Of-what-use-is-local-content-when-casualization-of-its-workforce-is-what-the-nigerian-indigenous-private-oil-companies-are-practicing-the-need-for-the-federal-government-and-relevant-federal-authorities-to-address-this-issue
September 7, 2020 | News
OF WHAT USE IS LOCAL CONTENT WHEN CASUALIZATION OF ITS WORKFORCE IS WHAT THE NIGERIAN INDIGENOUS PRIVATE OIL COMPANIES ARE PRACTICING? THE NEED FOR THE FEDERAL GOVERNMENT AND RELEVANT FEDERAL AUTHORITIES TO ADDRESS THIS ISSUE
President Muhammadu Buhari (Left) and Vice President Yemi Osibanjo (Right)
Dr. Emmanuel Ibe Kachikwu
Engr. Simbi Wabote The Executive Secretary,
Nigerian Content Development and Monitoring Board (NCDMB) House
We have always emphasized that the primary purpose and aim of local content development in the country is hinged on ‘economically empowering’ of the Nigerian citizenry, in every dimension of their lives through the activities and operations that are going on in the Extractive Industry. Anything short of this cannot be said to be local content development and observance.
While we agree with the fact that over the last couple of years, the local content law and practice has opened up the oil and gas industry, which has given rise to more participation of indigenous contractors to handle major contracts in the oil and gas industry, and also provided the opportunities for indigenous oil and gas companies to be Operators/Joint Operators of Divested oil and gas assets/OMLs in the industry. However, there is a very ‘bad practice’ in one of the aspects of local content observance, which the Nigerian Indigenous Private Oil and Gas Companies that are Operating the Divested oil and gas assets in the industry, have adopted, and which has rubbished the primary objective of local content development. The said bad practice is the ‘Casualization’ of its Workforce.
Apart from the International Oil Companies (IOCs) like Shell (SPDC), Agip, Chevron, etc., it is appalling to note how Nigerian Indigenous Private Oil Companies have adopted the practice of employing virtually all its Workforce as Contract Staff. They practically do not have Permanent Staffs as a major part of their Workforce. And they do not have well-spelt-out Conditions of Service for their Workforce. With such practice, there is practically no room for the employed Workforce of these Nigerian Indigenous Private Oil Companies to climb/rise the corporate ladder to Management positions. Neither does it encourage career prospects of growth and retirement privileges/benefits. Not even Job Security is assured in such atmosphere where this is the practice.
When these Nigerian Indigenous Private Oil Companies, particularly those that took over the Shell (SPDC) Divested oil and gas Assets/OMLs in the Niger Delta region like NECONDE Energy, NESTOIL LTD, Niger Delta Petroleum Resources (NDPR) – ND Western Ltd; SEPLAT Petroleum Development Company Plc; Heritage Energy Operational Services Ltd (HEOSL); Shoreline Energy Resources; Eland Oil; First Hydrocarbon Nigeria (partly owned by Afren); EROTON Consortium which consist of Midwestern Oil and Gas/Mart Resources/Suntrust Oil; Creststar Consortium; Aiteo-led consortium; First Exploration & Petroleum Development Company Ltd (First E & P), etc., have all adopted this bad practice of making virtually all their Workforce as Contract Staffs, of what use then is the local content development practice in Nigeria? Have these Nigerian Indigenous Private Oil Companies not turned the local content practice into a curse? Is the local content development and practice not grossly abused by these Nigerian Indigenous Private Oil Companies? Are they not using the local content law observance to now ‘enslave’ its Nigerian Workforce by this practice of Casualization? Whatever title/name they give the positions their Workforce are employed on; be it Asset Supervisors, Head Operations, Operation Supervisors, Asset Coordinators, Head Engineers, Mechanical Engineers, Chemical Engineers, Electrical Engineers, Instrumentation Engineers, Well Engineers, Surface Engineers, Facility Engineers, Asset Superintendents, Operations Managers, Asset Managers, Production Engineers, Team Leaders, Chief Operating Officers, etc., they are noting but Contract Staff, whose future prospects in these Nigerian Indigenous Private Oil Companies is nothing to write home about.
