gCaptain.com

The deckies run of this blog is just about over since today we are joining maritime recruiters everywhere and posting the sign “Engineer Wanted”.

If you are an engineer looking for a few extra dollars and poses both writing and Internet skills please contact us today.

-gCaptain

The shipping industry is currently the most profitable segment of the market with exploratory driling heading the way. The woldfleet of drillships alone will double in the next four years and this does not including countries with much larger plans. From seaman to CEO, if you are not connected to the offshore industry is some way you are missing out on the gold rush. Just make sure you call us before showing up late

Each year hundreds of cadets graduate America’s Maritime Academies looking for a Third Mate job with the country’s best shipping companies. Polar Tankers, Transocean, Matson… the names don’t change and the number of positions set aside for newly licensed officers rarely widen. Only the top cadets will win these spots, the rest are left to join unions or sail with less respected companies. While not making the cut seems like a sure path to becoming Giligans next skipper, you may actually end up better off than your classmate. Here are the Top 10 reasons why:

10 - A Learning Experience

Sure the new Vessel Management and Integrated Bridge Systems sound impressive but Captains are not looking for a mate that knows what buttons to press on a console, they are looking for someone who can think through what happens when the buttons are pressed. Years studying manuals is simply not as effective as months spent tracing cargo lines and rebuilding values.

9 - Management Skills

A chief mate is only as good as his crew. On the Rusting Rover, undermanned and in poor condition, even the simplest jobs can quickly because an “All Hands” event with mates and seaman doing the jobs together. By working closely with the crew you learn what makes them tick; knowledge that will serve you well later in your career.

8 - Networking

While the Marine Superintendant knows a lot about the fleet’s new ship he is more likely to have sailed the rest bucket. All companies have a ship “everyone” has sailed “back in the day” and by merely mentioning your rig it won’t be difficult to get them sharing sea stories at the next company picnic.

7 - Hard Work Gets Recognized

The reason Joe Perfect got the job with Polar is because companies recognize it takes a lot of hard work to get a 3.9 GPA and Joe will likely work just as hard for the company… but as the old joke goes; “What do you call the last member of the graduating class? Mate!” Five years into your career no one will ask what your GPA was. What they will say is ” wow, you spent 5 years repairing leaks on our worst ship. You must be a had worker.”

6 - Learn Different Ships

Your new company may not have the impressive pay scale of Transocean but it may have more flexibility is ship assignments. While the offshore king has only semis and the more coveted Drillings, traditional shipping companies have contracts aboard a wide range of vessels. The breadth of your experience is what will get you a master’s job by age 30, not your previous pay scale.

5- World Travel

The best ships of the biggest companies have the high dollar contracts. Matson isn’t going to send it’s best ship tramping around SE Asia, it will be put on a liner run to Hawaii. The M/V Rust Bucket, however, will take grain to Africa then refit to pick up containers in Singapore.

4 - Failure

Failure is the best learning device. With skyhigh dayrates the gem of the fleet is rigged against failure. With redundant designs, new equipment and the company willing to pay expensive 3rd party contractors at the first sign of trouble the mate aboard the gem of the fleet is unlikely to be tested with failure. Conversely Danny Salt, three voyages away from the trip to {insert shipbreaker} has a much better chance to witness critical failures at the worst possible times. These failures will test his ability and he will grow with the experience.

3 - Beats Working 9-5

The facts are in and the jury has convened, shipboard “managers” are now spending more time behind the computer than hitting the deck and junior mates aboard new ships can now spend weeks sitting in control rooms, bridges and chart rooms. This puts them at a disadvantage. When the big cargo tank needs to be mucked in August and the stripping pump dies will the Chief Mate know how to fix it? Can he accurately determine when the guys are at their breaking points? Will he have the self-confidence and knowledge to grab his boots and help the guys fix the pump?

2 -This is great!!

Read any blog on the topic of happiness, productivity or selling yourself for a promotion and the key ingredient is a positive attitude. Nobody like to hear the new Captain say “On the M/V Pride of the Fleet, we did this or had that!” while every sole aboard will appreciate the one who says “WOW you guys run a top notch operation her on the M/V Pride Of The Fleet, I’m so glad to be here.” Your outlook, job satisfaction and motivation to get things done will be higher when upgrading to a new vessel than moving down to the Rust Bucket that has a ten page deficiency list.

1 - Meeting new people

No one stays longer than they have to aboard the M/V Bucket ‘o Rust. From unqualified or inept people hired off the street to the fleet’s best captain who’s asked to do one hitch as a company favor, the number of short service employees is going to be highest on the worst ship. For better or worse each person who passes through your ship will have a lesson to teach even if the next captain’s only purpose in life is to serve as a warning to others.

No Worries Mate

So before you get too depressed about your 2.0 GPA and graduation just months away, lower your standards and reap the rewards later in your career. For a wise old bosun once told me; “Never trust a Captain that doesn’t smoke like a chimney, drink like a fish or has never sailed a working ship.”

Announcing gCaptain’s newest feature…

Maritime Job Board

In “Refrences to Joseph Keefe”>another excellent article, Maritime Executive’s managing editor Joseph Keefe is dead on with his assessment of salary (find the article HERE) and working condition improvements in this tight labor market. The following comment in response to a discussion with one Captain sums up the discord between shore side managers and shipboard personnel perfectly;

Gathering that he was earning well in excess of $100,000 per year with about six months vacation, I chided him for complaining about a job situation that a lot of people would kill to obtain. My comments were NOT well received.

