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TOP JOBS
IN THE OIL & GAS INDUSTRY
TEAM BUILDING WORKPLACE SAFETY GRADUATE REALITIES THE MORAL PUZZLE CAPLA COURSES
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FIELD COST MANAGER
Oilfield HUB is now offering a better way to organize your well operations reporting and a revolutionary field cost manager module to control project expenses. There is no question about the need for greater control over and reduction of field expenses. For a live presentation of our Operations Report Manager module and the powerful Field Cost Manager call us toll free at 1-866-883-8848 or click the link to schedule a demo.
CLICK HERE TO SCHEDULE A DEMO
YOUR GLOBAL
ADVOCATE
OILFIELD STAFFING SOLUTION
WELLSITE SUPERVISION Pajak maintains a certification database that allows us to ensure that a supervisor’s tickets are always current before they go out on any job. Pajak senior technical staff are available on a 24 hour/day back-up to all supervisors and engineers.
PROJECT MANAGEMENT We provide experienced, dependable project management staff to oil & gas sites around the globe. Our team knows how to get the job done, and is insured, certified, and be IRP (industry recommended practices) #7 and IRP #16 compliant.
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WORK FOR US We are constantly searching for highly qualified, safety conscious individuals to expand and maintain the company’s high standards. We provide the very best in field supervision and project management to the oil and gas industry. Apply With Pajak PAJAKENG.COM | 403-264-1197(24HOURS)
16
SEPTEMBER 2014
contents FEATURES
12
Realities of the Graduate Get a good education, and get on the right path they say, but what if they’re wrong?
16 24 42
A loss Felt by Everyone
12 24
Fatalities in the workplace and ACSA courses
Fly Fishing Fundamentals Here are the basics to get into the sport
Catch Capital Is your gargantuan need for capital all-consuming?
46
CAPLA Courses
50
Courses for the Canadian Association of Petroleum Land Administration (CAPLA) & corporate realities
42
The One Aim Team Raising funds to conquer cancer
46 50
64
4
The Last Rosé Rosés not only vary greatly in style, sweetness and concentration, but they are also extremely versatile when it comes to food pairings
OilfieldPULSE | SEPTEMBER 2014
34 About the Cover Hot oil & gas jobs, and what the government is doing to help out Cover By Kyle K. Fujita
CUSTOM STEEL
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• Blasting & painting • Internal and external coating of piping, tanks and vessels • Other custom fabrication
SEPTEMBER 2014
contents DEPARTMENTS
10
CEO Message How close to the AFE budget line are you,
and will any unforecasted expenses put you over the edge?
12 22 30 48 54 56 62 68
10 30
12
Person in Profile Christine Alain of Millennium
Plains Perspective The puzzel of people and morale at work National on 8th On the +30 level, overlooking Stephen Ave.
Press Release Oil and Gas Awards - winners yearbooks
Interview
48
Katie Wiebe - Project Manager/Ivanhoe Cambridge
Wine & Dine The Sunterra take on team building with taste
54
Liquor Lane
Trends in adult beverages
Alternative Health ADD/ADHD - Dietary interventions
44
Careersinoilandgas.com The Petroleum Human Resources
Council Launches a Job Board, connecting job seekers to oil and gas employers
6
OilfieldPULSE | JULY 2014
56
62 68
ADVOCATE
Subscriptions@OilfieldPULSE.com TELEPHONE 1-403-537-6560 TOLL FREE 1-866-883-8848 For advertising inquiries or editorial submissions please contact: Production@LeadstoneGroup.com
CEO KEVIN TURKO | Kevin.Turko@LeadstoneGroup.com
CREATIVE DIRECTOR KYLE K. FUJITA | Kyle.Fujita@LeadstoneGroup.com
MANAGING EDITOR ANDREA TURKO | Andrea.Turko@LeadstoneGroup.com
CONTRIBUTING EDITOR AMANDA LEE | Amanda.Lee@LeadstoneGroup.com
CONTRIBUTING EDITOR BARB LEE | Barb.Lee@LeadstoneGroup.com
CONTRIBUTING PHOTOGRAPHER CHARLENE WOODMAN | CharleneWoodman@yahoo.ca VICE PRESIDENT SALES DAVE O’CONNOR | Dave.OConnor@LeadstoneGroup.com
NATIONAL ACCOUNT MANAGER CHAD CARBNO | Chad.Carbno@LeadstoneGroup.com
DIRECTOR - CLIENT RELATIONS KAREN KEITH | Karen.Keith@LeadstoneGroup.com FINANCE & ADMIN JEANNIE YIP | Finance_Admin@LeadstoneGroup.com
OILFIELD PULSE
ADVERTISING INDEX 2 HUB OPERATIONS REPORT MANAGER
13 MILLENNIUM DIRECTIONAL SERVICE LTD.
61 VENDOR OF THE MONTH
3 PAJAK ENGINEERING LTD.
21 SIDELINE GRILL & SPORTS LOUNGE
61 THE HUB CONNECTION
5 PLAINS FABRICATION & SUPPLY
41 ARIZONA VACATION RENTALS
70 OILFIELD HUB
7 EVOLUTION OIL TOOLS INC.
45 CATCH RESOURCES
9 BLACK BETTY BURGER & WINEBAR
49 DATA SHAPPERS
© 2014 by Leadstone Group Inc.
For advertising inquiries or editorial submissions please contact: Production@LeadstoneGroup.com
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The entire contents of this publication are copyrighted. Any unauthorized reprint or use of this publication is prohibited. No part of this publication may be reproduced in whole or in part without the written permission of the publisher. Disclaimer: The messages expressed in this publication do not represent the views of Oilfield PULSE, Leadstone Group or affiliated companies. Publication Number: 42420518
CEO MESSAGE
THOSE NASTY
UNEXPECTED FIELD
10
OilfieldPULSE | SEPTEMBER 2014
W
hat sends the average VP Finance over the proverbial cost control ledge faster than a guy heading south out of Fort McMurray after his last shift? Those nasty unexpected, unbudgeted or unaccounted field costs! You just finished drilling or completing a well, and things are looking rosy in relation to the expenses that have been attributed to your latest AFE budget. But hang on! Are you certain all of the costs have been accounted for and allocated to your G/L? Are there any more unexpected services, supplies, or rental costs that might trickle in over the next 90 to 180 days? How close to the AFE budget line are you, and will any unforecasted expenses put you over the edge? We invariably keep hearing one of the biggest problems in the field today is related to expenses, which are being incurred but never seem to make it to the AFE record keeping system until well after the project has been concluded and contractors have been sent home or off to the next well site. Even worse than that, these are still considered legitimate expenses! Both the energy services company and the operator know they are coming, but often, neither take the time, nor have the processes in place to budget or record them against the AFE. Take for example one of our favorites, the 400 barrel tank that is being returned and needs to be cleaned and/or refurbished as part of your overall rental costs. The vendor certainly has the knowledge and experience as to the costs associated with the post rental cleaning and trucking from location, to cleaning facility, and back to the yard. The operator is used to seeing those expenses at the end of their projects. Yet, it is these types of expenses that seem to blow the doors open on your AFE budget and cost controls. When you combine these expenses with other unexpected expenses you are now presented with all sorts of headaches in reconciling, approving and accounting for these costs. So much for your AFE budget. There has to be a better way! How about this approach? Let’s say, and all agree, these expenses are coming. In reality, it is just when, and how much is the issue. If, at the end of the project, the operator had a means to record and manage these field costs it would make
this process so much simpler. The operator is in tune and is expecting these costs, why not request that the vendor give the operator a relatively firm quote. If there is a minor cost adjustment at the end of the cleaning and trucking, it can be worked out between the vendor and well site personnel before the invoice is issued. This way there will be no surprises on invoices coming in after the rig has been released and the supervisor has moved on. Sort of like getting the invoice pre-approved, again before it is issued. Oh what a new world it would be to improve field cost control! If you are a micro-junior or junior this may sound very appealing, but if you are a major, you might believe you have all of this worked out. But regardless
How close to the AFE budget line are you, and will any unforecasted expenses put you over the edge? of your size, just go ask your drilling engineering how much they like approving these expenses after the fact, or your accounting person how fun it is to resolve those darn invoice discrepancies, or your VP Finance how frustrating it is when they can’t get a final tally of the project AFE for upwards of 180 days past the project end date. They will unanimously agree, there has to be a better way! We all talk about innovation in the oil and gas indusÂtry, yet most are reluctant to be one of the first in line to try out the new technology. In the current environment where cost control is such a demanding item on all of our plates, the time for change is now. If this has been bugging you or any of your team members and you fancy yourself as being a bit of an innovator in the patch, we should have a conversation about Oilfield HUB sometime soon. Looking forward to it!
Kevin Turko CEO LEADSTONE GROUP 403.537.6561
OilfieldPULSE | SEPTEMBER 2014
11
PERSON IN PROFILE
CHRISTINE ALAIN
R
aised Calgarian, dedicated mother, daughter, and sister. I’m a motivated multi-tasker always on the go and am driven to succeed. I grew up watching my family work hard seven days a week in retail sales. With a lot of hard work and dedication it eventually turned out to be a successful boot shop called Stampede Boot Company. In 2009 I decided to go to college as I had to support my 3 kids. I wasn’t interested in being in retail sales like the rest of my family that work for Stampede Boot Company including my two boys that are 16 and 20. I was called the black sheep of my siblings and instead I wanted to be part of our booming oil and gas Industry. I took Land Administration. My introduction into the oil and gas industry came while I was still in school. I was given an opportunity to join Millennium Directional as an Executive assistant for the President. I’ve watched Millennium Directional grow in the past 4 and a half years. I have been fortunate enough to work with an amazing group of people. My family and I appreciate all the great things this company and job has offered me. It has taught me a lot over the years I’ve been working here, and has helped me become the person I am today. Volunteering my time, influence and the educating I have received are invaluable to my career. I’m currently starting a new venture with Millennium as a sales and marketing representative. I will be working with Mike Fenn the sales and marketing manager and I am excited to learn this new role. I believe I will have success and positive results from my new position in this company with the guidance and experience of my colleagues. I’m dedicated to only succeeding and having a positive outcome as the new sales and marketing representative and wanting to build a professional network of like-minded individuals.
