Company Magazine for the Odfjell Group - March 2005

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Strengthening Odfjell seafaring skills An emerging academy (Part I of III) By Captain Kjell Johansen, Odfjell Manila Demands for shipping are constantly changing, and the competence of the workforce increasingly has to be put in focus. For many years, Odfjell has studied how the company can improve its recruitment and training programs for shore and shipboard personnel. In this respect, Odfjell has evaluated our seafarers in a structured manner, to determine how the company is prepared for what lays ahead. Through this process, we have asked ourselves the following: • Are the skills of our personnel in line with Odfjell’s strategy and goals • Are these competence requirements clearly communicated to the individuals • Do we systematically evaluate the effectiveness of personnel training • Are personnel competencies maintained and/or further developed • Are personnel training budgets spent wisely We have addressed these questions through initiating a Competence and Career Management Program and by establishing the Odfjell Academy, a training center that will be instrumental in the assessment of competencies and in the development and delivery of tailor-made and specialized training. The assessment and training is designed to enhance the knowledge and skills of the approximately 1,600 Filipino seafarers in Odfjell's permanent pool of chemical tankers. Competence and Career Management (C&CM) program Based on the vision, strategy and goals for the C&CM program (see insert), we started out by establishing Competence Requirements for each position on board; deck, engine and galley. Through this process we determined a number of skill matrices for defined positions. Another essential task has been to identify methods and means with which to carry out Individual Competence Assessments, one of the most important success factors for such a program. At the completion of each contract, the seafarer will be assessed to determine whether or not he has the required skill level for his current position. This will be carried out using different assessment methods and tools, depending on the competence area in question: self-assessments, theoretical exam-based tests, practical simulatorbased assessments and on board evaluation. We will then use the competence assessment to identify individual skill gaps, which consequently is the basis for competence development and career plans for each seafarer. These plans include scheduled training based on identified skill gaps and/or ‘on-the-job’ training assignments, and form a platform for any training for future career development. When an individual career path is planned, we also take into consideration personal aspects; past and current performance on board, age, academic record, an assessment of the CIA (Cognitive, Intelligence, Aptitude) factor, plus of course the employee's own aspirations. The Odfjell Academy When establishing the Odfjell Academy, we firmly believed that Odfjell staff and sailors, because of their knowledge of the company’s operation, would be the ones most suitable to develop and deliver specialized/tailor-made training. Thus, we rely to a great extent on expertise and knowledge of shore and shipboard personnel from various Odfjell offices, vessels and affiliates when developing, delivering and continuously improving the training programs. In addition to a large degree of in-house training, in the beginning of 2004 we also formed a long-term agreement with Wärtsilä Land & Sea Academy to build suitable training programs for all the company’s seafarers. In 2003, the first year of operation, Odfjell Academy had 15 tailor-made courses developed covering deck, engine, and galley. The Academy trained a total of 315 crewmembers, adding up to around 900 course man-days. During last year 937 persons were being trained at the training center, a total of close to 3,500 course man-days, and we expanded the course portfolio to 30 courses. In 2005 our target is to train 1,200 people at the academy, i.e. approximately 6,000+ course man-days, and the course portfolio will be expanded to 50 courses of which 40 are already developed and delivered, while the rest are in various stages of completion. The academy curriculum covers all aspects of working on board. This year we also started a Cadet Training program. Eight cadets at the time will be trained (theory and practice) one month at the academy prior to vessel assignment. A total of 96 cadets are scheduled to undergo this program The Odfjell Academy building. 6 ODFJELL Quarterly March 2005
Basic training for 2005. Aside from course development and delivery, the Odfjell Academy will also be doing competence assessment. In 2005 we will assess some 300 crewmembers; 200 deck officers and 100 engine officers. Conclusion By establishing position competence requirements and implementing individual competence assessment, identifying individual skill gaps and drawing up personal career paths, Odfjell ensures that all its seafarers will meet mandatory as well as company competence requirements. I believe the Odfjell Academy will cover the demand for continuous improvement of seafarers’ standards, to meet any internal and external requirements of the future, and hence, to support Odfjell’s commitment to ensure safety of its crew/ vessel/cargo and to supply quality services to our customers. Odfjell Academy - Vision, Strategy and Goals VISION Implement an innovative and structured learning environment where collaborating seafarers commit personal ability and energy in their pursuit of workplace skills excellence. STRATEGY AND GOALS Ensure safe operation through: • Avoiding accidents/ incidents • Increased health, safety, security and environmental awareness • Adherence to Odfjell procedures • Less vetting observations Ensure efficient operation through: • Enhanced energy management • Pro-active voyage planning • Optimal cargo handling and cargo care Ensure customer satisfaction through: • Timely delivery of cargo • Reduced cargo contamination Ensure crew loyalty through: • Individually tailor-made career opportunities • Clarified goals • More ‘quality time’ available Preparing the oxygen bottle before a safety drill. ODFJELL Quarterly March 2005 7
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Company Magazine for the Odfjell Group - March 2005

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