Australian Oil and Gas Projects Overview 2011

Of the 75 projects listed as advanced by the Australian Bureau of Agriculture and Resources Economics (ABARE), 41 are in the energy sector.  An advanced project is one which has already commenced construction or has been approved to commence construction.

Of the 75 projects across the total Australian Resource Sector, 67 are already under construction (with 30 of these still underway this year and in 2012) and eight are still to start, but will do so within the next three years.

In addition, there are 286 less advanced projects identified by ABARE which cite an operational date, but not a construction start date – but most are slated to commence production in the period 2012 to 2020.

Together the total number of new jobs anticipated for the combined sectors for the period 2011 to 2015 includes 45,000 in construction, 61,500 in mining operations and 3,200 in oil and gas operations.

Currently there are only a few projects underway in states like New South Wales, Northern Territory and South Australia, but this looks to dramatically change going forward.  The locations where some projects are currently drawing labour from – or anticipate drawing labour from – may change once increased opportunities present in home locations for employees and candidates.

The National Resource Skills Taskforce analysis released in 2010 shows: 

• Construction jobs on new projects could peak at 45,000 in 2012 and 2013, with strong jobs growth for technicians and tradespeople, and machinery operators and drivers.
• In LNG operations, pending the number of LNG trains constructed by 2015, employment could increase by around 3,200 (eg if four new trains are sanctioned and operating in Queensland and six in Western Australia).  There will be strong jobs growth for drillers (Queensland only), operators, electrical trades and mechanical technicians.
• Replacement demand in gas operations could be around 2,000 persons per annum, including approximately 500 retirements.

The report cites emerging shortages at present—mainly engineers and other professional staff with more than five years experience.

At the time of release, the report claimed there was a significant number of unemployed tradespeople.  However, the Taskforce expects labour market tightening will result in skills shortages by late 2011 to early 2012, particularly in Western Australia and some regions of Queensland. As a result, the resources sector could be 36,000 tradespeople short by 2015.

Each year, we provide an update on major mining, oil and gas projects which are already under construction, or are considered to have a strong likelihood of being approved.  The list is not exhaustive, but does provide those working in the industry, or considering working in the industry, with an insight into career opportunities - where they are located and timeframes.

Unless otherwise stated, all dollar figures in the blogs are in Australian dollars.  All information has been attained and extensively researched from current public sources and is true and correct to our best knowledge at this time

Australian Mining Projects Overview 2011

With 61,500 new operational jobs expected in the mining sector alone by 2015, as well as tens of thousands more in the construction stages (according to estimates released in the National Resources Sector Employment Taskforce report in July 2010), the industry is facing a skills shortage that far exceeds that experienced in the five years preceding 2008.

There are currently 75 advanced projects listed by the Australian Bureau of Agriculture and Resources Economics (ABARE).  Of the 75, 67 are already under construction (with 30 of these still underway in 2011 and 2012) and eight are still to start, but will do so within the next three years.  41 projects are in the energy sector (predominantly coal seam gas/liquefied natural gas), 28 are in mining (predominantly coal and iron ore) and six in mineral processing.

The 286 less advanced projects identified by ABARE cite an operational commencement date, but not a construction start date – but most are slated to commence production in the period 2012 to 2020.

Currently there are only a few projects underway in states like New South Wales, Northern Territory and South Australia, but this looks to dramatically change going forward.  The locations where some projects are currently drawing labour from – or anticipate drawing labour from – may change once increased opportunities present in home locations for employees and candidates.

National Resource Skills Taskforce analysis of 2010 shows: 

• Construction jobs on new projects could peak at 45,000 in 2012 and 2013, with strong jobs growth for technicians and tradespeople, and machinery operators and drivers.
• Employment growth in mining operations is expected to be 4.9 per cent per annum over the next five years, creating around 61,500 new jobs by 2015 due to increased production, driven by demand from Asia.  There will be strong demand for professionals in addition to the skills in point one.
• In addition, further vacancies will occur in mining and gas operations as around 10 per cent of employees leave the sector each year through retirement or transition to other sectors.  Replacement demand in mining operations could be around 16,000 persons per annum, including approximately 3,000 retirements.

