The document discusses several topics related to gas analysis using mass spectrometry, including: 1) Mass spectrometry provides greater sensitivity for detecting trace gases compared to other methods. It can also distinguish between biogenic and thermogenic gases based on differences in associated gas levels. 2) Examples from a field study show mass spectrometry detected slight decreases in water, nitrogen, argon and oxygen indicating thermogenic gas, as well as identifying disconformities, salt welds and pressurized shale zones. 3) The document discusses performing lag checks and washout calculations with the mass spectrometer to quality control the instrument's performance.

1. Lag checks and washout
calculations with the mass
spectrometer

2. Stephen Blavier
• Field Review Presentation
– An overview of the perceived benefits of
advanced gas analysis from the client’s
perspective:
– Performance Scorecard for short service
employees:
– Coaching / mentorship in the field

3. An overview of the perceived
benefits of advanced gas
analysis from the client’s
perspective:

4. BVA with MS
advanced gas analysis
• The following points refer specifically to
advanced gas analysis utilizing mass
spectrometry (MS).
• Please note, MS has been utilized
alongside an FID gas chromatograph
(GC).

5. MS has shown much greater
sensitivity to trace gasses

6. Biogenic vs. Thermogenic
• Biogenic gasses are not normally
associated with an effective petroleum
system
• Biogenic gasses will have higher
associated levels of nitrogen, carbon
dioxide and at times oxygen as well as
hydrogen than thermogenic gasses

7. Sand section with indications of
thermogenic gas
• Slight decreases in:
• Water
• Nitrogen
• Argon
• Oxygen

8. Disconformities – salt weld

9. Salt weld below expected depth

10. Typical fault and rubble zone

11. Zone with pressured shale

12. Additive breakout

13. Lag checks and washout
calculations

14. Helium Lag

15. Questions
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16. Performance Scorecard
For Short Service Employees

17. Baker Hughes Core Values
• Integrity
• - Acts as a role model of integrity and trust to his/her team and/or larger audience
• - Brings the team to higher levels of integrity and trust through own actions
• Teamwork
• Serves as a role model for teamwork to his/her group and/or larger audience
• Creates and drives a climate of innovation and experimentation in a team
• Performance
• Delivers work that significantly exceeds standards in quantity, quality and/or timeliness
• Uses creativity and innovation to significantly improve upon current products, services and/or
processes
• Learning
• Serves as a role model of learning and self development; encourages learning in others
through own actions

18. How to assess Behaviors
Demonstrating Core Values
• 1 – Does not meet expectations. Does not exhibit behaviors that
demonstrate the Core Value. Negatively impacts immediate or
larger work group on a regular basis.
• 2 – Partially meets expectations. Needs to be more consistent in
exhibiting behaviors that demonstrate the Core Value. May
sometimes create negative impact on immediate or larger work
group.
• 3 – Meets expectations. Consistently exhibits behaviors that
demonstrate the Core Value.
• 4 – Exceeds expectations. Consistently exhibits behaviors that
demonstrate the Core Value and often creates positive changes in
immediate or larger work group.
• 5 – Significantly exceeds expectations. Consistently exhibits
behaviors that demonstrate the Core Value and regularly creates
significant positive changes in immediate or larger work group.
• TN – Too new in position to rate (90 days or less)

22. Questions
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23. Coaching / Mentoring in the Field
“Very few people are gifted with the capacity to pick up a
volume of information and put it into sound, exceptional quality
practice simply by talent alone. Somewhere along the way
there was someone who did more than open the door and
point.”
unknown

24. Coaching / Mentoring in the Field
"A mentor is someone who sees more talent and ability
within you, than you see in yourself, and helps bring it
out of you."
Bob Proctor
Author, Speaker and Success Coach

25. Coach
• verb (used with object) 12. to give instruction
or advice to in the capacity of a coach; instruct:
• Origin:
1550–60; 1840–50 for sense “tutor”; earlier
coche ( e ) < Middle French coche < German
Kotsche, Kutsche < Hungarian kocsi, short for
kocsi szekér cart of Kocs, town on the main
road between Vienna and Budapest; senses
referring to tutoring, from the conception of the
tutor as one who carries the student through
examinations

26. Mentor
• noun
• 1. a wise and trusted counselor or teacher.
• 2. an influential senior sponsor or supporter.
• Synonyms
1. adviser, master, guide, preceptor.
• — noun
• the friend whom Odysseus put in charge of his
household when he left for Troy. He was the
adviser of the young Telemachus

27. Who
• New to the oil and gas industry
• New to the work force
• Career change
• New applications of formal education
• New working environment
• New living environment

28. What
• Integrity
• Teamwork
• Performance
• Learning
• Model
• Work together
• Set expectations
• Teach not just tell
• Show
• Guide
• Practice
• Answer
• Push
• Encourage
• Advocate
• Follow up

29. When
• Whenever there is a learning opportunity
• When something new arises
• When something changes
• When there is a chance to point out an attribute of one of
the core values
• When a task is / should be routine
• When there are questions
• When there are doubts / insecurities
• When there is reluctance
• When there is a lack of confidence
• When something can be modeled / demonstrated

30. Where
• In the unit
– Advantage
– Geo
– Lithology
– Sample preparation
– Equipment
– Paperwork: logs, reports
– With the Geologists
– On the phone:
communicate,
communicate,
communicate
• Out of the unit
– Sampling
– Equipment
– Interactions with rig
personnel
– Inspections
– Calibrations
– Meetings
– Company man’s office
– Geologist’s
– Other service companies

31. Why
• Consistency
• Quality
• Reproducibility
• Shared work loads
• Some things are not intuitive to some people
• Some people are reluctant to ask
• Some people don’t know what to ask
• Assurance
• Improved product
• Improved performance
• So you don’t get awoken every night

32. • "There are only two lasting bequests we
can give our (newbies)... one is roots, the
other wings."
• Stephen Covey

33. Questions
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