WP. 300

SECTORAL ACTIVITIES PROGRAMME

Working paper

The oil and gas industry in Uganda: Employment trends, vocational education and training, and skills needed

by Jimmy Twebaze

Working papers are preliminary documents circulated to stimulate discussion and obtain comments

International Labour Office Geneva 2013

Copyright © International Labour Organization 2013 First edition 2013 Publications of the International Labour Office enjoy copyright under Protocol 2 of the Universal Copyright Convention. Nevertheless, short excerpts from them may be reproduced without authorization, on condition that the source is indicated. For rights of reproduction or translation, application should be made to ILO Publications (Rights and Permissions), International Labour Office, CH-1211 Geneva 22, Switzerland. The International Labour Office welcomes such applications. Libraries, institutions and other users registered with reproduction rights organizations may make copies in accordance with the licences issued to them for this purpose. Visit www.ifrro.org to find the reproduction rights organization in your country.

The oil and gas industry in Uganda: Employment trends, vocational education and training, and skills needed, Working Paper No. 281, by Jimmy Twebaze, International Labour Office, Sectoral Activities Programme. Geneva, ILO, 2013.

ISBN 978-92-2-128344-7 (print) ISBN 978-92-2-128345-4 (Web pdf)

Labour demand / training needs / skilled worker / women workers / young worker / petroleum industry

ILO Cataloguing in Publication Data

The designations employed in ILO publications, which are in conformity with United Nations practice, and the presentation of material therein do not imply the expression of any opinion whatsoever on the part of the International Labour Office concerning the legal status of any country, area or territory or of its authorities, or concerning the delimitation of its frontiers. The responsibility for opinions expressed in signed articles, studies and other contributions rests solely with their authors, and publication does not constitute an endorsement by the International Labour Office of the opinions expressed in them. Reference to names of firms and commercial products and processes does not imply their endorsement by the International Labour Office, and any failure to mention a particular firm, commercial product or process is not a sign of disapproval. ILO publications and electronic products can be obtained through major booksellers or ILO local offices in many countries, or direct from ILO Publications, International Labour Office, CH-1211 Geneva 22, Switzerland. Catalogues or lists of new publications are available free of charge from the above address, or by email: [email protected]. Visit our website: www.ilo.org/publns. Printed by the International Labour Office, Geneva, Switzerland

Foreword The Global Dialogue Forum on Future Needs for Skills and Training in the Oil and Gas Industry, organized by the International Labour Office (ILO), was held in Geneva from 12−13 December 2012. The purpose of the Forum was to assess the skills currently available in the industry, its workforce structure and its future needs for skills and vocational education and training (VET), as well as effective safety training for contractors and subcontractors, with the overall goal of creating more decent employment across the industry. The Forum was attended by 84 participants, including 53 Government representatives and advisers, 14 Worker and 14 Employer participants and three observers from international governmental organizations (IGOs) and international non-governmental organizations (NGOs). The Forum unanimously adopted points of consensus, among others, requesting the ILO to explore the possibility of developing global guidance on recruitment, retention and career development schemes in the oil and gas industry. In order to identify the challenges and key elements of the VET required in the industry at national level, as well as actions needed for skills development and where they should be focused, the ILO Sectoral Activities Department in collaboration with the ILO Country Office for the United Republic of Tanzania, Kenya, Rwanda and Uganda (CO–Dar es Salaam) commissioned Mr Jimmy Twebaze, a management consultant in Uganda, to write this paper analysing the current skills supply and demand in the oil and gas industry in Uganda, a new oil and gas producing country. With a view to elaborating the actions that need to be taken by its tripartite constituents in order to foster both the VET system and social dialogue, the ILO hopes that this paper will stimulate discussion and comments from constituents as well as other important actors for the development of the national skills policy framework in Uganda’s oil and gas industry. Alette Van Leur Director Sectoral Activities Department (SECTOR)

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Contents Page

Foreword ...........................................................................................................................................

iii

Acronyms and abbreviations .............................................................................................................

vii

1.

Introduction .............................................................................................................................

1

1.1.

Opportunities and challenges ........................................................................................

1

1.2.

Country context.............................................................................................................

2

1.3.

Legal framework ...........................................................................................................

6

1.4.

Operators in the oil and gas industry ............................................................................

7

1.4.1. 1.4.2. 1.4.3. 1.4.4. 1.4.5.

Tullow Oil ........................................................................................................ Total ................................................................................................................. Dominion Petroleum ........................................................................................ Neptune Oil ...................................................................................................... National Oil Company (NATOIL) ...................................................................

7 9 9 9 10

Skills for the oil and gas industry ............................................................................................

11

2.1.

Overall employment, unemployment and the skills gap ...............................................

11

2.2.

Employment trends in the Ugandan oil and gas industry .............................................

14

2.3.

Skills needed in the oil and gas industry.......................................................................

17

2.3.1. Categories of core skills ...................................................................................

18

2.4.

Responding to the skills shortage: The policy framework ............................................

19

2.5.

The role of education and training providers ................................................................

20

2.5.1. Specialist university courses ............................................................................ 2.5.2. Technical colleges and BTVET ....................................................................... 2.5.3. Skills certification ............................................................................................

21 23 25

Social dialogue ........................................................................................................................

26

3.1.

Consultations on the development of the oil and gas industry .....................................

26

3.2.

Workers’ organizations .................................................................................................

29

3.3.

Employers’ organizations .............................................................................................

30

Conclusion ..............................................................................................................................

31

Bibliography ......................................................................................................................................

33

2.

3.

4.

Appendices I.

Uganda’s oil and gas exploration and development history: A timeline ................................

35

II.

Brief timeline of Tullow Oil operations in Uganda ................................................................

37

III.

Exploration and appraisal summary ........................................................................................

38

Sectoral working papers ....................................................................................................................

40

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Acronyms and abbreviations 2-D

two-dimensional

3-D

three-dimensional

ATGWU

Amalgamated Transport and General Workers’ Union

bopd

barrels of oil per day

BTVET

business, technical and vocational education and training

CNOOC

China National Offshore Company

COFTU

Central Organization of Free Trade Unions

CP

community polytechnic

CPF

central processing facility

CSR

corporate social responsibility

DRC

Democratic Republic of the Congo

EA

exploration area

EAC

East African Community

EAPCE

East African Petroleum Conference

EHS

environment, health and safety

EIA

environmental impact assessment

EMIS

Education Management Information System

EWT

extended well testing

FEED

front end engineering and design

FUE

Federation of Uganda Employers

GDP

gross domestic product

HSQE

health, safety, environment and quality

ISCO

International Standard Classification of Occupations

LC

local council

MEMD

Ministry of Energy and Mineral Development

MMbbl

million barrels

MOES

Ministry of Education and Sports

MOJCA

Ministry of Justice and Constitutional Affairs

MOFPED

Ministry of Finance, Planning and Economic Development

MOU

Memorandum of Understanding

NDP

National Development Plan

NEMA

National Environment Management Authority

NOTU

National Organization of Trade Unions

OSH

occupational safety and health

PEPD

Petroleum Exploration and Production Department

PSA

production sharing agreement

SPE

Society of Petroleum Engineers

tcf

trillion cubic feet

TD

total depth

TS

technical school

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viii

TGSP

Tullow Group Scholarship Scheme

UBOS

Uganda Bureau of Statistics

UDHS

Ugandan Democratic and Health Survey

UIA

Uganda Investment Authority

UJTC

Uganda Junior Technical Certificate

UPIK

Uganda Petroleum Institute Kigumba

URA

Uganda Revenue Authority

UVQF

Uganda Vocational Qualification Framework

VET

vocational education and training

VTC

vocational training centre

VTI

vocational training institutes

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1.

Introduction The petroleum resources discovered in the East African region as a whole are estimated at 2 billion barrels of oil in place and 3 trillion cubic feet (tcf) of natural gas. The region has a total of 28 prospective sedimentary basins, with over 37 international oil and gas companies licensed to operate to date. Additional resources continue to be found in the region.

1.1.

Opportunities and challenges Mining, Oil and Gas has been identified as one of the seven primary growth sectors in the Government of Uganda’s National Development Plan (NDP) 2010/11−2014/15, adopted by Parliament in October 2010 with the theme “Growth, employment and socio-economic transformation for prosperity”. The mining industry in Uganda reportedly contributes about 20 per cent of GDP; the oil and gas industry, as an emerging sector, is potentially a good contributor to national economic development. Production sharing agreements (PSAs) provide for companies to retain 60 per cent of the production until their costs are recovered, with the government receiving 40 per cent on top of taxes, royalties and a share stake in the company. According to the National Planning Authority, Uganda’s transformation to a mid-range economy requires US$18 billion. The current PSAs could provide $5 billion annually, implying that in three years Uganda should be able to earn sufficient revenues for the economic transformation envisaged by the overall plan. The oil revenues are intended to be utilized for development. The emerging oil and gas sector will provide opportunities and benefits for the country and the region at large. These include: ■

the establishment of a second refinery, which will significantly contribute to the security of supply of petroleum products;

■

infrastructure including the refinery, pipelines and storage facilities; this will increase employment opportunities, especially in engineering, procurement, construction, environmental consultancy, civil works, and supply of goods, among others. A significant number of jobs will be created in the refinery and the distribution sector;

■

opportunities for technology transfer and high-end human resources development through the operations of multinational companies, as well as investment opportunities in joint ventures with companies holding licenses in the country;

■

an increase in manufacturing and service industries. Schlumberger, Baker Hughes, Halliburton, Weatherford, Norsea Group have already established their entities in the country to provide services to the oil and gas industry;

■

land use planning in the Albertine Graben, a priority for the Government as the area has been declared a special planning area. Infrastructure development including the construction of a road network in the area has commenced;

■

oil revenues going to the government treasury: Income will accrue to the country through taxation of employees, service providers and transactions in the oil and gas industry. For instance, the Government of Uganda earned over $430 million in tax arising out of Tullow Oil’s acquisition of the assets of Heritage Oil and Gas, and the sector is expected to raise additional taxation avenues for the Government; and

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■

the construction of schools, health centres and enterprise projects through corporate social responsibility (CSR) initiatives undertaken by the oil companies in their areas of operation; these will greatly add value to the oil-producing regions.

Most Ugandans and enterprises envisage that they will participate in the provision of goods and services to the oil and gas industry. A national content (local content) report indicating how Uganda may benefit from the participation of Ugandans and Ugandan firms in the industry was published in September 2011 by the Ministry of Energy and Mineral Development (MEMD, 2011). Skills development is crucial. To improve science and technology education is to increase a country’s chances of success in the intense competitiveness amongst nations in a globalized world. For many African countries, a key factor in development has been a thoughtful approach to overall education – and particularly science. Despite the rush to attain university education, student enrolment in science and technology in Ugandan private and public universities was less than 27 per cent of the total enrolment in 2006 (Ministry of Education and Sports, 2008). This is below the international norm of 40 per cent registration in science and technology in order for a country to participate in the global knowledge-based economy. The economy faces critical skills gaps that threaten to limit the growth of key economic sectors. Recognizing this challenge, the Government has put in place a science education and training policy; over the last five years it has been prioritizing sponsorship in public universities for science and technology-related disciplines with a view to maintaining a ratio of 53 per cent for sciences and 47 per cent for arts. The Science, Technology and Innovation Policy (2009) and the National Science and Technology Plan 2012/13−2017/18 attest to this policy direction. A ten-year Business, Technical and Vocational Education and Training (BTVET) Strategic Plan 2012/13−2021/22 (building on the earlier BTVET Strategic Plan 2010−20 entitled Skilling Uganda) was also approved by Cabinet in December 2011 to meet Uganda’s skills needs for the future. Labour productivity in Uganda is still comparably lower than other countries in the East African region. In Tanzania it is 40 per cent higher, while in Kenya it is 60 per cent higher. Competitiveness has not improved, having fallen from 112th place (out of 183) in 2008–09 to 123rd place in 2010–11. Income per capita/GDP dropped from $506 in 2008–09 to $485 in 2010–11, way below the NDP target of $614 (Kisamba Mugerwa, 2012). There have been unprecedented levels of inflation. Uganda struggles to rein in the double digit stagflation that rose up to 30 per cent in September 2011 before reducing to 24 per cent in March 2012.The country has not been spared by the volatility in oil prices in response to currency appreciation/depreciation and oil and gas geopolitics. The effects of the economic meltdown of 2008 trickled down to Uganda, manifested in lower capital inflows. Development partners have been contributing about $300 million per annum, 10 per cent, to Uganda’s national budget over the years.

1.2.

