1.
Mandate minimum shipboard training berths in STCW
convention. Owners can be incentivized to provide the same by deducting a
multiple of trainee accommodation volume from the Gross Tonnage of the vessel: Shipboard training is a necessity to
make the seafarers job-ready. It is also a STCW convention requirement.
However, the availability of such slots is a big challenge. The way forward is
to mandate shipboard training slots under the convention. This would also
improve the supply of quality manpower to industry thus improving safety and
environmental protection. With an
adequate supply of trained and qualified seafarers, their wages and in turn
cost of operating the ships can also be controlled better. It would also stop
the poaching of trained manpower and create a more level playing field. A
multiple of trainees’ accommodation volume can be deducted from the Gross
tonnage of the vessel through suitable amendment in tonnage convention, thus
reducing the Gross Tonnage of the vessel and consequently port and canal dues
of the ship in perpetuity. This would incentivize ship owners to provide more
shipboard training slots, which are otherwise seen as an added capital and
recurring cost in ship operations.
2.
Place officer trainees as ratings to overcome
shipboard training slot challenge: If there are insufficient shipboard
training slots, after three to four months of exposure as officer trainees,
deck cadets, and engine trainees can be placed on ships instead of ratings,
with tacit understanding with ratings unions. Conversion of such ratings to
officers is possible if they are trained like officer cadets under a structured
shipboard training program.
3.
Longer shipboard training for marine engineers: 6 months of shipboard training for
engine trainees is too short. This needs to be augmented to a minimum of 12
months.
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