Author: Nevoxel

Author: Deepak Kumar Sharma | Managing Director, Bainbridge Navigation

As we live our own story each day, journeying through career and life, knowledge of others’ narratives at times proves fruitful. I wish to thank Ms. Neetu Jaiswal for allowing me the pleasure of sharing a slice of my narrative, reflecting on a crucial question that most individuals in the shipping industry face – career as a sailor or a shore job, which of the two is a better pick?

As I look back on my journey of 20 years in this industry, a perspective emerges, which I intend to share. And as I put across my thoughts, I wish it may prove helpful to someone facing a similar conundrum as I did many years ago; whether to make a switch to a shore job or not. What are the pros and cons of each? What factors should guide this decision? What are the eventualities of both jobs? These are some questions I’ve tried working out.

One acknowledges that influencing the job choice are primarily two concerns – job satisfaction and the expected financial gain. On most occasions, it is tough to find both these boxes checked simultaneously, in a single job. One of the two factors is at times compromised. But a sailor’s job comes with this rare double advantage. Someone who is passionate about seeing the world, working with people of different nationalities, and seeing amazing Sunrises and Sunsets, while also taking home a great pay package. For someone who might just be embarking on a professional journey, a sailor’s job proves a good head start, as you get the opportunity to attain monetary stability early in your career. It is observed that shore jobs do not match up to the financial promise that comes with what you get on board. Along with the commercials, there is another perk of exposure to varied cultures and geographies. Not only does one travel to different countries, but also gathers exposure to working with people of different nationalities. Spending numerous days, with a twenty-four seven-time engagement, one acquires unique people skills, forging friendly bonds that often last a lifetime. The charm doesn’t end here – once you are done with your contract, you get to spend quality time with your family without being bothered about any office calls or duties.

Having enjoyed the above perks of an onboard job, one hits upon the thought of making a switch to a more stable life – where you are rooted in a particular place for work, instead of being on the move mostly. At such a stage in life, one might look beyond the adrenaline of sailing and money and yearn for a settled life; geographical stability and familial moorings become important concerns. In some cases, fatigue also sets in, making one wish for a career that comes with the comfort of returning home after the day’s work. That is when a sailor’s job starts to lose its sheen. Further, the option of an onboard job might run its course as soon as one acquires the designation of a Captain or Chief Engineer. Quite often, this feat is achieved at the age of thirty itself, after which no scope of further growth is in sight. So, for an ambitious individual, the glass ceiling is reached too soon, and new opportunities of growth fail to surface.

This limitation makes one wish to explore the other side of the industry – the corporate aspect of sailing, or the shore job.

While eyeing the other side of the line, it is crucial to be cognizant of the changes one might come upon as you opt for a shore position in a shipping company. The foremost difference is the pay cut; the money that one makes in this job segment is nowhere close to what a sailing career would offer. At such a juncture it is best to approach your position in comparison with your non-sailing colleagues. That would be a prudent method of quantifying the return on labor one might be investing in the job. It’s my personal observation, that most of the colleagues from the sailing compare their expected pay for a shore-based job on the fact of what they have been getting on board and how many cuts they can take in. I would like to make a point here that they should use the benchmark of the shore pay scales of non-sailing personnel for the comparison. It is important to understand that a commercial job may not necessarily need the experience of sailing background (which is a preferred but not an absolute criterion).

From an employer’s perspective, it is the money that matters; hence it is important to compete with the non-sailing people who are able to get an equally good commercial job but on a much lesser PayScale of what we receive during sailing.

This affords a pragmatic view of one’s choice. Having done that, the next thing to be remembered is that working in an office is a different world altogether. To most, it might even appear as starting from scratch. Despite one’s practical knowledge of sailing, this new job role calls for a different skill set, one involving an understanding of the commercial nuances. I would repeat again – while the on-board experience might be advantageous in some respects, it may not make significant value addition to one’s job role at  shore. You need to be mentally prepared to start from rock bottom and climb up the corporate ladder organically.

Some other obvious challenges of this segment of work include team shuffles and odd work hours. The former operates quite the same as in any other corporate setup. One often works in different teams, depending on the requirements at a given point of time. While you have the luxury of a peaceful vacation after a sailing contract, at shore you need to be on the go at all times. The corporate set-up of a shipping company often demands availability at odd hours as the vessels are in different time zones and some contingencies call for one’s availability according to that time frame. Additionally, meeting work targets and consistent performance proving one’s worth to the company continue to be parameters of value in this job throughout.

