Maritime Sector Human Resources Strategic Planning ...
Maritime Sector Human Resources Strategic Planning Committee of the Western Marine Community
A Comprehensive Report on the
Human Resources and Human Resource
Needs in the Maritime Sector in BC
Phase 1
Roslyn Kunin & Associates, Inc. (RKA, Inc.)
3449 West 23rd Avenue
Vancouver, BC V6S 1K2
Voice: (604) 736-0783 / Fax: (604) 736-0789
Rkunin@
August 8, 2005
Table of Contents
Table of Contents 1
Executive Summary 2
Coastal Freight 3
Coastal Passenger 5
Deep Sea Ships 6
Ports 7
Stevedores, Terminal Operators 8
Ship Building, Repair, Naval Architects 9
Government 10
Services 11
Sector Overview 12
Current and Future Conditions 12
Technology 13
Demographics 13
Key Occupations across Sector 18
Occupational Groups for Further Analysis 18
Sector-wide Human Resource Strategies 19
Executive Summary
The marine industry in BC is on the cusp of experiencing severe skill shortages in all sub-sectors. These skill shortages are to be found in four major occupational groups: Deck Officers, Engineering Officers, Technical /Engineering Occupations, and Trades.
The occupational groups recommended for Phase II of this study are:
• Deck Officers
• Engineering Officers
• Marine Engineers
• Naval Architects
• Surveyors
These occupations have been identified across sectors as key occupations that are or will soon be experiencing skill shortages. They also require marine industry specific experience and training. Some require Transport Canada certification as well. These occupations belong to the first three major occupational groups listed above. These occupational groups are those for which many new people will have to be hired, and experience and skills will have to be developed quickly.
Of the human resource strategies suggested later in this report, there are a few that are industry-wide, and that can be acted upon quite easily and quickly. These involve educating people about the marine industry, by informing high school students about its career opportunities, informing government about its unique needs and improving public perception of the industry and its careers.
Coastal Freight
|Key Occupations/ Occupational Groupings |Recruitment and Retention – Blockages and |Human Resource Strategies |
| |Challenges | |
|Deck Officers |Lack of industry awareness |Educate school leavers about marine sector opportunities |
|Senior Master to Third Officer |Industry image |Improve image of marine careers |
| |Levels of certification |Provide financial incentives for workers to complete levels of certification |
| |Retirement |Create marine education focus on tug and coastal towing functions and operations |
| |Seniority issues over migration from unlicensed |Promote entry-level (cadet) positions on tugs |
| |to licensed status |Work with unions to address seniority issues concerning migration of personnel from unlicensed to |
| | |licensed status |
|Engineering Officers |Lack of industry awareness |Educate school leavers about marine sector opportunities |
|Senior Chief Engineer to Fourth Engineer |Industry image |Improve image of marine careers |
| |Levels of certification |Provide financial incentives for workers to complete levels of certification |
| |Retirement |Marine education focus on tug and coastal towing operations |
| | |Promote more technical upgrade courses and expansion of student positions in schools |
| | |Promote entry-level positions on tugs |
| | |Work with unions to address seniority issues concerning migration of personnel from unlicensed to |
| | |licensed status |
Coastal Passenger
|Key Occupations/ Occupational Groupings |Recruitment and Retention – Blockages and |Human Resource Strategies |
| |Challenges | |
|Deck Officers |Lack of industry awareness |Educate school leavers about marine sector opportunities |
|Senior Master to Third Officer |Industry image |Improve image of marine careers |
| |Levels of certification |Provide financial incentives for workers to complete levels of certification |
| |Retirement | |
|Engineering Officers |Lack of industry awareness |Educate school leavers about marine sector opportunities |
|Senior Chief Engineer to First Engineer |Industry image |Improve image of marine careers |
| |Levels of certification |Provide financial incentives for workers to complete levels of certification |
| |Retirement | |
|Cooks |Competition with non-marine sectors |Improve image of marine careers |
|Chief Cook to Second Cook |Industry image |Develop strategies to give more hours to workers, to attract and retain workers |
| |Limited job hours | |
| |Retention of workers | |
Deep Sea Ships
|Key Occupations/ Occupational Groupings |Recruitment and Retention – Blockages and |Human Resource Strategies |
| |Challenges | |
|Deck Officers |Lack of industry awareness |Improve image of marine careers |
|Master to Third Class |Industry image |Educate school leavers about marine sector opportunities |
| |Levels of certification |Inform government about industry needs |
| |Retirement |Promote the expansion of student positions in marine institutes |
| | |Provide financial incentives for workers to complete levels of certification |
|Engineering Officers |Lack of industry awareness |Improve image of marine careers |
|Chief Engineer to Fourth Class |Industry image |Educate school leavers about marine sector opportunities |
| |Levels of certification |Inform government about industry needs |
| |Retirement |Promote the expansion of student positions in marine institutes |
| | |Promote the availability of technical upgrade courses at training institutions |
| | |Provide financial incentives for workers to complete levels of certification |
Ports
|Key Occupations/ Occupational Groupings |Recruitment and Retention – Blockages and |Human Resource Strategies |
| |Challenges | |
|Boat Masters |Recruits from senior tugboat ranks, so tug |Increased cooperation between sectors, to reduce shortage spillovers and encourage sense of |
| |shortages spillover into this occupation |industry |
| |Retirement |Improve image of marine careers |
| | |Educate school leavers about marine sector opportunities |
|Harbour Masters |Recruits skilled personnel from other sectors |Increased cooperation between sectors, to reduce shortage spillovers and encourage send of |
| |Retirement |industry |
| | |Improve image of marine careers |
| | |Educate school leavers about marine sector opportunities |
|Harbour Patrol Officers |Recruits skilled personnel from other sectors |Increased cooperation between sectors, to reduce shortage spillovers and encourage send of |
| |Retirement |industry |
| | |Improve image of marine careers |
| | |Educate school leavers about marine sector opportunities |
|Trades Occupations |Shortages projected across all industries |Develop strategy with unions to address recruitment issues, barriers to hiring and retention of a|
|Carpenters, Electricians, Plumbers, Painters |Competing with non-marine industries |quality workforce |
| |Limited job hours | |
| |Retirement | |
Stevedores, Terminal Operators
|Key Occupations/ Occupational Groupings |Recruitment and Retention – Blockages and |Human Resource Strategies |
| |Challenges | |
|Operations Managers |Lack of industry awareness |Educate school leavers about marine sector opportunities |
| |Industry image |Improve image of port careers |
| |Retirement |Promote expansion of existing courses and more educational institutions offering courses |
| |Availability of transport and logistics |Create course specializations in terminal operations and stevedoring |
| |training |More company succession planning |
|Superintendents and Foremen |Lack of industry awareness |Educate school leavers about marine sector opportunities |
| |Industry image |Improve image of port careers |
| |Retirement |Address relative pay issues |
| |Relative pay issues |Make unions more accountable for recruitment issues, barriers to hiring, and retention of |
| |Experience and skill levels |qualified, suitable workforce |
| |Lack of interest in promotion |Company succession planning |
|Trades |Competition from other industries and |Advanced credit in apprenticeship programs for previous technical training |
| |infrastructure projects |Accelerated training programs and apprenticeships in marine sector |
Ship Building, Repair, Naval Architects
|Key Occupations/ Occupational Groupings |Recruitment and Retention – Blockages and |Human Resource Strategies |
| |Challenges | |
|Design Teams/ Project Managers |Extensive marine industry experience required |Educate school leavers about marine industry opportunities |
|Naval Architects, Mechanical Engineers, |for supervisory roles |Improve image of marine careers |
|Drafting Occupations |Uncertain work volumes |Advanced credit in apprenticeship programs for previous technical training |
| |Trades and technical knowledge wanted | |
| |Retirement | |
|Marine Engineers |Uncertain work volumes |Educate school leavers about marine industry opportunities |
| |Industry image |Improve image of marine careers |
| |Lack of industry awareness | |
|Trades |Province-wide shortages |Educate school leavers about marine industry opportunities |
|Machinists, Millwrights/ Engine Fitters, Pipe |Competing with non-marine industries |Improve industry image |
|fitters, Shipwrights, Welders. Fitters, Sheet |Uncertain work volumes |Advanced credit in apprenticeship programs for previous technical training |
|Metal Workers, Supervisors |Extensive marine industry experience required |Develop strategy with unions to address recruitment issues, barriers to hiring and retention of |
| |for supervisory positions |a quality workforce |
| |Retirement | |
Government
|Key Occupations/ Occupational Groupings |Recruitment and Retention – Blockages and |Human Resource Strategies |
| |Challenges | |
|Marine Safety Inspectors |Recruits skilled personnel from other sectors |Educate school leavers about marine industry opportunities |
|Naval Architects, Marine Electrical Engineers, |Retirement |Improve image of marine careers |
|Master Mariners | | |
|Marine Security Inspectors |Difficulty finding interpersonal skills |Educate school leavers about marine industry opportunities |
| |required |Improve image of marine careers |
Services
|Key Occupations/ Occupational Groupings |Recruitment and Retention – Blockages and |Human Resource Strategies |
| |Challenges | |
|Surveyors |Extensive and specialized marine industry |Educate school leavers about marine industry opportunities |
|Cargo and Marine |experience required |Improve industry image |
| |Global shortages for specialists |Bring in new people to train under experienced staff |
| |Retirement | |
|Pilots |Retirement |Change pilotage structure so that 100% coastal knowledge is not necessary |
|Coastal and Fraser River |100% Coastal knowledge required |Educate school leavers about marine industry opportunities |
| | |Improve industry image |
|Trainers/Instructors |Retirement |Facilitate the acquisition of Canadian qualifications for experienced personnel from outside |
|Nautical programs and Engineering programs | |Canada |
| | |Develop methods through which Canadians can get sufficient deep sea experience to obtain |
| | |necessary qualifications |
Sector Overview
Current and Future Conditions
Coastal Passenger business has been increasing in past years. The ageing population, while a cause of the skill shortages projected in this sector, is also one of the sources for increasing demand for cruise ship holidays.
The proximity of BC’s ports to Asia, the developed rail infrastructure connecting to the rest of North America, and increasing popularity of cruises put Ports in a good position to continue developing.
Ship Building and Repair will have difficulties providing integrated services for vessels, as trades people with marine experience retire.
Labour demand for marine occupations by Government departments, in particular Transport Canada, will depend largely on the expansion of trade with Asia. As trade with China is expected to increase substantially, demand for Marine Safety Inspectors and Security Inspectors is expected to increase as well.
Labour demand for pilots is expected to remain constant in the face of expected shortages. Global shortages are expected for surveyors and specialist inspectors.
The workforce in the Marine Industry is ageing. There is a shortage of marine experience in the industry, in deck and engineering officer occupations, trades occupations and service occupations. The demand for these positions, both internationally and domestically, is expected to remain constant, while the supply is dwindling as retirement rates increase. This effect is beginning to be felt now, and is expected to worsen at least in the short term.
Technology
Technological change is expected to affect all ships in service in the global marine industry. The design, size and speed of ships in not expected to change very much over the next five to ten years. Container ships, cruise liners and ferries are expected to increase in size. The number of high-speed craft is expected to increase. In particular, the number of high-speed coastal ferries in service in OECD countries is expected to increase significantly.
The current focus of technological change in the marine industry is cost efficiency. Trends in ship and component design are towards fuel efficiency, increased reliability and decreased maintenance needs. Increased use of information technology is expected to affect vessel monitoring, information and communications.
Other technological changes include increased computerization and automation. These changes have already had significant effects on the industry. Entry-level positions across all industries require a higher degree of computer literacy and knowledge of technology.
Demographics
The Phase I study identified approximately 43 occupations represented in the marine sector of BC. Excluding cooks, COPS-based occupational data indicates that in 2003, total head-count among these occupations numbered 148,875. Based on COPS forecasts, this number is expected to climb to 180,564 by 2013, for a net increase of 31,668 province-wide. However, including attrition due to retirement, a further 30,340 workers will be needed in these occupations over the next 8 years, making a total of 62,029 new workers needed. Attrition due to retirement is therefore expected to account for 48.9% of new workers needed. This percentage is mirrored by results of our primary research, showing that roughly half of existing marine-specific employees will be retiring in roughly the 10 to 15 year timeframe.
According to data obtained from a survey respondent active in the stevedoring sector, the average age of employees in the firm is approximately 45 years. Figure 1 shows a histogram of the number of employees, by age range, from 20 years to 65 years. 48% of employees are 46 or older, while 66% of employees are 41 or older. Figure 1 indicates that 28% of this firm’s employees are likely to retire in 10 to 15 years.
[pic]
Figure 1 Age Profile of Employees in a Stevedoring Firm
However, when gender is considered, the number of expected retirements increases. Figure 2 is a histogram of the number of male employees, by age range, from 20 years to 65 years. 54% of male employees are 46 or older, while 68% of male employees are 41 or older. Figure 2 indicates that 34%, more than one-third, of this firm’s male employees are likely to retire in 10 to 15 years.
[pic]
Figure 2 Age Profile of Male Employees in a Stevedoring Firm
The BC Marine Services Guild, which represents coastal pilots, engineering officers and deck officers, provided data reflecting expected retirements among its membership in 3 to 5 years, 5 to 10 years, and 10 to 15 years. This data paints a more striking picture, as shown in Figure 3.
[pic]
Figure 3 BC Marine Services Guild Membership After Retirements, by Occupation
Figure 3 shows current Guild membership as of 2005. There are currently 2,138 deck officers, 1,040 engineering officers, and 106 pilots for a total of about 3,284 personnel.
Starting from this baseline, within 10 to 15 years there will be 1,070 deck officer members remaining from the current membership, or approximately 50% of the current number. Similarly, there will be 429 engineering officers remaining after 10 to 15 years, or only 41% of the current membership. The loss will be most severe among pilots; after 10 to 15 years only 27 of the current 106 pilots are expected to remain, or only about 25% of the current membership. Figure 4 summarizes Guild membership and total expected retirements in 3 to 5 years, 5 to 10 years, and 10 to 15 years.
[pic]
Figure 4 BC Marine Services Guild Membership after Retirements, Total
When considering Figures 3 and 4, it is important to keep in mind the extensive training and sea service requirements for obtaining the necessary credentials for these occupations, as described in the Canada Shipping Act.
In general, it takes 10 years or more to qualify for Certificates of Competency awarded by Transport Canada. According to information obtained from the web site of BCIT’s Pacific Marine Training Institute, for example, obtaining 1st Class Marine Engineer status requires more than 3 years of class time and at least 6.5 years of sea service, for a total of nearly 10 years.
Perhaps worse still is the situation in the towboat (or tug boat) sector in BC. The current average age of towboat personnel is approximately 55 years. Within 10 years, all of the current towboat personnel are expected to retire.
Key Occupations across Sector
Deck Officers – all levels
Engineering Officers – all levels
Foremen
Marine Engineers
Marine Safety Inspectors
Marine Security Inspectors
Mechanical Engineers and related engineering occupations
Naval Architects
Operations Managers
Pilots
Superintendents
Surveyors – cargo and marine
Trades Occupations
Trades Supervisors
Occupational Groups for Further Analysis
Marine Engineers (includes engineering officers)
Supervisors and Foremen, Stevedoring and Terminal Operations Deck Officers
Naval Architects
Surveyors
Mid to Senior Level Operations Management
Sector-wide Human Resource Strategies
There are many human resource strategies that will help remedy the coming and current skill shortages. Given the severity of the shortages on the horizon, pursuing many, if not all these strategies will be vital, if BC’s marine sector wants to continue to be competitive in a world market. The following strategies have been suggested by industry representatives, presented in studies of the international marine industry and developed from data gathered in the course of this study.
Industry Image and Awareness
With the goal of attracting young people to marine sector occupations, the industry must strive to educate school leavers on the opportunities in the sector.
The industry must also work to develop its image outside the educational system. Increased perception of marine careers would also be instrumental in attracting new people to occupations within the industry.
Cooperation
Closer cooperation between training institutions and the commercial side of the industry would also be beneficial to the industry. While industry representatives did not think that a skill gap was developing between training offered and training needed by industry, this may change as experienced officers retire, and employers must rely more heavily on the training of less experienced personnel. Cooperation between trainers and employers will aid in any training adjustments required by industry in response to this situation.
Closer cooperation between sectors would help remedy skill shortage spillovers, and encourage a sense of industry. Several sectors rely heavily on others for their recruitment needs. For example, ports recruit from tugboat ranks for some of their positions. In order to avoid negative repercussions from this poaching, sectors could work together to ensure that the human resource needs for all sectors are met.
Training
In order to remedy the skills shortages in certified deck and engineering officers, a possible action is to provide financial incentives for employees to upgrade their skill and certification levels. Some larger companies in the industry are doing this to try to grow officers from within their existing workforce. This is only possible for employers who employ multiple certification levels – to grow officers from within their workforce.
For trades people, actively pursuing apprentices in the years before too many skilled workers retire is another useful strategy. This strategy will help capture the expertise of retiring workers, before they leave the industry.
In trades, the marine industry is competing with other land-based sectors, which are already beginning to experience skill shortages. It is particularly important for marine companies to recruit trades people into the marine sector, whether through offering higher wages, improving the industry’s image or other recruitment techniques.
For unlicensed workers, cross-training workers so they can fulfill a variety of roles is an option. This strategy also helps remedy retention problems, as companies can offer their lower level workers more stable work hours, and a greater variety of tasks. Having employees with larger skill sets is also beneficial for companies within the sector.
Government
Industry must work with government agencies to develop a greater understanding of the industry’s unique needs within the federal system. These needs include simplifying regulations, both for personnel and for ships, and creating consistency in these regulations and in policies that affect the marine industry.
Another strategy would be to encourage governments to give financial support to companies that invest in training their workers, and helping them broaden their skill sets or encouraging them to further their certification development.
Unions
There are a number of skill shortage strategies that will require the cooperation of unions. Specifically, unions and employers will have to work together to deal with shortages in trades occupations in the marine sector. The marine sector is competing with land-based industries, some of which are already experiencing skill shortages.
One simple human resource strategy to help reduce projected skill shortages is to accept more apprentices. Companies and unions should work together to deal with recruitment issues, barriers to hiring and retention of a quality workforce. In order for this to be successful, unions will have to become more accountable for these blockages.
Unions and companies will also have to work together to develop methods through which apprentices and junior trades people can amass sufficient work hours and varied skill sets. This will not only produce more skilled workers, but will also help remedy retention issues, by ensuring sufficient work hours and tasks.
Another strategy is to work with unions to make provisions for people wanting to pursue trades apprenticeships who have already completed a technical degree. This would encourage skill acquisition, and aid in efficiency concerns of shipbuilding and repair companies offering integrated services.
Other
Other human resource strategies involve looking at increasing the number of women entering the industry. Navies are increasingly gearing their recruitment towards women. If used appropriately, the strategies mentioned in the Industry Image and Awareness section can be used to increase the female marine workforce.
Another strategy is having childless couples aboard ship. This helps alleviate the “away from home” disincentive to going to sea for both partners.
Among the human resource strategies that would address systemic challenges within the industry, removing or reducing the need for deep-sea experience in order for deck and engineering officers to move up certification levels would help attract a wider variety of workers to the industry. Accepting combinations of coastal sea-time and further training for moving up a certification level for those workers working in coastal or onshore positions is one option. This would allow those who might wish to pursue a marine career, but who are not prepared to leave their lives onshore, to enter the marine industry.
Sector:
Coastal Freight
Table of Contents
Executive Summary 2
Overview of Sector 5
Labour Market Conditions 5
Employers 6
Key Occupations 7
Occupations 10
Occupational Profiles 10
Captains (Masters) 10
Mates (1st, 2nd, 3rd Class) 13
Engineers (Chief, and 1st, 2nd, 3rd, 4th Class) 16
Summary of Human Resource Strategies 20
Executive Summary
Coastal freight operations include coastal and deep sea tug and barge transportation as well as shipdocking. Shipdocking involves using tugs to maneuver large ships into the dock.
Trained masters and marine engineers are in shortage in the coastal freight sector and a wave of retirements is expected over the coming five to ten years. The sector is experiencing virtually identical human resource issues being faced by the deep sea shipping sector, including global competition for experienced personnel. Formal training, extensive sea time, and relevant certifications from the Ministry of Transport are critical.
The key occupations in shortage in this sector are:
• Captains (Masters)
• Mates
• Marine Engineers
Other occupations in this sector are:
o Deckhands, who may also be cooks
Primary sources for recruitment for key positions are in-house promotions and union hiring halls. In future there may be insufficient training time to develop the skills and provide sea time necessary for internal promotion, and union hiring halls (for unlicensed personnel) may have difficulty providing suitable candidates.
Technology changes such as computerized tracking systems will require that captains receive training and be computer literate in the specific technology platforms.
Off-shore personnel shortages aside, off-shore to on-shore occupational mobility is possible with some training. On-shore to off-shore occupational mobility requires formal training and Ministry of Transport certification. International recruitment is an avenue to obtain personnel with required credentials, although compliance with Ministry of Transport requirements for Canadian certification will still be required (Canadian citizen or landed immigrant, and completion of training / upgrading to meet equivalency standards).
As mentioned in deep sea shipping sector, a number of marine schools have closed or reduced enrolments, reducing new entrants into the system. A number of courses offered providing higher certifications require a minimum number of students, below which the courses are cancelled. On the other hand, a number of companies have cut or eliminated entry level officer positions, making it difficult for new graduates to get sea time required by Transport Canada for the relevant Certificate of Competency.
On the supply side of the industry, an inadequate number of entry level positions for newly trained cadets (both mates and engineers) is mentioned while on the demand side of the industry, a lack of hands on training delivery by marine educational institutions is mentioned.
Human resource strategies to address the coming skill shortages are:
• Company-provided computer-based training for skills enhancements
• Company-provided training in specific occupations (but primarily affordable by only the largest companies)
• Canadian Merchant Services Guild efforts with employers to establish cadet training positions (entry level positions for deck and engineering officers), and Guild efforts with WESTAC to introduce the marine sector into high schools as a career option, working also with unions for unlicensed staff (SIU and ILWU)
• Employer’s support of and coordination with Guild efforts with Transport Canada to ensure sea time and certification requirements that combined require from 3 to 15+ years to obtain, do not make it increasingly difficult for local seafarers to obtain higher certifications
• Emphasis among employers and unions to work together to create more flexibility with respect to seniority in view of the industry’s human resources needs and international competition
Overview of Sector
Labour Market Conditions
In coastal freight there is a mild shortage of captains, mates and engineers, which is expected to be moderate to severe over the next ten years. Among tow boat captains and engineers a wave of retirements is expected.
The deep sea shipping category reported a current mild shortage of junior officers, which is expected to become severe in the next ten years, leaving in its wake an insufficient pool of qualified candidates for captain positions and also a shortage of off-shore personnel for senior shore-side positions in facilities operations and management.
In general, the promotion pool is from mates to captain and from junior engineer to senior engineer. Engineers do not become captains.
There is a well defined but long and arduous process of intermediate steps for formal education and gaining of required credit courses, ancillary additional skills training and certifications (some of which must be sourced and completed by the candidate through third party training providers), oral and written testing, and formal qualification via the relevant Competency Certificate. Availability of required courses appears to be uncertain in some instances. Prominent providers of marine training have a number of courses under review, possibly due to uncertain demand.
