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skillsskillsPublished by2013

A special supplement to

Sponsored by

and

skillsskillsPublished by2013

A special supplement to

Sponsored by

and

Published byEnergy Institute61 New Cavendish Street,London, W1G 7AR, UKe: [email protected]

Deputy Editor – Energy WorldMarc Height GradEIt: +44 (0)20 7467 7152e: [email protected]

Editor – Energy WorldSteve Hodgsont/f: +44 (0)1298 77601e: [email protected]

Editor – Petroleum ReviewKim Jackson MEIt: +44 (0)20 7467 7118e: [email protected]

Deputy Editor – Petroleum ReviewLouise Hunnybunt: +44 (0)20 7467 7142e: [email protected]

Production OfficerYvonne Laast: +44 (0)20 7467 7117e: [email protected]

Journal subscriptionsChris Bakert: +44 (0)20 7467 7114e: [email protected]

Advertisement salesNick Ackroyd, Excel Publishingt: +44 (0)161 661 4182e: [email protected]

MembershipFor more information on becoming anEI Member visit www.energyinst.orgor contacte: [email protected]

Printed byGeerings Print Ltd, Ashford, Kent

© Energy Institute 2013Opinions expressed in futureskills are those of the authorsindividually and do not necessarily express the views of theEnergy Institute as a corporate body.

futureskills is printed on wood-free, chlorine-free pulpsourced from a sustainable forest.

Energy Institute, Registered Charity No 109789961 New Cavendish Street, London, W1G 7AR, UK

skillsskills

Front coverClockwise from top left:

As well as promoting professional development and good practice, the EI is expanding itsknowledge services – turn to page nine to find out more.

A student at Heriot-Watt University. Read about the university’s petroleum research on page 29.Photo: Heriot-Watt

A training bay for wind power at the Siemens Training Centre at Newcastle. Find out about thecompany’s skills initiatives on page 12.Photo: Siemens

The EI has recently opened its Nigeria branch office. Read about the EI’s Nigeria and Middle Eastbranches on page 10

Contents

2 Spreading the word about an industry with a bright futureSarah Beacock FEI

4 Attracting the younger generation into energyMarc Height met Jaz Rabadia MEI Chartered Energy Manager

6 Looking to apprenticeships to bridge the talent gap in the energy sectorLisa Howard

9 Making the most of the EI’s collective knowledgeMarc Height speaks to Gareth Parkes

10 EI develops future skills expertise in the Middle East and NigeriaMaria Blakley and Yewande Abiose

12 Employers must lead the way13–19 Accredited course directory – EI-accredited university courses and

training institutions21 E-learning – avoiding the pitfalls

Will Sadler22 Future views – speaking to emerging energy professionals

Marc Height26 Education, training courses and skills centres

Nuclear skills awards and training courses; courses for biomass andoffshore wind

29 Pushing forward oil and gas engineeringProfessor Dorrik Stow

30 Sector skills in the energy industryOPITO takes skills agenda global; a roadmap for skills for energyefficiency; Higher Apprenticeships for the power industry

Editor’s introductionI was lucky enough to be at a conference on new nuclear in the UK on the day that Edward Davey,Secretary of State for Energy and Climate Change, announced that planning permission had beengranted for the development of Hinkley Point C – what could be the first nuclear power station tobe built in the UK for 20 years.

As you can imagine, the room was abuzz with excitement on a date that could prove to be a mile-stone in the UK’s push for a new fleet of reactors. But the day’s discussions quickly turned to thepracticalities of achieving this goal. The focus was on the skills and capabilities of the workforceneeded to build not just this new plant, but then subsequent nuclear plants, should the marketfavour the development of new nuclear power.

The success of any new nuclear projects will depend on the skills of those involved in planning,developing, constructing, managing and eventually running the plant. Like other facets of theindustry, the need to ensure competency in the workforce is paramount. For such an importantsector as energy, that Sarah Beacock FEI quite rightly points out is key to future life on earth (seepage two), there can be no cutting corners. If this happens, as we have seen in the past, the conse-quences to human health and the environment can be highly damaging.

The skills conundrum in the energy industry is a complex beast. We have an industry that isgrowing in significance due to an increase in energy demand and a need to reduce the environ-mental impact of energy use. We have a need for more and more talented people to enter theindustry as skills gaps are looming. But we also have engineering graduates looking for work. Theneed to promote the industry as a career choice, in a hugely important and rewarding area of theeconomy, has never been more important.

This is partly what this supplement is about. We feature lots of useful information for thoselooking to begin or expand their career in energy – from discussions with those that are studyingenergy at the moment and a look into their courses, to a listing of all the courses and training insti-tutions that have met the EI’s criteria for accreditation, from page 13.

My message to you is simple – if you are not currently a part of the energy industry, take a lookat these pages and see what wide-ranging and rewarding opportunities are on offer. If you are inthe industry, do have a read and then pass this on to those considering what to do with their future.A lot of work needs to be done to transform the global energy system – the more well-qualifiedpeople we have on board to achieve this the better.

Marc HeightAssistant Editor, Energy World

Future Skills 2013 is sponsored by PwC

Future skills Secur ing ta lent

2 MAY 2013

At the 2013 InternationalPetroleum Week conference inFebruary I was very pleased to

be able to chair a panel on how theindustry can meet its talent needs forour future energy challenges. It’s atopic that we have returned to anumber of times over recent years andone that probably won’t go away inthe short term.

At face value it seems a simple equa-tion: An attractive future for theenergy industry + skilled young peoplelooking for an interesting career = aplentiful talent pool for the future.However, this doesn’t always seem tobe the case in practice. Perhaps weshould look at these three features inmore detail.

An attractive future for theenergy industryEveryone working in the energyindustry knows that, not only does ithave a long-term future, it is one that isabsolutely key to future life on earth.Since our ancestors first discovered fire,energy has been critical to human sur-vival and development. It is a far moreimportant sector to our future thandigital media and telecommunications

for example, and yet these are muchmore high profile career choices for theyoung. It’s not an industry they canrelate to because it’s not an industrythey come into contact with or knowanything about.

The industry itself must bear theresponsibility for changing that situa-tion. We all have good news stories totell the world and we must become lessshy about telling them. If you’re arecruiter or employer, there are a hostof actions you can undertake to giveback to the industry:

• Actively promote the positiveaspects of both the industry and itsworkforce to the communities youserve.

• Support the universities andtraining programmes from whichyou recruit with their curriculumdevelopment.

• Contribute staff time to initiativessuch as STEM Ambassadors and theBig Bang Fair.

Spreading the word about anindustry with a bright futureThe two sides of the skills equation don’t quite add up – on the one hand our

industry is facing shortages of competent individuals to support it, and on the

other there are a lot of young engineering and technical graduates looking for

skilled jobs. As Sarah Beacock FEI explains, the industry should do a better job of

promoting itself as one that can offer a secure and rewarding future.

Standards of excellence in energyThe EI’s remit is to develop and disseminate knowledge, skills and good practicetowards a safe, secure and sustainable energy system. We would encourage allindividuals engaged in the energy industry to develop their professional skillsand knowledge to the highest degree through professional recognition with theindustry’s only cross-sector, subject-specific professional body. In addition,companies in the energy industry are encouraged to adopt three principles ofexcellence:

• operate to the highest possible safety standards;• take every opportunity to be as sustainable as possible; and• develop staff to attain the highest levels of professionalism.

3MAY 2013

• Offer a range of staff benefits inaddition to an attractive salary.

• Provide a commitment to trainingand development for new recruits.

• Get development programmes fornew recruits accredited by a pro-fessional body.

• Actively encourage staff to pursuepost-qualification recognition suchas Chartered status (see box).

• Contribute to conferences andtechnical programmes to enhancethe industry’s collective knowledgeas a means of staff development.

• Strive for our suggested Standardsof Excellence in Energy (see boxopposite).

Skilled young people lookingfor an interesting careerSurprisingly, you might find, there areplenty of engineering and technicalgraduates out there looking for work.Even in the UK and other industrialisednations where science, technology,engineering and maths (STEM) subjectshave become less popular overall as asubject of study to tertiary level, uni-versity engineering programmes stillturn out over 20,000 graduates a yearin the UK alone, according to figuresfrom EngineeringUK.

This has been the case for around 10years now so total numbers areincreasing rather than decreasing,despite representing a smaller propor-tion of graduates overall. Undoubtedlythere is still more to be done to explainto school age children the value ofSTEM subjects beyond GCSE that canlead to a profitable and worthwhilecareer choice. There are a whole rangeof activities that need the support ofthe industry in order to carry thiswork forward. Further readingon this can be found on thewebsite of EngineeringUK atwww.engineeringuk.com

A plentiful talent pool for thefutureEven though this pool is steadilyimproving there is still much more thatcan be done to improve the flow ofnew recruits to the energy industry.Increasing the percentage of women,for example, is one way of almostdoubling the available talentsince women are still very under-repre-sented in the technical aspects of thebusiness.

Our own statistics demonstrate thatin total, women make up only 14% ofEI members (an increase from only 9%ten years ago). Amongst our Graduatemembers however that figureincreases to 24% and for the under-35age group it is 42%. In 2007, 35% of

the Young Engineers network(www.youngeng.org) were female –hopefully this will improve the currentposition of only 4% of all engineersbeing female. In the long term then,this is perhaps an improving scenariobut in the meantime the industry needsto fill gaps being vacated by those whoare retiring – and they need to do itquickly.

Perpetuating professionalismIt’s a well-known truism that ‘you can’tput an old head on young shoulders’,but effectively that is what the industryneeds. The new recruits are generallykeen and able – they want progressionin their careers and they actively seekcompanies that will provide a widerange of development experiences.However they also need the benefit ofthe wisdom and experience of theindustry stalwarts. Those whose profes-sionalism has helped the industrybecome as complex and advanced as itis today.

Some companies are good at facili-tating knowledge transfer as a key partof both staff development and businesscontinuity but professional body mem-bership for these new recruits alsohelps to provide more informal men-toring and development opportunities.The EI is delighted that it has a growingpool of committed and enthusiasticmentors to offer to its Graduate mem-bers in the early stages of their career

and companies will find this a usefuladdition to their own programmes.

Mentoring services, workshops onprofessional status for employees andmuch more besides are some of thecapacity building features of the EI’scompany membership. But we alsowant to demonstrate that membershipof the EI can mean more to our com-pany members in the future. In partic-ular it can be the mark of a goodemployer and excellent standards – forhealth and safety, environmentalissues and commitment to people.Raising the standards for companies aswell as individuals is something thatthe EI will focus more on in the future.

Dwight (Ike) Eisenhower once said:‘The quality of an organisation cannever exceed the quality of the mindsthat make it up.’ By investing in thedevelopment of those minds thereforewe give our organisations the bestchance of attaining that highest levelof quality to which we aspire. The EIis ready to help companies do thisand welcomes your input to raisingstandards across the industry for thebetter. �

Sarah Beacock FEI is International andProfessional Affairs Director at theEnergy Institute. Contact Sarah [email protected] for moreinformation about the benefits ofcompany membership or the opportu-nities that the EI can offer for careerdevelopment.

Chartered status – does this mean me?Currently fewer than 20% of our members have attained Chartered status as wellas their professional grade of membership. Perhaps this is something that you’venever previously thought about or felt didn’t apply to you. Although there isn’t aChartered title for every active discipline in the energy industry, the EI has alicence and the particular expertise to register engineers, scientists and environ-mentalists. In addition, our own title of Chartered Energy Manager is a specialistone that represents an increasingly critical role that has regulatory and standards-related implications. So what are the usual qualifications for these titles?• CEng – an accredited educational programme (usually MEng or BEng plus other

learning) and a period of experience – typically around four years.• CSci – a Masters degree in a scientific or technological subject and at least four

years’ experience.• CEnv – a relevant Masters degree and at least four years’ responsible practical

experience.• Chartered Energy Manager – will have a Bachelors and/or Masters degree and

sufficient experience to be operating at a responsible level in an energy man-agement role.

• Chartered Energy Engineer – in addition to the qualification requirements forCEng, will be concerned with the design, development, application and pro-motion of engineering applications for the exploration, extraction, production,transportation, transmission and utilisation of energy.

• Chartered Petroleum Engineer – in addition to the qualification requirementsfor CEng, will have skills in one or more areas of petroleum operations, forexample drilling, reservoir engineering, process safety or refining.

If you’re still not sure if you might qualify, simply send a CV [email protected] for advice.

Future skills STEM

4 MAY 2013

Jaz Rabadia has an impressive CV forsomeone her age. After studying aBEng in Mechanical Engineering

and then an MSc in Energy,Environmental Technology &Economics, while simultaneouslyworking at Sainsbury’s to fund her uni-versity studies, she started to realise theapplications of the theory she waslearning, and applied this knowledge tomake energy savings in her store.

Jaz then went on to handle energymanagement over the supermarketchain’s portfolio of stores across the UK.She is an MEI, a STEM Ambassador, andcurrently the youngest CharteredEnergy Manager in the UK. After goingthrough the process of studying for acourse that was dominated by males –Jaz was the only girl on the mechanicalengineering course – she has some

views on how to attract more youngwomen into the industry.

MH: How did you become interested inthe energy sector?JR: I started off not knowing muchabout energy like most young people.In my second year of university I startedto realise that energy usage, and man-aging energy and reducing emissions, isa real-life problem and a real-life appli-cation of engineering. I could see thatthis was an area that is going to grow –managing energy is a challenge forindividuals, and for businesses, and it’s aglobal problem.

Energy is a concept that I could reallyrelate to – everyone is familiar with theconcept of rising energy bills at home. Ibecame interested in trying to reduce thewastage of energy, and trying to give

something back. I could see myself doinga lot in this area, as it makes environ-mental sense, as well as commercialsense.

MH: What is the best approach to getmore young people interested in theenergy sector?JR: When I speak to young students andgraduates about the energy industry,one of the approaches I take is to spellout to them how varied the job role is.What does an energy manager do?Well, you manage huge amounts ofdata, but there is also a very broad skillset that comes along with this. Youneed a lot of knowledge to turn datainto useful management information,and a large part of the job is alsoaround communication and engage-ment. I have to think of strategies toengage thousands and thousands ofcolleagues. Also, pushing the agenda toa board level is important. All in all, youhave to make sure that your business isfit for the future, and that you canafford to run it.