Well had Keefe called any member of gCaptain’s staff we could have gently clued him in on the likely response. The reason? Well he lays out all the major points but let us add a few minor ones. Mariners currently in top positions aboard ship are loyal to their profession. We have seen tough times and stayed at sea to the protest of loved ones and in doing so have payed the price. From high points to low a mariners life is one of hard misses. Personally I’ve sacrificed being with my family on the day of my father’s death and missed the birth of his namesake, my first child, Jack. Mine is one of the least troubling stories but the hardships are not the primary reason for the discord; it’s the rewards, or lack there of. To show my point I offer some examples;

• Mariners in the first Gulf War bravely supplied the troops in countless runs to the war zone and in return received “all you can eat” overtime pay and handsome bonuses. For my wife’s 30 days in the war zone she received little more than a medal.
• Mariner’s salaries are just recently breaking above the levels (not adjusted for inflation) of those in the same position 30 years ago.
• Sailing 30 years ago was an enjoyable experience that did not entail constant communication with management. Email and “real” phone service didn’t exist.
• Port time is currently non-existent.
• The U.S. mariner has historically come at a premium to their foreign conterparts but the gap is closing fast.
• With the decline in the dollar we are suddenly being recruited be European companies that are offering considerable bonuses. U.S. companies are not following suit.
• Specialists in support roles, mostly from Europe, freely share their salaries which can be considerable higher than an American Captain’s.
• The majority of mariners live in areas (New England, Florida, California) of skyrocketing housing expenses.
• Mariners are now getting arrested for incidents that, as CAMM (The Council of American Master Mariners) put it, “were at one point considered mistakes”.
• Today civilians are more likely to ask you how you can work for an Oil Company than reply with a statement once heard often; “Wow, what an interesting job”.

In addition to these points the personnel shortage in our industry is not only a concern of company, it’s a concern for the shipboard management. The simple fact is positions are being filled by people who five years ago would not be considered ready for the job. In the past twenty years crew levels have been brought down to record low levels but overqualified crews “stuck” in positions they long ago mastered have kept the ships running smooth. Today an alarmingly high number of vessels list 100% of their officers as short-service employees (in the position for less than a year). This is not only a problem for officers but also for those on shore. Ships rely on a foundation of support from town that increasingly comes from managers lacking experience due to the same stratospheric rise in the number of promotions. These two factors equate to rising difficulties for Captains, Chief Mates and their counterparts in the engine room.

A manager recently asked a good friend of mine if he was ready for the big promotion to Captain, his response angered the boss. I can only assume the anger derived from the fact his statement was both accurate and troubling. He replied, “Hell no, I have no business being Captain. Professionally I’m not close to being ready but if I’m not promoted in the next few rounds you’re making a big mistake because I can run circles around my competition!” Not a good sign for those who need to trust the next man in charge of a 500 million dollar asset.

What he did not tell the manager is also reveling, “Why take a promotion for a few extra dollars and have to sit at a desk filling out paperwork, answering phone calls from town and dealing with petty squables. The captain use to have a stateroom twice the size of a seaman’s and fly to work in first class, now he just gets paid more.”

While the article was impressively accurate the following comments are not entirely correct;

His pay had been augmented three or four times in the past 18 months and his employers had confirmed that pay scales had at least doubled during that period.

While it’s conceivable that the payroll has double I’ve witnessed between 10 and 40% increases in senior mariner pay.

Gathering that he was earning well in excess of $100,000 per year with about six months vacation

“But you get Six Months vacation” is the first thing mariners hear during salary negotiations but it’s a misnomer. I don’t personally know a mariner who took less than 4 weeks of training classes last year and know many Chief Mate candidates who took between 12 and 16 weeks of class… that brings us down to 5 months “Vacation”. Subtract travel days, visits to the Coast Guard and days spent at the union hall and your down to less than 4.5 months (139 days).

The average American takes 15 days vacation, 8 personal days and 10 holidays. Add this to the number of weekends and (if my math is correct) shore side personel have 137 days off or only 3 days less than the mariner. Ever leave the office early on Friday or take a long lunch to visit the dentist? Mariners work 12 hours a day, every day which equates to nearly double the number of hours a “40-hour per week” American works during the year. Now I can begin to understand why gCaptain’s email box gets flooded with shore-side job related questions.

The number one reason for the discord is rooted by Keefe’s statement;

It is tempting to dismiss this as seafarer whining, but maritime executives everywhere had better strap on their hearing aids and listen to what their employees have to say. To do otherwise will only exacerbate the current crisis.

On the return trip for a promising shore-side job a prominent divorce attorney joined the discussion on NPR’s Fresh Air and said he often sits at the arbitration table looking at two people in love who share a life others only dream about and asks himself why. The reason is not that argued by either party, the reason is that neither listens to what the other is saying.

Mariners are being marginalized and management isn’t listening. Captains no longer have the power to solve problems aboard ship without approval from managers who frequently ask “Who died and left him in charge?”. This response filters down to the crew who justly assume their boss can not communicate their problems to distant offices ashore. This problem is exacerbated by the increased regulatory pressures, technological requirements, and industry opposition not to mention burdensome levels of training, paperwork and hands-on management from shore.

So while the “24/7 satellite television, e-mail, voice comms, excellent (but SSDD) food and media room” are nice do something that compensates me for the extra work I’ve taken on lately or double salaries instead of payroll.

What are management’s concerns? Not sure, I’m knocking on the divorce attorney’s door and just not listening!

-JD

This post is in response to Maritime Executive’s article:

Long-Term Neglect of Mariners Continues to Haunt Maritime Employers

Looks the Hawaii Superferry is running into even more trouble with environmental opposition. The New York Times tells us: [Continue Reading →]