Oil and gas rotator programs

Unlocking efficiencies at every turn

Developing a rotator strategy can be like opening a safe’s combination lock. Each action, each turn of the dial, sets a tumbler. When all the tumblers are in place, the vault door opens to reveal great value, in this case, a strategy-driven, business-aligned, and financially efficient rotator program.

Driving value through rotator strategy

Rotators are the backbone of revenue generation for many oil and gas companies. Mobile employees provide the technical skills needed to keep operations humming in far corners of the world, fill local capability gaps, transfer knowledge, and enter new markets. By taking a strategic approach to talent management, compensation, tax compliance, and data—an approach that aligns with the overarching goals and strategies of the business—service providers can be better equipped for the demands, vagaries, and opportunities of the energy business and potentially unlock hidden value in their rotator programs.

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Rotator tax regulatory issues

​To fulfill its employment tax obligations, a service provider should know who is working, where and when they are working, the compensation they received for that work, and select personal information. That's no small task in the world of rotators, as energy services companies can struggle to track rotators' whereabouts and movements.

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Talent management: From model to pipeline

Many rotators live nomadic lives. Those with specialized, highly valued experience may end up at half-a-dozen locales in a given year. While rotators are indispensable resources on rigs, demand for their skills fluctuates with the known vagaries of the oil and gas (O&G) business. This fluctuation can lead service providers to hurried hiring in boom times, fast firing at downturns, and a resulting shortage of talent for the next uptick.

Underlying this cycle for many services providers is the lack of a rotator talent model—a framework to help align global mobility with business strategy and improve the structure and execution of rotator deployment. A sustainable rotator talent model may be the requisite path to establishing a talent pipeline that satisfies the requirements of today's reliably unpredictable markets.

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Data management

Identifying geographic rotator deployment patterns, segmenting rotators by the market, developing career-pathing and competency models, tying the talent pipeline to compensation, efficiently fulfilling employment tax obligations—each element of a rotator strategy represents a turn of the dial in unlocking efficiencies and value within a rotator program. The common factor underlying each of these elements is data. By effectively capturing, cleansing, and managing data across the enterprise, service providers can apply data analytics that helps produce insights into the activities and management of their rotator population.

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