Employers
Captains, Engineers, Mates, Deckhands (some of who may also be cooks)
All these roles are employed by deep sea shipping and coastal freight companies. Freight companies include the tug and barge fleets. There is a degree of specialty among staff depending upon the class of cargo and tonnage and power of vessels. The larger the tonnage and power, the higher the degree of formal Ministry of Transport certification, and therefore training, required especially among mates and engineers. Some classification according to type of voyage may apply to coastal freight as it does for deep sea shipping (e.g., foreign, home-trade, minor waters, inland).
Shore-Side Occupations
Coastal freight operators also have a number of shore-side occupations, none of which were mentioned as being in shortage. Some of these occupations require professional credentials that are transportable across different industries (e.g., finance, accounting, IT and computer technology), though of course companies in the marine industries prefer marine industry experience.
Key Occupations
|Occupation |Skills, Training and |Demographic Profile |Shortage |Human Resources Strategies |
| |Experience | | | |
| | | |Currently |3-5 Years |5-10 Years | |
|Captains (Masters) |Master’s Certificate |Average age 50 to 55|Mild |Moderate |Severe |Inform school leavers |
| |Extensive sea time |years old | | | |Inform government about industry |
| |Extensive marine |Male | | | |needs |
| |experience relating to |Canadian | | | |Improve succession and migration |
| |vessel size and type | | | | |from unlicensed to licensed |
| | | | | | |status in labour pool for mates |
| | | | | | |Create marine training focus on |
| | | | | | |tug boat and coastal towing |
| | | | | | |functions and operations |
| | | | | | |Promote creation of entry level |
| | | | | | |positions on tugs for marine |
| | | | | | |graduates |
|Mates (1st, 2nd, 3rd |Certificate of Competency |Average age 40 to 45|Mild |Moderate |Severe |Inform school leavers |
|Class) |and Service as Mate |Male | | | |Inform government about industry|
| |Extensive sea time |Canadian | | | |needs |
| |Extensive marine | | | | |Promote expansion of student |
| |experience relating to | | | | |positions in schools, including |
| |vessel size and type | | | | |for upgrading courses |
| | | | | | |Create marine training focus on |
| | | | | | |tug boat and coastal towing |
| | | | | | |functions and operations |
| | | | | | |Promote entry level positions on |
| | | | | | |tugs for marine graduates |
| | | | | | |Work with unions to address |
| | | | | | |seniority issues concerning |
| | | | | | |migration of personnel from |
| | | | | | |unlicensed to licenced status |
|Engineers |Marine engineering |Average age 45 to 50|Mild |Mild |Moderate |Inform school leavers |
| |training |years | | | |Inform government about industry |
| |Marine engineer |Male | | | |needs |
| |certificate of competency,|Canadian | | | |Promote more technical upgrade |
| |as 1st Class, 2nd Class, | | | | |courses and expansion of student |
| |3rd Class, 4th Class | | | | |positions in schools |
| |Engineer | | | | |Promote entry level positions on |
| | | | | | |tugs for marine graduates |
| | | | | | |Create marine training focus on |
| | | | | | |tug boat and coastal towing |
| | | | | | |functions and operations |
| | | | | | |Work with unions to address |
| | | | | | |seniority issues concerning |
| | | | | | |migration of personnel from |
| | | | | | |unlicensed to licenced status |
Occupations
Captains (Masters)
Mates (1st, 2nd, 3rd Class)
Engineers (Chief, and 1st, 2nd, 3rd, 4th Class)
Deckhands, Cooks
Occupational Profiles
Captains (Masters)
Captains’ duties include:
• Operate ships or self-propelled vessels to transport passengers and cargo on oceans and coastal and inland waters;
• Supervise duties of senior officers (chief engineer and first mate); and
• Take ultimate responsibility for meeting government, classification society and national and international marine regulations.
Captains are classified within NOC 2273 - Deck Officers, Water Transport Surveyors. They work for the Canadian Coast Guard, marine transportation companies, and federal government departments including the armed forces. The number of potential occupations captured at this NOC level is very high, with approximately 114 different titles.
Demographics
Demographic characteristics of captains include:
• Average age is between 50 and 55 years
• Male
• In the tow boat industry, mainly Caucasian and a large retirement wave expected during the next 5 to 10 years
Experience/Career Path
For tug captains, the career path tends to be getting training at a marine college, gaining sea time initially as a mate or as a cadet, and rising through the ranks until a command is available. Time at sea is required for formal certifications to be obtained. On-shore positions at owners and operators of coastal freight vessels exist for captains coming on-shore.
Captains may migrate into many other shore-based positions such as pilot, provided specific experience in coastal waters can be demonstrated and qualification requirements are met. Many senior executives of local marine companies are ex-captains.
Captains may also enter marine schools in teaching and senior administrative positions.
Education and Training Requirements and Gaps
Captains require marine training including time in simulators early in their career. These include bridge simulation, electronic chart and radio simulation (navigation and communications), and blind pilotage simulation (non-visual; navigation by instruments only).
Operators of coastal freight companies suggest more educational focus is needed on coastal tug boat functions and operations, in addition to deep sea focus that currently exists. Also, that hands on operations experience in marine training institutions would be beneficial. Marine training institutions are the sources of the students and coastal freight companies are the owners of the tugs and barges. It may therefore be mutually beneficial if marine training institutions and coastal freight operators were able to provide each other necessary resources for students to gain hands on experience, under some sort of arrangement or agreement.
Rising through the ranks from deck hand to mate is not possible without formal training and certification required. An able seaman ticket is available should a deck hand wish to acquire it, and appears under NOC 7433 Deck Crew, Water Transport.
A gap exists in the industry concerning the different bargaining units representing licensed (certified) and unlicensed (union hall dispatched) personnel. If an unlicensed person migrates to a licensed position, having obtained training and certification required during the migration, a loss of seniority is involved. This creates a disincentive for personnel to undertake the migration.
Degree of Shortage
A wave of retirements of captains and engineers is expected in the coming decade. Given the average age of about 55, it appears that virtually all of the current captains will need to be replaced in the coming decade.
Human Resource Strategies
Strategies to remedy projected shortages include:
• Getting into the public education system to provide career path information to school leavers
• Improve succession and migration from unlicensed to licensed status in labour pool for mates
• Create marine training focus on tug boat and coastal towing functions and operations
• Helping the Federal government to understand the industry, recognizing that there is a mismatch between expected retirements, the time required to obtain education and certification, and the capacity (both in size and economic resources) of marine training institutions to supply the number and type of personnel the industry will need in the coming years
• Promote creation of entry level positions on ships for marine graduates
Mates (1st, 2nd, 3rd Class)
Deck Officers are responsible for:
• Standing on alternate watch from the captain
• Supporting the captain in operation of the vessel if the captain is ill or injured
• Supervising and coordinating the activities of deck crews (on larger tugs)
• Inspecting the pick up and drop off of cargo to ensure proper procedures, and supervise crew members during routine maintenance of the ship (deck hands, on larger tugs).
In smaller vessels there may be only one mate, who may also be the cook, while on larger vessels several are required by regulation, and are normally ranked in seniority and experience as 1st mate, 2nd mate and 3rd mate.
Mates fall under the NOC classification 2273 Deck Officers, Water Transport, as do captains. There are 114 occupational titles that fall under this classification and as such it is very broad.
Demographics
Demographic characteristics of mates include:
• Average age of 40 to 45
• Male
• Canadian or landed immigrant required for Certification
Experience/Career Path
Mates rise through the ranks at sea with Canadian and foreign tug and barge operators. Significant sea time is required for qualification, as is prior formal training from a marine educational institution. The career objective of a mate is to rise to captain. In order to migrate into on-shore management positions, mates must normally rise to senior ranks (normally, captain) on-board a tug. Regulations specify the crew requirements of vessels, and larger vessels require more crew. Larger shippers are primary targets for aspiring mates who have achieved required training.
Education and Training Requirements and Gaps
Mates acquire training as mate, or occasionally as master, from an accredited marine training institution. These include bridge simulation, electronic chart and radio simulation, and blind pilotage simulation. They are aspiring captains, and have the same training and career path that captains do. As with captains, there is some specialized knowledge required of mates depending upon the type, size and power of vessel.
A barrier to aspiring mates is lack of entry level positions on coastal tugs. A requirement for more opportunities for career progression was mentioned during several interviews. An additional gap is as mentioned above; the transition from an unlicensed position to a licensed one involves the loss of seniority because unlicensed and licensed personnel are represented by different bargaining units.
Degree of Shortage
Predicted shortages for mates are:
• Currently, Mild
• 3-5 years, Moderate
• 5-10 years, Severe
Given an average age of 40 to 45, the current stock of mates will retire in about 20 years. However, these are the sources of supply for future captains, and most captains are expected to retire in the next 5 to 10 years. Some mates will require additional time for additional training in order to qualify for the additional certifications required. There may be some difficulty qualifying and promoting existing mates into captain positions as quickly as needed, and some difficulty promoting or acquiring the new mates to backfill for those who are promoted.
Human Resources Strategies
Strategies to remedy projected shortages include:
• Raise awareness of marine careers at the high school level
• Inform government about industry needs
• Promote expansion of student positions in schools, including for upgrading courses
• Create marine training focus on tug boat and coastal towing functions and operations
• Promote entry level positions on tugs for marine graduates
• Work with unions to address seniority issues concerning migration of personnel from unlicensed to licenced status
Engineers (Chief, and 1st, 2nd, 3rd, 4th Class)
Marine engineers are responsible for:
• Installation, operation and maintenance of machinery and equipment on tugs and barges
• Ensuring engines, machinery, electrical, and environmental equipment (heating, ventilation, refrigeration, air conditioning) and cargo handling equipment operates properly
• Maintaining familiarity with diesel, steam and gas turbine engines
• Stand watch in engine rooms while at sea
As with mates, in smaller tugs there may be only one engineer while on larger vessels more are required and are normally ranked in seniority and experience as 1st to 4th Class.
Engineers fall under the NOC classification 2274 Engineer Officers, Water Transport. The NOC profile of this occupational group contains 61 occupational titles.
Demographics
Demographic characteristics of engineers include:
• Average age 45 to 50
• Male
• Canadian citizen or landed immigrant for Certification
Experience/Career Path
Engineers have a similar career path as captains and mates in that they must rise through the ranks at sea, with a view to becoming chief engineer. Significant sea time is required for qualification, and extensive prior formal training from a marine educational institution is needed. In order to migrate into on-shore management positions, engineers must normally rise to senior officer ranks of chief engineer on-board ship. On-shore positions include large coastal freight and vessel operators and safety inspectors. Regulations specify the crew requirements of vessels, and larger vessels requiring more crew. Larger vessel operators are primary targets for aspiring engineers who have achieved mandated engineering and safety training. We expect that a preference for or aversion to travel may be one factor that candidates consider when trying to decide between working in the coastal freight and deep sea shipping sectors.
Education and Training Requirements and Gaps
Engineers acquire training, initially as 4th Class Engineer, from an accredited marine training institution. Within each class, certification is divided into steam, motor, and combined certification. There are extensive additional training requirements relating to basic safety, operation of survival craft, marine fire fighting, first aid, and others. Simulations include engine room simulation. As with captains and mates, there is specialized knowledge required of marine engineers depending upon the type and size of vessel and its power. Newly constructed vessels require more electrical and electronic knowledge.
A barrier to aspiring marine engineers is a decrease in class sizes and course offered by a number of marine training institutions, including for upgrading courses.
Degree of Shortage
Virtually all respondents indicated a current and potentially severe future shortage of marine engineers. Predicted shortages are:
• Currently, mild
• 3-5 years, mild
• 5-10 years, moderate
• The coastal freight sector appears to have slightly less concern regarding the availability of engineers than the deep sea shipping sector does.
Given the average age of 45 to 50, engineers in coastal freight will retire during the next 15 to 20 years. However, a more severe retirement wage appears to be expected in on-shore technical management positions among tug operators, deep sea vessel operators, and terminal operators. This is logical, since many on-shore personnel have already spent a considerable number of years at sea and are likely to be older. Filling on-shore roles will continue to require some migration from off-shore positions.
Human Resources Strategies
Strategies to remedy projected shortages include:
• Raise awareness of marine careers at the high school level
• Inform government about industry needs
• Promote more technical upgrade courses and expansion of student positions in schools
• Promote entry level positions on tugs for marine graduates
• Create marine training focus on tug boat and coastal towing functions and operations
• Work with unions to address seniority issues concerning migration of personnel from unlicensed to licenced status
Summary of Human Resource Strategies
Given the average age of tug boat captains and engineers, an important human resource strategy for the costal freight sector is the need for increased industry awareness outside the industry. If campaigns to increase awareness of marine occupations in schools is successful, a corresponding increase in the capacity of marine training institutions to take in, train, and graduate deck and engineering officers will be needed. The existing capacity (both economic and number of student positions that can be taught) combined with certification requirements may not be capable of delivering enough trained professionals to the industry in the next decade.
In connection with the above, the required technical skills upgrading required, and capacity of marine training institutions to provide it, must be watched closely. There are two aspects to this: (i) providing adequate headcount and economic capacity for upgrade training so mates (and engineers) can get the certifications needed for promotion into captain (and chief engineer) positions; and (ii) working with unions to address the issue of personnel movement from unlicensed to licensed ranks.
There is a need for government departments and regulators to have a more complete understanding of the expected rate of retirement among primary senior off-shore occupations, and across specific marine sectors, particularly the tow boat industry and deep sea shipping.
Promotion of entry level positions on tugs for marine graduates would assist provide the sea time experience needed to rise through the ranks. On the educational side of the equation, creation of marine training focus on tug boat and coastal towing functions and operations would assist the coastal freight sector to staff the positions it will need to staff as the retirement wave begins to hit.
Sector:
Coastal Passenger
Table of Contents
Executive Summary 2
Overview of Sector 4
Labour Market Conditions 4
Employers 4
Key Occupations 6
Occupations 10
Occupational Profiles 11
Senior Master/Master 11
Chief Officer/Mate 12
Second Officer 14
Third Officer 15
Senior Chief Engineer 17
Chief Engineer 19
First Engineer 20
Chief Cook 22
Second Cook 23
Third Cook 25
Second Engineer 26
Fourth Officer 28
Deckhand Bridge Watch 29
Engine Room Assistant 31
Third Engineer 32
Stewards – Senior Chief/Chief, Head, Second 34
Catering Supervisor 35
Deckhand Bridge 36
Other Occupations 38
Summary of HR Strategies 42
Executive Summary
Employment numbers in this sector are expected to remain constant over the next decade. Shortages are developing in officer positions, both deck and engineering.
The key occupations in this sector are: Senior Master/Master, Chief Officer/Mate, Second Officer, Third Officer, Senior Chief Engineer, Chief Engineer, Chief Cook, and Second Cook.
One of the main blockages in recruiting for these positions is that coastal operations often have difficulties offering sufficient hours to skilled personnel, which leads to retention problems. They also have difficulties offering sufficient hours to personnel so that they can move through certification levels.
Human resources strategies for this sub sector, some of which have already been started by companies in the industry, are:
• For companies to develop cross-training programs for less skilled workers, providing more stable work because they can fulfill a variety of functions;
• For companies to provide financial incentives for employees to upgrade their skill and certification levels;
• For companies, unions and workers to work together to develop skill sets, by finding ways for junior people to amass sufficient work hours and a variety of different skills;
• For the industry to develop more flexible ways to fulfill sea-time requirements for certificate development: and
• For government to support financially companies that are training their employees and encouraging their certification development.
Overview of Sector
Labour Market Conditions
This sector is experiencing skill shortages in deck and engineering certificated officers. They are increasingly difficult to recruit, and are of high importance to the sector. Companies recruit for senior officer positions across Canada, from the Great Lakes region and the East Coast.
While less skilled labour is recruited locally for the most part, it is still more difficult to recruit for remote passenger routes. For these routes, Canada-wide recruitment is sometimes necessary for junior positions as well.
The skill demands of this sector are largely dependent on Transport Canada regulations. As these regulations change, so too does this sector’s demand for various skills and certificate levels.
Technological change is not having a large effect on licensed personnel. However, advances in safety technology may lead, in time, to a decrease in the number of unlicensed crewmembers required to operate a ship.
Employment numbers in this sector have been steady over time, and are expected to continue to be steady, provided companies can cope with skill shortages and related problems.
Employers
The largest employer in this sector in British Columbia is, by far, BC Ferry Services Inc. As a large employer, BC Ferries is able to enact human resource strategies on a larger scale than a smaller company. One of the company’s major human resource goals is to grow skilled workers from within. To that end, they have developed a Marine Certificate Upgrade Program, to help deck and engineering officers complete higher levels of certification. Over $6 million per year is spent on regulatory training. They have also developed various cross-training strategies to create more regular work for casual or part-time employees. One of their major goals is to use their training budget more efficiently.
Key Occupations
|Occupation |Skills, Training and |Demographic Profile|Shortage |Human Resources |
| |Experience | | |Strategies |
| | | |Currently |3-5 Years |5-10 Years | |
|Senior Master/ |Master mariner |Average age between|Moderate |Severe |Severe |Financial assistance to |
|Master |certification |50 and 60 | | | |employees upgrading |
| | |Male | | | |certification level |
| | |Canadian or landed | | | |Government financial |
| | |immigrant | | | |support for above |
| | | | | | |program |
|Chief Officer/Mate |Appropriate level of |Average age around |Moderate |Severe |Severe |Financial assistance to |
| |deck officer |50 | | | |employees upgrading |
| |certification |Male | | | |certification level |
| | |Canadian or landed | | | |Government financial |
| | |immigrant | | | |support for above |
| | | | | | |program |
|Second Officer |Appropriate level of |Average age between|Moderate |Moderate |Severe |Financial assistance to |
| |deck officer |40 and 50 | | | |employees upgrading |
| |certification |Male | | | |certification level |
| | |Canadian or landed | | | |Government financial |
| | |immigrant | | | |support for above |
| | | | | | |program |
|Third Officer |Appropriate level of |Average age between|Moderate |Moderate |Severe |Financial assistance to |
| |deck officer |30 and 40 | | | |employees upgrading |
| |certification |Male | | | |certification level |
| | |Canadian or landed | | | |Government financial |
| | |immigrant | | | |support for above |
| | | | | | |program |
|Senior Chief Engineer |Appropriate level of |Average age between|Mild |Moderate |Severe |Financial assistance to |
| |engineering officer |50 and 60 | | | |employees upgrading |
| |certification |Male | | | |certification level |
| | |Canadian or landed | | | |Government financial |
| | |immigrant | | | |support for above |
| | | | | | |program |
|Chief Engineer |Appropriate level of |Average age around |Mild |Moderate |Severe |Financial assistance to |
| |engineering officer |50 | | | |employees upgrading |
| |certification |Male | | | |certification level |
| | |Canadian or landed | | | |Government financial |
| | |immigrant | | | |support for above |
| | | | | | |program |
|First Engineer |Appropriate level of |Average age between|Mild |Moderate |Severe |Financial assistance to |
| |engineering officer |40 and 50 | | | |employees upgrading |
| |certification |Male | | | |certification level |
| | |Canadian or landed | | | |Government financial |
| | |immigrant | | | |support for above |
| | | | | | |program |
|Chief Cook |Completion of a |Canadian or landed |Mild |Mild |Moderate |Improve image of marine |
| |three-year |immigrant | | | |industry careers |
| |apprenticeship program | | | | | |
| |for cooks or another | | | | | |
| |program for cooking | | | | | |
| |Further experience and | | | | | |
| |training for senior | | | | | |
| |galley positions | | | | | |
|Second Cook |Completion of a |Canadian or landed |Mild |Mild |Moderate |Improve image of marine |
| |three-year |immigrant | | | |industry careers |
| |apprenticeship program | | | | | |
| |for cooks or another | | | | | |
| |program for cooking | | | | | |
Occupations
Senior Master/Master
Chief Officer/Mate
Second Officer
Third Officer
Senior Chief Engineer
Chief Engineer
First Engineer
Chief Cook
Second Cook
Third Cook
Second Engineer
Fourth Officer
Deckhand Bridge Watch
Engine Room Assistant
Third Engineer
Steward – Senior Chief/Chief, Second, Head
Catering Supervisor
Deckhand Bridge
Cashiers
Catering Attendant
Cleaner
Galley Helper
Terminal Supervisor
Tower/Traffic Controller
Equipment Operator
Terminal Attendant
Senior Ticket Agent
Ticket Agent/Foot Passenger Ticket Agent
Occupational Profiles
Senior Master/Master
Senior masters serve as commanders of their vessels. They are responsible for securing safe transit of the vessel, passengers and crew between ports. They are very important in the operation of the coastal passenger fleet.
The NOC classification is 2273 Deck Officers, Water Transport. The NOC profile is somewhat generic, being the same for all deck officers, from chief master to third mate.
Demographics
Demographic characteristics for this occupation include:
• Average age is between 50 and 60 years
• Male
• Canadian or landed immigrant
Experience/Career Path
After graduating from an approved nautical institute, workers in this occupation will have followed a number of paths to attain the experience necessary to become master mariners.
This career path will often include time in deep sea, as it remains one of the only ways to obtain sufficient at sea hours to progress in rank.
Education and Training Requirements and Gaps
Graduation from a deck officer cadet program is required, as well as Transport Canada certification. Experience is crucial in getting to the rank of master mariner.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, moderate
• 3-5 years, severe
• 5-10 years, severe
Human Resource Strategies
The following human resource strategies are relevant for all deck and engineering officers, which are currently in shortage.
Human resource strategies for this occupation are:
• Internal training and financial incentives for completing higher levels of Transport Canada certificates of competency – BC Ferries has implemented a “Marine Certification Upgrade Program” –, and
• Government post-secondary funding to assist employers and employees through certificate development.
Chief Officer/Mate
Chief Officers organize and oversee deck department activities, including loading and unloading vehicles and passengers, navigation, passenger and vessel safety, and the supervision and training of the crew. They also are of high importance to the sector.
The NOC classification for this occupation is also 2273 Deck Officers Water Transport. The NOC profile, again, is somewhat generic, being the same for all deck officers, from chief master to third mate.
Demographics
Demographic characteristics for this occupation include:
• Average age is around 50
• Male
• Canadian or landed immigrant
Experience/Career Path
After graduating from an approved nautical institute, workers in this occupation will have followed a number of paths to attain the experience necessary to reach this level. This path will also often involve time in the deep-sea sector.
Education and Training Requirements and Gaps
Graduation from a deck officer cadet program is required, as well as Transport Canada certification.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, moderate
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation are:
• Internal training and financial incentives for completing higher levels of Transport Canada certificates of competency – BC Ferries has implemented a “Marine Certification Upgrade Program” –, and
• Government post-secondary funding to assist employers and employees through certificate development.
Second Officer
The Second Officer is responsible for navigation, and all the duties that accompany that responsibility. They have a high importance in the sector.
The NOC classification for this occupation is also 2273 Deck Officers Water Transport.
Demographics
Demographic characteristics of this occupation include:
• Average age is between 40 and 50 years
• Male
• Canadian or landed immigrant
Experience/Career Path
After graduating from an approved nautical institute, workers in this occupation will have followed a number of paths to attain the experience necessary to reach this level, again, involving deep sea experience.