This is unlike the International Oil Companies (IOCs) that ‘always’ create the avenue and opportunities for their employed Workforce to climb/rise the corporate ladder to Managerial positions of enormous authority - both within the company and in the industry. They also provide the avenues and opportunities for Nigerian young brilliant graduates of bright minds to be employed into the system, and from there rise to amiable heights. IOC like Shell (SPDC) for instance, has its Young Graduates Employee Programme for qualified Nigerians to be recruited. This includes the Special Intensive Training Programme known as SITP 1 and SITP 2. The SITP 1 is for young Nigerian Graduates in Engineering, while the SITP 2 is for the young Nigerian Middle Manpower Technicians of ND/HND status. Shell (SPDC) also has its Front Desk Recruitment for Contract Staff and Umbrella Manpower Contractors who will employ some levels of Contract Staff. Besides this, they also recruit qualified Nigerian young graduates from Law, Accountancy professions. They also have engagement opportunities for Local Consultancy Companies that will support their operations/activities in the area of sustainable Community Development activities.
It was under these practices by IOCs like Shell (SPDC), which encouraged local content development and observance, that we had the likes of Mutiu Sunmonu who rose to become Shell (SPDC) MD/Country Chair; and others like Joshua Udofia, Godwin Omene, King Edmund Daukoru, Basil Omiyi, Egbert Imomoh, Tony Attah, Osagie Okunbor, O.J Agbarah, Alhaji Abdullah Bukar, Chima Ebeneche, Precious Omuku, Ubaka Emelumadu, King Alfred Achebe, Bisi Dere, Don Ovberedjo, Emeka Obi, Noble Pepple, Clifford Oraka, Chris Ifeagwu, Nedo Osayande, Kay Ogunjimi, Ignatius Onofua, Boma Brown, Mason Oghenejebo, Simbi Wabote, Chike Onyejekwe, Babs Omotowa, Ehiosu (Agans) Felix Aganmwonyi, C.O.P Nwachukwu, Bayo Olarewaju-Alo, Ademola Adeyemi-Bero, Chief Julius Biuwovwi, Kenny Kuyinu, Matthew Ideh, Funkapo Fufeyin, Joseph Obari, Chidube Nnene-Anochie, Kefe Amrasa, J.C Okoro, I.C Okoro, Jimmy Ahmed, Paul Ugen, Precious Okolobo, Frank Efeduma, Emmanuel Etomi, Hubert Nwokolo, Steve Oruerio, Edesiri Akpomudjere, Acho Orji, Osita Nnajiofor, Don Boham, Harriman Oyofo, Layi Fatona, Edirin Abamwa, Anthony Arabome, Albert Aramabi, Obi Akosa, Francis Ifedi, Johnson Akinnawonu, Philip Mshelbila, Ekene Anaje, Raphael Awoseyin, Oloruntoba (Toba) Akinmoladun, Nuhu Adaji, Boniface Nongo, Eddy Wikina, Kunle Kudaisi, Kalu Nwosu, Adbul Abdurrahman Yammama, Emmanuel Ojameruaye, Chris Idogun, Austin Igbuku, Oghenekaro Ovraiti, Tony Egbuniwe, Emeka Maduekwe, Igo Weli, Nnamdi Wali, Justice Derefaka, Mesh Maichibi, Kisito Okpere, and so many others – all of whom started from being fresh recruits in Shell (SPDC) and gradually rose in the system to become Management Staff, Asset Coordinators, Asset Superintendents, Asset Managers, Production Managers, Technical Managers, Chief Operating Officers, General Managers, Directors, Vice Presidents, Deputy Managing Directors, Managing Directors, etc.
Others like Godwin Omene for instance, who schooled in Imperial College, started his career in Shell (SPDC) and rose to become the First African Deputy Managing Director (DMD) of Shell (SPDC) then. Basil Omiyi was also given the opportunity by Shell (SPDC) to start his career and he rose to become the First African to occupy the position as Managing Director (MD)/Country Chair of Shell (SPDC). Others like Aret Adams, who became the Group Managing Director (GMD) of the Nigerian National Petroleum Corporation (NNPC), actually started his career as a Geologist employed in Shell (SPDC) where he was groomed before he was seconded to NNPC as GMD. King Edmund Daukoru, who also became the GMD of NNPC was also groomed by Shell (SPDC) as well before he was appointed GMD of NNPC. Some of these persons stated above are currently Shareholders and Executive Directors/Executive Consultants in big companies, and are still in the system functioning in different sensitive positions of top Managerial capacities, both within and outside the extractive industry. Even Ibe Kachikwu, a Lawyer and the Minister of State for Petroleum Resources was given the opportunity as a staff in ExxonMobil and he rose to top management before he was appointed by President Buhari. Though, few of them are deceased, most of them are still living and working as Technocrats or Executive Consultants in the Oil and Gas industry
We can all see the enormous impact Shell (SPDC) has created and left in the country’s extractive industry, through their practice of building the nation’s manpower. Shell (SPDC) as an IOC did not just come to take the oil and gas, they also came with the agenda of building the capacity and capability of the young Nigerian Workforce in the extraction industry. There is no better way to encourage Manpower development in the system.
