1 Story The story of Gemini started with a basic idea of developing - - PDF document

1

Story

2 The story of Gemini started with a basic idea of developing and enhancing talent in the country As part of the Spring Rock Group of versatile service portfolio, soon we realized that talent development goes beyond training and knowledge enhancement Talent and skill in the modern world are all about Competency So became the primary focus of portfolio We are standing here before all you, our esteemed guests and industry leaders, to humbly present Talent , a competency development model of international standard, a product of almost an year of dedicated efforts by highly experienced still at service experts As part of the competency development, we have expanded portfolio to R and D and Technology Solutions

Mission

3

To become a leader in human talent development and empowerment through application oriented models of International Standards, and a leading innovator through applied technology, research and development

• f

solutions for the upstream oil and gas industry in Nigeria with a vision to expand globally

Vision

To be the preferred instrument and a booster establishment to empower the Nigerian and African talent to world class competency levels and to pioneer Africa from a net consumer to a provider of new technology solutions for the global upstream oil and gas industry

Competency Development

4 Gemini Resources Portfolio

Knowledge Enhancement Applied and Emerging Technologies Research and Development Optimization and Continuous Improvement Talent Development Applied Technology R and D New Innovations Improvement of sub-optimal solutions

Partnerships

5

In order to achieve and accomplish the Mission and Vision Statements and proposed training models, SR Group has established (ongoing process) strategic and value based partnerships globally These partnerships are designed to bring world class expertise together in Gemini campus such that the local talent is empowered through: application oriented training solutions research and development on technology and practices and

• perational problems (if any)

develop expertise within the country to export technology and solutions from being a consumer

• f those despite being a significant oil producer

and exporter

6

Gemini Resources iWells Management Consultancy Dubai Universities / Academic and Research Institutions Oil and Gas Operating Companies and Service Providers

Partnerships

Main Partner, Talent Track IP Owner, Technical, Management, Research and Intellectual Property R and D and Technical Solutions for Industry Academic and Competency

Rig Tech Well Operations and HSE Training Institute, India Colloboration

Gemini iWells Rig Tech Infra-Structure for Training (India) A full pledged drilling rig and a hoist for hands on training A similar model is planned to be set up in Nigeria in 2018

1. Primary factors for a successful delivery with predictable, sustained, quality performance are: 1) Uniformity 2) Consistency 3) Reliability 2. Process and manufacturing plants, factories etc have demonstrated high success ratio of sustainable high quality performance across the globe 3. The Upstream Oil and Gas Industry however has some specific challenges to achieve the same across the oil and gas assets globally even within the branches of the same company the challenges are extended to training and development of competent quality engineers/personnel 8

Challenges Peculiar to Upstream Oil and Gas Industry

Scalability of Human Talent

9

• 1. Upstream oil and gas work is not scalable
• 2. Scalable industries are:

process industries (refineries, petrochemicals, factories, manufacturing plants, power plants, fertilizer plants etc) Starbucks, Coco Cola, McDonalds, Walmart etc. They are scalable because human intervention is far less due to advanced and Competency requirements of human talent in scalable industries are far less as compared to non-scalable industries Challenges Peculiar to Upstream Oil and Gas Industry

Scalability in the Upstream Oil and Gas Industry

10

• 1. Non-Scalable Human Talent

industry has advanced significantly in technology, applications and practices in the last 30 years or so is globally interconnected and interdependent through advanced communication and networks advanced software for models, risk analysis, simulations,

• ptimization are growing continuously

despite all of the above and more, even today there is no global scalable performance for say a vertical normal pressure 2000 m well Challenges Peculiar to Upstream Oil and Gas Industry

Scalability in the Upstream Oil and Gas Industry

11

despite all the advancements and breakthroughs, subsurface, well construction and projects require significant human involvement and intervention humans are not scalable they scale Human energy is limited and variable in a day this is a constraint human intervention in upstream oil and gas must be logical, prudent and compliant as technical matters follow certain physical laws of nature this cannot be scaled through the human population easily even within a single company Challenges Peculiar to Upstream Oil and Gas Industry

Scalability in the Upstream Oil and Gas Industry

12

every approach is different Operating Companies do not:

bench mark performance against each other share experience intrinsically and critically DO NOT consider another operating company as competitor unlike Apple Vs Samsung Coke Vs Pepsi Windows Vs Mac

Service providers compete against each other on technology, performance, contract strategies, pricing

• etc. but,

for service companies, Operators are clients and not consumers

Challenges Peculiar to Upstream Oil and Gas Industry

Challenges in the Upstream Oil and Gas Industry

13 1. The Hierarchy of Competency Model Unconscious Competence Conscious Competence Conscious Incompetence Unconscious Incompetence

Competency Development

Unconscious Competence Conscious Competence Conscious Incompetence Unconscious Incompetence