Education and Training Requirements and Gaps
Graduation from a deck officer cadet program is required, as well as Transport Canada certification.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, moderate
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation are:
• Internal training and financial incentives for completing higher levels of Transport Canada certificates of competency – BC Ferries has implemented a “Marine Certification Upgrade Program” –, and
• Government post-secondary funding to assist employers and employees through certificate development.
Third Officer
The Third Officer stands a watch as a junior member of the bridge team, and assists in navigational duties. The importance of this occupation in the sector is high.
The NOC classification for this occupation is also 2273 Deck Officers Water Transport.
Demographics
Demographic characteristics for this occupation include:
• Average age is between 30 and 40 years
• Male
• Canadian or landed immigrant
Experience/Career Path
After graduating from an approved nautical institute, workers in this occupation will have followed a number of paths to attain the experience necessary to reach this level, again, involving deep sea experience.
Education and Training Requirements and Gaps
Graduation from a deck officer cadet program is required, as well as Transport Canada certification.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, moderate
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation are:
• Internal training and financial incentives for completing higher levels of Transport Canada certificates of competency – BC Ferries has implemented a “Marine Certification Upgrade Program” –, and
• Government post-secondary funding to assist employers and employees through certificate development.
Senior Chief Engineer
Senior Chief Engineers are responsible for supervising and coordinating the activities of all engine room employees assigned to the vessel. They are also responsible for the ship’s engineering budget. They are also responsible for the safe, efficient and cost-effective operation and maintenance of their ship. They are of high importance to the sector.
The NOC classification for this occupation is 2274 Engineer Officers, Water Transport. This profile includes all engineering officers from chief to third engineer.
Demographics
Demographic characteristics for this occupation include:
• Average age is between 50 and 60 years
• Male
• Canadian or landed immigrant
Experience/Career Path
Entry to this career path is at the level of Fourth Class Marine Engineer certification. Workers must then develop their certification levels. Mobility between companies at the same level of certification is possible, allowing workers to come to this position from a number of routes.
Education and Training Requirements and Gaps
Completion of a three-year cadet program in marine engineering from an approved marine training institute, or equivalent training and experience, is required for this position. Also necessary are experience Transport Canada certification to the highest level for marine engineers.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation are:
• Internal training and financial incentives for completing higher levels of Transport Canada certificates of competency – BC Ferries has implemented a “Marine Certification Upgrade Program” –, and
• Government post-secondary funding to assist employers and employees through certificate development.
Chief Engineer
Chief Engineers are responsible for the safe, efficient and cost-effective operation and maintenance of their ships. They are of high importance to the industry.
The NOC classification for this occupation is also 2274 Engineer Officers, Water Transport.
Demographics
Demographic characteristics for this occupation include:
• Average age is around 50
• Male
• Canadian or landed immigrant
Experience/Career Path
Entry to this career path is at the level of Fourth Class Marine Engineer certification. Mobility between companies at the same level of certification is possible, allowing workers to come to this position from a number of routes.
Education and Training Requirements and Gaps
Completion of a three-year cadet program in marine engineering from an approved marine training institute, or equivalent training and experience, is required for this position. Also necessary are experience Transport Canada certification to the appropriate level for this position.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation are:
• Internal training and financial incentives for completing higher levels of Transport Canada certificates of competency – BC Ferries has implemented a “Marine Certification Upgrade Program” –, and
• Government post-secondary funding to assist employers and employees through certificate development.
First Engineer
The First Engineer stands a watch, and monitors the operation of the ship’s machinery and equipment, and supervises staff. Their importance in the industry is high.
The NOC classification for this occupation is also 2274 Engineer Officers, Water Transport.
Demographics
Demographic characteristics for this occupation include:
• Average age is between 40 and 50
• Male
• Canadian or landed immigrant
Experience/Career Path
Entry to this career path is at the level of Fourth Class Marine Engineer certification. Mobility between companies at the same level of certification is possible, allowing workers to come to this position from a number of routes.
Education and Training Requirements and Gaps
Completion of a three-year cadet program in marine engineering from an approved marine training institute, or equivalent training and experience, is required for this position. Also necessary are experience Transport Canada certification to the highest level for marine engineers.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation are:
• Internal training and financial incentives for completing higher levels of Transport Canada certificates of competency – BC Ferries has implemented a “Marine Certification Upgrade Program” –, and
• Government post-secondary funding to assist employers and employees through certificate development.
Chief Cook
The Chief Cook supervises and coordinates galley staff in the preparation of food. They are of high importance to the coastal passenger sector.
The NOC classification for this occupation is 6242 Cooks. This classification encompasses all cooks from chief to third cook.
Demographics
Demographic characteristics for this occupation include:
• Canadian or landed immigrant
Experience/Career Path
This occupation is not unique to the marine sector. Cooks can come to the coastal passenger sub-sector from any number of sectors.
Education and Training Requirements and Gaps
A three-year apprenticeship program for cooks or another program for cooking is required for this position. Trade certification is available, but voluntary in BC. Further experience and training is necessary for senior galley positions.
Degree of Shortage
As the 2010 Olympic Games approach, demand will increase for occupations in the hospitality sector. Cooks, in particular, will be in high demand to serve tourists, athletes, and work crews.
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, moderate
Human Resource Strategies
In order to compete with other industries for cooks, occupations in the marine industry must appear more attractive.
Human resource strategies for this occupation include:
• Improving the image of marine industry careers
Second Cook
Second Cooks prepare and cook all foodstuffs according to procedures and regulations for their ships. They are considered of high importance in the sector.
The NOC classification for this occupation is also 6242 Cooks.
Demographics
Demographic characteristics for this occupation include:
• Canadian or landed immigrant
Experience/Career Path
This occupation is not unique to the marine sector. Cooks can come to the coastal passenger sub-sector from any number of sectors.
Education and Training Requirements and Gaps
A three-year apprenticeship program for cooks or another program for cooking is required for this position. Trade certification is available, but voluntary in BC. Further experience and training is necessary for senior galley positions.
Degree of Shortage
Occupations in the hospitality sector, such as cooks, will face increasing demand as the 2010 Olympics approach.
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, moderate
Human Resource Strategies
Human resource strategies for this occupation include:
• Improving the image of marine industry careers
Third Cook
Third cooks prepare and cook food, and oversees the steam table operation. They are of medium importance to the sector.
The NOC classification for this occupation is also 6242 Cooks.
Demographics
Demographic characteristics for this occupation include:
• Canadian or landed immigrant
Experience/Career Path
This occupation is not unique to the marine sector. Cooks can come to the coastal passenger sub-sector from any number of sectors.
Education and Training Requirements and Gaps
A three-year apprenticeship program for cooks or another program for cooking is required for this position. Trade certification is available, but voluntary in BC. Further experience and training is necessary for senior galley positions.
Degree of Shortage
Occupations in the hospitality sector, such as cooks, will face increasing demand as the 2010 Olympics approach.
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, moderate
Human Resource Strategies
Human resource strategies for this occupation include:
• Improving the image of marine industry careers
Second Engineer
Second engineers stand a watch as the senior watch keeper on duty and monitor the operation of ships’ machinery and equipment. They also supervise staff. They are of medium importance to the sector.
The NOC classification for this occupation is also 2274 Engineer Officers, Water Transport.
Demographics
Demographic characteristics for this occupation include:
• Average age is between 40 and 45
• Male
• Canadian or landed immigrant
Experience/Career Path
Entry to this career path is at the level of Fourth Class Marine Engineer certification. Mobility between companies at the same level of certification is possible, allowing workers to come to this position from a number of routes.
Education and Training Requirements and Gaps
Completion of a three-year cadet program in marine engineering from an approved marine training institute, or equivalent training and experience, is required for this position. Also necessary are experience Transport Canada certification to the appropriate level for this position.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, moderate
Human Resource Strategies
Human resource strategies for this occupation include:
• Internal training and financial incentives for completing higher levels of Transport Canada certificates of competency – BC Ferries has implemented a “Marine Certification Upgrade Program” –, and
• Government post-secondary funding to assist employers and employees through certificate development.
Fourth Officer
As a junior member off the bridge team, the fourth officer stands a watch and assists in the navigation of the vessel by acting as a lookout for marine traffic and navigating hazards. Their importance to the sector is moderate.
Although not specifically mentioned, the NOC classification that applies to this occupation is 2273 Deck Officers, Water Transport.
Demographics
Demographic characteristics for this occupation include:
• Average age is around 30 years
• Male
• Canadian or landed immigrant
Experience/Career Path
This is an entry-level position. At this level, training and education is all that is required.
Education and Training Requirements and Gaps
Graduation from a deck officer cadet program is required, as well as Transport Canada certification.
Degree of Shortage
There are no specific shortages projected for this occupation. However, as shortages increase for more senior occupations, the number of people entering the industry may not be sufficient to fill the positions left by the junior officers moving up the ranks.
Human Resource Strategies
At entry/junior levels, it is difficult for companies to offer steady work. The initial years of employment for certified and trades occupations involve uncertain hours and limited work assignments. Finding a way to offer more varied and certain work to new recruits would aid in employee retention and progression through the ranks. This is the same for all entry level licensed and trades workers in this sector.
Other human resource strategies to ensure sufficient numbers entering the industry include:
▪ Educating school leavers about marine industry career opportunities;
▪ Expanding student capacity of marine institutes; and
▪ Improving the image of marine careers.
Deckhand Bridge Watch
Deckhands load and unload vehicles and passengers. They steer, patrol and maintain the vessel. They are of medium importance to the sector.
The NOC classification for this occupation is 7433 Deck Crew, Water Transport.
Demographics
Demographic characteristics for Deck Crew, Water Transport, include:
• Average age is between 30 and 40
• Male
• Canadian or landed immigrant
Experience/Career Path
Progression to deck officer positions is possible with experience, additional training and deck officer certification.
Education and Training Requirements and Gaps
A Bridge Watch Certificate from Transport Canada is required for this position.
Degree of Shortage
Again, there are no specific shortages projected for this occupation. Shortages may develop if insufficient new workers enter the industry.
Human Resource Strategies
At entry/junior levels, it is difficult for companies to offer steady work. The initial years of employment for certified and trades occupations involve uncertain hours and limited work assignments. Finding a way to offer more varied and certain work to new recruits would aid in employee retention and progression through the ranks. This is the same for all entry level licensed and trades workers in this sector.
Other human resource strategies to ensure sufficient numbers entering the industry include:
▪ Educating school leavers about marine industry career opportunities; and
▪ Improving the image of marine careers.
Engine Room Assistant
This occupation assists in the maintenance of the mechanical, electrical and propulsion systems of vessels. They are of medium importance to the sector.
The NOC classification for this occupation is 7434 Engine Room Crew, Water Transport.
Demographics
Demographic characteristics for Deck Crew, Water Transport, include:
• Average age is between 40 and 45
• Male
• Canadian or landed immigrant
Experience/Career Path
Progression to ship engineer officer positions is possible with experience, additional training and certification.
Education and Training Requirements and Gaps
On-the-job training is provided.
Degree of Shortage
Again, there are no specific shortages projected for this occupation. However, the sector is facing challenges getting sufficient numbers of people entering the occupation.
Human Resource Strategies
At entry/junior levels, it is difficult for companies to offer steady work. The initial years of employment for certified and trades occupations involve uncertain hours and limited work assignments. Finding a way to offer more varied and certain work to new recruits would aid in employee retention and progression through the ranks. This is the same for all entry level licensed and trades workers in this sector.
Other human resource strategies to ensure sufficient numbers entering the industry include:
▪ Educating school leavers about marine industry career opportunities; and
▪ Improving the image of marine careers.
Third Engineer
Third engineers maintain, monitor and repair machinery and equipment on the vessel. Their importance to the sector is moderate.
The NOC classification for this occupation is also 2274 Engineer Officers, Water Transport.
Demographics
Demographic characteristics for this occupation include:
• Average age is between 40 and 45
• Male
• Canadian or landed immigrant
Experience/Career Path
Entry to this career path is at the level of Fourth Class Marine Engineer certification. Mobility between companies at the same level of certification is possible, allowing workers to come to this position from a number of routes.
Education and Training Requirements and Gaps
Completion of a three-year cadet program in marine engineering from an approved marine training institute, or equivalent training and experience, is required for this position. Also necessary are experience Transport Canada certification to the appropriate level for this position.
Degree of Shortage
There are no specific shortages projected for this occupation. However, as shortages increase for more senior occupations, the number of people entering the industry may not be sufficient to fill the positions left by the junior officers moving up the ranks.
Human Resource Strategies
At entry/junior levels, it is difficult for companies to offer steady work. The initial years of employment for certified and trades occupations involve uncertain hours and limited work assignments. Finding a way to offer more varied and certain work to new recruits would aid in employee retention and progression through the ranks. This is the same for all entry level licensed and trades workers in this sector.
Other human resource strategies to ensure sufficient numbers entering the industry include:
▪ Educating school leavers about marine industry career opportunities;
▪ Expanding student capacity of marine institutes; and
▪ Improving the image of marine careers.
Stewards – Senior Chief/Chief, Head, Second
Stewards supervise, coordinate, organize and administer all functions of shipboard catering and passenger services on a large vessel. The chief steward also maintains company standards and policies, and achieves revenue objectives. They are of moderate importance to the sector.
The NOC classification that most closely describes the duties of the Chief Steward is 6212 Food Service Supervisors. There are duties performed by this occupation that are not mentioned in the profile of the above classification.
Demographics
There is no demographic information for this occupation.
Experience/Career Path
Sector specific experience is required for senior positions.
Education and Training Requirements and Gaps
Training in food services or a related field is required to enter this occupation.
Degree of Shortage
There are no skill shortages projected for this occupation.
Human Resource Strategies
There are no suggested human resource strategies for this occupation.
Catering Supervisor
Catering supervisors organize, supervise and administer all functions of shipboard catering and passenger services on a vessel, and ensure high standards of service are maintained. Senior catering supervisors also assist with budget preparation and monitoring. Senior catering supervisors are of medium importance to the sector, and catering supervisors are of low importance.
The NOC classification for this position is also 6212 Food Service Supervisors. In this case, the profile for this classification more closely matches the description of duties given by industry representatives.
Demographics
There is no demographic information for this occupation.
Experience/Career Path
Sector specific experience is required for senior positions.
Education and Training Requirements and Gaps
Training in food services or a related field is required to enter this occupation.
Degree of Shortage
There are no skill shortages projected for this occupation.
Human Resource Strategies
There are no suggested human resource strategies for this occupation.
Deckhand Bridge
This occupation loads and unloads vehicles and passengers, steers, patrols and maintains the vessel. Their importance to the industry is low.
The NOC classification for this occupation is 7433 Deck Crew, Water Transport.
Demographics
Demographic characteristics for Deck Crew, Water Transport, include:
• Average age is between 30 and 40
• Male
• Canadian or landed immigrant
Experience/Career Path
Progression to deck officer positions is possible with experience, additional training and deck officer certification.
Education and Training Requirements and Gaps
A Marine Emergency Duty certificate from Transport Canada is required for this position.
Degree of Shortage
Again, there are no specific shortages projected for this occupation. Shortages may develop if insufficient new workers enter the industry.
Human Resource Strategies
At entry/junior levels, it is difficult for companies to offer steady work. The initial years of employment for certified and trades occupations involve uncertain hours and limited work assignments. Finding a way to offer more varied and certain work to new recruits would aid in employee retention and progression through the ranks. This is the same for all entry level licensed and trades workers in this sector.
Other human resource strategies to ensure sufficient numbers entering the industry include:
▪ Educating school leavers about marine industry career opportunities; and
▪ Improving the image of marine careers.
Other Occupations
The following are occupations working in terminals and aboard ship that perform a variety of tasks. They are of low importance to the sector.
Cashiers
Cashiers operate a cash register, and manage a food and beverage service.
The NOC classification for this occupation is 6611 Cashiers. The profile is sufficiently detailed.
Catering Attendant
Catering attendants serve food, clear tables and clean interior passenger spaces.
The NOC classification that most applies to this occupation is 6641 Food Counter Attendants. The NOC profile is again sufficiently detailed.
Cleaner
Cleaners clean interior passenger areas of the vessel.
The NOC classification for this occupation is 6661 Light Duty Cleaners. The profile provides a sufficiently detailed description.
Galley Helper
Galley helpers prepare some foodstuffs, operate the dishwasher, and assist in general galley duties.
The NOC classification that most applies to this occupation is 6641 Food Counter Attendants. The NOC profile is again sufficiently detailed.
Terminal Supervisor
This occupation supervises employees operating mechanical equipment, traffic movement and custodial duties.
Tower/Traffic Controller
This occupation organizes and directs vehicle traffic on and off vessels, and provides shore clearances for vessel departures.
Equipment Operator
Equipment operators operate ramps and terminal equipment for loading and unloading of passengers and vehicles.
Terminal Attendant
Terminal attendants perform traffic control, baggage and custodian duties at major terminals.
Senior Ticket Agent
This occupation assists in supervising employees, and sells tickets for passage.
The NOC classification for this occupation is 6216 Other Service Supervisors.
Ticket Agent/Foot Passenger Ticket Agent
Ticket agents collect fares and respond to passenger queries.
The NOC classification for this occupation is 6434 Ticket Agents, Cargo Service Representatives and Related Clerks (Except Airline).
Demographics
These occupations have fairly even age spreads, and are not expecting shortage problems due to retirements.
Experience/Career Path
The majority of these positions are entry level. Limited experience is required for some positions. This experience rarely needs to be in the marine sector.
Education and Training Requirements and Gaps
A variety of training requirements exist for these occupations. The majority of them require on-the-job or other in-house training.
Degree of Shortage
There are no shortages projected for these occupations.
Human Resource Strategies
Human resource strategies to ensure sufficient numbers entering the industry include:
▪ Educating school leavers about marine industry career opportunities; and
▪ Improving the image of marine careers.
Summary of HR Strategies
The human resource strategies for companies advanced in this section are:
• Raising awareness of the marine industry and marine industry careers;
• Cross-training less skilled workers so they can fulfill a variety of roles – making them more employable, and providing more stable work because they can fulfill a variety of functions; and
• Providing financial incentives for employees to upgrade their skill and certification levels – helping fill skill gaps at higher deck and engineering certification levels.
A human resource strategy for workers and unions in the sector is:
• Working with companies to develop skill sets, by finding ways for junior people to amass sufficient work hours and a variety of different skills.
A human resource strategy for industry is:
• Finding ways for workers to fulfill sea-time requirements for certificate development that do not require working in deep sea – thereby attracting a wider variety of personalities to the industry and giving them a way to develop the required certification levels.
A human resource strategy for government is:
• Supporting financially companies that are training their employees and encouraging their certification development.
Sector:
Deep Sea Shipping
Table of Contents
Executive Summary 2
Overview of Sector 5
Labour Market Conditions 5
Employers 7
Key Occupations 9
Occupations 11
Occupational Profiles 11
Captains (Masters) 11
Deck Officers, Mates (1st, 2nd, 3rd Class) 14
Engineers (Chief, and 1st, 2nd, 3rd, 4th Class) 17
Shortage Summary 19
Summary of Human Resource Strategies 21
Executive Summary
The deep sea shipping sector includes owners, agents and managers of ships. The largest ship owner based in B.C. is Teekay Shipping, which has 150 ships including time-chartered ships. Experienced seafarers are in short supply, especially junior officers who will be needed for promotion to senior officer ranks in future as senior officers retire. There is also a current shortage of engineers across the marine industry. The shortage of junior officers is a global shortage and competition for them is global. Apart from formal training requirements, obtaining sea time required for certification is critical.
The key occupations in this sector are:
• Senior Officers – Captains and Senior Engineers
• Junior Officers – Deck Officers / 1st, 2nd and 3rd Class Mates, 1st, 2nd, 3rd, 4th Class Engineers
Among Agents, key occupations include:
• Operations Manager
• Line Manager
• Boarding Agents
• Export documentation specialist
• Export / Import Traffic personnel
• Container Control Specialist
For off-shore positions, primary sources for recruitment include the UK, Australia, India and the Philippines. The latter is a major source of junior officers, as well as crew. The primary certification required is a Transport Canada Certificate of Competency, available for different tonnages of vessel and, for engineers, according to horsepower of the vessel. The Certificate of Competency is required for all captains, engineers, mates and deck officers. As noted sea service – time on ships – is required.
Among agents, boarding agents are in short supply. A primary source of supply for boarding agents are ex-crew members from ships. They are very familiar with off-shore operations and understand what supplies a ship needs, and they are familiar with administrative requirements while in port.
According to interview respondents, a number of marine schools have closed or reduced enrolments, reducing new local entrants into the system. A number of courses offered providing higher certifications require a minimum number of students, below which the courses are cancelled for economic reasons. According to interview respondents, many companies have reduced or eliminated entry level deck officer positions, making it difficult for new graduates to get sea time required by Transport Canada for the different levels of Certificate of Competency associated with different classes of experience and competence recognition.
Human resource strategies to address the coming skill shortages are:
• Company-provided computer-based training for skills enhancements
• Company-provided in-house training departments, but primarily available among only the largest global shippers
• Recruitment from other companies, typically offshore (i.e., the UK, Australia, India, the Philippines)
• Canadian Merchant Services Guild efforts with employers to establish cadet training positions (entry level positions for deck and engineering officers), and Guild efforts with WESTAC to introduce the marine sector into high schools as a career option
• Guild efforts with Transport Canada to ensure sea time and certification requirements that combined require from 3 to 15+ years to obtain, depending on class, do not make it increasingly difficult for local seafarers to obtain higher certifications as they progress in their career
• Emphasis among employers and unions to work together to create more flexibility with respect to seniority in view of the industry’s human resources needs and international competition
• Among agents, recruit ex-crew members who have immigrated to Canada, who are seeking shore-based marine work, and who have the relevant skills and experience for a boarding agent position. Necessary training can be provided.
Overview of Sector
Labour Market Conditions
There is no immediate shortage of captains, however the current mild shortage of junior officers is expected to become severe in the next ten years, and this will have at least two follow-on impacts: creation of a shortage in the recruitment pool for captains, as fewer junior officers (primarily mates) will be available for promotion to captain as an increasing number of captains retire; a supply shortage of off-shore personnel available to come on-shore in management positions. The current shortage of engineers is affecting both off-shore and on-shore operations and will make it increasingly difficult for shore-side operators to recruit from off-shore for technical positions.
Migration from off-shore positions to on-shore positions is the norm in the industry. Migration from on-shore to off-shore positions is less common and usually requires personnel to take entry level positions on vessels. Subsequently, sea time, training and passing of examinations is required for the Certificate of Competency requires of all junior and senior officers. In general, the promotion pool is from mates to captain and from junior engineer to senior engineer. Engineers do not become captains. The Guild anticipates that personnel able to obtain dual certification in both deck and engineering roles will be more flexible, however the current training and sea service requirements for deck and engineering personnel would appear to make dual certification exceedingly difficult for an individual to acquire.
There is a well defined but long and arduous process of intermediate steps for formal education and gaining of required credit courses, ancillary additional skills training and certifications (some of which must be sourced and completed by the candidate through third party training providers), oral and written testing, and formal qualification via the relevant Competency Certificate. Availability of required courses appears to be uncertain in some instances. Prominent providers of marine training have a number of courses under review, possibly due to uncertain demand.