The report cites emerging shortages at present—mainly engineers and other professional staff with more than five years experience.

At the time of release, the report claimed there was a significant number of unemployed tradespeople.  However, the Taskforce expects labour market tightening will result in skills shortages by late 2011 to early 2012, particularly in Western Australia and some regions of Queensland. As a result, the resources sector could be 36,000 tradespeople short by 2015.

Each year, we provide an update on major mining, oil and gas projects which are already under construction, or are considered to have a strong likelihood of being approved.  The list is nowhere near exhaustive, but does provide those working in the industry, or considering working in the industry, with an insight into career opportunities - where they are located and timeframes.

What is interesting to note since our update in 2010, is the number of projects that have not met their original cited construction commencement timeframes.  In some cases, projects have been delayed by 12 to 24 months.  Recently Woodside attracted criticism for the delay on its Pluto Project in the north west of Western Australia, but the number of projects identified as part of our review that have fallen well short of their original specified dates, seem to indicate this is a consistent theme.

Disappointingly, six projects The Resource Channel identified as ‘major’ in our last review are not included in this review simply because of the lack of recent information available to the public and in particular the job market.  If we can level criticism at the industry, it is entirely in this space – how can we lament the looming skills shortage when we make it so difficult of those working in the industry or those looking to enter to source the information they need?

Unless otherwise stated, all dollar figures in the blogs are in Australian dollars.  All information has been attained and extensively researched from current public sources and is true and correct to our best knowledge at this time

Living in Western Australia

Living in Western Australia

Western Australia - the ultimate lifestyle destination - offers white sandy beaches, minimal traffic congestion, with more sunny days than any other Australian state and an average yearly temperature of 28 degrees. Whether it's taking a relaxing weekend trip to the Swan Valley or longer trips to the remote regions, an adventurous 4WD tour, sand-dunes or swimming with the whale-sharks on the pristine Ningaloo reef, you're almost guaranteed there will be a blue sky overhead.

More than just an enviable climate and laid-back Aussie lifestyle, Perth offers one of the most buoyant markets in Australia and is the focal point for Resource & Mining, Energy, Oil & Gas and Construction projects. With financial investment of over $125bn on projects in 2010/11 our established business are seeing unlimited growth prospects.

WA offers its residents a unique and unparalleled way of life that is the envy of those who don't live here.

This amazing region offers:

• Relaxed and friendly lifestyle
• Strong sense of community evident in Kimberley towns
• Rich and diverse cultural heritage
• Rewarding work environments or work experiences
• Pristine environment with little or no pollution
• Fantastic recreational experiences on offer including camping, fishing and four-wheel driving

Perth

Perth is a cosmopolitan city of approx 2 million people that is renowned for its easy-going atmosphere and outdoors lifestyle. It offers all the conveniences of a modern capital city while retaining the friendly lifestyle, more often associated with a smaller town. The CBD sits on the banks of the Swan River and is just 15 minutes from world famous white-sand beaches. A 2 hour drive can see you spending the weekend in the world-famous Margaret River wine region, enjoying fine food, internationally-acclaimed wine and some of Australia's best surfing. Perth is a strikingly vibrant city that lies in Western Australia - the only place where you can dive with the world's largest fish - the whale shark, walk amongst the tree tops of ancient trees, sleep under a canopy of stars in the outback, or explore the gorges and wilderness areas.

JobContax currently has a number of Construction and Engineering opportunities based in Western Australia. All jobs come with employer approved 457 visas.

