Golden Eagle - CNOOC International - Operated by CNOOC International, Golden Eagle is a shining example of an offshore workplace of choice. Since production commenced in 2014, Golden Eagle has created a culture where individuals are valued, supported, and inspired to perform at their best. Powered by people and a strong sense of care for both their colleagues and their working environment, Golden Eagle has rightfully earned its reputation as an exceptional place to work.
Safety first - Golden Eagle has an outstanding safety record spanning its entire operational life and achieved 11 years without a Lost Time Injury (LTI) in September 2025 (while producing more than 145 million barrels of oil equivalent and maintaining an average operational efficiency of 97%). From the initial facilities hook-up and commissioning to executing annual TARs and drilling campaigns, every member of the team has embraced CNOOC’s safety standards and practices. New starts receive a meet and greet presentation from the OIM on arrival which introduces safety expectations on board Golden Eagle. At the end of their first day, having had a full safety induction, they attend a ‘green hat’ follow up discussion with the OIM to further embed Golden Eagle’s safety culture and ask questions. CNOOC’s e-observation system has a feedback mechanism to ensure individuals are satisfied with the outcome of any safety issues raised. Furthermore, Golden Eagle’s active group of Safety Reps select a ‘safety observation card of the month’ to recognise and reward the individual who submitted the card for their positive contribution to Golden Eagle’s safety culture.
An offshore home from home - Providing a safe, clean, and comfortable living environment which contributes to positive wellbeing for the offshore crew, Golden Eagle’s modern facilities include high speed WiFi, SkyTV in every cabin, a cinema, gym, sauna, quiet room, and recreational room (equipped with an arcade machine, games console, pool table, snooker table, and dart board). A single cabin occupancy policy provides crew members with personal space and privacy, while the asset’s team of stewards deliver a daily housekeeping service and laundry service with 24-hour turnaround on clean bedding, towels, and clothing. Nutritious and tasty meals keep people fuelled during their day shift or night shift, and themed nights and special meals ensure the variety of dishes on offer remain fresh and exciting.
Family feeling - 74% of the CNOOC employees on Golden Eagle have been there since day one, driving the strong family feeling that exists across the platform. Working relationships have developed into close friendships, with team members organising social events (such as golf and mountain biking weekends) to meet up during their home leave. Recognising the strength of a united team, long serving crew members ensure news starts, ad-hoc workers, and visitors to Golden Eagle are welcomed to the asset and invited to participate in any upcoming social activities (e.g. a pool tournament or predicting football match scores). Regardless of the logo displayed on an individual’s coveralls, Golden Eagle is one team looking out for each other as they produce safe and sustainable energy for the UK.
Cygnus Alpha - Ithaca Energy - Cygnus Alpha stands out as more than an offshore installation—it is a thriving community built on safety, collaboration, and well-being. Life on board is designed to foster comfort and camaraderie. The platform offers hotel-style facilities, including en-suite rooms, a restaurant, a gym, and even a cinema, ensuring that crew members feel at home despite being 150 km offshore. These amenities, combined with excellent food prepared by dedicated chefs, create a welcoming environment that promotes relaxation and social interaction after demanding shifts. High morale and engagement are evident in initiatives like RigRun, where Cygnus Alpha consistently ranks among top teams in fitness and wellness challenges. This commitment to health and team spirit reflects a culture that values both physical and mental well-being. Participation in such programmes not only boosts morale but also strengthens bonds among colleagues, reinforcing a sense of belonging and shared achievement.
Safety and inclusion are at the heart of Cygnus Alpha’s identity. The workforce is actively involved in shaping safety culture through surveys and feedback sessions, ensuring that every voice matters. This collaborative approach has driven improvements in onboarding, training, and incident reporting, creating an environment where people feel empowered to speak up and contribute to continuous improvement. Community spirit thrives through shared experiences and mutual support. Whether it’s celebrating milestones, engaging in team fitness events, or simply enjoying a meal together, the atmosphere on Cygnus Alpha is one of togetherness. Crew members frequently describe it as a “great place to work” with “great people,” underscoring the family-like feel that makes time offshore rewarding rather than isolating. Vendors and visitors describe Cygnus as being part of a team. Whether arriving for a day, a trip, or longer, they all appreciate the team ethos and the culture we have developed onboard. We have raised thousands of pounds each year to support several charities close to the core crew. Whether it be for someone who is affected or whose wife is a volunteer, there are too many to mention, but to name a few: Macmillan Cancer Support, Cancer Research UK, ERBS Palsy Group, Scotty's Little Soldiers, Brain Tumour Research, Highland Cross, Cornerstone, and Forces Support Charity. We do this through our yearly festive raffles, and some of our crew actively raise funds through sponsorship and running marathons, etc. We use our Welfare Committee to direct charity support, so even if you are only on Cygnus for a trip, we are still open to support too. All of those charities above have received at least £500 or more in donations from the crew on Cygnus. In short, Cygnus Alpha exemplifies what a Workplace of Choice should be: a safe, supportive, and vibrant environment where people feel valued, connected, and motivated. By combining strong safety leadership with initiatives that nurture health, happiness, and inclusion, Cygnus Alpha delivers not just operational excellence but a culture where individuals can thrive.