As an example, for 4th class marine engineers, 36 months qualifying time including six months of sea time is needed and BCIT’s program is currently under review. For 3rd class, an additional 12 months of sea service is required prior to writing Transport Canada’s Engineering Knowledge examination at Transport Canada’s examination centre, 54 credits spanning 32 weeks of class time is required, and BCIT’s program is currently under review. For 2nd class, an additional 12 months of sea service is needed plus 39 credits and 104 weeks of class time is required. 1st class requires an additional 18 months of sea service, 92 credits spanning 31 weeks of class time, and BCIT’s program is currently under review. For many people entering the program, the complexity of the overall training and work experience requirements, combined with the shift between class time and sea service, and the uncertainty regarding the local availability of courses required, might seem daunting and logistically difficult to organize in an environment of very busy employers operating in a very competitive commercial environment.
Employers
Captains, Deck Officers / Mates and Engineers
All these roles are employed by deep sea shipping companies for off-shore, seagoing positions with vessels flagged in numerous ports globally. There is a degree of specialty among staff depending upon the class of cargo. Major classes of cargo include: (i) containers, which carry virtually any goods and are increasingly being used for forest products; (ii) break-bulk, which includes various commodities and products from primary industries; (iii) petroleum products; (iv) chemicals; (v) liquefied natural gas; (vi) automobiles; and many others. Operators of vessels for these cargoes are primary employers.
The Canadian Shipping Act Crewing Regulations contains specific requirements for ship crews. The requirements differ according to factors including the ship’s type (e.g., fishing vessel, passenger vessel, others), ship’s tonnage and power, the type of voyage (e.g., home-trade, inland, minor waters, others), type of cargo (e.g., chemicals, petroleum), and other characteristics.
Shore-Side Occupations
Operators of deep sea vessels have a number of shore-side departments, many of which are staffed by former seafarers. For one ship owner, main departments are the following:
Technical departments: Often staffed by engineers coming on-shore as vessel managers, responsible to oversee or arrange for the maintenance and repair of vessels.
Operations departments: Often staffed by engineers and captains coming on-shore, and responsible for compliance with marine regulations, local and international legislation, and other legal and regulatory matters.
Commercial departments: Providing a marketing and sales function, providing contract administration, and other related commercial functions. Commercial departments are not necessarily staffed with seafarers who have come on-shore, but sea-time and senior officer experience and related industry knowledge is advantageous.
Agent Occupations
Agents represent freighters, container and cruise ships. They order labour, tugs, pilots, lines, pay ships’ and cruise lines bills for port facilities and supplies on behalf of the ships’ owners, organize customs clearances and are involved in cargo forwarding.
Among the agents’ staff, the main potential shortage in future appears to be for boarding agents. A primary source of supply for boarding agents is ships’ crew. Agents would appear to fall under NOC 1236 – Customs, Ship and Other Brokers.
Key Occupations
|Occupation |Skills, Training and |Demographic Profile |Shortage |Human Resources Strategies |
| |Experience | | | |
| | | |Currently |3-5 Years |5-10 Years | |
|Captains (Masters) |Master’s Certificate |Average age between |None |Mild |Moderate |Inform school leavers |
| |Extensive sea time |50 and 60 years old | | | |Inform government about industry |
| |Extensive marine |Nearly, if not | | | |needs |
| |experience relating to |actually, 100% male | | | |Ensure adequate supply of mates |
| |vessel size and type, and | | | | |for future promotion |
| |cargo carried | | | | | |
|Deck Officers, and |Certificate of Competency |50% are between 50 |None |Mild |Mild |Inform school leavers |
|Mates (1st, 2nd, 3rd |and Service as Mate |and 60 years old | | | |Inform government about industry|
|Class) |Extensive sea time |100% male | | | |needs |
| | |Canadian | | | |Promote expansion of student |
| | | | | | |positions in schools, including |
| | | | | | |for upgrading courses |
| | | | | | |Promote creation of entry level |
| | | | | | |positions on ships for marine |
| | | | | | |graduates |
|Chief Engineers, and |Marine engineering |60% are between 50 |Moderate |Moderate |Severe |Inform school leavers |
|Engineers 1st, 2nd, |training |and 60 years old | | | |Inform government about about |
|3rd, 4th Class |Marine engineer | | | | |industry needs |
| |certificate of competency,| | | | |Promote more technical upgrade |
| |as 1st, 2nd, 3rd or 4th | | | | |courses and expansion of student |
| |Class engineer | | | | |positions in schools |
| |Extensive sea time | | | | | |
Occupations
Captains (Masters)
Deck Officers, Mates (1st, 2nd, 3rd Class)
Engineers (Chief, and 1st, 2nd, 3rd, 4th Class)
Occupational Profiles
Captains (Masters)
Captains’ duties include:
• Operate ships or self-propelled vessels to transport passengers and cargo on oceans and coastal and inland waters;
• Supervise duties of senior officers (chief engineer and first mate); and
• Take ultimate responsibility for meeting government, classification society and national and international marine regulations.
Captains are classified within NOC 2273 - Deck Officers, Water Transport Surveyors. They work for the Canadian Coast Guard, marine transportation companies, and federal government departments including the armed forces. The number of potential occupations captured at this NOC level is very high, with approximately 114 different titles.
Demographics
Demographic characteristics of captains include:
• Average age is between 50 and 60 years
• Nearly, if not actually, 100% male
• In the tow boat industry, mainly Caucasian and a large retirement wave expected in 5 years
Experience/Career Path
For captains of large, deep sea cargo vessels, the career path tends to be getting training at a marine college, gaining sea time initially as a junior officer (normally, as a mate or perhaps initially as a cadet), and rising through the ranks until a command is available. Sea service is required for formal certifications to be obtained. On-shore positions at owners and operators of deep sea vessels exist for captains coming on-shore. Captains may migrate into many other shore-based positions such as pilot, provided specific experience in coastal waters can be demonstrated and qualification requirements are met. A number of senior executives of local marine terminal operators and ports are ex-captains.
For captains of large, deep sea passenger ships such as cruise ships, the career route tends to be via passenger carriers and many captains of cruise ships are European.
Captains may also enter marine schools in teaching and senior administrative positions.
Education and Training Requirements and Gaps
Captains require marine training including time in simulators early in their career. These include bridge simulation, electronic chart and radio simulation (navigation and communications), and blind pilotage simulation (non-visual; navigation by instruments only). Internationally, competency is meant to be standardized, with the International Maritime Organization setting quality and experience requirements. The Canada Shipping Act contains detailed specifications regarding the crew complement and qualifications required. Captains in the industry now have had decades of operations experience aboard ship, and tend to be specialized according to ship size, purpose, type of cargo and other characteristics, often reflected as endorsements along with the Certificate of Competency.
Degree of Shortage
The market for captains is international. Currently, there is not a significant shortage of captains however a shortage is expected in the next decade due to a large number of retirements. The industry has expressed concern that a lack of entry level positions for junior officers (cadets, mates) will create a lack of candidates for senior deck officers and captain positions at the same time that shipping is increasing globally and captains are retiring.
BCIT’s marine campus estimates that the degree of shortage for captains is as follows:
• Currently, none
• 3-5 years, mild
• 5-10 years, moderate
The market is global, and these shortages are expected to be so as well. Additional junior officers particularly in the ranks of mates will be needed to replace them.
Human Resource Strategies
Strategies to remedy projected shortages include:
• Promoting marine careers and providing information to the public education system,
• Helping the Federal government to understand the industry, recognizing that there is a mismatch between expected retirements, the time required to obtain education and certification, and the capacity (both in size and economic resources) of marine training institutions to supply the number of personnel the industry will need in the coming years
• Ensuring an adequate supply of mates for future promotion
Deck Officers, Mates (1st, 2nd, 3rd Class)
Deck Officers are responsible for:
• Standing on alternate watch from the captain
• Supporting the captain in operation of the vessel if the captain is ill or injured
• Supervising and coordinating the activities of deck crews
• Inspecting the loading and unloading of cargo to ensure proper procedures, and supervise crew members during routine maintenance of the ship.
In smaller vessels there may be only one mate while on larger vessels several are required by regulation, and are normally ranked in seniority and experience as 1st mate, 2nd mate and 3rd mate.
Deck officers and mates fall under the NOC classification 2273 Deck Officers, Water Transport. As noted above, the NOC profile of this occupational group is quite broad.
Demographics
Demographic characteristics of deck officers and mates include:
• Approximately 50% expected to retire within 10 to 15 years
• Nearly 100% male
• Canadian or landed immigrant required for Certification
• 2,138 members of the Canadian Merchant Services Guild in Vancouver
Experience/Career Path
Deck officers rise through the ranks at sea, both with Canadian ship operators and foreign operators. Significant sea time is required for qualification, as is prior formal training from a marine educational institution. The career objective of a deck officer is to rise to captain. In order to migrate into on-shore management positions, deck officers must normally rise to senior officer ranks on-board ship. Regulations specify the crew requirements of vessels, and larger vessels require more crew. Larger shippers are primary targets for aspiring deck officers who have achieved training as a mate.
Education and Training Requirements and Gaps
Deck officers acquire training as a mate from an accredited marine training institution. The educational programs include bridge simulation, electronic chart and radio simulation, and blind pilotage simulation. They are aspiring captains, and have the same training and career path that captains do. As with captains, there is some specialized knowledge required of deck officers depending upon the type and size of vessel and type of cargo.
A barrier to aspiring deck officers is lack of entry level positions on deep sea ships. A requirement for more opportunities for career progression was mentioned during several interviews.
Degree of Shortage
Predicted shortages for deck officers are:
• Currently, none
• 3-5 years, mild
• 5-10 years, mild
Approximately 50% of current deck officers are expected to retire within the next 10 to 15 years. It should be emphasized that it is from these ranks that captains are promoted, and a large number of captains are expected to be retiring in 10 to 15 years. In the tow boat industry (tugs) the average age of captains is about 55 years.
Human Resources Strategies
Strategies to remedy projected shortages include:
• Raise awareness of marine careers at the high school level
• Inform government about industry needs
• Promote expansion of student positions in schools, including for upgrading courses
• Promote creation of entry level positions on ships for marine graduates
Engineers (Chief, and 1st, 2nd, 3rd, 4th Class)
Marine engineers are responsible for:
• Installation, operation and maintenance of machinery and equipment on ships and off-shore structures
• Ensuring engines, machinery, electrical, and environmental equipment (heating, ventilation, refrigeration, air conditioning) and cargo handling equipment operates properly
• Maintaining familiarity with diesel, steam and gas turbine engines
• Stand watch in engine rooms while at sea
As with deck officers, in smaller vessels there may be only one engineer while on larger vessels more are required and are normally ranked in seniority and experience as 1st to 4th Class.
Engineers fall under the NOC classification 2274 Engineer Officers, Water Transport. The NOC profile of this occupational group contains 61 occupational titles.
Demographics
Demographic characteristics of engineers include:
• Approximately 60% expected to retire within 10 to 15 years
• Nearly 100% male
• Canadian citizen or landed immigrant for Certification
• 1,040 members of the Canadian Merchant Services Guild in Vancouver
Experience/Career Path
Engineers have a similar career path as captains and deck officers in that they must rise through the ranks at sea, with a view to becoming chief engineer. Significant sea time is required for qualification, and extensive prior formal training from a marine educational institution is needed. In order to migrate into on-shore management positions, engineers must normally rise to the rank of chief engineer on board ship. On-shore positions include technical management roles at large vessel operators and roles as safety inspectors. Regulations specify the crew requirements of vessels, and larger vessels require more crew. Larger vessel operators are primary targets for aspiring engineers who have achieved mandated engineering and other ancillary training.
Education and Training Requirements and Gaps
Engineers acquire training, initially as 4th class engineer, from an accredited marine training institution. Within each class, certification is divided into steam, motor, and combined certification. There are extensive additional training requirements relating to basic safety, operation of survival craft, marine fire fighting, first aid, and others. Simulations include engine room simulation. As with captains and deck officers but perhaps moreso, there is specialized knowledge required of marine engineers depending upon the type and size of vessel, its power, and type of cargo. Newly constructed vessels require more electrical and electronic knowledge.
A barrier to aspiring marine engineers is a decrease in class sizes and course offered by a number of marine training institutions, including upgrading courses.
Degree of Shortage
Virtually all respondents indicated a current and potentially severe future shortage of marine engineers. Predicted shortages are:
• Currently, moderate
• 3-5 years, moderate
• 5-10 years, severe
Approximately 60% of current marine engineers are expected to retire within the next 10 to 15 years, with a large number of retirements in the intervening 3-5 year period and the 5-10 year period. It should be emphasized that it is from these ranks that chief engineers off-shore, and senior technical management in vessel and port operations on-shore, are drawn.
Human Resources Strategies
Strategies to remedy projected shortages include:
• Raise awareness of marine careers at the high school level
• Inform government about industry needs
• Promote expansion of student positions in marine schools, including for upgrading courses
Shortage Summary
As a part of our research, the Canadian Merchant Service Guild provided an estimate of the expected number of retirements for three key occupational groups that are active in the deep sea shipping sector, as follows:
|Occupation |Current Number of |Expected Retirements, 3 |Expected Retirements, 5 |Expected Retirements, 10|
| |Members |to 5 years |to 10 years |to 15 years |
|Deck Officers |2,138 |252 |380 |436 |
|Engineering Officers |1,040 |153 |217 |241 |
|Pilots |106 |27 |24 |28 |
|Totals |3,284 |432 |621 |705 |
|Retirements as % of Current | |13% |19% |21% |
|Members | | | | |
Of the total of 3,284 members represented, 13% are expected to retire in 3 to 5 years, a further 19% are expected to retire in 5 to 10 years, and a further 21% are expected to retire in 10 to 15 years. A combined 53% of the current membership is expected to retire in the next 10 to 15 years.
Summary of Human Resource Strategies
Perhaps the most important human resource strategy for the deep sea shipping sub sector of the marine industry is the need for increased industry awareness in schools. Despite the presence of marine industries all around us in the lower mainland, it occurs to very few students that careers are available to them in marine occupations.
If campaigns to increase awareness of marine occupations in schools are successful, a corresponding increase in the capacity of marine training institutions to take in, train, and graduate deck and engineering officers will be needed. The existing capacity (both economic and number of student positions that can be taught) may not be capable of delivering enough trained professionals to the industry in step with the timetable needed.
Among existing marine workers who need to upgrade their training, or are trying to obtain higher level certificates of competency, a degree of certainty and regularity regarding availability of training spots in marine training institutions would assist them, and should increase the number of trained workers, however some financial support may be needed until regular student numbers build sufficiently.
There is a need for government departments and regulators to have a more complete understanding of the expected rate of retirement among senior marine sector personnel.
Sector:
Ports
Table of Contents
Executive Summary 2
Overview of Sector 3
Labour Market Conditions 3
Employers 4
Key Occupations 5
Occupations 8
Occupational Profiles 8
Boat Masters 8
Carpenter 10
Coordinator 11
Director/Manager of Engineering and Maintenance 12
Drafting Technologists/Technicians 14
Electricians 15
Harbour Master/Marine Operations 17
Harbour Patrol Officers/ Patrol Staff 19
Painters 21
Plumber 22
Summary of Human Resource Strategies 25
Executive Summary
British Columbia’s ports have seen increasing business from multiple sectors over the last decade. Its ports have a number of strategic advantages in trade with Asia, the most obvious of which is proximity.
Key occupations include: boat masters, harbour masters, harbour patrol officers, casual boatmen and trades occupations.
For marine occupations, ports should actively participate in the human resource strategies of sectors from which they recruit, including coastal freight, coastal passenger and deep-sea ships. These human resource strategies include:
• In-house training and incentives to move to higher levels of certification;
• Educating school leavers on career opportunities within the marine sector;
• Improving public perception of marine careers; and
• Working with unions to deal with recruitment issues, barriers to hiring and retention of a quality workforce.
Overview of Sector
Labour Market Conditions
The number of ships going through British Columbia’s ports has steadily increased over the last ten years. The Cruise industry is flourishing and the amount of cargo these ports handle has increased significantly. The largest increase has been in containerized cargo, which has increased by several hundred percent over the past five years.
The current trucker’s strike has been threatening supply chains going through the Port of Vancouver, BC’s largest port, since late June. This most recent action has worsened the Port of Vancouver’s reputation regarding stability and reliability. It is one of a number of strikes and lockouts over the last decade. Other actions include tugboat operators (2004), the Grain Workers Union (2002), longshoremen (1999) and truckers (1999). While some of the business diverted from ports in Greater Vancouver has gone to other parts of the province, some business is also going outside BC. This is of particular concern on the cusp of increased trade with China.
Labour demand in the Ports sector is increasingly moving towards professional occupations, however not all of these are covered in this report as they are not all specifically marine related (e.g., Chartered Accountants). Another trend is increased security staff since 9/11.
Employers
The Port of Vancouver is the largest port in British Columbia. It handles more foreign exports than any other port in North America, a greater cargo volume than any other port on the West Coast, and more cargo and container throughput than any other port in Canada.
Prince Rupert’s port is growing steadily. It has many natural advantages, being the closest North American port to Shanghai, and having efficient rail access. It is expected to continue to grow, as trade with China and the rest of Asia expands.
Key Occupations
The occupations in the table below and the complete list in the following sections are marine and trades occupations from the operations side of the ports sector. It should be noted that while trades occupations do not all require marine experience specifically, they are nevertheless required by ports operators and other sectors of the economy are competing with marine industries for trades occupations.
|Occupation |Skills, Training and |Demographic Profile|Shortage |Human Resources Strategies |
| |Experience | | | |
| | | |Currently |3-5 Years |5-10 Years | |
|Boat Masters |Entry from Harbour |Average age above |None |None |None |HR departments will look at |
| |Patrol Staff (per |50 | | | |retention strategies to |
| |Collective Agreement) |Canadian | | | |ensure positions remain |
| | |Male | | | |filled. |
| | | | | | |Ports will ensure training |
| | | | | | |and development opportunities|
| | | | | | |for succeeding Harbour Patrol|
| | | | | | |Officers |
|Harbour Masters |Master Mariner |Average age above |None |None |None |HR departments will look at |
| |Certificate |50 | | | |retention strategies to |
| |Relevant experience |Canadian | | | |ensure positions remain |
| | |Predominately Male | | | |filled |
|Harbour Patrol Officers/|60-ton ticket |Average age around |None |None |None |HR departments will look at |
|Patrol Staff |Deep sea or inner |50 | | | |retention strategies to |
| |harbour experience |Canadian | | | |ensure positions remain |
| | |Male | | | |filled |
| | | | | | |Ports will ensure training |
| | | | | | |and development opportunities|
| | | | | | |for succeeding Casual Boat |
| | | | | | |Crews |
|Casual Boatman |60-ton ticket |Average age is low |None |Moderate |Severe |Assist the sectors from which|
| |Deep sea or inner |30’s | | | |ports recruit with their |
| |harbour experience |Canadian | | | |human resource strategies |
| | |Predominately Male | | | | |
|Trades (including |Relevant trades |Average age above |Mild |Moderate |Severe |Work with unions to deal with|
|carpenters, |certification (marine |50 | | | |recruitment issues, barriers |
|electricians, plumbers, |experience not required|Canadian or landed | | | |to hiring and retention of a |
|and painters) |for supervisory roles) |immigrant | | | |quality workforce |
| | |Mainly male | | | | |
Occupations
Boat Masters
Carpenter
Coordinator
Director/Manager of Engineering and Maintenance/Superintendent
Drafting Technologists/Technicians
Electricians
Harbour Master/Marine Operations
Painters
Harbour Patrol Officers/Patrol Staff
Plumber
Occupational Profiles
Boat Masters
The NOC classification for this occupation is 2273 Deck Officers, Water Transport. The profile is a general one for all types of deck officers.
Demographics
Calculations based on Statistics Canada 2001 Census show the average age for deck officers to be around 48 years old, with two thirds being between the ages of 45 and 65. As this occupation is a senior deck officer occupation, the average age is well above this average.
Demographic characteristics of this occupation include:
• Average age is between 50 and 60 years
• Nearly, if not actually, 100% male
• Canadian or landed immigrants
• Retirement wave expected in next 5 years
Experience/Career Path
After obtaining a Transport Canada Master, Limited Certificate (60-tons) and some deep sea and/or inner harbour experience, the usual point of entry to the Boatmaster position is through the on-call Boatman position and later posting into the permanent Harbour Patrol Officer position, based on seniority if qualified. A subsequent promotion would be awarded to the most senior Harbour Patrol Officer applicant.
Education and Training Requirements and Gaps
To become a boat master, a worker must have a 60-ton ticket from Transport Canada, and deep sea or inner harbour experience.
Degree of Shortage
The Port of Vancouver is expecting all five of their boat masters to retire within the next seven years. Other ports are expecting similar retirements within the next decade. Replacements are expected to come from the ranks of Harbour Patrol Officers and Casual Boatman positions. The feeder ranks are expected to experience the greatest shortage in the coming years. The on-call Boatman positions may be filled by persons coming from the tugboat sector or who have deep sea or coastal experience.
Predicted skill shortages in this occupation for this sector are as follows:
• Currently, none
• 3-5 years, none
• 5-10 years, none
Human Resources Strategies
Boat master positions tend to be filled from Harbour Patrol Officer positions. For human resource strategies for this occupation, see human resource strategies for Harbour Patrol Officers.
Carpenter
Carpenters construct, erect, install, maintain and repair structures and components of structures made of wood, wood substitutes and other materials.
The NOC classification for this occupation is 7271 Carpenters. The profile is suitably detailed.
Demographics
Demographic characteristics of this occupation include:
• Average age is between 50 and 60 years
• Nearly, if not actually, 100% male
• Canadian or landed immigrants
• Retirement wave expected in the next 5 years
Experience/Career Path
Having obtained journeyperson trade certification and with experience, a Carpenter with seniority may progress to the Foreman position which has supervisory responsibilities.
Education and Training Requirements and Gaps
Carpenters must complete a three to four year apprenticeship program.
Degree of Shortage
Predicted skill shortages in this occupation for this sector are as follows:
• Currently, moderate
• 3-5 years, moderate
• 5-10 years, severe
Human Resources Strategies
Human resource strategies for this occupation include:
• Working with unions on an ongoing basis to deal with any recruitment issues, or barriers to hiring and retention that may arise.
Coordinator
The NOC Classification for this occupation is 1215 Supervisors, Recording, Distributing and Scheduling Occupations. The profile is limited, but probably sufficient.
Demographics
There is no demographic information for this occupation.
Experience/Career Path
The occupation can be entering from high school.
Education and Training Requirements and Gaps
On-the-job training is provided.
Degree of Shortage
There is no anticipated shortage for this occupation.
Human Resources Strategies
There are no suggested human resource strategies for this occupation.
Director/Manager of Engineering and Maintenance
This occupation is responsible for engineering and maintenance operations in a port. This involves supervising engineering staff and trades people and requires professional accreditation, often as a civil or structural engineer.
The NOC classification for this occupation is 0721 Facility Operation and Maintenance Managers. The NOC profile is sufficiently detailed for this job title.
Demographics
There is no demographic information on this occupation.
Experience/Career Path
For ports where these duties are included in the harbour master position, see the harbour master profile below. Larger ports, such as the Vancouver Port Authority, have more specific requirements for this position.
Education and Training Requirements and Gaps
This occupation requires a university degree in civil or structural engineering and personnel must be a member, or be eligible to be a member, of the Association of Professional Engineers and Geoscientists of B.C.