Country context Although substantial crude oil reservoirs were first discovered in the Albertine Valley (Albertine Graben) in the west of the country in 2006, small-scale crude oil exploration activities have been ongoing since 1925 when geological mappings were developed by the colonial authorities (Appendix I provides a detailed account). The Valley forms the northern-most part of the western arm of the East African Rift Valley System (from Arua to Kanungu), running along Uganda’s western border with the Democratic Republic of the Congo (DRC) at a distance of 1,200 kilometres (km) from the nearest coast. It is 500 km long, averaging 45 km wide and 23,000 square km. Crude oil exploration has included the undertaking of over 20 seismic surveys and an unprecedented drilling success rate of over 90 per cent. Fifty-eight of the 64 exploration and appraisal wells drilled to date have

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encountered oil and gas, highlighting the Graben’s significant potential. According to government figures, 2.5 billion barrels of crude oil and 7 billion standard cubic feet of gas are confirmed in place, of which nearly 1.2 billion barrels are recoverable. The exploration efforts have led to the discovery of 20 oil and gas fields in the country: Gunya, Jobi, Jobi-East, Karuka, Kasamene, Kigogole, Kingfisher, Mputa, Mpyo, Ngara, Ngassa, Ngege, Ngiri, Nsoga, Nzizi, Rii, Taitai, Turaco, Wairindi and Waraga. This is from just 40 per cent of the area prospected, where international oil companies have set up shop in the Albertine Graben, with rigs and oil pipes on site in various locations. The Albertine Graben is currently subdivided into 11 exploration areas (EAs), of which the older ones are shown in figure 1. Since 1986 the Government has signed PSAs with, and issued licenses to, various oil companies, including Fina Exploration BV, Uganda General Works and Engineering Company Limited, Heritage Oil and Gas Limited, Hardman Resources Ugandan Limited together with Energy Africa, Neptune Petroleum Uganda Limited and Dominion Uganda Limited. The PSAs are as follows: ■

old EA1 PSA, which covers discoveries already made during the old EA1 license period (effective date 1 July 2004);

■

old EA2 PSA, which covers discoveries already made in EA2. The remainder of EA2 is now unlicensed (effective date 1 November 2001, renewed 1 November 2005 and 1 November 2007);

■

old EA3A PSA, which applies to the New Kingfisher production license (effective date 8 September 2004);

■

new EA1 PSA (and associated exploration license) which covers the areas where discoveries have not been made in the EA1 license area (effective date 3 February 2012); and

■

new EA3A PSA (and associated exploration license) which covers the Kanywataba prospect within the old EA3A license area (effective date 3 February 2012).

The remainder of what was EA3A is unlicensed except for Kingfisher and Kanywataba.

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Figure 1.

Discoveries, prospects and leads in the Ugandan oil industry

Source: Ministry of Energy and Mineral Development.

Of the current 11 EAs, EA1, EA2, EA4B and EA5 are licensed to Tullow Uganda Limited, Tullow Uganda Operations Pty Ltd, Dominion Uganda Limited and Neptune Petroleum Uganda Limited, respectively (see figure 2). The EA1 license area lies in the Pakwach Basin, and covers a total area of 3,058 square km. The area covers parts of the districts of Buliisa, Kiryandongo, Masindi, Nebbi and Nwoya. The Kanywataba prospect area and the Kingfisher production area formed part of the original EA3A prior to relinquishment by Heritage. Kanywataba prospect covers a total area of 171 sq km and lies in Ntoroko District, while Kingfisher production area measures 344 sq km and lies in Hoima and Kibaale Districts.

4

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Figure 2.

Status of licensing in the Albertine Graben

Source: Ministry of Energy and Mineral Development.

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1.3.

Legal framework The main laws governing upstream petroleum activities in Uganda were the Petroleum (Exploration and Production) Act, Chapter 150, which was enacted in 1985 and revised in 2000; and the Petroleum Regulations (Conduct of Exploration Operations) of 1993. However, considering the developments in the oil and gas industry, new laws have been enacted. The new institutional and legal framework provides for such issues as local content, a competitive licensing regime, environmental requirements and new institutions (Petroleum Directorate, Petroleum Authority and National Oil Company) to take the sector forward. In addition to facilitating more efficient development and better regulation of the oil and gas industry, the new legislation also repealed and replaced the Petroleum (Exploration and Production) Act, Chapter 150, and operationalized the National Oil and Gas Policy approved by Cabinet in 2008. The old Act does not cover mid-stream petroleum operations, environmental protection and conservation, or the emerging challenges created by the discovery of commercial resources in Uganda. The Petroleum (Exploration, Development, and Production) Bill 2012 and the Petroleum (Refining, Gas Processing and Conversion, Transportation and Storage) Bill 2012 were passed by Parliament in December 2012 and February 2013, respectively. The objects and principles of the Petroleum (Exploration, Development and Production) Bill, 2012 are to: give effect to article 244 of the Constitution; regulate petroleum exploration, development and production; establish the Petroleum Authority of Uganda; provide for the National Oil Company (NATOIL); regulate the licensing and participation of commercial entities in petroleum activities; provide for an open, transparent and competitive process of licensing; create a conducive environment for the promotion and exploration of Uganda’s petroleum potential; provide for efficient and safe petroleum activities; provide for the cessation of petroleum activities and decommissioning of infrastructure; provide for the payment arising from petroleum activities; provide for the conditions for the restoration of derelict lands; repeal the Petroleum (Exploration and Production) Act, Chapter 150; and provide for related matters. The objects and principles of the Petroleum (Refining, Gas Processing, Conversion, Transportation and Storage) Bill, 2012 are to: give effect to article 244 of the Constitution; regulate petroleum refining, gas processing and conversion, transportation and storage of petroleum; promote policy formulation, coordination and management of petroleum refining, gas processing and conversion, transportation and storage; provide for third party access to infrastructure; provide for an open, transparent and competitive process of licensing by the minister responsible for petroleum; provide for a health and safety environment; provide for cessation of petroleum activities and decommissioning of petroleum facilities and infrastructure; and provide for related matters. In Uganda, the proportion of people living below the poverty line has declined from 28.5 per cent in 2008–09 to 24.5 per cent in 2010–11. Also, life expectancy has risen from 50.4 years in 2008–09 to 54 years in 2010–11, above the target of 51 years set for 2010–11 (Kisamba Mugerwa, 2012). The goal of the National Oil and Gas Policy (2008) is to use Uganda’s oil and gas resources to contribute to the early achievement of poverty eradication and to create lasting value to society. The Policy articulates the goal and objectives in the management and utilization of oil and gas resources discovered in the country, together with the revenues derived therefrom. It identifies the challenges in the sector and describes the strategies and key actions to be taken in addressing these challenges. Objective No. 8, outlining the development and maintenance of national expertise, covers the employment and training of Ugandan citizens in the sector.

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The Policy also recognizes the need for adherence to national content and the protection of the environment. National content is defined in terms of value added in Uganda, of the number of Ugandans in the oil and gas industry, of the use of Ugandan materials, of services produced by Ugandans and Ugandan firms, and of the use of facilities in Uganda rather than in the ownership of the supplier, which though important should not be a precondition, especially in the short term. It provides that applicants for a license must submit proposals for the employment and training of Ugandan citizens and the procurement of goods and services obtainable in Uganda. However, the collaboration between the Government of Uganda and the major players in the petroleum activities should focus on facilitating the participation of firms with an infrastructure in Uganda and the employment of Ugandans in petroleum activities without compromising quality or health, safety and environmental standards.

1.4.

Operators in the oil and gas industry As of April 2012, there are six active PSAs with four licensed operators, namely Tullow Oil, Total, China National Offshore Company (CNOOC), and Dominion. Some of these companies are discussed here.

1.4.1. Tullow Oil Tullow Oil has production and exploration interests in many African countries. It has production in Congo, Côte d’Ivoire, Equatorial Guinea, Gabon, Ghana and Mauritania, with two large appraisal and development programmes in Ghana and Uganda; and exploration interests in Côte d’Ivoire, Ethiopia, Gabon, Kenya, Liberia, Madagascar, Mauritania, Namibia, Senegal, Sierra Leone and the United Republic of Tanzania. In Uganda, Tullow Oil has invested $1.2 million in Ugandan operations; it has 1.1 billion confirmed barrels of oil in Hoima−Uganda (EA1, EA2 and Kingfisher blocks) and believes there are 1.4 billion left to find. Extended well testing (EWT) is taking place as part of the appraisal programme for some of the oil and gas discoveries. EWT and the other appraisal activities will provide an improved understanding of the volumes of oil and gas in the respective discoveries and also lead to the definition of appropriate methods of recovery for these reservoirs as production is planned. This will entail the construction of pipelines and refineries. Tullow Oil has had interests in the Lake Albert Rift Basin in Uganda since 2004 when it acquired Energy Africa. Since then, the company has drilled approximately 40 wells, with all but one encountering hydrocarbons. Over this period, Tullow Oil has acquired additional equity by purchasing Hardman Resources in 2007 and Heritage Oil and Gas Limited’s (Heritage) interests in 2010 (see Appendix III for Tullow Oil’s development activities). The Government has entered into a Memorandum of Understanding (MoU) with Tullow Oil regarding the development of the petroleum resources discovered in EAs 1, 2 and 3A, and in February 2012 issued exploration licenses over EA1 and Kanywataba Prospect and a production license over the Kingfisher Field. These licenses were issued under sections 9 and 22, respectively, of the Petroleum (Exploration and Production) Act, Chapter 150. Tullow Oil has relinquished some part of EA2, an area covering 2,503 square km with two discovery oil wells in the Karuka and Taitai Fields. The PSAs for Kanywataba Prospect and EA1 have the following provisions: ■

a minimum work programme together with minimum exploration expenditure;

■

an advisory committee consisting of representatives from the Government and the licensee to review and approve all annual exploration work programmes, budgets and production forecasts;

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■

an initial royalty based on progressive incremental production and an additional royalty as a percentage of the value of the recovered reserves;

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state participation by the Government or its nominee at production level;

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cost recovery limits for oil production and gas production set at different levels;

■

production sharing based on incremental production after deduction of initial royalty and recovery of costs;

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a signature bonus to the Government of $200,000 and $300,000, respectively, upon signing of the PSAs;

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each of these PSAs in addition have provisions for a discovery bonus of $2 million;

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all taxes to be paid in accordance with to the laws of Uganda (the rate of income tax presently stands at 30 per cent);

■

a requirement to train and employ suitably qualified Ugandan citizens in addition to payment of annual training fees to the Government; and

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payment of annual surface rentals computed differently for exploration and production phases per square km.

At the beginning of February 2012, the Government signed production agreements with Tullow Oil allowing the company to finalize a 66.6 per cent “farm-down” asset sale of $2.9 billion to Total and China National Offshore Company (CNOOC), enabling it to align interests across the basin and accelerate basin-wide development. Each of the partners has a 33.3 per cent stake in the five EAs: EA1, EA1A, EA2, Kanywataba and Kingfisher Discovery. In accordance with these farm-down agreements, operatorship responsibilities within the basin will be divided between the three partners. Total will operate EA1 and Tullow Oil will operate EA2. In the former EA3A, the CNOOC will operate the new Kanywataba licence and the Kingfisher production licence. Following completion of the farm-down, all three companies have been working closely together on development options for the Lake Albert Basin for discussion with the Government; the development plan is aimed at ultimately delivering in excess of 200,000 barrels of oil per day (bopd) and will include refinery options to supply petroleum products for the region as well as pipeline export routes to international markets. It is expected that small-scale oil and gas production for the local power market will commence in 2013 from the Kaiso-Tonya area. The target for achieving significant oil production is currently 2015, while major production from the Lake Albert Basin is anticipated to commence approximately 36 months after the development plan is approved by the Government. Based on this timetable, ramp-up to major production would commence in 2017, or slightly earlier. Tullow Oil has agreed with the Government that an oil refinery be built in the country to process petroleum and that plans for a pipeline to export crude would only be considered if more oil deposits are discovered. A feasibility study conducted in 2010 by Foster Wheeler, a United Kingdom firm, assessed the crude production potential, size and configuration of the refinery, location, financing options, and social and environmental impacts. In addition, a comparative analysis of constructing a refinery versus a crude export pipeline was made. The study included an upstream production analysis, a market survey, refinery configurations, a financial analysis, a site selection analysis and a crude pipeline analysis, and found that the development of a 29 square km $1 billion refinery with a capacity of 60,000 barrels per day was feasible, and was a better option than a crude

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export pipeline. The refinery will be established at Kabaale in Buseruka sub-county (Kaiso-Tonya area), Hoima district. It is expected that construction could take from three to five years and would link with the time oil will start flowing. The little oil that would be produced before 2017 would be used within the country by mainly heavy industries. The refinery development plan is further discussed in Chapter 2, section 2.2.

1.4.2. Total Total operates blocks EA1 and EA1A. It planned a nine-month seismic study for oil in the Murchison Falls National Park starting in September 2012. Seismic studies involve the use of small quantities of explosives and low frequency sound waves to determine the existence of hydrocarbons. Total would employ 500 people to cover a distance of 100 km, with the National Park as the epicentre. When successful, Total intends to open oil wells and build pipelines through the National Park. The Government is set to construct two hubs within the Albertine region to feed the proposed oil refinery in Buseruka, Hoima district. A northern hub with a 97 km heated pipeline is set to be constructed to evacuate oil from Kasamene, Jobi-1, Nsoga and other oil wells in the north. A second southern hub with a 46 km heated pipeline will also be constructed to feed the refinery, evacuating oil from Turaco, Kingfisher and other oil wells in the south. Total is appraising the areas EA1, new EA1 and EA2. Appraisals involve getting additional geological data, testing wells and analysing the oil samples. Plans for May–June 2012 included drilling between 15 and 20 blocks. On the new block, up to seven exploration wells were to be drilled by February 2013. Total plans to invest $300 million in the blocks within 12 months and $10 billion by 2017. This investment is in vital infrastructure to allow Uganda to start pumping oil to world markets.

1.4.3. Dominion Petroleum In November 2008, Dominion Petroleum completed the acquisition of 371 km of two-dimensional (2-D) seismic data onshore and 130 km on Lake Edward. The company has carried out extensive field studies including seep sampling and analysis. In early 2011 it conducted cross-border 2-D seismic surveys between the DRC and Uganda. Uganda’s EA4B is fully owned by Dominion Petroleum and the company also has a 46.75 percentage share in DRC’s Block 5. Dominion Petroleum and its partners plan to acquire in excess of 300 km of new seismic data in the Lake Edward Basin. While Ngaji-1 (Silverback) disappointed on some levels, the company obtained valuable geological data from the Ngaji-1 well in Block 4B and confirmed the presence of excellent quality reservoir sands as well as hints of source potential. These data justify continued exploration in the basin as a whole in both of the countries it straddles (DRC and Uganda). Dominion Petroleum has indicated that there is a mean unrisked oil-in-place in four identified prospects estimated to be 1,715 million barrels (MMbbl), with the mean unrisked gross recoverable resource estimate at 378 MMbbl.

