1. Competent seafarers are key to safer ships, with competence defined as a combination of education, training, aptitude, understanding, opportunities, and experience. 2. While STCW establishes minimum requirements, interpretations of guidelines and training standards vary, so ship owners invest in additional education and training to ensure safety. 3. Continuous professional development, involving professional bodies and various learning methods, helps maintain seafarers' knowledge, skills, and competence.

1. COMPETENT PEOPLECOMPETENT PEOPLE
MAKE SAFER SHIPSMAKE SAFER SHIPS
By Nikos GousopoulosBy Nikos Gousopoulos
Head of Dept. of Maritime Studies-New YorkHead of Dept. of Maritime Studies-New York
CollegeCollege
Director Marine Programs – University ofDirector Marine Programs – University of
Greenwich – London (UK)Greenwich – London (UK)

2. DEFINITIONSDEFINITIONS
 EducationEducation=continuous process of getting knowledge=continuous process of getting knowledge
 TrainingTraining = the development of skills through practice= the development of skills through practice
 Education + TrainingEducation + Training = the development of marine human resource= the development of marine human resource
 Mariner’s CompetenceMariner’s Competence = a combination of := a combination of :
 1.1. education and trainingeducation and training
 2.2. aptitudeaptitude
 3.3. understandingunderstanding
 4.4. opportunitiesopportunities
 5.5. experienceexperience

3. Training through STCWTraining through STCW
 STCW establishes a minimum set of requirementsSTCW establishes a minimum set of requirements
 Maritime workforce is multinational and multiculturalMaritime workforce is multinational and multicultural
 Different interpretations of STCW guidelinesDifferent interpretations of STCW guidelines
 Inconsistent standards in education and trainingInconsistent standards in education and training
 Ship owners / operators and managers invest in education andShip owners / operators and managers invest in education and
training beyond these minimum standardstraining beyond these minimum standards

4. Marine Training as anMarine Training as an
investmentinvestment
 IMO re sponsible for stcwIMO re sponsible for stcw
 Governments=responsible for trainingGovernments=responsible for training
according to STCWaccording to STCW
 Ship owners exceed these standardsShip owners exceed these standards
 Training=a process with mariner’s activeTraining=a process with mariner’s active
participationparticipation
 Reasoning: employment continuationReasoning: employment continuation
 safetysafety
 promotionpromotion

5. Continuous ProfessionalContinuous Professional
DevelopmentDevelopment
 Definition=the systematic maintenance ofDefinition=the systematic maintenance of
knowledge, skills and competence.knowledge, skills and competence.
 Heavy involvement of professional bodiesHeavy involvement of professional bodies
[i.e IMarEST, RINA, etc.][i.e IMarEST, RINA, etc.]
 Use of various means, [i.e lectgures,Use of various means, [i.e lectgures,
sefminar, CBT, IBT, distance learning, etcsefminar, CBT, IBT, distance learning, etc

6. Crew Multi Nationality and theCrew Multi Nationality and the
Training issueTraining issue
 On board CBT methods to overcomeOn board CBT methods to overcome
multinational crew training problemsmultinational crew training problems
 General education standards versus cultureGeneral education standards versus culture
 Common sense of seamanshipCommon sense of seamanship

7. Train the TrainersTrain the Trainers
 Currently marine training is made by thoseCurrently marine training is made by those
having experience and skillshaving experience and skills
 Training fails to produce competentTraining fails to produce competent
seafarersseafarers
 Current assessment systems confuseCurrent assessment systems confuse
knowledge with competenceknowledge with competence

8. On Board Training
 Gap between existing skill levels and
company requirements
 Company’s responsibility for further training
 On job training programs
 Application of various training modules
 The use of training ship
 Mentoring process
 Pre-promotion training

9. Treat them as family members
 1.The problem=multinational and
multicultural crews
 2. The need=to absorb company’s culture,
policies, SMS
 3. Retention=the key issue
 4. The Action=treat them as family
members

10. Continuous Professional
Development
1. Maintenance and improvement of
knowledge and skills
2. The development of personal qualities
3. It is a lifelong learning process
4. It leads from de-motivation
5. It helps to set new goals

11. Shipmaster’s Leadership
 The ability to build and lead a team
 The ability to assertive with the crew
 Being fair and consistent
 Understanding human nature
 Understanding human limitations
 To be supportive
 To support crew’s professional development
 To give clear and concise orders

12. Seafarers’ Competence
 Competence has to be measured
 Competence has to be audited
 Competence as a part of company’s goals
 Competence’s assessment procedures
 Evaluation of Training Outcome