The Crew Section is responsible for developing and maintaining the manning function. We have unique know-how in recruitment, training and development of maritime personnel with multi-national backgrounds, including a competence management system that has been in force since 2006.
Over the years we have developed a sophisticated Training & Development programme. This includes individual tiers of development embracing both officers and ratings, which helps to secure a well-trained work force with a healthy age profile. The programme has been in force in The Philippines and Romania for more than a decade, and was introduced in South Africa in 2013, after the country was identified as a future provider of skilled seafarers to our fleet.
Manning agencies in The Philippines (est. 1984) and Romania (est. 2000) secures ownership over our staff onboard and ashore. Such ownership enables us to have a close follow-up on our operations, enabling a decision loop that is quick and efficient. Our retention rate over the years 2005 – 2015 was between 93 – 98 %, and annual extension rate due to non-qualified relievers is below 2%.
Our cadet and manpower development programmes are conducted in Romania, South Africa and The Philippines.
All cadets, regardless of nationality, go through the same recruitment and selection process. This includes Ability Profiling and personal interviews with our staff. Our cadets from The Philippines are recruited through the NSA programme, and the cadets from Romania and South Africa are recruited from Maritime Universities and Schools.
Our Manpower Development Programme recruits and trains our future ratings. They undergo a three-month training programme at school and in operational ports prior to embarking onboard as deck and engine boys. We source our recruits in two ways: They are brought in as a consequence of referrals made by existing Company sea staff, or actively recruited from less fortunate areas in The Philippines and South Africa in order to contribute to enhancing social welfare in those areas.
Career development plans are made for the following categories: Cadets, Apprentices and Jr. Officers. This gives them predictable and realistic goals to achieve.
Our Competency Management System (CMS) is developed using DNV GL’s Seaskill as a template. The Gap Analysis conducted on Company and Vessel specific competence allows for the Company to concentrate training efforts on identified areas for improvement and upgrades.
Our policy on wages, allowances and benefits is to be in line or slightly above the industry average. We achieve this by conducting regular benchmarking in the industry.
Our sea staff consists of cadets, apprentices, trainees, officers and ratings recruited from our manning offices in the Philippines, Romania and South Africa.
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