12
OilfieldPULSE | SEPTEMBER 2014
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OVER 1800 HORIZONTAL WELLS DRILLED MILLENNIUMDIRECTIONAL.COM
OPINION
REALITIES OF THE
14
GRADUATE
OilfieldPULSE | SEPTEMBER 2014
G
rowing up with two professional parents, I was always led to believe an education was the key to a successful life. Speaking from personal experience, I have become acutely aware of the decreasing importance of an undergraduate degree. I have seen how post secondary education has evolved from a necessary evil to becoming almost obsolete. Growing up, I was told having an education was power and with power comes success. What annoyed me most about those weekly lectures from my loved ones was not the intention behind the message, but rather, it was the assumption you could only be successful by attaining a traditional education. Albeit, I was not naïve, and I knew their preaching for an education was coming from a good place, and all parents want what is best for their children. I suppose deep down I wanted to prove them wrong, and I thought I could achieve success and power without having to do it the conventional way. I have never done things conventionally, and I did not want to start with a postsecondary education costing me $40,000 and four years of my life. However, after traveling the world, spreading my wings, and ever so politely, telling my parents to back off, I began my pursuit towards a four-year degree. Cost and time aside, the process of getting a degree seemed grim at times. I often sat in class thinking to myself, “Why am I paying exorbitant amounts of money for something I know I will never use again?” Furthermore, most of those dreaded elective classes were based on principles in which I completely disagreed. Some parents might say university teaches young folks how to become critical thinkers. Those blanket statements always bothered me as I considered myself a critical thinker even before university. Why do I need a Women’s Studies class with a feminist professor grading me based on her own personal bias? I studied Communications, majoring in Journalism, and I would argue I spent $15,000 on unrelated courses I will never use again. I spent that money just to say I earned a degree! Years ago, that $15,000 investment would have paid for itself within the first six months after finishing university, but that is no longer the reality. It’s been seen over
the past decade those individuals who chose to rack up debt to obtain an undergraduate degree have a much smaller wage gap over those who simply chose to do a two-year diploma or decided not to go to post-secondary at all. As mentioned, I am a Communications degree graduate, and those Bachelor of Arts, Fine Arts, and Humanities degrees are the ones taking the economic hit. If you are interested in Engineering or the Sciences, you will find your earning potential and ability to find work after graduating at a great advantage compared to those who skip the university route all together. Choosing what path to follow, where to go, and who to be are huge decisions weighing on everyone from my generation. I chose to go to school, took what I thought I would love, and coughed up the $40,000 and four years of my life for it. I came out the other side a graduate, and I have nothing to show for it thus far. I have been looking for work for eight months, and I often think to myself I would have been better off having gone to SAIT and working towards something more direct. At least it would have been a lower burn to my pocket book. I don’t have all the answers, clearly, but what I do have is personal experience and the perspective from my friends in the same boat. Don’t let education define you, and don’t let anyone tell you it is needed to be powerful and successful. Success is subjective and defined by everyone individually, and thus far, my success is closely tied to finding a job. I envisioned my personal validation would come from making a difference in the world. Instead, all I can think about is my eight-month job-hunting process and money spent on a seemingly unimportant piece of paper. Bitterness and judgment aside, I encourage every one of all ages, shapes, and sizes to do what you want to do. Never settle and know what your best qualities are and focus on those. Education is an amazing asset for some, but always remember, “some” only makes up a small percentage of our population. God speed new graduates! God speed. By Jessica Bartsch #TAKEITORLEAVEIT
OilfieldPULSE | SEPTEMBER 2014
15
WORKPLACE SAFETY
16
OilfieldPULSE | SEPTEMBER 2014
Photography Courtesy Worker’s Compensation Board
A LOSS
FELT BY EVERYONE
H
ave you ever seen an advertisement or a marketing tool that instantly grabbed your attention, possibly brought tears to your eyes or had an impact on you so great that you will likely always remember it? Many of us have and typically it is because something had occurred in our own personal lives that reflected the message of the campaign or image. The Workers Compensation Board, Alberta has taken short phrases and attached them to images that are meant to have an impact and hit us hard in an effort to cause us all to realize that workplace safety is vital and should be taken to heart. As I walked into the Alberta Construction Safety Association (ACSA) to assist with a training program, such an image has had an impact on me. It is an image of a sad faced golden retriever, lying in wait on a carpet beside a pair of used work boots located in the front doorway of a home. One of the dog’s caregivers, a Mother or possibly an Aunt, is shadowed in the background with a distraught looking child wrapped around and clinging to her leg, they both looked very upset. The five words scrolled across the poster read: A loss felt by everyone… In 2013, 188 workers died from workplace injury or illness in Alberta! In honour of those whose lives were lost in the workplace, every April 28th the “Day of Mourning” is observed and trees are planted. The
WCB created these memorable images and it is just one of the ways they are trying to get us to listen and take action against injuries in our work space. Another poster that affected me was created in memory of all the fallen workers and contains the first name, age and the illness or injury each individual sustained in their workplaces. It’s devastating to realize that these losses occur every year and that if we could only work safe, this list of names in future years would not exist. This month the PULSE is featuring education. I feel truly compelled to take this opportunity to provide some insight into the value that the ACSA courses offer. These courses are made available to educate us on how to create safer work environments for ourselves and everyone we work beside. Further education is always a benefit, it opens our minds and allows us to gather new information that perhaps we were unaware of, after all, knowledge is power! We are constantly evolving and learning is part of our daily lives. In fact here’s a little statistic; did you know that we have lost more workers in Alberta in the last year to workplace injuries than the total amount of Canadian Forces soldiers serving in the entire Afghanistan war? I know! It’s unconceivable however the fact is, we did lose 188 workers in Alberta alone in 2013 due to injury or illness where they worked.
In 2013, 188 workers died from workplace injury or illness in Alberta
OilfieldPULSE | SEPTEMBER 2014
17
WORKPLACE SAFETY I have chosen to highlight the Alberta Construction Safety Association (ACSA), whose curriculums offer exceptional, captivating and interactive learning models for participants. The courses provide the necessary tools to assist participants companies towards working safely at all times. Safety is everybody’s business in your organization. The growing annual statistics confirm that with 188 employees losing their lives in one year, safety where we work should be taken seriously. “The Mission of the Alberta Construction Safety Association is to provide quality advice and education for the construction industry that will reduce human suffering and financial costs associated with workplace incidents.” Through the interactive training model and with their experienced trainers, courses are held in the
Courses offered are thought provoking, the trainers ask the tough questions and provide solid answers ACSA office locations in Calgary, Edmonton and Fort McMurray. This education is meant to have an impact and be pro-active in helping to change behaviours in the workplace that could cause injuries and fatalities or eliminate them altogether. Think about how many times in your work week where an accident could have occurred and you had a near miss? Perhaps an accident had transpired for example due to improper use of equipment or not wearing the proper safety gear? The ACSA and Alberta Human Resources and Employment, Workplace Health and Safety are all committed to helping employers and workers reduce losses caused by injuries and getting you home safely every day! The courses offered are thought provoking, the trainers ask the tough questions and provide solid answers that you can use while providing you with training tools and work books to take back with you.
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OilfieldPULSE | SEPTEMBER 2014
FATALITY
STATISTICS ACCORDING TO WCB-ALBERTA 2009 - 2013 We can easily see that as numbers continue to increase over the years, we need to do what we can to ensure our workplace is safe, we all want to go home at the end of our shifts, right?