Having shared the story of both sides of the fence, I recommend you weigh the pros and cons before arriving at a decision of opting for either of the two jobs. It is crucial to give oneself sufficient transition time to think through and evaluate all parameters involved. Not rushing into a decision is key. And, should you make the decision to shift to a shore job, I would strongly recommend to take your family into confidence, have enough monetary resources for backup, brace up for the new challenges and give at least 2 years to stay put in a shore job and not go back to sea in this time as this would help you see the real perspectives and make an informed conclusion if it is worth or not. Let us acknowledge that the move from an on-board work to a shore one spells not just a career shift but also calls for a major lifestyle overhaul.

Hence a still pressing need to make a conscious, well-thought-out choice and own one’s journey thereafter!

Author:- Mr. Aishwarye Dubey | LL.M in International Maritime Laws & Practice

Mr.Aishwarye Dubey is a Maritime Lawyer serving the Indian and international shipping industry for many years. He is a voracious advocate for seafarers’ welfare and well-being. Hailing from a family of seafarers, he is thoroughly acquainted with the intricacies of the shipping industry. He utilizes his extensive expertise to work towards establishing a congenial working atmosphere for the seafarers, both sailing as well as working in on-shore jobs.

The Indian maritime fraternity is witnessing a tectonic shift in the legal frameworks that regulate the industry.  With the introduction of a slew of changes in the Indian legal system pertaining to the maritime sector, it is imperative to have a basic understanding of them.  The Government has been actively promulgating legislative enactments and executive policies which are either maritime-centric or affect the Indian maritime industry in a substantive manner.  In the recent past, we have seen much maritime-centric legislation being enacted by the Government.  The process started with the enforcement of the Admiralty (Jurisdiction and Settlement of Maritime Claims) Act, 2017[1] in 2018.  This enactment has affected the length and breadth of the Indian maritime industry.  The range encompasses shipping companies, ship charterers, ship brokerage firms, maritime law firms, P&I correspondents, ship management companies, and independent maritime law practitioners.

Whilst the Recycling of Ships Act, 2019[2] was promulgated to streamline the regulatory framework for environmentally-safe and efficient recycling of ships, the Coastal Shipping Bill, 2020 aims to improve the overall existing infrastructure pertaining to coastal shipping and inland waterways.  Interestingly, the Honourable Prime Minister of India renamed the Ministry of Shipping the Ministry of Ports, Shipping, and Waterways[3].  This clearly shows that the Government is actively working towards making the Indian maritime industry truly robust and globally competitive.

To add to the mix, the Honourable Prime Minister recently launched PM Gati Shakti – National Master Plan for Multi-modal Connectivity.  It will incorporate multiple infrastructure schemes of various ministries and State Governments such as Bharatmala, Sagarmala, Inland Waterways, land/dry ports, etc.  The PM Gati Shakti will incorporate within its ambit economic zones such as fishing clusters, agri-zones, pharmaceutical clusters, and textile clusters to improve connectivity and make Indian businesses more competitive. With a substantial reduction in costs, the Indian logistics industry shall be able to present itself as an efficient tool to handle exports and imports within the country.

This plan is aimed at aiding and augmenting the Sagarmala Project.  Within the framework within which it shall be operating, one of the primary pillars of this project is the focus on up-skilling and capacity building of the Indian port sector.  It aims to bolster the capabilities of the port sector by collaborating with leading private players to streamline terminal management at the ports as well as enhancing the competitiveness of Indian ports.  What is more encouraging is the fact that the Government is proactively working towards the “bluing” of our economy[4].  This means that a systematically increasing amount of active participation is envisaged for the maritime sector, in the mainstream economic activities of our country.  This will increase our dependence on the water bodies, both inland and outward i.e., the seas and oceans surrounding our country on three sides.  The “bluing” of our economy is essential for the holistic development of our economy[5].

