1. PETROLEUM COMMISSION, GHANA

2. JOB ROLE LOCALISATION: STRATEGIES FOR ENSURING GHANAIAN PARTICIPATION
IN THE UPSTREAM PETROLEUM SECTOR
PRESENTED BY
SARAH QUAYSON DANQUAH
LOCALISATION DIRECTORATE

3. OUTLINE OF PRESENTATION
Upstream Regulator
Legal Remit
Local Content Legislative Instrument
Human Resource Provisions in the Law
Job Role Localisation
Strategies for Ensuring Employment Opportunities for Ghanaians
Collaborations with Industry and Academia
Employment of a Ghanaian Successor
Submission of Succession Plan
Training Budget
Quarterly Appraisal Reports
Annual Training Plan
Monitoring & Evaluation
Challenges
Impact of Skills Recognition
Highlights of 2019

4. UPSTREAM REGULATOR (PETROELUM COMMISSION-PC)
PC was established in 2011 by the Petroleum Commission Act, 2011 (Act 821)
Petroleum Commission has the mandate under Section 3(f) of the Petroleum Commission Act (Act 821) to promote local content and local participation in petroleum activities as prescribed in the PNDCL 84.
REGULATE
MANAGE
COORDINATE

5. LEGAL REMIT Section 60(4) Regulations 17(5), 18, 19(2), 43(1) and 44
Petroleum (Exploration and Production) Act, 2016 (Act 919)
Section 60(4)
Petroleum(Local Content and Local Participation) Regulations, 2013
(L.I 2204)
Regulations 17(5), 18, 19(2), 43(1) and 44
Localisation Guidelines

6. LOCAL CONTENT LEGISLATIVE INSTRUMENT (L.I 2204)
Mandatory Local Content in Oil and Gas Development
Every project, operation, activity or transaction must have both a long-term and an annual local content plan:
Sub-plans:
Employment and Training (Skills Transfer)
Research and Development
Technology Transfer
Insurance, legal and financial services content

7. HUMAN RESOURCE PROVISIONS IN THE LAW
The legal requirement ensures that the upstream oil and gas sector is localised over a period of Ten (10) years
Recruitment and Training
Start (%)
5 Years (%)
10 Years (%)
Management Staff 30
50 – 60
70 – 80
Technical Staff 20
Other Staff 80 90
100

8. JOB ROLE LOCALISATION
“Job Role Localisation is a planned and systematic development of Ghanaians to acquire comparable skills sets that will enable them replace expatriates who occupy roles in the upstream sector”

9. STRATEGIES FOR ENSURING EMPLOYMENT OPPORTUNITIES FOR GHANAIANS
JOBS RESERVED FOR GHANAIANS – MIDDLE AND LOWER LEVEL ROLES
GHANAIANS AS SUCCESSORS TO EXPATRIATES WHO OCCUPY KEY ROLES
EMPLOYMENT OF FRESH GRADUATES – ON THE JOB TRAINEES (ROTATORS WORK PERMIT)
JOB OPPORTUNITIES ARISING FROM CREW ON BOARD VESSELS (POBs)
TRAINING OF FRESH GRADUATES – GUSIP (GHANA UPSTREAM SECTOR INTERNSHIP PROGRAMME)
ACCELERATED OIL & GAS CAPACITY BUILDING PROGRAMME (AOGC)

10. COLLABORATIONS WITH INDUSTRY AND ACADEMIA
Ghana Upstream Sector Internship Programme
To bridge current gap in the skills demand in the upstream sector
To provide training opportunities for unemployed Ghanaian graduates
Policy on Global Mobile Workforce
University Collaboration Programme
PC is collaborating with several tertiary institutions
Synchronize the demand for skill set in the upstream sector with petroleum related courses offered in the tertiary institutions

11. GIVING GHANAIANS FIRST PREFERENCE IN RECRUITMENT & EMPLOYMENT
Notify and Submit All Vacant Positions to PC
Place Job Advertisement
Select and Match CVs from PC Professional Database
Attend Interview as “Observer”

12. GIVING GHANAIANS FIRST PREFERENCE IN RECRUITMENT & EMPLOYMENT
Where Competent Ghanaian is not available
Submit application for employment of a non- Ghanaian to work in the upstream petroleum sector (3 months prior to start of contract)
Facilitate Work Permit Applications in collaboration with Ghana Immigration Service (GIS)

13. EMPLOYMENT OF A GHANAIAN SUCCESSOR
Prior to the date of commencement of duty by the expatriate, Identify or Engage a Ghanaian successor(s) and ensure to the satisfaction of the Commission that best efforts are used to provide the appropriate training to the Ghanaian successor(s) in the relevant field(s) locally or abroad

14. SUBMISSION OF SUCCESSION PLAN
Submit Succession Plan(s) including training programme(s) for the duration of the localisation period

15. TRAINING BUDGET
Allocate a dedicated Training Budget for the implementation of the Succession Plan and the Training Programme

16. QUARTERLY APPRAISAL REPORTS
Upon the submission of the Succession Plan(s), submit quarterly appraisal reports signed by both the expatriate and the designated Ghanaian successor(s) to the Commission at the end of every quarter; for review, approval and monitoring and evaluation

17. ANNUAL TRAINING PLAN FOR GHANAIAN CITIZENS
Pursuant to Section 60(4) of Act 919, prepare and submit to the Commission for its written approval, a comprehensive training plan for Ghanaian citizens in its employment for an ensuing year

18. MONITORING & EVALUATION
PC has developed an Monitoring & Evaluation framework to monitor succession plans of IOCs etc using the facilitation of work permit as an instrumental vehicle
Ensures expatriate positions are localised within the approved period

19. CHALLENGES
Skills Gap - Lack of Technical Skills Sets required in the Upstream Petroleum Sector (type or level of skills different from required skills)
Non-Recognition of Skills Possessed by Ghanaians
Non-Recognition of Certificates acquired in Ghana
Skills Shortage (demand exceeds supply)
Salary Disparities
Labour Disputes (Employer – Employee Relationships) IOCs, Service Providers, 3rd Parties, Allied Entities
Non Compliance Issues

20. IMPACT OF SKILLS RECOGNITION
Individuals/Ghanaians
Employment Opportunities
Skills Utilisation/Prevents Skills Waste
Career Development and Progression
Ghana/PC/Employer
Compliance with related regulations (LI.2204) & support for social intervention policies
Match Jobs and Skills
Prevents Skills Waste
High Performance
Accelerated National Development

21. 2019 HIGHLIGHTS Review of Localisation Guidelines
Guidelines on Jobs Reserved for Ghanaians
Guidelines on Salary Disparities (Standard Industry Salary Structure)
Ghana/PC Upstream Passport
Awareness Creation – Stakeholder Engagements

22. CONCLUSION Employing local talent is Cheaper
Ensures continued business even in crisis situations
IOCs/Service Providers/Contractors are Compliant
We encourage all stakeholders to support the PC’s mandate of ensuring local participation, skills transfer, capacity building and sustained employment for our people

23. PC PROFESSIONAL DATABASE
ADDRESS:
PC PROFESSIONAL DATABASE

24. THANK YOU