OGTAN Signs Pact to Close Nigeria’s Oil and Gas Skills Gap
reported by Facthabournews
The Oil and Gas Trainers Association of Nigeria (OGTAN) has signed a formal Human Capacity Development Manifesto aimed at addressing skills shortages and strengthening the workforce required to support Nigeria’s evolving oil and gas industry.
The agreement was signed at the closing session of the OGTAN Human Capacity Development Conference 2026 held at the Petroleum Training Institute (PTI), Effurun, Warri, Delta State. The three-day conference brought together regulators, oil and gas operators, training providers, academia and other stakeholders to examine workforce challenges facing the sector.
OGTAN Moves Beyond Conference Resolutions
OGTAN President, Chris Osarunmwense, said the decision to adopt a formal manifesto rather than a conventional conference communiqué was intended to ensure that recommendations are followed by measurable actions.
According to him, each commitment contained in the document has an identified responsible stakeholder, expected outcome, timeframe and verification mechanism.
He said the objective was to move human capital development beyond routine training and compliance activities towards measurable competence, productivity and improved industry performance.
The development comes as Nigeria’s energy industry faces rapid changes resulting from digitalisation, artificial intelligence, automation, cybersecurity, gas development and the global energy transition.
Eight-Pillar Plan
The manifesto contains eight major areas of action covering regulatory compliance, skills identification, technical capacity development, energy transition, trainer standards, funding, indigenous training capacity and opportunities for young professionals and host communities.
Under the skills identification component, operators are expected to provide clearer information about the competencies required within the industry.
This is intended to help training institutions design programmes that directly correspond with the needs of employers instead of relying on generic curricula.
The Oil Producers Trade Section (OPTS) is expected to work with OGTAN to identify industry requirements, including skills associated with emerging technologies and roles that could be affected by automation.
Addressing Loss of Experienced Professionals
Another major concern addressed by the manifesto is the loss of experienced personnel from the oil and gas industry.
OGTAN said the sector is experiencing an outflow of experienced professionals, creating the risk that valuable institutional knowledge could be lost when senior workers leave.
The new framework encourages operators to identify critical areas affected by workforce exits and document important knowledge before experienced professionals depart.
Training providers will also be expected to place greater emphasis on demonstrated competence rather than simply measuring the number of people who complete training programmes.
The approach is intended to ensure that training produces workers capable of performing effectively in real industry environments.
Preparing Workers for Energy Transition
The agreement also places significant emphasis on preparing Nigerian workers for changes in the energy industry.
According to OGTAN, workers will increasingly require skills covering renewable energy, gas-to-power, methane management, artificial intelligence, digital technologies, carbon markets, environmental, social and governance reporting and adaptive leadership.
The development of Nigeria’s gas sector and expansion of compressed natural gas infrastructure will also require additional technical and professional expertise.
OGTAN said the growth of CNG infrastructure creates a need for properly trained personnel who can safely support the emerging network.
Strengthening Nigerian Training Providers
The manifesto further seeks to improve the quality of training available within Nigeria.
OGTAN committed to strengthening standards for training providers through grading, independent audits and trainer-development programmes.
The association also plans to establish a formal training-of-trainers programme designed to ensure that instructors remain familiar with changing technologies and industry practices.
The initiative is expected to contribute to the development of a stronger indigenous training ecosystem capable of meeting both domestic and international standards.
OGTAN’s stated mandate includes promoting human capacity development, creating training standards and building links between industry, government and academic institutions.
Funding and Industry Collaboration
Funding is another component of the agreement.
The manifesto promotes a co-investment approach involving government, industry, academic institutions and technology partners.
OGTAN said the Federal Government had committed to prioritising appropriate utilisation of human capital development funding for the remainder of the current ministerial tenure.
The framework also recognises oil and gas operators as major existing contributors to workforce development.
Greater coordination among stakeholders is expected to reduce duplication and ensure that available resources are directed towards areas where skills shortages are most significant.
Focus on Young Professionals
The final pillar places emphasis on young professionals, host communities and inclusion.
The stakeholders committed to supporting initiatives such as apprenticeships, graduate development programmes and mentorship opportunities.
The objective is to create clearer pathways through which young Nigerians can acquire relevant skills and build careers in the oil and gas and wider energy sectors.
The initiative is particularly relevant as Nigeria seeks to increase local participation and ensure that more technical and professional opportunities within the energy industry can be filled by suitably qualified Nigerians.
New Training Managers Forum
OGTAN also announced plans to establish a Training Managers Forum that will bring together training managers from upstream companies on a quarterly basis.
The forum is expected to provide a platform for industry-wide discussions on human capacity development and help stakeholders coordinate responses to emerging workforce challenges.
Osarunmwense said the initiative reflects a shift from considering workforce development solely at individual company level to treating it as an industry-wide responsibility.
Why the Pact Matters
Nigeria’s oil and gas industry remains an important part of the country’s economy, but the sector is undergoing significant technological and structural changes.
The Petroleum Industry Act, increased local participation, gas development and the global energy transition are changing the type of skills required by companies operating in the sector.
Industry stakeholders have previously warned that shortages of appropriately skilled personnel could affect productivity and Nigeria’s ability to maximise opportunities in the changing energy environment.
The OGTAN manifesto therefore represents an attempt to connect training institutions more closely with the actual needs of employers and emerging areas of the energy industry.
The success of the agreement, however, will depend on implementation rather than the signing ceremony itself.
OGTAN says progress will be periodically reviewed through its human capacity development governance structure, with stakeholders expected to demonstrate whether agreed actions are being implemented.
If effectively executed, the initiative could help strengthen Nigeria’s indigenous technical workforce, improve productivity and prepare professionals for the changing demands of the oil, gas and broader energy sector.
For now, OGTAN and its partners have established a structured framework for addressing the human capital challenge. The next stage will be turning the commitments contained in the manifesto into measurable results across Nigeria’s energy industry.
This report is based on information from OGTAN and reports by established Nigerian media organisations. The commitments described in the manifesto represent planned actions by participating stakeholders and should not be interpreted as completed outcomes.