The skills I use are very broad, butthey are not the most obvious. The evo-lution of the energy manager has seenwhat people used to think of as an ex-building services manager into muchmore of an executive role. It’s alsoimportant to get the message outthat you can do this work for any com-pany – they all have to get a handleon their energy use and energyspending.

MH: What does your role as a STEMAmbassador entail?JR: As a STEM Ambassador you are com-mitted to carry out at least one visit oractivity per year with those that aredeciding what to do with their careers.

Attracting the youngergeneration into energyWhile those already working in the energy industry

may well be aware of the benefits of being a part of

it, it might not seem like the most obvious career

choice for those deciding their future, and especially

for younger women. Marc Height spoke to Jaz

Rabadia MEI about how to get the younger

generation more interested in energy. Jaz Rabadia MEI

5MAY 2013

I’ve done around 15 talks this year. I’minvolved in the STEMNET network, andalso Stemettes, which focuses on specif-ically on engaging with young women.

In my approach I talk about my engi-neering background, but then how Itook this into the energy sector, andhow big the opportunities are. It’simportant to be able to answer thequestions they have and relate to themand their situation – where to go, whatare the next steps, what are salary levelslike for the sector, and dispelling anymyths they may have about STEM beingtoo hard, or that it might leadto a limited career path. It wasn’t solong ago that I was in the same posi-tion. I try to go and offer a real-lifeexample of where you can take youreducation.

I’ve also recently gone to talk toemployees at Shell about what it meansfor me to be a STEM Ambassador andhow they could encourage each otherto do the same.

MH: How has chartership helped you inyour career?JR: Chartership was more of a personalgoal of mine. I don’t fit the stereotypeof a typical energy manager – I’m youngand I’m female. People have beendoing energy management longer than

I have been alive. I wanted to provemyself and my knowledge, and to vali-date what I know. Having the mark ofchartership gave me confidence morethan anything else – it turns heads.

I also think there is a lot more thatcould be done around the charteredstatus. If we can raise the number ofpeople that are pursuing it, then it willbecome a lot more desirable and morepeople will want to reach that level. Itwould drive more people in theindustry to develop themselves.

MH: How can the Energy Institute (EI)help to get more young people inter-ested in energy?JR: The EI helped me initially at a grassroots level. I would read the magazinesto get an overview of what was goingon in the sector.

I think the EI could really use ambas-sadors of the Institute to go out thereand raise the awareness generally ofenergy for the younger generation. Thiscould be by putting on some eventsfocused on educating school-goers onenergy. It could partner up with someoneto provide trips to see energy in action, orput on competitions where the prizecould be a visit to a wind farm, or to getto spend a day in the life of someonewho is affiliated with the Institute.

MH: You’re clearly passionate aboutgetting more women into the energysector. How would you go about this?JR: I see this as a slightly different issuethan trying to get more 11–15 year oldsinterested in energy. Obviously it’simportant to speak to young women atthis age, but I think the issue is moreabout retention, and retraining peoplethat have already chosen energy.Getting them to stay in the sector andclimb up the ranks.

I think you can do this more at a uni-versity level. How do you convert anenergy degree into an energy career?More females are making their way intothe industry, but there is scope for amuch higher number. If they are cominginto the industry from ‘softer’ typeroles, how can we look to enhance theircareers? How can we upskill andreignite their enthusiasm?

What we need more than anythingis real life role models. It’s about get-ting out there, telling people whatwe do and increasing awareness. Noone knows more about our subjectthan us. �

Jaz Rabadia MEI is a Chartered EnergyManager – currently the youngest inthe UK. She can be reached on twitter –@JazRabadia – and Linkedin

TEMOL is the Energy Institute (EI)’s long standing open learning training course in energy management, offering arecognised EI Level 2 certificate and over 360 hours of CPD-accredited learning. It also covers a 100-hour in-houseenergy-saving project, meaning your employer can see substantial energy efficiencysolutions as part of the course. TEMOL can be started any time and offers flexible learningaround your current job.

TEMOL includes:

• 12-18 months’ part-time study, including an estimated 360 hours of course time, leading to theEI Level 2 Certificate of competence in the fundamentals of energy management

• 14 learning elements that are practical and work-focused, covering technical and managerialaspects of energy management

• Tutor support with continuous assessment through written assignments

• Flexible study materials that can be started at any time throughout the year

• An integral 100-hour in-house student project supported by specialist tutors to solve a realenergy management problem

• A year’s free EI membership

Course cost (per delegate): £1,550.00 (+ VAT)

For more details, please contact the training department, e: [email protected]; t: +44 (0)20 7467 7135

Training in energy management through open learning (TEMOL)Energy Institute Level 2 qualification

www.energyinst.org/training

Future skills Apprent icesh ips

6 MAY 2013

The energy sector in the UK ischanging in a number of ways asit responds to the changing

demand for energy consumption, theavailability of energy from sustainablesources and a highly competitivemarket. As a result of these changes,employment in the sector is expectedto grow by at least 4% by 2020 withthe strongest growth in managerial,professional and associate professionalroles. This will place significant pressureon the talent pipeline in the sector.

In addition to this pressure, theindustry is also suffering from a rapidlyageing workforce as over half of thesector is 45 or above and more thanhalf of the employee base is predictedto leave the workforce over the nextseven to ten years. The sector skillsbody Energy and Utility Skills alsoreports that project management andleadership skills are in short supply inthe sector. Although the scale ofdemand for these skills may be smallwhen compared to other sectors of theUK economy, the impact could besignificant. For example, delays in infra-structure installation or maintenancemay have further knock-on effects andsub-optimal management affects theproductivity of all staff.

In the latest PwC Global CEO survey,leaders are well aware of this challengeto their talent strategy and 63% ofenergy CEOs consider the availability ofkey skills as one of the threats to busi-ness growth. Those surveyed were clearthat, to address the talent challenge,they need to look beyond traditionalrecruitment methods to new modelsthat will enable access to previouslyuntapped sources of skilled workers.Only by widening the pool from whichpeople are recruited and developed(particularly under-represented talentgroups) will companies in the energysector meet their future needs. HigherApprenticeships represent a powerfulnew way to do this.

Apprenticeships have existed inBritain for over 650 years, as a way totrain people in new skills and compe-tencies, whilst providing paid workexperience of the role. The energysector is very familiar with lower level,technical apprenticeships and manyorganisations offer apprenticeshipframeworks at levels two and three(equivalent to GCSE and GNVQs/A-levels). These are aimed at 16–18 yearolds and cover job roles such as instal-lation, engineering, maintenance anddistribution.

Very few companies in the sectorhowever offer Higher Apprenticeshipsat levels 4 or above (equivalent to adegree), which could start to recruittalent to fill the predicted skills gap inmanagerial roles over the next 10years. Additionally, companies in theenergy sector rarely take apprentices inwider business areas such as finance,business development, HR and cus-tomer services. However, in a recentsurvey by Energy and Utility Skills,

employers highlighted that a HigherApprenticeship framework that cov-ered finance and networking skillswould be highly valuable.

Higher ApprenticeshipopportunitiesThere are a number of HigherApprenticeships available which wouldhelp to ease the skills gap in businessareas such as HR, accounting and pro-fessional services. One example is thenew Professional Services HigherApprenticeship (PSHA) that PwC hasdeveloped in collaboration with theNational Apprenticeship Service andover 40 other employers. It is the firstframework to be designed byemployers, for employers, and it demon-strates that businesses are starting torespond to the need to recruit anddevelop talent in a different way.

The PSHA consists of three pathwayswith qualifications in audit, tax and con-sulting and is a combination of a profes-

Looking to apprenticeships to bridgethe talent gap in the energy sectorThere are many ideas around addressing the often-mentioned skills gap that

faces the energy industry. One of those is to invest more in apprenticeships

across different levels, and particularly those at higher levels to fill more senior

energy positions. Lisa Howard from PwC discusses the business benefits of the

apprenticeship approach.

PwC and other apprentices taking part in the Apprentice Business Challenge last yearPhoto: PwC

7MAY 2013

sional qualification, on the job technicaltraining and demonstrating compe-tence in managing own performance,business and commercial awareness andcommunication skills. These pathwayscan be tailored to the needs of differentorganisations. An organisation in theenergy sector could use them for jobroles within finance in accounting, busi-ness analysis and tax teams. The man-agement consulting pathway can alsobe used for business development,internal consulting and learning anddevelopment roles. This flexibility canalso be combined with an element ofinternal rotation through these depart-ments to ensure that apprentices gain adeep understanding of the organisa-tion, its position in the energy sectorand opportunities and challenges.

A follow-on Higher Apprenticeshipat level seven (equivalent to a Master’sdegree) is also due to be launched atthe end of this month. This provides anatural progression route from thePSHA, or the Accounting Apprentice-ship also available, and is the first everapprenticeship to take apprentices tochartered status in audit, tax andaccounting. This has created a pathwaythat can take apprentices in the energysector from joining an organisation as aschool leaver through to qualified char-tered status in a recommended time ofaround five years. Once qualified,apprentices can join the same talentdevelopment programme as other staffor graduates of the same level of qual-ification. In this way HigherApprenticeships can help to bridge thepredicted skills gap in managementand professional level roles of thefuture in the energy sector, wherelower-level apprenticeships have notbeen able to.

Wider apprenticeshipopportunitiesThere are also other business and pro-fessional apprenticeships availablewhich could encourage young peoplewho are looking for a more commercialrole to enter the energy industry.Frameworks are available in areas suchas sales and marketing, finance, and

customer services. Having apprentice-ships across a number of areas of anorganisation is also a good way of diver-sifying the workforce because broad-ening access routes to work will attract awider range of people. A diverse work-force brings different skills, experiencesand ideas to business issues, whichdeliver proven benefits for employers.

This is something that the energysector has yet to capitalise on fully. Inthe UK, for example, with the exceptionof administration and secretarialfunctions, women are under-represented throughout the industrycompared with many other UK privatesector companies outside of theengineering and engineering-relatedsectors. The sector operates in a fiercelycompetitive marketplace and bringinga range of different perspectives andideas to business issues and opportuni-ties can help to create a competitiveadvantage. There is also a growingbody of evidence that diversity in theleadership of an organisation has a real,positive impact on business perfor-mance and the bottom line.Apprenticeships are a proven tool inemployers’ efforts to do this.

Additional business benefitsAs with many other industries, theenergy sector has also suffered in recentyears from a changing culture andworkforce attitude towards loyalty andretention. Employees of previous gener-ations were likely to have left school oruniversity, joined an organisation andstayed for the rest of their careerbuilding up knowledge and experienceacross a variety of job roles. But, evi-dence of turnover in early career gradu-ates from energy organisations indi-cates that retention in the industry maybe an increasing challenge and there isa danger of inadequate knowledgetransfer and development, as well as animpact on the organisations’ culture.

Conversely, a recent study carried outby the University of Warwick Institutefor Employment Research demon-strated that amongst apprentices therewere increased levels of loyalty andretention and they are more likely tostay with a company and be steeped inits values.

The government is also firmly com-mitted to supporting the creation ofnew vacancies, as was demonstratedduring the hugely successful NationalApprenticeship Week in March 2013which attracted significant media cov-erage. Organisations across a range ofsizes and industries pledged to createapprenticeships and increase the oppor-tunities available to young people intheir sector. Funding is also available to

help organisations cover the cost oftraining their apprentices, as well asgrants for small businesses who havenever taken on apprentices before.There is also additional support withmarketing, vacancy advertising andapprentice matching through theNational Apprenticeship Service.

Organisations have a responsibility tocommunicate the attractiveness of thesector and that there are opportunitiesfor challenging careers with trainingand development support. They areperfectly placed to work with schoolsand colleges, at minimal cost, to giveyoung people access to relevant, reli-able information about the energysector, inspire and inform their careerchoices and improve awareness of alter-natives to university. Malcom Webb,Chief Executive of Oil and Gas UK hassaid: ‘If people don’t know about us, ifthey don’t understand what a greatindustry this is and what great prospectsits got… they might make the wrongdecisions with regard to career options.’

As well as having led the develop-ment of the PSHA, we are committed toadopting Higher Apprenticeships insideour firm – the firm has recruited over 60new apprentices to core business areasto date and is preparing to welcomeover 100 additional new starts over thenext few months, highlighting PwC’scommitment to establishing HigherApprenticeships as a mainstream routeto high skilled careers in our sector.Gaenor Bagley, PwC Partner and Headof People said: ‘We believe the PSHAwill help a wider groupof potential recruits gain access toprofessional services. Our HigherApprenticeship programme reflects ourcommitment to widening access to theprofession, encouraging social mobilityand offering top quality school leavercareer opportunities.’

We believe that professional andbusiness apprenticeships could help theenergy sector to bridge the skills gap ina similar way to professional services.The creation of further high-levelapprenticeship opportunities across avariety of job roles would be of greatbenefit to both employers and appren-tices alike, but also to the wider sectoras a whole. It would allow organisationsto engage with a new diverse pool oftalent, which will help to address skillsgaps in the energy industry and createthe skills needed for future growth. �

Lisa Howard is ApprenticeshipProgrammes Consultant at PwC,www.pwc.com/employerownership

Access the PwC Global CEO survey atwww.pwc.co.uk/ceo-survey

PwC Partner Sara Caplan andManagement Consulting ApprenticeChristie Delaney, featured in the Mayorof London’s apprenticeships campaign,Spring 2013 Photo: James O Jenkins

Please visit our website for more details: www.energyinst.org/technical-training or

contact the Professional Development team: t: +44 (0)20 7467 7135; e: [email protected]

www.energyinst.org

Technical training from the Energy Institute

The Energy Institute (EI) has recently launched training based

on EI technical publications, that combines the EI’s wealth of

technical knowledge with its expertise as a training provider for

the energy sector.

