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Recruitment, Retention and Quality Programs for Seafarers

Recruitment, Retention and Quality Programs for Seafarers. Challenges and Opportunities. Recruitment Challenges. Perception of industry Changing demographic fewer high school graduates Focus on skilled trades national campaign. Recruitment Challenges. New and expanding sectors

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Recruitment, Retention and Quality Programs for Seafarers

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  1. Recruitment, Retention and Quality Programs for Seafarers Challenges and Opportunities

  2. RecruitmentChallenges • Perception of industry • Changing demographic • fewer high school graduates • Focus on skilled trades • national campaign

  3. RecruitmentChallenges • New and expanding sectors • Hi-tech industry • Oil development (Alberta) • Getting the message beyond high school

  4. RecruitmentNot the sole responsibility of the schools • Industry involvement • Active participant in recruiting of young people • Go into the high schools along with the institutes • Provide training opportunities on board ship • Berth space for cadets • Practical – on-board approved training program (recognized by TC) • Recruit directly into their companies • Sponsored students – tuition and other costs covered. • Change perception of the industry

  5. Retention Meeting training needs • Ongoing need for additional education and certification • Balance work, school and family life • Financial support to attend school • Who supports the student? • Work versus school schedules • Career advancement (laddering)

  6. Quality Programs • Education – provincial mandate • Marine not always a priority • Funding is different across the country • Institutes offer courses and programs approved by Transport Canada and specialized training developed to meet specific industry needs. • Need consistency across the country from both the institutes’ and industry perspectives.

  7. Final thoughts • Collaboration on recruitment • Support for continuing education • National approach to education and training

  8. Thank you

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