARY INFORMATION
SECTION TWO
INDUSTRY BENEFITS
Bonuses account for rise in benefits.
The rise in bonuses continues and

now represents the dominant mechanism
by which companies attract and retain
their talent.
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%
INDUSTRY BENEFITS
Overview of industry benefits
Company 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.
OVERVIEW OF INDUSTRY BENEFITS
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.
Bonuses
Percentage
that receive
the benefit
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.
Pension
Health Plan
Car/Transport/
Petrol
Housing
12.7%
18.9%
10.8%
26%
10.8%
19.1%
10.2%
19.2%
17.9%
TOP BENEFITS BY COMPANY TYPE

EPCM/CONTRACTOR
GLOBAL SUPER MAJOR/OPERATOR
18.2%
Hardship
allowance
10.4%
19%
16.5%
18%
Car/Transport/Petrol
20%
Hazardous
danger pay
6.7%
18%
19%
Share scheme
Schooling
Training
Overtime
9.5%
Home leave
allowance/
flights
Meal allowance
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%.
10.2%
Tax Assistance
7.5%
No Benefits
35%
12.9%
16.1%
23%
17%
43%
Bonuses
29%
Health Plan
24%
Housing
18%
Overtime
39%
14.3%
Bonuses
Health Plan
Pension
Housing
30%
No Benefits
No Benefits
12.1%
6.7%
12.0%
EQUIPMENT MANUFACTURER & SUPPLY

42%
7.8%
28%
14.4%
23%
10.8%
12.6%
15.1%
17.5%
22%
16%
13%
OILFIELD SERVICES/CONSULTANCY
33%
Bonuses
22%
Health Plan
Pension
Bonuses
Health Plan
16%
16%
Housing
Housing
15%
Pension
Meal allowance
15%
30%
No Benefits
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.
13.8%
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.
38%
No Benefits
34.6%
Background: Graphs here show the top benefits by company type and the percentage of people who receive them.
Commission
42.8%
Average
percentage of their
total package
INDUSTRY BENEFITS
Regional benefits
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.
TOP BENEFITS BY REGION
TOP BENEFITS BY REGION

AFRICA
ASIA
37%
25%
21%
29%
Housing
20%
27%
9%
Housing
20%
Pension
19%
Health Plan
17%
14%
12%
Overtime
43%
No Benefits
9%
29%
Pension
26%
Health Plan
24%
22%
Overtime
18%
Meal allowance
49%
NORTH AMERICA
37%
35%
Health Plan
22%
13%
Housing
11%
Meal allowance
10%
Pension
No Benefits
Bonuses
Housing
Health Plan
Overtime
27%
No Benefits
No Benefits
SOUTH AMERICA
Bonuses
40%
40%
Bonuses
No Benefits
30%
Bonuses
19%
7%
Meal allowance
26%
22%
12%
COMMONWEALTH OF INDEPENDENT STATES

33%
10%
24%
No Benefits
30%
Health Plan
19%
Pension
MIDDLE EAST
Bonuses
24%
22%
AUSTRALASIA
11%
43%
Health Plan
36%
12%
EUROPE
Bonuses
20%
19%
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.
Bonuses
39%
Bonuses
Health Plan
39%
Health Plan
24%
Pension
21%
17%
Overtime
13%
Training
34%
No Benefits
Meal allowance
Pension
Housing
25%
No Benefits
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.
Regional benefits
INDUSTRY BENEFITS
INDUSTRY BENEFITS
Increase more than 10%
23.9%
Increase between 5-10%
23.2%
Increase up to 5%
22.9%
Remain static
5.2%
PERCENTAGE OF STAFF EMPLOYED

ON A TEMPORARY OR CONTRACT ASSIGNMENT
38.9%
29.7%
18.9%
12.5%
Between 5-20%
Up to 5%
None
Decrease
EXPECTATION THAT CONTRACTOR

LEVELS WILL CHANGE IN THE NEXT 12 MONTHS
DISCIPLINE AREAS IN WHICH CONTRACTORS

ARE EMPLOYED IN OIL AND GAS
Always
Sometimes
Never
Subsea/Pipelines
48.3%
38.8%
12.9%
Drilling & Well Delivery
39.5%
35.7%
24.8%
43.7%
45.5%
10.8%
Equipment & Supply
46.5%
38.3%
Increase
Remain the same
44%
PERCENTAGE OF WORKFORCE
EMPLOYED AS AN EXPAT
36%
15.2%
22.8%
Geoscience & Petroleum Engineering
30.5%
39.6% 44.3%
16.1%
Decrease
Engineering & Design
More than 20%
25.5%
20.1%
21.1%
More than 10%
Between 5-10%
Up to 5%
None
HSE & QAQC
37.6%
42.7%
19.7%
Ops, Maintenance & Production
40%
43.7%
16.3%
Petrochemicals
32.8%
41.7%
25.5%
Project Controls
36.1%
45.3%
18.6%
EXPECTATION THAT EXPAT