All of that have been lost since Nigerian Indigenous Private Oil Companies took over the Shell (SPDC) Divested oil and gas Assets/OMLs in the region. We are not saying that the Nigerian Indigenous Private Oil Companies should not have Contract/Casual Staff, not at all. What we are saying is that in a situation where virtually most of their entire Workforce are Contract Staffs, then something is wrong. In a situation where there are no rooms for these companies’ Workforce to climb the corporate ladder, aspire to Managerial positions, and have good career prospects, and there are also no avenues/opportunities for new entrants into the system; then the issue of local content development is practically lost. In a situation where there are no opportunities given to young Nigerian graduates by these Nigerian private Indigenous Oil Companies that are now operating the Shell (SPDC) Divested interests in the country, of what use is Nigeria having a local content law that should be practiced in the industry?
These Indigenous Oil and Gas Companies are only interested in taking over the Divested interests to make money, and nothing else. They do not have any agenda to groom/train/build the manpower capacities and capabilities in the sector, like Shell (SPDC) has/had. It is also surprising to note that most of the Production Coordinators, Production Superintendents, Operations Managers, Asset Managers, Chief Operating Officers and Directors of these Indigenous Oil and Gas Companies were actually products of Shell (SPDC), who were groomed/trained by Shell (SPDC) in different fields and capacities of the extractive industry. The question now is, what then happens when these set of Shell (SPDC)-groomed experts and professionals in the country’s extractive industry are no more in the system on account of death or retirement? There will obviously be a big vacuum that will be created. This is one of the reasons why the Nigerian Indigenous Private Oil and Gas Companies seriously need to change their style of running the business for the sake of continuity and posterity.
The bottom line is, this is not how the IOCs operated before the Divestment and takeover by these Nigerian Indigenous Private Oil Companies. We cannot have, or encourage a situation where these Indigenous Private Oil Companies are practically ‘using young Nigerians’ as their Workforce to run their operations, without giving them the same avenues and opportunities the IOCs in the system, for them to move forward in life, and also create room for fresh entrants into the system. These Indigenous Oil Companies are practically ‘enslaving’ young Nigerians in their Workforce with this bad practice. They have no system in place for their Workforce to rise, and for new entrants to come in. This is obviously not helping the unemployment situation in the country.
No Nigerian Indigenous Private Oil Company has the objective and agenda of giving opportunities to young Nigerian graduates to be recruited, developed and trained in the oil and gas sector. All they know how to do is to rely on IOCs like Shell (SPDC) to train and develop Nigerian Personnel, which they then use in their own operations in the industry. But these Indigenous Private Oil Companies are not willing to develop the capacity and capability of young Nigerian graduates, just as Shell (SPDC) has been doing, and still doing in the industry. They are simply passing the short cut to sustain their oil and gas production operations without making any relevant inputs into the industry's growth and development in the area of manpower. At times, some of these private indigenous oil companies publish online for recruitment, which are deceptive in nature, just to give the impression that they are recruiting staffs.
We are not advocating that the Nigerian Indigenous Private Oil Companies should employ Unqualified Nigerian Graduates. What we are advocating is that the Nigerian Indigenous Private Oil Companies should have a system where young Nigerian qualified graduates are employed as permanent staff that will rise in the system to become Production Coordinators, Production Superintendents, Operations Managers, Asset Managers, Chief Operating Officers, Vice Presidents/Directors/Managing Directors (MD) and Country Chairs, just like we have in the International Oil Companies (IOCs) like Shell (SPDC), Agip, Chevron and the Federal Government owned Oil Company - Nigerian National Petroleum Corporation (NNPC).
It is evident that the Federal Government and relevant Federal Authorities are not doing anything to address this problem, as an aspect of the local content development that should not be encouraged. Are the Nigerian Private Oil Companies not being regulated by the Federal Government and its relevant agencies? The Federal Government urgently needs to investigate this identified aspect of local content development practice, as evident in Nigerian Indigenous Private Oil Companies.