1.4.4. Neptune Oil In Uganda, Neptune Oil held a 100 per cent interest in the license for West Nile’s EA5 (Rhino camp basin), which it relinquished at the end of the exploration period on 26 March 2012. The intangible exploration and evaluation assets and goodwill attributable to the EA5 license were written off. Neptune Oil had drilled three dry wells in EA5, with Mvule-1 being the final one. The well reached its total depth at 590 metres while the basement was penetrated at 576 metres. No significant hydrocarbon shows were encountered over the zone of interest, and electric wireline logging and fluid sampling

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confirmed that the well was water-bearing. The well has been plugged and abandoned. There is, however, high potential to find oil there. In 2010, Neptune Oil also undertook the Avivi-1 well site and drilling camp in EA5 and spudding took place there in February 2012. This well site is 94 km north of Kasamene-2 but the road route for transporting the rig is 525 km. The results of oil exploration work for Neptune Oil in Uganda have been largely disappointing.

1.4.5. National Oil Company (NATOIL) NATOIL will take up the Government’s commercial interest in exploration and production licenses. The proposed company will be a state enterprise but will be established under normal company law subject to rules and practices applicable to commercial enterprises. It will have no monopoly over petroleum rights but will conduct petroleum operations on behalf of the Government, hold state participating interests in production sharing agreements, and market the Government’s share of oil and gas received in kind. Under the current PSAs, NATOIL has a 15–20 per cent interest in each exploration and production area licensed to Tullow Oil, Total and the CNOOC.

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2.

Skills for the oil and gas industry The National Development Plan (NDP) 2010/11−2014/15 recognizes that current human resource capacity in the oil and gas industry is inadequate in terms of numbers and skills. The problem is exacerbated by the absence of adequate specialized training institutions in Uganda, and the time it takes to develop the expertise necessary. The human resource base of Uganda consists of a large number of rather young people. Only just over 20 per cent of the population is older than 30 years. School enrolment is high and the literacy rate is high and improving. Still, the quality of the school system is considered as rather poor in many areas when compared to other countries. More severe, however, is the situation for vocational education and training (VET), which is essential in industrial capacity building and for business development. In-firm training is very low in Uganda. The Ugandan skills development system seems to lack appropriate equipment and tools, an adequate supply of training materials and adequately trained instructors; also, it has no harmonized certification system. Taken together, these result in a low quality of VET. In addition, VET suffers severely from negative social perceptions and stigma; it is considered to be fit for only the academically less endowed. A little less than 10 per cent of Uganda’s labour force are estimated to be in jobs which produce work experience of some direct relevance for the oil and gas industry. These encompass plant and machinery operators, craft and related workers, legislators, managers, professionals and associate professionals. From data available on business, technical, and vocational education and training (BTVET), about 10 per cent of Uganda’s labour force participated in vocational/technical training in 2002, with slightly higher figures for men than for women. Craft occupations dominated (especially for women), followed by teacher training. The demand for BTVET skills is higher than the supply of those who have been trained in the BTVET system (UBOS, 2006). BTVET skills are considered most relevant for the oil and gas industry.

2.1.

Overall employment, unemployment and the skills gap Uganda is predominantly an agricultural economy with a small number of workers in the manufacturing industries. Table 1 shows a generic summary of the occupational distribution of the Ugandan workforce in 2002–03. Only 5 per cent of the workforce is classified as “craft and related trades” workers; only a small proportion of these are able to access jobs in the oil and gas industry. The figure is even lower for “associate professionals and technicians”.

Table 1.

Workforce by occupation, disaggregated by sex, 2002–03 (percentages) Occupations (ISCO 1988)

2002 census

National household survey 2002–03

Male

Female

Total

Male

Female

Total

63.5

79.0

70.7

57.8

74.2

66.1

Service, shop and market sales

8.5

9.5

8.9

14.8

14.4

14.6

Craft and related trades

7.9

2.9

5.6

6.9

3.1

5.0

Elementary occupations

6.9

2.6

4.9

13.0

4.8

8.9

Associate professionals and technicians

6.6

4.4

5.6

3.6

2.0

2.8

Others

6.6

1.6

4.3

3.5

1.4

2.4

Agriculture and fisheries

Source: Uganda Bureau of Statistics (UBOS), based on the International Standard Classification of Occupations (ISCO).

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Table 2 shows that over the period 2002−10, craft and related workers were still usually less than 5 per cent of the total labour force (average 4.1 per cent) and associate professionals less than 3 per cent (average of 2.3 per cent), while professional workers were less than 2 per cent (average of 1.2 per cent), and plant and machine operators and assemblers less than 2.5 per cent (average 1.3 per cent). Table 2.

Workforce by occupation, aggregated figures, 2002/03−2009/10 (percentages of total labour force) Occupations

2002–03

2005–06

2009–10

63.4

70.0

65.1

9.4

9.6

12.4

15.7

9.3

11.1

Crafts and related trade workers

4.5

3.5

4.2

Associate professionals

2.9

1.7

3.1

Professionals

0.9

0.8

1.9

Plant and machine operators and assemblers

1.9

2.2

1.2

Others

0.6

0.6

1.2

Not stated

0.7

2.3

0.2

100.0

100.0

100.0

Agricultural and fishery workers Elementary occupations Service workers and shop and market sales

Total Source: UBOS.

The total labour force for 2008 was estimated at 13.76 million (UBOS, 2009) and was estimated to swell to 19 million in 2015. Twenty-four per cent of Uganda’s fast-growing population are young people between 18−30 years. Every year there are over 100,000 new jobseekers, the majority of whom are young people aged 23−30. The overall youth unemployment rate stands at 83 per cent (World Bank, 2011). Government statistics show that the 390,000 students who finish tertiary education each year have only 8,000 jobs to compete for: for every job that is available there are about 50 people to fill it. Statistics from all government departments point to a major jobs crisis in Uganda. According to the labour force flow figures at the Uganda Investment Authority (UIA) and the Uganda Bureau of Statistics (UBOS), of the more than 400,000 Ugandans who enter the labour market each year, only about 113,000 are absorbed into formal employment, leaving the rest to join the informal sector. In 2009–10, only 7 per cent of the workforce had specialized training (that is, post-primary or secondary training, or a degree and above); 79 per cent were self-employed, while paid employees constituted 21 per cent of the workforce. The UBOS findings indicate that illiterate workers are more likely to be available for any work than those who are literate. 1 Yet Uganda continues to experience deficits in the supply of skilled human resources. This is evident in the limited availability of skilled labour as shown, in part, by the high number of vacant posts in technical areas. The lack of skilled resources is associated with quality issues in the education system, including low completion rates, limited capacity in the vocational education and technical training institutes, and the brain drain from the country. This is exacerbated by inadequate manpower planning in key areas of the economy. No national manpower survey has been carried out in the recent past, and skill needs for the oil and gas industry as well as the national labour force are not available from

1

See http://www.shvoong.com/society-and-news/news-items/999587-unemployment-deepensuganda/#ixzz1vNxpGasn.

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the Uganda Bureau of Statistics – the only credible source. The last comprehensive labour market survey occurred over 40 years ago and a national manpower survey was last conducted in 1988. Job advertisements can portray the demand side of the labour market and act as an indicator of expanding economic sectors. The majority of jobs advertised in Uganda are for associate professionals holding either a diploma or a certificate (67 per cent), followed by professionals holding degrees (25.5 per cent). Other shares are elementary occupations (1.9 per cent), clerks (1.7 per cent), crafts and related workers (1.2 per cent) and others (2.8 per cent). According to the UBOS 2011 Statistical Abstract, the number of jobs advertised in 2010 in two major English newspapers, The New Vision and Daily Monitor, was 24,372, reflecting an increase of 21 per cent in comparison to the previous year. There is a general increasing trend in the number of jobs advertised since 2008. A few jobs have been re-advertised. In 2010, out of the 24,372 jobs advertised, 353 (1 per cent) were re-advertisements. The majority of these were for associate professionals (54 per cent). This was followed by the professional category with 38 per cent. Fewer jobs were readvertised in 2010 than in 2009. For all the years before 2010, the majority of the readvertised jobs were for professionals. However, a BTVET study conducted in 2011 (Jutta and Twebaze, 2011) revealed that: ■

job advertisements are not representative of the actual number of vacancies, as 37 per cent are advertising for degree holders and 38 per cent for certificate holders;

■

anecdotal evidence and a number of specific sectoral surveys indicate serious skill gaps in technical and vocational areas, at both post-secondary and post-primary levels;

■

skill gaps refer not only to the technical and vocational skill requirements of an occupation, but also to generic and cross-cutting skills: work planning and discipline, team work, communication, client friendliness, work reliability, and awareness of occupational safety and health (OSH) and environmental requirements; and

■

many employers consider the quality of graduates of BTVET institutions too low and embark on recruitment of unskilled or semi-skilled staff whom they train themselves.

These findings lend credence to the data on skill gaps and labour shortages in the oil and gas industry in Uganda. According to the UBOS Uganda Business Register 2006–07 (UBOS, 2007), overall, there were only 39 firms employing more than five persons in the mining and quarrying economic sector in Uganda, while those firms with five or more employees employed fewer than 320,000 people altogether. This is only a small fraction of the working population, which according to UBOS amounted to an estimated 13.76 million in 2008, with 82 per cent engaged in agriculture, 13 per cent in services and only 5 per cent in industry (UBOS, 2009). Even though firms with fewer than five employees can be formally registered, these figures nevertheless indicate that small and medium-sized enterprises dominate industrial activities in Uganda, and that the bulk of these are engaged in the informal economy. Taken together, this means that current industrial capacity is fragmented and only exceptionally organized into larger, sustainable enterprises. Just over 4 per cent of the working population − roughly 400,000 people − work in the manufacturing sector. Of these, fewer than 20 per cent work in firms with five or more

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employees. And most of these industries have no direct relevance for core petroleum activities.

2.2.

Employment trends in the Ugandan oil and gas industry Prior to 2010, much of the activity in the Albertine Graben was in oil exploration, with seismic survey work providing the bulk of the employment. The initial exploration phase has a short duration, typically up to five years. In this phase a high proportion of specialist services will be required for seismic acquisition, drilling operations and well services. These are more likely to be sourced from international suppliers. If the exploration phase concludes positively, a field development phase will start. This phase will also have a compressed time horizon but will generate substantial employment when the construction phase begins. The total workforce demand will be lower than during the construction phase. Good progress was made in 2011 on the first phase of the EA2 development. An EWT programme started in the second quarter, with test crude to be sold to a domestic industrial user. Field development plans were also submitted to the Government for the Waraga, Mputa and Nzizi discoveries, as required at the end of the appraisal period. The Kasamene Field Development Plan was submitted in the second quarter of 2011. The front-end engineering and design (FEED) phase for the Nzizi and Kasamene development projects has been completed and work is under way to progress these developments to final approval stage. The Nzizi gas field development will deliver gas to a new power plant in the Lake Albert area; the first gas from Nzizi is subject to gas sales agreements and the readiness of the new plant. The timing of the Kasamene development, based on a production facility with an initial capacity of up to 10,000 bopd, is under review to determine how this development can best be integrated into the overall Lake Albert development plan. The basin-wide development plan includes the following elements (see figure 3).

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Figure 3.

Overall development concept

Source: Ministry of Energy and Mineral Development; Foster Wheeler, feasibility study, 2010.