Degree of Shortage
For ports where the duties of this occupation fall under the purview of the harbour master, please see the harbour master profile for shortages.
Predicted skill shortages in this occupation for this sector are as follows:
• Currently, none
• 3-5 years, mild
• 5-10 years, moderate
Human Resources Strategies
There are no suggested human resource strategies for this occupation.
Drafting Technologists/Technicians
Drafting technologists and technicians prepare engineering designs, drawings and related technical information, in support of civil or structural engineers, or they may work independently.
Their NOC classification is 2253 Drafting Technologists and Technicians. The NOC profile is fairly comprehensive, despite not mentioning marine specialties.
Demographics
There is no demographic information for this occupation.
Experience/Career Path
After completing education in engineering drafting and design technology, drafting technologists and technicians can enter the occupation.
It is possible for drafting technologists to move into engineering positions by taking additional coursework and becoming professionally qualified engineers.
Education and Training Requirements and Gaps
Completion of a college or technical institute program is required for this profession.
Degree of Shortage
The degree of shortage for drafting technologists and technicians is:
• Currently, mild
• 3-5 years, mild-moderate
• 5-10 years, moderate
Human Resources Strategies
Since, in this occupation, employers are competing with non-marine sectors, which are not anticipating significant shortages, employers must inform prospective employers about marine industry opportunities.
Human resource strategies include:
• Educating school leavers on the opportunities in this sector; and
• Improving the industry’s image, improving perception of marine careers.
Electricians
Electricians install, maintain, test, troubleshoot and repair electrical equipment and infrastructure for port facilities and terminals.
The NOC classification for this occupation is 7242 Industrial Electricians.
Demographics
Demographic characteristics of this occupation include:
• Average age is between 50 and 60 years
• Nearly, if not actually, 100% male
• Canadian or landed immigrants
• Retirement wave expected in next 5 years
Experience/Career Path
With experience and having attained journeyperson trade certification and with experience, an electrician with seniority may progress to a Foreman position which has supervisory responsibilities.
Education and Training Requirements and Gaps
Trade certification for electricians is compulsory in British Columbia. Electricians will have completed a four to five year apprenticeship program.
Degree of Shortage
Predicted skill shortages in this occupation for this sector are as follows:
• Currently, moderate
• 3-5 years, moderate
• 5-10 years, severe
Human Resources Strategies
The marine industry is competing with many other industries in the hiring of electricians. These industries are also projecting skill shortages in trades occupations.
Human resource strategies for this occupation include:
• Working with unions in future to deal with recruitment issues and barriers to hiring and retention, if any.
Harbour Master/Marine Operations
Harbour masters are responsible for the management, control and operation of their harbour. They must maintain a safe port, ensure that statutory, regulatory and conservancy duties are carried out, enforce harbour bylaws and regulations, levy rates and charges, manage port emergencies, the port environment, financial resources, port facilities, harbour employees and ensure compliance with safety and other relevant legislation.
Their NOC classification is 0721 Facility Operation and Maintenance Managers. The NOC profile is general, and does not include any of the training requirements or career paths relating to this occupation.
Demographics
Calculations based on Statistics Canada 2001 Census show the average age for deck officers to be around 48 years old, with two thirds being between the ages of 45 and 65. As this occupation is a senior deck officer occupation, the average age is well above this average.
Demographic characteristics of this occupation include:
• Average age is between 50 and 60 years
• Nearly, if not actually, 100% male
• Canadian or landed immigrants
Experience/Career Path
The career path to becoming a harbour master will typically include graduation from a marine institute, and deep-sea experience, in order to ascend to the certification level of master mariner.
Education and Training Requirements and Gaps
Harbour masters will typically have a Master Mariner Certificate from Transport Canada.
Degree of Shortage
This position is a very difficult one to fill, and involves a long recruitment process. Demand for this position is sporadic as there are few harbour master positions in the country.
Predicted skill shortages in this occupation are as follows:
• Currently, none
• 3-5 years, moderate
• 5-10 years, severe
Human Resources Strategies
Since the ports sector only hires marine certified staff at the master mariner or 60-ton ticket level, it is difficult to suggest human resource actions that can be taken by employers in this sector. There is no real capacity to grow skilled workers from within. Supply of harbour masters is largely dependent on the certificate development strategies of other sectors in the marine industry. With this in mind, Port employers should endeavor to find ways to participate and assist in pursuing these strategies.
Those strategies include:
• In-house training and incentives to move to higher levels of certification;
• Educating school leavers on career opportunities within the marine sector; and
• Improving public perception of marine careers.
Harbour Patrol Officers/ Patrol Staff
The NOC classification for this occupation is 2273 Deck Officers, Water Transport. The profile is a general one for all types of deck officers.
Demographics
Calculations based on Statistics Canada 2001 Census show the average age for deck officers to be around 48 years old, with two thirds being between the ages of 45 and 65.
Demographic characteristics of this occupation include:
• Average age is around 48 to 50 years
• Nearly, if not actually, 100% male
• Canadian or landed immigrants
• Retirement wave expected in next 5 years
Experience/Career Path
After obtaining a degree from a recognized marine institute, the typical career path for this occupation is to get some deep-sea experience, in order to get sufficient hours for certificate development.
This occupation often leads to boat master positions.
Education and Training Requirements and Gaps
To become a harbour patrol officer, a worker must have a 60-ton ticket from Transport Canada, and deep sea or inner harbour experience.
Degree of Shortage
The Port of Vancouver is expecting two of five of harbour patrol officers to retire within the next seven years. Other ports are expecting similar retirements within the next decade.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, none
• 3-5 years, moderate
• 5-10 years, severe
Human Resources Strategies
For occupations like this one, where port employers draw on skilled senior ranks of these sectors for its human resources, it is important for players in this sector find ways to participate and assist in the development and implementation of human resource strategies of other sectors, since it.
Painters
Painters in this sector tend and operate machines or use brushes and spray equipment to apply paint, or other non-metallic protective and decorative coatings to surfaces of various products.
The NOC classification for this occupation is 9496 Painters and Coaters – Industrial. The detail of the profile is sufficient.
Demographics
Demographic characteristics of this occupation include:
• Average age is between 50 and 60 years
• Nearly, if not actually, 100% male
• Canadian or landed immigrants
• Retirement wave expected in next 5 years
Experience/Career Path
Marine experience can lead to supervisory duties.
Education and Training Requirements and Gaps
On-the-job training is necessary.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, severe
Human Resources Strategies
Again, marine employers must compete with non-marine employers who are also predicting shortages for this occupation.
Human resource strategies for this occupation include:
• Aggressively pursuing apprentices;
• Working with unions to deal with recruitment issues, barriers to hiring and retention of a quality workforce; and
• Developing methods through which apprentices and junior trades people can amass sufficient work hours and varied skill sets.
Plumber
Plumbers install, repair and maintain pipes, fixtures and other plumbing equipment.
The NOC classification is 7251 Plumbers. The profile is fairly detailed and comprehensive.
Demographics
Demographic characteristics of this occupation include:
• Average age is between 50 and 60 years
• Nearly, if not actually, 100% male
• Canadian or landed immigrants
• Retirement wave expected in next 5 years
Experience/Career Path
With marine sector experience, and a journeyperson trade certification, promotion to supervisory positions is possible.
Education and Training Requirements and Gaps
Trade certification is compulsory for this trade. This means a four to five year apprenticeship program must be completed to enter the profession.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, moderate
• 3-5 years, moderate
• 5-10 years, severe
Human Resources Strategies
Again, marine employers must compete with non-marine employers who are also predicting shortages for this occupation.
Human resource strategies for this occupation include:
• Aggressively pursuing apprentices;
• Working with unions to deal with recruitment issues, barriers to hiring and retention of a quality workforce; and
• Developing methods through which apprentices and junior trades people can amass sufficient work hours and varied skill sets.
Summary of Human Resource Strategies
There are two major groups of occupations in this sector for which human resource strategies are required. For trades occupations competing with non-marine employers, the strategies include:
• Aggressively pursuing apprentices;
• Working with unions to deal with recruitment issues, barriers to hiring and retention of a quality workforce; and
• Developing methods through which apprentices and junior trades people can amass sufficient work hours and varied skill sets.
For marine occupations, Ports should actively participate in the human resource strategies of sectors from which they recruit, including coastal freight, coastal passenger and deep-sea ships. These human resource strategies include:
• In-house training and incentives to move to higher levels of certification;
• Educating school leavers on career opportunities within the marine sector;
• Improving public perception of marine careers; and
• Working with unions to deal with recruitment issues, barriers to hiring and retention of a quality workforce in trades occupations.
The Vancouver Port Authority, as the largest and most centrally located Port Authority in BC does not expect to experience the same shortages foreseen by other ports in the province. While the VPA finds Harbour Master positions as difficult to fill as other ports, they do not have the same concerns with trades and junior occupations.
Sector:
Stevedores and Terminal Operators
Table of Contents
Executive Summary 2
Overview of Sector 4
Labour Market Conditions 4
Employers 5
Key Occupations 6
Occupations 9
Occupational Profiles 9
Accountants 9
Billing Coordinator 10
Business Application Support 10
Customer Service Representative 10
Foremen (Head and Hatch Foremen) 11
Health and Safety Officers 13
Inventory Representatives 13
Longshore Workers 13
Mechanics (Heavy Duty) 15
Network and Terminal Support Staff (information systems) 18
Rail Planners 18
Yard Planners 19
Rubber Tyred Gantry Operators 20
Ship (or Vessel) Planners 21
Senior Operations Managers 22
Superintendents 24
Operations Assistant 28
Stevedoring Managers 29
Terminal Managers 31
Cargo Coordinators 32
Trades 34
Summary of Human Resource Strategies 36
Executive Summary
These sectors of the marine industry are at the heart of the industry. They are the primary logistical managers and movers of freight of all types between ships, railways, and trucks. There has been an enormous increase in the amount of freight moving through B.C. in recent years and it has been straining the capacity of these sectors. Expansion projects are currently in planning stages or are under construction at numerous sites and include expansion projects for ports and railways, and plans to expand ground transportation routes particularly around the Fraser River. An expansion project for a new container handling facility is currently underway in Prince Rupert also.
In order to rise to senior operational roles including superintendents and foremen, many years of experience are normally required in longshore occupations. Knowledge and experience in logistics is essential. These sectors are heavy users of trades people, who are in demand in other sectors including construction and oil and gas industries, in various projects relating to the 2010 Olympic Games, the TransLink RAV line, the convention centre in Coal Harbour, and others. Senior operations managers including superintendents and foremen are rapidly approaching retirement.
Human resource strategies to address skill shortages in the professions listed above are:
• Aggressively pursuing apprenticeships, to develop some backfill for retiring workers;
• In-house and third party training and re-training programs, including cross-training for different occupations and transport modes, computer training, and training in the use of new operational support software;
• Working with unions to deal with recruitment issues, barriers to hiring and retention of quality workforce;
• Working with unions to make provisions for people wanting to pursue trades apprenticeships who have already completed a technical degree; and
• Informing school leavers about the opportunities in this and other sectors of the marine industry, and in trades occupations.
Interview responses indicated a desire for more transport and logistics, and marine training to be available from post-secondary institutions, and a need for enhancement of ‘people skills’.
Overview of Sector
Labour Market Conditions
A number of interviewees indicated that worker levels are static, despite the strong growth in cargo passing through BC. In general, workers must rise up through the ranks in longshore and stevedoring occupations, with a view to moving into foremen, superintendent and operations manager roles.
During the process, a substantial amount of time is required to migrate from casual longshore work assignments dispatched daily to work sites, and more permanent full time employment.
Among foremen, some pay differentials have emerged between day shift and night shift in order to attract them onto the night shift, resulting in the need to increase pay during the day shift to attract them back. In some instances this has resulted in foremen earning more than superintendents, making it difficult to promote foremen into superintendent positions. Pay differentials also exist geographically, between locations in Vancouver and locations on Vancouver Island, with the former offering higher pay due to cost of living differences.
There is likely to be a degree of shift in skills required in these occupations. There is an increasing requirement for computer skills due to increasing use of technology, such as software-based container management. In addition, an increasing requirement for logistics and marine transportation program graduates from BCIT, UBC and other educational institutions is a common theme. Also, the shift in transportation modes from barges and break bulk shipments to containers is creating a need for additional training.
As is the case among senior officers in off-shore positions on vessels, there will be a need to train and recruit workers able to replace retirements of senior operational staff that is expected in the coming 10 to 15 years.
Employers
Employers in this sector are primarily large, integrated companies specializing in terminal and dock-side operations, logistics, and inter-modal movement of goods between ships, trucks and railways. Employers include Westcan Terminals and Westcan Stevedoring (primarily forest products on Vancouver Island), TSI Terminal Systems (Vancouver Terminal, Delta Port Terminal, Canada Place and Valentine Terminals), P&O Ports, Western Stevedoring, and many others. The BC Maritime Employers Association lists 44 ship owner members, 22 direct employer members, and one associate member.
Key Occupations
A wide variety of administrative and support occupations exist in this sector. Key occupations include experienced operational personnel in stevedoring and terminal operations. Key occupations mentioned with looming shortages include ship planners, senior operations managers, foremen, superintendents, and trades of various types. Shortages among senior operations personnel will be due to a wave of retirements expected in future. Shortages among trades are due to competition with other industries for trades people, including construction and oil and gas, and competition with infrastructure projects. Oil and gas industries appear to be facing their own wave of upcoming retirements.
Senior operational personnel have higher levels of education and/or experience in their respective areas than younger workers do, and there is considerable concern in the industry that as foremen and superintendents retire, there will be an insufficient pool of sufficiently experienced candidates for promotion into these more senior roles.
The occupations listed below are representative of the sector but focus on key occupations in which it is becoming more difficult to find workers with enough experience and/or large scale retirements are expected within the next 10 to 15 years among foremen and superintendents.
|Occupation |Skills, Training and |Demographic Profile|Shortage |Human Resources Strategies |
| |Experience | | | |
| | | |Currently |3-5 Years |5-10 Years | |
|Operations Managers |Increasingly, computer |Similar to |Mild |Moderate |Severe |More educational institutions|
| |skills |superintendents and| | | |offering logistics and marine|
| |Increasingly, education|foremen | | | |transport training |
| |in engineering, |Male | | | |Courses or specialization in |
| |transportation, |Canadian | | | |terminal operations and |
| |logistics | | | | |stevedoring |
| |Years of experience | | | | |Company succession planning |
| |dock-side | | | | | |
|Superintendents and |Secondary school |Average age 56, but|Mild |Moderate |Severe |Ensure superintendent salary |
|Foremen |Dock-side equipment |bimodal (some in | | | |is not exceeded by foremen |
| |experience |their 40s and | | | |Make unions more accountable |
| |Years of operational |others in their 60s| | | |for recruitment issues, |
| |and administrative |or 70s) | | | |barriers to hiring and |
| |experience in freight |Male | | | |retention of qualified, |
| |traffic |Canadian | | | |suitable workforce |
| | | | | | |Company succession planning |
|Trades |Completion of |Average age unknown|Moderate |Moderate |Severe |Advanced credit in |
| |apprenticeship programs|Male | | | |apprenticeship programs for |
| | |Canadian | | | |previous technical training |
| | | | | | |Accelerated training programs|
| | | | | | |and apprenticeships in marine|
| | | | | | |sector |
Occupations
Accountants
Billing Coordinators
Business Application Support
Cargo Coordinators
Customer Service Representatives
Foremen (Head and Hatch Foremen)
Health and Safety Officers
Inventory Representatives
Longshore Workers
Mechanics (Heavy Duty)
Network and Terminal Support Staff
Operations Assistants
Rail Planners
Rubber Tired Gantry Operators
Senior Operations Managers
Ship Planners
Stevedoring Managers
Superintendents
Terminal Managers
Trades
Yard Planners
Occupational Profiles
Accountants
Standard training requirements as administered by professional associations (CA, CGA, CMA).
No respondent indicated a shortage of accountants.
Billing Coordinator
No information available. The respondent did not mention a shortage of billing coordinators.
Business Application Support
This is a generic description rather than a formal title. Business application support personnel support company computer applications. They have IT training in technologist and engineering programs, and often specialized training provided by system suppliers.
The respondent did not mention a shortage of business application support personnel.
Customer Service Representative
This occupation falls in NOC 6434 Ticket Agents, Cargo Service Representatives and Related Clerks (Except Airline). Cargo service representatives in this unit group perform some or all of the following duties:
• Quote fare and rates for cargo shipment
• Compute shipment costs including charges for services and insurance using rate tables and schedules and prepare and maintain shipping and other documents
• Check in passenger baggage and sort for loading by baggage handlers or may load baggage directly into buses, railway cars or cruise ships
• Trace lost or misdirected passenger baggage or cargo shipment.
Demographic information is unknown. The respondent did not mention a shortage of customer service representatives.
Foremen (Head and Hatch Foremen)
Foremen are included in NOC 7217 Contractors and Supervisors, Heavy Construction Equipment Crews. This unit group includes excavating, grading, paving, drilling and blasting contractors who own and operate their own business. This unit group also includes supervisors who supervise and co-ordinate the activities of workers classified in the following unit groups: Crane Operators (7371), Drillers and Blasters - Surface Mining, Quarrying and Construction (7372), Heavy Equipment Operators (Except Crane) (7421), Longshore Workers (7451), Material Handlers (7452), Public Works Maintenance Equipment Operators (7422), Railway Track Maintenance Workers (7432) and Water Well Drillers (7373). They are employed in a wide range of establishments; places of employment are indicated in the above unit group descriptions. The classification is quite detailed, containing 166 occupational titles.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 56 years,
• Male,
• Canadian.
Experience/Career Path
Completion of secondary school is usually required. After completing high school, entrants typically need to rise through the ranks of longshore occupations, operate equipment, and may need to complete industry courses. With experience, foremen progress to superintendent positions. Specific dock-side experience is desirable and required before progression to supervisory positions.
Education and Training Requirements and Gaps
High school completion is normally required. Increasingly, computer and software training is needed for support systems introduced into the industry. The primary gap that exists is the depth of knowledge and experience of current foremen in comparison with the longshore workers available to replace foremen as they retire.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, Mild
• 3-5 years, Moderate
• 5-10 years, Severe
Human Resource Strategies
Ensure superintendent salary is not exceeded by foremen
Make unions more accountable for recruitment issues, barriers to hiring and retention of qualified, suitable workforce
Company succession planning
Health and Safety Officers
The health and safety officer or manager is responsible for maintaining health, safety and environmental standards. There are a number of possible NOC classifications concerning health and safety roles. Based on NOC descriptions and profiles, this occupation may fall within 0112 Human Resources Managers (health and safety coordinator) or within 2263 Inspectors in Public and Environmental Health and Occupational Health and Safety.
Demographic information is unknown. The respondent did not mention a shortage of health and safety officers.
Inventory Representatives
Inventory representatives are responsible for ensuring that all import containers are accounted for. The occupational title Inventory Representatives does not appear in NOC classifications.
Demographic information is unknown. The respondent did not mention a shortage of customer service representatives.
Longshore Workers
Longshore workers transfer cargo throughout dock area and onto and from ships and other vessels. They are employed by marine cargo handling companies, shipping agencies and shipping lines.
Longshore workers appear in NOC 7451 Longshore Workers. Example titles include dockworker, longshoreman/woman, ship loader operator, stevedore, and tanker loader. This NOC classification contains 17 example occupational titles.
Demographics
Demographic characteristics of this occupation in BC include:
• A wide range of ages, from recent school leavers to people nearing retirement
• Predominately Male, but with some Females
• Primarily local Canadians.
Experience/Career Path
This occupation is the starting point for most foremen and superintendents. The career path typically begins with casual employment dispatched out of union halls on a daily basis. An increase in regular work, gaining entry to the union, and ultimately a senior position, can be gained only through perseverance and many years of time served. Depth of industry experience and time served is required to obtain more senior positions.
Education and Training Requirements and Gaps
Completion of high school is normally required. Training on the job is contained in collective agreements. BCMEA has basic competency tests for longshore workers including literacy and numeracy.
Degree of Shortage
Regarding occupational skills shortages in the future, some respondents indicated a great difficulty in the 3 to 5 year period because of a lack of interest in the occupation and a low skill and experience level among potential employees.
Another respondent indicated a sufficient entry pool of casual workers and a tendency for workers to remain in the occupation once more regular employment is obtained, however reflected difficulty promoting people to more senior positions due to insufficient experience and interest in promotion among some candidates.
Human Resource Strategies
The current ranks of personnel in this occupation are the primary pool from which to draw for more senior positions to be filled as foremen and superintendents retire.
• Work with Unions to identify candidates for further career progress and future management potential, and emphasize opportunities for relevant training and experience accordingly.
Mechanics (Heavy Duty)
Heavy-duty equipment mechanics work in a wide range of industries including transportation. They check heavy equipment for proper performance, and inspect equipment to detect faults and malfunctions. They diagnose faults using computerized and other testing equipment to determine extent of repair required. They adjust equipment, repair or replace defective parts, test equipment for proper performance against manufacturers specifications, and perform a variety of preventative and corrective maintenance. Heady duty mechanics appear in NOC 7312 Heavy Duty Equipment Mechanics. The NOC is very broad and contains 79 occupational titles.
Demographics
Certified heavy duty mechanics tend to be male. Apprenticeship requirements mean few are young.
Experience/Career Path
Following high school, an apprenticeship is required, and normally obtained within a company that owns or operates heavy duty equipment. Marine experience is usually preferred given the unique nature of the equipment used.
Supervisory positions are possible with experience however these positions exist only at larger facilities. Some smaller facilities that are otherwise important terminal and stevedore operations in BC (e.g., in Nanaimo) can not sustain full time mechanics on site, obtain them when needed on an on-call basis, and do not participate in apprenticeship programs due to intermittent requirements.
Education and Training Requirements and Gaps
Completion of secondary school is usually required. Completion of a three- to five-year apprenticeship program, or a combination of over four years of work experience in the trade and some high school, college or industry courses in heavy equipment repair is usually required to be eligible for trade certification. Trade certification is compulsory in Quebec and Alberta and available, but voluntary, in all other provinces and territories. An interprovincial trade certification (Red Seal) is also available to qualified heavy-duty equipment technicians.
Degree of Shortage
Availability of heavy duty mechanics depends on the size of the operation. Smaller terminal operators occasionally have difficulty getting mechanics when needed because they may not be on full time staff due to intermittent needs for their services. Larger operations are able to hire and keep mechanics on staff and participate in apprenticeship programs. Due to the unique nature of terminal equipment mechanics have a tendency to specialize. However, as is the case with many qualified trades, there is competition from current and upcoming infrastructure projects and from other industries such as oil and gas.
Human Resource Strategies
No human resource strategies were mentioned by respondents.
Network and Terminal Support Staff (information systems)
Network and terminal support staff are responsible for supporting terminal information systems. There is a wide range of IT, software, and other technical skills required, some of which are specific to system vendor platforms. This is a generic description and contains many NOC classifications.
IT workers tend to be young. The respondent did not mention a shortage of network and terminal support staff in information systems.