Fatalities by Gender (188) ALBERTA 2013
5.9% (11) 94.1% (177)
Lost Time Claim Rate ALBERTA 1994-2013
4.0 3.5 3.0 2.5 2.0 1.5 1.0 0.5 0.0
BY CONTRAST ALBERTA’S CLAIM RATE IS GOING DOWN
1997 2001
2005 2009 2013
188
Occupational Fatalities & Fatality Rates ALBERTA 2009-2013
145
136 123 110
93 80
74
68
65 TOTAL FATALITIES FATALITY RATE
PER MILLION WORKERS
2009
2010
2011
2012
2013
Fatalities by Age Group (188) ALBERTA 2013
UNDER 25 YEARS (6)
25 - 44 YEARS (39)
45 YEARS & OVER (144)
Occupational Fatalities Accepted by WCB ALBERTA 2009-2013
AGRICULTURE & FORESTRY BUSINESS, PERSONAL & PROFESSIONAL SERVICES CONSTRUCTION & CONSTRUCTION TRADE SERVICES MANUFACTURING & PROCESSING MINING & PETROLEUM DEVELOPMENT PUBLIC ADMINISTRATION, EDUCATION & HEALTH SERVICES TRANSPORTATION, COMMUNICATION & UTILITIES WHOLESALE & RETAIL UNSPECIFIED SECTOR
5
4
1
2
1
13
1.9%
1
6
2
7
6
22
3.1%
34
59
55
42
72
262 37.3%
17 13
15 15
16 10
11 20
33 18
92 76
13.1% 10.8%
13
8
14
19
26
80
11.4%
12
21
15
28
23
99
14.1%
10 5
7 1
7 3
10 6
5 4
39 19
5.6% 2.7%
2009
2010
2011
2012
2013
Total
%
OilfieldPULSE | SEPTEMBER 2014
19
WORKPLACE SAFETY The Alberta Construction Safety Association courses offer a positive place where classrooms are filled with interactive exchange and input from all parties in attendance. It’s where you leave feeling like you have gained valuable information, received added insight, and met new connections who also share a passion for creating a safe place to work. A place where you are provided usable tools to take back to your work environment and to where you live. Keep in mind that many of the programs can be of benefit to anyone interested in or responsible for safety in any company and of course to those interested in obtaining the “Certification of Recognition” (COR), the Small Employer Certificate of Recognition or SECOR certification for companies with no more than 10 employees covered under the company’s WCB account. Other popular programs
Check out acsasafety.org to see all the courses available A CSASAF ETY.ORG include the HSA (Health and Safety Administrator Certificate) and the NCSO (National Construction Safety Officer Certification) which is recommended for H&S practitioners who wish to receive constructionfocused training and be recognized as an NCSO in other provinces. Whether you are a small, medium or large business, the courses offer content that is invaluable. Anytime we are saving the lives of our valued staff and take the time to understand how to keep our work area safe we are adding value to our jobs. Utilizing educational tools, taking action and practicing what we learn daily can help us achieve the roadmap to a zero injuries work culture. A selection of course offerings are as follows and can be found with many other courses on the ACSA website at: acsa-safety.org. In-house classes run from 8 am to 4:30 pm. If you are working for a company, are an independent contractor or someone who has been contracted out and work with a placement agency, it is also your responsibility to do your part to work
20
OilfieldPULSE | SEPTEMBER 2014
responsibly so that you are not injured at work. For companies and their supervisors who may require the services of temporary, permanent or contracted staff, you will want to work with a staffing agency who is as concerned about workplace safety as you are! At STEP Staffing, safety is embedded into our culture and is important to us as we work with an enormous amount of personnel who work with our client organizations every day. STEP Staffing recognizes and abides by the Alberta Health and Safety (H & S) compliance guidelines and knows and understands the employer’s responsibilities under the Occupational Health and Safety (OHS) laws. Along with other H & S items on STEPS check list, we also take the time to explain H & S respon sibilities to all employees we manage by making sure they understand all the obligations prior to starting an assignment. As employers, STEP acknowledges and upholds the OHS legislation and we have taken that responsibility very seriously. Going above the minimum standard is also part of our culture at STEP Staffing. Additionally, when it comes to promoting the safety of our internal staff and our extended group of employees who work for our clients, we go the extra mile. We take every precaution to ensure the protection and safety of our entire team wherever they work. We proudly work with licensed and certified vendors who assist us to ensure our employees are medically fit for work. STEPS one on one support to all employees and clients is part of our core values. Training a wide variety of employees on safety issues in the workplace is something we feel strongly about. A loss felt by everyone…by choosing to work safe, gain knowledge on how to do so and preparing to change the way you think about, “it will never happen to me”, can make all the difference in saving your life and protecting all of those you would leave behind from losing you too soon. By Connie Cook BHRLR STEP STAFFING & RECRUITING
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ne of our managers asked me how to change morale within his department the other day. I have witnessed the ebb and flow of energy within the companies and departments I have led. There is nothing more debilitating to a business than low morale. The manager asking for help felt the deterioration began with new personnel during a busy period. He felt his people were running on empty and he was concerned he would lose his best people just when he needed them most. The first thing I did was congratulate him for even noticing. The number one mistake a manager can make is not paying attention to the state of mind of their employees. We had to start working on the details of how he thought it had happened. We wrote out some possible root causes and set a plan to move forward. In my opinion, morale is fixable if you have the wherewithal to not accept it when it is negative. The biggest challenge for people who are too linear or task oriented is that morale cannot be fixed with a tool or a set of instructions. It takes guts and it takes grit. Let’s use an analogy here and say that “every company is a puzzle”. The thing about puzzles as we all know is that they end up making a picture. Each puzzle makes a different picture and can be built or broken down into its own set of pieces. If we use the puzzle as an analogy for business, you may assume that every company is like a snowflake and that no two are alike. If there is anything that my experience has taught me, it’s that it doesn’t matter what makes a company unique. What matters from a management perspective is that you are building and coordinating the functions that allow your puzzle picture to be built. The reason the puzzle analogy works so well is the breaking down of core competencies and functions within an organization.
PEOPLE PUZZLE
22
OilfieldPULSE | SEPTEMBER 2014
The act of putting a puzzle together or taking it apart is not dependent on what the picture looks like and it is not really a factor that the puzzle pieces are different either. Yes, there are things that make it unique, but you can use the same set of mind tools to build any puzzle, and the variables are going to have similar outputs even though those variables can be very different. A puzzle can be built because one piece fits into another and you need to use your past and present experience to make it all fit together. You need to use your senses, you need to pay attention to patterns, and you need to know what makes each piece unique. Businesses and more importantly the people within your business are exactly the same. The setting changes, the type of work changes, what you build, create, or provide as a service changes, but the function of running any business is static just like putting together a puzzle. The culture, personalities, prevailing attitudes, personal back stories, and motivations are all just puzzle pieces, and you can use mind tools and basic skills to make them fit together and make a picture. When you build a puzzle, many will follow a set format. You empty the box; put all the pieces facing up, look for your corner pieces and end pieces, then you step back and look for colour consistencies, and then the construction begins. Your people puzzle is similar. I always follow the 10-80-10 rule. You have 10% that are your top performers, the people you can’t live without. The 80% in the middle are the people you need to get the job done. The last 10% are people who are underperformers or people you don’t want or haven’t committed to your team. If you have the power to remove that 10% you should, but often circumstances prevail that may make that impossible or difficult to do. Remember a team should never be static. If you are putting a puzzle together, you are trying things. Sometimes a piece looks like it fits and it doesn’t, so you stop, look for a new piece, and try again. When you build a puzzle, you aren’t afraid to fail, and as a manager you have to be willing to try things that may not work when it comes to morale. You have to be willing to try and fail, and keep
trying until the pieces go ADVOCATE together. It is the single most important job you have and companies don’t recognize it. Make sure when you fail to admit it. Tell everyone who will listen, especially those that work for you. When people see that you are trying to fix a problem, they may naturally start to root for you, and in turn their morale will rise, even if only a little, because they see you care. If you have morale problems or people problems, they can be fixed. It takes time and you may need to relate it back to something you know. If you’re an engineer or a carpenter then equate it to building
The culture, personalities, prevailing attitudes, personal back stories, and motivations are all just puzzle pieces, and you can use mind tools and basic skills to make them fit together and make a picture. something. You have to know that everything you build doesn’t happen miraculously and that it takes time. Spending time working on morale will net results far greater than you can imagine; I guarantee it. If you want to sell more, want to build more, want to make customers happier, on and on. I know you may have been looking for a silver bullet here and I didn’t give it to you, but swing by the shop one day and we will talk. Every situation has a resolution, but you have to know where to start, and I love spending time solving people puzzles…
By Tom McCaffery GENERAL MANAGER PLAINS FABRICATION
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OUTDOORS
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FLY F U N DA M EN TA LS
W
e receive many questions from people looking to take up the sport of fly-fishing. They are all valid questions, and we pride ourselves in helping people get into the sport, so we are happy to help. They range from, but are not exclusive to, the following: How hard is it for me to take my customers or my employees out on the water? Is fly-fishing hard? Fly-fishing does have very unique dynamics, but it’s like anything else. Once you understand those dynamics and practice them, it is quite easy. To help you understand, there are many books and videos you can find on the Internet, or you could take a beginner fly-fishing course or hire a guide for a day. It is important to know a couple hours of practicing in a field and focusing solely on casting can help you prepare. We find the people who try to learn to cast at the same time they are seeking to catch fish are often the ones coming back the most frustrated. Putting some time into learning how to cast can go a long way towards enjoying your time on the water. So, the answer to this question is fly-fishing itself has its own unique dynamics, but with a bit of practice, we have seen many people become very efficient quite quickly.
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OUTDOORS WHY FLY-FISH OVER CONVENTIONAL GEAR? There are some major differences between the two types of fishing that make both of them very effective. To begin with is the gear. When casting a fly rod, the main dynamic exists between the rod and the line. Fly lines are designed specifically to match each size of fly rod. They are weighted accordingly in order to generate line speed, which helps propel the line accurately to the target. This leads into the size of the rod. WHAT SHOULD I KNOW ABOUT WHEN PURCHASING MY FIRST FISHING ROD? Rods are classed by weight and range from 0-15 weight (wt). Accordingly, lines are classed in the same fashion. For us at Bow River Troutfitters, we focus primarily on trout fishing. For beginners, we recommend a 5 or 6wt rod. These rods can do 90% of what a trout fisherperson needs to do. A 9-foot, 5 or 6wt fly rod is a great place to start. One more thing to consider when choosing your first fly rod is how many sections it has. The most common now are four piece rods. These rods pack into a small compact tube, and this convenience does not compromise the performance of the fishing rod. We recommend a 4pc fly rod. WHAT SHOULD I LOOK FOR IN A REEL? The fly reel is storage for your line and allows the fisher to reel in fish when they are hooked. When trout fishing, a very basic fly reel will work just fine. It is the line and rod dynamic that really makes casting fun, and for this reason, we focus on those key elements of a fly rod combo. ARE WADERS NECESSARY? There are circumstances when a fisher does not need waders, but without them, it does limit the times and places to fish. For example, in the summer months on the Bow River, the water does warm enough to wet wade without waders, but this is only about 2-3 months of the year. With sections of the Bow River being open for fishing
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all year long, it can be quite uncomfortable to wet wade. Waders give fishers access to more water and allows them to easily position themselves for easier casting away from obstructions on the shoreline. The bottom line is wearing waders keeps the fisher both dry and warm. These two benefits alone will make for longer and more enjoyable days on the water. WHAT TYPES OF TOOLS DO I NEED? As mentioned before, fisherman love convenience, and of course, we have tools to help make our lives easier. There are three main tool/accessories a fisher person should always have. In no particular order, they are Nippers (line cutters), Forceps, and a nail knot tool. Nippers - The line cutters can be as simple as a pair of toenail clippers, but one important feature on the fishing specific nippers is a hook cleaner. When flies are tied, the tier uses a glue to ensure the final knot will not come untied easily. This can often get into the eye of the hook, and this is why the eye cleaner is important. Forceps – It is always handy to have a pair of forceps on you while fishing for two reasons. The first reason is to easily pinch the barb on your fly. In many provinces and states, it is required to fish barbless hooks in the regulations, but on top of that, many catch and release fishers choose to pinch their barbs to mitigate damage to the fish they catch. The second main function of forceps is to easily remove your fly from a fish’s mouth. Flies are often quite small, and forceps can get a grip where our fingers often cannot. Nail Knot Tool – This tool makes it quick and easy to tie your leader to your fly line with a clean knot. There are variations of this knot you can do, and you can sign into our YouTube page to see the video.