Hierarchy of Competence

14

Hierarchy of Competence Right Intuition Right Analysis Wrong Analysis Wrong Intuition

Competency is a Cluster of

15 a person to act: effectively and Efficiently in a job in a wide variety of situations which success

Competency

Integrated Abilities Committed Focus Appropriate Skills Attributes to Adapt Domain Knowledge

To enable

Competency Development

16

Most of the training models that exist in the industry are:

• 1. Traditional or conventional

which follows practical learning under a supervisor in the office or field or combined The traditional training method takes 2-3 years or even more to develop the appropriate competency level (for respective positions) The traditional training method is limited by the boundary conditions of the supervisor as well as the trainee on the jobs assigned to him/her

Review of Existing Industry Training Models On Competency Development

Competency Development

17

Most of the training models that exist in the industry are:

• 2. Knowledge Enhancement

Mostly short term (between 3-5 days) Specific courses for beginners / fresher (2-4 weeks) Mostly designed based on practices in design and

• perations

Help to enhance knowledge but unless practically applied in work, usually fades out (except few) No system for follow up / sustainable learning / expensive

Review of Existing Industry Training Models On Competency Development

Competency Development

18

Most of the training models that exist in the industry are:

• 3. Statutory and Compliance

Certificate courses primary purpose is to maintain validity of certificate No competence or skills based training (most senior engineers will be attending with junior field person) Defined system to cover the syllabus in time with little chance of interactive deliberations Helpful for awareness and first line of action to stop/prevent escalation of problems Real value will be gained only by application in the actual work

Review of Existing Industry Training Models On Competency Development

Oil and Gas Companies and Service Providers

19 Developing competency for fresh engineers or beginners through traditional or conventional methods is a long process that demands: significant time; energy; resources; and money; especially in the current market conditions of low oil prices. Talent, Competent and Engineer who has the capability to work independently with minimum supervision and training is the most preferred in the industry today In effect, the industry needs a model that makes the engineers capable of: Domain Knowledge Adaptability Deployability Employability

Upstream Industry

In a Short Time

Gemini Resources Competency Development Model

20 Talent Track is designed to: address the shortcomings in the traditional or conventional training models develop the competency of the individual at an early stage that might take years otherwise through the traditional training models The individuals acquiring such competency become empowered to apply their skills to deliver a task with conscious competence

Talent Track

An IP of iWells Dubai

Talent Track is an Intellectual Property of iWells Dubai. Gemini Resources as an independent training solutions company in Nigeria has partnered (including investment and development) with iWells for exclusive development in Africa

21

How Does the Talent Track Model Work?

22 Talent Track is designed to Inculcate Competency knowledge through: the

• f

and Law of through a system of Seven Effective Application Oriented Principles for Competency Development. Thus through these defined principles, an individual will be able to acquire the conscious competence for his/her respective positions in a short time

Talent Track

Law of Effectiveness

23 1. There may be significant number of methods or procedures

• r any activity but:

the fundamental principles ruling that activity would be very few 2. Trying to grasp the methods by ignoring the principles will be: Ineffective Inconsistent Will require a long time for the most appropriate model for that activity 3. If someone grasps the ruling fundamental principles successfully then, he/she can effectively develop and apply his/her own models with: highest efficiency quality in delivery extended consistency and without time consuming cycle of learning curves

Competency Development

Law of Principles

24

Law of Principles revolve around three major

• paradigms. They are:
• 1. Fundamentals that obey physical and natural laws
• 2. Integrity in design, technology and applications
• 3. Effective strategy without manipulative exploitation

Competency Development

Seven Effective Principles of Application Oriented Competency Development

25

1. Strong Fundamentals 2. Precise Knowledge 3. Acquired Wisdom 4. Effective Strategy 5. Business Philosophy 6. Smart Applications 7. Efficient Execution

a person to achieve Effective scalability A team of such persons to achieve: efficient amplification uniformity consistency reliability

To enable

Basis of the Model

26

Talent Track was developed:

• 1. By highly experienced industry personnel who are still very

active in service

• 2. By adapting highly practical application oriented approach
• 3. It is designed to provide holistic knowledge from strategic

and conceptual perspectives

thus removing the boundary conditions exist in the traditional training models

• 4. It is designed to impart knowledge through a sequential

model elaborating on the elements that affect each sequence (inter-connected dots model)

thus removing the problems of unsustainable short term knowledge enhancement models

Talent Track The Model

Bench Marking of the Model

27

Few Industry Bench Marks for Competency: 1.