Click the following link to check out the positions:

Jobs in Australia

Gorgon Project Jobs

How to communicate with your Work Boss

Gorgon LNG Project - Facts and Figures

GORGON LNG PROJECT

Industry  Oil & Gas (LNG)

Project value  $43 Bn

Project owner  Chevron

Project management  Chevron 47% Exxon Mobil 25% Shell 25% Osaka Gas 1.25% Tokyo Gas 1% Chubu Power Company 0.417%

Construction Period  Final Investment Decision Granted Sept 2009 Expected First Gas 2014

Predicted employment numbers  10,000 Jobs at peak construction

Project Status  Construction Phase Upstream & Down Stream. Ongoing continued work on the construction phase both Upstream & Down Stream to ensure first gas 2014

Project Information

The Gorgon project is Australia's largest single natural gas project. This project plans to develop the Greater Gorgon gas fields, located approximately 130km off North West WA. The Greater Gorgon gas fields contain resources of about 40 trillion cubic feet of gas, Australia's largest known gas resource with an estimated development life of 60 years.

Gorgon will create a vast number of direct and indirect jobs approximately 10,000 throughout Western Australia from Freemantle to Barrow Island. The project has already committed more than $10 billion to Australian industry and is expected to spend a further $20 billion on Australian good and services over the next 4 to 5 years all this helping to boost the local economy.

Gas will be processed at a state of the art onshore facility located on Barrow Island 56km off the north west coast of WA. The gas plant on the island will include 3 LNG Trains capable of producing 15 million tonnes Per annum. A purpose built LNG loading jetty will also be constructed and see approximately three LNG shipments leave the island each week.

The project will also have a domestic gas phase which will produce up to 300 terajoules per day this being a major component of the foundation project. This gas will be transported via a domestic gas pipeline which will run from Barrow Island to a tie in with the Dampier to Bunbury natural gas pipeline.

This project had to go through a rigorous environmental assessment before receiving final development approval, with unique fauna on Barrow Island and nearby coral to be protected under certain provisions.

The joint venture partners on the project will also spend in excess of $2 billion on reducing carbon emissions from the gas operations, which will see carbon dioxide injected into a reservoir 2000 metres below Barrow Island. Supply deals worth billions have already been signed with companies in China, India, Japan and South Korea.

JobContax Jobs on the Gorgon Project

Gorgon Project Senior Civils Project Engineers Jobs

Gorgon Project Site Supervisor Jobs

Gorgon Project Construction Foreman Jobs

Gorgon Project Site Manager Jobs

Gorgon Project Project Engineer Jobs

Gorgon Project Project Engineer Precast Jobs

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Gorgon Project Site Safety Advisor Jobs

457 Visa Australia

457 Visa

Working with both individuals and corporate clients, JobContax has extensive experience dealing with the 457 visa. Our Australian partners are able to use their local knowlegde, offering fast and friendly services tailored specifically to your needs. Relocation is a big step and is important to get right first time, every time. You need expert advice and support throughout your case - from applying for the 457 visa to employer sponsorship requirements. JobContax can do it all. The Subclass 457 Visa program allows employers to sponsor overseas workers, enabling them to work in Australia on a temporary basis. It is designed for people who initially wish to work for up to 4 years in Australia. The visa is the most commonly used program for employers to sponsor overseas workers in Australia. This program allows applicants to work for up to four years for a sponsoring employer and is restricted to people seeking to be employed in skilled occupations.

Duration

The Subclass 457 visa allows for individuals to work in Australia for a period of between one day and four years. This is one of the more flexible types of Australia visas.

Eligibility

Employers
An employer must be approved as an eligible sponsor before an Australian 457 visa is granted. To achieve approval, an employer must meet a range of criteria set by the Australian Government. Requirements include a demonstrated commitment to employing local labour and a commitment to the training of Australian citizens and permanent residents.

Employees
Employees must be sponsored by an eligible employer to fill a nominated position. A full listing of eligible nominated occupations can be found in the Employer Nomination Scheme List. Employees must have skills, qualifications, experience and an employment background which match those required for the position, as well as demonstrated English language proficiency. Certain character and health requirements must also be met.

Applying for a 457 visa

There are three stages in the processing of the 457 visa: sponsorship, nomination and visa application.

Before individuals can apply for a 457 visa, they must first ensure the sponsoring employer is an approved sponsor. All of JobContax's Australian partners are approved ECPM contarctors.