(a) Field development. Of the 20 oil and gas discoveries made, five (Kasamene, Kingfisher, Mputa, Nzizi andWaraga) are at field development stage. A large number of an additional 50 prospects are also likely to contain producible petroleum. So far, all activities have taken place onshore, with prospects in an offshore location tested by deviated wells. A number of future discoveries, however, are likely to be located within the lake and will have to be developed with offshore installations. The fields are likely to be developed as clusters linked into a number of central processing facilities, as shown in figure 3. The fields will require a substantial number of production and injection wells to be developed. It is expected that one offshore and approximately five onshore drilling rigs will be required to carry out the drilling and well work-over operations. (b) Gathering system. Crude oil from the central processing facilities (CPFs) will be transported to a central storage facility to be located close to Hoima. The facilities will have the required storage capacity and ability to receive and load the required volumes. The feasibility study for a regional refinery suggests that the initial capacity should be 29,000 bopd, upgrading to 60,000 bopd with a potential for further expansion to 120,000 bopd. However, the feasible production potential from the Albertine Graben may very well exceed these volumes. The discoveries made so far can support the plateau production of over 100,000 bopd for 20 years and are therefore sufficient for the implementation of large-scale refining in the country. Oil refinery-related infrastructure will include staff quarters for the refinery workers, a modern airport and petrochemical industries. The development is in line with government policy and the Strategy for the Development of Regional Refineries that was passed by the East African Community Summit of Heads of State in 2008. This strategy recommended that a second refinery in the region be built close to the oil discoveries in Uganda. (c) Distribution. The Albertine Graben is a long way from the international markets and is landlocked; the distance from Hoima to a potential export point in Mombasa in

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Kenya is 1,325 km. The general high pour point of the crude oil caused by a high wax content implies special requirements and extra costs for the operation of a pipeline system. A crude oil transportation and storage study for the country has also commenced. The first part of the study, which was undertaken by Fichtner, covers both transportation and storage of crude oil from the fields. The second part of the study covers transportation and storage of crude oil from the refinery to markets. Daily oil production rates are planned at around 10,000 barrels. To transport such volume requires an estimated 170 trucks of 20,000 litres from the oil field to the refinery, and from the refinery to the domestic and regional markets. At full production, capacity of 120,000 bopd will require 800 trucks moving daily. It is hard to make predictions on jobs expected to be created by the oil and gas industry in Uganda, but it is clear that the development activities described above will result in a considerable number of job opportunities. The development of the fields in Chad by ExxonMobil may serve as a relevant comparison for the Albertine Graben. The reserves to be developed are of about the same magnitude, the stages of industrial development are quite similar and the oil fields in Chad were connected to the international markets by a 1,000 km pipeline running through Cameroon. More than 35,000 Chadians and Cameroonians gained employment with the project for varying lengths of time during the course of construction. At the peak of the construction phase in the fourth quarter in 2002 about 13,000 people were employed by the project. Over the next eight years, however, the number of Cameroonian employees fell from almost 4,900 to 1,000. The peak number was related to the construction of the pipeline. As is evident from both Tullow Oil’s forecasts for Uganda and the data from Chad–Cameroon, the development of the Albertine Graben is expected to go through a peak demand for labour during the construction phase and lower demand during the operational period, with employment significantly lower during the production phase. The Ugandan NDP 2010/11−2014/15 envisages the following projects during the period of the plan: ■

oil exploration and database management;

■

development of the refinery;

■

construction of the inter-state distribution pipeline;

■

construction of the Gulu Petroleum Reservoir; and

■

stocking of the Jinja and Nakasongora Reservoirs.

At a Stakeholders Conference held in Fort Portal in April 2012, Jimmy Kiberu, Corporate Relationship Manager at Tullow Oil, said that an estimated 10,000 Ugandans are expected to be employed on the projects in the oil and gas industry at the peak period during the construction phase, but that the number would be much lower in other phases, given the hi-tech nature of the industry. However, over 71 per cent of the Chadians and Cameroonians working for the ExxonMobil project held skilled or semi-skilled positions as of the end of 2010. More than 6 per cent held supervisory positions. The skilled jobs include such positions as control room operators, technicians for oilfields, construction, machinery, electrical and instrumentation EMP monitors and welders. Examples of semiskilled jobs include food service assistants, security guards and welder helpers. According to information available, it is estimated that 40−60 people will be in fulltime permanent employment in a power plant, 250−300 in an offshore installation, 200−230 in a central processing facility, and 200−300 in a refinery. Based on this

16

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experience, the development of the petroleum fields in Uganda will require two offshore installations, four central processing facilities, a refinery and a power plant, which will generate in the order of +/- 1,700 permanent jobs in the oil and gas industry.

2.3.

Skills needed in the oil and gas industry Uganda’s oil and gas industry is moving fast, from exploration to appraisal, development and the production and distribution chains. To realize current plans for the field developments, refinery and infrastructure, investments at the level of $10 billion, and more than 10,000 jobs, are expected to be needed over the coming years. It is known that oil companies depend on specialized companies and services contractors. This means, therefore, that the latter to a large extent control the former’s national content component. It is in this direction that a large part of the attention must be directed if the national content is to be developed. The oil and gas industry is hi-tech and capital-intensive, both formidable entrance barriers for new companies in Uganda which require technology transfer and the ability to use the technology. The process is likely to take between 15 and 20 years, and requires a high focus on education and skills development as well as on institutional capacity building. National content should focus on the development of the local oil and gas services companies. Technicians of many types are needed for oilfields, construction, machinery, electrics and instrumentation and welding, and so are skills in food services, logistics and truck driving, to mention only some. Table 3 summarizes the many skills needed at all levels in the different phases of the oil and gas development.

Table 3.

Skill needs for the various phases of the petroleum value chain Phase

Key activities

Skills required

Upstream (from promotion and licensing through decommissioning)

Exploration Development Appraisal

Petroleum law (and regulation) Earth sciences (petroleum geology, geophysics); surveying

Production

Petroleum engineering (well drilling, i.e. perforations, sand control, downhole flow control and downhole monitoring); oil and gas production; fluids (oil, natural gas and water) separation; well logging (formation evaluation); economics

Transportation

Logistics and supply chain management

Refining Gas processing and conversion

Pipe-fitting; welding; infrastructure (roads, railways, hospitals, pipelines and refineries);* development, operation and maintenance of midstream facilities including petrochemical engineering; health, safety, quality and environment (HSQE) management

Distribution Marketing Sales

Business management Marketing (pricing, promotion, etc.) Customer care

Midstream (activities from the well head to the refinery)

Downstream

* The refinery infrastructure will include waste management facilities, staff quarters for the refinery workers, a modern airport and petrochemical industries. It will cover nine villages: Kabaale 2, Kabakete, Katooke, Kigaaga, Kiteegwa, Kyapoloni, Nyahaira, Nyamasoga and Nyansenene. Source: Author’s research.

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For example, a newspaper advertisement by Tullow Oil in 2012 specified some of its engineering and construction skill needs for the upcoming works (box 1). Box 1 Skills required by Tullow Oil Tullow Uganda Operations Pty Ltd invited EOIs from reputable Ugandan registered engineering consultancy firms, to provide civil/structural and other engineering design and supervision services to support its operations in the areas of Buliisa/Butiaba and Kaiso-Tonya in Western Uganda. This included the following: ■

undertake detailed design of infrastructure that supports a number of field operations including drilling, well testing, production, camp and related facilities, restoration works and drilling waste management;

■

undertake topographical surveys, geotechnical surveys and other infrastructure condition surveys as required; and

■

develop technical specifications for civil/structural engineering works and provide construction supervision services to manage the implementation of civil/structural works programmes.

Source: The New Vision newspaper, 1 March 2012.

2.3.1. Categories of core skills Four categories of skilled workers will be especially required for the development of the oil and gas industry. It is anticipated that most Ugandans will work as “normal labourers” while some will be engineers, technicians and operators. The core skills required, by category, are: ■

Graduates and postgraduates. This level is comprised mainly of geologists and engineers, more specifically in petroleum geology, geophysics and petrochemical engineering. Earth sciences and petroleum engineering are the oil and gas industry’s two main subsurface disciplines. Petroleum geology and geophysics focus on the provision of a static description of the hydrocarbon reservoir rock, while petroleum engineering focuses on estimations of the recoverable volume of this resource using a detailed understanding of the physical behaviour of oil, water and gas within porous rock at very high pressure. Petroleum engineers are of the following types: –

reservoir engineers work to optimize production of oil and gas via proper well placement, production rates and enhanced oil recovery techniques;

–

drilling engineers manage the technical aspects of drilling exploratory, production and injection wells; and

–

production engineers, including subsurface engineers, manage the interface between the reservoir and the well, including perforations, sand control, downhole flow control, and downhole monitoring equipment; evaluate artificial lift methods; and also select surface equipment that separates the produced fluids (oil, natural gas and water).

Petroleum engineering requires a good knowledge of many other related disciplines such as geophysics, petroleum geology, formation evaluation (well logging), drilling, economics, reservoir simulation, well engineering, artificial lift systems, and oil and gas facilities engineering. ■

18

Technicians. Many engineering-related trades will be required in the oil and gas exploration and production. Welding, for example, is an essential component of the oil industry especially in the construction of refineries, the building of exploration and production sites and the construction of pipelines. In general terms, a ratio of 1:5 engineer/technicians and 1:10 technician/help-hands will be required.

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■

Operators. These include, inter alia, rig hands and machine operators.

■

Normal labourers. These include construction workers (welders, pipe-fitters, carpenters, metal fabricators, plumbers). Camp facilities and other structures will have to be built by these workers. Motor vehicle mechanics and drivers will also be among the key skilled workers needed in the construction of the refinery and the birth of the petrochemical plants. This category will include manual labourers, assistant technicians and operators to move equipment, cleaners, guards and so on. About two-thirds of these would work directly with the oil and gas companies, while one third could work for associated oil drilling and service companies.

2.4.

Responding to the skills shortage: The policy framework Capacity building of Ugandans in oil and gas exploration and production has been part of government policy since 1986. In that year the Government commenced training of members of staff in the Petroleum Unit, then under the Geological Survey and Mines Department, in the disciplines of petroleum geology, geophysics, economics and law. This core team of trained professionals has been crucial for the subsequent development of the oil and gas industry in Uganda. Objective 8 of the National Oil and Gas Policy (2008) provides broad guidelines for the development and maintenance of national expertise. These include training in disciplines such as geosciences, petroleum engineering, oil and gas engineering, agriculture and agro-based courses, environmental and forestry management, hospitality and tourism management, logistics and the supply chain, law and business. With regard to midstream activities, the Government’s National Development Plan, Oil and Gas Sector objective 4 (paragraph 285, page 102) is to “build human resource capacity for oil and gas exploration, production, processing and marketing at all levels covering artisans, technicians and professionals” through the strategy of developing and retaining a pool of national expertise for the oil and gas sector. The following interventions are envisaged: (i)

strengthen Kigumba Technical Institute (UPIK) to provide training up to international standards (see section 2.5.1 below for further details);

(ii) certify the professionals in the sector to maintain quality and standards; (iii) train professionals in petroleum fields at Masters level; (iv) train staff in petroleum standards, chemistry, engineering and management; and (v) facilitate and equip the Petroleum Downstream Training Department. The strategic plan entitled Skilling Uganda describes a paradigm shift for skills development in the country through BTVET (see figure 4). The BTVET system will be transformed from an educational subsector into a comprehensive system of skills development for employment, enhanced productivity and growth. The main purpose is to focus on creating employable skills and competencies relevant in the labour market, rather than educational certificates. It will embrace all Ugandans in need of skills, not only primary and secondary school leavers.

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Figure 4.

The paradigm shift in BTVET

Source: Ministry of Education and Sports, BTVET Strategic Plan 2010–20.

VET is a type of education that prepares trainees for jobs at various levels, from a craft or trade to a professional position in engineering, accounting, nursing, medicine and other health professions, architecture, pharmacy, law and others. Craft vocations are usually based on manual or practical activities, traditionally non-academic, and related to a specific trade, occupation or vocation. VET is sometimes referred to as technical education, as the trainee directly develops expertise in a particular group of techniques. VET may be classified as teaching procedural knowledge. This can be contrasted with declarative knowledge, as used in education in a usually broader scientific field, which might concentrate on theory and abstract conceptual knowledge, characteristic of tertiary education. VET can be at the secondary, post-secondary and further education levels and can interact with the apprenticeship system. Increasingly, VET is recognized as prior learning and partial academic credit towards tertiary education (for example at a university).

2.5.

The role of education and training providers In Uganda, the skills training system comprises three main levels in an overlapping three-tier structure (see table 4):

Table 4.

■

university – offering graduate engineer training;

■

technical colleges – offering technician-level training; and

■

lower BTVET institutions.

Technical and vocational training system, qualifications framework Qualification Graduate/ technologist

Technician

Level Science

Technical

Qualification

Description

Institutions

8

PhD

Creators/designers

Universities

7

Master’s degree

6

Bachelor’s degree

5

Diplomas

Modifiers/interpreters

Technical colleges

Certificates

Implementer (supervisor)

VT institute Vocational school Vocational centre Technical school Community polytechnic Farm school

4 Craftsman

3 2

Implementer (skilled)

1

Implementer (semi-skilled)

Source: Ministry of Education and Sports.

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2.5.1. Specialist university courses The oldest of Uganda’s six public universities is Makerere University, transformed in 2011 into a collegiate university; the newest is Muni University, registered in 2011. There are also private universities, including four new ones registered in 2011: Victoria University; International University of East Africa; African Rural University; and Islamic Call University in Kampala, giving a total of 30 public and private universities in the country. The public universities planned to admit 38.2 per cent of all students who qualified for admission to university on private sponsorship during the 2012–13 academic year (about 25,000 students). An additional 4,000 places are set aside for government-sponsored students. The development of manpower required for the oil and gas industry commenced in 2009 with the establishment of the Uganda Petroleum Institute at Kigumba (UPIK) near the Albertine Graben. UPIK is mandated to train Ugandans in employable skills for the oil and gas industry; however, the institute is however still in its infancy and can train only small numbers. The minimum entry qualification is an A Level/senior 6 certificate. The certificate training course in petroleum studies lasts for one year, whereas the diploma course runs for two years. Negotiations are under way to affiliate UKIP to Makerere University; in the meantime seven UPIK students attended six-month practical training courses in Trinidad and Tobago in 2011, and 24 students in 2012. The Department of Geology and Petroleum Studies at Makerere University has been offering a Bachelor of Science in Petroleum Geosciences and Production since 2009. It produces 50 graduates (40 Ugandan and ten international) per annum; this number is augmented by other general engineering graduates from the other universities, particularly Kyambogo University which has several technically-oriented courses. However, university education is expensive. The total annual cost of tertiary education in Africa each year is between $7.5 and $11 billion, of which $2 billion is borne by students and their families. The United Nations Development Programme (UNDP) estimates the cost of university education in Africa to be between $10,000−$15,000 for a four-year degree course, that is $2,500−$3,750 per student, per year. A student pursuing a Master’s degree in petroleum engineering pays about $2,300 per semester at the International University of East Africa. Makerere University has therefore been working with the University of Bergen in Norway to start postgraduate training in petroleum studies in the 2012/13 academic year, offering an MSc in Petroleum Geosciences. A $1 million seismic laboratory has been constructed at Makerere in partnership with the University of Bergen with funding from the Government of Norway, aiming to train five Masters’ students for three years. Students will learn practical as well as theoretical skills to ensure success in learning and employability in the field. The laboratory will enhance capacity and infrastructure efforts at the University, exposing students to skills matching the best available in the world. The University is also moving towards transforming its Department of Geology and Petroleum Studies into a School of Petroleum Sciences and later into a regional hub and a Centre of Excellence for petroleum studies. The other public universities are Kyambogo University (KYU), formerly a Polytechnic College, Mbarara University of Science and Technology (MUST), Gulu University, Busitema University and Muni University. They all run various petroleum-relevant specialist courses, as indicated in Table 5. However, it is to be noted that the following relevant courses are not available at any of the institutions: Petroleum Engineering, Oil and Gas Engineering, Petrochemical Engineering, Subsea Engineering, Chemical Engineering, and Automation Systems.