Forthcoming courses:

• Human Factors training7–9 May 2013, London

• Corrosion Management Essentials14–15 May 2013, Aberdeen

• Filling Stations Design and Engineering18 June 2013, London

• Delivering safety culture change using the Hearts and Minds toolkit30 September – 2 October 2013, London

May1–3 Essentials of cashflow management: Managing cash for value7–9 FInancial skills for non-financial managers20–23 Oil and gas industry fundamentalsJune4–7 Portfolio management of oil and gas assets10–14 Price risk management in the oil industry17–19 Strategic management of oil and gas assets and companies25–27 Negotiating techniques for the oil and gas industryJuly1–4 Oil and gas fiscal designs and systems15–18 Geopolitics, risk and opportunity in the oil and gas industrySeptember3–5 Oil and gas project and operations management10–13 Supply and distribution: organisation, operations and economics23–25 Oil and gas industry fundamentals30 Sep–2 Oct Budgeting, planning and forecasting for the oil and gas industryOctober3–4 Floating and subsea oil and gas technologies and installations7–9 Aviation jet fuel7–11 Economics and trading of the oil supply chain9–11 Oil marketing14–18 Trading oil on international markets22–25 Planning and economics of refinery operations28–31 LNG and competing gas resourcesNovember5–7 Acquiring and divesting oil and gas assets and companies8 Overview of the international upstream oil and gas industry11–15 Price risk management in the oil industry12–14 Valuation and risk analysis of oil and gas assets13–15 Economics of refining and oil quality25–28 Oil and gas industry fundamentals

Energy Institute is Accredited by the British Accreditation Council for Independent Further and Higher Education

EI Oil and Gas Training 2013

For more information please contact Nick Wilkinsont: +44 (0)20 7467 7100; f: +44 (0)20 7255 1472; e: [email protected]/training

In association with

9MAY 2013

As a membership organisation theEI has a tremendous resource –the knowledge held by its diverse

16,000-strong membership. This net-work of collective intelligence, skills andexpertise is very valuable, but har-nessing it in an effective manner pre-sents a challenge.

In forming an approach for the EI tobecome a specialist knowledge serviceprovider, and to develop a tangible knowl-edge base, the knowledge managementcapability at the EI recently merged withthe EI Library and Information Service toform the Energy Institute KnowledgeService (EIKS) – the vehicle for the EI tocurate, create and disseminate energyknowledge. Gareth Parkes, KnowledgeManager at the EI, is an active member ofthe new department and his work isbeginning to take the form of a new‘Energy Matrix’ portal for EI members totap into this knowledge.

Parkes explains that there are two partsto the task of building a comprehensiveand evidence-based information service:understanding EI members more, butthen also linking up the EI’s knowledgematerial from across the organisation’sareas of activity, so it becomes more acces-sible for those looking to tap into it orconduct research.

Regarding the former, a refinedenergy classification system has beenput in place to better link members andthe EI’s products and a programme isunderway to capture more informationfrom the membership. ‘We created anenergy taxonomy that links the keyorganisational themes against the

energy value chain, where we havebuilt on definitions from the UnitedNations,’ says Parkes.

The more information the EI has onits members will also enable a bettertargeting of resources and offeringsback to relevant sections of its member-ship. With this in mind, EI members canlogin online to update their profiles atwww.energyinst.org

And Parkes has a vision for the secondpart, the first phase of which is in thefinal stages of development. The newsystem will see users able to access awide range of material around a specificsubject, whether it is EI magazine arti-cles, e-books and periodicals from thelibrary, presentations from industryleaders, or any other form of informa-tion held by EIKS, in a single accessibledatabase. The user’s membership levelwill determine the level of informationaccessible, with individual membersbeing able to access all of the informa-tion, for example, with a sliding scaledown to the general public which wouldbe able to access a certain portion of it.

‘The Energy Matrix will order infor-mation across five key themes: skills andcareers; energy efficiency; regulation,public confidence and industry account-ability; energy policy and economics;and energy sources and technologies,’said Parkes. ‘This is where the EI’sEnergy Advisory Panel (EAP) and the EICouncil have identified where the EI’smain strengths lie.’

The service for members will have thefunctionality to let users save theirsearches, store their preferences and

receive email updates when new infor-mation is added to the areas they areinterested in. The foundations are thereto deliver content specific data to dif-ferent devices when users are accessingthe information. And so, eventually,users will be able to tap into this knowl-edge base wherever they are, usingwhatever device they choose.

‘We as an organisation are developingin this rapidly evolving energy landscapeto meet these challenges and provideinformation in the form and at thespeed that our members want it,’ saysParkes.

Energy internshipsAnother key interaction with the mem-bership in Parkes’ eyes is by offering stu-dents that study within the EI’s networkof academic affiliates paid internshipopportunities to help identify gapswithin the EI’s knowledge, and ways offilling these gaps.

The EAP has identified six project areasfor internship opportunities, the firstthree of which focus on energy manage-ment, heat demand and unconventionalgas. Later in the year opportunities inenergy storage, offshore renewables andbioenergy will be advertised. Parkes isenthusiastic about these openings, anddescribes them as a fantastic opportunityfor young members ‘on the ground’ toget involved with the Institute, and togive something back to them in terms ofexperience.

It is intended that the work for eachproject area is conducted under thesteerage of a key EAP member who willoversee the activity. More informationon the internships is available atwww.energyinst.org/information-centre/internships

Enabling debateAs well as providing an important ser-vice for EI members, Parkes points outthe importance of EIKS in addressing thebig-hitting issues in the energy industry.One initial knowledge project is to focuson the idea of ‘energy systems’ to helpenable energy decision makers to seethe industry in a holistic sense. Morefocus areas will follow.

‘An enhanced knowledge service willenable the EI to play a greater role inproviding analytical and thought leader-ship and take more of a prominent rolein the energy debate,’ he says. ‘And har-nessing our members’ knowledge willbe the fulcrum in achieving this.’ �

For more information on any aspect ofEIKS or the knowledge service, or tofind out more about the internships onoffer, contact Gareth Parkes, EIKnowledge Manager, ate: [email protected]

Future skills Knowledge serv ices

Making the most of theEI’s collective knowledgeThe Energy Institute (EI) is currently embarking on adrive to transform the way it utilises the vast knowledgeheld by its members for the benefit of membership, thewider energy community and society generally. MarcHeight spoke to Gareth Parkes, Knowledge Manager atthe EI about the work.

Coming soon – a new resource for students and graduatesThe EI is currently developing a new careers and education website to providethe EI’s student and graduate members with valuable careers guidance. Once thesite is live, they will be able to browse through the EI’s catalogue of accreditedprogrammes and courses, apprenticeships, job and member profiles as well asinformation about the EI’s professional development support services. Keep aneye on Energy World and Petroleum Review, and on the EI website, for updatesabout the new site.

Future skills E I overseas branches

10 MAY 2013

It will be no surprise to many to learnthat the majority of the 350 membersof Energy Institute (EI) Middle East

are expatriates. Whilst expats make up69% of the working population inKuwait, the figure working is reportedto be as high as 87% in the United ArabEmirates (UAE), where the regionaloffice for the branch is based. Nationalsthroughout the Middle East are wellaware of the pressing need to rapidlydevelop their skills and education inorder to redress this balance.

For Omanis, Qataris, Emiratis; for allof the national population in the devel-oping Middle East, diversification ofthe economy is key and this diversifica-tion also includes growth and invest-ment in alternative energy sources. In

2012, Dr Abdullah Amer Al Bishr, theHead of Strategy, Planning and Policyat Abu Dhabi Tawteen Council (ADTC),commented that about 298,000 jobswill be created for UAE citizens in sevenindustries including energy.

Apart from having the financialcapacity needed for the development ofrenewable energy sources, the UAE hasthe research and scientific database forsustainable development via Masdarand the International RenewableEnergy Agency (IRENA). The Abu DhabiEconomic Vision 2030 and other govern-ment policies provide a clear roadmapfor the Emirate to embrace the newwave of energy revolution.

Demonstrating this is Shams 1, therecently inaugurated and world’s

largest concentrating solar powerplant, where at least 30% of the work-force will be Emirati. At the inaugura-tion His Highness Sheikh Khalifa binZayed Al Nahyan said: ‘We are proud ofthe young Emiratis that worked on thisproject. The expertise they gained,working closely with internationalcompanies and building a project ofsuch scale, is the type of human capitaldevelopment that will enable ourcountry to secure long-term energyleadership.’

In the nuclear energy sector, it isexpected that the UAE would requireover 2,000 employees by 2020 to fill thepositions within the Emirates NuclearEnergy Corporation’s planned commer-cial, operational and supporting areas.

The EI has developed two new overseas branches, in

the Middle East and Nigeria, to serve members

locally and further to spread its professional

recognition and good practice messages. Here, local

Business Development Managers Maria Blakley and

(below) Yewande Abiose describe how the new

branches aim to influence education, training and

careers matters locally.

EI develops future skills expertisein the Middle East and Nigeria

The Energy Institute (EI) is dedicated tothe energy industry and attracts pro-fessionals and corporate organisationsfrom all over the world. Early in 2012,it observed that in terms of countryrepresentation of its members regis-

tered in the year, one country, Nigeria,stood out. This observation promptedthe EI to assess its Nigerian members asa group and gain a better under-standing of their needs and interestsand, of course, to determine howthese could be best satisfied.

It became apparent that Nigerianprofessionals were ready to explorethe benefits of global professionalrecognition. Once this was established,the EI took steps towards representingthe interests of these members bothinternationally and locally forming theEI Nigeria branch.

The branch office, located in Lagos,the commercial hub of Nigeria,opened in March 2013. It serves as,amongst other things, a local informa-tion and knowledge centre for indi-

vidual and corporate members. At EINigeria, technical and market informa-tion on the energy industries is readilyavailable, as is the opportunity for pro-fessional development.

Yewande Abiose, the BusinessDevelopment Manager for the EINigeria branch, spoke to Future Skillsduring her visit to London to representthe new branch at InternationalPetroleum Week in February.

FS: How does EI Nigeria Branch plan tointeract with the Nigerian energyindustry?Yewande: The Nigerian energy sectorplays a critical role in the industrial,technological, economic and socialdevelopment of the country. With oiland gas being the single largest gener-

Taking the EI into Africa

Maria Blakley

Yewande Abiose

11MAY 2013

To achieve this goal, the Authority haslaunched a number of scholarship pro-grammes ranging from HigherDiplomas to Bachelor and Masters pro-grammes in partnership with a numberof local and international educationand training institutions.

The UAE also has the potential toturn any concerns about security ofsupply and inefficient use of energy toits advantage by becoming a flagshipfor energy efficiency and energy man-agement in the Middle East. The DubaiSupreme Council of Energy seeks toensure that the Emirate’s growingeconomy will have sustainable energysupply while also preserving the envi-ronment. The Authority is developingalternative and renewable energysources for the Emirate, whileincreasing energy efficiency to reducedemand.

Interest is gathering in the EI’s EnergyManagement training portfolio as aready-made resource to support profes-sionals who will be tasked with energymanagement and reducing carbonemissions. Short-term, industry-readycourses like the EI’s Certificate in energymanagement essentials, are going to becrucial in empowering the Emiratiyouth with the skills to handle real lifejob challenges. The EI hopes to continueto visit companies, training centres, uni-versities and colleges – meeting trainersand tutors to see how the EI can play apart in approving and accreditingcourses, ensuring that education and anevolving energy industry are aligned.

The EI’s standards for energy educa-tion are completely transferable to theMiddle East, but most of the HigherEducation institutions here use theAmerican system for Engineering and

Technology accreditation, ABET, andfeel satisfied doing so. Not that this pre-vents the EI offering it’s service but a lotis yet to be done to raise the profile ofUK-style chartered status, which is inter-nationally recognised and transferable.

The requirement for vocational skillsand education in Dubai, where EI MiddleEast is based, has given way to an influxof international training and educationcompanies to meet short-term occupa-tional course needs across both Emirates.The EI can be found among many ofthem in Dubai Knowledge Village, dedi-cated to the education and trainingsector. These training companies sitamong universities such as the Universityof Wollongong, the American Universityin Dubai and Middlesex University.Heriot-Watt University, for example, anEI Learning Affiliate, has established animpressive campus on the outskirts ofDubai, where it offers a portfolio of pro-grammes identical to those offered at itsEdinburgh campus. These include MScprogrammes in Energy, RenewableEnergy Engineering and PetroleumEngineering.

In universities, the energy educationin UAE is of the quality to be found inany other metropolitan location andstudents travel from all over the globe.However, there are some restrictions ontransference of graduates to the work-force. For example, expat students arenot able to work to gain practicaltraining or undertake internships whilestudying because of visa restrictions. AtHeriot-Watt Dubai Campus, a vibrant EIMiddle East Young Professionals Net-work is combatting any negatives andbuilding bridges and pathways to com-plement their studies and to help themfind opportunities for work.

EI Middle East hopes to have a dualrole to play in supporting the expatworkforce who come to UAE with theireducation and professional experience,and those who seek further trainingand development and CPD or a univer-sity education. It will also provide abenchmark for education and profes-sionalism for nationals as the energysector continues to diversify.

With the help of our growing mem-bership, I hope to facilitate theexchange of knowledge and experiencebetween energy professionals fromacross our broad membership. Membersand company members are working tocreate networking opportunities andevents that support both expats andnationals working in or studyingenergy.

This was seen at our recent branchevent at the Abu Dhabi Men’s College,where two young engineers in theDrilling Division at ADCO received theirChartered Petroleum Engineer qualifi-cations. The College graciously gavespace to the EI to hold further member-ship interviews that day. AbdullahMubarak Bin Shamlan and EleonoraLichtenecker, local and expat respec-tively, stood side by side to receivetheir awards for their competence,achievements and commitment toengineering. �

EI Middle East seeks the support ofLearning Affiliates from across theMiddle East to deliver EI professionalismand good practice. If you have linkswith an educational institute or univer-sity and would like to participate,please contact Maria Blakley,e: [email protected]

ator of GDP growth, there is anobvious need for EI Nigeria to pro-mote knowledge and globallyaccepted practices amongst profes-sionals, corporate organisations andgovernment agencies.

EI Nigeria plans to highlight energy-related issues across various levels inthe Nigerian energy industry, and topromote knowledge sharing throughregular seminars, publications, educa-tion programmes and networkingevents that will involve professionalsfrom various facets of the industry. Wealso plan to highlight other sections ofenergy that are yet to be fullyexplored locally, including power gen-eration, solid fuels, nuclear, renewableand energy conservation. Whilst actingas a forum through which ideas arecommunicated to institutions and gov-ernment agencies, we hope to influ-ence policy and decision makers in the

Nigerian energy industry that haveresponsibility for the development ofsome of those emerging areas.