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OUTDOORS HOW DO I KNOW WHAT FLY TO USE? Flies are primarily designed to imitate a food source fish are feeding on. There are thousands of different flies available to make or buy. It is important to know there are no flies that will be successful in every fishing circumstance. At different times of the year and during different weather conditions, there will be different insect life, and thus, the fish will be feeding on different bugs and in different stages of each bugs life. Here is where we often see people get overwhelmed. Not to worry. Whether you are fishing the Bow River, a lake, or a mountain stream, if you carry some standards for that area, you should have some success. This is also one of the great aspects of the sport of fly-fishing. You can fish for a lifetime and continue to learn about the habits of fish and the food they feed on. However, with that being said, many people catch a lot of fish and only know the basics. Your local fly-fishing store is a great resource of people who are willing to take the time to help out. HERE ARE THE BASIC TYPES OF FLIES Dry Flies Dry flies are made to float on the surface of the water. They are made to look like an adult fly. Dry flies are generally used in freshwater. Dry flies require delicate casting and give a great visual experience of seeing the fish rise up from the depths to eat your fly. Wet Flies/Nymphs Wet flies are used in freshwater fishing. They are designed to sink under the water when the line is cast. Wet flies are made to resemble larvae and nymphs under the water. This is because the larvae and nymphs are found subsurface. It is important to know that 98% of the food fish eat is below the surface. Streamers Streamers are made to resemble smaller fish and aquatic insects, such as leeches. Streamers often attract aggressive fish that are looking for a large meal. WHERE CAN I FISH AROUND CALGARY? The amount of great fishing within 2 hours of Calgary is part of what makes this city so great. From the Bow that is right on our doorstep, it is possible to go fishing for an hour. There are people who will go fishing downtown on their lunch break. Through
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the summer months, some of the best fishing is around dark, and with the Bow River running right through our city, there are dozens of places to go for an evening of fishing. It is hard to think of a more relaxing evening after work. Because the river is so accessible, this also opens up the opportunity to host clients and customers for a day of fishing. Everyone has done lunches and golf, so try something different. Especially for out of town clients, a fly-fishing guide can meet you and have you out of the city and on the water within 30
CALGARY FISHING SPOTS
BOW RIVER
BROWN/RAINBOW TROUT/PIKE
SPRAY LAKES LAKE TROUT
LOWER KANANASKIS LAKE
BIG RAINBOW & BULL TROUT
UPPER KANANASKIS
BIG RAINBOW & BULL TROU
minutes. When you’re floating down the river, the thought of the city quickly leaves your mind. Moving outside of Calgary, many people travel south towards the Highwood River and the Oldman OLDS River drainage system. Flowing out of the Rocky Mountains into and out of the foothills, these rivers not only offer fantastic fishing but also amazing scenery. There are some great resources available DIDSBURY for fishing in our province, and these are three of our favorites: Trout Streams of Alberta, Fishing Alberta’s Forestry Trunk Road, and Alberta Fishing Guide.
If you are looking for a new hobby or need some information to help you grow as a fisher person, then you should know the resources available. The Bow is a very unique resource running through Calgary, and it is much easier to take advantage of than many THREE HILLS locals are aware of. By Aaron Feltham BUSINESS DEVELOPMENT BOW RIVER TROUTFITTERS
CARSTAIRS
RED DEER RIVER
GOLDEYE/MOONEYE/PIKE/WALLEYE/SAUGER
CROSSFIELD
AIRDRIE
COCHRANE
CHESTERMERE
CALGARY BOW RIVER
BRAGG CREEK
PIKE/WALLEYE/WHITEFISH
STRATHMORE LANGDON
EAGLE LAKE
PIKE/WALLEYE/WHITEFISH
BROWN/RAINBOW TROUT
CRAWLING VALLEY RESERVOIR (20K)
PRIDDIS DE WINTON
OKOTOKS BLACK DIAMOND
LAKE
UT
HIGH RIVER
LAKE MACGREGOR PIKE//WHITEFISH
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LOCAL EATS
NATIONAL ON 8TH
THE SPOT: National Beer Hall’s have been sprouting up throughout Calgary. The bowling alley adorns one on 10th Ave, the hot corner on 17th Ave and 4th Street and the suburban getaway in Westhills all have similar offerings with their own special environs, but today features the newest, located in the middle of the action on Stephen Ave. Occupying the +30 level and rooftop (yes, rooftop) floors of what was formerly West is now National on 8th. The main floor and entrance is an open room stylishly designed and easy to move around. An oyster bar on one wall, the large main bar on the next and the games room in the corner circle an array of high top tables and a long booth structure concentrating everything to the middle with lots of space for busier happy hours and evenings. One floor up is the rooftop patio. Up the glass encased stairwell and down a hallway puts you in a little oasis right smack dab in the core of the city. Full service, large tables and plenty of sunlight makes the rooftop patio one of the most unique and exciting gathering places in Calgary‌ at least for a few months a year. The rest of the year, take in the scene downstairs or book the incredible tap room, a sound proof, fully stocked venue perfect for presentations or private events.
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LOCAL EATS
WHAT’S SPECIAL: What’s not? As briefly described, this is home to one of the largest rooftop patios in the heart of Calgary. The main floor features a large bar with the impressive taps menu advertised behind, the ‘Bait Shop’ is denoted by a giant fish to saddle up and have some fresh oysters and, of course, the games room. The eternal frat boy inside many can get a pint and while away time on the two ping pong tables or two foosball tables in the spacious, sectioned off room o’ fun. But, please, no beer pong, we’re mostly educated adults here. Another thing to check upon arrival is the daily feature. The nostalgic will remember when every pub had a special feature for every day of the week. This beloved tradition has mostly been reduced to ‘Wing Wednesday’ where gnarled up wings are fried to hell and sold at 50 cents each. National has amped up and made lunch, happy hour or late
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snacks more interesting - $2 Taco Monday (Titled ‘Yo Madre’ Monday’s, which means ‘Yo Momma’ or ‘Yer Ma’ for Albertans), $1 Oyster Tuesdays, Rib Thursday, Fish n’ Chip Friday, Soul Food Sundays and so on. THE MENU: Very eclectic and appealing to everyone. There is twisted bar snacks to share such as duck nuggets or pork fried almonds, flammes (flat breads) with an assortment of modern toppings, burgers, big salads, mac n’ cheese, chicken fried rice, charcuterie platter, oysters, corn dogs and on and on. And it’s all done with top quality ingredients and superb preparation. So no matter the mood, you should find an elevated pub standard here to enjoy or something with a little adventure. And, lest I forget, Scotch eggs. If you have never had a Scotch egg, get thee to the National where
these breaded, fried, yolky delights are done to perfection. To wash this ubiquitous menu down, the National prides itself on an extraordinary beer list highlighting many of the fantastic brews coming out of every corner of Western Canada and specializing in the unique options across North America. Along with this are 1L cocktails (Mason jar of good), a decent wine list and Fentiman’s Dry Soda’s, a cool, natural, non-alcoholic refreshment for the subdued. THE VIBE: Quickly establishing a toehold in popularity on the ever expanding Stephen Ave market was the reopening of the rooftop patio in time for July. Mingling and mixing in the hot summer reminded everyone of this treasure and to utilize it when available. The main floor will never clutter and will offer much the same for the colder parts of the year. Excellent music, very professional
and swift service makes this an excellent place for a quick lunch or what is soon to be the best happy hour gathering spot downtown. Imagine warm, salty, herby almonds and some deep fried pickles being split amongst friends or colleagues while two finish a traditional Negroni, two others argue which Vancouver Island IPA is better, two douse some east coast oysters in Tobasco or mignonette and four more engage in foosball combat all wrapped in friendly service and great music – there are no other spots in Calgary that can offer that varied, delicious, and entertaining experience. National on 8th Stephen Avenue 225 7th Ave SW By Chris Grabill
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FEATURE
JOB S I N OI L & GAS
Canada’s oil and natural gas industry supports federal budget measures to foster growth and development of Canada’s future skilled trades workforce, according to the Canadian Association of Petroleum Producers.
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O
ur industry is the largest employer of skilled trades workers in Canada, so we strongly support government measures to promote careers in this sector," said Dave Collyer, CAPP president. "Meeting the labour requirements of a growing economy is crucial to the oil and gas industry, particularly in the oil sands and for plans now under consideration to build a liquefied natural gas industry in British Columbia." Worker shortages have inflationary implications, including cost increases for construction projects and increased project execution risk, and could impact the private sector's ability to attract investment. Over the next decade, total hiring needs for direct oil and gas jobs in Canada will range between 125,000 and 150,000 jobs - both professionals and
Canadian Association of Petroleum Producers (CAPP)
skilled trades - as a result of forecasted industry activity, retirements and turnover, says the Petroleum HR Council of Canada. Canada's Construction Sector Council estimates a need to recruit 246,000 new construction workers to meet construction sector expansion demand and to replace retiring workers between 2013 and 2021. Given the number of highly skilled, well-paying jobs in the oil and gas industry, skilled labour groups are among the strongest supporters of responsible oil sands development and associated pipeline transportation projects. CAPP works with union and non-union labour groups on initiatives to improve labour availability, including workforce mobility, skilled trades training and apprenticeship opportunities, and immigration. "We believe in hiring Canadians first, attracting and
recruiting within Canada, and building and developing the current and future workforce. We need to attract more Canadians into the skilled trades, provide more classroom and employment-based training opportunities, improve incentives to move within Canada for work, and as needed, increase both permanent and temporary immigration," Collyer said. The Canadian Association of Petroleum Producers (CAPP) represents companies, large and small, that explore for, develop and produce natural gas and crude oil throughout Canada. CAPP's member companies produce about 90 per cent of Canada's natural gas and crude oil. CAPP's associate members provide a wide range of services that support the upstream crude oil and natural gas industry. Some of the most in demand jobs in the oil and gas industry can be found in the following pages. CONTINUED OilfieldPULSE | SEPTEMBER 2014
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HOT JOBS OFFSHORE SEISMIC EXPLORER GEOLOGY
Education: Geophysics degree, seismology degree
The oil and gas industry needs specialized workers to keep up with the changing drilling and mining practices. The best of the new graduates are heavily sought after by these producers of energy, and this is no small task.