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Table 5.

22

Petroleum-relevant university courses Name of institution

Petroleum-relevant courses

Makerere University

Bachelor of Science (BSc): Petroleum Geosciences Engineering Law Economics Agriculture and agro-based courses Environmental and Forestry Management Master of Science (MSc): Petroleum Geosciences, beginning 2012–13

Kyambogo University

Bachelor of Science: Technology (Physics, Chemistry) Environmental Science, Technology and Management Building Economics Land Economics Surveying and Land Information Systems Engineering (Automobile and Power Engineering, Mechanical and Manufacturing Engineering, Civil and Building Engineering, Environmental Engineering and Management, Industrial Engineering and Management, and Telecommunication Engineering) Engineering Diploma: Mechanical and Production Engineering Building and Civil Construction Electrical Engineering Water Engineering Automobile Engineering Biomedical Engineering Telecommunications Refrigeration and Air Conditioning

Makerere University Business School

Procurement, Logistics and Supply Chain Management Business (Economics, Finance and Management) Marketing Hospitality and Tourism Management

Mbarara University of Science and Technology

PhD by Research (Chemistry/Physics) Tropical Forest Conservation Diploma in Science Laboratory Technology Certificate of Laboratory Technology

Gulu University

Postgraduate Diploma: Environmental Statistics and Impact Assessment Bachelor of Science (BSc): Biosystems Engineering Natural Resources and Environmental Management (NREM) Geo-Sciences Aquaculture

Busitema University

Bachelor of Science (BSc): Industrial Chemistry Engineering

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Name of institution

Petroleum-relevant courses Water Resources Engineering Agro-Processing Engineering Agricultural Mechanization and Irrigation Engineering

Muni University

Bachelor of Vocational and Technical Education

Uganda Petroleum Institute (UPIK)

Certificate in Petroleum Studies Diploma in Petroleum Studies

Source: Websites of the institutions named.

The oil companies have established scholarships for Ugandan nationals for oil and gas training programmes abroad in their respective countries. Tullow Oil sends students for Masters’ training programmes in the United Kingdom through the British Council, while Total is sending Ugandans to the French Institute of Petroleum (FIP) through a Memorandum of Understanding between Total and Makerere University. The UK’s Department for International Development (DFID) is working with other development agencies in Uganda to spearhead the establishment of an oil fund for national and human capital developments. With the advent of oil and gas exploration in Uganda, Tanzania, and more recently in Kenya, efforts by the East African Community (EAC) secretariat to harmonize curricula in the EAC countries are also under way.

2.5.2. Technical colleges and BTVET The bulk of the manpower during the construction phase in the oil and gas industry is expected to come from training institutions below university level. Uganda has only five public technical colleges: Lira, Kichwamba, Bushenyi, Mbale and Kyema. These colleges produce technicians with the following awards: ■

Ordinary Diploma in Architectural Draftsmanship (ODA);

■

Ordinary Diploma in Civil and Building Engineering (ODC);

■

Ordinary Diploma in Electric Engineering (ODE);

■

Diploma in Industrial Ceramics (DIC);

■

Ordinary Diploma in Mechanical Engineering (ODM);

■

Ordinary Diploma in Refrigeration and Air Conditioning (ODRA);

■

Ordinary Diploma in Water Engineering (ODWE); and

■

Diploma in Information and Communication Technology (DICT).

There are in addition five colleges of commerce offering business, secretarial and computer-related courses at diploma level. In 2007 there was a total enrolment of 5,759 in years 1 and 2 in the technical colleges and colleges of commerce. The ten institutions provided 1,960 places in technical courses at Advanced (A) Level (according to the National Council for Higher Education) and 3,799 places in commercial skills at diploma level (according to the Ministry of Education and Sports) respectively.

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Only 15 per cent of all tertiary BTVET enrolment takes place in technical colleges, however. The technical component of the BTVET subsector includes craftsman-level training at technical schools and institutes as well as community polytechnics. Skilled manual artisanal training takes place in these lower-level institutions. Formal technical schools offer three-year full-time courses to P.7 leavers leading to the award of Uganda Junior Technical Certificate (UJTC), while formal technical institutes offer two-year full-time courses leading to the award of Uganda Craft Certificate (Part I), and also a one-year advanced course leading to award of the Certificate (Part II). Four public vocational training institutes (VTIs) (Nakawa, Jinja, Lugogo and Masulita) offer courses in electronics, electricity, machining and fitting, motor vehicle maintenance, woodwork, sheet metal and plumbing, welding and fabrication, brick block laying and concrete practice, among others. Most courses lead to the award of a diploma or a certificate, and the duration of study ranges from nine months to two years. Graduates of these institutions have generic/complementary skills required in the oil and gas industry; however, many of them do not complete their training. According to the National Development Plan, there were only 6,635 graduates in 2007 from the formal skills development institutions at this level (see table 6). Table 6.

Students graduating from formal technical skills development institutions, 2007

Male Female Total

Technical institutes

Technical schools

2 434

1 822

359 2 793

Vocational institutes

Community polytechnics

Totals

502

646

5 404

375

375

122

1 231

2 197

877

768

6 635

Source: Education Management Information System (EMIS), 2008.

Altogether, there are 133 public training institutions, an estimated 600 private training providers (1,000 according to the Uganda Association of Private Training Institutions) and 17 apprenticeship and enterprise-based training programmes, with shares of 17, 81 and 2 per cent respectively. Together, they provide 10,000 training places. Thus, these institutions could provide an estimated 10,000 craftsmen, technicians and graduate workers per annum with relevant skills, a number of whom could be employed in the oil and gas industry. Oil companies in Uganda have been asked to take up petroleum students for internships to build their capacities in the management of oil and gas. Tullow Oil and Total have provided sponsorship for a number of students following oil and petroleum-related degree courses. Specialized Welding Services, a private company located in Kampala, offers training in aluminum, stainless steel, carbon and plastic welding. One of the training courses offered is the 6G welding certificate. In 6G the pipe/tube inclination is fixed at 45° (+/-5°) and is not rotated. Grading is carried out by an international certifier, and a welder who qualifies for this certificate is deemed qualified for 1G, 2G, 3G, 4G, 5G, and 6G. The BTVET Strategic Plan 2011/12−2012/13, approved by Cabinet in December 2011 and by Parliament in March 2012, outlines a new Uganda Vocational Qualification Framework (UVQF) that is competence-based and will rationalize the qualifications and award system up to technician level (see figure 5). Although the Plan covers only certificate level training for UVQF Levels I−IV, it also prepares learners for upward progression.

24

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Figure 5.

The Uganda Vocational Qualifications Framework (UVQF)

Level 4 Technician

•Interprets and modifies designs

Level 3 - Master Craftsman

•Working supervisor •Highly skilled implementer

Level 2 Craftsman

•Skilled implementer

Level 1 Craftsman

•Semi-skilled implementer

UVQF Levels 1 and II training in motor vehicle mechanics, plumbing, metal fabrication, leather designing, carpentry and joinery, electronic technician training, art and design, catering and hotel management, computer applications and painting are currently assessed by the Directorate of Industrial Training based on modules. Students under nonformal training and school-leavers are currently trained and assessed in agriculture, construction, hospitality and tourism, and manufacturing.

2.5.3. Skills certification While many countries have Professional Engineer registration programmes, many other countries do not. The Society of Petroleum Engineers (SPE) has developed a Petroleum Engineering Certification Programme (SPEC) that requires a thorough knowledge of the principles of petroleum engineering and is recognized worldwide. Certification is obtained through a written examination in conjunction with experience of the applicant. Defining required knowledge for different areas of engineering, and offering an opportunity to demonstrate technical knowledge through examination are two of the ways that SPE accomplishes this. An SPE-certified petroleum professional is competent to provide reserves for oil and gas in accordance with the guidelines promulgated by the Society. Uganda might consider certification in line with the SPE in order to harmonize the national skills framework with this internationally accepted skills framework.

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3.

Social dialogue Globalization has created the need for wider and deeper social dialogue involving different interests, especially youth, women and vulnerable groups. Poverty reduction has become a major challenge for the social partners and there is growing recognition of the role of social dialogue in promoting good governance in Uganda. The Government of Uganda has detailed institutional arrangements for promoting social dialogue. Article 29 of the Constitution provides for the freedom of conscience, expression, movement, religion, assembly and association. Article 40 explicitly provides for the right of every worker to form or join a trade union of his or her choice for the promotion and protection of his or her economic or social rights. Other legal and administrative arrangements to facilitate social dialogue include the: ■

Public Service (Negotiating, Consultative and Disputes settlement machinery) Act, 2008;

■

Labour Disputes (Arbitration and Settlement) Act, 2006;

■

Employment Act, 2006;

■

Labour Unions Act, 2006;

■

Employment Policy 2010; and

■

Employment Regulations.

The Government is also in the process of updating the National Tripartite Charter and reactivating the Industrial Court and the Minimum Wage Advisory Board. It has also signed Recognition Agreements with public service trade unions. One of the objectives of the National Development Plan is to promote social dialogue at sectoral level through implementation of the Tripartite Charter and improved settlement of dispute mechanisms. There are, however, a number of challenges to effective social dialogue. These include: ■

failure by the social partners to appreciate and internalize the purpose and benefits of social dialogue;

■

internal weaknesses and lack of trust and confidence amongst the social partners; and

■

small and/or limited membership of trade unions, particularly from the informal sector, which reduces their representation and mandate.

Social dialogue for the stakeholders in the oil and gas industry has not yet gained sufficient momentum, given the infancy of the industry in Uganda.

3.1.

Consultations on the development of the oil and gas industry Though the oil and gas discoveries have provided opportunities, they have also brought challenges. To address these, the National Oil and Gas Policy for Uganda (MEMD, 2008) was formulated after a wide consultation process which involved a review of petroleum policies of many oil-producing countries, discussions within different institutions of government, local authorities and cultural institutions (especially those in

26

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areas with the potential for petroleum production), civil society and academia. The consultations on the policy were held at district and regional levels and all consultations were well documented. Objective 9 of the policy is: “To ensure that oil and gas activities are undertaken in a manner that conserves the environment and biodiversity”. The policy also proposes four key strategies to be undertaken in the implementation of this objective: (a) ensure availability of the necessary institutional and regulatory framework to address environment and biodiversity issues relevant to oil and gas activities; (b) ensure presence of the necessary capacity and facilities to monitor the impact of oil and gas activities on the environment and biodiversity; (c) require oil companies and their contractors/subcontractors to use self-regulation and best practices in ensuring environmental protection and biodiversity conservation; and (d) require oil companies and any other operators to return all operational sites to their original condition as an environmental obligation. With the increase in operations, various key actions have been undertaken to ensure environmental and biodiversity protection. Oil and gas exploration activities are closely monitored to ensure compliance with mitigation measures, effectiveness and approval conditions, and to deal with any other issues of concern that were not anticipated at the time of approval but have become significant during implementation. At times some of these projects require public hearings as part of the environmental impact assessment (EIA) review process. In fulfilment of Objective 10 of the National Oil and Gas Policy, the Ministry of Energy and Mineral Development (MEMD) hired a consultant to develop and implement a communication strategy for all stakeholders in the oil and gas industry, including trade unions. The strategy formulation process, which was widely consultative, was concluded in June 2011. There was significant input by civil society, government and the media through interviews and meetings. The strategy included radio and TV programmes about the sector, press briefings and several meetings and training sessions for various stakeholders. Various meetings and workshops have been held with local government leaders and civil society to deepen their understanding of the oil and gas industry. MEMD participates in civil society and other stakeholder meetings whenever invited with the objective of sharing information. In August 2010, the Government organized a one-day dialogue with civil society on developments in Uganda’s oil and gas sector at the Imperial Royale Hotel, Kampala. While MEMD is the lead ministry, other government institutions and agencies involved in the oil exploration include the National Environment Management Authority (NEMA), Uganda Revenue Authority (URA), Ministry of Finance, Planning and Economic Development (MOFPED), Ministry of Justice and Constitutional Affairs (MOJCA), Attorney General’s Office, Uganda Wildlife Authority (UWA), and others. A technical committee exists to examine every aspect of the oil companies’ programme and the Auditor General plays a verification role. NEMA is a semi-autonomous institution as the principal agency in Uganda charged with the responsibility of coordinating, monitoring, regulating and supervising environmental management in the country. NEMA therefore liaises and coordinates the activities between institutions to ensure environmental and biodiversity protection during

