2023 Drilling & Wells Salary Survey
contact@weconnectenergy.com www.weconnectenergy.com
Edinburgh, UK Abu Dhabi, UAE
+ 44 (0) 131 264 0000 (UK) +971 (0) 2 818 6895 (UAE)
Contents
Introduction................................................04
Diversity & Inclusion....................................06
Education & Skills.........................................10
Expertise & Employment............................14
Remuneration & Benefits...........................22
Disclaimer This report was produced following an online survey of drilling and wells professionals between June and July 2023. The purpose of the survey and subsequent report is to better understand the industry needs, remuneration and benefits. The survey was taken anonymously by 404 respondents. This report is free to use. Please acknowledge WeConnect Energy if you intend to share.
Flexible Working...........................................30
Job Security...................................................34
Future Careers & Industry Trends............38
Thank you,
02
Introduction
Richard Madden Chief Executive Officer, WeConnect Energy
Andrew Fenning Lead Consultant – Drilling & Wells
Thank you to all drilling professionals for your active participation in the 2023 Drilling Salary Survey. Your invaluable feedback has enabled us to provide a detailed and holistic view of the industry trends. History shows the drilling sector is vulnerable to industry swings, impacted by wider global changes and sector-specific developments. In an era where the focus on sustainable energy alternatives is intensifying, our survey zeros in on pay structures, career progression, and what the future may hold for the drilling industry. This survey goes beyond mere salary figures; we explore individual inspirations, goals, and reservations in the current drilling environment. We anticipate this year’s data to serve as a crucial guide for professionals and companies in our sector. As we strive to refine this survey year on year, our aim remains to present a genuine snapshot of the Drilling and wells community. For those shaping organisational planning or individuals exploring opportunities, this survey includes valuable data.
It was great to see such a large number of Drilling, Wells & HSE professionals undertaking the 2023 Drilling Salary Survey. Our industry continues to demonstrate a vigorous resilience in the face of numerous geopolitical challenges, and I hope the results of this survey can lead to a deeper understanding of the issues facing the E&P workforce. It has been clear for some time that one of the greatest challenges we face is an industry wide lack of investment in recruitment. This is leading to a talent shortage that we may see for several years to come. With a limited numbers of new people entering the industry and growing competition from other sectors, the image of working in oil and gas as a sustainable and attractive career option is being continuously eroded. As a short-term response, E&P operators are relying on older, more experienced employees to extend their working life or bringing retirees back into the workforce as contractors. There needs to be a concerted effort by employers to align diverse recruitment strategies which involve enhanced marketing to the next generation, additionally, may help collaboration with educational institutions, investment in training and development and a push to embrace diversity and inclusion across all sectors of the industry. We hope this survey can serve as a starting point to provide valuable data that will help us begin to address this challenge.
Please share these findings with your networks.
04
05
Diversity & Inclusion
06
07
Figure 3: Gender VS Age Group
Diversity & Inclusion
40%
Male
39%
Female
30%
Prefer not to say
26%
20%
18%
13%
This survey covers demographics, remuneration, benefits, and post-pandemic working culture changes among drilling and wells professionals, aiming to track industry shifts and valuable insights based on data from industry professionals. The survey’s importance lies in understanding an ever-evolving drilling and wells industry and is made possible by participant contributions.
10%
3%
1%
0%
0%
Over half of the workers that completed the survey are between the ages of 40-59. Women only make up 1% of the total workers in this age bracket.
< 20 20 - 29 30 - 39 40 - 49 50 - 59 60 - 69 70+
0% 3% 17% 37% 26% 12% 1%
Male
0% 0% 1% 1% 0% 1% 0%
Female
Prefer not to say
0% 0% 0% 1% 0% 0% 0%
Figure 1: Age Group
Figure 2: Gender
Figure 4: Ethnicity
African Arab Caribbean English / Welsh / Scottish / Northern Irish / British Indian Irish Other Asian background Other Black / African / Caribbean background Other ethnic group Other Mixed / Multiple ethnic background Other White background Pakistani White and Asian White and Black African White and Black Caribbean
2%
40%
2%
2%
3%
37%
1%
30%
45%
26%
6%
18%
20%
1%
13%
3%
10%
1%
4%
4%
1% 1%
96%
0%
0%
2%
23%
Male Female Prefer not to say
1%
3%
3%
77 % of people surveyed are over 40 years old. Only 4% of respondents are 20-29 showing that more schemes may need to be implemented to encourage younger generations into the workforce.