Employer: Offshore drilling companies Salary: $105,000 to $120,000
Read marine geology data for oil & gas deposits. So you get to be on a boat, and take seismic readings of the ocean floor by using streamers to troll, while sound waves are produced. These streamers can be up to 7 km long, which have hydrophones that respond to the sound waves to give an idea of what lies beneath the ocean floor. Accurate readings obtained by the explorer are paramount in deciding where and how the drilling occurs as drilling costs become more expensive.
Isolation out on the sea in the far reaches of Canadian waters is what you can expect however, and streamers have even been used in the remote regions of the arctic ocean.
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SOIL RECLAMATION TECHNOLOGIST
DRILLING FLUID TECHNICIAN
Education: Environmental sciences
Education: Chemistry degree, 4th-year petroleum engineering
Salary: $75,000 – $90,000
Salary: $110,000 – $125,000
ENVIRONMENTAL SCIENCE
Employer: Land-filling and reclamation service providers Sample & reclaim contaminated soil. With the extraction of oil and gas, a degree of environmental damage is certain. Salts, hydrocarbons and metals can contaminate soil, but thanks to scientists in this field, new methods of soil, and land reclamation are creating a lot of new jobs.
As a soil reclamation technologist you would visit developed areas once production has started and sample soils, after, the decision of how to deal with the soil. Reports are made for consulting with the industry to find the best reclamation tactics. The work can be quite remote however, with weeks spent at well sites.
You will need to be a graduate of environmental sciences, specializing in soil studies. Some of the other areas you may be involved in are erosion and ground water contamination.
CHEMISTRY
Employer: Research labs & drilling fluid suppliers
Research and test the chemical makeup of fluids. Chemists are becoming more crucial to the energy industry. With the advance of unconventional drilling that can use a large range of chemicals on the job, oil and gas companies are constantly on the hunt for innovative drilling fluids. In the industry these chemicals are known as mud, and are vitally important in increasing the productivity of a well by breaking up heavy oil deposits, and earth, as well as lubricating the drill. Making use of an effective mud can result in millions of dollars in production, and that’s where the drilling fluid technician is needed. As one of these technicians you would pilot test fluids to find which chemicals work the best, while keeping the environment in mind, with good recovery rates. You’ll be working with spectrophotometers, lubricity testers, and centrifuges, along with mixing various chemicals, and looking at ways to enhance your formulas.
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HOT JOBS STATIONARY AND STEAM ENGINEER ENGINEERING
Education: Fourth-year power engineering/ stationary engineering Employer: Oil and gas producers Salary: $105,000 - $120,000
Generate steam for mining and drilling operations. Engineering grads have always been in high demand, but the oil sands have created even more demand with the rise of steam-assisted gravity drainage (SAGD), in particular, steam engineers. As a steam engineer you usually regulate and monitor the generation of steam used to break up heavy oil.
To get into this field you first need your power engineering degree, then you have to earn an additional certificate in steam generation. This field remains the shortest-staffed of any area in the industry, and because of this, companies are making these jobs as attractive as possible with salaries over $200,000 being common place.
COMMUNITY OUTREACH WORKER HUMAN RESOURCES
Education: Communication degree, BA in social work Employer: The oil & gas producer Salary: $60,000 - $75,000
Engage with communities and establish partnerships. Most of your time will be spent on the road meeting with municipal governments and band members. There will be community events to attend and developers to converse with. With the oil sands becoming more political these days, outreach workers are as important to companies as on site employees.
This job can be fulfilling as you figure out how to share the wealth with the communities, like some northern aboriginal communities that could provide workers but don’t really trust the industry. To be in this line of work you’ll need diplomacy and be understanding and thoughtful.
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THE 10
STRANGEST
DEGREES VIKING STUDIES B.A. 1 UNIVERSITY OF NOTTINGHAM
If angry role playing in costume is your thing why not give it a go?
Using sports to teach religion of course, it’s just like it sounds (duh!)
A 3 year course in making puppets, and manipulating their extremities.
Learn about the culture of it all. You can probably expect some good field trips.
Basically a degree in Ghostbusting. Learn to chase poltergeists, talk to the dead, & understand telepathy.
The funnest of all the degrees? No... they take it very seriously...no clowning around.
Oxymoron? Probably just needed to label it that so they could offer it me thinks...
Pinsetter mechanics, pro shop, lane car, league development and business.
Focus is on the bands songs, as well as influence in fashion on youth.
MINISTRY 2 SPORTS CAMPBELLSVILLE UNIVERSITY
3 PUPPETRY UNIVERSITY OF LONDON
FDSC SURF SCIENCE & TECH 4 PLYMOUTH UNIVERSITY PARAPSYCHOLOGY 5 COVENTRY UNIVERSITY
& PHYSICAL PERF. 6 CIRCUS BATH SPA UNIVERSITY
ETHICAL HACKING 7 THE UNIVERSITY OF ALBERTAY BOWLING INDUSTRY MGT 8 VINCENNES UNIVERSITY
BEATLES DEGREE 9 THE LIVERPOOL HOPE UNIVERSITY ENIGMATOLOGY 10 INDIANA UNIVERSITY
I’ll let you guys figure this one out. OilfieldPULSE | SEPTEMBER 2014
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HOT JOBS
CAREERSINOILANDGAS.COM PETROLEUM HUMAN RESOURCES COUNCIL HAS LAUNCHED CAREERSINOILANDGAS.COM WHICH CONNECTS JOB SEEKERS TO MAJOR OIL AND GAS EMPLOYERS IN CANADA
S
ince 2007, the Petroleum Human Resources Council (Petroleum HR Council) has grown the Careers in Oil + Gas website into a leading platform for information on career options and the world of work in the Canadian petroleum industry. Thanks to funding from the Government of Alberta, the Petroleum HR Council recently launched a new job board on Careers in Oil + Gas, helping people access direct employment opportunities in one of Canada’s most important industries. The launch of the job board provides job seekers with a complete experience by complementing existing career information, tools and resources that are available on the site. Job seekers will also find the integration of social media useful in their job search quest, making it easy to find and share oil and gas jobs, news and events via Facebook and Twitter. The site also profiles Featured Employers from various sectors of the oil and gas industry such as Canadian Natural, Cenovus Energy, National Oilwell Varco, Patterson UTI Drilling Canada Ltd., and Tervita.
THE OIL AND GAS INDUSTRY NEEDS WORKERS The addition of a job board comes at a critical time for an industry facing labour and skill shortages. The Council recently announced findings from a major Labour Market Information (LMI) report - Oil Sands Labour Market Outlook to 2021, stating that the oil sands sector may need to hire 116 per cent of its current employment levels between now and 2021. Cheryl Knight, CEO and Executive Director for the Council says, “The industry is actively looking to hire workers to meet the industry’s labour force needs. It’s a great time for job seekers to enter the oil and gas industry. For example, oil sands in-demand jobs require skilled workers such as operators, trade workers and engineers to fill the gap due to retiring workers, growth and expansion of the industry. Through our new job board, job seekers will have access to many career opportunities available in the industry.” For more information on setting up a Job Seeker account, or to post jobs, please visit: www.careersinoilandgas.com
THE NEW CAREERS IN OIL + GAS JOB BOARD ALLOWS JOB SEEKERS TO: • Sign-up for a free Job Seeker Account • Learn more about Featured Employers in oil & gas • Sign-up for targeted career alerts via email
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CATCH RESOURCES
CAPITAL IDEA
IS YOUR GARGANTUAN
NEED FOR CAPITAL
ALL-CONSUMING?
In this post-apocalyptic financial world, the equilibrium that once existed between private and public capital has not yet rebalanced. The fact is, it may never! Therefore, understanding how to maneuver within this new reality has been all consuming for our fledgling junior. So what is a micro junior to do?