Zik Gbemre.
We Mobilize Others to Fight for Individual Causes as if Those Were Our Causes
OF WHAT USE IS LOCAL CONTENT WHEN CASUALIZATION OF ITS WORKFORCE IS WHAT THE NIGERIAN INDIGENOUS PRIVATE OIL COMPANIES ARE PRACTICING? THE NEED FOR THE FEDERAL GOVERNMENT AND RELEVANT FEDERAL AUTHORITIES TO ADDRESS THIS ISSUE
President Muhammadu Buhari (Left) and Vice President Yemi Osibanjo (Right)
Dr. Emmanuel Ibe Kachikwu
Engr. Simbi Wabote The Executive Secretary,
Nigerian Content Development and Monitoring Board (NCDMB) House
We have always emphasized that the primary purpose and aim of local content development in the country is hinged on ‘economically empowering’ of the Nigerian citizenry, in every dimension of their lives through the activities and operations that are going on in the Extractive Industry. Anything short of this cannot be said to be local content development and observance.
While we agree with the fact that over the last couple of years, the local content law and practice has opened up the oil and gas industry, which has given rise to more participation of indigenous contractors to handle major contracts in the oil and gas industry, and also provided the opportunities for indigenous oil and gas companies to be Operators/Joint Operators of Divested oil and gas assets/OMLs in the industry. However, there is a very ‘bad practice’ in one of the aspects of local content observance, which the Nigerian Indigenous Private Oil and Gas Companies that are Operating the Divested oil and gas assets in the industry, have adopted, and which has rubbished the primary objective of local content development. The said bad practice is the ‘Casualization’ of its Workforce.
Apart from the International Oil Companies (IOCs) like Shell (SPDC), Agip, Chevron, etc., it is appalling to note how Nigerian Indigenous Private Oil Companies have adopted the practice of employing virtually all its Workforce as Contract Staff. They practically do not have Permanent Staffs as a major part of their Workforce. And they do not have well-spelt-out Conditions of Service for their Workforce. With such practice, there is practically no room for the employed Workforce of these Nigerian Indigenous Private Oil Companies to climb/rise the corporate ladder to Management positions. Neither does it encourage career prospects of growth and retirement privileges/benefits. Not even Job Security is assured in such atmosphere where this is the practice.
When these Nigerian Indigenous Private Oil Companies, particularly those that took over the Shell (SPDC) Divested oil and gas Assets/OMLs in the Niger Delta region like NECONDE Energy, NESTOIL LTD, Niger Delta Petroleum Resources (NDPR) – ND Western Ltd; SEPLAT Petroleum Development Company Plc; Heritage Energy Operational Services Ltd (HEOSL); Shoreline Energy Resources; Eland Oil; First Hydrocarbon Nigeria (partly owned by Afren); EROTON Consortium which consist of Midwestern Oil and Gas/Mart Resources/Suntrust Oil; Creststar Consortium; Aiteo-led consortium; First Exploration & Petroleum Development Company Ltd (First E & P), etc., have all adopted this bad practice of making virtually all their Workforce as Contract Staffs, of what use then is the local content development practice in Nigeria? Have these Nigerian Indigenous Private Oil Companies not turned the local content practice into a curse? Is the local content development and practice not grossly abused by these Nigerian Indigenous Private Oil Companies? Are they not using the local content law observance to now ‘enslave’ its Nigerian Workforce by this practice of Casualization? Whatever title/name they give the positions their Workforce are employed on; be it Asset Supervisors, Head Operations, Operation Supervisors, Asset Coordinators, Head Engineers, Mechanical Engineers, Chemical Engineers, Electrical Engineers, Instrumentation Engineers, Well Engineers, Surface Engineers, Facility Engineers, Asset Superintendents, Operations Managers, Asset Managers, Production Engineers, Team Leaders, Chief Operating Officers, etc., they are noting but Contract Staff, whose future prospects in these Nigerian Indigenous Private Oil Companies is nothing to write home about.