2%
0
10
20
30
40
50
08
09
Education & Skills
10
11
Education & Skills
£14,001 Is the difference of the mean salary between attaining a Bachelors and a Doctorate.
Figure 5: Highest Academic Qualification
High school
Bachelors
2% 7%
15%
Masters
Doctorate
Other
40%
36%
Nearly half of the people surveyed have a Master’s degree or higher. This shows that the workforce is highly qualified.
Figure 6: Mean Salary VS Highest Education Attained
£129,138
130,000
125,000
£122,952
120,000
£115,137
115,000
110,000
Bachelors
Masters
Doctorate
12
13
Expertise & Employment
14
15
Figure 10: Job Title / Professional Expertise
Expertise & Employment
1%1%1%
1%
Engineering Operations & Supervision Managerial Materials & Logistics HSEQ Supply Chain & Procurement Construction & Civils Contracts & Commercial Human Resources Other
3%
3%
5%
7%
Figure 7: Are You Employed Full Time Or Part Time?
Figure 8: Is Your Work Residential Or Rotational?
40%
8%
38%
43%
57%
92%
Figure 11: What Phase Of The Oil And Gas Cycle Do You Have Experience In? (Choose Up To 3)
Men make up 97% of the total workers by profession in the drilling and wells sector that were surveyed.
Full Time
Part Time
Residential
Rotational
New Ventures
25%
Exploration
55%
Figure 9: Current Work Location
Development
56%
31%
30%
28%
Production
21%
Decommissioning
20%
26%
50% of people surveyed
All the above
41%
10%
9% 8%
7%
5%
4% 4%
Other
4%
3% 3% 3% 2%
have between 16 and 30 years of experience.
0%
Caspian
Other
Oceania
Gulf of Mexico
South America
South East Asia
North America
UK Europe West Africa
Middle East
North Africa
16
17
Figure 14: Years Of Experience
Expertise & Employment
20%
19%
17%
15%
14%
12%
12%
10%
9%
7%
Figure 12: Employer Organisation
5%
6%
30%
2%
2%
0%
27%
20%
18%
17%
Figure 15: Employment Status
10%
12%
9%
2% 1%
7%
5%
4%
1%
0%
Figure 16: Seniority
5%
Senior
43%
Manager
22%
20%
Lead
21%
72%
Other
Figure 13: Gender Breakdown By Profession
5%
Male Female
Prefer not to say
Other
Profession
Junior
4%
1% 0% 0% 0%
Construction & Civils
Director
1% 1% 0% 0%
3%
Contracts & Commercial
39% <1% 0% 0%
Engineering
Executive
1%
3% 0% 0% 0%
HSEQ
68% of people surveyed are in a managerial position or higher.
<1% 0% 0% <1%
Human Resources
Intern
1%
7% <1% 0% <1%
Managerial
5% 0% 0% 0%
Materials & Logistics
37% 0% <1% <1%
Operations & Supervision
1% 0% 0% 0%
Other
Employed
Self Employed
Unemployed
2% 1% 0% 0%
Supply Chain & Procurement
Semi-retired
Retired
18
19
100% of people surveyed that were retirees said they were still active in the oil and gas industry. Additionally, 70% said they would like to be more involved.
Expertise & Employment
Figure 17: How Many Days On Average Do You Work Per Year?
60%
52%
50%
40%
30%
23%
20&
10%
10%
6%
2% 3%
2%
1% 1%
0%
0-40
41-80
81-120 121-160 161-200 201-240 241-280 281-300
300+
Figure 18: Staff Or Contract
28%
On average, a typical drilling and wells works between 161 – 200 days per year and has between 23-44 days of annual vacation.
Contractor Limited Co
54%
Contractor UK (PAYE)
18%
Staff
20
21
Remuneration and Benefits
23
Figure 22: Day Rate (GBP)
Remuneration & Benefits
30%
25%
20%
22%
18%
15%
10%
Figure 19: Are You Paid On An Annual Or Day Rate Basis?
Figure 20: Years Experience VS Mean Salary
8%
6%
1%
3%
0%
2%
0-5
£57,040
£93 - £313 £314 - £533 £534 - £753 £754 - £973 £974 - £1193 £1194 - £1413 £1414 - £1633 £1634 - £1853 £1854 - £2073
6-10
£51,355
On average men earn less than women. With men earning an average of £109,214.13 and women earning an average of £133,909.70 . We do however see more men present across the age brackets with women only earning between 16-30 years of experience.