Employers must submit an application to be a sponsor and are required to meet all eligibility requirements.

The employer must then nominate the position to be filled, along with details of the skills required for the position, the rate of pay and the name of the prospective overseas employee.

The employee then applies for a visa to work in Australia. To lodge a visa application the sponsorship and nomination must have been lodged with or prior to the visa application.

JobContax have helped numerous numerous construction and engineering professionals through the process. Once the employer decides to sponsor someone, the process only takes a couple of months.

Be sure to check out JobContax's current Australian 457 visa approved jobs.

44% of companies monitor employees’ use of social media

A new survey has just been released , that shows how companies approach social media in the workplace, with some pretty surprising findings. When you work in a more open and flexible company, it’s easy to forget that many people, particularly in larger organisations, are subject to fairly intense monitoring or policing of access to social networks. And, somewhat worryingly, the policies adopted towards use of social media don’t just apply to the workplace, but outside of it as well. In the companies surveyed, 44% said that they had policies in place for use of social media that covered use both in and out of the workplace. Further to this, less than half the businesses in the survey said that they gave access to social media for all employees. While this is a difficult subject to broach and there is by no means a right and wrong answer, it nonetheless contributes to an unfair split in the level of access to information and connections.

71% block social networks in the workplace

To show just how extreme monitoring social networks has become, a staggering 70.7% claimed that they actively blocked social networks in the workplace. This is a huge figure and is somewhat surprising, given how pervasive social media has become in our daily lives. And while many may see this as justified, viewing social network use as something purely private, such blocking seems almost archaic :

The issue here is not so much in considering social media as a place to chat to friends, but in viewing it as a valuable source of information. Yes, restricting access to chat to your friends on Facebook is one thing, but restricting access to Twitter for example, is quite another when you consider the role that it plays in the circulation of information and news.

Who owns your content?

Where this gets even more interesting, is that such a large proportion of companies have policies that cover use of social networks outside of the workplace as well. This is a difficult reality for many people and it’s an outcome of the private becoming public. Where once you used to leave work and you had your private life to yourself, for many, that private life is being broadcast online, as you choose. For organisations however, this poses a risk if you are linked to your organisation in any way. Anything you say or do online could indirectly implicate your employer and you can understand the risk here.

But surely, as social media becomes more pervasive in our lives, this line of thinking can only go so far. We are only going to become more public and share more information about ourselves, so how far can the policing go? What’s needed instead of even more policing or moderation, is a step change in society that ultimately changes the relationship between employee and employer. Your job is your job but your life is your life. There will need to be a shift in thinking across society that what individuals do or say online (as long as it’s legal) should in no way affect your position 9-5. The alternative is a more policed society where the employer/organisation has absolute control and can enforce restrictions as they decide is best.

The need for anonymity?

This brings up an interesting issue of anonymity, which has been brought to the forefront since Google’s decision to ban users who don’t use their real names on Google +. Now while this is completely Google’s decision – their network their rules – when you consider this approach in line with how organisations are monitoring social media, it makes things rather difficult. If by default you are forced to use your real identity online but you know that your employer could be watching, it takes away a huge amount of freedom that everyone should have access to. The extent to which you have freedom and access to information online can be determined by your employer, which is a worrying thought and a fairly sobering view of the future.

Why a networked employee is a good one

Companies that restrict employees’ access to social networks, ultimately have a differing view to the benefits of social media. It’s clearly seen as something that can impinge on day to day working lives, as opposed to something that can view it. This, again, is a somewhat archaic approach. Sure, a significant part of social media is about purely connecting with friends from a social perspective. But it’s also about building connections, establishing authority and discovering new information. This can only be beneficial to an organisation. A networked employee is ultimately a better employee as it opens up the lines you have to information and the connections people build extend beyond being purely social and can benefit organisations by creating new opportunities, access to ‘influencers’ in your area and possible lead generation. Nearly 71% of companies are actively restricting this.