India stands at the cusp of a blue revolution.  The various sectors of the economy are gradually restarting and almost all of the leading international economic institutions are predicting robust resurgence[6] of the Indian economy. However, we should exercise caution and not be swept by a wave of virtual resurgence. Ground realities should be borne in mind and accordingly, active steps need to be taken to transform the positive effervescence into real and actual work. Whereas enacting new and focussed legislations are a welcome step in this regard, the real challenge lies in the implementation of such legislative enactments. In addition, the industry should also respond in an appropriate manner by incorporating systemic and structural improvements, which are being proposed by the Government, within its institutions and systems. When behavioral changes and overall working mechanisms improve, only then will the economy trudge along towards a growth trajectory.

Therefore, the onus lies on each individual to contribute in her/his own small way to help transform the Indian economy.

We, as a nation and a major economy, have to pay attention to our domestic maritime industry and its requirements so that, our economy can strike a balance between its land-based and sea/ocean-based economic activities.

This holistic approach will go a long way in transforming the overall image and outlook of the Indian economy on the global stage.

[1] India Code, “Admiralty (Jurisdiction and Settlement of Maritime Claims) Act, 2017”.   https://www.indiacode.nic.in/bitstream/123456789/2256/1/A2017-22.pdf

[2] India Code, “The Recycling of Ships Act, 2019”.  https://www.indiacode.nic.in/handle/123456789/15690?locale=en

[3] Press Information Bureau, “PM inaugurates Ro-Pax Terminal at Hazira”.  https://www.pib.gov.in/PressReleseDetailm.aspx?PRID=1671210#:~:text=The%20Prime%20Minister%20renamed%20the,more%20clarity%20in%20the%20work.

[4] Taylor and Francis Online, “Blue Economy: Emerging global trends and India’s multilateral cooperation”.  https://www.tandfonline.com/doi/full/10.1080/09733159.2020.1785087

[5] The Economic Times, “Blue economy comprises 4.1% of GDP, says Secretary of Earth Sciences”.  https://economictimes.indiatimes.com/news/economy/finance/blue-economy-comprises-4-1-of-gdp-says-secretary-of-earth-sciences/articleshow/73809904.cms?from=mdr

[6] International Monetary Fund (IMF), “World Economic Outlook (October 2020)”.  https://www.imf.org/en/Publications/WEO/Issues/2020/09/30/world-economic-outlook-october-2020#Full%20Report%20and%20Executive%20Summary

Author – V.B HARI NARAYAN | Partner, United Maritime Law Chambers ( UMLC)

The job of a seafarer is often described as a difficult one involving constant fight with unexpected perils of the sea. The seafarers spend months together in the sea away from their family causing extreme mental and emotional suffering without much assistance for a considerably long period of time. Though it is said that sea is for those who dare and are adventurous the fact that life becomes monotonous and cause emotional drain cannot be lost sight of.  It is in this background that many seafarers after spending years in the sea think of alternative jobs in the shore. This write up is intended to throw light on the shore based opportunities available to seafarers who process LLB/LLM  qualifications.

Maritime law has always been an area of practice which has attracted the interest of many lawyers and those connected with the sea and or sea trade. Even though maritime law is of ancient origin and has developed in various jurisdictions across the world as a full-fledged branch of law involving specialists, for various reasons it is still considered to be a niche area.  Therefore, the entry of new entrants into this field is mainly driven by passion and clear focus. However, considering the nature of claims that arise under maritime law being limited coupled with the lack of knowledge on the subject which has got international element it becomes difficult for lawyers to specialise in maritime law unless they possess specialised knowledge and expertise.

Those who would want to specialise in maritime law will have to work with lawyers/ law firms handling maritime law and also undergo further studies in master’s level as a mode of specialisation.

To be able to make a mark in the legal profession it takes years of hard work and dedication.  This is applicable also for lawyers who aspire to specialise in any field of law including maritime.

Claims which come under the domain of maritime law to a large extent require some amount of knowledge on the operational side of shipping. Seafarers who have been on vessels and involved in sailing are well equipped and knowledgeable on the technical and operational side of a vessel. Those who possess this knowledge will have an upper hand when it comes to dealing with complicated issues relating to the voyage of a ship or incidents arising under such voyage. Thus, a seafarer with an added qualification of LLB to his credit can aspire to become a maritime lawyer provided one is able to understand the nuances of law. However, as said earlier it is not an overnight transformation that takes place from a seafarer to a maritime lawyer. On the other hand, it can take years of dedicated and disciplined hard work to gain the necessary experience to equip one to handle complicated legal issues that can arise in the field of Maritime law. Therefore, if a seafarer is willing to put in years of practice with a maritime lawyer/ maritime law firm he or she can aspire to become a successful lawyer after several years of practice.

