Essential Skills - National Adult Literacy Database

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$Inuinnaqtun\English Dictionary by Nunavut Arctic College (NAC)$

W W 13 Essential Skills and the Northern Oil and Gas Workforce Final Report and Resource Guide Best Practices • Training Should be Tailored to Meet the Needs of the Individual. • Mentoring and Work Site Support Increase Success • Hire the People you Train. • Resolve Issues as Soon as They Arise • Establish Processes Before Construction Starts 14 Doug Anguish Follow-up & Inquiries • Doug Anguish, Project Manager Northern Pipeline Projects Ltd. Telephone: 403.257-4919 Fax: 403.257-9350 E-mail: dkanguish@shaw.ca 42
Essential Skills and the Northern Oil and Gas Workforce Final Report and Resource Guide Day 2 SESSION 1: AKITA DRILLING Presenter: John Pahl (Akita Drilling) Overview John Pahl, Northern Contract Manager for Akita Drilling described how the drilling industry operates in the north and described the components of training for work in the drilling industry that are considered to be critical. He discussed some training and employment challenges and described how Akita has met those challenges. Akita Background: Akita has 850 employees of which 15% are Aboriginals. Akita estimates that it costs $10,000 to train a rig worker: therefore, there is incentive to retain skilled workers. In order to work on drilling rigs, employees must be able to adjust to a two week on and 21 days off schedule. In addition, rig workers are required to be physically fit, alcohol and drug free, and able to work in an almost exclusively male environment that is loud and demanding. Drilling is also seasonal employment (four months per year) which can be unappealing for those seeking full time, year-round employment. Because of these conditions and demands, there is a very high turnover in the industry and in addition, the eight month down time in drilling activity in the north results in skill erosion and a lack of opportunity for advancement. Akita is countering these challenges by: • offering a lump sum pay-out at the end of the four month season, a sum which is increased every year to encourage employees to return. • offering cross-cultural training to make Aboriginal workers to feel more comfortable on the rigs. • assigning an experienced worker to mentor and assist a new worker – this close association builds confidence in the new employee, especially during the critical first week on the job • moving northern workers down south during the “off season” to provide paid employment on operating rigs. • doing everything it can to be the employer of choice • becoming part of the communities in which they work and giving something back • focussing on the young people in the region; spreading the message to finish school and to stay clean • providing a simulated rig experience at trade fairs to young people interested in drilling jobs W W 43
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