ECI conducts major national compensation surveys annually for the Oil and Gas Exploration and Production Industry. Strictly controlled to maximize quality and relevance, our exclusive surveys are only distributed to participating companies. To qualify for participation, companies must meet peer compatibility requirements, which contribute to survey product effectiveness. We work directly with qualified Executive Management and Human Resources Management during the collection process, emphasizing data accuracy and confidentiality. Ultimately, survey data are meticulously screened and aggregated in compliance with anti-trust regulations by our expert analysts to ensure excellence with valid and consistent results. In 2025 ECI will expand to offer compensation surveys to the Energy Services, Midstream and Alternative Energy industries.
ECI survey questionnaires are all hosted on our secure website. Account credentials are distributed to each eligible company's authorized contact at the beginning of each survey cycle. ECI maintains strict policies for site access to ensure complete confidentiality of participant data. Survey data collection is segmented by: Incumbent Data and Administrative Policies/Practices, annually. Benefits Practices/Policies or Hot Topics information is collected in alternating years. Incumbent data may optionally be bulk imported, using an Excel template. Data input is validated in real-time as it is entered or imported and must be complete and accurate before data submission is accepted. ECI performs several content validation processes after data submission, producing comprehensive and accurate final results.
Established in 1996, the ECI Oil and Gas E&P compensation survey has become the premier survey for the Exploration & Production industry. In a challenging market, where attracting and retaining top talent is increasingly competitive, this survey is indispensable to companies building and maintaining effective compensation plans.
In 2023, 74 companies submitted data for 409 E&P positions. Publicly traded, private, independent, and subsidiary organizations participated in the survey. These exploration and production companies were categorized small to large by revenue, and represent a diversity of regional and offshore locations. The final results report, comprised of data for more than 20,000 incumbents, features multi-dimensional perspectives of the market data, including company revenues, E&P capital budgets, geographic location, and position specific scope data, as well as overall aggregation by position.
This is a participant only survey, open to oil and gas firms with full-time employees actually performing exploration and production activities on owned assets from which the company earns revenue in the U.S. Company size, revenue levels and employee types are also considered. Only organizations that participate and sign a confidentiality agreement may receive the results.
To inquire about eligibility, an authorized company official may submit a request using the form on the Contact Us page of this site. ECI does not accept requests from consultants or directly from individual employees. If you represent a company interested in participating in this survey, please have an authorized company official initiate an inquiry. The cost for survey results is disclosed to eligible companies upon qualification.
April 1 – Data Effective Date
Early Summer – Data Submission Deadline
Invitations to participate in the survey are distributed in early April. The final results report is available for download beginning in late July to early August.
Participants of this robust survey gain valuable insight into peer practices, facilitating competitive compensation planning. More than 400 job positions are surveyed, including multiple levels of Top Management, Energy E&P Management, Professionals, and Support, as well as General Industry Management, Professionals, and Support. The results of this survey are comprehensive, including the following incumbent compensation data metrics:
Incumbent data are strategically aggregated to provide participating companies with multi-dimensional perspectives of the market data compared to organizational characteristics. Aligning the data to organizational structure and goals streamlines communication and accelerates relevant compensation decisions.
In addition, policy practices are surveyed and aggregated to provide a total compensation picture. Some topics are surveyed annually, some bi-annually. Following is a partial list of topics:
Administrative Practices
(Annual Questionnaire)
Benefits Practices
(Even Year Questionnaire)
Hot Topics
(Odd Year Questionnaire)
Energy Services, Midstream and Alternative Energy Compensation Surveys will be available in 2025! Please leave us a note on our Contact Us page if your company is interested in participating.
This is a participant only survey, limited to firms with full-time employees in the U.S.
Only organizations that participate and sign a confidentiality agreement may receive the results. To inquire about eligibility, an authorized company official may submit a request using the methods listed on the Contact Us page of this site. ECI does not accept requests from consultants or directly from individual employees. If you represent a company interested in participating in this survey, please have an authorized official initiate an inquiry. The cost for survey results is disclosed to eligible companies upon qualification.
Participants of these robust surveys will gain valuable insight into peer practices, facilitating competitive compensation planning. More than 350 job positions are surveyed, including multiple levels of Top Management, Energy Operations Management, Professionals, and Support, as well as General Industry Management, Professionals, and Support. The comprehensive results of this survey include the following incumbent compensation data metrics:
Incumbent data are strategically aggregated to provide participating companies with multi-dimensional perspective of the market data compared to organizational characteristics. Aligning the data to organizational structure and goals streamlines communication and accelerates relevant compensation decisions.