There are costs associated with Operators setting up individual vendors within their accounting and vendor management systems. By having supervisors work through IRM, many individual vendors can be consolidated to one vendor. IRM invoices are much better than the “napkin” invoices they often receive from supervisors that are often late and incomplete.
When IRP 7 was introduced a number of years ago, it outlined the minimum training requirements for Wellsite supervisors. Although a useful standard, it was also recognized that there is a significant difference between being “certified” and being “competent”, and the industry was challenged to develop a competency assessment standard that could be used to identify the strengths and weaknesses of potential candidates a company may be looking at.
Under a joint initiative of the Canadian Association of Petroleum Producers (CAPP) and the Canadian Association of Drilling Contractors (CAODC), a Wellsite Supervisor Competency Assessment Committee was formed. The mandate of this committee was to develop a program for assessing supervisor competency and to make it available to industry to use as they see fit. International Resource Management played a key role in the development of this standard, and is now ready to implement the program on behalf of our clients.
Phase one of the IRM competency program involves a record of tickets and training. It also provides an excellent overview of the candidates experience both as a rig manager/driller and as a Wellsite Supervisor with a number of typical well operations.
Phase two of the IRM competency program requires candidate to answer a series of questions related to their discipline (drilling, completions, construction) that deal with a wide range of operations, issues, and technical challenges. These answers are then reviewed by a third party reviewer and the candidate is given a rating of one of the following:
Ranking 1: ENTRY LEVEL – Not to work alone or unsupervised
Ranking 2: DEVELOPMENTAL – Working with restrictions in place
Ranking 3: COMPETENT – Working with on-going improvement actions
Ranking 4: COMPETENT MENTOR – Fully developed, understands communication and work processes and could be a Trainer, Coach, Mentor or Independent Assessor.
IRM’s role in the competency program is to “prescreen” and select suitable candidates that meet the customer’s needs for the type of work being performed and the level of field supervision available. By law, it remains incumbent upon our clients to perform their own competency and evaluation of prospective candidates. They must also orient supervisors to the corporate safety program and ERP protocols.
The CRA is cracking down on contractor’s who could in fact be considered an employee of an operating company, particularly in cases where a supervisor has worked for the same company for an extended period of time. Operators can be assessed back taxes if they deem a supervisor to in fact be an employee of the company. This risk can be alleviated by having long term supervisors bill through IRM.
All IRM supervisors carry a minimum of $2,000,000 liability insurance. In addition, IRM has insurance over and above the insurance carried by our supervisors.
Operator needs fluctuate from season to season. It is difficult to keep good people busy throughout the entire year, so often Operators scramble to find quality supervisors in their time of need. IRM is able to provide stable work schedules to their supervisors which keep our talent pool well stocked.