Canada-Newfoundland and Labrador Benefits Plan - Hebron Project

Hebron Project Section 3
Benefits Plan
Benefits Approach, Principles, Policies,
Guidelines and Procedures
Where specific skill development is required to meet Project staffing needs, as
identified in the labour capacity study or through other projections, EMCP will
work in conjunction with educational institutions, industry and other stakeholders
to facilitate the delivery of training to Newfoundlanders and Labradorians,
including members of the designated groups. This will include regulatory/safety,
technical, competency, and leadership training and will be delivered through
various means, including on-the-job training and apprenticeships. Main
contractors will be encouraged to incorporate co-op and apprenticeship training
positions into their staffing plans for the construction phase.
Table 3.3.4-2: Skills Development Initiatives
Promote careers in the oil and gas industry to students at junior high and high school
levels to encourage them to stay in school and consider further education to meet skill
demand
Communicate projected human resource requirements to post-secondary institutions,
education groups and other interested parties in a timely manner to encourage further
dissemination of skills demand information and to increase awareness of opportunities
Attend career fairs to promote careers in technical, engineering and trade/operational
roles
Provide support and contributions to post-secondary institutions that will enhance
EMCP’s ability to recruit qualified candidates into targeted programs
Employ co-operative education students from technical, trades and business disciplines
Encourage main contractors to incorporate co-op and apprenticeship training positions
into their staffing plans for the construction phase
Where specific skill development is required to meet Project staffing needs, as identified
in the labour capacity study or through other projections, EMCP will work in conjunction
with educational institutions, industry and other stakeholders to facilitate the delivery of
training to Newfoundlanders and Labradorians, including members of the designated
groups
3.3.4.4 Recruitment and Selection of Qualified Candidates
In addition to the complexities faced during the development of the Hibernia field,
the Hebron Project faces additional challenges associated with the recovery of
heavy oil. To address such challenges, EMCP looks for people with exceptional
talent and drive. EMCP is confident that it will be able to effectively recruit in
Newfoundland and Labrador through a recruitment strategy that will provide
Newfoundlanders and Labradorians with first consideration for employment.
Leveraging on the anticipated increased pool of candidates that will exist as a
result of the focus on Skills Development through Community Investments,
EMCP will seek to recruit and select qualified candidates. EMCP will use a
recruitment and selection process that emphasizes equitable treatment and
equal opportunity to all qualified individuals. The Project will adopt this process
and modify, as necessary, for legislative or regulatory requirements. This process
includes participation in career fairs and information sessions, standardized job
specific screening criteria, and utilizing trained interviewers. The effectiveness of
the process will be monitored and reviewed over the life of the Project, and
ExxonMobil Canada Properties 3-27 April 2011