11-15
£88,728
16-20
£89,219
184
194
£128,717
21-25
£122,141
26-30
£158,724
31-35
Figure 23: Mean Salary VS Gender VS Years Experience
Male
Female
£154,784
36-40
Annual Salary
180,000
£180,000
£170,000
Day Rate / Contract Rate
£158,617
£154,784
135,000
£130,345
£126,003
£95,117
Figure 21: Mean Company Salary (GBP)
£91,112
90,000
£66,300
£51,435
£51,729
£151,938
£160,000
45,000
£140,437
£129,637
£118,989
£120,000
0%
£102,995
36-40
0-5 years
6-10
16-20
11-15
26-30 31-35
21-25
£102,313
£80,000
£97,053
£92,500
£68,451
Figure 24: Satisfaction With Salary
£40,000
8%
Extremely Unsatisfied
13%
0%
Unsatisfied
19%
27%
20%
Neither Satisfied or Unsatisfied
Satisfied
of respondents are satisfied with their pay.
Extremely Satisfied
40%
24
25
Figure 27: Remuneration Rewards Package Satisfaction
Remuneration & Benefits
Extremely Unsatisfied
8%
18%
Unsatisfied
Neither Satisfied or Unsatisfied
Satisfied
19%
Figure 25: What Currency Are You Paid In?
4%
Extremely Satisfied
17%
9%
21%
Out of the total respondents, 38% of them are paid in pounds. This total is made up of 21% of respondents paid in pounds being paid on an annual salary basis and 17% are paid on a day rate basis.
61% of respondents have between 0-15 years until expected retirement.
34%
32%
38%
Figure 38: Years To Retirement
18%
0-5
AED
EUR
GBP
USD
Other
Figure 26: Most Common Benefits (Multiple Choice)
22%
6-10
21%
Housing/Rent Allowance 7%
11-15
Annual Shares 9%
Gym/Leisure Allowance 14%
Travel/Car Allowance 30%
16%
16-20
Share Options 12%
12%
21-25
Other 8%
Flexible Working 13%
Retention Bonus 6%
11%
26+ Years
Job Sharing 1%
26
27
Remuneration & Benefits
40% of people surveyed are planning to retire in the next 10 years.
Figure 30: Why Did You Decide To Retire?
Figure 29: How Long Ago Did You Retire?
50%
50%
Change in Life Circumstances 33%
40%
Age 67%
30%
33%
20%
17%
Dissatisfaction 0% Technology Advancements 0% To Pursue a Passion 0% Work-Life Balance 0% Other 0%
10%
0%
0%
0%
0-2 years 3-5 years 6-8 years 9+ years
Other
Figure 31: Type Of Pension
60% 50% 40% 30% 20% 10% 0%
55%
Only 9% of workers don’t have a pension, indicating that the industry offers excellent pension programs.
30%
9%
6%
Defined Contribution
Final Salary
None
Other
28
29
Flexible Working
30
31
Figure 36: What Do You Enjoy The Most About Working From Home? (Multiple Choice)
Flexible Working
25%
20%
22%
17%
15%
16%
10%
10%
9% 9%
8%
Figure 32: Work Set-Up
Figure 33: Does Your Employer Encourage Hybrid Working?
Figure 34: Are You More Likely To Take A Job If It Offers Hybrid Working?
5%
6%
3%
0%
6%
29%
71%
40%
49%
45%
60%
Home Based Office Based Hybrid
Yes No
Yes No
Of those who work fully at home or hybrid, 22% stated they enjoyed working from home as it gave them more flexibility, but 27% stated they miss the social interaction of the office environment.
Figure 35: Why Is Working From Home An Important Factor For You?
Figure 37: What Aspects Of Working In The Office Do You Miss?
Over 70% of people surveyed stated they would be more likely to take a job if it offered hybrid working. Nearly half of those who stated this believe working from home to be an important factor as it increases work-life balance. We are seeing an increase in demand for hybrid jobs as they provide a good balance between socialisation, work-life balance, and flexibility.
50%
19%
Separation of Work and Home
45%
40%
19%
Networking
37%
30%
Office Atmosphere
16%
20%
On the Job Learning Opportunities
12%
Social Interaction
27%
10%
9%
9%
Other
7%
0% 0%
0%
Improves Work-life Balance
More Flexibility
Cost Effective
Improves Well-being
Saves Time Commuting
Other
32
33
Job Security
34
35
Job security
70% of respondents believe the job market is more secure now than it was in 2021, however, 47% of respondents are unsatisfied with their own personal job security.