• 2. Shell Round One and Round Two
• 3. Rig Management Competency Training (Several)

4. Offshore Competency by IADC 5. Note: Short Term Knowledge Enhancement and Statutory Compliance Training Models are not considered

Talent Track The Model

Bench Marking of the Model

28

Talent Track Against Bench Marked Models

Talent Track The Model

Model Talent Track Remarks SPE Certification Surpasses the requirements TT is more holistic and strategic Shell Round 1 and Round 2 Similar in standard but differs in the approach - Shell model applied to Shell staff TT is an universal model TT is sequential and imparts knwoledge from conceptual approach to domain expert level open to industry across the globe Rig Management Competency Training TT is currently on Well Engineering and Well Drilling rig model is a future plan to be launched in Q2, 2018 Offshore Comptency by IADC TT model is entirely different from that of IADC IADC model is not a well construction competency model IADC model is individual competency models for working in an offshore rig Other Independent Well Programs TT model is holistic from conceptual to detailed approach covering each element affecting the sequential model Most of the other competency programs are training modules not designed for comptency as defined

29

Talent Track Well Construction Level 1

• 1. Definition of Well Construction
• 2. Logical Sequence and Steps Required to

construct a Well Statutory Approvals Required to commence Drilling a Well Systems, Policy, Procedures and Standards Other Preparation Requirements to Commence Drilling a Well 3. Requirements to Construct a Well Major Systems on a Rig Critical Services Tangibles Logistics

Elements of General Introdction To WELL CONSTRUCTION

30

Talent Track - Well Construction Level 1

1. Well Delivery Process 2. Subsurface Prognosis and Input Data for WD 3. Offset Wells Data Review 4. Design Input Data 5. Formation Evaluation Requirements 6. Well Design Process 7. Casing Design and Casing Depth Selection 8. Directional Design and Trajectory Planning 9. Understaning Drilling Fluids

• 10. Cementing Design
• 11. Bit, BHA and Hydraulics
• 12. Understanding Torque and Drag
• 13. Solids Control and Waste Management
• 14. Basics of Well Control
• 15. Essentials of Well Complications
• 16. Casing Wear
• 17. QHSE and General Risk Matrix
• 18. Essentials of Testing and Completion Design
• 19. Well Time Estimates
• 20. Budget Models and General AFE

Elements of Well Engineering

31

Talent Track - Well Construction Level 1 Elements of Well Operations

• 1. HSE Management
• 2. Rig Systems

Hoising System Power System Rotary System Circulating System Well Control System BHA and Drill String HSE System Instrumentation System Solids Control System Marine System Others

• 3. Development of a Drilling

Program

• 4. Fundamentals of Drilling Risk

Assessment and Mitigation 5. Well Control Operations

• 6. LOT and FIT Models
• 7. Well Complications
• 8. Safe Operating Procedures
• 9. Drilling Process and Phases

Conductor Section Surface Hole Section Intermediate Hole Section Production/Drain Hole Section 9. Real Time Performance Analysis

• 10. Essentials of Testing and

Completion Operations

• 13. Daily Field Reports

Drilling Report Time Vs Depth Graph Trajectory Plot Mud Report Geologists Report Logistics/Materials Report Mud Logging Report Drilling Parameters Report Cost Report

• 14. Daily NPT Analysis
• 15. Job/Phase Recaps

Casing and Cementing Drilling Fluids Bit Records

• 16. EOWR

32

Talent Track Well Construction Level 1

1. Total of 36 modules/elements Well Engineering 20 Elements Well Operations 16 Elements 2. Course Duration: 6 Months (Regular) 9 Months (Non-Regular) 3. Course Model: Coaching Direct (in Class) and Online Interactive E-Learning Webinars Mini Projects Tests for Each Module Final Project Certification Exam 4. Flexibile and Customized Model for Corporate Clients with min 5 Trainees

Talent Track Road Map for Oil and Gas Industry

33 33 Primary Apr 17 Upstream Nigeria Well Construction Expansion Q4, 17 Sub-Sahara Region

1. Well Engineering 2. Well Operations Level 1 Beginners Level 2 Experienced > 5 years Level 3 Domain Expert

Drilling Project Management

1. Well Delivery 2. Project Execution

Level 1

Beginners

Level 2

Experienced > 5 years

Level 3

Domain Expert Launched: 12th Apr 17 Launch: 14th Aug 17 Launch: 16th Oct 17 Launch: 19th Jul 17 Launch: 18th Sep 17 Launch: 15th Nov 17

Gemini Resources Road Map for Oil and Gas Industry

34 34

A FULL PLEDGED TRAINING INSTITUTE MODEL TRAINING INSTITUTE

Subsurface Well Construction Production Others Geology Geophysics Petroleum Engineering Reservoir Engineering Well Design and Engineering Drilling Practices and Operations Testing Completion Projects and Facilities Production Engineering Production Operations HSE Quality Rig Components Rig Management Training Rig Crew Training Inspections Others Beginners Level Advanced Level Basics Advanced Customised Specific STATUTORY and ACCEREDITED CERTIFICATES ENHANCEMENT and ADVANCED

