Rotational Staffing Models for Remote Oil Projects

Rotational Staffing Models for Remote Oil Projects

In the oil and gas industry, distant and challenging environments are commonplace. From offshore rigs to desert oil fields, these projects demand highly skilled workers for locations far away from cities. To place these workers while keeping their well-being in mind, companies follow rotational staffing models. Such models consider operational requirements of the company while considering employee satisfaction, which, in turn, will ensure safety, productivity, and the long-term attainment of reputation.

What is Rotational Staffing?

An approach to creating a workforce in which the employee works on-site for a stipulated amount of time before that person is given scheduled time off. For example, 28 days on an oil rig might be followed by another 28 days spent at home. The twist is, this schedule continues—therefore keeping a fresh workforce and giving workers much-needed time to rest and refresh. Because it helps with fatigue and continuity of operations, this approach is very prominent in the oil and gas industry.

Advantages of Rotational Staffing in Remote Oil Projects

1. Work-Life Balance

Remote oil projects often keep employees away from their families for pretty long stretches. The rotational basis will only allow workers involved in overtime work with the assurance that they will go home soon. This balance reduces emotional stress and inculcates a bit of confidence. 

2. Increasing Productivity and Efficiency

When a workforce is rested, its performance gets enhanced with minimal to zero errors. The rotational method provides an opportunity for the staff to relax and recharge, and when returning to the site, they are much more motivated. Hence, in any demanding area, they concentrate on important operations that assure the smooth execution of projects and productivity gains.

3. Retaining Employees

Due to the rigors of the working conditions, the highest turnover is experienced in oil projects. The rotational approach, however, tends to make jobs attractive by offering long rest periods. Employees tend to stay with companies that show regard for their personal time. Hence, the recruitment costs are diminished, and retention of skillful and experienced staff is achieved.

4. Improving Safety and Compliance

Fatigue remains the most common cause of accidents within oil operations. Rotational schedules prevent employees from overworking, hence remaining more alert. Thus, incidents at work are minimized, safeguarding employees and equipment and ensuring that companies comply with labor laws and international safety standards.

5. Cost-Effective Workforce Management

Often, the travel and accommodations included expenses, but it could be an overall cost saver in the long run. When employees are retained, recruitment costs decrease. Stopping the opposite of constant turnover could prevent much-lost productivity. Plus, staying consistent allows less downtime in the projects due to higher costs. Properly coordinated, safety and efficiency become priorities, and immensely so with minimal incurred costs.

Common Rotational Staffing Models for Oil Projects

In this model, workers served 28 continuous days of work at the work site and enjoyed 28 days off. An equal balance exists between work and rest; this rotation therefore provides ample time for workers to spend with their families. This rotational staffing is common offshore  when workers are sent out to the rigs for weeks at a stretch. It can, however, require careful planning to coordinate the smooth changeovers.

2. 14/14 Rotation

Here, the worker undertakes a 14-day work period followed by 14 days off. The shorter rotation further minimizes fatigue and lets workers adjust more easily. It is typically utilized in extremely remote or high-pressure sites where the long stay can be overwhelming. A higher level of travel logistics is, however, warranted such that the teams do remain fresh and energized.

3. 21/21 Rotation

This one is halfway between the other extremes. There is enough time on-site to complete tasks while also having balanced rest. This schedule is considered favorable by many oil companies because fatigue is minimized on long work cycles, as rotations are so infrequent. It finds application mostly in multi-million-scale projects, where these work cycles get stretched.

4. Customized Rotations

Some companies customize schedules, such as 21/14 or 35/35, to meet their needs. These rotations may be customized based on the peculiarities of the project, site conditions, and the preferences of the workforce. This usability ensures that the organization gets the maximum from its employees while tending to their welfare. It also compensates for seasonal or project-based demands.

Challenges with the Staffing System

1. Logistics

Rotational staffing entails careful planning through our traveling, staying, and working schedules. Workers may well need to be flown into or out of the weird and wonderful locations that do not have commercial flights all year. Charter flights, local transport, and crew changes have to be timed to perfection. The slightest delay in the logistics will upset the entire rotation timetable and hurt productivity. 

2. High Costs

Rotational staffing adds massive costs to companies, especially frequent travel and housing. All the flights, transport, food, and temporary accommodations wash away all the cash quickly. So while retaining the system helps retention and productivity, it costs quite a bit to maintain, and it requires some financial planning. The companies must put these costs against the eventual benefits of having a very stable and skilled workforce. Check out our latest blog post on Why Technical Skills Matter Most in Oil Rig Staffing

3. Adjustment Issues

Shift workers usually have difficulties with the constant change between working for long hours and enjoying rest periods. The work schedule, which consists of intense periods in isolated places, contrasts strongly with the long free times at home, which mentally exhaust workers. Some workers have a readjustment problem to family life after a couple of weeks away.

4. Family Impact

Long absences from home, though paid for with vacations, strain family relationships. Spouses and kids could feel on their own with handling all the house responsibilities in the absence of the worker. Repeated times of leaving could also stir feelings of isolation, especially for a parent with young kids. The presence of off times is a blessing as far as getting workers home, but that cannot make up for the emotional toll that long absences may have.

Conclusion

Rotational systems are important to remote oil projects in ensuring productivity and employee well-being. The work-rest pattern brings down the level of fatigue, nurtures retention, and improves safety. It also caters to flexibility to meet project needs; it is 14/14, 21/21, or 28/28. With evolving and improving digital tools and help systems, rotational staffing will, in fact, remain the backbone of workforce management in the oil and gas industry.