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oil and gas exploration activities. In consultation with the lead agencies, it is empowered to issue guidelines and prescribe measures and standards for the management and conservation of natural resources and the environment. The National Environment Act provides for environmental monitoring and impact assessment; environmental audit; environmental restoration orders and improvement notices; environmental easements; environmental performance bonds; licensing and standard setting; use of economic and social incentives; and civil and penal sanctions, including community service. UWA (under the Ministry of Tourism, Trade and Industry) has a mission to conserve, economically develop and sustainably manage the wildlife and Protected Areas of Uganda in partnership with neighbouring communities and other stakeholders for the benefit of the people of Uganda and the global community. UWA therefore ensures that oil exploration activities in protected areas such as Queen Elizabeth and Murchison Falls National Parks are carried out in a responsible manner. In addition, in 2011 Uganda for the second time hosted the 5th East African Petroleum Conference and Exhibition 2011 (EAPCE’11) on behalf of the East African Community (EAC). The Conference took place in Kampala from 2 to 4 February 2011 on the theme “Harnessing East Africa’s oil and gas potential and utilising the resources to create lasting value”, and brought together over 1,000 delegates from the oil and gas industry across East Africa and the world. These included national and international oil companies, government institutions from East African and neighbouring states, petroleum service companies, non-oil and gas institutions, academic institutions, international geoscientific journals and the media. The EAPCE is organized every two years with the main objective of promoting the oil and gas industry’s potential and investment opportunities in the East African Region. The first Conference was held in Nairobi, Kenya in 2003, the second in Entebbe, Uganda in 2005, the third in Arusha, Tanzania in 2007, and the fourth in Mombasa, Kenya in 2009. The EAPCE is recognized globally as a premier international forum for those working in the upstream petroleum sector. It provides an excellent opportunity for participants to exchange ideas and information about recent developments in the region’s petroleum sector, to learn about new investment opportunities and to share lessons learned. EAPCE’11 hosted seven major events, including the main conference featuring 67 presentations over 15 sessions. The presentations covered the entire oil and gas industry’s value chain, including socio-economic aspects such as environment, revenue management and corporate social responsibility. Other activities included poster presentations on developments within the region, a pre-conference workshop on local content, an exhibition, pre- and post-conference field excursions, private meetings and social events. The exhibition attracted 63 exhibitors from around the world and from diverse sectors, including government institutions, financial service providers, manufacturers, drilling and exploration companies, and educational institutions, among others. Local councils participate in the recruitment of unskilled casual workers in the oil and gas industry. These unskilled jobs are offered based on recommendations made by the local councils to the oil companies in the areas they are operating. The agreements signed with the companies emphasize recruitment of casual labour from within the local communities. A consultant was engaged to carry out a local content study on behalf of the Government to enhance national participation in the industry (MEMD, 2011).

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3.2.

Workers’ organizations The National Organization of Trade Unions (NOTU), established in 1973, is the national trade union centre in Uganda, and is responsible for coordinating the Uganda labour movement and the activities of all registered trade organizations affiliated to it. The Amalgamated Transport and General Workers’ Union (ATGWU) is a registered member. ATGWU organizes and represents workers in the following industries, including the oil and gas industry: ■

road transport;

■

civil aviation;

■

logistics, integrators and delivery services;

■

oil and gas;

■

chemicals and pharmaceuticals;

■

private security;

■

property services; and

■

general workers in support services.

The trade union’s objectives are: ■

promoting and protecting workers’ human and trade union rights;

■

negotiating and maintaining sound terms and conditions of employment for its members;

■

establishing and maintaining mutual respect and trust between workers and employers;

■

providing guidance and support to members on labour-related matters;

■

developing institutional capacity through information, education and training;

■

effective handling of members’ grievances and resolution of disputes at workplaces;

■

networking with other labour unions and organizations in the pursuance of workers’ rights; and

■

empowering members to actively participate in labour union activities.

NOTU promotes and defends workers’ interests. It has trained a cadre of organizers for each trade union affiliate whose major task is to launch organization and recruitment campaigns to develop the Ugandan labour movement. The team of national organizers undergoes training in trade union education designed to develop their understanding of labour issues in the broadest sense, with the aim of creating free and independent trade unionists. The subjects handled in this training are limited to those pertaining to trade unions; they include, among others, collective bargaining, organization and recruitment skills, grievance handling, trade union democracy and trade union management. The trade union movement in Uganda is beset by challenges, both internal and external. Time and resources that could be used for organizing workers is spent on reconciliation between different groups agitating for leadership positions. Such leadership wrangles contribute to over 80 per cent of the obstacles trade unions face in organizing. Other obstacles include competitive struggles amongst trade unions, policy disagreements over education versus organizing, lack of commitment to organizing for increased membership, lack of financial resources, lack of skills, a weak labour movement and outdated trade union constitutions.

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External challenges include outdated labour laws, ongoing structural reforms, former trade union members who were retrenched, the Government’s economic policy of promoting foreign investment, the emergence of NGOs, the casualization of the labour force, the lack of a negotiation machinery for public sector unions, lack of knowledge on the benefits of joining trade unions, rampant unemployment in the country and the failure of some employers to put in place lists of employees, especially in the media industry.

3.3.

Employers’ organizations The Federation of Uganda Employers (FUE) advocates for employers on policy issues and represents their interests on various national, regional and international bodies which have a bearing on labour, employment, business and social issues. FUE works closely with the Government and NOTU to strengthen tripartism, with the aim of bringing the social partners together to promote industrial peace, enhance employment, support social security, and develop vocational and managerial skills. FUE serves on various tripartite bodies including the National Social Security Fund, Labour Advisory Board, Minimum Wages Advisory Board and the Uganda Industrial Court. It works closely and shares experiences with sister federations worldwide, such as the Federation of Kenya Employers, Association of Tanzania Employers, Confederation of Norwegian Business and Industry, to mention just a few. FUE is affiliated to the East African Business Council, the East, Central, and Southern African Employers’ Conference, Pan-African Employers’ Confederation and the ILO, where it represents Ugandan employers. FUE assists employers in developing the capacity of their employees to better equip them with practical skills to improve productivity and create harmonious labour relations in the workplace and business competitiveness. It conducts both in-company and general training programmes for both members and non-members in the following areas:

30

■

employment relations;

■

productivity improvement;

■

human resources management and development (HRMD);

■

OSH;

■

supervisory management;

■

career planning and management;

■

transactional analysis;

■

performance improvement for boards of directors;

■

total quality management (TQM);

■

performance appraisals;

■

proactive employment relations;

■

customer care;

■

preparing staff for retirement;

■

Start/Improve Your Business (SIYB);

■

succession planning;

■

entrepreneurship development; and

■

change management.

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4.

Conclusion The Government of Uganda is continuing to spearhead the development of the oil and gas industry in the country through implementation of the National Oil and Gas Policy. The oil companies which have been attracted into the country are providing the necessary investments for developing the sector. Recent exploration successes have led to the transformation of the Albertine Graben from being a frontier basin to an established petroleum province. Plans are now under way to embark on the development, production and refining of crude oil in Uganda. Whether oil discovery becomes a curse or blessing to a country depends on how institutions, regulations and policies are constructed and operated. For national content ambitions in the petroleum industry to become a success, capacity building and industrial diversity are prerequisites. Thus, it is crucial for Uganda to sustain long-term political commitment for capacity building to reap the benefits of national participation. There are evidently glaring gaps in skills and VET for the future needs of the oil and gas industry in Uganda. The Government embarked on capacity building efforts in 1986, established the Petroleum Institute in 2009, and is currently in partnership with Bergen University and Tullow Oil to establish higher-level capacity to run the future midstream and downstream operations of the sector. Efforts to skill lower-level technicians and skilled artisans remain an uphill task, given the resource constraints to obtain funding for the BTVET subsector charged with skills training at this level.

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Bibliography Jutta, F., Twebaze, J. 2011. BTVET subsector analysis, Technical Paper No. 4: Policy, Management and Organization, prepared for the Ministry of Education and Sports, Belgian Technical Cooperation/BTC and the World Bank (Kampala). Kabagambe-Kaliisa, F. 2012. Statement to the Natural Resources Sectoral Committee of Parliament. Kisamba Mugerwa, W. 2012. National Planning Authority, unpublished report. Ministry of Education and Sports. 2008. Annual Statistical Abstract 2008 (Kampala). —. 2011. Skilling Uganda: Business, Technical and Vocational Education and Training Strategic Plan 2010−20 (Kampala). Ministry of Energy and Mineral Development (MEMD). 2008. National Oil and Gas Policy for Uganda (Kampala). —. 2011. Enhancing national participation in the oil and gas industry in Uganda (Kampala). —. 2012. Successes and opportunities in Uganda’s oil and gas sector: Addressing the development of the sector through a policy framework, Paper presented by MEMD on the occasion of the commemoration of Uganda’s 49th Independence Anniversary, 2011 (Kampala). Mwakali, J.A.; Byaruhanga, J.N.M. 2011. “Local content in the oil and gas industry: Implications for Uganda”, in J.A. Mwakali and H.M. Alinaitwe (eds): Proceedings of the 2nd International Conference on Advances in Engineering and Technology, Entebbe, Uganda, 31 January−1 February 2011 (Kampala, Macmillan Uganda). Republic of Uganda. 2010. National Development Plan 2010/11−2014/15 (Kampala, National Planning Authority). —. 2011. Environmental management in Uganda’s oil and gas sector (Kampala). Uganda Bureau of Statistics (UBOS). 2003. Labour Force Survey, 2002–03 (Kampala). —. 2005. Labour Market Conditions Report (Kampala). —. 2007. Uganda Business Register 2006–07 (Kampala). —. 2009. Statistical Abstract 2009 (Kampala). —. 2010. Uganda National Household Survey 2009–10 (Kampala). —. 2011. Statistical Abstract 2011 (Kampala). World Bank. 2011. Africa Indicators Report (Washington, DC).

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Appendix I Uganda’s oil and gas exploration and development history: A timeline Early history, pre-1980 1925

The petroleum potential of Uganda is documented by government geologist EJ Wayland, in the publication Petroleum in Uganda (1925). This includes reporting of the existence of oil seepage and 52 oil and gas seeps, ten of which have been confirmed on the Uganda side of the Albertine Graben and four to five at Kasenyi and Mswa on the Congo (DRC) side.

1936−56

The first shallow stratigraphic wells are drilled by the African–European Investment Company. Butiaba Waki B-1 well is drilled in 1938. Other shallow wells drilled in Kibiro and Kibuku areas for geological correlation include 13 wells in Semliki basin and nine wells near Kibiro oil seep. Geological surveys carried out during the 1940s and 50s establish the presence of sedimentary sequences of clays and silts in the Kaiso area on the eastern shores of Lake Albert and along the Kisegi river valley in the Semliki Basin. These beds are subsequently named the Kaiso and Kisegi beds respectively (Memoirs of the Geological Survey, 1959).

1945−80

No major petroleum exploration activities take place in the country during this period, due to the Second World War, changes in colonial government policies and other political uncertainties. Modern history, 1980−2004

1983

An aeromagnetic survey is carried out over the entire Albertine Graben. This effort is driven by the worldwide interest in exploration arising mainly from the high oil prices of the late 1970s. The survey is very successful because it acquires 9,578 line km of aeromagnetic data that identify three depocentres along the entire length of the Graben.

1985

A Petroleum Exploration Project is established to spearhead the promotion of exploration and the acquisition of geological and geophysical data over the Graben. The project runs from the late 1980s to the early 1990s. The Petroleum (Exploration and Production) Act is enacted. World Bank credit to support petroleum exploration promotion is received, ending in December 1993.

1986

Commencement of specialized training in petroleum.

1990

A Cooperation Agreement for Joint Exploration and Development of Common Fields is made between Uganda and Congo (DRC).

1991

A Production Sharing Agreement (PSA) is signed between Fina Exploration Uganda and Government of Uganda, under which Fina is licensed to explore the entire Albertine Graben. The Petroleum Unit in the Geological Survey and Mines Department of the Ministry of Energy and Mineral Development is transformed into the Petroleum Exploration and Production Department (PEPD), the technical arm of the Government responsible for supervising and managing upstream petroleum activities in the country. The PEPD commences follow-up of ground geological and geophysical surveys in areas identified by the aeromagnetic data. The data acquired is used to: ■ subdivide the Graben into nine smaller Exploration Areas; and ■ promote the Exploration Areas for investment.

1992

The Universities of Colombia, Leeds and Lubumbashi, and the PEPD, acquire gravity data on Lake Albert in an effort to understand the Graben.

1993

The Petroleum Exploration and Production Regulations come into force. Fina Exploration Uganda’s license is not renewed, as the company has not carried out any major exploration work.

1997

Exploration Area 3 (Semliki Basin) is licensed to Heritage Oil and Gas Limited.

1998

Heritage acquires the first 2-D seismic data (170 line km) in Uganda.

2001

Heritage acquires an additional 228.39 line km of 2-D seismic data in Semliki Basin with identified drillable prospects and confirmation of structures earlier mapped by gravity and magnetics. Exploration Area 2 (Northern Lake Albert Basin) is licensed to Hardman Resources and Energy Africa.

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2002

Drilling of Turaco-1 well by Heritage and Energy Africa with the spud date of 17 September 2002 and reaching a total depth (TD) of 2,487m.

2003

Drilling of Turaco-2 well on the same surface location as Turaco-1 but with a deviation. The well reaches a TD of 2,963m. Acquisition of seismic data over Lake Albert by Hardman, Energy Africa and Heritage.

