Training, Education and Counselling

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Due to local regulations for Overseas Filipino Workers, all of our seafarers employed through Anscor Swire Ship Management (“ASSM”) are engaged on a contract-by-contract basis. This means that these 133 seamen, from our total of 385 (34.5%), all receive a briefing at the ASSM office in Manila before each departure. Each briefing includes education on communicable disease issues.

In 2012 we additionally instituted this for our PRC seamen and thus this captured another 111 seamen, or 28.2%, meaning that nearly 63% received this important safety and health briefing prior to their departure to join their ships.

Health and Hygiene issues for the entire fleet are covered in a dedicated section in the fleet SMS that governs the marine operations of the company and is available to all seafarers. The latter also includes information of contagious diseases, smoking, drug, alcohol and substance abuse, and obtaining medical attention.

Policies concerning (No) Smoking and Drug, Alcohol and Substance Abuse are included in the SMS, and are posted in conspicuous places on all company vessels and at all other company work sites. CNCo has adopted the guidance of both the Standards for Training and Certification of Watchkeepers (“STCW”) Code and the Oil Companies International Marine Forum (“OCIMF”) with respect to consumption, working under the influence, and random testing for Drug, Alcohol and Substance abuse.

All staff are screened for contagious and communicable diseases during pre-employment and pre-contract medicals, and at the industry medicals required at prescribed intervals during a seafarer’s professional service. We do not currently provide education and training, or counseling on a general basis to employees families or their community members, as working globally at sea precludes there being any geographically local workplace communities.

After our initial discussions in 2011 with the Singapore Business Coalition for Aids (“BCAS”) to investigate the establishment of a company–wide AIDS/HIV policy, we have regrettably not managed to progress this in 2012. This is still work in progress and its importance in many of our stakeholder communities is recognised. We now hope to address this in the future.

CNCo’s 373 shore staff received a total of 530 man-days of generally discretionary training at a total cost of almost USD 171,730 during the year. This is 3.3 times the amount spent in the previous year, for fewer man-hours and represents more targeted and in-depth training.

The managerial level staff received an average of 8.57 hours each over the year, at a cost of USD 455 per staff member, whereas the “junior and support staff” received an average of 13.22 man-hours / USD 464 per employee (5% more hours, but at 50% more cost, than in 2012). CNCo’s 487 (during the year; 385 is the figure for 31 Dec) sea staff received a total of 1,063 man-days of discretionary training at a total cost of almost USD 1,634,363 during the year.

CNCo’s 373 shore staff received a total of 530 man-days of generally discretionary training at a total cost of almost USD 171,730 during the year.

This is a reduction in cost of 38%, due mainly to a reduction in seafarer numbers of 21% on a y-o-y basis. It equates to USD 4,245 for each seafarer over the year, and is nearly 10 times greater than the shore staff figure.

This is predominantly because nearly all the sea staff training will involve flights and accommodation, which is not generally the case for shore staff.

We do not maintain a database of mandatory, STCW required professional training. Given that many courses are 3 or 6 months long, but for which not all attendees are fully sponsored by CNCo, the average figure quoted is not representative of the total training commitment of all the company to its employees.

ALL seafarers receive a Personal Evaluation Report (PER), generally by their immediately ranking senior and/or the Master/Chief Engineer at the end of every tour of duty. They may thus receive up to a maximum of three reviews per year. Every evaluation it is sent for review to the General Manager, Fleet. After his review, it is sent to the HR Manager for final review and soft-filing.

The above work flow ensures that all performance reviews are sighted by management. It also ensures that a record is kept that will highlight trends in comments on reportees, (and importantly also by reporters).

All managers and local onshore support staff also receive a personal performance review by their line manager annually.

CNCo started the roll-out of a new HR software package across the company in 2012 that will help establish “SMART personal goals”, facilitate a gap analysis and identify the general and specific competence training needs for each person. This will assist management to more clearly define employees career paths within the overall needs of the company. This is a multi-year project.

All managers and local onshore support staff receive a personal performance review by their line manager annually.
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Training Costs and Time

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