FS: How do you plan to use the EI plat-form to help support the developmentof energy professionals in Nigeria?Yewande: By providing access totraining and professional develop-ment, short courses, networkingopportunities and knowledge portals,EI Nigeria will assist Nigerian profes-sionals to develop their skill set andknowledge base, in line with interna-tional standards. I am confident thatthis manner of empowerment isrequired to ensure that our local pro-fessionals excel in a challenging envi-ronment like Nigeria, where access toknowledge can be limited.

FS: What plans do you have forstudents and graduate members?

Yewande: EI Nigeria will provideopportunities for students and gradu-ates to learn and interact with industryleaders in the energy field. We plan touse our already established platformto educate universities and educa-tional bodies on the country’s energyresources and the emerging technolo-gies required to access them. As part ofthis endeavour, we will instigate opendebates between industry leaders, stu-dents and graduates who can benefitimmensely from such interaction andexposure. Students and graduates willalso benefit from the EI’s worldwideaffiliations, and the EI’s advisory ser-vice is always available to the youngergeneration as they map out acontinuing educational developmentplan.

Contact Yewande Abiose at `e: [email protected]

Future skills Employer t ra in ing

12 MAY 2013

The coming decade will see over£100bn of investment in infra-structure and technology in the

UK energy sector. It is critical to ensurean adequate supply of competentpeople to maintain and enhance thesector for the future. We face real skillschallenges in matching supply withfuture demand. For Siemens, one ofthe leading engineering employers inthe UK, investment in training is a toppriority and the firm is clear in its viewthat the skills gap can only beaddressed if employers take the lead.

Mike Jones, Human ResourcesDirector for Siemens Energy Sector UK,believes that we first of all need tounderstand some of the barriers toinvestment in skills and training thatmay be holding UK companies back: ‘Inthe UK there are a number of factorswhich work against a long-termstrategic approach. Short-termismcharacterises many companies, as doesthe fear that well-trained skilled staffmay be lost to competitors. The skillslandscape is also quite complex andoften appears to be lacking certainty,something companies need to justify intheir investment decisions.’

Jones acknowledges that these widerissues need to be addressed, but at thesame time companies need to be cre-ative and proactive themselves.

Siemens is active on all fronts in pro-moting this approach, from involve-ment at national and regional levelwith government, as well as workingclosely with other key stakeholders inthe industry, including the EmployersEngineering Federation, EU Skills andthe National Skills Academy forPower. Equally importantly, Siemensis addressing issues through itsown efforts, resources and in-houseinitiatives.

Start at the beginningA recent poll carried out by Siemensfound that only one-fifth of parentswould strongly encourage their child towork in engineering, with 14% of par-ents actually discouraging their chil-dren. In order to tackle public percep-tions, Siemens believes we need to startwith schools and is involved in a rangeof programmes across the UK, such as

its Generation 21, a practical task-basedschools programme to engage childrenin engineering; and a ‘Females intoEngineering’ programme pioneered byits gas turbine business in Lincoln toencourage more women into engi-neering. Siemens is also pioneering an‘Education Portal’ for teachers, stu-dents and parents to provide a centralhub of engineering information, whichwill be rolled out nationally.

Vocational training is now firmly onthe national skills agenda, with a bigpush for apprenticeships and newforms of technical training establish-ments with industry, such as UniversityTechnical Colleges (UTCs). Siemens hasa long-standing and much-prizedapprenticeship scheme and typicallyrecruits over 100 new apprentices eachyear. Its scheme includes the newHigher Apprenticeships targeting16–19 year olds, as well as coursesdesigned to meet the needs of thegrowing green economy.

Siemens helped launch the WindTurbine Technician Apprenticeshipscheme in 2010 and now has over 80apprentices on the course. Siemens isalready involved with three UTCs in theBlack County, Sheffield and Lincoln.

The in-house routeSiemens has also invested heavily in itsown energy training infrastructure toprovide itself with the engineers it willneed in the future. It has investedaround £9mn in its Energy ServiceTraining Facility in Newcastle (pic-tured), which trains technicians andengineers for work on conventionaland renewable power stations.

This world-leading facility is uniquein its capability and has trained over500 technicians to date. MarkArmstrong, General Manager for theTraining Centre, explains: ‘We realisedthat we needed to invest in our owninfrastructure to develop the futuretalent we require as a major engi-neering business. Our training centreenables us to get the quality of techni-cians we need and embed the right‘Zero Harm’ safety behaviours whichare essential in keeping us at the top ofour game. We will continue to invest inthe centre and develop our resources

to meet the evolving needs of theenergy market.’

Employer-led initiativesSiemens is also a major advocate ofemployer-led initiatives, such as theTalent Retention Solution (TRS) and therecently launched Employer Ownershipof Skills Programme.

Launched by the Department forBusiness, Innovation & Skills in 2011,the TRS represents an employer-ledresponse to matching supply anddemand in advanced manufacturingand engineering industries. Severalhundred companies, including SMEs,are already registered on the system,which supports experienced candi-dates, graduates and students, appren-tices and employers and also offersredeployment support services for com-panies and individuals affected byredundancy. The Employer Ownershipof Skills Programme is another impor-tant ingredient in helping to addressthe skills issues with employer-ledtraining collaboration.

Jones is positive about the future ifgovernment, companies and otherinterested parties act together:‘Government action is indeed requiredto help facilitate investment through acoherent industrial policy and trainingframework, but ultimately it is industrytogether and companies themselvesthat need to act to address the skillschallenge. The TRS represents a greatexample of how, by working together,we can start to tackle the very real chal-lenges faced in the UK employmentmarket.’ �

Employers must lead the wayHow does Siemens address the energy skills challenge? With initiatives ranging

from STEM work in schools to investment in in-house training, support of the

new university technical colleges and its own, employer-led programmes.

A fossil fuel bay at the SiemensTraining Centre in Newcastle – anadditional bay for wind power isshown on the front cover

13MAY 2013

Accredited course directoryFuture skills

ENERGY INSTITUTE ACCREDITED COURSES

A

University of Aberdeen (See entry below)Dept: College of Physical SciencesWebsite: www.abdn.ac.ukCourses: MEng Electrical Engineering with Sustainable Energy

MEng Mechanical and Electrical Engineering with EnergyStudiesMSc Safety and Reliability EngineeringMSc Subsea EngineeringMSc Oil and Gas Structural EngineeringBEng Petroleum EngineeringMEng Petroleum EngineeringMSc Oil and Gas EngineeringMSc Science in Renewable Energy

B

University of Birmingham Dept: School of Engineering and Physical SciencesWebsite: www.bham.ac.ukCourses: BEng (Hons) Civil and Energy Engineering

MEng Civil and Energy Engineering BEng (Hons) Electrical and Energy EngineeringMEng Electrical and Energy EngineeringBEng Materials Science and Energy Engineering MEng Materials Science and Energy EngineeringBEng Chemical and Energy EngineeringMEng Chemical and Energy Engineering

Brunel University (See entry on page 14)Dept: School of Engineering & DesignWebsite: www.brunel.ac.uk Courses: MSc Building Services Engineering

MSc Building Services Engineering ManagementMSc Building Services Engineering with Sustainable EnergyMSc Sustainable Energy: Technologies & Management MSc Sustainable Electrical Power

C

Cardiff University (See entry below)Dept: School of EngineeringWebsite: www.cardiff.ac.ukCourses: MEng Mechanical Engineering

MEng Mechanical Engineering with a Year in Europe MEng Integrated EngineeringMEng Integrated Engineering with a Year in EuropeMSc Sustainable Energy and Environment

MSc Electrical Energy Systems

MSc in Advanced Mechanical Engineering MSc in Electrical Energy Systems MSc in Geoenvironmental Engineering MSc in Hydro-environmental Engineering MSc in Professional Engineering (distance learning) MSc in Sustainable Energy and Environment

Details: Postgraduate Taught Courses at Cardiff School of Engineering

Commencing September 2013. All programmes involve two semesters of lectures and coursework followed by a dedicated period for projects and a dissertation.

Institution: Cardiff University Duration: These MSc programmes may be available in either full-time or

part-time modes of study (1 year full-time, 2 or 3 years part-time).

Email: [email protected] Web: www.cardiff.ac.uk/engin

LLM Climate Change Law & Sustainable Development LLM Energy Law MSc Environmental Analytical Chemistry MSc Environmental Science MSc Geographical Information Systems MSc Integrated Petroleum Geoscience MSc Oil & Gas Chemistry LLM Oil & Gas Law with Professional Skills MSc Oil & Gas Structural Engineering MSc Oil and Gas Engineering MSc Oil and Gas Enterprise Management LLM Oil and Gas Law with Dissertation MSc Petroleum, Energy Economics and Finance MSc Project Management (part-time only – campus based or distance learning) MSc Renewable Energy MSc Safety & Reliability Engineering for Oil & Gas (full-time on-campus & part-time by distance learning) MSc Subsea Engineering (full-time on-campus & part-time by distance learning)

Details: Founded in 1495, the University of Aberdeen boasts over 500 years of history and achievements and is one of the UK’s most internationally distinguished universities. With a student population of around 16,000 and an international community of students drawn from 120 different countries, the university is internationally renowned for the quality of its teaching and research. Our CPD activities address the training needs of the energy industries and our MSc portfolio equips students with the skills necessary for success in those same industries. The industrial relevance of our research is demonstrated by our strong list of energy-related spin-out companies.

Institution: University of AberdeenLevel: Undergraduate (BSc, MA, BScEng, MEng, BEng);

Postgraduate (MSc, LLM, PhD, EngD) Duration: Undergraduate Programmes:

3 years (designate); 4 years (with honours); 5 years (MEng)Postgraduate Programmes:

Masters (MSc, LLM) 1 year (part-time students 2-3 years);PhD/EngD: 3/4 years

Cost: Please visit www.abdn.ac.uk/registry/tuitionfees/ Tel: +44 (0) 1224 272090/1

Email: [email protected] Web: www.abdn.ac.uk/energy

Accredited courses are supported by the EI, and have met the academic requirements for registration as Chartered Engineer (CEng), Incorporated Engineer (IEng) or Engineering Technician (EngTech). Approved training providers offer EI-approved professional development programmes. For more information on accredited courses and their applicability towards applying for chartered status visit www.energyinst.org/education

Accredited course directory

14 MAY 2013

Future skills

Cass Business School (City University, London) Dept: Faculty of FinanceWebsite: www.city.ac.ukCourses: MSc Energy, Trade & Finance

Centre for Alternative Technology Website: www.cat.org.ukCourses: MSc Architecture Advanced Environmental and Energy Studies MSc Renewable Energy and the Built Environment

University of Central Lancashire Dept: Department of the Built Environment

Forensic & Investigative SciencesWebsite: www.uclan.ac.ukCourses: BEng (Hons) Building Services Engineering BSc (Hons) Sustainable Energy Management

MSc Building ServicesFdSc Fire Safety EngineeringBEng (Hons) Fire EngineeringBSc (Hons) Fire Engineering ManagementMSc Fire Safety Engineering

City University, Hong Kong Dept: SCOPEWebsite: www.cityu.edu.hkCourses: FdSc Fire Safety Engineering

BEng (Hons) Fire Engineering MSc Fire Safety Engineering

City University, London Dept: School of EngineeringWebsite: www.city.ac.ukCourses: MSc Energy, Environmental Technology & Economics

Cork Institute of Technology Dept: School of Mechanical & Process EngineeringWebsite: www.cit.ieCourses: BEng Sustainable Energy

Cranfield University (See entry on page 15)Dept: School of EngineeringWebsite: www.cranfield.ac.ukCourses: MSc Offshore and Ocean Technology

MSc Process Systems Engineering with Energy Systems and Thermal ProcessesMSc Process Systems Engineering with Process Systems Technology

BEng / MEng Civil Engineering / and with Sustainability Institution: Brunel University Level: Undergraduate

Duration: BEng (3 year full-time, 4 year thick sandwich); MEng extra year

Cost: 2013 entry: Home / EU £9,000, Overseas £13,860 Email: [email protected] Web: www.brunel.ac.uk/sed/undergraduate-study

MEng Electrical Engineering with Renewable Energy Systems Institution: Brunel University Level: Undergraduate

Duration: MEng (4 year full-time, 5 year thick sandwich) Cost: 2013 entry: Home / EU £9,000, Overseas £13,860 Email: [email protected] Web: www.brunel.ac.uk/sed/undergraduate-study

MSc Building Services Engineering with Sustainable Energy Institution: Brunel University Level: Masters

Duration: 1 year full-time, 3 to 5 years distance learning Cost: 2013 entry: full-time Home / EU £5,800, Overseas £15,000;

Distance Learning Home and overseas: MSc 180 credits @£670 per 15 credits, pay each year

Email: [email protected] Web: www.brunel.ac.uk/sed/postgraduate-study

MSc Sustainable Electrical Power Institution: Brunel University Level: Masters

Duration: 1 year full time; 2 to 3 years part-timeCost: 2013 entry full-time: Home / EU £5,800, Overseas £15,000

Email: [email protected] Web: www.brunel.ac.uk/sed/postgraduate-study

MSc Sustainable Energy: Technologies and Management Institution: Brunel University Level: Masters

Duration: 1 year full timeCost: 2013 entry full-time: Home / EU £5,800, Overseas £15,000

Email: [email protected] Web: www.brunel.ac.uk/sed/postgraduate-study

MSc Water Engineering Institution: Brunel University

Level: MastersDuration: 1 year full time

Cost: 2013 entry full-time: Home / EU £5,800, Overseas £15,000Email: [email protected]

Web: www.brunel.ac.uk/sed/postgraduate-study

MSc Renewable Energy Engineering Institution: Brunel University

Level: MastersDuration: 1 year full time

Cost: 2013 entry full-time: Home / EU £5,800, Overseas £15,000Email: [email protected]

Web: www.brunel.ac.uk/sed/postgraduate-study

15MAY 2013

MSc Thermal Power with options in: Gas Turbine Technology Rotating Machinery Engineering and Management Power Propulsion and the Environment Aerospace Propulsion MSc Design of Rotating Machines

Details: Cranfield is renowned worldwide for leading the way in modern postgraduate education and offers specialist post experience short courses in technology and management to industry.

The Department of Power and Propulsion in the School of Engineering runs probably the largest university-based gas turbine activity of its kind.

Our aim is to develop and apply knowledge for the economic and technical benefit of the international gas turbine and related industries.