Apart from the position of a lawyer there are plenty of shore-based opportunities available to seafarers who possess legal qualifications. For instance a seafarer who possess a masters degree in maritime law ( which is possible in several other jurisdiction except India) can take up carrier with a Protection and Indemnity club (P& I) and handle claims arising against vessels / their owners. Similarly Marine insurance is also an area which would require lot of talent especially those with background in shipping and legal knowledge. Opportunities are also available in the form of serving as Arbitrators for resolving disputes under contracts of carriage even though a law degree is not  a requirement but highly desirable.

From the comforts of getting a hefty monthly salary at sea, one who chooses to come to the shore is invariably taking a risk to get established to claim a commanding position in order to achieve financial stability. However, like any other profession, the legal profession also requires a lot of perseverance and hard work to attain success.

If seafarer has that ability and willingness to work hard then the sky is the limit for them.

Author: Capt Vijayaraghavan

Maritime HR or commonly known as manning/crewing is a very rewarding yet equally challenging career option for seafarers switching ashore.

We will cover few aspects of the career which could help you in assessing if you would like to be on the other side of the table. This would also help sailing seafarers to understand, what it is to be in the office in the manning department.

• What you need: There is one virtue which you would need mainly in the manning career which is “Patience”. You might manage seafarers from various parts of the country or maybe even various parts of the world and it is truly educational to understand how seafarers think and act. Dhoni could have been an excellent crewing superintendent if you can see the drift.
• Uncertainty at best: This is the best part of manning/crewing. You would be dealing with humans who are very unpredictable as highlighted in the above point, as we in office, do not completely understand the drivers for their actions and hence cannot be always very sure of the plan for them. With covid restrictions in place, it has become even more tricky to plan the seafarer and actually the seafarer joining the vessel as planned.
• Targets: You in manning will have targets of relieving all seafarers onboard as per the due date, with qualified seafarers within the company’s budget. You will always have few unplanned relief requests as icing on the cake.
• Planning relievers-If you have a decent number of ships under your wings, the planning of seafarers is like a jigsaw puzzle fitting each slot considering
• 1) availability 2) seafarer due date 3) port of crew change 4) flight availability 5) duration for the visa process 6) quarantine requirements at departure and arrival countries 7) Owner’s approval 8) company-specific courses to mention few points in planning a seafarer. All these points are usually considered almost simultaneously.
• Networking: Networking is the name of the game as in any other profession-You would get opportunities to build your network with seafarers, government bodies, and counterparts in other companies which become very beneficial in the overall scheme of your career. This network provides a good knowledge-sharing platform for your overall growth.
• Budget: As mentioned above, the budget will always be an important KPI and you will tend to feel the salaries you pay to the seafarers are less compared to all other companies for similar types of vessels or that’s how the seafarers project it to you.
• Relation with seafarers: If your relation to seafarers is transparent and truthful.90% of your issues are resolved. You can get away with providing misinformation to few seafarers for some time however you would not believe how fast the information on your behavior with seafarers’ travel. You as a seafarer also understand the importance of relationship more than a raise in salary and it’s your responsibility to give the seafarers the confidence that they can believe you blindly and you will never play them. For E.g. If you don’t have a reliever for onboard seafarers, tell them so. Having said this, this is not as easy as it sounds.

Market intelligence: This should be another of your strong forte like any other profession. Best industry practices that are working in other organizations, should always be adopted.

To summarize, Manning in the maritime industry is a career about human relations and you would be very successful if you are ready to treat other seafarers, how you would have liked to be treated when you were sailing which is easier said than done. Manning department will metamorphize with time-based on seafarer requirements and where there will always be a shortage of good human connectors!

Author: Antriksh Kochar, Voyage Manager

Commercial Shipping Operations – A great career and rewarding job.

Shipping is a commercial adventure and is executed with the involvement of various stakeholders starting from Shippers, Charterers, Ports, Ship Owners, Master,  Brokers, Agents, Operators, and Consignees.

A successful voyage is one that keeps the interest of all the stakeholders as per the terms and conditions of the Charter Party.