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S
eemingly, Catch Resources doesn’t fit within either camp when it comes to capital raise potential. Public tells us we are too small. Private says we need to be “proven” before coming on board. The rubbernecking we encountered might have caused whiplash had we let it continue. Instead, we decided to get off the money-raise treadmill to regroup and sort things out. THIS IS WHAT WE CONCLUDED: In the new paradigm of raising capital, “creativity is king,” at least, it is in our minds. Micro juniors – you are on your own. We are ships setting sail in unchartered territory. The seas are often rough, and at critical times through this journey, the sails may be blown from their tethers entirely. Now with just a rudder as your only hope, you are left to somehow rebuild the sails. In these situations, you are faced with two choices: get creative or drift aimlessly. You know the old saying, “Necessity is the mother of invention.” While we haven’t reinvented new ways of raising capital, we did recognize the need to re-adjust our expectations. For us, this meant getting creative. To do this, we threw out all our preconceptions and started with a fresh view point. We seriously needed to reinvent the way we approached this challenge. It’s been said that, “when all think alike, no one is thinking.” This was true in our case. Once we entered the realm of creativity, the fog cleared, and we were able to set a new course. One that was better suited to our goal, and yes, far more imaginative in its implementation. I don’t mind mentioning I was intimidated by our final capital raise number. It was big by first acquisition standards, so we had to truly BELIEVE it was achievable. However, as many in the industry are coming to realize, there is a funda mental shift taking place in the micro-junior category so that reality played a large part in our final number. Once the belief hurdle was overcome, we quickly understood we needed to change our approach if we hoped to achieve our objectives. The following represents the outcome
of that shift in our perspective: HAS OUR SPACE DISAPPEARED? The capital raise space in which we currently reside has largely been forgotten by the big capital markets. I realize I am not saying anything new here, but what we have to do as juniors is to get over it! Let’s get our head out of our proverbial you-knowwhat and tackle the challenge straight on. IF IT IS TO BE, IT IS UP TO ME. You must take charge of your capital raise destiny. If the current market situation does not favour your initiative, get creative. The facts will not change because you hope them to. If your business requires new capital to grow or prosper, then it is our duty to find a way to get it. If you agree, as I do, that being properly capitalized is as important to the success of your early-stage business as all other aspects combined, then you must commit as much, or more, effort on it as you do the other matters. We currently spend as much time on capital raise creativity as we do on studying acquisitions, forming corporate culture, and building the foundation strategies and principles we will require to grow a strong and prosperous company. These are equally important factors in building a successful entity; therefore, each deserves the proper attention and commitment, and that includes capital raise. YOU ARE EXCUSED FROM THE TABLE UNLESS YOU ARE EXEMPT! Aside from the traditional methods, there are multiple ways to raise capital. Really there are! One I strongly recommend is within the exempt market. In my opinion, this option is poised to be a major contributor of capital for the micro-juniors now and in years to come. There is an added benefit to this approach which is Calgary-grown. Under the guidance and recommendation of the Exempt Edge, a local organization dedicated to strengthening the exempt market from within, those of us entering this market can be assured this sector will only strengthen and become more powerful in the future. As a shameless sales pitch, we have formed a Mutual Fund Trust (MFT), Catch Resources Income Trust, we intend to OilfieldPULSE | SEPTEMBER 2014
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CATCH RESOURCES launch within the exempt market in September. EQUITY CROWDFUNDING. This is a new area we are currently participating in and watching with great enthusiasm. It is so new it still solicits confusion and misrepresentation. However, I believe without hesitation it will grow by leaps and bounds over the coming years. My belief has been enhance recently by the passing of the JOBS bill in the US, which essentially clears the way for Equity Crowdfunding to become far more mainstream for investors. Look for more on this initiative in future articles. CANADIAN EQUITY MARKETS. They are starting to get the picture. As early as this summer, the TSX was openly discussing the possibility of building a parallel stock market to facilitate the exempt market space. It appears now this will in fact take place (please view the news release at TSX Exempt Market). This is a major aboutface for the TSX and a sure sign the exempt market is gaining strength. Not one to let a dollar go by without grabbing some of it, it seems the TSX intends to position itself to receive their pound of flesh. ACCREDITED INVESTORS. We all know how important these investors are to the success of any venture. Do not overlook this group. They are by nature exceptionally talented, businesssavvy, and offer more than just investment dollars. LASTLY, PRIVATE EQUITY INSTITUTIONS. They are not without their value in this equation; however, in most instances, they should be approached from a position of strength. Production, team, and strategy are generally paramount before they come on board, so be sure to position yourself accordingly before expecting results from any of these groups. Strength in numbers and not just financials ones. From a strategic perspective, we continue to gain momentum and strength from aligning ourselves via acquisition and mergers within the micro-junior sector. There are many talented and viable assets available within this sector. Some require better
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management to grow, while others have technical talent and good assets but lack the ability to move the asset from a small BOPD player to a larger entity. At present, this is the space we occupy and feel most comfortable in. Our target acquisition provides an excellent starting point. At 150 BOPD of production, this asset provides us the revenue and flexibility required to execute our primary strategy. This is where things get interesting and where strength in numbers, other than financial ones, becomes critical. We believe the sum of the whole is greater than the parts, so we’ll continue to look for like-minded owners and or assets as we execute our strategy. In the meantime, however, a good deal of our focus remains on our capital raise requirements. After all, in this business that is the one constant, isn’t it?
By Dale Galbraith
CEO AND PRESIDENT CATCH RESOURCES INC.
In the business of oil
micro junior sector mergers | acquisitions | joint ventures Catch Resources Inc. catchresources.com 1.403.863.5773
WORKPLACE SAFETY
CAPLA
COURSES CORPORATIONS GET BANG FOR THEIR BUCK
Volunteers who design new courses for the Canadian Association of Petroleum Land Administration (CAPLA) must be attuned to today’s corporate realities
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ompanies have limited education dollars, and they want a bang for their buck,” said Charmaine Grills, who is the Surface Coordinator at Raging River Exploration Inc. and a member of CAPLA’s Education Development Committee. “Employees who take our courses must come away with practical knowledge and skills that they can share with co-workers,” Grills said. “And, our handouts should be solid reference materials that can be used years into the future.” As co-chair of a subcommittee devoted to developing education for surface land specialists, Grills devotes many hours each month helping to make that happen. She is part of a network of CAPLA members – volunteers, staff, instructors, and advisors – who design and deliver up to 50 courses and 15 lunch and breakfast sessions per year, as well as an annual conference held in downtown Calgary. These offerings attract more than 3,000 registrations annually.
CAPLA’s Program and Events Manager, Matt Worthy, says it is a constant challenge to keep up with the learning requirements of 2,800 people working in land asset management across Canada. Land professionals are a diverse group who work to acquire mineral or surface rights and draft and administer contracts, road use, and third party agreements. They may specialize in acquisitions and divestitures, joint ventures, information systems, or abandonment and reclamation. “Volunteers, like Charmaine, have their finger on the pulse of this rapidly-changing discipline,” Worthy said. “They help keep CAPLA’s education program on track.” Upcoming courses on the CAPLA calendar this fall range from Third Party Surface Agreements and Optimizing Freehold and Overriding Royalties to The Why, How & What of Energy Asset Management and Professional EQ: Seven Habits of Highly Effective People. Many courses are geared for junior and interme diate land professionals who may be planning to
write CAPLA’s voluntary certification exams once they have five years of industry experience. The exams are offered bi-annually and offer members a chance to earn a coveted professional designation in the specialties of surface, mineral, or contract land administration. Grills, who achieved a Certified Petroleum Surface Administrator (CPSA) designation in 2011, says her dedication to the Education Development Committee is all about elevating the profile of land asset management. “It is so important to me to see that land admini stration is recognized not only as a profession but also that individual administrators are recognized as important within their companies,” she said. By Katherine Matiko COMMUNICATIONS SPECIALIST AT CANADIAN ASSOCIATION OF PETROLEUM LAND ADMINISTRATION (CAPLA)
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PRESS RELEASE
2ND
ANN
OIL&GAS
AWARDS
WINNER’S YEARBOOKS
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he 2nd annual Oil & Gas Awards for the Gulf Coast, Northeast and Rocky Mountain regions were held in March 2014 in Houston, TX, Pittsburgh, PA and Denver, CO respectively. The finalists and winners were announced and their achievements celebrated by more than 500 industry guests in attendance at each Awards gala dinner. Today the Winner’s Yearbooks are published, recognizing all of the Award finalists and winners. The Winner’s Yearbooks also contain content from the Industry Summits, which were held during the day of the Awards gala dinners. If you would like to receive a beautifully bound hard copy of one or all of the Winner’s Yearbook please contact Marc Bridgen at the Oil & Gas Awards at 210-591-8475 or email marc@oilandgasawards.com. The Oil & Gas Awards champion best practice and recognize organizations operating in the upstream and midstream sectors of the industry. The Oil & Gas Awards are unique in highlighting the incredible innovation and commitment to positive industry development and expansion. The Awards celebrate corporate success twinned with organization’s commitment to health & safety, environmental stewardship and corporate social responsibility. The categories include drilling, CSR, health and safety, well completion, construction, consulting, engineering, manufacturing, midstream,
new technology development, oilfield services, exploration and production, trucking, environmental stewardship and water management. The Oil & Gas Awards have become the industry standard in just two years, showcasing and rewarding best practice and excellence in the oil and gas industry. The Oil & Gas Awards Industry Summit series was introduced to take the next logical step in offering even greater value to the industry by providing an extended platform to deliver detailed content and extended networking. The first Industry Summits took place during the day immediately preceding the Awards gala dinners, combining to offer a full day of unparalleled content and celebration of achievement. The Summit agendas were tailored to the specific challenges faced in each region whilst also maintaining focus on the key areas of performance assessed by the Awards including: Operational Excellence, Health & Safety, Environmental Stewardship and Corporate Social Responsibility. The Winner’s Yearbooks report from each keynote presentation and panel discussion. See a full list of the West Coast, Southwest and Midcontinent Oil & Gas Awards Finalists here.
Today the Winner’s Yearbooks are published, recognizing all of the Award finalists and winners.
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READ THE WINNER’S YEARBOOKS NOW
To participate in future Oil & Gas Awards please visit oilandgasawards.com/regions
ADVOCATE
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GOODWILL
THE
ONE
AIM TEAM
The One Aim Team has a singular purpose to raise funds to conquer cancer by participating in the Enbridge Ride to Conquer Cancer, which is an annual 200km, two-day bike ride along the Canadian Rocky Mountains. However, four things are paramount for the One Aim Team. First, we are, and always will be, a team for all shapes, all sizes, and all ages. Secondly, we will always have a strict “no drop� policy. This means nobody is ever left behind or too slow to ride with us. And thirdly, we are utterly committed to raising funds for the Alberta Cancer Foundation to invest in reducing the burden of cancer. Finally, we are dedicated to having fun in the face of a serious blight on our society.