Figure 38: Do You Believe The Job Market Is More Secure Now Than In 2021?
Figure 40: For What Reason Would You Consider Moving?
40%
39%
30%
Yes
No
20%
Figure 39: Would You Consider Working Elsewhere In The World?
20%
18%
10%
13%
5% 5%
0%
Better Pay / Benefits
Work/Life Balance
Job Security
Family Safety Other
Yes
No
The response above shows that respondents are highly flexible when it comes to geographical work location.
8%
18%
Figure 41: Job Security
19%
Extremely Unsatisfied
Unsatisfied
Neither Satisfied or Unsatisfied
21%
Satisfied
Extremely Satisfied
34%
36
37
Future Careers & Industry Trends
38
39
Figure 44: Where Do You Plan To Develop Your Career?
Future Careers
Academic Leadership Management Mentoring New International Experience Technical Excellence Other None of the Above
4%
28%
14%
9%
12%
21%
Work
Home
Figure 42: Work/Home Location
2%
50%
10%
42%
40%
31%
30%
Figure 46: How Do You Intend To Achieve Your Goals?
Figure 45: What Are Your 12 Month Goals?
21%
20%
17%
10%
19%
Increase My Day Rate
9%
8%
8%
8%
7%
5%
5%
5%
4%
4%
4%
3%
3%
3%
16%
Broaden My Skill Set
3%
2%
0%
13%
Oceania Other
South East Asia
North America
UK Europe West Africa
Middle East
North Africa
South America
16%
Increase My Salary
34%
11%
13%
Secure Employment
12%
Change Jobs
Figure 43: Employment Priorities
10%
10%
Earn A Promotion
Over half of the participants surveyed found financials and company/job to be the most important factors when considering a new job.
Change To A Different Role Within My Company
40%
5%
10%
22%
Change To Staff From Contract 4%
30%
33%
Change To Contract From Staff 3%
Progression at Work
Mentorship
23%
1%
Set Up My Own Consultancy
20%
Grow your Network
Studying Further
20%
1%
Other
Practical Training
Other
10%
12%
8%
Only 12% of respondents would like to change jobs. This suggests that people are well-placed within their current role and they find the position fulfilling.
0%
3%
1%
Financials Company / Job Work - Life Balance
Job Security Job Location Hybrid-Working
Other
40
41
Figure 47: What Do You Value The Most In The Workplace?
Industry Trends
24%
Working as part of a team 15%
Remuneration and benefits 14%
Interesting or meaningful work
10%
9%
8%
Peter Bottomley Chief Operating Officer, WeConnect Energy
Flexible working
Culture & workplace
Ability to mentor or train junior staff
As a vital part of the global energy industry, the drilling and wells sector is navigating through a pe- riod of significant transformation, fueled by technological progress and evolving regulatory frame- works. In the face of today’s economic climate, it’s unsurprising that financial considerations are at the forefront of the drilling and wells professionals’ minds. The survey reveals that over half of the re- spondents prioritise financial aspects and job stability when contemplating new career opportuni- ties. This focus on financial security is a reflection of broader industry trends, especially as the sector increasingly adopts digital technologies. A notable area highlighted for development is technical excellence, with almost half of our respondents feeling insecure in their current roles. This under- scores the importance of continuous skill enhancement and staying on top of the latest advance- ments in drilling technology to unlock new career opportunities and ensure job security. Moreover, the sector is proactively addressing environmental and regulatory concerns. Investments in cleaner, sustainable practices like eco-friendly drilling fluids and carbon capture technologies are gaining momentum. Additionally, integrating renewable energy sources into drilling operations marks a significant shift towards reducing dependency on traditional fossil fuels. These advance- ments demonstrate the industry’s commitment to meeting energy demands while prioritising envi- ronmental stewardship and safety, steering us towards a more efficient, sustainable, and responsi- ble future. For me, the most enlightening aspect of this survey is understanding the underlying motivations within our community. The motivations of our community can be best exemplified by the following figures, indicating the most-valued aspects of the working life.
8%
7%
Career progression 5%
Individual contribution
Ability to learn new skills
Over 20% of people surveyed value meaningful work as the most important factor within their role.
Special thanks to Jodie Ferguson for her invaluable assistance and contributions to the Drilling & Wells Salary Survey during her 3-month internship with us. WeConnect Energy
42
43
For questions, feedback or queries, please reach out to contact@weconnectenergy.com
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