Transporting a product from point A to point B needs liaising between all the stakeholders and to the center of this commercial adventure lies the Voyage Manager ( Operator) who handles the vessel end to end

Role of a Voyage Manager

·Makes sure that the vessel has clear instructions of the cargo to be loaded, ports, agents, charterers,    

precautions for carriage of the cargo.

·Makes sure that the product is being taken care of.

·Arranges all the supplies starting from bunkers, freshwater to chemicals that may be required by the vessel.

·Maintains close contact with brokers and charterers.

·Sees the possibility of optimizing the voyage within the framework of the charterer party.

Required skills of a Voyage Manager

Voyage Manager should be service-minded, should have good communication skills, should be able to read between the lines, should have the ability to foresee things, and should have excellent decision-making ability.

Commercial shipping is a great and rewarding career for the Seafarers.

As a Voyage Manager, one gets good exposure to the commercial side of the shipping and equips them with the new skill set to climb the ladder in the commercial shipping which can help them take up roles with charterers, lead Owners operations desk, headship agencies to name a few.

Who can apply for roles in commercial shipping?

Though it is best suited for deck officers and anyone who has flair towards commercial shipping and is passionate about it can apply for commercial shipping roles.

Continuous effort – not strength or intelligence – is the key to unlocking our potential. -Winston Churchill

What preparations/experiences are required for applying to commercial roles?

An experience in cargo handling is one of the parameters that is looked for. Previous shore experience does help but is not mandatory. Deck officers with enough seafaring experience can be considered for the roles.

Commercial shipping operations is a very demanding and fast-paced job. It needs quickness, punctuality, extra man-hours at times, and the ability to work in different time zones having said that results are always rewarding and appreciative.

A positive attitude and willingness to push your own potential is the key to success.

Quick Tip – Start early!

Author: Akhilesh k. Gupta, Head of Demurrage & Claims

Important points to consider for Job ashore as a Demurrage and Claims professional

After my beautiful journey as a seafarer and then an impactful investment for skills in MBA, I was facing difficulty while I was looking for a job on shore. It was global recession time in 2009, when difficulty was not only for grabbing a job, but also a long-term rewarding career. I was not exposed to all aspects of business, though I was clear that I would be setting in a skill and value adding career, which should be in the centre of any business.

I had a very healthy shipboard learning, and upbringing of core shipping operational skills, without the distraction of market challenges. That gave me the highest confidence and no-excuse mindset to achieve the goal.

Demurrage and Claims side of the Business is not highlighted to the extent it is rewarding. I became part of Claims and Demurrage team and then never looked back, primarily is every case is a new case and present a new challenge. Those who like to challenge themselves, both on operational aspects and legal interpretation aspects, and develop project mindset, it is the role to upgrade skills daily for long terms rewarding career.

Secondly, it is in the centre of commercial, Finance,new business, innovation and provides platform for networking across the globe. Those who are looking forward to leverage their network, or build internal network and visibility, explore Demurrage and Claims profiles.

Why Demurrage and Claims profile

The Demurrage and Claims profile is very exciting, all cases and case handling procedure are unique in nature. The profile sits in the core of the business which makes it more rewarding in long term. Exposure with finance, Credit controls, operations, Chartering, Charterer, broker, agents and lawyers make it very dynamic and demanding. The profile test all the aspects of stakeholder management, which is the key for success in long term career.

As a sea staff, when you explore shore career, you already possess excellent shipboard knowledge, exposure to commercial aspects, stakeholder management, which are essential aspects for the role and pushes your candidature up in the queue for Demurrage and claims profile.

How to look for jobs in profile

Job options in demurrage are available on the company web portal, LinkedIn commercial websites and the placement consultants. Your existing network in the companies can help you connect with the managers, HR manager of hiring companies.

How to join profile

There are existing players in market, such as Shell, Womar, Maersk, Scoprio, Torm Tricon etc, also a few players are exploring options. The reason being cost of infrastructure and human resources. The existing houses are examples of success stories and business cases to look for expansion in India.

Who are Demurrage and Claims Analysts

The Demurrage and Claims analyst are part of commercial team, who are involved in end to end collections and account receivable process. For any voyage there will be freight, demurrage, other invoices and time charter hire. The analyst creates the invoice, follows counterparty for funds, resolves dispute and finally ensures receipt of money. Majority of times, the invoice billing and the dispute resolution aspects are critical. As these two stages test the ability of fact identification, contractual aspects and interpretation of various agreed clauses.

