This Is An Update Of The Project On The Mapping Of Career Paths In The Mar...

Transcription

1 This Is An Update Of The Project On The Mapping Of Career Paths In The Mar... In 200 a report prepared by Southampton Solent University was published showing the career paths followed by seafarers in a range of EU Member States. This revealed in particular how they often progressed from positions at sea to other positions in related shore based industries such as ports and harbours, maritime training institutions, maritime law, insurance etc. It has now been agreed to update that study and, in particular, to identify the barriers to job mobility at sea and between the various maritime sectors ashore and to suggest possible solutions to overcome these barriers. It is intended that by promoting the concept of recruitment of young persons for training at sea being the passport also into a varied and rewarding career in a variety of shore based positions, the number of applicants for such training will increase. In addition, the prospects of keeping them within the maritime cluster when they decide to come ashore, where their knowledge and skills can be vital, will be considerably improved. This questionnaire is intended to: a) seek your views and suggestions on possible barriers to job mobility for officers and ratings both at sea and ashore; b) seek your views on possible solutions to these barriers; c) request information on organisations or events in your country that might be able to assist in gathering information to assist this project. If you experience any difficulties in completing this questionnaire please contact the Project Consultant, David Dearsley, at david@dmconsulting.co.uk Alternatively should you want to be kept abreast of news regarding the project you can find more information using the following website links. Linkedin Group Website News Page 1. Full Name 2. Job Title 3. Organisation 4. What is your e mail address? Page 1

2 Update of The 200 Career Mapping Study It is a requirement of CM2 that the 200 Career Mapping Study National Report prepared for each country covered in that study (Denmark, Germany, Greece, Italy, Latvia, Netherlands, Poland, Spain, Sweden and UK) is updated. These reports, have already been sent to ECSA and ETF members in the relevant countries by together with a request for an update summary of information to be provided. A second major requirement is that four countries that were not covered by such reports in the 200 study (Belgium, France, Norway and Romania) should have reports prepared and included in the CM2 Report. These countries will be contacted direct for relevant information. A third issue concerns an assessment of the impact of the 200 Study and of a 2010 Project on Enhancing Recruitment and Training in the Maritime Sector in Europe. These issues are covered in the next three questions in this section of the questionnaire.. With regard to the 200 Career Mapping Study, have you any comments about it that should be take into account in this Update Project e.g. was it helpful in any way, could it have been improved, was it publicised sufficiently etc?. Were any changes made in your country partly or mainly as a result of the conclusions of the 200 Career Mapping Study: Yes No Don't know Please Explain Your Answer 7. Please indicate whether you agree or disagree with the following statement that "the availability of in the maritime cluster, and making access to such jobs easier, are two of the most important factors in encouraging young persons to apply for maritime training at sea": Strongly Agree Agree Neither Agree Nor Disagree Disagree Strongly Disagree Please Explain Your Answer Page 2

3 8. Please indicate the extent to which the advantages of job mobility within the shore maritime cluster features in the careers and recruitment material in your country Job Mobility DOES NOT feature in careers and marketing literature Job Mobility DOES feature in careers and marketing literature significantly Page 3

4 Job Mobility and Training Issues Job mobility can involve promotion at sea in the shipboard hierarchy or mobility between ship and shore positions. Promotion on board often requires the seafarer to obtain a higher STCW certificate, and this usually involves completion of more sea time to gain experience. Mobility between sea and may mean that a seafarer must learn new skills, acquire new knowledge or qualifications, such as management, finance or administration. The following questions in this section are intended to establish whether you are aware of any training courses or new training techniques, including distance learning, which might help seafarers achieve greater or faster upward job mobility at sea or lateral job mobility ashore. 9. Are there any training courses in your country that would assist OFFICERS in job mobility or the transfer of skills at sea e. g. deck to engineer officer transfers, or from sea to shore positions in the maritime cluster e.g. maritime law or management courses? Yes No I don't know of any Please Explain Your Answer 10. Are there any training courses in your country that would assist RATINGS in job mobility or the transfer of skills either at sea e.g. rating to officers courses, or for ratings to undertake more officers duties and responsibilities, or from sea to shore positions in the maritime cluster e.g. offshore workers? Yes No I don't know of any Please Explain Your Answer Page 4

5 11. Are there any possible future developments or discussions in your country that might lead to new training or re training initiatives to encourage, promote or facilitate job mobility at sea and between sea and shore for OFFICERS AND/OR RATINGS? Yes No I don't know of any Please Explain Your Answer 12. Are there any distance learning or other new training techniques that might have an impact on OFFICER OR RATING job mobility or job transferability e.g. by undertaking training for shore based occupations while at sea or on leave? Yes No I don't know of any Please Explain Your Answer Page

6 Barriers to Job Mobility A major objective of the CM2 Project is to identify possible barriers to job mobility at sea and progression from sea to shore positions, and to suggest possible solutions to these barriers. The IMO STCW Convention obviously creates the framework for the normal shipboard rank/rating structure of officers and ratings distinctions and the distinction between deck and engine branches, and the underpinning knowledge and competence levels for each grade. But in some countries ratings can be promoted into officer positions, or at least assume certain officers responsibilities, after appropriate training, and in certain countries deck and engineer positions can become inter changeable at sea. The purpose of the following questions is to establish your opinions on the barriers that might slow down promotion and prevent more flexibility in job positions for officers and ratings at sea and those barriers that limit the opportunities for seafarers to make the transition from sea to shore into positions in the maritime cluster when they decide to come ashore. The questions also ask for your opinions on the possible solutions to the barriers you identify. 13. Please indicate what you consider to be the main barriers to job mobility at SEA for OFFICERS International or national regulations No Problem Major Problem Limited recognition of national qualifications by other EU members Traditional shipboard rank/rating structure Financial costs of training Limited financial incentives for promotion Officer apathy Employer apathy Limited training help at sea/ashore Lack of job opportunities Officers other career ambitions Lack of information on suitable courses/funding 14. Referring to your answers in Question 13 please provide more details of the Page