2004

Exploration Area 1 is licensed to Heritage and Energy Africa (Tullow Oil) in July 2004. Exploration Area 3A (Semliki basin) is relicensed to Heritage and Energy Africa (Tullow Oil) in September 2004. Drilling of Turaco-3 well by Heritage and Energy Africa reaching a TD of 2,980m. One of the horizons (zones) of the well is tested and the presence of natural gas is confirmed, but heavily contaminated with carbon dioxide. Acquisition of 390 km2 of 3-D seismic data in Semliki Basin by Heritage. Recent developments, 2005−11

36

2005

Acquisition of 2-D seismic data over the Kaiso-Tonya area by Hardman and Energy Africa and also over the Buhuka/Bugoma area (EA3A), by Heritage. Exploration Area 5 (the Rhino Camp Basin) is licensed to Neptune Petroleum (Tower Resources). Drilling of Mputa-1 well by Hardman and Energy Africa in Kaiso-Tonya area. Mputa-1 becomes the first discovery well in the area.

2006

Drilling of Waraga-1 well by Hardman and Energy Africa in Feb./Mar. 2006, reaching a TD of 2,010m. Drilling of Mputa-2 appraisal well on the Mputa discovery. Flow testing of Waraga-1 well. Flow testing of Mputa-1 well is completed in August 2006. Drilling of Kingfisher-1 well by Heritage and Tullow Oil in Buhuka/Bugoma area. Flow testing of Kingfisher-1 well is completed by October 2006. Drilling of Nzizi-1 well, not flow tested.

2007

Exploration Area 4B (Lakes Edward and George Basin) is licensed to Dominion Petroleum. An increase of interest by civil society in petroleum exploration activities is registered.

2008

National Oil and Gas Policy passed by the Government. Implementation of the Policy begins. Kingfisher-2 well is flow tested during August 2008 with 14,000 bopd. Heritage drills Kingfisher-3. Completion of acquisition of 485 sq. km of 3-D seismic data.

2009

Drafting of the Petroleum Bill begins. Implementation of the National Oil and Gas Policy. Drilling of Mputa-5, Karuka-2, Ngassa-2, Nsoga-1, Kogogole-3, Wahrindi-1, Ngara-1, Awaka-1 and Iti1 wells. Testing of Kasemene-1 and Kigogole-1. Acquisition of Full Tensor Gradiometry data. Acquisition of additional seismic data in the Graben.

2010−11

Acquisition of seismic data and drilling of more wells in Exploration Areas 2, 1, 5 and 4B, and other associated activities. A local content study is initiated and completed. A feasibility study on refining in Uganda is undertaken and implementation started. The Government’s communication strategy for the oil and gas sector in Uganda is developed.

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Appendix II Brief timeline of Tullow Oil operations in Uganda 2004 Tullow gains interests in three Ugandan licenses through the Energy Africa acquisition. 2-D seismic acquired over Kaiso-Tonya area in Block 2. 2005 2-D seismic acquired over Kingfisher in Block 3A. 2006 Jan.

Mputa-1 oil discovery proves working hydrocarbon system with 33° Degrees API, which is a reference system for the density of crude oils and constituent hydrocarbons.

Mar.

Waraga-1 well discovers oil and flow tests at over 12,000 bopd.

Oct.

Kingfisher-1 discovers oil in Block 3A.

2007 Jan.

Tullow acquires Hardman Resources, gaining 100 per cent interest and operatorship of Block 2.

Mar.

Kingfisher-1 flow tested at over 13,000 bopd.

Rest of year

2-D and 3-D seismic campaigns and further discoveries in Kaiso-Tonya region.

2008 First half

Significant breakthrough in Butiaba area in Blocks 1 and 2 with seven discoveries including five wells proving up the prolific Victoria Nile Delta play.

Sep.

Kingfisher-2 appraisal well tested at 14,000 bopd.

Dec.

Kingfisher-3 appraisal well establishes 200 million barrel field.

2009 Jan.

300 million bbl Buffalo-Giraffe field discovered.

Feb.

Integrated project team established as commercial threshold for development exceeded.

Aug.

Ngassa-2 discovery announced, which has the potential to be the largest discovery in the basin to date.

Oct.

Dataroom opened to facilitate the sale of up to 50 per cent of Tullow’s interests in the Lake Albert Rift Basin.

2010 Jan.

Tullow chooses to exercise its right of pre-emption over the Heritage Blocks 1 and 3A sales process.

First half

Successful appraisal drilling in Block 2 at Kasamene-2, Kasamene-3 and Nzizi-3.

2011 Mar.

Memorandum of Understanding (MOU) signed between Tullow and the Government of Uganda.

Mar.

Uganda SPAs signed between Tullow, CNOOC and Total for US$2.9 billion total cash consideration.

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Appendix III Exploration and appraisal summary The following table highlights the level of exploration and appraisal activity in Uganda and summarizes drilling results as of July 2011. Details of the net pay that were discovered are given in metres (m) along with the block name and the date on which the relevant press release was issued.

38

Name

Announcement date

Net pay * (in metres)

1.

Mputa-1

17 Jan. 2006

n.a.

Block 2

2.

Waraga-1

13 Mar. 2006

n.a.

Block 2

3.

Mputa-2

23 May 2006

n.a.

Block 2

4.

Kingfisher-1

10 Oct. 2006

37.0

Block 3A

5.

Nzizi-1

16 Nov. 2006

n.a.

Block 2

6.

Nzizi-2

11 Jul. 2007

n.a.

Block 2

7.

Mputa-3

23 Aug. 2007

19.5

Block 2

8.

Mputa-4

02 Oct. 2007

15.4

Block 2

9.

Ngassa-1

25 Feb. 2008

6.0

Block 2

10.

Taitai-1

01 May 2008

13.0

Block 2

11.

Ngege-1

24 Jun. 2008

14.0

Block 2

12.

Kingfisher-2

30 Jun. 2008

37.0

Block 3A

13.

Karuka-1

01 Jul. 2008

n.a.

Block 2

14.

Kasamene-1

06 Aug. 2008

37.0

Block 2

15.

Kigogole-1

09 Sep. 2008

10.0

Block 2

16.

Warthog-1 (Ngiri)

21 Oct. 2008

46.0

Block 1

17.

Kingfisher-3

11 Dec. 2008

40.0

Block 3A

18.

Buffalo-1 (Jobi)

16 Dec. 2008

43.0

Block 1

19.

Giraffe-1 (Rii)

13 Jan. 2009

38.0

Block 1

20.

Mputa-5

11 Mar. 2009

12.0

Block 2

21.

Karuka-2

25 Mar. 2009

22.

Nsoga-1

06 May 2009

23.

Awaka

27 May 2009

24.

Kigogole-3

16 Jun. 2009

20.0

Block 2

25.

Wahrindi-1

08 Jul. 2009

7.0

Block 2

26.

Ngara-1

04 Aug. 2009

8.0

Block 2

27.

Ngassa-2

26 Aug. 2009

25.0

Block 2

28.

Kasamene-2

22 Jan. 2010

47.0

Block 2

Limited thinbedded oil bearing sands 3.0 91 m waterbearing sands

Block

Block 2

Block 2 Block 2

WP-External-300-[SECTO-131220-2]-NR-En.docx

Name

Announcement date

Net pay * (in metres)

Block

29.

Kasamene-3

13 Apr. 2010

10.0

Block 2

30.

Kasamene-3A

22 Jan. 2010

15.0

Block 2

31.

Nzizi-3

19 May 2010

25.0

Block 2

32.

Nsoga-5

15 Jul. 2010

10.0

Block 2

33.

Ngiri-2

28 Jul. 2010

40.0

Block 1

34.

Kigogole-2

25 Aug. 2010

16.0

Block 2

35.

Kigogole-5

25 Aug. 2010

14.0

Block 2

36.

Mpyo-1

25 Aug. 2010

32.0

Block 2

37.

Kigogole-4

10 Nov. 2010

15.0

Block 2

38.

Nsoga-2

27 Jan. 2011

12.5

Block 2

39.

Kigogole-6

09 Mar. 2011

3.0

Block 2

40.

Ngege-2

15 May. 2011

1.0

Block 2

41.

Jobi-East-1

06 Jun. 2011

20.0

Block 1

42.

Mpyo-3

06 June 2011

21.0

Block 1

43.

Jobi-2

05 Jul. 2011

45.0

Block 1

44.

Gunya-A

05 Jul. 2011

17.5

Block 1

45.

Jobi-East-5

24 Aug. 2011

n.a.

Block 1

46.

Jobi-East-2

09 Nov. 2011

22.5

Block 1

* Net pay = Net hydrocarbon bearing sands encountered.

WP-External-300-[SECTO-131220-2]-NR-En.docx

39

Sectoral working papers 1 Year

Reference

The Warp and the Web Organized production and unorganized producers in the informal food-processing industry: Case studies of bakeries, savouries’ establishments and fish processing in the city of Mumbai (Bombay) (Ritu Dewan)

2000

WP.156

Employment and poverty in Sri Lanka: Long-term perspectives (Vali Jamal)

2000

WP.157

Recruitment of educational personnel (Wouter Brandt and Rita Rymenans)

2000

WP.158

L’industrie du textile-habillement au Maroc: Les besoins des chefs d’entreprise et les conditions de travail des femmes dans les PME (Riad Meddeb)

2000

WP.159

L’évolution de la condition des personnels enseignants de l’enseignement supérieur (Thierry Chevaillier)

2000

WP.160

The changing conditions of higher education teaching personnel (Thierry Chevaillier)

2000

WP.161

Working time arrangements in the Australian mining industry: Trends and implications with particular reference to occupational health and safety (Kathryn Heiler, Richard Pickersgill, Chris Briggs)

2000

WP.162

Public participation in forestry in Europe and North America: Report of the team of specialists on participation in forestry

2000

WP.163

Decentralization and privatization in municipal services: The case of health services (Stephen Bach)

2000

WP.164

Social dialogue in postal services in Asia and the Pacific: Final report of the ILO-UPU Joint Regional Seminar, Bangkok, 23–26 May 2000 (edited by John Myers)

2000

WP.165

Democratic regulation: A guide to the control of privatized public services through social dialogue (G. Palast, J. Oppenheim, T. McGregor)

2000

WP.166

Worker safety in the shipbreaking industries: An issues paper (Sectoral Activities Department and InFocus Programme on Safety and Health at Work and the Environment)

2001

WP.167

Safety and health in small-scale surface mines – A handbook (Manfred Walle and Norman Jennings)

2001

WP.168

Le rôle des initiatives volontaires concertées dans la promotion et la dynamique du dialogue social dans les industries textiles, habillement, chaussures (Stéphanie Faure)

2001

WP.169

1

Working Papers Nos 1–155 are not included on this list for reasons of space, but may be requested from the Sectoral Activities Department.

40

WP-External-300-[SECTO-131220-2]-NR-En.docx

Year

Reference

The role of joint voluntary initiatives in the promotion and momentum of social dialogue in the textile, clothing and footwear industries (Stéphanie Faure)

2001

WP.170

La situation sociale des artistes-interprètes de la musique en Asie, en Afrique et en Amérique latine (Jean Vincent)

2001

WP.171

The social situation of musical performers in Asia, Africa and Latin America (Jean Vincent)

2001

WP.172

Guide sur la sécurité et hygiène dans les petites mines à ciel ouvert (Manfred Walle and Norman Jennings)

2001

WP.173

Seguridad y salud en minas de superficie de pequeña escala: Manual (Manfred Walle and Norman Jennings)

2001

WP.174

Privatization of municipal services: Potential, limitations and challenges for the social partners (Brendan Martin)

2001

WP.175

Decentralization and privatization of municipal services: The perspective of consumers and their organizations (Robin Simpson)

2001

WP.176

Social and labour consequences of the decentralization and privatization of municipal services: The cases of Australia and New Zealand (Michael Paddon)

2001

WP.177

1st European Forest Entrepreneurs’ Day, 16 September, 2000 (European Network of Forest Entrepreneurs ENFE)

2001

WP.178

The world tobacco industry: trends and prospects (Gijsbert van Liemt)

2002

WP.179

The construction industry in China: Its image, employment prospects and skill requirements (Lu You-Jie and Paul W. Fox)

2001

WP.180

The impact of 11 September on the aviation industry (Peter Spence Morrell and Fariba Alamdari)

2002

WP.181

The impact of 11 September on the civil aviation industry: Social and labour effects (Prof. Peter Turnbull and Geraint Harvey)

2002

WP.182

Employment trends in the tobacco sector in the United States: A study of five states (Maureen Kennedy)

2002

WP.183

Tobacco: An economic lifeline? The case of tobacco farming in the Kasungu Agricultural Development Division, Malawi (Michael Mwasikakata)

2002

WP.184

A study of the tobacco sector in selected provinces of Cambodia and China (Yongqing He, Yuko Maeda, Yunling Zhang)

2002

WP.185

Child performers working in the entertainment industry: An analysis of the problems faced (Katherine Sand)

2003

WP.186

Informal labour in the construction industry in Nepal (Kishore K. Jha)

2002

WP.187

WP-External-300-[SECTO-131220-2]-NR-En.docx

41

42

Year

Reference

The construction labour force in South Africa: A study of informal labour in the Western Cape (Jane English and Georg Mbuthia)

2002

WP.188

Social dialogue in health services – Case studies in Brazil, Canada, Chile, United Kingdom (Jane Lethbridge)

2002

WP.189

Teachers and new ICT in teaching and learning modes of introduction and implementation impact implications for teachers (Chris Duke)

2002

WP.190

Best practice in social dialogue in public service reform: A case study of the Norwegian Agency for Development Co-operation (NORAD) (Torunn Olsen)

2002

WP.191

Best practice in social dialogue in public service emergency services in South Africa (Bobby Mgijima)