 Who makes a good Analyst

The analyst has to deal with factual, contractual and interpretational aspects for the profile on daily basis. Therefore, good understanding of shipboard operations, mathematical calculations, detail oriented commercial mindset, good reading and comprehension skills would make a good analyst. The role provides a direct access to senior management, as it links actions for cash flow, which is critical in any market situation for business decision making.

A quick brief about my journey, I started my professional journey as a Marine (First) Officer, worked there for 6 years. I, then completed my full time USMBA and joined a growing Tanker operator as Demurrage & Operation Analyst, worked there for a brief period of 2 and a half years. Travelled to Australia and Kolkata then, to work as a Senior Shipping Strategy Consultant for almost a year. I returned to Mumbai and finished my next spell of 8 years with another Tanker organization as business leader. I handled various challenging cases, proceedings, demanding stakeholder, projects and teams. I must admit that it has been fantastic working in the role, and I suggest sailing staff to evaluate all career options and choose career path as per their specific skillset and goal.

Today’s global currency is talent. The war for talent is real.

Organization’s spend money, energy, time and effort in trying to attract and recruit the best, align them with the vision mission and values of the organization,  spend on their training and L&D, try to motivate and inspire them to perform at their best, provide incentives and bonus, spend on employee engagement initiatives and much more. The list is really endless….

Yet most organisation’s are missing it’s mark with Talent. And here’s the proof –

According the worlds largest Gallup Survey across 142 countries on the ‘State of the Global Workforce’ , only 13% of employees worldwide are engaged at work,. In other words, ONLY about one in eight workers in the countries studied are psychologically committed to their jobs and likely to be making positive contributions to their organizations.

The majority of employees worldwide – 63% are “not engaged,” This simply translates to lacking motivation and are less likely to invest discretionary effort in organizational goals or outcomes. The 24%  who are “actively disengaged,” indicate they are unhappy and unproductive at work and liable to spread negativity to coworkers and clients.

In rough numbers, this translates into 900 million not engaged and 340 million actively disengaged workers and only 180 million engaged employees around the globe.

Disengaged employees COST the organization.

But what exactly is causing this high level of disengagement – The topmost important reason is leadership.

There’s more proof to support the fact that poor leadership is the single most serious problem. According to a survey by Harvard Business Review, employees who felt that their leaders were disrespectful to them admitted to the following behaviors.

• 48% intentionally decreased their work effort.
• 47% intentionally decreased the time spent at work.
• 38% intentionally decreased the quality of their work.
• 63% lost work time trying to avoid the offender.
• 66% said that their performance declined.
• 78% said that their commitment to the organization declined.
• 25% admitted to taking their frustrations out on customers.

Bad leadership behavior is not only detrimental to morale and productivity, but it also negatively affects the mindset of the entire team and eventually the culture of the organization

 In a VUCA (Volatile, Uncertain, Complex, and Ambiguous) business world, poor leadership is a recipe for disaster.

The cost of poor leadership behaviors is often hidden – but they have the single most major influence on the culture of the organization, employee engagement, employee happiness, performance and the bottom line of the organization.

According to DDI, Poor Leadership practices cause most organisations to operate with a 5 – 10% productivity “drag”. This can cost organisations millions each year. One such research found that a single poor leader’s cost to a company is $126,000  over the course of a year due to low productivity, turnover, and staff dissension.

What is poor leadership in your organization costing you? What are your disengaged employees costing you? What is a poor organization culture and climate costing you?

Now more than ever there is an urgent need to invest in developing leaders who can create a strong sense of belonging, lead with a vision, motivate and inspire their teams, hold difficult conversations with ease, provide performance feedback, delegate efficiently, drive the team to high levels of performance standards, and most importantly be the leader their people need.

The panacea to all these problems is investing in “people” with the right learning and development programs that look at :

1. Developing the individual capabilities to create a great workforce.
2. Developing Leadership Excellence in the organization
3. Developing a strong culture of trust and people-centricity that translates to great client outcomes.
4. Driving team excellence with a very strong sense of belonging and happiness.
5. Aligning every single person to the Big Picture.

Talk to us to know how. Together we can build a great workplace for the talent in your organization.