Rail Planners
Rail planners (or coordinators) plan how containers should be moved on railways once landed in port or offloaded after arrival in port from railways. No NOC description for rail planners was found. NOC 2275 Railway Traffic Controllers and Marine Traffic Controllers appears to be closest, however is not a particularly good match. The description of the NOC occupation is as follows:
Railway traffic controllers coordinate passenger and freight train traffic on railways. They are employed by rail transport companies. Marine traffic regulators monitor and regulate coastal and inland marine traffic within assigned waterways. They are employed by port, harbour, canal and lock authorities and by the Canadian Coast Guard.
Demographics
Demographic information is unknown.
Education and Training Requirements and Gaps
A background in railway operations is advantageous, if direct marine experience is not available. It is likely that several years of union membership is required.
Degree of Shortage
The respondent did not mention a shortage of rail planners.
Human Resource Strategies
No human resource strategies were mentioned by respondents.
.
Yard Planners
Yard planners (or coordinators) plan how containers should be stored at terminal facilities in the intermediate inter-modal period of transport. No NOC description for yard planners was found. Transpocity.ca refers to the occupations Yard Checker and Head Checker with similar responsibilities, adding the following duties:
• Assisting the head checker with the supervision of loading and unloading of containers at the terminal
• Preparing detailed load plans for Dock Gantry Crane Operators
• Assisting vessel planners (Ship Planners) with loading and unloading instructions
• Supervising Rubber Tyred Gantry Operators load and unload containers
• Keeping track of and communicating all container locations
Demographics
Demographic information is unknown.
Education and Training Requirements and Gaps
Training is provided on the job. The occupation requires 2 to 6 years of union membership.
Degree of Shortage
The respondent did not mention a shortage of yard planners.
Human Resource Strategies
No human resource strategies were mentioned by respondents.
.
Rubber Tyred Gantry Operators
Rubber Tyred Gantry Crane operators operate cranes or draglines to load and unload containers at marine terminals. Duties include moving and positioning containers from trucks unloading at the container yard as well as trucks picking containers up from the yard. This occupation is captured in NOC 7371 Crane Operators. This NOC is quite broad, containing 54 occupational titles. This NOC also captures dock gantry crane operators.
Demographics
Demographic information is unknown however Transpocity information indicates 2 to 6 years of union service is required to obtain a position as a rubber tyred gantry operator and 10 to 15 years of union service is required to obtain a position as a dock gantry crane operator. Consequently the average age of crane operators in general could be at least 40 years.
Education and Training Requirements and Gaps
Training is provided on the job.
Degree of Shortage
The respondent did not mention a shortage of rubber tyred gantry operators.
Ship (or Vessel) Planners
Ship planners plan how containers move on ships. No NOC description for ship (or vessel) planners was found.
Demographics
Demographic information is unknown.
Education and Training Requirements and Gaps
Given the foregoing descriptions or yard and rail planners, it is possible that training is provided on the job and years of union service are required.
Degree of Shortage
A respondent cited a shortage of ship planners.
Human Resource Strategies
Former sea-going crew may be a source of supply for ship planners.
Senior Operations Managers
Given the unique nature of terminal and stevedoring operations, there is heavy emphasis on extensive work experience for management roles. Consequently there is some overlap between the career routes taken to senior operations manager positions. The two routes are: (i) university education in relevant specialties (including transportation and logistics) and extensive work experience, and (ii) extensive work experience in the ranks, rising from entry level longshoring and stevedoring positions to foreman and superintendent ranks. For senior operations managers in this section, we focus on the NOC classification 0721 Facility Operation and Maintenance Managers.
Facility operation managers plan, organize, direct, control and evaluate the operations of commercial, transportation (and recreational) facilities. Facility operation managers are employed by a wide range of establishments including harbours.
Demographics
Demographic characteristics of this occupation in BC include:
• Similarity to that for Superintendents
• Predominately Male, but with some Females depending upon functions
• Typically, Canadian. Some senior managers have been drawn from the US and overseas.
Experience/Career Path
Typically, have extensive experience in the marine sector for key operational roles. Former sea-going officers are primary sources of supply.
Education and Training Requirements and Gaps
Completion of a college or university program in business administration or in a discipline related to terminal operations is required. Alternatively, a combination or related functional training and several years, at least, of experience in the relevant functional roles. Supervisory experience is required.
Degree of Shortage
Predicted skill shortages for managers are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
Emphasis on ship-side officers will not solve the supply problem in future since they are expected to retire at a similar rate to senior operations managers.
• More educational institutions offering logistics and marine transport training and larger student intake
• Courses or specialization in terminal operations and stevedoring
• Company succession planning
Superintendents
Superintendents are among the senior operational executive of terminal operations. Marine Superintendents are captured in NOC 0713 Transportation Managers and can be grouped into two broad categories: Transportation managers, operations and Transportation managers, freight traffic.
Other relevant classifications include Airport managers, harbour masters and other managers of transportation facilities (in 0721 Facility Operation and Maintenance Managers, and Senior transportation managers (in 0016 Senior Managers - Goods Production, Utilities, Transportation and Construction).
Given that marine superintendents are specifically mentioned in NOC 0713 Transportation Managers, the following focuses on information contained in this NOC description.
Transportation managers in operations are responsible to:
• Plan, organize, direct, control and evaluate the operations of a transportation company
• Set operations policies and standards, including determination of safety procedures for the handling of dangerous goods, and ensure compliance with transport regulations
• Oversee dispatch of vehicles and vessels
• Control the company or departmental budget, including acquisitions (in the absence of a senior financial executive)
• Monitor company's or department's performance, prepare reports for senior management, and plan for changes to schedules and policies
• Recruit personnel and oversee their training.
Transportation managers specializing in freight traffic are responsible to:
• Plan, organize, direct, control and evaluate companies or departments responsible for coordinating, arranging and monitoring the transportation and movement of goods
• Arrange for shipping documentation and oversee the scheduling and dispatching of goods and the tracking and tracing of goods in transit
• Set performance goals, oversee the setting of transportation service rates and monitor revenue
• Develop plans and procedures for the transportation and storage of goods
• Negotiate with carriers, warehouse operators and insurance company representatives for services and preferential rates
• Control the departmental budget
• Recruit personnel and oversee their training.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 56, but bimodal (some in their 40s and others in their 60s or 70s)
• Male
• Typically, Canadian but occasionally drawn from other countries
Experience/Career Path
Traditionally, marine superintendents have normally risen through the longshoring and stevedoring ranks.
Education and Training Requirements and Gaps
For Transportations managers, operations, a bachelor's degree in business administration or engineering is usually required, along with years of experience in transportation operations including supervisory experience. Extensive experience as a supervisor and operator in a particular transport mode, such as a pilot, captain (or master), or marine engineer may substitute for formal education. Attendant formal certification or ticket is usually required if the foregoing professional experience has been the route to the position.
For Transportation managers, freight traffic completion of secondary school is required, and a college diploma or university degree in business or transportation administration may be required. Years of clerical, operational or administrative experience related to freight traffic are required.
The industry is finding two primary difficulties with respect to superintendents:
• The knowledge and experience (and some indicate motivation) of senior longshore personnel to take superintendent positions is not as extensive as required; and
• Pay differentials have emerged between foremen and superintendents that make the former unwilling to seek or accept promotions to the latter.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
Emphasis on ship-side officers will not solve the supply problem in future since they are expected to retire at a similar rate to superintendents.
• Ensure superintendent salary is not exceeded by foremen
• Make unions more accountable for recruitment issues, barriers to hiring and retention of qualified, suitable workforce
• Company succession planning.
Operations Assistant
Operations assistants are managers, foremen and superintendents in training. They typically have several years of transport and logistics experience, and formal education from a marine program, or transportation and logistics program at a college, university or institute of technology (including BCIT and SAIT). Several terminal operators have recently recruited new operations assistants. No NOC classification was found. The closest match may be the occupation Supervisors of Material Handlers in NOC 7217 Contractors and Supervisors, Heavy Construction Equipment Crews.
Apart from excavating, grading, paving, drilling and blasting contractors who own and operate their own business, this unit includes supervisors who supervise and co-ordinate the activities of workers classified in, among others, Longshore Workers (7451) and Material Handlers (7452).
Demographics
Demographic characteristics of this occupation in BC include:
• Younger in age, circa 20s (if recent graduate of a transportation and logistics program),
• Male
• Canadian
Experience/Career Path
Shore-side marine experience is meant to lead to supervisory duties.
Education and Training Requirements and Gaps
Increasingly, college or technical training institute program in transportation and logistics. On-the-job training is necessary.
Degree of Shortage
Predicted skill shortages in this occupation are difficult to determine and recruiting has been visible in public media during the past few years.
Human Resource Strategies
Strategies include recruiting from technical institutes, and may be augmented through company sponsoring employees to gain required class time.
Stevedoring Managers
Stevedoring companies contract for the supply of labour (longshoremen), equipment and direction for the handling of cargo and the loading and unloading of ships in port. Stevedoring managers refers to managers in stevedoring companies. Stevedores are involved in the loading and unloading of cargo on the ship, while longshore workers are involved in the loading and unloading of the cargo on the shore side. Apart from this distinction, there is no material difference between a stevedore and a longshore worker. No NOC category for this occupation was found. The closest match may be the occupation Supervisors of Material Handlers in NOC 7217 Contractors and Supervisors, Heavy Construction Equipment Crews.
Apart from excavating, grading, paving, drilling and blasting contractors who own and operate their own business, this unit includes supervisors who supervise and co-ordinate the activities of workers classified in, among others, Longshore Workers (7451) and Material Handlers (7452).
Demographics
Demographics of this occupation is uncertain, but based on figures provided by one respondent the average age is 45, individuals are predominately male, and Canadian.
Experience/Career Path
Many years of experience as a longshore worker or stevedore, followed by increasing supervisory duties and moving from the dock to the office. Some stevedoring managers are former seafarers.
Education and Training Requirements and Gaps
Completion of secondary school is usually required, followed by years of experience in the occupation being supervised. A journeyman/woman trade certification in a relevant trade may be required.
Degree of Shortage
No shortage mentioned by respondents.
Human Resource Strategies
No human resource strategies were mentioned by respondents.
Terminal Managers
Terminal Managers manage terminal administration, and/or operations, depending upon the nature of a specific terminal’s business. Scope of responsibilities depends upon the size of the terminal operation. In smaller terminals that focus on forest products, for example, the terminal manager will have administrative (office) functions as well as operations (in the yard, on the dock) functions. The NOC in which this falls is unclear. Candidates include NOC 0713 Transportation Managers, NOC 0721 Facility Operation and Maintenance Managers, and NOC 0016 Senior Managers - Goods Production, Utilities, Transportation and Construction. Please refer to Senior Operations Managers and Superintendents, above.
Demographic Characteristics
Demographic characteristics are unclear however terminal managers tend to be male and of middle age, or older.
Experience/Career Path
There are a wide range of routes to a terminal manager position. Some have come from superintendent positions, other have come from off-shore positions on ships. There is no common pathway to the occupation other than experience in the job functions required. For a smaller container terminal, the terminal manager will have container operations experience and likely have come from the stevedore / longshore ranks. In a large terminal operation, the terminal manager will have administrative functions and rely on his staff / superintendent(s) to manage operational functions.
Education and Training Requirements
Requirements may include business and administrative education and experience, and often marine or cargo shipping experience. Administrative skills are required but education and training of current terminal managers is highly diversified.
Degree of Shortage
One respondent indicated a shortage of currently capable terminal managers, but no shortage of candidates for on the job training to become terminal manager.
Human Resource Strategies
No human resource strategies were mentioned by respondents.
Cargo Coordinators
Cargo coordinators also coordinate the movement of cargo in the yard and inter-modally. Cargo coordinators appear to be similar to rail planners, yard planners, and ship planners. As noted above under Yard Planners, Transpocity.ca refers to the occupations Yard Checker and Head Checker with similar responsibilities, adding the following duties:
• Assisting the head checker with the supervision of loading and unloading of containers at the terminal
• Preparing detailed load plans for Dock Gantry Crane Operators
• Assisting vessel planners (Ship Planners) with loading and unloading instructions
• Supervising Rubber Tyred Gantry Operators load and unload containers
• Keeping track of and communicating all container locations
Demographics
Demographic information is unknown.
Education and Training Requirements and Gaps
Training is provided on the job. The occupation is likely to require several years of union membership.
Degree of Shortage
The occupation was not cited as one in shortage by the respondent.
Human Resource Strategies
No human resource strategies were mentioned by respondents.
Trades
According to a respondent at one of the smaller terminals, trades required are limited to Heavy Duty Mechanics, discussed above. According to a respondent at one of the large ports, trades include painters, carpenters and electricians. Please refer to the section Ship Building, Repair, and Naval Architects for a comprehensive list and detail regarding trades.
Marine industries that have a significant requirement for trades people are likely to face increasing demand for trades people from the construction industry, from the oil and gas industry – which is also facing a wave of retirements – and from current and planned infrastructure and Olympics projects for trades people. Infrastructure projects include the Sea to Sky Highway upgrade, the new convention centre in Vancouver, the TransLink RAV line, the road and highways upgrade and expansion planned in and around the south shore of the Fraser River, and others.
Demographics
Please refer to the section Ship Building, Repair, and Naval Architects for a comprehensive list and detail regarding trades.
Experience/Career Path
Please refer to the section Ship Building, Repair, and Naval Architects for a comprehensive list and detail regarding trades.
Education and Training Requirements and Gaps
Please refer to the section Ship Building, Repair, and Naval Architects for a comprehensive list and detail regarding trades.
Degree of Shortage
One port representative mentioned trades as being in shortage. One terminal operator focused on wood products mentioned an inability to hire a heavy duty mechanic full-time due to insufficient need created occasional time delays having a heavy duty mechanic attend the site for a specific repair.
Human Resource Strategies
For those companies in the marine sector experiencing a shortage of trades people:
• Advanced credit in apprenticeship programs for previous technical training
• Accelerated training programs and apprenticeships in marine sector
Summary of Human Resource Strategies
The stevedore and terminal operation sectors are increasingly concerned that the available pool of workers will be unable to assume greater responsibilities as operations managers, superintendents and foremen retire. There appears to be a gap between the available supply of sufficiently experienced personnel and the number of roles that will need to be filled in the coming decade. The lack of sufficiently experienced personnel appears to have two factors. One factor appears to be insufficient interest among personnel in assuming more senior roles. The other factor is that among those interested in more senior roles, there is insufficient time to build a depth of experience similar to that of current senior personnel before the latter retire.
Human resource strategies for this sector include:
• Promotion of more student places in educational institutions offering transportation and logistics programs, and promoting more educational institutions to offer such programs
• Promoting more courses specifically for terminal operations and stevedoring
• Company succession planning
• Addressing remuneration issues concerning superintendents and foremen
• Making unions more accountable for recruitment issues, barriers to hiring and retention of a qualified, suitable workforce
• Working with unions to identify candidates for further career progress and future management potential and emphasize opportunities for relevant training and experience accordingly
• For ship planners, explore recruitment of former sea-going crew already familiar with off-shore operations
• For operations assistants, recruit from transportation and logistics programs at educational institutions, and explore sponsoring employees to gain the required class time.
Sector:
Ship Building, Repair, Naval Architects
Table of Contents
Executive Summary 2
Overview of Sector 3
Labour Market Conditions 3
Employers 3
Key Occupations 4
Occupations 9
Occupational Profiles 9
Caulker 9
Crane Operator 11
Diesel Mechanic 12
Drafting Technologists/Technicians 14
Dry Dock Operator 16
Electrician 17
Engine Fitters – Millwrights 18
Engineering Technologist/Technician 20
Fabricator – Pipe fitter 21
Fitters – Steel and Aluminum 23
Layout Person – Metal Fabrication 24
Lining/Ceiling Installer 26
Machinists 27
Marine Engineers 28
Mechanical Engineer 30
Naval Architect 32
Painter 33
Plumber 35
Project Manager 36
Sandblaster 37
Sheet Metal Worker 39
Shipwright 40
Surveyor 41
Trades Supervisors 44
Welder 46
Summary of Human Resource Strategies 49
Executive Summary
This sector of the marine industry has a heavy emphasis on trades and technical occupations. While marine experience is of varying importance to junior trades people in the sector, supervisory positions in these trades and technical occupations must be filled by persons with marine sector specific experience. The experienced people filling these positions now are fast approaching retirement.
The key occupations listed here are those for which problematic skill shortages are most acute: Electricians, Fitters, Machinists, Marine engineers, Mechanical engineers, Millwrights/Engine fitters, Naval architects, Pipe fitters, Project managers, Shipwrights, Surveyors, and Trades supervisors.
Human resource strategies to address skill shortages in the occupations listed above are:
• Aggressively pursuing apprenticeships, to develop some backfill for retiring workers;
• Working with unions to deal with recruitment issues, barriers to hiring and retention of quality workforce;
• Working with unions to make provisions for people wanting to pursue trades apprenticeships who have already completed a technical degree;
• Informing school leavers about the opportunities in this sector, the marine industry and trades occupations; and
• Working with government to develop consistent policies with regards to the marine industry and certification of its occupations.
Overview of Sector
Labour Market Conditions
The organization of this sector has been described by some representatives as monopolistic. Large shipyards, such as BC Ferries and the navy shipyard in Esquimalt often get first right of refusal for large jobs. For shipyards still able to offer integrated services and perform large jobs, this policy sabotages their ability to offer these integrated services, and get enough work to offer the apprenticeship positions necessary to replace retiring workers. Many trades occupations will experience a wave of retirements in the next five or ten years.
Companies are actively pursuing apprenticeships whenever possible. However, uncertain work volumes hinder their abilities to offer sufficient work experience to new people.
People with both trades and technical training and experience are in high demand. The sector is experiencing technical skill shortages now, and expects trade skill shortages in the near future.
Employers
Employers in this sector range from larger shipyards, offering integrated shipbuilding and repair services. Also present in the sector are smaller companies operating out of port towns throughout the province, offering repair or specialized services.
Some employers are local offices of international companies, some with their headquarters in Canada, but most with headquarters elsewhere. The majority of shipbuilding and repair companies operating in BC are Canadian.
Key Occupations
According to industry sources, all the occupations in this sector are essential. All skills are needed in order to build and repair ships.
With this caveat in mind, key occupations are design, leadership or project management positions. These workers have higher levels of education or experience in their respective areas. In the case of trades, several more experienced workers who have the necessary marine experience can act as a resource for other workers on a project without marine experience. The consequence of this is that a project team in which a number of the junior people have trades knowledge but not substantial marine experience can operate without a significant loss of efficiency or reduction in quality.
The same is true of design teams in the industry. If the project leaders have the necessary knowledge and experience within the marine industry, junior engineers need not have substantial marine specific experience. This allows the industry to bring in mechanical engineers to work on projects headed by marine engineers and naval architects, and trades people with more general trades experience to work on jobs headed by people with years of experience in the marine sector.
The occupations listed below are representative of the sector and are those in which it is becoming more difficult to find workers with enough marine experience.
|Occupation |Skills, Training and |Demographic Profile|Shortage |Human Resources Strategies |
| |Experience | | | |
| | | |Currently |3-5 Years |5-10 Years | |
|Design Teams and Project|A degree in naval |Average age between|Moderate |Severe |Severe |Advanced credit in |
|Managers (including |architecture, |50 and 60 | | | |apprenticeship programs for |
|Naval Architects and |mechanical engineering |Male | | | |previous technical training |
|Mechanical Engineers) |or related field |Canadian | | | | |
| |Extensive marine | | | | | |
| |experience | | | | | |
|Electricians |Trades certification |Average age 52 |Mild |Moderate |Moderate |Work with unions to address |
| | |Male | | | |recruitment issues, barriers |
| | |Canadian | | | |to hiring and retention of |
| | | | | | |qualified, suitable workforce|
|Machinists |Completion of |Average age 51 |Moderate |Severe |Severe |Advanced credit in |
| |apprenticeship program |Male | | | |apprenticeship programs for |
| | |Canadian | | | |previous technical training |
|Marine Engineers |A marine engineering |Average age 49 |Mild |Moderate |Severe |Inform school leavers |
| |degree from a certified|Male | | | |Inform government about |
| |marine institute |Canadian | | | |industry needs |
|Mechanics |Completion of an |Average age 51 |Moderate |Severe |Severe |Inform school leavers |
| |apprenticeship program |Male | | | |Work with unions to address |
| | |Canadian | | | |recruitment issues, barriers |
| | | | | | |to hiring and retention of |
| | | | | | |qualified, suitable workforce|
| | | | | | |Advanced credit in |
| | | | | | |apprenticeship programs for |
| | | | | | |previous technical training |
|Millwrights/ Engine |Completion of a |Average age 49 |Mild |Moderate |Severe |Advanced credit in |
|Fitters |mechanical |Male | | | |apprenticeship programs for |
| |apprenticeship program |Canadian | | | |previous technical training |
|Pipe fitters |Completion of an |Average age 50 |Moderate |Moderate |Severe |Work with unions to address |
| |apprenticeship program |Male | | | |recruitment issues, barriers |
| | |Canadian | | | |to hiring and retention of |
| | | | | | |qualified, suitable workforce|
|Shipwrights |Completion of |Average age 50 |Moderate |Severe |Severe |Inform school leavers |
| |apprenticeship program |Male | | | | |
| |or equivalent |Canadian | | | | |
| |experience | | | | | |
|Steelworkers (meaning |Appropriate trades |Average age 49 |Moderate |Severe |Severe |Work with unions to address |
|trades people who work |apprenticeship and |Male | | | |recruitment issues, barriers |
|with steel, e.g. |certification |Canadian | | | |to hiring and retention of |
|Welders) |Marine industry | | | | |qualified, suitable workforce|
| |specific experience | | | | | |
|Surveyors (mainly Marine|Master’s or Class One |Average age between|None |Mild |Moderate |Inform school leavers |
|Surveyors) |Engineering Certificate|50 and 65 | | | |Inform government about |
| |Extensive marine |Male | | | |industry needs |
| |knowledge and |Canadian | | | | |
| |experience | | | | | |
|Trades Supervisors |Extensive marine |Average age between|Mild |Moderate |Severe |Work with unions to address |
| |experience |50 and 60 | | | |recruitment issues, barriers |
| |Education qualification|Male | | | |to hiring and retention of |
| |relevant to their trade|Canadian | | | |qualified, suitable workforce|
| |or technical role | | | | | |
Occupations
Caulker
Crane Operator
Diesel Mechanic
Draftsman/Drafting Technologist
Dry-dock Operator
Electrician
Engine Fitter
Engineering Technologist/Technician
Fabricator – Pipe Fitter
Fitter – Steel or Aluminum
Layout Person – Metal Fabrication
Lining/Ceiling Installer
Machinist
Marine Engineer
Mechanical Engineer
Naval Architect
Painter
Plumber
Project Manager
Sandblaster
Sheet Metalworker
Shipwright
Surveyor
Welder
Occupational Profiles
Caulker
The duties of Caulkers in shipbuilding include caulking decks and hulls.
The NOC classification that includes caulkers is 9491 Boat Assemblers and Inspectors. This category includes a wide range of duties involved in shipbuilding, including hull surveying. While some of the occupations included in this occupational group would benefit from further description, caulking is likely not one of them.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 49 years
• Male
• Canadian
Experience/Career Path
Caulkers can enter this profession after secondary school. Some schooling may be necessary. Upward mobility in this occupation is limited.
Education and Training Requirements and Gaps
On-the-job training, possibly combined with some course work, is what is required for this occupation.
Degree of Shortage
There are no projected shortages for this occupation.