This is unlike the International Oil Companies (IOCs) that ‘always’ create the avenue and opportunities for their employed Workforce to climb/rise the corporate ladder to Managerial positions of enormous authority - both within the company and in the industry. They also provide the avenues and opportunities for Nigerian young brilliant graduates of bright minds to be employed into the system, and from there rise to amiable heights. IOC like Shell (SPDC) for instance, has its Young Graduates Employee Programme for qualified Nigerians to be recruited. This includes the Special Intensive Training Programme known as SITP 1 and SITP 2. The SITP 1 is for young Nigerian Graduates in Engineering, while the SITP 2 is for the young Nigerian Middle Manpower Technicians of ND/HND status. Shell (SPDC) also has its Front Desk Recruitment for Contract Staff and Umbrella Manpower Contractors who will employ some levels of Contract Staff. Besides this, they also recruit qualified Nigerian young graduates from Law, Accountancy professions. They also have engagement opportunities for Local Consultancy Companies that will support their operations/activities in the area of sustainable Community Development activities.
It was under these practices by IOCs like Shell (SPDC), which encouraged local content development and observance, that we had the likes of Mutiu Sunmonu who rose to become Shell (SPDC) MD/Country Chair; and others like Joshua Udofia, Godwin Omene, King Edmund Daukoru, Basil Omiyi, Egbert Imomoh, Tony Attah, Osagie Okunbor, O.J Agbarah, Alhaji Abdullah Bukar, Chima Ebeneche, Precious Omuku, Ubaka Emelumadu, King Alfred Achebe, Bisi Dere, Don Ovberedjo, Emeka Obi, Noble Pepple, Clifford Oraka, Chris Ifeagwu, Nedo Osayande, Kay Ogunjimi, Ignatius Onofua, Boma Brown, Mason Oghenejebo, Simbi Wabote, Chike Onyejekwe, Babs Omotowa, Ehiosu (Agans) Felix Aganmwonyi, C.O.P Nwachukwu, Bayo Olarewaju-Alo, Ademola Adeyemi-Bero, Chief Julius Biuwovwi, Kenny Kuyinu, Matthew Ideh, Funkapo Fufeyin, Joseph Obari, Chidube Nnene-Anochie, Kefe Amrasa, J.C Okoro, I.C Okoro, Jimmy Ahmed, Paul Ugen, Precious Okolobo, Frank Efeduma, Emmanuel Etomi, Hubert Nwokolo, Steve Oruerio, Edesiri Akpomudjere, Acho Orji, Osita Nnajiofor, Don Boham, Harriman Oyofo, Layi Fatona, Edirin Abamwa, Anthony Arabome, Albert Aramabi, Obi Akosa, Francis Ifedi, Johnson Akinnawonu, Philip Mshelbila, Ekene Anaje, Raphael Awoseyin, Oloruntoba (Toba) Akinmoladun, Nuhu Adaji, Boniface Nongo, Eddy Wikina, Kunle Kudaisi, Kalu Nwosu, Adbul Abdurrahman Yammama, Emmanuel Ojameruaye, Chris Idogun, Austin Igbuku, Oghenekaro Ovraiti, Tony Egbuniwe, Emeka Maduekwe, Igo Weli, Nnamdi Wali, Justice Derefaka, Mesh Maichibi, Kisito Okpere, and so many others – all of whom started from being fresh recruits in Shell (SPDC) and gradually rose in the system to become Management Staff, Asset Coordinators, Asset Superintendents, Asset Managers, Production Managers, Technical Managers, Chief Operating Officers, General Managers, Directors, Vice Presidents, Deputy Managing Directors, Managing Directors, etc.
Others like Godwin Omene for instance, who schooled in Imperial College, started his career in Shell (SPDC) and rose to become the First African Deputy Managing Director (DMD) of Shell (SPDC) then. Basil Omiyi was also given the opportunity by Shell (SPDC) to start his career and he rose to become the First African to occupy the position as Managing Director (MD)/Country Chair of Shell (SPDC). Others like Aret Adams, who became the Group Managing Director (GMD) of the Nigerian National Petroleum Corporation (NNPC), actually started his career as a Geologist employed in Shell (SPDC) where he was groomed before he was seconded to NNPC as GMD. King Edmund Daukoru, who also became the GMD of NNPC was also groomed by Shell (SPDC) as well before he was appointed GMD of NNPC. Some of these persons stated above are currently Shareholders and Executive Directors/Executive Consultants in big companies, and are still in the system functioning in different sensitive positions of top Managerial capacities, both within and outside the extractive industry. Even Ibe Kachikwu, a Lawyer and the Minister of State for Petroleum Resources was given the opportunity as a staff in ExxonMobil and he rose to top management before he was appointed by President Buhari. Though, few of them are deceased, most of them are still living and working as Technocrats or Executive Consultants in the Oil and Gas industry
We can all see the enormous impact Shell (SPDC) has created and left in the country’s extractive industry, through their practice of building the nation’s manpower. Shell (SPDC) as an IOC did not just come to take the oil and gas, they also came with the agenda of building the capacity and capability of the young Nigerian Workforce in the extraction industry. There is no better way to encourage Manpower development in the system.