7 1. Which of the following suggestions offer the best solutions to the barriers you have identified above to job mobility AT SEA for OFFICERS No help as a solution Major help as a solution Changes to international/national regulations More recognition of national qualifications within EU Changes to traditional shipboard rank/rating structure More financial support for training More financial incentives for promotion More encouragement/interest from employers More flexible training programmes at sea/ashore Rapid promotion after qualification A better source of information about training programmes and costs 1. Referring to your answers in Question 1 please provide more details of the Page 7

8 17. Please indicate what you consider to be the main barriers to job mobility AT SEA for RATINGS No Problem Major Problem International or national regulations Limited recognition of national qualifications by other EU members Traditional shipboard rank/rating structure Financial costs of training Limited financial incentives for promotion Rating apathy Employer apathy Limited training help at sea/ashore Lack of job opportunities Ratings other career ambitions Lack of information on suitable courses/funding 18. Referring to your answers in Question 17 please provide more details of the Page 8

9 19. Which of the following suggestions offer the best solutions to the barriers you have identified above to job mobility AT SEA for RATINGS No help as a solution Major help as a solution Changes to international/national regulations More recognition of national qualifications within EU Changes to traditional shipboard rank/rating structure More financial support for training More financial incentives for promotion More encouragement/interest from employers More flexible training programmes at sea/ashore A better source of information about training programmes and costs 20. Referring to your answers in Question 19 please provide more details of the Page 9

10 21. Please indicate what you consider to be the main barriers to job mobility for OFFICERS wishing to obtain a job ASHORE IN THE MARITIME CLUSTER No Problem Major Problem Limited shore recognition of maritime qualifications Maritime qualifications lack skills/knowledge appropriate to shore positions Need to obtain new qualifications for shore jobs Financial costs of shore qualifications Lower relative pay for Officer apathy Shore employers apathy about employing seafarers Limited training/retraining help available Lack of job opportunities Officers other career ambitions Lack of information on suitable jobs, courses or funding Geographical location of Language barriers for 22. Referring to your answers in Question 21 please provide more details of the Page 10

11 23. Which of the following suggestions offer the best solutions to the barriers you have identified above to job mobility for OFFICERS wishing to obtain a job ASHORE IN THE MARITIME CLUSTER No help as a solution Major help as a solution Promotion of more recognition ashore for maritime qualifications More training in shore management skills/knowledge included in maritime qualifications More financial support for training/retraining for shore qualifications More distance learning facilities covering shore qualifications Better information for officers on training/retraining courses and funding sources for Better information for officers on in the maritime cluster for exseafarers Promotion of more interest in ex seafarers from shore employers More flexible training programmes at sea/ashore e.g. distance learning 24. Referring to your answers in Question 23 please provide more details of the Page 11

12 2. Please indicate what you consider to be the main barriers to job mobility for RATINGS wishing to obtain a job ASHORE IN THE MARITIME CLUSTER No Problem Major Problem Limited shore recognition of maritime qualifications Maritime qualifications lack skills/knowledge appropriate to shore positions Need to obtain new qualifications for shore jobs Financial costs of shore qualifications Lower relative pay for Rating apathy Shore employers apathy about employing seafarers Little training/retraining help available Lack of job opportunities Ratings other career ambitions Lack of information on suitable jobs, courses or funding Geographical location of Language barriers for 2. Referring to your answers in Question 2 please provide more details of the Page 12

13 27. Which of the following suggestions offer the best solutions to the barriers you have identified above to job mobility for RATINGS wishing to obtain a job ASHORE IN THE MARITIME CLUSTER No help as a solution Major help as a solution Promotion of more recognition ashore for maritime qualifications More training in shore management skills/knowledge included in maritime qualifications More financial support for training/retraining for shore qualifications More distance learning facilities covering shore qualifications Better information for ratings on training/retraining courses and funding sources for Better information for ratings on in the maritime cluster for exseafarers Promotion of more interest in ex seafarers from shore employers More flexible training programmes at sea/ashore 28. Referring to your answers in Question 27 please provide more details of the Page 13

14 Other Information It is intended that the CM2 Project Report will include a number of case studies of best practice in the promotion or encouragement of job mobility at sea or ashore, or in the development of training techniques, material or other means to assist seafarers to progress their careers. 29. Do you have in your country a training institution, an employer or any other body that might be used as an example of best practice? If so, please explain the nature of the organisation and the reason why it might be used as an example of best practice. 30. Please advise the name and contact details of any maritime education and training institutions in your country that might be approached for information and opinion on measures to encourage job mobility for seafarers at sea and ashore. 31. Please advise the name of any shipping company and trade union in your country that you think might be approached for help with collecting opinions on the objectives of the CM2 Project. 32. Please provide details of any social media web sites, blogs or chat rooms used by seafarers, employers, trade unions, training institutions etc. in your country to comment on employment issues, including career progression at sea or onshore, that might be used by the CM2 Project team to seek views from seafarers, employers, unions and others on the issues raised in the CM2 Project. 33. Please provide details of any national conferences, seminars or other events that might be useful to the CM2 Project team to advertise or promote the CM2 Project and to seek the views of seafarers, employers and others on the maritime job mobility issues Page 14

15 Thank you Thank you for filling in this questionnaire. Should you want to be kept abreast of news regarding the project you can find more information using the following website links. Linkedin Group Website News Page Page 1