Author: Dr. Bindu Krishnakumar  (Ph.D. in Management, Hogan Licensee,TA 101)           

Talent, Leadership, and Organisation Development Specialist at Nevoxel

Author: Abhijith Balakrishnan, Manager Audits and Quality 

I gave up a very interesting role in the middle east because the local rules made it difficult for me to get a family visa. I had decided to quit and return to India when someone I knew called me. When I told him of my decision to quit, he suggested I send him my CV. Three rounds of interviews later, I was sitting at the desk in the role of a marine superintendent in an office in Mumbai. While in this role, I put my head down and did as I was expected to do and a little more. I put my hand up whenever there was an ask for a show of hands and I thought I could deliver. I was often given projects outside my job description which I managed to deliver to the management’s expectations. And when there was a vacancy for a Manager in the Quality and Audits team, I was considered.

How do we know of jobs ashore?

Usually, while we are looking for a job ashore, we wonder how those who are in roles ashore, get their breaks. These job opportunities often show up in job portals. But more often than not, it is by word of mouth. It is our colleagues or seniors who call and let us know of suitable openings. And so, whenever they become aware of a role that we fit into, we must ensure they think of us. This is possible if we, while in any role — sailing or ashore — demonstrate our commitment to delivering what is expected of us. And more importantly, we remain polite and respectful even in our disagreements.

While we may have delivered our best and ensured that we remain in the minds of our colleagues ashore, we should let them know that we are looking for a job ashore. We could do this by updating our profile on job portals and telling everyone we know what we are looking for. When they need someone dependable and capable, it is likely that they will reach for their phones and call us. Once we get that opportunity, we should give our best and make it count. Others can only open the door for us, but it is up to us to walk in and make the seat at the table ours. And keep it.

What are audits?

Audits are an integral part of ship operations. They meet a statutory requirement that keeps the Safety Management Certificate and the Document of Compliance valid. This involves planning to ensure that audits onboard vessels are completed within 12 months. Auditors require to have a very good knowledge of the requirements in the company’s safety management system and the regulatory and industry standards. They would need an eye for detail and a good ability to write reports to convey what they need to about the status onboard.

Who makes a good auditor?

While there is an aspect of internal audits that traditionally looks at deviations from standards and measuring them, there are very refreshing perspectives (Safety II, Resilience engineering etc.) of looking at audits as a way to understand how work is done rather than to identify deviations. One of the most sought after skills of an auditor, in the coming days, would be their ability to listen and to ask good questions that help generate conversations.

People onboard ships read the safety management system and implement it. People sitting in the office write the safety management system on how work is to be done onboard. Auditors have the opportunity to have conversations with people onboard ships and also people working in the office. They are a very important part of the system who could look at audits not just as looking at how standards are implemented, but also to have generative conversations to understand the gap between work-as-imagined (or expected) by the authors of the safety management system and work-as-done by the seafarers onboard.

What are auditors up against?

Auditors have to keep themselves abreast of the changes in the safety management system and regulations and expectations of industry bodies. They have to be ready to travel for 2-3 weeks in a month, often living out of suitcases, boarding ships in various ports of the world and staying onboard for a few days before disembarking. You should be someone who is ready to travel almost continuously, living in hotels, airplanes, boats and ships. There are many I know who look at an auditor’s role as a stepping stone to a more permanent role ashore. But this could be a very rewarding role on its own, often paying much higher than a typical office role.

A role as a manager in an organisation comes after you have had an opportunity to demonstrate to the management that you have the capabilities that they are looking for. This would necessarily mean you take up a beginner’s role in an office, put your head down and deliver to expectations. And once an opportunity does open up, there may be tests or interviews that you may have to go through to assure the management that you meet their expectations.

Taking up a job ashore means working on a salary that is much below what you were earning at sea. Sometimes, so low that it can cause you pangs of anxiety and make you think about taking the U-turn. These are the most difficult times of adjusting to a new role at a much lower pay with only a hope to hold on to: the hope that the salary will get more comfortable as you put in the years. While the pay ashore will never match what one earns on board specially given the tax exemptions, it will be good enough for a very comfortable life in a metropolis like Mumbai.

What stepping ashore does best is that it allows you to explore opportunities beyond the traditional roles onboard, with only your sense of adventure and imagination being the limit.