The MSc programmes in Thermal Power & Design of Rotating Machines offer a carefully structured programme incorporating a theoretical and practical course components. March or October start date. Full-time and part-time available.

Institution: Cranfield UniversityLevel: MScCost: For fee information please see

www.cranfield.ac.uk/students/funding/index.html Duration: 12 months – October and March start dates available Tel: +44 (0) 1234 754764 Email: [email protected] Web: www.cranfield.ac.uk

D

De Montfort University Dept: Institute of Energy & Sustainable DevelopmentWebsite: www.dmu.ac.ukCourses: MSc Climate Change & Sustainable Development

MSc Energy & Sustainable Building Design

Dublin Institute of Technology Dept: School of Electrical Engineering SystemsWebsite: www.dit.ieCourses: BSc Electrical Services & Energy Management

MSc in Energy Management

Dundee University (CEPMLP) Dept: The Centre for Energy,

Petroleum & Mineral Law & PolicyWebsite: www.dundee.ac.ukCourses: MBA Oil and Gas Management MBA Energy Industry Management

LLM Energy Law and PolicyLLM European Energy & Natural Resources Law and PolicyLLM Petroleum Law & PolicyLLM Petroleum Taxation & FinanceLLM Nuclear Law & PolicyLLM Climate Change & Energy Law and Policy LLM Environmental Law and PolicyLLM International and Comparative Nuclear Law and PolicyLLM Mineral Law and PolicyLLM Natural Resources Law and PolicyLLM International Business Law and TransactionsLLM International Dispute Resolution and ManagementMSc International Oil & Gas ManagementMSc Energy StudiesMBA International Business TransactionsMBA International Mineral Resource ManagementMBA International Water Management

E

University of East Anglia Dept: School of Environmental ScienceWebsite: www.uea.ac.ukCourses: MSc Energy Engineering with Environmental Management

Edinburgh Napier University Dept: School of the Built EnvironmentWebsite: www.napier.ac.ukCourses: BEng (Hons) Energy and Environmental Engineering

MSc Energy and Environmental Engineering MSc Renewable Energy

University of ExeterWebsite: www.emps.exeter.ac.ukCourses: BSc Renewable Energy

MEng Renewable Energy

G

University of GlamorganDept: Faculty of Advanced TechnologyWebsite: www.glam.ac.ukCourses: MSc Energy Systems Engineering

Accredited courses are supported by the EI, and have met the academic requirements for registration as Chartered Engineer (CEng), Incorporated Engineer (IEng) or Engineering Technician (EngTech). Approved training providers offer EI-approved professional development programmes. For more information on accredited courses and their applicability towards applying for chartered status visit www.energyinst.org/education

Accredited course directory

16 MAY 2013

Future skills

H

Heriot-Watt University Dept: School of Engineering and Physical SciencesWebsite: www.hw.ac.ukDept: School of Petroleum EngineeringWebsite: www.pet.hw.ac.ukDept: School of the Built EnvironmentWebsite: www.hw.ac.ukCourses: BEng (Hons) Architectural Engineering

MEng Architectural Engineering MSc Architectural Engineering BEng (Hons) Mechanical Engineering and Energy Engineering MEng Mechanical Engineering and Energy Engineering BEng (Hons) Mechanical Engineering and Energy Engineering & Diploma in Industrial Training

MEng Mechanical Engineering and Energy Engineering and Diploma in Industrial TrainingMSc Energy (FLAME)MSc Renewable Energy and Distributed GenerationMSc Renewable Energy EngineeringMSc Sustainability EngineeringMSc Materials for Sustainable & Renewable Energies MSc Petroleum Engineering MSc Reservoir Evaluation & Management

L

University of Leeds Dept: Process, Environment & Material EngineeringWebsite: www.leeds.ac.uk/spemeCourses: BEng Energy and Environmental Engineering MEng Energy and Environmental Engineering

MSc Energy and EnvironmentMSc Fire and Explosion Engineering

London South Bank University Dept: Department of Engineering SystemsWebsite: www.lsbu.ac.ukCourses: BEng (Hons) Building Services Engineering HND Building Services Engineering

BSc Building Services EngineeringBSc (Hons) Building Services EngineeringMSc Sustainable Energy SystemsMSc Building Services EngineeringBEng (Hons) Petroleum EngineeringMSc Petroleum Engineering

Loughborough University Dept: Department of Electronic & Electrical Engineering

Department of Civil & Building EngineeringCentre for Renewable Energy Systems Technology (CREST)

Website: www.lboro.ac.ukCourses: BEng (Hons) Electronic and Electrical Engineering

MEng (Hons) Electronic and Electrical EngineeringMEng (Hons) Electrical and Renewable Energy Systems EngineeringMSc Building Services EngineeringMSc Low Carbon Building Design and ModellingMSc Renewable Energy Systems Technology

M

University of Manchester Website: www.manchester.ac.ukCourses: MSc Nuclear Science & Technology

N

University of Newcastle upon Tyne (See entry below)Dept: School of Chemical Engineering &

Advanced MaterialsWebsite: www.ncl.ac.ukCourses: MEng Chemical & Process Engineering

MSc Clean TechnologyMSc Renewable Energy Flexible Training Programme (REFLEX)MSc Offshore EngineeringMSc Pipeline Engineering

Renewable Energy Flexible Training (Reflex); Renewable Energy, Enterprise and Management (REEM) Details: Delivered by a combination of intensive schools and private

study, these accredited programmes allow students to study renewable energy and business enterprise full-time or part-time, and to study whilst remaining in employment. Reflex, for engineers, provides fully integrated training in mechanical, electrical, chemical, marine engineering, geothermal energy, photovoltaics, policy, ethics and energy management associated with renewable energy systems. REEM provides renewable energy, enterprise and management training to deliver a broad view of the renewable energy industry. Students on REEM will learn how to start up and develop a business in the Renewable Energy sector, with the opportunity to trade.

Institution: Newcastle University Level: Masters; PG Diploma; PG Certificate & CPD modules

Duration: MSc & Diploma: 12 months full-time, up to 5yrs part-time; Certificate min 6 months full-time, up to 3 yrs part-time Cost: MSc EU/UK £6,000; Overseas £14,820 Diploma EU/UK £4,170; Overseas £10,050 Certificate EU/UK £2,085; Overseas £5,025 Individual module (10 credits) £1,000

Contact: REEM/Reflex, MSE School Office, 1st Floor Stephenson Building, Newcastle University, Newcastle upon Tyne NE1 7RU

Tel: +44 (0)191 222 3680Email: [email protected]

Web: www.ncl.ac.uk/sage/reflex www.ncl.ac.uk/sage/reem

17MAY 2013

R

The Robert Gordon University Dept: School of Engineering

Law DepartmentWebsite: www.rgu.ac.ukCourses: MSc Completions and Well Intervention Engineering MSc Well Design and Engineering MSc Asset Integrity Management

MSc / LLM Oil and Gas LawMSc Oil and Gas EngineeringMSc Drilling and Well EngineeringMSc Petroleum Production EngineeringMSc Subsea EngineeringMSc Oil and Gas AccountingMSc Oil and Gas Management

S

University of Sheffield Dept: Chemical & Biological EngineeringWebsite: www.sheffield.ac.ukCourses: Diploma in Environmental & Energy Engineering

BEng Chemical EngineeringMEng Chemical EngineeringMEng Chemical Engineering & ChemistryMSc Environmental & Energy Engineering

Strathclyde University (See entry below)Dept: Department of Mechanical EngineeringWebsite: www.strath.ac.ukCourses: MSc Renewable Energy Systems and the Environment

University of Surrey Dept: Department of EconomicsWebsite: www.surrey.ac.ukCourses: MSc Energy Economics & Policy

MSc in Global Energy Management Details: The changing energy landscape requires professionals with

a global knowledge of the complex technical, economic, geopolitical and policy issues facing the global energy system. Strathclyde’s MSc in Global Energy Management combines rigorous analytical skills with the real world content and practical experience required to manage the complex energy realities of the 21st century. It is aimed at highly-motivated, outstanding individuals who already hold a first degree and have work experience in energy and related fields – such as carbon management – or wish to gain the expertise needed to work in them.

Institution: University of Strathclyde Business SchoolLevel: Masters

Duration: One year full time / 24 months part timeCost: Fees for international students for the 2013 academic year are

£17,000 and £13,000 for Home/EU students. The part time fees for international students for the 2013 academic year are £8,500 and £6,500 for Home/EU students

Tel: +44 (0)141 548 4326Email: [email protected]

Web: www.strath.ac.uk/economics/gem/

T

University of Trinidad and Tobago (See entry below)Dept: Centre of Engineering SystemsWebsite: www.utt.edu.tt Courses: BASc Petroleum Engineering

MEng Petroleum EngineeringMSc Petroleum Engineering MSc Reservoir Engineering

BASc Biomedical EngineeringBASc Civil Engineering Systems with

specialisations in: Environmental Engineering, Structural Engineering, Construction Engineering and Management

BASc Manufacturing and Design Engineering BASc Petroleum Engineering BASc Process Engineering BASc Utilities Engineering Options –

Electrical, SCADA & Mechanical Level: Bachelor’s Degree

Duration: Full-Time: 3 years, Part-Time: 4 years

MEng Biomedical Engineering (Full Time ONLY) MEng Civil Engineering Systems with

specialisations in: Environmental Engineering, Structural Engineering, Construction Engineering and Management

MEng Manufacturing and Design Engineering MEng Petroleum Engineering MEng Process Engineering MEng Utilities Engineering

Options – Electrical, SCADA & Mechanical Level: Masters Degree

Duration: Full-Time: 4 years, Part-Time: 5 years

Details: The University of Trinidad and Tobago (UTT) is a dynamic, student-oriented institution which provides Certificate, Diploma, Bachelor’s, Master’s and Doctoral programmes, in areas ranging from Science and Technology to Education and the Arts. As the National University, UTT’s entrepreneurial mandate is to educate and train nationals for industry and business.

Institution: The University of Trinidad and Tobago (UTT)Tel: For further information, please contact us at:

(868) 642–8888, 223–4888 Option 3 Web: www.u.tt

Accredited courses are supported by the EI, and have met the academic requirements for registration as Chartered Engineer (CEng), Incorporated Engineer (IEng) or Engineering Technician (EngTech). Approved training providers offer EI-approved professional development programmes. For more information on accredited courses and their applicability towards applying for chartered status visit www.energyinst.org/education

Accredited course directory

18 MAY 2013

Future skills

Crude Oil and Product Trading Programme 15 – 17 May 2013 and 13 – 15 Nov 2013 Gas and Power Trading Programme 26 – 28 June 2013 and 4 – 6 Dec 2013 Contact us for more details of these courses: The Complete Oil Trader The Complete Gas Trader LNG Trading and Global Gas Markets Technical Analysis and Algorithmic Trading Course

Details: TwoTwoFive training courses are run by highly experienced Oil and Gas Traders, each an expert in their field. Each course combines imaginative presentations with hands-on simulations that test your skill and knowledge against the pressures and opportunities of oil and gas trading environments.

Institution: Two Two Five Level: TwoTwoFive holds membership in the CPD Certification

ServiceCost: Please visit www.twotwofive.co.uk/courses-sessions

Tel: +44 (0) 1279 874610 Email: [email protected] Web: www.twotwofive.co.uk

U

University College London (See entry below)Dept: Bartlett School of GraduatesWebsite: www.ucl.ac.ukCourses: MSc Environmental Design and Engineering

MSc in Economics and Policy of Energy and the Environment MRes in Energy Demand Studies

Details: Founded in August 2009 the UCL Energy Institute (UCL-Energy)

was established as UCL’s response to the global challenges of mitigating climate change and providing energy security in the 21st century. UCL-Energy brings together different perspectives, understandings and procedures in energy research, transcending the boundaries between academic disciplines.

Institution: UCL Energy InstituteLevel: Masters

Duration: 1 yearCost: MRes – UK/EU Full time 2013/14: £6,750

Overseas Full time 2013/14: £18,500MSc – UK/EU Full time 2013/14: £10,500 (FT)Overseas Full time 2013/14: £19,000 (FT)

Email: [email protected] Web: www.ucl.ac.uk/energy www.bartlett.ucl.ac.uk/energy/programmes/

postgraduate/mres-energy-demand-studies www.bartlett.ucl.ac.uk/energy/programmes/

postgraduate/msc-economics-policy-energy-environment

University of Ulster Dept: Department of Built EnvironmentWebsite: www.ulster.ac.ukCourses: BEng (Hons) Energy & Building Services BEng (Hons) Energy & Building Services Engineering and

Diploma in Industrial StudiesMEng Energy and Building Services EngineeringMEng Energy and Building Services Engineering and Diploma in Industrial StudiesMSc Renewable Energy & Energy Management

W

University of the West of EnglandDept: Department of EngineeringWebsite: www.sta.uwe.eduCourses: BEng Architecture and Environmental Engineering

University of the West Indies Dept: Department of EngineeringWebsite: www.sta.uwi.eduCourses: MSc Petroleum Engineering BSc Petroleum Geosciences

ACCREDITED GRADUATE DEVELOPMENT SCHEMES

ADTIWebsite: www.graduateoilcareers.co.uk/adti.phpProgrammes: Well Engineering Graduate Development

ChevronWebsite: careers.chevron.comProgrammes: Subsea Graduate Programme Drilling Graduate Programme

ShellWebsite: www.shell.co.uk/careersProgrammes: Certificate in Completion and Well Intervention Engineering Round 2 Programme

Certificate in Well Engineering Round 2 Diploma in Well Engineering Round 2 Programme

19MAY 2013

ENERGY INSTITUTE APPROVED TRAINING PROVIDERS

A

AAXAL UKDept: TrainingWebsite: www.aaxal.com

Adept Knowledge Management Website: www.adept-knowledge.com

Asia EdgeWebsite: www.petroedgeasia.net

B

Biofuels Media Website: www.biofuelsmedia.com

C

CEPMLP, University of DundeeWebsite: www.dundee.ac.uk/cepmlp

Centre for Alternative TechnologyWebsite: www.cat.org.uk

Cornwall EnergyWebsite: www.cornwallenergy.com

E

Energy Industries Council Website: www.the-eic.com

Energy Institute Hong Kong BranchWebsite: www.energyinst.org.hkCourses: Energy Auditors Course

G

Green DimensionWebsite: www.greendimension.co.uk

I

Indian School of Petroleum and Energy Website: www.isp.co.in

J

JGS Associates Limited Website: www.steamguide.com

L

Leeds University, Faculty of Engineering CPD UnitWebsite: www.engineering.leeds.ac.uk/short-courses

M

Malta College of Arts, Science and Technology Website: www.mcast.edu.mt

N

Norland Managed Services Website: www.norlandmanagedservices.co.uk

Novus Sealing Website: www.novussealing.com

NuLabs Website: www.nulab.co.uk

P

PTF Training Website: www.ptftraining.co.uk

R

Risktec Website: www.risktec.co.uk

RPS Energy Website: www.rpsgroup.com

S

SGS Website: www.sgs.com

Sigma 2 C Website: www.sigma2c.com

T

Tank Terminal Training Website: www.tankterminaltraining.com

Tenby Consultancy GroupWebsite: www.tenby.org.uk

W

World Trade Group Website: www.wtginternational.com

Accredited courses are supported by the EI, and have met the academic requirements for registration as Chartered Engineer (CEng), Incorporated Engineer (IEng) or Engineering Technician (EngTech). Approved training providers offer EI-approved professional development programmes. For more information on accredited courses and their applicability towards applying for chartered status visit www.energyinst.org/education

www.energyinst.org

Energy Institute accreditationYour workforce – getting the best, retaining the best

Demonstrate that your workforce is of the highest standards of

professionalismand competence through Energy Institute accreditation.