Dolphin Drilling - The PBLJ is what everyone would describe as a true North Sea Workhorse, this Rig has been around for almost 40 years providing drilling services to an abundance of Clients and spent around 19 continuous years with BP where it drilled the majority of the West of Shetland fields which are still in production to this day. The Rig has seen many people come and go over these years, but it has also retained a number of people who felt so at home they just couldn’t leave until retirement called them, one of the OIM’s who retired just over a year ago had nearly 30 years’ service on the Rig and 20 as OIM. For practically all of our core crews this place is their workplace of choice. Even with personnel change outs what the Rig retains and prides itself on is its crews, from the Stewards to the OIM, everyone is treated the same and everyone has the same voice, there is no them and us and this plays a very important part in creating and maintaining the positive culture & atmosphere we have on the Rig. With being a Drilling Rig, we get a lot of new personnel every week to support our operations, they can be from anywhere in the world and whilst we want everyone to go home the way they came onboard in a safe condition what we also want is these people to go home and tell their families what a great place they have just been to. This is evident when we see people returning maybe several months later or longer and they tell us they are glad to be back on board because they know what they get, crews who will go out of their way to help others and make people feel like they are in their second home. As with every Rig the crew need to be well fed and we are lucky to have a catering crew who truly deliver on this week in and week out, from top class Roast Sunday dinners to a variety of specials nights and then everyone knows about the legendary PBLJ Saturday evening Steak night. By having such good food, it helps everyone get through a hard-working day. The PBLJ is extremely fortunate to be working with Harbour Energy who initially took the Rig on in the summer of 2020, only for a couple of years as unfortunately they only had work for that period for the Rig. What became evident to Harbour was that the PBLJ stood out over and above other Rigs they had on hire, not only for its unrivaled operational performance but how the Rig worked, how the crew’s made things happen and how they overcame challenges to deliver safe operations. Then in early 2024 Harbour once again signed the Rig up, this time on a multiyear contract, this contract has given everyone on the Rig employment stability in what is challenging times in the Oil and Gas Industry.
PBS - Our commitment to engaging, connecting, listening, and learning from our workforce is key to our success. We work hard to make PBS the workplace of choice; Culzean however stands out as a shining example of all that we have achieved. Essential elements of the work we have undertaken include: Leadership Engagement at Scale Our site leadership engagement is tracked via live dashboard, recording site visits, safety rep interactions, and safety tours. This data-driven approach proactively monitors and continuously improves how we show up for our teams. The frequency and quality of engagement through safety rep dialogues, and on-site presence nurture our safety culture.
A Culture of Speaking Up - We maintain a strong observation card programme, encouraging proactive reporting and continuous safety dialogue, reflecting our culture of open communication. Reinforcement of our Stop Work Authority policy has been key in empowering Team PBS with the confidence to Speak Up. It ensures teams know they have the commitment and support from our leadership to exercise this right without repercussions.
A Culture of Recognition and Feedback - Our PBS Merit Recognition Scheme invites staff to submit peer recognition, continuous improvement suggestions, and vendor feedback through an innovative, digital interface. Enjoying significant uptake and tangible cultural impact, its launch was supported by a multi-media campaign, comprising engaging video content, a suite of posters, and an interactive ‘think outside the box’ initiative. These, complemented by a dynamic dashboard showcase progress. Taking steps to promote Merit’s mobile-friendly, user-centric design (accessible via QR code) encouraged significant engagement, especially from those without traditional IT access. We know the most valuable ideas often come from our offshore workforce, who have historically been harder to reach.
Engagement in High-Hazard Operations - Our Process Safety Leadership Charter sets out clear commitments to process safety. These are not only declared but embedded into the way we lead and brought to life through everyday interactions and coaching practices, reinforced by decisive action.
Listening and Acting - Our annual Employee Engagement Survey is our foundation for comprehensive change. This year, we committed to 25 key actions based on its feedback. Actions are tracked, published monthly, and discussed openly, ensuring transparency and shared ownership.
Reaching Our People Wherever They Are - PBS Live! our dynamic, bi-monthly livestream connects our 1,000-strong workforce with leadership and voices from within our own ranks, giving our people a platform to be heard and celebrated. These, supplemented by shorter “Pitstop” sessions, provide consistent channels for connection, education, and inspiration.
This year, better targeting our offshore teams, we launched our bespoke App - PBS Pulse. It’s our one-stop platform for staying informed, a hub for mobilisations, scheduling and updates, with real-time notifications. It includes a comprehensive guidebook detailing our ways of working, best practices, and useful resources, allowing seamless access to essential information – on the go.
Equipping Our Leaders - Our two-day Supervisor Toolkit programme is a focused investment in leadership development. Through hands-on sessions, we co-create understanding of cultural expectations, safety responsibilities, and engagement practices - ensuring that these are cascaded effectively to our workforce.
