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In 2019, the domestic oil industry is destined to usher in a busy cycle. Behind the busyness, what should be the income that has attracted much attention from oil people?
Just now, the world's third largest oil service company, China National Petroleum Corporation, issued the strongest voice for oil people to increase their income.
Recently, CNPC Service announced that in order to strengthen incentive assessment and promote the orderly progress of CNPC's various service guarantee work, it plans to pay 50 million as a bonus to reward engineering and technical teams and related companies and individuals.
According to PetroChina, these bonuses are additional rewards beyond employee salary performance. If the reward conditions are met, each employee is expected to be rewarded by nearly 10,000 yuan for various professional and technical teams such as drilling teams, fracturing teams, logging teams, and cementing teams.
It is worth noting that differentiated reward measures to increase employee income are not a unique policy incentive for CNPC and oil service. At present, domestic oil companies have joined the wave of personnel and labor distribution reform. Oil people are expected to increase their income while being busy in 2019.
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CNPC Oil Service 50 million reward
Driven by the dual driving of certain investment driven by national energy security policies and the recovery of the oil and gas industry, the significant increase in the workload of the oil industry in 2019 has become a consensus in the industry.
Central Petroleum 2019 work plan shows that crude oil production must achieve stable production, and natural gas production must exceed 110 billion cubic meters. New oil and gas production capacity will increase by 60% year-on-year, and drilling capacity will increase by more than 20%. The number of drilling holes is expected to exceed 18,000, and risk exploration wells and horizontal wells have increased exponentially.
It is not difficult to see from the above that the workload has increased significantly compared to the past, which tests the service guarantee capabilities of oil service teams such as drilling teams, fracturing teams, logging teams, and cementing teams.
In this regard, as the largest oil service company in China, CNPC Oil Service will spend 50 million yuan in 2019 to reward engineering and technical teams and related companies and individuals.
The reward is divided into two parts, one is a special reward with an amount of 30 million yuan and the other is a market development reward with an engineering technology business, with an amount of 20 million yuan.
It is worth noting that the special reward was first established by China National Petroleum Oil Service. It is not calculated in the salary indicator and is mainly used as a special reward for service guarantee.
The head of the Human Resources Department of CNPC Oil Service said that the special rewards mainly target engineering and technical teams such as drilling teams and fracturing teams in key production areas.
In essence, the reward is to a certain extent an affirmation of the work of the engineering and technical team in 2018. According to statistics, in 2018, China National Petroleum Corporation Oil Service completed drilling and sizing up 10% year-on-year, three-dimensional earthquake collection increased by 34%, oil testing increased by 43%, and fracturing and increased by 52%.
In 2019, when service guarantee is more stressful, a number of indicators were set for rewards to stimulate employees' enthusiasm for increasing their reserves and production. The reward conditions for
are challenging, and they require that the annual production quality must meet the oil field requirements and the output meets the design goals. In key areas, the drilling team must achieve 5-opening and 5-complete horizontal wells throughout the year, and the drilling footage reaches 25,000 meters. In key areas, the fracturing team must achieve more than 350 sections of fracturing throughout the year. Teams that meet the conditions will be rewarded and will not be topped off.
Take the drilling team as an example. Teams that meet the conditions are expected to win 300,000 to 400,000 yuan, and an average of each employee is expected to receive an additional reward of nearly 10,000 yuan.
In addition to the special reward, in order to encourage oilfield and oil service enterprises to cooperate and increase the market share of CNPC's engineering and technical team, a market development reward of 20 million yuan has been set up. The main rewards are enterprises, units and individuals that have made outstanding contributions in market development and Party A and Party B.
2018 Market Development Reward Enterprise List
In fact, such a large-scale reward is a reflection of the reform of China National Petroleum Corporation Service’s wage distribution management. The wage distribution reform has now shown a prairie fire and is widely carried out in oil companies.
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The signal of oil people increasing income is constantly being released
In recent years, the reform of the salary distribution system of the oil industry is in full swing, and the signal of oil people increasing income is gradually becoming clear.
In January 2018, PetroChina Chairman Wang Yilin once said that it is necessary to improve the normal growth mechanism for employee income and achieve simultaneous growth of employee income while improving corporate efficiency and labor productivity.
Immediately afterwards, in August 2018, PetroChina held a meeting to deepen the reform of the personnel and labor distribution system. Among them, clear instructions were made on the reform of the salary distribution system that oil people are concerned about.
meeting emphasized the implementation of the reform requirements of the wage decision mechanism of state-owned enterprises, highlight the same-way linkage between total allocation and efficiency and benefits, and establish a differentiated total wage decision mechanism. Continue to improve targeted and precise incentive policies, take special rewards, special rewards and other measures to promote the implementation of key tasks and key matters. Adhere to the direction of market-oriented reform, increase the tilt towards backbone teams such as scientific and technological personnel, employees in key and difficult positions in frontlines, and improve the market competitiveness of core backbone talents' salaries.
On February 18 this year, PetroChina held the first meeting of the Leading Group for Comprehensively Deepening Reform since 2019, and once again listed the reform of personnel and labor distribution as a priority, demonstrating PetroChina's determination to reform.
Of course, in addition to PetroChina, the compensation reform of various oil fields under Sinopec is also being carried out in an orderly manner.
In January 2019, Zhongyuan Oilfield officially issued the "2019 Performance Assessment Measures for Zhongyuan Oilfield". The Measures focus on improving the quality and efficiency of development, and will continue to improve the assessment system that links performance wages to unit operating efficiency and management level.
More importantly, Zhongyuan Oilfield quantifies the assessment standards of subordinate units, so that it is truly well-founded. Among them, oil and gas field development units and professional service units will be assessed and cashed at 50% of the profit exceeding the payment or reducing losses; public institutions will be assessed and cashed at 50% of the balance of cost savings. In addition, clear reward regulations have been made for external income generation and employment in external innovation markets.
In addition, Shengli Oilfield recently released new reform moves in 2019. In the new year, Shengli Oilfield will be committed to optimizing resource allocation, strengthening internal coordination, guiding employees to flow to new businesses, external markets, and effective positions, and improving differentiated incentive policies.
Note: Image source: China Petroleum News