Human Resource Strategies
There are no suggested human resource strategies for this occupation.
Crane Operator
Crane operators operate cranes or draglines to lift, move, position or place machinery, equipment and other large objects.
Their NOC classification is 7371 Crane Operators. The NOC profile is extensive and detailed.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 56 years
• Male
• Canadian
Experience/Career Path
After completing high school, entrants to the occupation need to complete an apprenticeship, or take college or industry courses. With experience, workers can progress to supervisory positions. Marine specific experience is desirable, as it will improve efficiency, and is usually required before progression to supervisory positions.
Education and Training Requirements and Gaps
Crane Operators must complete a one to three year apprenticeship program, to enter the profession.
Degree of Shortage
The degree of shortage for crane operators is:
• Currently, mild
• 3-5 years, mild
• 5-10 years, moderate
Human Resource Strategies
Human resource strategies for this occupation are:
• Educating school leavers about marine sector career opportunities; and
• Improving the image of marine careers.
Diesel Mechanic
In the marine industry, diesel mechanics inspect, repair, service and clean engines and equipment.
The NOC classification for diesel mechanics is 7312 Heavy-Duty Equipment Mechanics.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 51 years
• Male
• Canadian
• Retirement wave expected in next 5 years
Experience/Career Path
This is another profession with no set career path. As with all other shipbuilding trades, industry specific experience is required to act in supervisory roles.
Education and Training Requirements and Gaps
Diesel mechanics must complete a three to five year apprenticeship, or equivalent experience and course work.
Degree of Shortage
The degree of shortage expected for diesel mechanics is:
• Currently, moderate
• 3-5 years, severe
• 5-10 years, severe
Human Resource Strategies
The goal of shipbuilding and repair businesses is to be able to build or repair ships more efficiently, companies want workers who can both figure out what is wrong with an engine or component, and fix it. This requires both technical and trades knowledge and experience.
This type of knowledge could be more easily attained if apprenticeship programs were more open to accepting equivalent qualifications from other fields, like technical degrees, for credit within the apprenticeship program. This would make it easier and faster for people to acquire a technical degree and trades training. This is a strategy that will be repeated throughout this section.
Other human resource strategies include:
• Educating school leavers about career opportunities in the marine industry; and
• Working with unions on recruitment issues, barriers to hiring and retention of qualified, suitable workforce, and making unions more accountable.
Drafting Technologists/Technicians
Drafting technologists and technicians prepare engineering designs, drawings and related technical information, in support of mechanical engineers or naval architects, or they may work independently.
Their NOC classification is 2253 Drafting Technologists and Technicians. The NOC profile is fairly comprehensive, despite not mentioning marine specialties.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 49 years
• Male
• Canadian
Experience/Career Path
After completing education in engineering drafting and design technology, drafting technologists and technicians can enter the occupation. Marine experience can lead to supervisory positions.
It is possible for drafting technologists to move into mechanical engineering positions by taking additional coursework or through work specialization.
Education and Training Requirements and Gaps
Completion of a college program or apprenticeship is required for this profession. Usually, a period of supervised work experience is required before certification.
Marine industry specific experience is required in order to advance to a supervisory position.
Degree of Shortage
Technical knowledge on the design side of the industry is in short supply.
The degree of shortage for drafting technologists and technicians is:
• Currently, mild
• 3-5 years, mild-moderate
• 5-10 years, moderate
Human Resource Strategies
Other human resource strategies include:
• Educating school leavers about career opportunities in the marine industry; and
• Improving the image of marine careers.
Dry Dock Operator
The closest NOC classification to this occupation is 7435 Lock and Cable Ferry Operators and Related Occupations. Under this classification is the sample work title dry dock worker – shipbuilding.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 49 years
• Male
• Canadian
Experience/Career Path
This position can be entered after secondary school completion. There is little or no mobility to other jobs in this sector.
Education and Training Requirements and Gaps
On-the-job training is sufficient for this position.
Degree of Shortage
There are no expected shortages for this occupation.
Human Resource Strategies
There are no suggested human resource strategies for this occupation.
Electrician
Electricians working in this sector install, maintain, test, troubleshoot and repair electrical equipment and associated electrical and electronic controls in new ships and ships being repaired or upgraded.
The NOC classification containing the job title shipyard electrician is 7242 Industrial Electricians.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 52 years
• Male
• Canadian
• Retirement wave expected in next 5 years
Experience/Career Path
With marine experience and having attained journeyperson trade certification, electricians in shipbuilding and repair can progress to supervisory roles.
Education and Training Requirements and Gaps
Trade certification for electricians is compulsory in British Columbia. Electricians working in shipbuilding and repair will have completed a four to five year apprenticeship program.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, moderate
Human Resource Strategies
Human resource strategies for this occupation include:
• Educating school leavers about career opportunities in the marine industry; and
• Working with unions on recruitment issues, barriers to hiring and retention of qualified, suitable workforce, and making unions more accountable.
Engine Fitters – Millwrights
Engine fitters fit, assemble and otherwise build engines. They can also work in repairing and upgrading engines.
The NOC classification for engine fitters is 7316 Machine Fitters. The profile is detailed and comprehensive.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 49 years
• Male
• Canadian
Experience/Career Path
With industry specific experience, engine fitters can progress to supervisory roles.
Education and Training Requirements and Gaps
Engine fitters in shipbuilding and repair sector will have completed a mechanical apprenticeship program. The machine fitter apprenticeship is four years long.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
This is another occupation where a revamp of the apprenticeship program, to allow credits for technical degrees would be helpful to shipbuilders and repairers attempting to offer efficient, integrated services.
Other human resource strategies include:
• Educating school leavers about career opportunities in the marine industry; and
• Working with unions on recruitment issues, barriers to hiring and retention of qualified, suitable workforce, and making unions more accountable.
Engineering Technologist/Technician
Mechanical engineering technologists and technicians in the marine industry provide technical support and services for mechanical engineers or naval architects, in design, development, maintenance and testing of engines, components and tools. They may also work independently.
The NOC classification for this occupation is 2232 Mechanical Engineering Technologists and Technicians. The NOC profile is consistent with marine industry descriptions of the type of work and qualifications required in this position.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 49 years
• Male
• Canadian
Experience/Career Path
Progression to mechanical engineering is possible with further coursework and specialization. Marine experience is necessary before progression to any sort of supervisory position.
Education and Training Requirements and Gaps
Workers in this occupation have completed a college program, to prepare them for this work. The program for engineering technologists is two or three years, while the program for engineering technicians is one or two years.
Certification in this field may be required for some positions. A period of supervised work experience is required before certification.
Degree of Shortage
Technical knowledge and experience are in particular shortage in this sector.
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:
• Educating school leavers about career opportunities in the marine industry; and
• Improving the image of marine industry careers.
Fabricator – Pipe fitter
Pipe fitters lay out, assemble, fabricate, maintain, troubleshoot and repair piping systems.
Their NOC classification is 7252 Steamfitters, Pipe fitters and Sprinkler System Installers. The profile is comprehensive.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 50 years,
• Male,
• Canadian.
Experience/Career Path
Moving to supervisory positions is possible with journeyperson trade certification and marine experience.
Education and Training Requirements and Gaps
For this trade, a four to five year apprenticeship program is necessary. It is also possible to combine work experience with college or industry courses to be eligible for trade certification.
Trade certification is compulsory in this occupation.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:
• Educating school leavers about career opportunities in the marine industry; and
• Working with unions on recruitment issues, barriers to hiring and retention of qualified, suitable workforce, and making unions more accountable.
Fitters – Steel and Aluminum
Steel and Aluminum fitters fit and install steel or aluminum components.
The NOC classification for steel and aluminum fitters is 7263 Structural Metal and Platework Fabricators and Fitters. While a number of marine and non-marine occupations are included in this grouping, the description of duties and educational requirements is consistent with descriptions of industry representatives.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 49 years
• Male
• Canadian
Experience/Career Path
Marine experience is required for supervisory positions.
Education and Training Requirements and Gaps
Workers in this occupation will have completed a three or four year apprenticeship program, or equivalent experience and coursework. Trades certification is voluntary in this field.
Degree of Shortage
The specific skill shortages in this occupation are for steel workers. The shortages listed below are for steel fitters.
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:
• Educating school leavers about career opportunities in the marine industry;
• Working with unions on recruitment issues, barriers to hiring and retention of qualified, suitable workforce, and making unions more accountable; and
• Improving the image of marine industry careers.
Layout Person – Metal Fabrication
Metal fabricators and fitters fabricate and assemble steel or other metal components.
The NOC classification for this occupation is also 7263 Structural Metal and Platework Fabricators and Fitters
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 49 years
• Male
• Canadian
Experience/Career Path
Marine experience is required for supervisory positions.
Education and Training Requirements and Gaps
Workers in this occupation will have completed a three or four year apprenticeship program, or equivalent experience and coursework. Trades certification is voluntary in this field.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate-severe
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:
• Educating school leavers about career opportunities in the marine industry; and
• Improving the image of marine industry careers.
Lining/Ceiling Installer
The closest NOC classification for this occupational group is 7284 Plasterers, Drywall Installers and Finishers and Lathers. There is no mention of marine specific applications.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 49 years
• Male
• Canadian
Experience/Career Path
Marine industry experience is required for supervisory positions.
Education and Training Requirements and Gaps
Workers in this occupation will have completed a three or four year apprenticeship program, or equivalent experience and coursework. Trades certification is voluntary in this field.
Degree of Shortage
There are no projected shortages in this occupation.
Human Resource Strategies
There are no suggested human resource strategies for this occupation.
Machinists
Machinists set up and operate a variety of machine tools to cut or grind metal, plastic or other materials to make or modify parts or products with precise dimensions.
The NOC classification for machinists is 7231 Machinists and Machining and Tooling Inspectors. In spite of not referring to marine specializations, the profile is detailed, in terms of training requirements and duties.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 51 years
• Male
• Canadian
Experience/Career Path
In order to be promoted to a supervisory position, marine experience is required.
Education and Training Requirements and Gaps
In order to obtain certification, machinists must complete a four-year apprenticeship program, or combine college or industry courses in machining with years of work experience.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
This is another occupation where increased ease of obtaining technical degrees and trades apprenticeships would aid the sector.
Human resource strategies for this occupation include:
• Educating school leavers about career opportunities in the marine industry;
• Working with unions on recruitment issues, barriers to hiring and retention of qualified, suitable workforce, and making unions more accountable; and
• Improving the image of marine industry careers.
Marine Engineers
Marine engineers perform a variety of duties within the marine industry, and within the Shipbuilding and Repair sector. The bulk of their duties involve engine inspection and repair.
The NOC classification for Marine Engineers is 2148 Other Professional Engineers. The NOC profile is fairly detailed and consistent with industry descriptions.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 49 years
• Male
• Canadian
Experience/Career Path
Engineers will typically have a degree or certification in Marine Engineering from a marine institute.
Education and Training Requirements and Gaps
Marine Engineer qualifications include:
• Engineer’s Ticket up to a certain level
Degree of Shortage
This group is often taken for granted. However, shortages are increasing, and demand is likely to increase.
Predicted skill shortages for Marine Engineers are:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:
• Educating school leavers about career opportunities in the marine industry;
• Expanding the student capacity of marine institutes; and
• Improving the image of marine industry careers.
Mechanical Engineer
In the shipbuilding and repair sector of the marine industry, mechanical engineers can often be used instead of naval architects. While these engineers do require extensive marine experience in order to be a project leader, the technical training present in both a naval architecture degree and a mechanical engineering degree allows graduates to work on similar projects in the marine field, in particular when it comes to repair work and development of new components.
The NOC classification for Mechanical Engineers is 2132 Mechanical Engineers. The NOC profile is comprehensive for this occupational category.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 49 years
• Male
• Canadian
Experience/Career Path
There is considerable mobility between mechanical engineering specializations at the less senior levels.
At senior levels, marine experience is required.
Education and Training Requirements and Gaps
A bachelor's degree in mechanical engineering or in a related engineering discipline is required to enter into this occupation. Further education may also be required, depending on the employer.
Professional licensing is required in order to practice as a professional engineer (P.Eng.). This comes after completion of a degree and several years of supervised work and passing an examination.
Degree of Shortage
The shortage in this occupation is of mechanical engineers with marine sector experience.
Predicted skill shortages in this occupation are as follows:
• Currently, moderate
• 3-5 years, severe
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:
• Educating school leavers about career opportunities in the marine industry; and
• Improving the image of marine industry careers.
Naval Architect
Naval architects design and develop marine vessels and floating structures, and associated marine power plants, propulsion systems and related systems and equipment and oversee the building, maintenance and repair of vessels and marine systems. Naval architects must be at the forefront of technological advancements in their field. In particular, the computerization of design processes has greatly affected this occupation, and will continue to do so.
The NOC classification for naval architects is 2148 Other Professional Engineers, n.e.c. The profile is not adequate for the occupation of naval architect.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is between 50 and 60
• Male
• Canadian
• Retirement wave expected in next 5 years
Experience/Career Path
Experience is vital in this occupation. In order to be a part of a design team in a shipbuilding company, ten to twenty years experience is needed.
Education and Training Requirements and Gaps
A degree in naval architecture is required for this occupation. An engineering degree with appropriate marine skills and experience may also be acceptable.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, moderate
• 3-5 years, severe
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:
• Educating school leavers about career opportunities in the marine industry;
• Expanding student capacity of marine institutes; and
• Improving the image of marine industry careers.
Painter
Painters in this sector tend and operate machines or use brushes and spray equipment to apply paint, or other non-metallic protective and decorative coatings to surfaces of various products.
The NOC classification for this occupation is 9496 Painters and Coaters – Industrial. The detail of the profile is sufficient.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 48 years
• Male
• Canadian
Experience/Career Path
Marine experience can lead to supervisory duties.
Education and Training Requirements and Gaps
On-the-job training is necessary.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, mild-moderate
• 3-5 years, moderate-severe
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:
• Educating school leavers about career opportunities in the marine industry; and
• Improving the image of marine industry careers.
Plumber
Plumbers install, repair and maintain pipes, fixtures and other plumbing equipment.
The NOC classification is 7251 Plumbers. The profile is fairly detailed and comprehensive.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 49 years
• Male
• Canadian
• Retirement wave expected in next 5 years
Experience/Career Path
With marine sector experience, and a journeyperson trade certification, promotion to supervisory positions is possible.
Education and Training Requirements and Gaps
Trade certification is compulsory for this trade. This means a four to five year apprenticeship program must be completed to enter the profession.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, mild-moderate
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:
• Educating school leavers about career opportunities in the marine industry;
• Working with unions on recruitment issues, barriers to hiring and retention of qualified, suitable workforce, and making unions more accountable; and
• Improving the image of marine industry careers.
Project Manager
These positions include all technical occupations that lead shipbuilding and refit projects.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is between 50 to 60
• Male
• Canadian
• Retirement wave expected in next 5 years
Experience/Career Path
Extensive marine industry experience is required for these positions, usually in a technical field, such as engineering or naval architecture.
Education and Training Requirements and Gaps
There are no specific training requirements for this occupation, as the critical attribute is experience.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:
• Educating school leavers about career opportunities in the marine industry; and
• Improving the image of marine industry careers.
Sandblaster
Sandblasters perform specialized cleaning services for the shipbuilding and repair sector.
Their NOC classification is 6662 Specialized Cleaners. The profile is sufficient.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 48 years
• Male
• Canadian
Experience/Career Path
Mobility is limited in this occupation.
Education and Training Requirements and Gaps
On-the-job training is sufficient for this occupation.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:
• Educating school leavers about career opportunities in the marine industry; and
• Improving the image of marine industry careers.
Sheet Metal Worker
Sheet metal workers fabricate, assemble, install and repair sheet metal products.
The NOC classification is 7261 Sheet Metal Workers. The profile is detailed and comprehensive.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 49 years
• Male
• Canadian
Experience/Career Path
With marine experience and a journeyperson trade certification, promotion to supervisory roles is possible.
Education and Training Requirements and Gaps
A three to five year apprenticeship program is required for this profession, as is trade certification.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:
• Educating school leavers about career opportunities in the marine industry;
• Working with unions on recruitment issues, barriers to hiring and retention of qualified, suitable workforce, and making unions more accountable; and
• Improving the image of marine industry careers.
Shipwright
Shipwrights are also found under the umbrellas NOC classification 7263 Structural Metal and Platework Fabricators and Fitters.
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is 50 years
• Male
• Canadian
• Retirement wave expected in next 5 to 10 years
Experience/Career Path
This is a marine specific trade. Experience is required for supervisory roles.
Education and Training Requirements and Gaps
Shipwrights must complete an apprenticeship program to enter the occupation. Alternatively, they may gain equivalent marine experience and course work through other means.
Trade certification is voluntary for this occupation in BC.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
• Currently, moderate
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:
• Educating school leavers about career opportunities in the marine industry;
• Working with unions on recruitment issues, barriers to hiring and retention of qualified, suitable workforce, and making unions more accountable; and
• Improving the image of marine industry careers.
Surveyor
In the shipbuilding and repair sector, Surveyors’ duties include:
▪ Ensuring a vessel’s construction, machinery, equipment and cargo meet government, classification society and international marine regulations; and
▪ Developing specifications for ship construction.
Surveyors working in the Shipbuilding and Repair sector will survey new vessel construction and testing of new components, assist in preparing vessels for government inspection, and offer other surveying services to clients.
Surveyors fall under the NOC classification 2262, Engineering Inspectors and Regulatory Officers. Hull surveyors employed in shipbuilding also fall under the NOC classification 9491 Boat Assemblers and Inspectors.
Demographics
Demographic characteristics of Surveyors in BC include:
• Average age is between 50 and 65 years
• Nearly, if not actually, 100% male
• Canadian or landed immigrant
Experience/Career Path
For surveyors for large ships, the career path tends to be getting training at a marine college, such as PMIT, and then going through the ranks at sea. This time at sea would be used to gain critical operations experience. After obtaining the rank of Superintendent, the officer would then join either the government or a classification society.
For small vessels, the career path could be the same as that mentioned above, or surveyors could come out of naval architecture, the small boat building industry, or even the Coast Guard.
Education and Training Requirements and Gaps
Surveyors working in the field now will have either a Master’s or Class One Engineering Certificate, or a university degree before becoming a surveyor. Success in the industry is almost entirely based on reputation. Successful surveyors in the industry now have had years of operations experience aboard ship, combined with technical knowledge.
Degree of Shortage
The market for surveyors, like many occupations in shipping, is international. Currently, there is not a significant shortage for surveyors. At present, surveyors who specialize in all areas are available, if not in British Columbia, then in Europe or Asia. This will change as the number of retirements per year increases and the fleet expands.
Predicted skill shortages in this occupation are as follows:
• Currently, none
• 3-5 years, mild
• 5-10 years, moderate
These skill shortages will be more extreme for specialist inspectors and investigators. The market is global, and these shortages are expected to be so as well. The retirement of qualified, experienced people will occur globally in the near future, without newer surveyors with the necessary specialist knowledge available to replace them.
Human Resource Strategies
Strategies to remedy projected shortages include:
• Getting into the public education system to provide career path information to school leavers,
• Helping the Federal government to understand the industry, recognizing that if Canada is without a merchant navy, education and certification will always be a problem, and
• Simplifying the certification system for ships, so that owners and operators are not being placated, but are having to upgrade their vessels to conform to set standards of certification.
Trades Supervisors
Trades supervisors can be found under the following NOC classifications, depending on their respective trades:
• 7211 Supervisors, Machinists and Related Occupations
• 7213 Contractors and Supervisors, Pipefitting Trades
• 7214 Contractors and Supervisors, Metal Forming, Shaping and Erecting Trades
• 7215 Contractors and Supervisors, Carpentry Trades
• 7216 Contractors and Supervisors, Mechanic Trades
• 7217 Contractors and Supervisors, Heavy Construction Equipment Crews
Demographics
Demographic characteristics of this occupation in BC include:
• Average age is older than the 49 year average for non-supervisory roles,
• Male,
• Canadian.
Experience/Career Path
Journeyperson trade certification is necessary for these roles, as is extensive marine experience.
Education and Training Requirements and Gaps
Education and training in this group is second to experience. While continuing education and skills development is important, the key requirement for these occupations is marine experience.
Degree of Shortage
It is in supervisory roles that marine industry specific experience is most necessary. It is also these roles that contain more people heading swiftly towards retirement. With sufficient marine experience in this group, junior trades people may not need industry specific experience, in order to maintain efficiency and quality goals.
Predicted skill shortages in this occupation are as follows:
• Currently, mild
• 3-5 years, moderate
• 5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:
• Educating school leavers about career opportunities in the marine industry;
• Working with unions on recruitment issues, barriers to hiring and retention of qualified, suitable workforce, and making unions more accountable; and
• Improving the image of marine industry careers.
Welder
Welders work shaping and fusing steel. The steel shapes used in the marine industry are unique to the industry.
The NOC classification for Welders is 7265 Welders and Related Machine Operators. While the NOC profile of this occupational category does not mention marine specific roles or skills required, the profile is fairly comprehensive.
Demographics
Demographic characteristics of Welders include:
• Average age is 51 years
• Male
• Canadian
• Retirement wave expected in next 5 years
Experience/Career Path
After completing secondary school, welders in the industry have done a welding apprenticeship, which either included some marine experience or was proceeded by on-the-job training.
Education and Training Requirements and Gaps
Steelworkers in the marine industry require industry specific training and experience. They must work in the marine industry regularly, to maintain their marine-specific skill set. Welders without industry experience can do small tasks, but will encounter quality and efficiency problems if asked to do larger tasks.
Due to lack of new shipbuilding work, it has been difficult for the shipbuilding and repair sector to bring in enough apprentices over the past years. Welders who have had significant and regular marine experience are approaching retirement, and not enough new welders have been brought into the industry to replace them. This will affect smaller private shipbuilders, which might lose the ability to do integrated work.
Degree of Shortage
Predicted shortages for Welders with marine industry experience are:
• Currently, mild
• 3-5 years, moderate-severe
• 5-10 years, severe
Human Resource Strategies
Some companies in this sector have been aggressively pursuing apprenticeships when and where work volumes allow. This is allowing new workers to learn from experienced personnel nearing retirement. Uncertain work volumes make this strategy difficult.
Other human resource strategies for this occupation include:
• Educating school leavers about career opportunities in the marine industry;
• Working with unions on recruitment issues, barriers to hiring and retention of qualified, suitable workforce, and making unions more accountable; and
• Improving the image of marine industry careers.
Summary of Human Resource Strategies
This sector, with the prevalence of skilled trades occupation offers some unique human resource barriers and strategies to address these barriers. It also suffers from many of the same problems as the rest of the industry.
Human resource strategies for this sector include:
• Aggressively pursuing apprenticeships, to develop some backfill for retiring workers;
• Working with unions to deal with recruitment issues, barriers to hiring and retention of quality workforce – this will require union participation and accountability –;
• Working with unions to make provisions for people wanting to pursue trades apprenticeships who have already completed a technical degree – this would encourage skill acquisition, and aid in efficiency concerns of shipbuilding and repair companies offering integrated services –;
• Informing school leavers about the opportunities in this sector, the marine industry and trades occupations; and
• Working with government to develop consistent policies with regards to the marine industry and certification of its occupations.