The accreditation process acts as an independentmark of quality and aneasier route to chartership for your trainees.

‘We, at Shell, view our ‘Wells’ training programmes to be the industry’s gold standard, however this view

is only realistic if it can be independently verified; the Energy Institute (EI) helps provide this verification in

the form of its accreditation process. EI Accreditation will enable us to attract, recruit and retain the most

qualified candidates and further demonstrates Shell’s commitment to professional development.’

Bob Baister, Learning Advisor, Shell Wells

For more information, contact the Accreditation Manager at e: [email protected]

or visit our website www.energyinst.org/accreditation

I

Promoting good practice and professionalism

Energy Institute Company Membership

www.energyinst.org

Value of company membershipEI Company Membership demonstrates to industryand wider society that your organisation supportsand implements the EI’s core values of good practiceand professionalism – essential for success in today’schallenging economic environment. As the only independent professional membership body for thewhole energy industry, the EI offers access to aunique platform to recruit, train and retain yourstaff and to apply good practice principles throughoutyour operations.

Benefits of company membership

Staff professional development • Access a broad portfolio of training courses at discounted rates

• Promote professional development and professionalrecognition opportunities for your staff throughknowledge and CPD services

• Achieve free accreditation of in-house trainingschemes

Knowledge and information services• Access the EI’s vast knowledge and information resources free of charge

• Access the EI’s good practice guidance documentsat discounted rates

Industry engagement• Help inform energy policy• Attend key EI industry events at discounted rates

Networking and profile-raising opportunities• Raise your profile and promote your organisation• Gain new contacts through an affiliation with a regional or international EI branch

To discuss becoming an EI Company Member,please contact: Andy LewisMembership Development Manager e: [email protected]

or visit the EI website: www.energyinst.org

21MAY 2013

E-learning has surged in popularityover the last twenty years, evolvingfrom an interesting idea into a huge

global market. Its range of use coverseverything from fire training to stocktrading, and its benefits are increasinglyfelt by energy-related organisationsworldwide. Research shows that 67% ofprofessional bodies now use e-learningin some form, and mostly for CPDtraining courses. A well-implementede-learning course can benefit learners ina number of different ways.

In many ways e-learning is a fantasticsolution for training developers. It canincrease a course’s scope, as well asguaranteeing consistency of messagesto a wide variety of learners. Its flexi-bility can allow learners to work at theirown pace and also involves less commit-ment from a client because time awayfrom the office is often reduced.

There are, however, various chal-lenges that must be considered beforeplanning any form of open learningcourse. By definition, this form oftraining relies on a significant degreeof self-study, and can be a lonely expe-rience for the learner. This can bemitigated in various ways, from intro-ducing regular student/tutor contact todeveloping more engaging content toimprove the learner experience.

One of the fundamental features ofa taught class is the interactionbetween delegates, offering theopportunity to learn from each otherand share skills and examples. Duringthe development of its new e-learningqualification in energy management,the EI has worked with the coursedeveloper to ensure delegates areoffered regular opportunities to shareexperiences and learn from each otheras a central aspect of the training.Delegates are also able to direct tech-nical questions to tutors for feedbackat any point, limiting their potentialfeeling of isolation.

Engaging the learnerWhen organisations first adopte-learning it is often considered thatthe more bells and whistles the coursehas, the better chance it has atengaging the learner. This can includeall manner of extras, including 3D com-puter animations, complex interactivediagrams and even virtual reality

gaming. Although there is certainly aplace for these methods, clear learningoutcomes, easy usability and relevantinformation, rather than flashy anima-tion, are the building blocks to a suc-cessful e-learning course.

The key characteristic of a successfulcourse is that it manages to impartinformation that is useful to itslearners’ jobs. In order to achieve this,training should be simple, engagingand relevant, and should take as littletime as possible to accomplish. Themore efficient the learners’ journeysthrough the programme, the morelikely they are to consider it to be a suc-cess. So while course design is animportant aspect of an e-learningcourse, the most significant feature isthat the content is concise and rele-vant. As far as possible, activities shouldrelate directly to the learner’s role andgive them practical support inachieving their targets.

People learn in a variety of differentways, be it those who benefit fromvisual, logical or active techniques. Askilled trainer is able to understand hisaudience and tailor the session accord-ingly, but e-learning must tackle thischallenge differently. It is important tofuse different learning approaches sothat delegates are able to choose thelearning method they feel most com-fortable with. While most delegatesmay prefer the course information splitinto small, manageable blocks, thereshould also be the opportunity todownload a pack of course notes.Similarly, a blend of different activitieswill ensure delegates complete thetraining in different ways. The EI hasimplemented four different activities ineach module, asking delegates to com-plete tasks in different ways, includingpractical activities to complete in theworkplace. Throughout the course del-egates will create an action plan ofgoals they can achieve within theirorganisation, allowing them to puttheir learning into practice.

Training for todayThe ubiquity of smart phones andtablets has moved multimedia tech-nology away from the desk and madeit mobile. As a result, the train journeyto work can now not only includewatching internet videos or browsing

the news, but also working through ane-learning course. It is essential thatthis be taken into account at the begin-ning of the development process; notonly does it mean that training nowmust be smart phone or tablet enabled,but that the content must be producedwith this in mind.

On a smart phone or tablet thescreen size has an impact on how thelearner will view course content. Fordelegate exercises this is unlikely to bea problem but for larger chunks ofcourse information it is important thatit be broken down for ease of use. Thisis also good practice in terms of cre-ating engaging content becauselearning tends to be more easily accom-plished when broken down into bitesized chunks. It is estimated that whentraining via e-learning, delegates tendto spend no more than 30-45 minutesat a time completing the course, andthis is even more apparent when takinginto account mobile learning.

The rapid growth of social media hasalso had an impact on how e-learning isconducted. Delegates are now used tobeing able to share information andknowledge easily through outlets liketwitter, and training should be built toreflect this, says Jacqui Nelson, Directorat e-learning specialists Nelson Croom.

If your organisation is planning tointroduce or expand its e-learningoffering it is vital to begin by takingstock, evaluating delegates’ needs andtailoring training to suit them. Donebadly, an e-learning course can easilyturn into the ugly cousin of its taughtequivalent, but with a consideredapproach can deliver a unique, interac-tive and flexible product. �

Will Sadler is Training Manager at the EI.

Future skills Energy t ra in ing

E-learning – avoiding the pitfallsThe Energy Institute (EI) is currently developing an e-learning qualification for

energy managers and has learnt valuable lessons in the process. Will Sadler writes.

The new e-learning course, theEnergy Institute Level 1 – Certificatein Energy Management Essentials isavailable from July 2013. Try thefirst module, ‘Introduction toenergy management and buildingan energy management process’,for free now atwww.energyinst.org/elearning

For more details contact Will Sadlerat e:[email protected]: +44 (0)20 7467 7135

Future skills Students

22 MAY 2013

MH: What attracted you into studyingan energy related degree?SY: After I finished my first degree inchemical engineering, I was exposed tothe oil and gas industry through myapprenticeship experience at Hess.Another opportunity to work as a fieldengineer gave me a chance to learnmore about oil and gas exploration andproduction. I finally decided to pursuean MSc in petroleum engineering tosupport my experience that I believewill be useful for my future career.

JH: My first degree was in civil engi-neering at Bristol University.Throughout my time there I becameincreasingly interested in the energyindustry. The main draw to the sectorfor me was its pivotal role in thegrowth of the economies around theworld. The industry seemed exciting, aplace where I would be exposed togreat opportunities and able to make areal difference in helping to supportthe planet’s thirst for energy.

VI: My interest lies in mitigation of cli-mate change and my job before myPhD entailed providing strategies toreduce the impact on the environmentof new housing developments.Unfortunately that was at the begin-ning of the financial crisis, and I soonfound myself with not a lot of work asthe construction industry suffered. Myinterest had skewed towards existinghousing rather than new-builds, and aPhD opened up at Heriot-Watt at justthe right time! The project was partfunded by Historic Scotland so I wasable to work closely with those who setpolicy and get my teeth into energy usein some very challenging buildings.

MH: What area of the industry do youhope to be working in after gradu-ating? Doing what role?SY: I see myself undertaking a long-term career as a reservoir engineer inthe upstream oil industry, carrying outreservoir simulation and maximising oilrecovery using enhanced oil recoverytechnology.

VI: I am at the end of my PhD so I’mlooking in many directions for my next

role in life. I would like to stay in acad-emia as it is stimulating to be able touse research to inform policy, ratherthan move back to the private sectorthat can be very reactive rather thanproactive. In an ideal world, I wouldhave my own consultancy firm, pro-viding advice and solutions to home-owners and occupants on how toreduce their energy use.

MH: Do you feel your course ispreparing you well for working in theenergy industry?SY: Yes I do. All the courses compiled byHeriot-Watt give integrated andupdated materials to prepare one forthe industry. I like the way that theyintegrate the different modulesstarting from geosciences, drilling,formation evaluation, production tech-nology, reservoir engineering (simula-tion and well test), and even petroleumeconomics.

JH: I feel the course is comprehensive inall areas of the subject, combined witha realistic and practical insight. I amtaught on software that is used in theindustry, which will allow me to makethe best start to my career.

VI: Primarily, yes. Our university encour-ages us to disseminate our workthrough attending both UK and inter-

national conferences, and we are giventhe opportunity to learn new orenhance existing skills through theresearcher development programmerun in-house. Additionally, being partof a university with a large focus onenergy in every school, I have access tolectures and seminars across many disci-plines to get a more rounded view ofmany aspects of energy than wouldhave been possible if I had continuedto work in the private sector.

MH: People talk about skills shortagesin the energy industry. Is the industrydoing enough to invest in its futureworkforce? What more could be done?SY: Investment in training and highereducation could be done continuouslyto improve employee skills and perfor-mance, and provide them with a betterframework within which to function. Inaddition, the energy industry couldsensitise high school students aboutthe necessity of energy technologiesand guide them into choosing energy-related courses.

JH: The area which I feel needsimprovement is the advertisement ofopportunities in the industry at anundergraduate level. I believe theindustry could do more to promoteopportunities in energy within thecountry’s leading universities. Whilst

Future views – speaking toemerging energy professionalsMarc Height asked some students studying energy subjects about their courses

and their views on the future of energy.

From left to right: Sylvia Yusim and Joseph DS Hicks are currently studying the MScPetroleum Engineering course at Heriot-Watt University, which is accredited by theEnergy Institute. Vicky Ingram is a PhD student in the Institute of Building and UrbanDesign, also at Heriot-Watt University. She focuses on the energy assessment oftraditionally constructed homes in Scotland

23MAY 2013

my awareness of the sector emergedthrough my time at the University ofBristol, it was discussion with a personof experience in the energy industrywhich confirmed my interest. I there-fore feel if undergraduates hadaccess to experienced operatives fromthe world of energy there would bea larger intake of graduates and froma wider range of engineeringdisciplines.

VI: I’m not sure how to answer thisquestion! The companies I see workingwith academia and schools are obvi-ously doing their best with whatresources they have, but there aremany more companies out there thateither are not, or cannot, engage withthose outside their immediate business.There could be much greater use oflinks with schools, colleges and univer-sities to provide experience andtraining. Some universities are proac-tive in bringing school children in, butindustry could do the same.

MH: What’s the most important for theenergy industry to address in youropinion – reducing emissions, ensuringsecurity of supply or maintainingaffordability?SY: To maintain a high standard of envi-ronmental awareness is the mostimportant issue that needs to be facedby the energy industry. Greenhouse gasemissions, polluted water due to oilleaks, and flaring of gas are the exam-ples of issues that will bring massiveeffects to communities and major eco-nomic loss, locally and globally.

JH: In a truly global market it is essen-tial that environmental, economic andequity drivers are balanced. In myopinion, the highest priority for theenergy industry is to ensure security ofsupply. At the same time the industrymust be proactive to ensure consump-tion of such supply does not prejudicethe life styles and quality of presentand future generations. This is a verycomplex task and will only be achievedthrough complete cooperationbetween industrial sectors and com-peting national interests.

VI: Can I add a fourth option? Energyefficiency. Using less energy will reduceemissions, and should help towardsensuring security of supply as we maybe able to import less and be morereliant on UK sources.

MH: What do you think the energyindustry will look like in 2050?SY: In 2050, gas and renewable energywill have a significant contribution inthe energy mix, rather than oil. Thegrowing role of gas and non-fossil fuelsis driven by the growth of environ-mental awareness and the fact thatworld oil reserves are declining.However, this tendency still leaves anumber of challenges. In the end, theenergy industry in 2050 will be morelikely to develop environmentallyfriendly energy by improving theprospect for cost reduction.

JH: The energy industry will havechanged in many ways by 2050. It willbe shaped by technological advance-

ments and discoveries. A contemporaryexample of this is the progression ofthe US becoming less reliant onimported hydrocarbons due to the useof hydraulic fracturing. I feel there willbe a movement towards the use of gas,with more and more countries sup-porting a gas market. This is due to gasbeing relatively environmentallyfriendly compared to oil.