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he One Aim Team will be in its 6th year for The Ride in 2015. Our team grew out of a training group we established for the first Alberta Ride in 2009. We have grown from 18 members in 2010 to over 130 in 2014! For the last few years, we have been the second largest team in The Ride (only Enbridge is bigger)! And, we have risen over $1.4 million! By August 2015, we aim to have raised $2 million. So, do you want to fight back against cancer? Do you want to do it supported by over 100 similarlymotivated people? Then join us! Everyone is welcome. Our all shapes, all sizes, and all ages mantra is best demonstrated by the fact that over the past 4 years, One Aim team members have been in the first group of riders into Camp on Day 1 and some of the last riders into the finish on Day
Five years, $1.4 million, 30 members, but one aim, a cancer-free future 2. We have a very welcoming group who help each other with all aspects of The Ride, from the actual riding to bike-maintenance to fundraising. We also have a strict “no drop” rule on our training rides. This year we had a trio of additional “feature rides” on routes, such as the Highwood Pass, Banff to Lake Louise (return), and Calgary to Elbow Falls. These stunning rides make the most of the incredible terrain on our doorstep. Some of these routes are challenging, but by working together as a team and with a support vehicle (equipped with an ice-cream freezer!) and driver from Sunridge Nissan, we have helped scores of riders achieve more than they ever imagined possible. The year 2014 saw us assemble our biggest team and raise our highest ever fundraising total, but we are determined 2015 will be an even greater success. YOU can do this; WE can help. Together we will conquer cancer. To find out more visit conquercancer.ca
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INTERVIEW
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AN INTERVIEW WITH
KATIE WIEBE PROJECT MANAGER WITH IVANHOE CAMBRIDGE
Tell me a bit about Ivanhoe Cambridge.
Ivanhoe Cambridge is a world-class real estate company with a top-quality portfolio of properties. Primarily they deal with shopping centers, office buildings, and multiresidential buildings. With assets located across more than 20 countries, Ivanhoe Cambridge’s mission is to invest prudently and profitably in real estate sectors for the long term, all while delivering top-quartile, risk-adjusted returns to its shareholders by promoting operational excellence and entrepreneurship. Tell me about your role there.
My role as Project Manager of New Development sees me involved in a multitude of scopes from project start-up processes, such as RFP creation and review, through to closeout and post-mortem documentation. I am presented with opportunities to be involved in every step of the retail development program with current and specific focus on artistic amenities within our new developments, as well as process streamlining for Tenant Coordination activities.
Furthermore, CrossIron Mills’ success is leading us to take advantage of development opportunities on our land surrounding the mall. Lastly, we are getting close to launching the start of our Outlet Collection at Edmonton International Airport as there is strong demand across Alberta for outlet retail offerings. What are the upcoming projects?
In addition to the above-mentioned projects, the largest and most exciting current project for our Western Region is the development of Tsawwassen Mills, in Tsawwassen, B.C. With a similar footprint to CrossIron Mills here in Balzac, Alta, this 1.2 million square foot centre will be a premier shopping destination for Metro Vancouver and beyond. Does Ivanhoe Cambridge try to ‘build green’ employ LEED strategies?
Ivanhoe Cambridge is very interested in green build strategies. We are looking to ensure all new projects are LEED certified and are pleased to integrate green building technology and processes wherever feasible.
How much does the Alberta economy impact the growth and development of Ivanhoe Cambridge?
Interview By Jill Drader
The Alberta economy is so strong that Ivanhoe Cambridge is looking to repurpose space at CrossIron Mills, at a cost of +$60 million, in order to take advantage of the market. This kind of repurposing happening only five years after a grand opening is essentially unheard of.
FOUNDER OF WOMEN IN WORK BOOTS - AN ONLINE EDUCATIONAL NETWORK OF WOMEN IN BUSINESS AND THOSE WORKING IN THE SKILLED TRADES. WOMENINWORKBOOTS.CA
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WINE & DINE
TEAM
BUILDING In the workplace, the focus on each individual’s tasks often overshadows the importance of personal bonds. Therefore, a shared experience can be useful to bring your group back together. As co-workers return from vacation and settle back into a routine this Fall, take some time to set up a team building activity for your group. While there are many team building options available, what brings people together better than food? Here are our suggestions for culinary camaraderie.
By Kendra Keating SUNTERRA CATERING MANAGER
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WINE & DINE
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f your team is short on time, lunch and learn demonstration classes are a great way to bring your group together for a meal while giving them an opportunity to expand their recipe repertoire! Getting away from the typical take-out or bag lunch routine is a refreshing change for all. To avoid the 2:30 p.m. slump, plan to make and enjoy an energy rich meal, such as salmon skewers and grilled vegetables or lemon chicken with quinoa mango salad. Taking an hour together away from your desks to watch chefs whip you up a luscious lunch will break up the day and reenergize the whole team. But, don’t blame us if they’d rather stay and cook than go back to work!
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n oldie, but a goodie! If you’re looking for a cost-effective activity for your group, this is the way to go. If you’re lucky, some of your team members may have some serious skills up their sleeves, and this will give them a chance to showcase their signature dishes. Encourage your group to think outside the box so you don’t end up with fifteen salads or six desserts. Variety is the key to a good potluck. Whichever option you choose, a culinary team building activity is a great way to bring everyone together before getting down to business this year. Challenging your group in a different way will help co-workers see each other in a new light and form bonds that will carry into the workplace.
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ooking classes offer co-workers a chance to work together in a different capacity and see each other in a new light. Creating delicious dishes and chatting together over a good meal will give your team an opportunity to form memories to last the year. Keep in mind not everyone will be a master chef, so select items for your menu that range in difficulty. When in doubt, keep it simple; although, simple doesn’t have to mean standard. Try theming your meal, whether it be Thai food, cucina Italiana, Mexican fiesta, crockpot creations, etc. Your professional chef can help you build a multi-course meal that will appeal to a wide range of tastes.
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airing classes are a fun way to relax with co-workers, new and old, at the end of a workday. You and your team can sit back and enjoy a drink and snack while you learn about origins, aroma, body, temperature, and taste. And it’s not all about wine and cheese; although, who doesn’t love wine and cheese? Try new and fun options, such as beer and wings, cocktails and appetizers, or champagne and hors d’oeuvres! Seasonal pairings, such as holiday wines and desserts, are especially popular as they will give your team something to recreate over the holidays.
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TECHNOLOGY
THE EVOLUTION OF
TORQUE ANCHORS Based on extensive design and market evaluation, Evolution Oil Tools Inc. introduces the company’s most advanced and economical torque anchor
ADVERTISMENT
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volution Oil Tools Inc. announced the worldwide release of their new ATA – Advanced Torque Anchor. The product compliments Evolution’s industry best Artificial Lift offerings. “Our new ATA – Advanced Torque Anchor fills a gap that the market demanded: provide more bypass for coil tubing, while offering the most economical solution possible. The ATA is a great fit to our existing Artificial Lift portfolio,” states Shaun Wold, General Manager, Evolution Oil Tools. In most configurations, the ATA offers greater than 95% of the potential bypass available past a similarly sized EUE coupling. The ATA can also pass 3/4 inch coil tubing without obstruction with the designed-in bypass angles. The ATA – Advanced Torque Anchor incorporates the tried and true anchor systems of the Evolution DTA – Dynamic Torque Anchor product family, including spring-loaded anchor block with an entirely redesigned body and anchor block mounting design. The design provides a bypass area unmatched in the industry, an average of 29% more than our closest competitor. Unlike other torque anchors on the market, the patent-pending ATA also maintains a centralized position downhole. Other features of the tool are sand ports that allow OilfieldPULSE | JULY 2014
for sand and debris evacuation from below and easy redress ability, which will extend the life of the ATA for users. PERFORMANCE AND RELIABILITY The new ATA – Advanced Torque Anchor is designed and built to the highest standards in the industry. Distribution of the new ATA - Advanced Torque Anchor will be through Evolution’s locations in Calgary, Alberta; Lloydminster, Alberta; Edmonton Alberta; Victoria, Texas and Odessa, Texas. To find out more visit eotools.com CANADIAN MANUFACTURING / DISTRIBUTION Calgary, Alberta #3, 1820 – 30th Ave. NE Calgary, AB T2E 7M5 1-800-265-8665 (TOOL)
Edmonton, Alberta 4512 - 81 Avenue Edmonton, AB T6B 2M2 1-855-758-9091
Lloydminster, Alberta 6415A - 63 St. Close Lloydminster, AB T9V 3B5 780-875-1570 U.S. MANUFACTURING / DISTRIBUTION Victoria, Texas P.O. Box 5363 2908 Coffey Street Victoria, Texas 77903
Odessa, Texas 3400 Kermit Hwy Odessa, Texas (432) 337-7900
BYPASS CAPABILITY OF UP TO 95% OF COUPLING OilfieldPULSE | JULY 2014
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LIQUOR LANE
COCKTAILS
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rafted and uniquely mixed cocktails are taking center stage to add a new twist during bar service at events. Although trends will ebb and flow, service providers are always in hot pursuit of creating something memorable to maintain loyal customers, entice new ones, and create a ‘buzz’. Bartenders, or mixologists as they are now called, have to be diverse and inventive yet simplistic as to not create a drink that is murky, lacks direction, or has too many ingredients, which yields to the old adage, “Less is more”. Starting from the ‘punchy’ name on the menu to its physical delivery is what restaurant businesses are striving for to tempt their patrons and definitely not disappoint. Their crafty creations must be a delicate marriage of flavors to achieve the wow factor in one sip or its game over. So with that said, move over Caesar, Bloody Mary, Roy Rogers, and the likes. There is a new generation of libations coming your way. Ordering your spirit as an ‘on the rocks’ drink means it may contain fresh herbs, fruit, and flowers integrated within the ice. Fresh herbs are gently crushed prior to being placed in your beverage or frozen within your ice cubes, which will release aromas and flavors as it slowly melts. Smokey flavors are also a new idea. This process involves melting ice in a meat smoker, collecting the water, and then refreezing it into ice cubes to add a very clean, campfire taste and smell. Olive oils are another trend that is being used to enhance the flavors of martinis for the same reason. It makes a finishing splash which adds fruitiness without being sweet as well as some complex flavors that enhance instead of overpower. For those hot days, try a carbonated cocktail for a change. These tasty treats are the new thirst quenching solution. With a small addition of carbon dioxide, you can expect a lighter, aromatic, and more refreshing twist on the traditionally flat choices. Craft beers are a huge trend which is not slowing down or going anywhere soon. The popularity of microbreweries has significantly increased in Canada, and cities are hosting their own craft beer festivals.