All of that have been lost since Nigerian Indigenous Private Oil Companies took over the Shell (SPDC) Divested oil and gas Assets/OMLs in the region. We are not saying that the Nigerian Indigenous Private Oil Companies should not have Contract/Casual Staff, not at all. What we are saying is that in a situation where virtually most of their entire Workforce are Contract Staffs, then something is wrong. In a situation where there are no rooms for these companies’ Workforce to climb the corporate ladder, aspire to Managerial positions, and have good career prospects, and there are also no avenues/opportunities for new entrants into the system; then the issue of local content development is practically lost. In a situation where there are no opportunities given to young Nigerian graduates by these Nigerian private Indigenous Oil Companies that are now operating the Shell (SPDC) Divested interests in the country, of what use is Nigeria having a local content law that should be practiced in the industry?
These Indigenous Oil and Gas Companies are only interested in taking over the Divested interests to make money, and nothing else. They do not have any agenda to groom/train/build the manpower capacities and capabilities in the sector, like Shell (SPDC) has/had. It is also surprising to note that most of the Production Coordinators, Production Superintendents, Operations Managers, Asset Managers, Chief Operating Officers and Directors of these Indigenous Oil and Gas Companies were actually products of Shell (SPDC), who were groomed/trained by Shell (SPDC) in different fields and capacities of the extractive industry. The question now is, what then happens when these set of Shell (SPDC)-groomed experts and professionals in the country’s extractive industry are no more in the system on account of death or retirement? There will obviously be a big vacuum that will be created. This is one of the reasons why the Nigerian Indigenous Private Oil and Gas Companies seriously need to change their style of running the business for the sake of continuity and posterity.
The bottom line is, this is not how the IOCs operated before the Divestment and takeover by these Nigerian Indigenous Private Oil Companies. We cannot have, or encourage a situation where these Indigenous Private Oil Companies are practically ‘using young Nigerians’ as their Workforce to run their operations, without giving them the same avenues and opportunities the IOCs in the system, for them to move forward in life, and also create room for fresh entrants into the system. These Indigenous Oil Companies are practically ‘enslaving’ young Nigerians in their Workforce with this bad practice. They have no system in place for their Workforce to rise, and for new entrants to come in. This is obviously not helping the unemployment situation in the country.
No Nigerian Indigenous Private Oil Company has the objective and agenda of giving opportunities to young Nigerian graduates to be recruited, developed and trained in the oil and gas sector. All they know how to do is to rely on IOCs like Shell (SPDC) to train and develop Nigerian Personnel, which they then use in their own operations in the industry. But these Indigenous Private Oil Companies are not willing to develop the capacity and capability of young Nigerian graduates, just as Shell (SPDC) has been doing, and still doing in the industry. They are simply passing the short cut to sustain their oil and gas production operations without making any relevant inputs into the industry's growth and development in the area of manpower. At times, some of these private indigenous oil companies publish online for recruitment, which are deceptive in nature, just to give the impression that they are recruiting staffs.
We are not advocating that the Nigerian Indigenous Private Oil Companies should employ Unqualified Nigerian Graduates. What we are advocating is that the Nigerian Indigenous Private Oil Companies should have a system where young Nigerian qualified graduates are employed as permanent staff that will rise in the system to become Production Coordinators, Production Superintendents, Operations Managers, Asset Managers, Chief Operating Officers, Vice Presidents/Directors/Managing Directors (MD) and Country Chairs, just like we have in the International Oil Companies (IOCs) like Shell (SPDC), Agip, Chevron and the Federal Government owned Oil Company - Nigerian National Petroleum Corporation (NNPC).
It is evident that the Federal Government and relevant Federal Authorities are not doing anything to address this problem, as an aspect of the local content development that should not be encouraged. Are the Nigerian Private Oil Companies not being regulated by the Federal Government and its relevant agencies? The Federal Government urgently needs to investigate this identified aspect of local content development practice, as evident in Nigerian Indigenous Private Oil Companies.
Zik Gbemre.
We Mobilize Others to Fight for Individual Causes as if Those Were Our Causes