This paper presents an improved technique for the analysis and evaluation of professional development. The oil and gas industry has braced itself for an abrupt shift in workforce expertise as the baby boomer generation reaches retirement age, commonly referred as the "Big Crew Change." The subsequent hiring frenzy observed in the past decade has led to an influx of expectant young professionals. This paper presents a personnel development philosophy for these new young professionals as well as a screening and evaluation methodology that can be utilized during the hiring and promotional process to better select talented, knowledgeable professionals with initiative. A novel metric is also presented to estimate and assign a value to the different experiences that make up a career. Three example applications are given to illustrate the utility of the proposed metric and methodology.

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