Gemini Training Models

35

All / Each of the Training Module of Gemini shall follow the same principles of Talent Track:

• 1. Laws of Effectiveness
• 2. Laws of Principles
• 3. Seven Principles of Application Oriented Model

Fundamentals that obey physical and natural laws Integrity in design, technology and applications Effective strategy without manipulative exploitation

Gemini Resources Road Map for Oil and Gas Industry TRAINING INSTITUTE

Subsurface Well Construction Production Others Geology Geophysics Petroleum Engineering Reservoir Engineering Well Design and Engineering Drilling Practices and Operations Testing Completion Projects and Facilities Production Engineering Production Operations HSE Quality Rig Components Rig Management Training Rig Crew Training Inspections Others Beginners Level Advanced Level Basics Advanced Customised Specific STATUTORY and ACCEREDITED CERTIFICATES ENHANCEMENT and ADVANCED

A FULL PLEDGED TRAINING INSTITUTE MODEL

PHASE 1 Q2, 2017 to Q4, 2017 (HIGHLIGHTED IN BLUE)

Gemini Resources Road Map for Oil and Gas Industry A FULL PLEDGED TRAINING INSTITUTE MODEL

PHASE 2 Q4, 2017 to Q2, 2018 (HIGHLIGHTED IN Green)

TRAINING INSTITUTE

Subsurface Well Construction Production Others Geology Geophysics Petroleum Engineering Reservoir Engineering Well Design and Engineering Drilling Practices and Operations Testing Completion Projects and Facilities Production Engineering Production Operations HSE Quality Rig Components Rig Management Training Rig Crew Training Inspections Others

Gemini Resources Road Map for Oil and Gas Industry A FULL PLEDGED TRAINING INSTITUTE MODEL

PHASE 2 Q1, 2018 to Q4, 2018 (HIGHLIGHTED IN Purple)

TRAINING INSTITUTE

Subsurface Well Construction Production Others Geology Geophysics Petroleum Engineering Reservoir Engineering Well Design and Engineering Drilling Practices and Operations Testing Completion Projects and Facilities Production Engineering Production Operations HSE Quality Rig Components Rig Management Training Rig Crew Training Inspections Others

Gemini Research and Development

39

Context

• 1. Abundance of human talent in Nigeria and Africa:

Nigerians in leading positions in technological firms, research organizations, universities and institutions like NASA

• 2. Limited or weak focus on leveraging the Universities and students to pursue innovations
• 3. Lack of sustained history of funding of Research and Development efforts in-situ as industry

has been comfortable with largely importing new innovations

Gemini Research and Development

40

Concept

• 1. Focus on Upstream Oil and Gas primarily on:

Well Construction optimization Enhancement of Recovery

• 2. R and D A modified approach to find Practical and Executable Solutions on existing Industry

wide problem(s) which are not fully resolved yet

Identify such problems Develop R and D Model interconnecting Industry with Universities through Research Engage with Oil and Gas Operating Companies (where applicable) Development of SpringRock Technology Center R&D and Applied Technology Lab Training Center Technology Park innovation

Gemini Research and Development

41

Research subjects:

Identified two critical Research and Development subjects Decision made to commence R&D R&D Status: R & D commenced on first subject in India in Dec 2016 R & D for the second subject to commence in Nigeria by Aug 2017 Plan to run R&D on same subject in multiple centers simultaneously Future Plan: By end of 2017, Gemini is targeting to have four active R and D projects

Gemini Research and Development

42

Concept

• 3. Develop Specific Technology and Application Oriented Optimization and Cost Saving Models
• n Well Construction and Field Monetization

Focus on Nigerian Oil and Gas Industry

• 4. Publications

Basic and Advanced Books for the Nigerian Market in a Specialized Format Tech Diaries as Reference first one to be published/distributed in Jan 2018

A Model of the Book

43

A Model of Tech Diary

44

Gemini Seminars and Workshops

45

Plan

• 1. Conduct Two Days Workshops on Specific Industry Topic at least Two in a Year

First one planned in Aug 17

• 2. Conduct an Industry Wide One Day Seminar on a Specific Industry Theme once in a Year

First one planned in Oct 17

46 Talent Development Gemini has launched its strategy for accelerated development of Nigerian talents With the concept of imparting knowledge from fundamental principles Such that the technical human capital is utilized most optimally and Applied Technology and R&D Move the country towards a producer and exporter of technology, competent resources and techniques from being a consumer despite being one of the most prominent oil exporter in the business Nigerian Content Support to strengthen the tremendous efforts already being made by the Government of Nigeria through NCDMB to create value and career growth to the local talent and services

Request to Industry Leaders

47

Gemini sincerely requests the Nigerian Oil and Gas Industry Leaders to support Gemini to achieve the ambitions steps towards achieving the goals can become possible only with the able and appropriate support of each one of you as Industry Leaders and Stakeholders.