VI: Zero carbon! Only joking, but I thinkit may be unrecognisable. It will beinteresting to see how the ElectricityMarket Reform unfolds, which will beone of the biggest shake-ups in recenthistory. I think both new and regenera-tion developments will use microgridsand we’ll see much greater decentrali-sation of power supplies. It would beinteresting to see if we could movetowards a system similar to the USwhere energy firm profits are uncon-nected to how much energy they sell.

MH: How can the Energy Institute (EI)help students and young professionalsin their careers?SY: I believe by continuing to be abridge of knowledge, skills, informa-tion and networking the EI can supportyoung generations in their futurecareer. Improving the training coursesfor young professionals to include thelatest technology developments couldmitigate the skill and knowledge gapsthat possibly develop in the workplace.

JH: I feel the EI will help students andyoung professionals in their careersbest by promoting the need for highly

The Energy Institute YoungProfessionals Network (EIYPN) of theAberdeen Highlands and IslandsBranch has flourished in its secondterm, delivering sell-out networkingevents that have attracted significantpublicity both locally and nationally.

The EIYPN was set up as a charityorganisation, aiming to provide educa-tional and networking opportunitiesto young professionals within theenergy sector in the north-east ofScotland. The initiative has gone fromstrength to strength in its appeal toboth talented energy workers and keyindustry leaders in the region, drawinglarge audiences to its four key eventsin its yearly programme.

Each year, the EIYPN committeedelivers three ‘Question Time’ debates.This provides an opportunity for theaudience to raise their questions to ahigh calibre panel of industry experts,whilst keeping up-to-date on industry

themes, engaging with senior profes-sionals and building up their businessnetworks.

Upcoming event topics include‘Renewables – is it just a lot of hot air?’on 6 June, and ‘Entrepreneurial spirittaking the energy sector forward’ on15 August. The final event of the yearis the EIYPN Annual Dinner and Ceilidh(which this year is held on 18 October),an occasion where young professionalsacross the whole spectrum of theenergy industry can attend and enjoy aunique networking event.

Each event is carefully planned andmanaged by the network committeemembers who come from a range ofbackgrounds including oil and gas,renewables, engineering, finance andlaw. The influence of these industriesreflects in the choice of events, makingthem accessible to all young profes-sionals who may be directly or indi-rectly involved with energy.

Feedback from the attendees of theEIYPN events has been positive, withmany commenting that the friendlyatmosphere created at the paneldebates allows for better networkingand a good learning environment.

For more information on theAberdeen, Highlands and IslandsEIYPN, or to register for these events,enquire about sponsorship or to findout how to get involved, contact theEIYPN team via email at:[email protected]

If forming a network for young pro-fessionals in your area soundsappealing to you, get in touch withyour local EI branch – more informa-tion on branches is available atwww.energyinst.org/branchesKeep an eye on the EI magazines andwebsite for more information on theupcoming London and Home CountiesYoung Professionals Network

Network opportunities for young energy professionals in Scotland

Future skills Students

24 MAY 2013

trained and relevant engineers in allaspects of the energy industry, whetherlinked to supply and demand or envi-ronmental issues. The most importantarena in the short term for such pro-motion being the emerging economies.

VI: Primarily, through increased aware-ness of the organisation, what it does,and how it can help. The website can bean invaluable resource, by enabling stu-dents and young professionals to interactwith those already in the industry,whether through encouraging industryto run work experience programmes,providing career profiles of some EImembers, or hosting a careers forum.

MH: What should the EI be focusing onas the industry moves forward?SY: To enrich the competence of stu-dents and young professionals to themore complex and multi-faced chal-lenges in the future. It must continuecurrent supportive capabilities such asmentoring systems, industry visits,paper contests and networking events.In addition to this, the EI could inte-grate more with government, industryand academia to educate society aboutenvironmental awareness, to promoterenewable energy as an alternativeenergy, and to establish health andsafety behaviour in workplace.

JH: The planet’s thirst for energyappears to be growing at an ever-increasing rate as previously undevel-oped economies race to establish them-selves on the world scene. It is moreimportant than ever for the EI to be aconstant beacon for the pursuit of effi-ciency in all aspects of the energyindustry.

VI: This very much depends on whichdirection the industry moves forwardtowards. The EI should be proactive inengaging with industry and academiato stay aware of where the trends lie,and should be a key player in providinga voice to policymakers, representingthose that work in the industry. �

As an undergraduate or postgraduatestudent, your EI membership will haveprovided you with access to a wealthof industry information and net-working opportunities.

After you graduate the EI can con-tinue to support you in your career byproviding you with advice and guid-ance on your professional develop-ment, including the requirements forProfessional Membership orChartered Professional Membership,as well as giving you access to the EI’sonline professional developmenttracking tool MyCareerPath. Othermember benefits include discounts onEI events, training courses and tech-nical publications.

How do I maintain my mem-bership with the EI in 2014?To ensure inclusion in the membershiprenewal process, undergraduates in orseeking employment or who will bestudying a postgraduate courseshould complete the ‘Student to grad-uate’ upgrade form found atwww.energyinst.org/membership/individual-membership/grades/student-to-graduate

Postgraduates should login onlineand update their contact details.Those that are going to be studying anew course in 2014 should contact theEI Membership Department ate: [email protected] or ont: +44 (0)20 7467 7100.

Are you graduating in 2013?Make sure you maintain your EI Membership

www.energyinst.org

Coming soonNew website for

students and

graduates

The Energy Institute (EI) is developing a new careers and

education website to provide our student and graduate

members with valuable careers guidance.

The new site will feature:

• our catalogue of accredited programmes and courses;

• information on apprenticeships and jobs;

• member profiles; and

• information on the EI’s Professional Development

support services.

Keep an eye on the EI website for further information and

updates about the new site.

www.energyinst.org

Energy Institute accreditation

What are the benefits of accreditation?• Independent verification

• Potential to attract new customers globally

• Demonstration of your commitment to professionalism

We can accredit academic courses, in-house training schemes

and commercial training providers.

‘Accreditation is an excellent route for those students for

whom energy is their major focus to achieve chartered status.’

Dr Ben Croxford, UCL

For more information, please visit:www.energyinst.org/accreditationor contact the Accreditation Manager at:[email protected]

Does your organisation provide high quality educationor training programmes?Are you looking for an independent quality assurancescheme?Then the Energy Institute (EI) accreditation processcan help.

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Future skills Tra in ing

26 MAY 2013

Doosan Power Systems’ continuedinvestment in the development ofengineering skills to support the

UK’s nuclear programme has receivedindustry recognition at the UK NuclearSkills Awards, held in Manchester inMarch, where three of the company’semployees won accolades.

Doosan Power Systems says it has com-mitted sustained investment in people,facilities and tooling to support the devel-opment of the UK’s nuclear industry formore than half a century, dating back to1947 when it provided key componentsfor the world’s first commercial nuclearpower plant. Today, the company pro-vides essential skills training for 250 engi-neering construction personnel everyyear and boasts the largest directlyemployed workforce of Suitably Qualifiedand Experienced Personnel (SQEP) in thecivil UK nuclear industry.

Organised by the National SkillsAcademy, the annual UK Nuclear SkillsAwards recognise skills excellence in thenuclear industry from apprentices andFD/HND students to graduates andbeyond. Overcoming competition toclaim victory at this year’s event wereDoosan Power Systems former appren-tices: Samantha Thompson, Foundation

Degree/HND Student of the Year –winner; Eifion Edwards, winner of theSouthwest Nuclear Apprentice of the yearcategory; and Josh Groves, NortheastNuclear Apprentice of the year.

David Whitehouse, DevelopmentManager at Doosan Power Systems,said: ‘Working with the EngineeringConstruction Industry Training Board(ECITB), Doosan Power Systems has along history of providing apprentice-ships for the engineering constructionindustry, and the successes we have wit-nessed at this year’s Nuclear SkillsAwards are testament to the quality oftraining we provide.’

Doosan Power Systems’ relationshipwith the ECITB continues to providevital support to the development ofskills for the UK nuclear sector. Earlier inMarch, a proposal developed by thecompany on behalf of the ECITBresulted in a new £8mn funding boostfor employers in the sector – £4mn fromthe ECITB and a further £4mn from thegovernment. The ‘Pathway toSustainable Excellence’ fund will see790 people in the engineering construc-tion sector benefit from essential skillstraining over the coming 18 months.

Meanwhile, the UK National Nuclear

Laboratory (NNL) hosted a trainingcourse last December for Iraqi scientistswho will work on the dismantling,decommissioning and decontaminationof nuclear facilities built in Iraq duringthe Saddam Hussein regime. The week-long training visit to the north-west ofEngland was the culmination of a two-year programme carried out on behalfof the European Commission by theNNL and Italy’s Insubria Centre forInternational Security. The training pro-gramme is designed to safely speed upthe nuclear clean-up operation in Iraqand to retrain scientists for careersfocused on nuclear decommissioningand waste management.

The visiting scientists and engineershave considerable nuclear awarenessand experience in their fields. Over thetwo years of the programme they havespent time with experts from the UKand Italy learning about best practice inwaste management and site clean-up.Training included laboratory manage-ment and quality assurance; decontam-ination methods; waste minimisationand waste management practices;determining suitable disposal site loca-tions; hazard and safety assessment;waste characterisation methods anddecommissioning.

The delegation was able to see UKexpertise first hand, visiting the NNLfacility on the Springfields site nearPreston, the National Low Level WasteRepository in West Cumbria, wastemanagement plants on the Sellafieldsite, NNL’s flagship Central Laboratoryat Sellafield and the company’s Non-active Rig Hall at Workington. �www.doosanpowersystems.comwww.nnl.co.uk

Doosan staff win nuclearskills awards; NNL trainsIraqi scientists

The new, £7mn Britain’s Energy CoastConstruction Skills Centre at LakesCollege, Lillyhall in Cumbria is beingdelivered ahead of schedule and onbudget in a construction programmewhich has involved using a range ofrenewable technologies and workwith students at the college and youngapprentices. The project was builtby Esh Construction and managedby Cumbria County Council; thebuilding should be fully operationalwhen the new academic year starts inSeptember.

TheConstruction Skills Centrehasbeendesigned so that it is energy efficient anduses modern renewable and sustain-able technologies, including PV panelsand passive solar design, a heat recoverysystem, and low energy lighting.

The new centre is a crucial invest-ment in the future of young people inWest Cumbria, says the Council.

Britain’s Energy Coast has, throughfunders Nuclear ManagementPartners, invested £4mn in the centrewhile Britain’s Energy Coast Campushas, through its funders the NuclearDecommissioning Authority, provideda further £2mn. Lakes College willinvest a further £1mn in new equip-

ment and facilities.The centre will provide vital skills for

the nuclear industry. Sellafield cur-rently employs 12,000 skilled workersbut, as these workers come to retireand the nuclear industry continuouslydevelops in Cumbria, demand for spe-cialist skills will be even higher.

27MAY 2013

The UK Renewable EnergyAssociation (REA) is collaboratingin an EU-funded biogas work

experience scheme, called AdvancedBiogas Learning in Europe (ABLE).Funded by the EU Leonardo pro-gramme and run in partnership withthe German Biogas and BioenergySociety (GERBIO), the scheme offers suc-cessful candidates the opportunity togain experience working in Germany ata biogas plant, laboratory or factory. Itis principally aimed at young peoplelooking to develop a ‘hands on’ careerin the green economy.

The first round of applications provedvery successful, with four candidatestravelling to Germany in April and a fur-ther five going out in June. The secondround of applications is now beingprocessed. Successful candidates willgain a ‘Europass’ – a language and skillsCV recognised across the EU.

Following a partnership agreed withthe European Biogas Association at theLeipzig Biogas Conference in February,REA Head of Biogas David Collins andGERBIO partner Michael Kottner were

successful in adding a further sevencompanies to the list of opportunities,bringing the total to 15. The range ofopportunities now includes workingwith agricultural biogas plants, equip-ment and plant manufacturers, CHP ser-vicing, consulting companies and watertreatment companies.

Meanwhile, a new HETAS-approvedshort course, aimed to teach the technicalskills to allow participants to becomeaccredited installers of biomass heatingsystems, started this spring at the Centrefor Alternative Technology (CAT) inWales. Successful completion of CAT’s bio-mass course will allow HETAS registrantsto install biomass appliances. The coursecovers modern wood-fuelled heating aswell as boiler installation and control sys-tems. Participants will be enabled to pro-fessionally advise on fuel types, safestorage options and system design.

Two more biomass installers courseswill follow in July and October.Attendance will cost £1,000 (inc VAT),which includes accommodation. �www.r-e-a.netwww.cat.org.uk

Biomass trainingprogrammes in Europe

Falck NutecTeesside hasbeen cele-brating afterbecoming theworld’s onlyindustrialtrainingfacility to holdapproval todeliver all fiveGlobal WindOrganisation(GWO) training modules as well asboth of the RenewableUK windindustry specific training courses.The landmark was reached as

Falck Nutec achieved approval todeliver the GWO Basic SafetyTraining standard. The GWO mod-ules have been written by theindustry for the industry and areaimed at ensuring the health andsafety of offshore wind farm per-sonnel. The programmes are:Working at Height & Rescue Training(WAHR) for wind turbines, andMarine Safety Training (MST).The modules are all delivered

from Falck Nutec’s site on the banksof the River Tees in Billingham, northeast England.www.falck.com/nutec_uk

www.ntec.ac.uk

Nuclear Technology Education Consortium

Nuclear Science & Technology MScFull time, part time & distance learningWhether you’re already working in the nuclear industry or lookingto move into this rapidly growing sector, enhance your careerprospects on a unique programme that will improve your personaland professional skills on a diverse range of modules.To discover more, contact Mel Mcloughlin. Tel: 0161 275 4575, Email: [email protected] or visit www.ntec.ac.uk

Course delivered by:City University, LondonThe Defence AcademyImperial College LondonLancaster UniversityThe University of Birmingham

The University of LeedsThe University of LiverpoolThe University of ManchesterThe University of Sheffi eldUHI Millennium InstituteUniversity of Central Lancashire

LET’S FOCUS ON THE FUTURE. AND YOUR PLACE IN IT.

29MAY 2013

The Institute of PetroleumEngineering (IPE) at Heriot-WattUniversity focuses on being a global

exemplar of excellence in petroleumengineering and petroleum geosciences,based on skill and experience and a focuson finding solutions to the global energychallenges of the twenty first century.

