Offshore production operator job description

Offshore production operators generally need current offshore survival training (BOSIET or HUET), a valid offshore medical and working rights in Australia. A Certificate III or IV in process plant operations, or equivalent process tickets, is advantageous, and first aid or emergency response training is desirable. Confirm the specific certifications required for your facility before advertising the role.

Yes. Current BOSIET or HUET (helicopter underwater escape) certification is typically required to travel to and work on offshore platforms and FPSOs, along with a valid offshore medical fitness certificate. Confirm the specific survival and medical requirements set by your operation and helicopter provider.

Mandatory requirements usually include current offshore survival training, a valid offshore medical and working rights in Australia. Preferred qualifications include a process plant operations certificate, prior offshore or heavy-process experience and emergency response training. Balance essential safety requirements against process experience so you don’t narrow the candidate pool unnecessarily.

It’s possible, but most operators require the mandatory offshore survival training and medical before they can travel to a facility. Some businesses recruit experienced process operators from onshore oil, gas or heavy industry and provide offshore-specific training. Focus on process competence, safety discipline and shift resilience, and be clear about the tickets you will and won’t provide.

This depends on your operation. Casual operators offer flexibility for shutdowns or campaign work but attract casual loading under the Hydrocarbons (Upstream) Award — a Level 3 casual is around $39.01 per hour for FY2026/27. Permanent full-time staff on swing rosters provide crew consistency and stronger retention. Many operators use a mix — permanent core crew plus casuals or contractors for peak workloads.

Under the Hydrocarbons (Upstream) Award (MA000062), continuous shiftwork, weekend and public holiday work attract penalty rates and shift loadings, and overtime applies for hours beyond ordinary rostered hours. Because many facilities run swing rosters with 12-hour continuous shifts, confirm how ordinary hours and loadings are structured. Use award interpretation software to calculate rates accurately.

Offshore facilities commonly run swing rosters — extended periods on the platform or FPSO followed by equivalent time off, with continuous 12-hour day and night shifts while on the swing. Roster patterns, travel days and how ordinary hours are averaged vary by operation and instrument, so confirm the arrangement for your facility and reflect it clearly in the job description and contract.

Key elements include: position title and classification level, employment type (casual, part-time or full-time), pay rate, applicable award, reporting structure, main duties, facility type and required tickets such as offshore survival and medical certification. For casuals, include the casual loading. Use our HR software to simplify contract creation and record-keeping.

Award and agreement rostering rules vary, so confirm the notice period that applies to your business. Because offshore work uses swing rosters and travel logistics, most operators publish rosters well in advance to give crew visibility of their swings, flights and shifts. Using rostering software helps ensure compliance and reduces last-minute changes.

Plan swings around crew-change dates, shift coverage and each operator’s availability, balancing continuous 12-hour shift cover with mandatory rest and travel days. Use rostering tools to track hours, monitor coverage and adjust crewing when staff are unavailable. This keeps the facility fully crewed and avoids fatigue from over-rostering individuals.

Break and rest entitlements are set by the applicable award or agreement and are especially important for continuous 12-hour offshore shifts. Set clear break, handover and fatigue-management policies, and ensure crew record their time accurately. Use time and attendance tools to support compliance and monitor hours worked.

Collect availability and travel preferences during onboarding and update them regularly. Use HR software and rostering tools to track when each operator can work and any ticket, medical or travel constraints. Set clear policies about swing availability and how to request changes, which simplifies crew-change planning and reduces coverage gaps.