Filling the Gap: Addressing the Shortage of Entry-Level Division Order Analysts By: Michelle Davila DO Supervisor, PO&G Operating LLC
As the former president of the Houston Association of Division Order Analysts (HADOA), I have had the privilege of engaging with professionals across the oil and gas industry. One recurring concern that continues to surface is the widening gap in Division Order Analysts (DOA) with 0-3 years of experience. This talent shortage is not just a minor inconvenience, it is a pressing issue that could have long-term implications for our industry if left unaddressed. Why Is There a Gap? One significant factor contributing to this shortage is lack of awareness. Many university programs that offer oil and gas-related majors heavily emphasize career paths for Landmen, Geologists, and Engineers. While these roles are critical, Division Order Analysts play an equally essential part in the success of oil and gas operations. Unfortunately, because Division Order work is not widely discussed in academic circles, many students are unaware that this career path even exists. Another factor is opportunity. Even when graduates become aware of Division Order roles, many companies are hesitant to hire candidates without prior experience. This reluctance to invest in and train new talent limits the pool of qualified professionals entering the field. If companies are unwilling to offer opportunities to emerging professionals, the gap will continue to widen. The Value of a Division Order Career What many people outside our field do not realize is that a career as a Division Order Analyst can be both rewarding and lucrative. Salaries for DOAs can range from $70,000 to $150,000 annually, depending on experience and location. Additionally, the work offers a unique blend of legal, technical, and analytical challenges, making it an ideal career for those who enjoy problem-solving and working at the intersection of multiple disciplines. Moreover, Division Order work is indispensable. Ensuring accurate ownership, revenue distribution, and compliance with complex regulations are foundational to oil and gas
operations. Without skilled Division Order Analysts, even the most robust exploration and production efforts can face significant financial and legal challenges. A Call to Action If we, as Division Order professionals, want to ensure the long-term health and competitiveness of our industry, we must take an active role in bridging this gap. Here are three ways we can start: 1. Promote Awareness: Engage with universities and industry organizations to raise awareness of Division Order careers. Consider participating in career fairs, guest lectures, and mentorship programs to introduce students to this vital profession. 2. Invest in Emerging Talent: Companies must be willing to take a chance on new graduates and those transitioning from other fields. Offer- ing structured training programs and entry-level positions will create a pipeline of skilled analysts for the future. 3. Mentorship Matters: Seasoned professionals should prioritize mentoring newcomers. Shar- ing knowledge, offering guidance, and fostering professional development will help new analysts thrive and contribute meaningfully to our field. The gap in entry-level Division Order Analysts is not insurmountable, but it requires a collective effort to address. By raising awareness, offering opportunities, and investing in mentorship, we can fill this void and ensure a strong, vibrant future for our profession. The time to act is now. Let’s lead the charge in filling the gap.
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N at i onal A ssociation of D i v i s i on O rder A nalys t s
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