Beer, like art, is a wonderful tapestry of different styles, types, and flavors. Exclusivity is primary, and creating a beer that explodes with a unique flavor is a microbreweries dream. These beers are unique, have better ingredients, claim to be heart healthy like wine, and usually have a higher alcohol level. Craft beer production was up 9.6% in 2013 while overall beer production decreased 1.4% according to Technomic’s “2014 Special Trends in Adult Beverage Report: State of the Industry”.1 Other options include micro-distilleries, which are popping up and creating hand crafted gins and vodkas for people who are not fans of beer and craft hard ciders. Cider sales have increased more than 30% across the country, and
Cider sales have increased more than 30% across the country, and plenty of artisans are making their own hard ciders using 100% pressed juice from heritage apples plenty of artisans are making their own hard ciders using 100% pressed juice from heritage apples followed by an aging process in bourbon barrels. Wine on tap is a new concept rising in popularity too. Like beer on tap, a multitude of wines can be served using this methodology which keeps it much fresher, temperature controlled, has a more economical price point for the patron, and restaurants can eliminate purchasing, storing, and recycling all those bottles. Simply genius! Cheers!
1. Technomic Trends in Adult Beverage (TAB) 2014 State of the Industry Report
By Sylvia M. Vespa
SHINDIGS AND SOIREES, AN EVENT COORDINATION & MANAGEMENT COMPANY 403-909-9095
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LIQUOR LANE
As the summer months start to dwindle, some of the best opportunities to enjoy a patio with friends and family start to slowly fade. If you’re like me, you would have taken full advantage of this where and when possible with a crisp clean glass of vino. And if you haven’t? It’s time to wake up and smell the rosé. Want to know who is a tourist in Europe? Take a glance at who is drinking white or red wines amid the summer season and there is your answer. While many people in North America trend towards drinking light reds or whites during the summer months, Europe is quite keen on rosés. This is largely warranted as you literally get the best of both worlds in the red and white wine spectrum. The crisp and clean re-freshness of the white and the depth and structure a juicy red will bring are found in rosés. Rosés not only vary greatly in style, concentration, and sweetness, but they are also extremely versatile when it comes to food pairings that will bring bountiful joy to your palate. So while some people this summer might be inside reading Fifty Shades of Grey, I’ll be outside drinking 50 shades of rosé. CONTINUED
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By Devin McKay WINE ROOM EXPERT AT WILLOW PARK WINES & SPIRITS
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SAINTE ROSELINE PRESTIGE ROSÉ 2013 PROVENCE FR ANCE $17.49
CIRCUMSTANCE ROSÉ 2011 CAPE COR AL SOUTH AFRICA $21.9 9
Nestled in between the Mediterranean Sea and the French Alps is one of the most renowned and prestigious areas known for rosé production. Mainly due to the climate of mild winters and extremely sunny days (they receive over 3,000 hours of sunlight per year!), as well as the factor of the sea and the influence of the local cuisine that comes with it, Côtes de Provence is widely accepted as the apex for blush and rosé wines alike. All these aspects converge in harmony to make a dry, lean, clean, and crisp rosé with aromas of berry fruits, grape fruits, and citrus. With rosé accounting for 80% of the wine production in Provence, this is a great example of what can be achieved when perfection is the end game.
The name for this wine is impeccable, spot on, and earned rightly so. The circumstances in which this rosé where born was from sheer terroir selection and a bit of luck. Situated in between the mountain ranges of Hottentots-Holland and Helderberg, the vineyards of Waterkloof have a breath taking view of False Bay, which is only four kilometers down the rolling mountainside. The combination of the soil, climate, and old world winemaking technique’s (100% biodynamic) have made this truly the most terroir driven rosé I have ever had the pleasure to savor. This dry rosé, made out of 100% mourvèdre, is characterized by delicate notes of spices, herbs, and earth along with bush fruits acting as a plush veil behind it all.
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IL PALAGIO BEPPE ROSATO 2012 TUSCANY ITALY $21.9 9
ARTAZURI ROSADO 2013 NAVARR A SPAIN $16.9 9
On the Tuscan hills south of Florence lies a 16th century villa called IL Palagio. It has been recently renovated, replanted, and cultivated by none other than Sting. Like Brad and Angelina, he and his wife, Trudie Styler, bought a vineyard and are producing a rosé. Unlike Brad and Angelina, they are taking a hands on approach to their vineyard. A great example of this is the biodynamic steps they have taken to ensure a more healthy and natural approach to great tasting wine. Accompanying this approach is a vision of a “garden of Eden” for the estate, which houses 12 acres of vegetable gardens, 80 bee colonies, and an ancient olive grove, which they make their own olive oil from. This rosé embodies all of the ideals and vision of a dry rosé that was foretold with notes of fresh pineapple, peach, bush berries, and racy acidity.
The D.O. of Navarra was once known only for their Rosado’s, and while they still have branched off into better quality reds and whites, Rosado’s are still the flagship style for this region. One of the foremost leaders of Rosado production is Bodegas Artazuri, which is located in the northeastern part of Spain south of Pamplona on the lower slopes of the Pyrenees. With long, hot, dry summers and not much rainfall (625mm average per year), this is perfect breeding grounds for lush, concentrated garnacha based Rosado’s. This organic Rosado has a touch of sweetness and is defined by its rich fruit flavor with secondary notes of spice and pepper but all the while supported by a zippy acidity.
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ALTERNATIVE HEALTH
ADD/ADHD PART 2 DIETARY INTERVENTIONS.
Attention Deficit Disorder (ADD), today known as Attention Deficit Hyperactivity Disorder (ADHD), is a disorder that manifests with symptoms of hyperactivity, impulsivity, and/ or inattention. The previous issue of Oilfield PULSE discussed alternative therapies for ADD. This issue examines diet (nutrition) and ADD.
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he cause of ADD is linked to a combin ation of genetic and environmental factors. For many years, scientists have been studying dietary changes as a way of reducing symptoms in children with ADD. There are two types of dietary interventions: removing elements from the diet, which is called elimination diets, and increasing the intake of specific nutrients. The concept behind elimination diets is that some children may have behavioral changes when they consume specific food items. The increasing intake strategy is based on the presumption that some children may have deficiencies in specific nutrients. Elimination diets have been around for many years and have been studied as early as the 1970s. It began with investigations on the effects of artificial food colorants and other additives. The researchers claimed that removing these artificial ingredients from the diet could improve symptoms in children with hyperactivity. This diet was called the Kaiser Permanente diet, also known as the K-P diet or Feingold diet. It has also been suggested by many nutritional researchers that some children could be sensitive to other food items, such as processed foods.
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It is recognized that not every child with ADD is sensitive to specific food ingredients. The Few Foods Diets is a nutritional strategy that first eliminates all but a few food items from the diet for a fixed period of time. The diet consists of two types of meat, two sources of carbohydrates, two vegetables, two fruits, oil, and water. Children are categorized as diet sensitive if they show improvement after a few weeks. If they do respond (i.e. child shows clinical improvement), food items are re-introduced in a controlled way to identify any specific food source that causes the child to react. They also use blinded approaches to confirm suspect foods. The concept is to identify foods that should be avoided by the child, and then the nutritionist designs an individualized diet for the person. It can be a very successful clinical strategy when a child’s ADD is associated to food sensitivity, but it requires professional supervision so as not to introduce nutritional deficiencies to the child. Keep in mind the dietary change is a long-term nutritional change. A double-blind, crossover, randomized clinical trial demonstrated a significant improvement of ADHD symptoms with the Few Foods Diet, and 24% of the children improved during the elimination diet period versus only 4% in the controlled period. Two open randomized controlled trials showed significant improvement in ADHD symptoms. Although the Few Foods Diet offers an interesting alternative approach, it is not obvious the child or family will be able to adhere to this restricted dietary approach for a long period. The maintenance diet needs to be well designed to ensure adequate intake of essential nutrients to avoid deficiencies during growth. Numerous clinical studies have evaluated the
efficacy of the increasing intake approach. Several studies assessed supplementation with amino acids. Only the study assessing the intake of tryptophan found improvement in ADHD symptoms on the parent ratings but not the teacher ratings. Based on the current clinical evidence, there is no proof children with ADHD benefit from amino acid supplementation. Studies using plant oils did not demonstrate any convincing beneficial effects on ADHD symptoms. One of the two trials with the fish oil supplementation found a reduction in ADHD symptoms. Based on systematic reviews and meta-analyses of the studies, only the effect of long-chain, n-3, fatty acids (docosahexaenoic acid (DHA) and eicosapentaenoic acid (EPA)) showed a small to modest effect in the treatment of ADHD. Several studies using vitamin supplementation in children with no deficiencies were also performed. None of these studies assessed the use of multivitamin supplements in doses in line with the Recommended Daily Allowances (RDA), but all studies used specific vitamins in mega-doses (i.e. many times above the RDA). There is no evidence mega-dose vitamin supplementation can improve symptoms in children with ADHD. These studies raised safety concerns and suggested this approach should not be recommended, because mega-doses of some vitamins combined could cause liver toxicity. Studies were performed to assess the benefits of supplementation with minerals, such as iron, magnesium, or zinc. Based on these studies, there is no evidence supplementation with these minerals can benefit children with ADHD. However, supplementation could be considered if there is a deficiency. There is a lot of clinical research ongoing in this area of medicine. Many researchers believe diet is an important component of ADHD. New information will be published over the coming years, and it will help medical professionals further understand the impact of nutrition and management of ADHD symptoms in children. These types of therapies offer promise because of the long-term safety in a growing child. Bottom line, you should discuss dietary intervention strategies with your child’s physician
if you decide to try one of these alternatives. It can be implemented before or post-introduction of stimulant medications. Some studies have even shown benefits when dietary changes are combined to a pharmacological-based therapy. It is very important to perform diet therapies under the care of a health professional because of the potential for nutrient deficiencies.
By Guy Chamberland, M.SC., PH.D., MASTER HERBALIST, HEALTH PRODUCTÂ CONSULTANT CONTACT HIM AT GUYCHAMBERLANDMASTERHERBALIST@LIVE.CA.
OilfieldPULSE | SEPTEMBER 2014
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