Map existing oil and gas competencies against the skill requirements of offshore wind, hydrogen and carbon capture roles.
Oil, Gas & Energy
Reskilling Oil and Gas Workforces for Offshore Wind, Hydrogen and CCUS Roles
Learn to map transferable skills, close skills gaps and build redeployment pathways that move oil and gas workers into offshore wind, hydrogen and carbon capture roles with minimal disruption.
🗓️Duration5 training days
📚Content4 modules · 8 sessions
🎓On completionAccredited attendance certificate
About the programme
Course Overview
Offshore wind, hydrogen and carbon capture and storage projects increasingly need workers with oil and gas backgrounds, but a job title match is not the same as a validated skills match. This course teaches a structured approach to workforce reskilling: mapping existing competencies and certifications against the task-level requirements of target roles, running a skills gap analysis that separates quick reskilling from multi-year retraining, and designing a curriculum and redeployment pathway that moves workers into new roles with minimal income disruption. Participants examine which safety and technical certifications transfer directly, which need refresher training, and which require a genuinely new qualification, then build a transition plan that a trade union, regulator or community stakeholder would recognise as fair. The course also covers measuring reskilling programme performance through retention and time-to-competency rather than training attendance, and scaling a proven pathway across sites and regions. Exercises use real role profiles from offshore wind, hydrogen and CCUS projects so participants leave with a reskilling method they can apply immediately.
Expected Learning Outcomes
Identify which safety and technical certifications, such as survival and working-at-height training, transfer directly and which must be renewed.
Build a skills gap analysis for a target workforce segment, distinguishing quick reskilling from multi-year retraining needs.
Design a redeployment pathway that sequences training, secondment and mentoring so workers move into new roles with minimal income disruption.
Select training providers and standards, including relevant offshore wind and process safety certifications, appropriate to each target role.
Structure a workforce transition plan that a trade union, regulator or community stakeholder would recognise as fair and realistic.
Measure reskilling programme outcomes using retention, time-to-competency and redeployment rate rather than training attendance alone.
Who Should Attend
Workforce planning and HR leaders managing headcount transitions between legacy and low-carbon business lines.
Learning and development managers designing technical reskilling curricula for offshore and process workers.
Operations managers in offshore wind, hydrogen or CCUS projects seeking experienced oil and gas talent.
Trade union and employee relations representatives negotiating just transition and redeployment agreements.
Government and regional economic development officials supporting workforce transition in oil and gas regions.
Project HSE and competence assurance staff who must verify transferred certifications remain valid for new roles.
Course Modules
Select any module to see its sessions and points.
01Mapping Transferable Skills across Energy Sectors
2 sessions · 8 points
Session 1Comparing Oil and Gas and Low-Carbon Role Profiles
- Break down offshore wind, hydrogen and carbon capture roles into task-level competencies comparable with existing oil and gas job profiles.
- Identify subsurface, process safety and offshore logistics skills that transfer with little or no additional training.
- Flag technical gaps, such as wind turbine electrical systems or hydrogen process chemistry, that require structured new learning.
- Use a competency framework to score individual workers against target role requirements rather than relying on job titles alone.
Session 2Certification and Standards Alignment
- Compare offshore survival, working-at-height and emergency response certifications against the standards required in wind and hydrogen sectors.
- Identify certifications that require refresher training rather than a full new qualification when moving between sectors.
- Map process safety competencies from oil and gas operations onto the hazard profile of hydrogen production and carbon capture facilities.
- Build a certification tracking record that shows each worker's current validity status against target role requirements.
02Skills Gap Analysis and Programme Design
2 sessions · 8 points
Session 1Conducting a Workforce Skills Gap Analysis
- Segment the existing workforce by role family to identify which groups face the smallest and largest reskilling gaps.
- Quantify the time and cost to close each skills gap, distinguishing on-the-job learning from formal certified training.
- Prioritise reskilling investment toward roles with the strongest projected demand in offshore wind, hydrogen and CCUS projects.
- Validate gap analysis findings with hiring managers in the receiving low-carbon business to avoid training for roles that will not materialise.
Session 2Designing the Reskilling Curriculum
- Sequence classroom, simulator and on-the-job training so workers build competence progressively rather than in one long course.
- Select accredited training providers whose offshore wind or hydrogen safety courses are recognised by receiving employers.
- Build blended learning pathways that let shift workers complete reskilling without extended absence from operational duties.
- Pilot a reskilling curriculum with a small cohort and adjust content before scaling it across the wider workforce.
03Redeployment Planning and Transition Support
2 sessions · 8 points
Session 1Building the Redeployment Pathway
- Sequence training, secondment and shadowing so a worker moves into a new role with a clear, time-bound transition plan.
- Coordinate redeployment timing with legacy asset decommissioning schedules so skills are not lost before the new role is ready.
- Match individual workers to specific low-carbon roles using competency scores rather than generic reskilling categories.
- Set interim assignments that let workers apply new skills under supervision before taking full accountability in the new role.
Session 2Supporting Workers through Transition
- Design income protection and relocation support that reduces financial risk for workers moving between sites or employers.
- Provide mentoring from experienced low-carbon sector staff to accelerate a new worker's confidence and competence.
- Communicate transition timelines honestly to affected workers to reduce uncertainty and attrition during the change.
- Negotiate transition terms with trade unions that balance workforce security with the pace the low-carbon project requires.
04Governance, Measurement and Continuous Improvement
2 sessions · 8 points
Session 1Measuring Reskilling Programme Performance
- Track time-to-competency, certification pass rates and redeployment success as the core measures of programme performance.
- Compare retention rates of reskilled workers against new hires to test whether the reskilling investment is paying off.
- Report reskilling outcomes to project sponsors and regulators in a form that supports continued funding decisions.
- Use worker feedback to identify where the reskilling pathway created unnecessary delay or duplicate training.
Session 2Scaling and Sustaining the Programme
- Scale a proven reskilling pathway across multiple sites while adapting it to local labour market and regulatory conditions.
- Build a talent pipeline that anticipates future low-carbon project workforce needs rather than reacting to each project separately.
- Formalise partnerships with training providers and regulators to keep the reskilling curriculum current as standards evolve.
- Embed reskilling planning into workforce strategy so it continues beyond the current wave of project transitions.
What the participant receives
4 course modules
A structured syllabus
8 training sessions
across 5 days
32 detailed points
Applied, detailed content
Accredited attendance certificate
On completing the programme
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