LEVELS WILL CHANGE IN THE NEXT 12 MONTHS
43.4% 48.5%
8.1%
Increase
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.
CONFIDENCE THAT STAFFING LEVELS

WILL CHANGE IN THE NEXT 12 MONTHS
24.8%
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 years
data showing a contraction in expat use
contradicting that forecast.
world. Energy demand continues to edge up

and demand for skills continue to outstrip
supply in many regions.
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
Confidence remains high with almost a quarter

of employers expecting salaries to rise by
10 per cent or more in the next year.
Staffing levels
Remain the same
Decrease
SECTION THREE
INDUSTRY
EMPLOYMENT
INDUSTRY EMPLOYMENT
INDUSTRY EMPLOYMENT
Diversity & movement of workforce
AGE DEMOGRAPHICS
Male
REGIONAL GENDER DIFFERENCES
Australasia
Asia
Africa
Europe
CIS
Middle East
North America
South America
Female
24 and under
90.9%
9.1%
25-29
93.5%
6.5%
30-34
94.4%
5.6%
35-39
91.7%
8.3%
40-44
91.7%
8.3%
45-49
96.9%
3.1%
50-54
89.8%
10.2%
55-59
89.7%
10.3%
60-64
65 and over
WORKING AT HOME OR ABROAD
52.6%
Home
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.
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
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.
MOVEMENT OF THE WORKFORCE
DIVERSITY OF STAFF
Male
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.
47.4%
Abroad
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 years figure of 42.6 per cent. This
trend is due to a number of factors, primarily
the promotion of inward skilled migration by
nations 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.
IMPORTED WORKFORCE VERSUS LOCAL WORKFORCE

Imported labour
Female
Australasia
49.4%
Asia
18.2%
22.4%
Africa
35.6%
16.2%
Europe
14.2%
CIS
58.9%
Middle East
86.4%
North America
27.8%
South America
33.0%
2.6%
5.9%
Local labour
50.6%
81.8%
12.4%
64.4%
85.8%
22.9%
14.0%
17.6%
13.6%
12.0%
12.0%
41.1%
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.
13.6%
72.2%
67.0%
6.8%
11.3%
WORKING OVERSEAS VERSUS WORKING IN HOME COUNTRY
6.6%
9.3%
Working overseas
Australasia
28.8%
Asia
48.1%
Africa
23.8%
Europe
43.2%
CIS
34.7%
Middle East
23.5%
North America
31.5%
South America
42.5%
Working in home country

71.2%
3.9%
6.1%
1.3%
2.5%
0.5%
51.9%
Disappointingly we didnt 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.
Diversity & movement of workforce
INDUSTRY EMPLOYMENT
76.2%
56.8%
65.3%
76.5%
68.5%
57.5%
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 years figures,

reflecting a less volatile market but one which
continued to drive hiring.
YEARS OF EXPERIENCE
OIL & GAS INDUSTRY
28.3% 23.4% 23.5% 24.8%

0-4 years
5-9 years
10-19 years
20+ years
TIME IN CURRENT ROLE

2013
24.6% 29.2% 24.7% 13.7% 7.8%
FOR SPECIFIC DISCIPLINE AREAS
Less than 1 year
0-4 years
5-9 years
10-19 years
20 + years
Construction/
Installation
27.8%
19.6%
21.8%
30.8%
Project
Controls
23.7%
25.1%
27.1%
24.1%
Subsea/
Pipelines
3-5 years
6-10 years
10+ years
2012
26.0% 25.0% 28.7% 12.0% 8.3%

Less than 1 year
1-2 years
3-5 years
6-10 years
10+ years
SOURCE OF NEW EMPLOYMENT
6.1%
Geoscience
1-2 years
25.5%
23.4%
24.5%
25.1%
21.6%
21.8%
28.4%
29.7%
Newspaper
21.0%
12.4%
15.0%
Company website
Online job board
Word of mouth
7.9%
7.1%
Internal move
Other
16.0%
14.5%
Head hunted
Agency
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.
Experience and tenure
Experience and tenure
INDUSTRY EMPLOYMENT
INDUSTRY EMPLOYMENT
EPCM
This year, as confidence has come off its highs,

weve 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.
EQUIPMENT MANUFACTURER & SUPPLIER
-3.1%
1.8%
0.0%
-1.6%
1.4%
-0.5%
1.6%
0.3%
In last years 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.
Employment mix
EMPLOYMENT MIX BY COMPANY TYPE

Permanent
Global Super Major
52.6%
Operators
59.5%
EPCM
53.1%
Equipment Manufacturer
& Supplier
80.7%
Oil Field Services
60.9%
Consultancy
42.9%
Contractors
47.1%
Permanent/
Part-Time
Contracted
Direct
14.2%
1.5%
1.4%
Contracted
through
agency
31.7%
3.3%
2.5%
0.0%
26.4%
27.4%
CONTRACTORS
24.0%
26.4%
-1.5%
-0.1%
1.2%
0.4%
-4.7%
-0.6%
ost of last years gains