2003

WP.192

Case studies in social dialogue in the public emergency services – Argentina (Laura El Halli Obeid and Liliana Beatriz Weisenberg)

2003

WP.193

Employment trends in the tobacco sector: Selected provinces of Bulgaria and Turkey (Roska Ivanovna Petkova and Nurettin Yildirak)

2003

WP.194

How to prevent accidents on small construction sites (Illustrated by Rita Walle)

2003

WP.195

Sectoral trends: A survey (Katherine A. Hagen)

2003

WP.196

The impact of the restructuring of civil aviation on employment and social practices (Bert Essenberg)

2003

WP.197

Raising awareness of forests and forestry. Report of the FAO/ECE/ILO Team of Specialists on Participation in Forestry and the FAO/ECE Forest Communicators Network

2003

WP.198

Teaching and the use of ICT in Hungary (Eva Tót)

2003

WP.199

Violence and stress at work in the postal sector (Sabir I. Giga, Helge Hoel and Cary L. Cooper)

2003

WP.200

Violence and stress at work in the performing arts and in journalism (Sabir I. Giga, Helge Hoel and Cary L. Cooper)

2003

WP.201

Making ends meet: Bidi workers in India today: A study of four states

2003

WP.202

Civil aviation: The worst crisis ever? (Bert Essenberg)

2003

WP.203

Informal labour in the construction industry in Kenya: A case study of Nairobi (Winnie V. Mitullah and Isabella Njeri Wachira)

2003

WP.204

Violence and stress at work in the transport sector (Bert Essenberg)

2003

WP.205

WP-External-300-[SECTO-131220-2]-NR-En.docx

Year

Reference

The impact of Severe Acute Respiratory Syndrome (SARS) on health personnel (Christiane Wiskow)

2003

WP.206

How we work and live. Forest workers talk about themselves (Bernt Strehlke)

2003

WP.207

Workplace violence in service industries with implications for the education sector: Issues, solutions and resources (Richard Verdugo and Anamaria Vere)

2003

WP.208

International migration of health workers: Labour and social issues (Stephen Bach)

2003

WP.209

Violence and stress at work in financial services (Sabir I. Giga, Helge Hoel and Cary L. Cooper)

2003

WP.210

Violence and stress in hotels, catering and tourism sector (Helge Hoel and Ståle Einarsen)

2003

WP.211

Employment and human resources in the tourist industry in Asia and the Pacific (Travel Research International, London)

2003

WP.212

Democracy and public-private partnerships (Jerrold Oppenheim and Theo MacGregor)

2003

WP.213

Social dialogue in the public emergency services in a changing environment (Bulgaria) (Pavlina Popova)

2003

WP.214

Training of machine operators for mechanized wood harvesting. A study carried out under the EU-funded ERGOWOOD project (Bernt Strehlke and Kristin Warngren)

2004

WP.215

Social dialogue in public emergency services: A case study in Kenya (Leopold P. Mureithi)

2004

WP.216

Public emergency services: Social dialogue in a changing environment: A study on Japan (Minawa Ebisui)

2004

WP.217

Academic tenure and its functional equivalent in post secondary education (Donald C. Savage)

2004

WP.218

Study of the Kerala Construction Labour Welfare Fund (R.P. Nair)

2004

WP.219

The Joint FAO/ECE/ILO Committee: Fifty years of international cooperation in forestry (T.J. Peck and E.G. Richards)

2004

WP.220

La permanence et son équivalent fonctionnel dans l’enseignement postsecondaire (Donald C. Savage)

2004

WP.221

Academic employment structures in higher education: The Argentine case and the academic profession in Latin America (Garcia de Fanelli)

2004

WP.222

An introduction to labour statistics in tourism (Dirk Belau)

2004

WP.223

Labour implications of the textiles and clothing quota phase-out (Hildegunn Kyvik Nordas)

2005

WP.224

WP-External-300-[SECTO-131220-2]-NR-En.docx

43

44

Year

Reference

Baseline study of labour practices on large construction sites in Tanzania (coordinated by the National Construction Council, Dar es Salaam)

2005

WP.225

Informal construction workers in Dar es Salaam, Tanzania (Arthur Jason)

2005

WP.226

Prospects for micro, small and medium enterprises in the food and drink industries in Guyana (Abdul Rahim Forde)

2005

WP.227

Alimentation et boisson au Burkina Faso: au delà de la survie (Dié Martin Sow)

2005

WP.228

Social dialogue in education in Latin America: A regional survey (Marcela Gajardo and Francisca Gómez)

2005

WP.229

Good industrial relations in the oil industry in the United Kingdom (Dr Chris Forde, Dr Rob MacKenzie, Dr Mark Stuart, Dr Rob Perrett)

2005

WP.230

The future of civil aviation in Africa: Restructuring and social dialogue (Bert Essenberg)

2005

WP.231

The issues of fatigue and working time in the road transport sector

2005

WP.232

Privatization of energy in the Argentine Republic

2005

WP.233

Social dialogue in the health sector: Case study Ghana (Dr Delanyo Y. Dovlo)

2005

WP.234

Social dialogue in the health sector: Case study Bulgaria (Dr L. Tomev, Dr N. Daskalova, Ms. T. Mihailova)

2005

WP.235

Migration of health workers: Country case study Philippines (Institute of Health and Policy and Development Studies, Manila)

2005

WP.236

Industrial relations in the oil industry in Nigeria (Sola Fajana)

2005

WP.237

Industrial relations in the oil industry in South Africa (Shirley Miller and Tanya van Meelis)

2005

WP.238

Industrial relations in the oil industry in Mexico (Carlos Reynoso Castillo)

2005

WP.239

Corporate structural change and social dialogue in the chemical industry (Yasuhiko Kamakura)

2006

WP.240

Privatización de la energía en la Republica Argentina Perdidas y Ganancias (Asociación del Personal Jerárquico del Agua y la Energía, APJAE)

2006

WP.241

Vocational education and training in the chemical industry in Germany and the United Kingdom (Steffen A. Rogalski)

2006

WP.242

The role of local authorities in promoting decent work. Towards an applied research agenda for the construction and urban development sector (Jeroen Klink)

2006

WP.243

Vocational education and training in the chemical industry in India (National Safety Council of India – NSCI)

2006

WP.244

WP-External-300-[SECTO-131220-2]-NR-En.docx

Year

Reference

Health worker migration flows in Europe: Overview and case studies in selected CEE countries – Romania, Czech Republic, Serbia and Croatia (Christiane Wiskow)

2006

WP.245

Recent issues regarding collective bargaining and conditions of work in the chemical industry (Yasuhiko Kamakura)

2006

WP.246

SECTOR source: Database description (R. Doggett)

2007

WP.247

Promotion de la compétitivité socio-économique dans le secteur textile-habillement en Tunisie (S. Bensedrine)

2007

WP.248

Subcontracting in electronics: From contract manufacturers to provides of electronic manufacturing services (EMS) (Gijsbert van Liemt)

2007

WP.249

SECTOR source: data supplement to the report on the production of electronic components for the IT industries (R. Doggett)

2007

WP.250 (PDF only)

ILO database on export processing zones (J.P. Singa Boyenge)

2007

WP.251

The use of contract teachers in developing countries: Trends and impact (Alec Fyfe)

2007

WP.252

Le recours aux enseignants contractuels dans les pays en développement: tendances et impact (extraits) (Alec Fyfe)

2007

WP.253

Promoting good industrial relations in the oil and gas industries in Indonesia (Mengembangkan Hubungan Industrial yang Baik di Industri Minyak dan Gas Indonesia) (Ratih Pratiwi Anwar and Muyanja Ssenyonga)

2007

WP.254

Participatory approaches for planning and construction-related assistance in settlement upgrading and expansion: The roles of tripartite actors and other stakeholders (David G. Williams)

2007

WP.255

Social dialogue in the education sector: An overview Le dialogue social dans le secteur de l’education: Tour d’horizon (Anamaria Vere)

2007

WP.256

Freedom of association and staff participation in higher education decision-making: A review Liberté syndicale et participation du personnel à la prise de décisions dans l’enseignement supérieur: Un aperçu (Anamaria Vere)

2007

WP.257

Social dialogue perspectives in Romanian road transport (Roxana Radu)

2008

WP.258 (PDF only)

Hacia el trabajo decente en el sector del azúcar, México (Leonard Mertens)

2008

WP.259

Coffee in Kenya: Some challenges for decent work (Leopold P. Mureithi)

2008

WP.260

Hacia el trabajo decente en el Perú: la mujer en la industria pesquera (Gerardo Pejerrey Piedra)

2008

WP.261

WP-External-300-[SECTO-131220-2]-NR-En.docx

45

46

Year

Reference

Alimentación, bebidas, tabaco – El banano en Costa Rica y sus retos laborales (Ernesto Quirós)

2008

WP.262

Women workers in the kretek cigarette industry, Indonesia – Challenges and opportunities for decent work (Ratih Pratiwi Anwar)

2008

WP.263

Safety and health in the European forestry sector. The impact of more open markets and of increased regulation (Malcolm Gifford)

2008

WP.264

Guide for social dialogue in the tourism industry (Dain Bolwell and Wolfgang Weinz)

2008

WP.265

Reducing poverty through tourism (Dain Bolwell and Wolfgang Weinz)

2008

WP.266

Review of socially responsible HR and labour relations practice in international hotel chains (Jacqui Boardman and Candida Barbato)

2008

WP.267

Reducir la pobreza a través del turismo (Dain Bolwell and Wolfgang Weinz)

2008

WP.268

Industrial relations and social dialogue in the oil and gas industries in Indonesia (based on a field study) (Ratih Pratiwi Anwar and Muyanja Ssenyonga)

2009

WP.269

The role of worker representation and consultation in managing health and safety in the construction industry (David Walters)

2010

WP.270

Sectoral coverage of the global economic crisis, Trends in employment and working conditions by economic activity, statistical update, third quarter 2009

2010

WP.271

Strengthening social dialogue in the utilities sector in Nigeria (Professor Sola Fajana)

2010

WP.272

Strengthening social dialogue in the utilities sector in Malawi : The impact of structural reforms on social dialogue (Winford H. Masanjala)

2010

WP.273

The global economic crisis: Trends in employment and working conditions by economic activity, statistical update, fourth quarter 2009 (Erick Zeballos and Stefanie Garry)

2010

WP.274

Green jobs creation through sustainable refurbishment in developing countries (Ramin Kievani, Joseph H.M. Tah, Esra Kurul and Henry Abanda)

2010

WP.275

Working conditions of contract workers in the oil and gas industries (Ian Graham)

2010

WP.276

Dispute prevention and resolution in public services labour relations: Good policy and practice (Clive Thompson)

2010

WP.277

Automotive industry: Trends and reflections: The global economic crisis – sectoral coverage (Ian Graham)

2010

WP.278

WP-External-300-[SECTO-131220-2]-NR-En.docx

Year

Reference

Job crisis recovery: A global overview of employment trends and working conditions by economic activity statistical update, first semester 2010 (Erick Zeballos and Stefanie Garry)

2010

WP.279

Labour-oriented participation in municipalities: How decentralized social dialogue can benefit the urban economy and its sectors (Carlien van Empel and Edmundo Werna)

2010

WP.280

Situation of social dialogue in the Philippines water supply (Marie Beth Lorenzo)

2011

WP.281

Responsible contracting: An approach aimed at improving social and labour practices in the property services sector (Andrew Bibby)

2011

WP.282

Private employment agencies in Morocco (Ghada Ahmed)

2011

WP.283

Restructuring and social dialogue in the chemical industry in India (National Safety Council of India-NSCI)

2011

WP.284

Restructuring and social dialogue in the chemical industry in China (Xiangquan Zeng, Xiaoman Li and Liwen Chen)

2011

WP.285

Restructuring and social dialogue in the chemical industry in Brazil (Nilton Benedito Branco Freitas and Thomaz Ferreira Jensen)

2012

WP.286

The digital labour challenge: Work in the age of new media (Aidan White)

2012

WP.287

The health of workers in selected sectors of the urban economy challenges and perspectives (Francisco Comaru and Edmundo Werna)

2012

WP.288

International perspectives on women and work in hotels, catering and tourism (Thomas Baum)

2013

WP.289

Private employment agencies in the Netherlands, Spain and Sweden (Gijsbert van Liemt)

2013

WP.290

Private employment agencies in South Africa (Debbie Budlender)

2013

WP.291

Law and practice of private employment agency work in South Africa (Paul Benjamin)

2013

WP.292

Private employment agencies and labour dispatch in China (Liu Genghua)

2014

WP.293

Las agencias de empleo privadas en Argentina, Chile y Uruguay (Sandra Goldflus Wasser)

2014

WP.294

Employment relationships in the media industry (Andrew Bibby)

2014

WP.295

Employment relations and decent work in the contact centre industry (Phil Taylor)

2014

WP.296

Living and working conditions in inland navigation in Europe (Rob de Leeuw van Weenen, Janos Ferencz, Shirleen Chin and Wouter van der Geest)

2014

WP.297

WP-External-300-[SECTO-131220-2]-NR-En.docx

47

48

Year

Reference

Promoting the employment of women in the transport sector – obstacles and policy options (Prof. Peter Turnbull)

2014

WP.298

An overview of recent and emerging issues in forestry in relation to labour and livelihood opportunities

2013

WP.299

The oil and gas industry in Uganda: Employment trends, vocational education and training and skills needed (Jimmy Twebaze)

2013

WP.300

WP-External-300-[SECTO-131220-2]-NR-En.docx