It performs wide-ranging, integratedresearch throughout oil and gas explo-ration, development and production,driven by the increasing global demandfor energy and quest to streamline pro-duction costs. The Institute is com-mitted to working closely with industrypartners in the energy sector, and doesso in its successful joint industryteaching and research programmes.

IPE’s expertise is based on developingand delivering training and researchprogrammes which meet the needs ofthe international petroleum industryand the global demand for subsurfaceoil and gas resources. These strong rela-tionships with industry are vital to itssuccess, providing research towardsenhanced international oil recoveryand producing graduates with the keyskills which the industry needs toimplement that research.

The roots of the Institute‘s relationshipwith the industry date back to the 1970sand the IPE has 40 industrial sponsorsfrom around the world in research themeareas covering exploration, developmentand production. These include principaloperators such as BP, Exxon-Mobil, Shell,Petrobras, BG Group, Chevron, Total,Repsol and Galp, and global service com-panies such as Schlumberger, Halliburtonand Baker-Hughes. Their investment inIPE’s research is levered and multiplied bycollaboration with other companies, andthe sponsors each gain cutting-edgeknowledge which can be transformedinto improved productivity andprofitability.

Enhancing recoveryA major current focus at IPE is thedevelopment of a range of enhanced

recovery procedures, designed toincrease the percentage of oil whichcan be recovered from individual fields.The new techniques can involve theinjection of chemicals, low salinitywater or ‘fizzy’ water infused withcarbon dioxide, or thermal methods,referred to as ‘huff “n” puff’, whichinvolves heating rocks to enhance oilflow. IPE is working closely withindustry on implementation of thesetechniques which are hoped to doublethe output of some reservoirs.

A major problem experienced in theoil production industry is the formationof mineral scale, which creates forma-tion damage (restriction or blockagewithin the rock matrix) and blockagesin pipes, both of which can limit theproductivity of the well. Scale forma-tion and prevention has been a keyarea of IPE research since the mid1970s. The Flow Assurance and ScaleControl project combines fundamentalstudies and field applied research, withextensive laboratory based experi-mental studies, field-specific data andan improved understanding of the fun-damental mechanisms involved in allaspects of scale control.

Addressing future needsThe Institute’s remit, however, extendswider in addressing current and futureenergy needs. The Centre forInnovation in Carbon Capture andStorage at IPE is a member of the UKCarbon Capture and Storage

Consortium which aims to deliverviable large-scale CCS options for theUK. Its mission is to promote an under-standing of how options for decou-pling fossil fuel use from carbon emis-sions through the use of CCS could beused to assist the UK in achieving anenergy system which is environmen-tally sustainable, socially acceptableand meets energy needs securely andaffordably. Research includes the inte-gration of capture and storage systems,the utilisation of carbon dioxide as afeedstock, improving efficiency andreducing the costs of carbon capture,cleaner coal technology and terrestrialcarbon storage.

IPE also plays its part in addressingthe wider skills undersupply facing theindustry, providing the skilled gradu-ates the industry is seeking. There arearound 180 graduates a year from theMSc programmes in PetroleumEngineering, Petroleum Geoscienceand Petroleum Reservoir Evaluationand Management at Heriot-Watt’sEdinburgh Campus alone, with a fur-ther ten funded places recentlyannounced targeted at wideningaccess and participation.

A further 170 graduates come fromthe University’s Dubai Campus and viainternational academic learning part-ners, and in a key development theUniversity’s new Malaysia Campus willbe starting courses in September thisyear, tailored to filling the very signifi-cant perceived skills need in the FarEast.

Finally, the Institute also boasts aliving marine laboratory, working atthe forefront of renewable energydevelopment. The International Centrefor Island Technology (ICIT) is recog-nised as a world leader in research,teaching and consultancy with partic-ular expertise in managing theresources of the marine environment.

Based in Orkney, a renewableenergy-rich area with diverse coastalhabitats, its MSc programmes attractstudents from around the world. Therenewable energy courses and marineresource management programmeprovide graduates with a broad exper-tise in renewable energy and the man-agement of marine and coastalresources. ICIT also continues todevelop a strong research and consul-tancy portfolio, enjoying mutually pro-ductive links with industry, governmentand other academic bodies at local,national and international levels. �

Professor Dorrik Stow is the Head ofthe Institute of Petroleum Engineeringat Heriot-Watt. For more informationon the Institute, visitwww.pet.hw.ac.uk

Future skills Univers i ty prof i le

Pushing forward oiland gas engineeringHeriot-Watt University runs a host of courses across

the energy sector which are accredited by the Energy

Institute. Here, Professor Dorrik Stow outlines the

university’s current oil and gas research themes.

Professor Dorrick Stow

Future skills Energy indust ry sk i l l s

30 MAY 2013

UK oil and gas industry skills bodyOPITO has commissioned a studyto identify the skills and compe-

tence gaps in offshore supervisors andhow this impacts on the prevention ofmajor safety incidents. Researchers atRobert Gordon University are under-taking interviews with current, formerand retired offshore installation man-agers (OIMs) with experience ofworking on the UK Continental Shelf togain their insights into the influence ofmanagerial commitment to safety inthe offshore industry.

The March announcement followedsuggestions by industry leaders that theshortage of experienced staff is poten-tially jeopardising the North Sea’sworld-leading safety standards as thesector prepares for what has beendescribed as its biggest boom for 30years. OPITO believes expanding theavailable talent pool of seasoned man-agers able to respond to a disaster onthe scale of the Macondo blowout inthe Gulf of Mexico in 2010, or the muchearlier Piper Alpha tragedy, is one ofthe biggest challenges facing the sector.

The research will look at the role ofOIMs in influencing safety amongst theworkforce, including their commitmentto safety and how this is manifested. Itwill evaluate the involvement of OIMs insafety activities, their delegation ofresponsibilities and decision making andthe role of previous experience, training,personal behaviours and corporate cul-ture in effective safety leadership.

A month earlier, OPITO announced

that a new standard in offshore safety,which aims to advance the critical roleof elected safety representatives (ESRs)in minimising the risk of accidents andimproving safety, is to be trialled in theNorth Sea.

Offshore workers are elected underthe Safety Representatives and SafetyCommittees Regulations 1989. Indepen-dent of management, their functions andpowers include investigating potentialhazards, dangerous occurrences, com-plaints and the causes of accidents as wellas the inspection of installations. While abasic introductory course already exists,this new advanced standard aims to sup-port more effective workforce involve-ment by giving ESRs access to trainingthat helps them develop their effective-ness and confidence.

Upon successful approval of the stan-dard, being developed by ESRs them-selves supported by OPITO, the courseswill then be rolled out across theindustry and will be available to over2,000 ESRs. The drive for the newcourses came from the OffshoreIndustry Advisory Committee’s (OIAC)Workforce Involvement Group, stronglysupported by the Trade Unions, Oil andGas UK and Step Change in Safety.

Larraine Boorman, ManagingDirector of OPITO, said: ‘Safety repre-sentatives hold a vital role and can havea dramatic and positive impact onsafety across the workplace. Whiletraining is required by law, evidencesuggests that standards vary across theindustry and in some cases there is a

lack of involvement by ESRs in keyareas.’

Meanwhile OPITO International,which was founded in 2009 to lead thedrive for common global oil and gassafety training standards, has becomethe trusted adviser to governments,international and national oil compa-nies in their quest to develop indigenousoil and gas workforces. Following anagreement with the Iraqi Ministry for Oilin 2011, OPITO has been awarded a con-tract with Shell to support the develop-ment of training for workers on theMajnoon project and to improve voca-tional training centres in Basra. OPITO’sintervention will ensure that these cen-tres train Iraqis to industry expectationsand OPITO standards.

In addition, OPITO is working with allthe international oil companies in Iraqto design a framework for deliveringsuitably qualified Iraqi oil and gasworkers to help the country fully exploitits emerging oil industry and transformthe economy of the war-torn country.

A similar agreement with Petronas inMalaysia will see OPITO standardsbecome part of the national oil com-pany’s mandatory safety training pro-gramme. The memorandum of under-standing between the two organisa-tions will result in the transition toBOSIET (Basic Offshore Safety Inductionand Emergency Training) standard as aminimum requirement for all workersoffshore Malaysia in the same way as itis compulsory in the North Sea. �www.opito.com

Delivering the skills needs for energyefficiency improvements in the UK hastaken a step forward following theMarch launch of a report from BuildUp Skills UK (a research initiative madeup of Sector Skills Councils repre-senting the built environment – AssetSkills, ConstructionSkills, SummitSkillsand Energy & Utility Skills).

The Build Up Skills UK – 2020 SkillsRoadmap identifies skills gapsinhibiting the energy efficiencyindustry from moving forward, mapsareas of growth and identifies invest-ment needed for the UK to meet itspart of the European energy efficiencytargets for 2020. It follows an earlier‘Status Quo’ report from Build Up SkillsUK that characterised the skillsresource present in the industry at themoment.

The roadmap identifies four core

areas where action is needed to ensurethe UK has the workforce in place tomeet its energy efficiency targets:

• to embed energy efficiencyknowledge into existing qualifica-tions and frameworks;

• to address technical skills gaps andembed solutions into existingqualifications and frameworks;

• to establish and maintainappropriate quality assuranceunderpinned by appropriateaccreditation; and

• to address barriers to trainingthat exist in the UK skills infra-structure.

Nigel Hollett, Head of Low CarbonSkills at Summit Skills, says that there isstill a lot of work to do. The next phaseunder the skills initiative, whichreceives European funding throughthe Intelligent Energy Europe

Initiative, is to get endorsement of theprogramme by industry and relevanttraining sectors. Then, pillar II of theproject will see the European fundingallocated to the implementation of therecommendations, which will bemerged into a single plan, and a large-scale training programme will ensue.Intelligent Energy Europe has receivedproposals from organisations wishingto implement this next stage, and theresults will be announced later thisyear.

Speaking at the launch of the report,Caroline Flint, Shadow Secretary ofState for Energy and Climate Change,said: ‘Sometimes there is a need tofocus on the outcomes of what youwant, rather than just how it’s done. Itis important to remember we are notstarting with a blank sheet – how dowe adapt the skills we have to hit thesechallenges?’www.buildupskillsuk.org

OPITO takes its skills agenda global

Building up skills in energy efficiency

Become an accredited Tripod Beta PractitionerAccident investigator accreditation through the Stichting Tripod Foundation

Tripod accreditation can help:

improve the quality of accident and incident investigation and analysis and

develop and ensure competency in the use of Tripod Beta.

Accredited Tripod Beta Practitioners are independently recognised by the Stichting Tripod Foundation and Energy Institute as demonstrating a solid, ingrained understanding of the Tripod methodology, and are capable of producing high quality investigation and analysis reports.

For further information visit www.tripodfoundation.com or contact Stuart King: t: +44 (0)20 7467 7163, e: [email protected]

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What is Tripod Beta?Tripod Beta is a robust and powerful tool for incident investigation, designed in line with the human behaviour model. It was created to help accident investigators understand the influencing environment and uncover the root organisational deficiencies that allow incidents to happen.

Facilitated by

Anew Higher Apprenticeship hasbeen launched to help addressthe growing skills shortage in the

power engineering industry. With manyschool leavers questioning traditionalroutes into higher education, the‘Higher Apprenticeship in PowerEngineering’ has been designed to helpattract the best and brightest A-levelstudents into the sector. This will giveenergy companies and contractors awider pool of talent from which todevelop the next generation of engi-neers and close a skills gap that sees theindustry needing to recruit nearly 20%of its current workforce of the next fiveyears.

The new qualification has been devel-oped in collaboration between Energy& Utility Skills (EU Skills), the NationalSkills Academy for Power, the NationalApprenticeship Service, and varioussector employers, including E.ON,Scottish Power, Northern Powergrid,and Balfour Beatty.

Balfour Beatty will be offering the

qualification as part of its power engi-neering training scheme. Trainee powerengineers will receive work-basedlearning in the company’s design officein Derby and also on Balfour Beatty’smajor electricity infrastructure projectsaround the country. This will beblended with academic study deliveredby a chosen training partner.

Balfour Beatty will initially be puttingaround six trainees into the scheme inSeptember, and is aiming to expand itsintake for 2014.

‘We face a huge gap in skills,’ saidNeil Robertson, Chief Executive at EUSkills at the launch. ‘Without real invest-ment in higher skills, all our industriesare in danger of spiralling wages asbusinesses compete for skilled workers– to do nothing is simply not an option.’

For employers, these higher appren-ticeships will develop the next genera-tion of engineers and managers,helping to close the skills gap andencourage new entrants into the sectorby providing alternative routes to

higher skills. For learners, HigherApprenticeships are seen as a real alter-native to degrees, offering a blend ofhands-on work experience and class-room study, adds EU Skills.www.balfourbeatty.comwww.euskills.co.uk

New Higher Apprenticeships forthe power industry

www.energyinst.org

Demonstrate your expertiseProfessional qualifications from the Energy Institute

Energy Institute (EI) professional qualifications help you gain the recognition you deserve.

We offer a wide range of Chartered and Incorporated titles, relevant for today’s energy professionals.

They include:

• Chartered Petroleum Engineer

• Chartered Energy Engineer

• Chartered Environmentalist

• Chartered Energy Manager

• Chartered Scientist

‘The EI was able to offer me registration as a Chartered Engineer based on my US engineering education andqualifications. I have returned to the States and am continuing to find the qualification is of real value to me in my career’

Ryan Lamothe CEng MEI PE, Chartered Petroleum Engineer, Engineering Team Leader, Hess Corporation

Find out more:

• email [email protected] with a CV;

• visit www.energyinst.org/membership

• attend a free London workshop

We can also come to you!

We can hold a membership workshop in your workplace, please contact: Andy Lewis at e: [email protected]

Energy Institute – skills, knowledge and good practice

www.pwc.co.uk/employerownership

Close your skills gap

63% of energy CEOs consider the availability of key skills as one of the threats to business growth. 65% of energy CEOs say that over the next three years they plan to invest more in creating and fostering a skilled workforce. The PwC Professional & Business Apprenticeships programme can help energy employers bridge the skills gap and

The programme provides:

(email: [email protected]) or visit us at http://www.pwc.co.uk/employerownership