M
in permanent hires were
reversed this year as
economic concern saw a
move towards more flexible
employment solutions.
-1.3%
2.4%
0.1%
5.1%
4.8%
15.4%
20.2%
OPERATORS
-6.9%
1.3%
10.3% 7.0%
PERCENTAGE CHANGE FROM 2012 to 2013

GLOBAL SUPER MAJOR
-5.3%
-0.8%
0.4%
20.7%
2.0%
3.5%
-0.9%
24.2%
14.9%
CONSULTANCY
0.5%
24.6%
1.6%
OIL FIELD SERVICES
5.9%
Employment mix
INDUSTRY EMPLOYMENT
INDUSTRY EMPLOYMENT
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 Chinas growth.
Skill shortages are now by far the major

concern for employers in the industry.
employers concerns in the current employment market
37.3% 25.3% 11.8% 8.7%

Skills shortages
Economic instability
7.2% 8.1%
Immigration/overseas
visa program
Security/safety caused
by social unrest
Environmental
concerns
Safety regulations
1.6%
Other
ECONOMIC OUTLOOK
Industry outlook
ECONOMIC OUTLOOK
Most significant issues
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 Chinas 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.
EMPLOYERS CONFIDENCE IN THE CURRENT EMPLOYMENT MARKET
EMPLOYERS CONFIDENCE IN THE CURRENT EMPLOYMENT MARKET

2013
26.0% 47.8% 20.7% 5.5%

Extremely positive
Positive
Neutral
Skills
shortages
All
26.7% 46.8% 20.8% 5.7%

Positive
Environmental Safety
Concerns
regulations
Immigration/
overseas visa
program
Security/Safety Other
caused by
social unrest
Negative
2012
Extremely positive
Economic
instability
Neutral
Negative
37.3%
25.3%
11.8%
8.7%
7.2%
8.1%
Africa
Asia
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.
EMPLOYERS GEOGRAPHICAL FOCUS OVER THE NEXT 12 MONTHS OUTSIDE THEIR OWN REGIONAL AREA
16.6%
16.3%
13.4%
13.3%
Middle East
Europe
CIS
Australasia
12.2%
10.4%
9.5%
8.3%
Asia
South America
North America
Africa
Australasia
CIS
Europe
Middle East
North America
South America
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OIL & GAS

RESPONDENTS WORK WITH

Section one - salary information

6 Overview and salaries by country

Section two - industry benefits

7 Salaries by discipline area

Section three - industry employment

18 Diversity and movement of workforce

There were some environmental challenges to overcome and for some

20 Experience and tenure

Section four - economic outlook

27 Most significant issues

2013 Oil & Gas Salary Guide | 1

The drain of talent to overseas

Flurry of hiring as a range of new

2 | 2013 Oil & Gas Salary Guide

2013 Oil & Gas Salary Guide | 3

With almost 50 per cent of those

CHANGES TO SALARIES IN THE LAST 12 MONTHS

SECTION ONE: SALARY INFORMATION

EXPECTED SALARY CHANGES IN THE NEXT 12 MONTHS

4 | 2013 Oil & Gas Salary Guide

2013 Oil & Gas Salary Guide | 5

Papua New Guinea

As we forecast in 2011, Northern Europe also came through with increasing

Trinidad and Tobago

United Arab Emirates

United States of America

*Respondents were asked to provide their base salary only in US dollars

Health, Safety and Environment (HSE)

Instrumentation, Controls & Automation

Quality Assurance/Quality Control (QA/QC)

Downstream Operations Management

Breaking the data down into discipline areas

In line with more project work coming through

SECTION ONE: SALARY INFORMATION

SECTION FOUR: ECONOMIC OUTLOOK

SECTION TWO: INDUSTRY BENEFITS

SECTION THREE: INDUSTRY EMPLOYMENT

2013 Oil & Gas Salary Guide | 7

Equipment Manufacture & Supply

Global Super Major

This aside, we saw the largest rise at more

accelerating at a faster rate than at any point

South East Asia

North East Asia

Our data shows healthy rises in day rates for

In terms of the magnitude of the base salaries

The other significant rise was in the manager/

SECTION THREE: INDUSTRY EMPLOYMENT

This data is fascinating. With such a healthy

CONTRACTOR DAY RATES

YEARLY SALARY CHANGES BY COMPANY TYPE

Oil Field Services

Background for this section

8 | 2013 Oil & Gas Salary Guide

2013 Oil & Gas Salary Guide | 9

SECTION FOUR: ECONOMIC OUTLOOK

SECTION ONE: SALARY INFORMATION

SECTION TWO: INDUSTRY BENEFITS

SECTION TWO: INDUSTRY BENEFITS

The rise in bonuses continues and

10 | 2013 Oil & Gas Salary Guide

Value of the benefit as a

OIL & GAS Salary Guide

OIL & GAS Salary Guide