Sector:
Government
Table of Contents
Executive Summary 2
Overview of Sector 3
Labour Market Conditions 3
Employers 3
Key Occupations 4
Occupations 6
Occupational Profiles 6
Marine Safety Inspector – Engineer 6
Marine Safety Inspector – Master Mariner 7
Marine Safety Inspector – Naval Architect 9
Marine Security Inspector 11
Summary of Human Resource Strategies 13
Executive Summary
The Government sector of the Marine Industry is responsible for regulating the marine industry. It develops safety regulations for ship design and operation, and it enforces those regulations. It also acts as a landlord to port authorities. This paper will not look at the Department of Fisheries and Oceans or the Coast Guard.
Key marine occupations in this sector are:
• Marine Safety Inspectors – Engineering
• Marine Safety Inspectors – Master Mariner
• Marine Safety Inspectors – Naval Architect
The current recruitment trend for all types of marine safety inspectors is to hire people out of marine institutes and provide in-house training, instead of requiring decades of marine experience. With retirements in the industry, many sectors will likely have to start relying more heavily on training, rather than experience. However, the number of people entering the industry from educational and training institutions will still have to increase.
Human resource strategies to increase the number of people entering marine occupations include:
• Educating school leavers about opportunities in the marine industry, by going into high schools and the internet;
• Improving the image of careers within the marine industry; and
• Expanding the number of places in marine institutes for students.
Overview of Sector
Labour Market Conditions
Demand for marine safety inspectors of all types is largely dependent on trade levels in the Indo-Pacific region. As this trade is increasing, and expected to keep increasing, particularly with China and India, demand for marine safety inspectors is expected to increase. This increase in demand is accompanied by current skill shortages and further retirements of skilled workers.
Since 9/11, demand for marine security inspectors has increased exponentially. Demand is expected to remain at the level it is now over the short term.
Employers
The main employer in this sector is Transport Canada. Transport Canada’s main function for the marine industry is to monitor and enforce safety and security standards.
Key Occupations
The occupations in the table below and the complete list in the following sections are the marine occupations from the Government sector. Since this study is of the marine industry, only marine occupations have been included.
|Occupation |Skills, Training and |Demographic Profile|Shortage |Human Resources Strategies |
| |Experience | | | |
| | | |Currently |3-5 Years |5-10 Years | |
|Marine Safety Inspector|College diploma in |No information |Moderate |Moderate |Moderate |Inform school leavers about|
|– Engineer |engineering, usually | | | | |marine careers |
| |electrical | | | | |Increase student places at |
| |Extensive marine | | | | |marine institutes |
| |experience | | | | |Improve industry image |
|Marine Safety Inspector|Master mariner |Average age greater|Moderate |Severe |Severe |Inform school leavers about|
|– Master Mariner |certification or |than 50 | | | |marine careers |
| |appropriate level of | | | | |Increase student places at |
| |deck officer | | | | |marine institutes |
| |certification | | | | |Improve industry image |
| |Extensive marine | | | | | |
| |experience | | | | | |
|Marine Safety Inspector|College diploma in naval|No information |Severe |Severe |Severe |Inform school leavers about|
|– Naval Architect |architecture | | | | |marine careers |
| |Extensive marine | | | | |Increase student places at |
| |experience | | | | |marine institutes |
| | | | | | |Improve industry image |
Occupations
Marine Safety Inspector – Engineer
Marine Safety Inspector – Master Mariner
Marine Safety Inspector – Naval Architect
Marine Security Inspector
Occupational Profiles
Marine Safety Inspector – Engineer
Marine Safety Inspectors are responsible for performing regular safety inspections of ships that come to BC ports. Those inspectors in the area of engineering are usually in the field of marine electrical engineering. Safety inspectors with engineering experience will check ships’ electrical systems to ensure they follow regulations
Demographics
Detailed demographic information for this occupation is unavailable.
Experience/Career Path
Marine Safety Inspectors in the area of engineering will have extensive marine industry experience before joining the government agency. Inspectors then tend to stay with the government or go into independent contracting.
Education and Training Requirements and Gaps
A college diploma in electrical engineering techniques combined with appropriate experience and training is required for this occupation. There is increasing demand for interpersonal skills in this occupation.
Degree of Shortage
The degree of shortage in this occupation is:
• Currently, moderate
• 3-5 years, moderate
• 5-10 years, moderate
Human Resources Strategies
The current recruitment trend for all types of marine safety inspectors is to hire people out of marine institutes and provide in-house training, instead of requiring decades of marine experience. However, the number of people entering the industry from educational and training institutions will still have to increase.
Human resource strategies for this occupation include:
• Educating school leavers about opportunities in the marine industry, by going into high schools and the internet; and
• Expanding the number of places in marine institutes for students.
Marine Safety Inspector – Master Mariner
Marine Safety Inspectors are responsible for performing regular safety inspections of ships that come to BC ports. Safety inspectors with master mariner certification will check ships’ operational systems to ensure they follow regulations.
Demographics
Demographic information for deck officers and engineering officers, as a whole, shows their average ages to be between 48 and 50 years old, with two thirds being between the ages of 45 and 65. As this occupation draws on people from senior ranks, it can be expected that the average age of people in this occupation is higher.
Demographic characteristics of this occupation include:
• Average age is between 50 and 60 years
• Nearly, if not actually, 100% male
• Canadian or landed immigrants
Experience/Career Path
People who enter this occupation are usually those who, after spending sufficient time at sea, usually in deep sea, decide they want to come ashore. In their time at sea, they have earned their master mariner certification.
Education and Training Requirements and Gaps
A master mariner certification is required for this occupation. Senior deck or engineering officers may also work in this occupation, and would require whatever level of certification was appropriate to their rank. A high level of deck or engineering officer certification in combination with a college degree is preferred. Demand for interpersonal skills is increasing for this occupation as well.
Degree of Shortage
The degree of shortage in this occupation is:
• Currently, moderate-severe
• 3-5 years, severe
• 5-10 years, severe
Human Resources Strategies
The current recruitment trend for all types of marine safety inspectors is to hire people out of marine institutes and provide in-house training, instead of requiring decades of marine experience. However, the number of people entering the industry from educational and training institutions will still have to increase.
Human resource strategies for this occupation include:
• Educating school leavers about opportunities in the marine industry, by going into high schools and the internet; and
• Expanding the number of places in marine institutes for students.
Marine Safety Inspector – Naval Architect
Marine Safety Inspectors are responsible for performing regular safety inspections of ships that come to BC ports. Safety inspectors with training and experience in naval architecture will also check new designs for ships and components to ensure they follow regulations.
Demographics
There is no demographic information for this occupation.
Experience/Career Path
Marine Safety Inspectors in the area of naval architecture will have extensive marine industry experience before joining the government agency. Inspectors then tend to stay with the government or go into independent contracting.
Education and Training Requirements and Gaps
A college diploma in naval architecture techniques combined with appropriate experience and training is required for this occupation. There is increasing demand for interpersonal skills in this occupation.
Degree of Shortage
The degree of shortage in this occupation is:
• Currently, severe
• 3-5 years, severe
• 5-10 years, moderate-severe
Human Resources Strategies
The current recruitment trend for all types of marine safety inspectors is to hire people out of marine institutes and provide in-house training, instead of requiring decades of marine experience. However, the number of people entering the industry from educational and training institutions will still have to increase.
Human resource strategies for this occupation include:
• Educating school leavers about opportunities in the marine industry, by going into high schools and the internet; and
• Expanding the number of places in marine institutes for students.
Marine Security Inspector
Marine security inspectors regularly inspect vessels docking in British Columbia for security purposes. Since 9/11, the number of people in this occupation has gone from two or three in the province to around fifty.
Demographics
Marine security inspectors are Canadian and mostly male. This occupation is not one for which retirement is a major concern. Ages are fairly evenly disbursed from early twenties to mid sixties.
Experience/Career Path
As specific marine industry knowledge is not required prior to entering this occupation, there are multiple possible career paths to this occupation.
Education and Training Requirements and Gaps
This occupation can be entered directly from high school. However, it is preferred that workers have a college degree. Recruitment for this occupation used to be mainly from the RCMP, municipal police, CSIS or the military.
A greater emphasis is being placed on interpersonal skills. A military, intelligence or law enforcement background is no longer necessary. In-house training is provided for this occupation.
Degree of Shortage
The degree of shortage in this occupation is:
• Currently, mild
• 3-5 years, mild
• 5-10 years, none-mild
Human Resources Strategies
Human resource strategies for this occupation include:
• Educating school leavers about opportunities in the marine industry, by going into high schools and the internet; and
• Expanding the number of places in marine institutes for students.
Summary of Human Resource Strategies
There are two major issues for this sector in getting the skills and personnel required. First, there are not enough skilled marine personnel to fill marine safety inspector positions. Second, there is an increased focus on interpersonal skills for occupations in this sector.
Government either recruits from skilled personnel from other sectors or trains people in-house. According to industry sources, the most important thing for this sector is getting people into marine industry occupations. For this to happen, increased industry awareness is needed, along with an improvement in how marine occupations are perceived.
Human resource strategies for this occupation include:
• Educating school leavers about opportunities in the marine industry, by going into high schools and the internet;
• Improving the image of careers within the marine industry; and
• Expanding the number of places in marine institutes for students.
Sector:
Services
Table of Contents
Executive Summary 2
Overview of Sector 3
Labour Market Conditions 3
Employers 4
Key Occupations 6
Occupations 8
Occupational Profiles 8
Surveyors – marine and cargo 8
Pilots – coastal and Fraser River 11
Trainers/Instructors 13
Launch Masters 15
Marine Engineers 17
Dispatchers 18
Summary of Human Resource Strategies 20
Executive Summary
Both surveying and pilotage are expecting problematic skill shortages in the coming decade. There is insufficient experienced backfill to replace retiring workers. Experience is vital in this sector.
The key occupations in this sector are:
• Surveyors – Marine and Cargo,
• Pilots – Fraser River and coastal, and
• Trainers/Instructors.
A major barrier to recruiting sufficient numbers of pilots is the requirement that all pilots must possess 100% coastal knowledge. As recruiting with this requirement becomes more difficult, steps will need to modify the requirement. Currently, the Pacific Pilotage Authority has implemented a program to help pilots fill holes in their knowledge of BC’s coast, to remedy this skill shortage in the short term.
Human resource strategies to address the coming skill shortages are:
• Inform school leavers of the opportunities in the marine industry in general, and the services sector in particular, to increase the numbers of new entrants to industry occupations;
• Lobby government to ensure that federal regulations and policies are in line with industry needs; and
• Alter the pilotage structure so that 100% coastal knowledge is no longer necessary, allowing pilots to specialize in certain coastal areas or ports.
Overview of Sector
Labour Market Conditions
There are three occupations in this sector that are expected to experience problematic skill shortages in the next decade: surveyors, pilots and trainers. The main reason for these expected shortages is the retirement of experienced workers without sufficient backfill.
In the case of surveyors, the current workforce has a lot of experience in both operations and inspection. It is getting increasingly difficult to find new entrants to the occupation with both technical and operations experience. It is more common to find people with only technical knowledge, and limited experience. The labour market for specialists in this area is global, and employment opportunities are good for people with the required skills. Demand for surveyors tends to increase with the number of ships in service. This is particularly true for cargo surveyors, as more ships in service means more cargo to survey on a regular basis. With the current trend in ship and component design towards improving fuel efficiency, increasing reliability and decreasing maintenance costs, quality surveying is even more important.
Technological change will have some effects on this sector in the coming years. Across all industries, entry-level positions require a higher degree of computer literacy. This trend is found in this sector as well. The use of simulation technology in training programs is increasing, meaning that trainers will have to be proficient in their operation. Changing ship technology and design will affect the jobs of surveyors, in terms of both the demand of surveyors and the duties involved.
Employers
Marine and Cargo Surveyors
Surveyors work either for the government, a classification society, for a private company or for themselves, as independent contractors.
Operating in British Columbia are a number of international surveying organizations, or local consultancies with affiliations and agreements with other global inspection companies. Surveyors work out of all major port cities in BC.
The market for specialist surveyors, inspectors and investigators is global, as are the employers. Many surveying companies have offices all over the world, offering a complete array of surveying and inspection services. Other companies operating in BC are smaller companies with experienced surveyors who have started consultancies after obtaining experience with the Government and Classification Societies.
Classification Societies
As an employer of surveyors, Classification Societies perform a vital function in the marine industry. These societies develop the regulations and requirements necessary for ships of certain classes. This includes ship classification, statutory classification, fuel testing procedures, and more. These societies review design plans for new ship construction, supervise the building process and witness the testing of new components. Many also offer training courses for surveyors.
Government
Government is another important employer of surveyors. Surveyors working for government develop regulations for ship classification.
Pacific Pilotage Authority
The Pacific Pilotage Authority is responsible for providing pilots for Coastal BC and the Fraser River. It employs 108 Coastal Pilots and 11 Fraser River Pilots.
Educational Institutions
Universities and colleges employ instructors to provide training for new entrants to the industry and experienced workers. BCIT Marine Campus provides to widest array of marine programs in BC.
Key Occupations
|Occupation |Skills, Training and |Demographic Profile |Shortage |Human Resources Strategies |
| |Experience | | | |
| | | |Currently |3-5 Years |5-10 Years | |
|Surveyors (Cargo and |Master Mariner, Class One |Average age between |None |Mild |Moderate |Inform school leavers |
|Marine) |Engineering Certificate, |50-65 years | | | |Inform government about industry |
| |or Naval Architecture |Nearly, if not | | | |needs |
| |degree |actually, 100% male, | | | |Bring in new people to train |
| |Extensive marine knowledge| | | | |under existing expert staff |
| |and experience | | | | | |
|Pilots (Coastal and |Master Mariner |Average age is 52 |None |None |Mild |Change pilotage structure so that|
|Fraser River) |100% coastal knowledge or |years old | | | |100% coastal knowledge is not |
| |Fraser river knowledge |100% male | | | |necessary |
| | |Canadian | | | | |
|Instructors |Master Mariner |Average age between 50|None |None |Mild |Facilitate the acquisition of |
| |certification, or First |and 55 | | | |Canadian qualifications for |
| |Class Engineering ticket |100% male | | | |experienced personnel from |
| |Canadian qualifications |Canadian or immigrant | | | |outside Canada |
| |required |with Canadian | | | |Develop methods through which |
| |BC teacher training |qualifications | | | |Canadians can get sufficient deep|
| | |Many from India | | | |sea experience to obtain |
| | | | | | |necessary qualifications |
Occupations
Surveyors – Cargo and Marine
Pilots – Coastal and Fraser River
Trainers/Instructors
Launch Masters (or “Skippers”)
Engineers
Dispatchers
Deckhands
Occupational Profiles
Surveyors – marine and cargo
Surveyors’ duties include:
▪ Performing inspections of passenger and cargo ships, fishing vessels, pleasure crafts and yachts;
▪ Ensuring a vessel’s construction, machinery, equipment and cargo meet government, classification society and international marine regulations; and
▪ Developing specifications for ship construction.
Surveyors work for governments, classification societies and private companies. Government marine surveyors develop and ensure safety regulations and construction standards. Classification Society Marine Surveyors develop the standards required for their class, and examine accident damage. Private marine surveyors inspect cargoes, investigate accidents at sea and prepare accident reports for insurance purposes.
Surveyors fall under the NOC classification 2262, Engineering Inspectors and Regulatory Officers. The NOC description is cursory and does not capture the diversity of the work of marine and cargo surveyors and inspectors.
Demographics
Demographic characteristics of Surveyors in BC include:
• Average age is between 50 and 65 years
• Nearly, if not actually, 100% male
• Canadian or landed immigrant
• Global retirement wave expected in next 5 to 10 years
Experience/Career Path
For surveyors for large ships, the career path tends to be getting training at a marine college, such as the Marine Campus BCIT, and then going through the ranks at sea. This time at sea would be used to gain critical operations experience. After obtaining the rank of Superintendent, the officer would then join either the government or a classification society. The surveyor could then specialize, to become an inspector or investigator, for a specific purpose, for example chemical, oil and gas cargo ships.
For small vessels, the career path could be the same as that mentioned above, or surveyors could come out of naval architecture, the small boat building industry, or even the Coast Guard.
Education and Training Requirements and Gaps
Surveyors working in the field now will have either a Master Mariner or Class One Engineering Certificate of Competency, or a university degree before becoming a surveyor. Success in the industry is almost entirely based on reputation. Successful surveyors in the industry now have had years of operational experience aboard ship, combined with technical knowledge.
Degree of Shortage
The market for surveyors, like many occupations in shipping, is international. Currently, there is not a significant shortage for surveyors. At present, surveyors who specialize in all areas are available, if not in British Columbia, then in Europe or Asia. This will change as the number of retirements per year increases and the fleet expands.
Predicted skill shortages in this occupation are as follows:
• Currently, none
• 3-5 years, mild
• 5-10 years, moderate
These skill shortages will be more extreme for specialist surveyors, inspectors and investigators. The market is global, and these shortages are expected to be so as well. The retirement of qualified, experienced people will occur globally in the near future, without newer surveyors with the necessary specialist knowledge available to replace them.
Human Resource Strategies
Strategies to remedy projected shortages include:
• Educating school leavers about marine industry opportunities,
• Helping the Federal government to understand the industry, recognizing that if Canada is without a merchant navy, education and certification will always be a problem, and
• Simplifying the certification system for ships, so that owners and operators are not being placated, but are having to upgrade their vessels to conform to set standards of certification.
Pilots – coastal and Fraser River
Pilots guide ships through difficult waters going into or out of a harbour along the coast of British Columbia and in the Fraser River. The Pacific Pilotage Authority aims to provide safe, reliable and efficient marine pilotage and related services in the Coastal waters of British Columbia including the Fraser River.
Pilots fall under the NOC classification 2273 Deck Officers, Water Transport. The NOC profile of this occupational group provides a details regarding educational requirements and duties required for this and related professions similar to those of industry representatives.
Demographics
Demographic characteristics of Pilots include:
• Average age is 52,
• 100% male
• Canadian
• 108 Coastal Pilots
• 11 Fraser River Pilots
Experience/Career Path
Pilots are recruited from the local marine industry. These workers will have graduated from a marine institute, ascended through the ranks at sea, usually working on a ship under another flag, and developed coastal or Fraser River knowledge during that time, to be eligible to write the exam.
Education and Training Requirements and Gaps
Pilots working for the Pacific Pilotage Authority come to the position as Master Mariners. They bring around 20 years experience to the position.
In order to be eligible to write the pilot’s exam held every autumn, candidates must have:
• Coast wide or Fraser River knowledge
• Master’s Ticket
• 1000 Watch keeping days
Since Pilots are already skilled mariners, technological changes in the industry have already been incorporated into their experience. Technological change may become a barrier to getting skilled personnel in five to ten years, but it is not currently an issue.
Lack of 100% coastal knowledge is a barrier to getting skilled personnel. The PPA currently runs a feeder program, called the Familiarity Program, to aid prospective employees fill any gaps in their coastal knowledge.
Degree of Shortage
Predicted shortages for Pilots are:
• Currently, none
• 3-5 years, none
• 5-10 years, mild
Retirements are occurring at a steady rate of four per year for Pilots, and are expected to continue at that rate. PPA hiring will be on a replacement basis only.
Human Resources Strategies
Strategies to remedy projected shortages include:
• Changing the entire pilotage structure such that 100% coastal knowledge is no longer necessary, and pilots can operate out of one port,
Trainers/Instructors
There are two major types of marine instructors. The first is nautical. Nautical instructors will teach skills related to deck crews and officers. The other major type is engineering. Engineering instructors will teach skills related to engineering crews and officers. Other types of instructors include electrical engineering and academic physics. Instructors are also needed for related programs such as trades or naval architecture.
As technology improves and marine regulations change, trainers must become proficient in the use and instruction of new equipment, including bridge simulators.
The NOC classification for these instructors is 4131 College and Other Vocational Instructors.
Demographics
Demographic characteristics of instructors include:
• Average age is between 50 and 55,
• 100% male
• Canadian, or landed immigrant
• Many from Asia, especially India
Experience/Career Path
Industry regulations require that instructors of marine programs have certain Canadian certifications. In order to obtain these qualifications, instructors must have spent a significant period of time at sea, moving through the ranks in their particular field. Good pay and benefits mean that instructors tend to remain in the occupation until retirement.
Education and Training Requirements and Gaps
To become an instructor for a marine program, the following qualifications are required:
• Master Mariner certificate, with related experience, or
• First Class Engineering certificate with related experience.
These qualifications must be Canadian. Those who have obtained their qualifications elsewhere must secure their Canadian tickets before being allowed to teach. Also required is the completion of some teacher training, and passing an assessment of teaching abilities.
Degree of Shortage
Predicted shortages for this occupation are:
• Currently, none
• 3-5 years, none
• 5-10 years, mild
There is a low turnover in this occupation. The coming vacancies are due to expected retirements. There are new trainer positions opening in BC, but most new hiring is for replacement purposes.
Human Resources Strategies
Strategies to remedy projected shortages include:
• Facilitating the acquisition of Canadian qualifications for experienced personnel from outside Canada;
• Developing methods through which Canadians can get sufficient deep sea experience to obtain necessary qualifications; and
• Attracting more workers to the marine industry.
Launch Masters
Launch Masters in the services sector of the marine industry operate small boats to transport pilots to and from ships. They are employed by the Pacific Pilotage Authority.
Launch Masters fall under the NOC classification 7436 Boat Operators. Again, the NOC profile describes the duties and requirements in a similar manner to the descriptions by industry representatives.
Demographics
Demographic characteristics of Pilots include:
• Average age is 45,
• 100% male
• Canadian
• 15 Launch masters
Experience/Career Path
These workers will have graduated from a marine institute, ascended through the ranks, usually at deep sea, to obtain the level of certification required for this position.
Education and Training Requirements and Gaps
Current launch masters have the master’s certificate necessary for operating small crafts, and marine experience.
Launch master qualifications include:
• 350 Ton Master’s Ticket
Degree of Shortage
Predicted shortages for Launch Masters are:
• Currently, none
• 3-5 years, none
• 5-10 years, mild
Human Resource Strategies
Human resource strategies for this occupation include:
• Educating school leavers about marine industry opportunities; and
• Improving image of marine careers.
Marine Engineers
Marine engineers perform a variety of duties within the marine industry, and within the services sector. They are employed by the Pacific Pilotage Authority, to take care of their launches, and to perform other duties.
The NOC classification for Marine Engineers is 2148 Other Professional Engineers. The NOC profile is fairly detailed and consistent with industry descriptions.
Demographics
Demographic characteristics of Marine Engineers include:
• Average age is 45
• 100% male
• Canadian
• Seven engineers at PPA
Experience/Career Path
Engineers will typically have a degree or certification in Marine Engineering from a marine institute.
Education and Training Requirements and Gaps
Engineer qualifications include:
• Engineer’s Ticket up to a certain level
Degree of Shortage
Predicted skill shortages for Marine Engineers are:
• Currently, none
• 3-5 years, none
• 5-10 years, mild
Human Resource Strategies
Strategies to remedy projected shortages include:
• Educating school leavers about marine industry opportunities;
• Improving image of marine careers; and
• Increasing number of student places in marine institutes.
Dispatchers
Dispatchers control the departures of ships according to weather conditions and in the interest of efficient service.
Their NOC classification is 2275 Railway Traffic Regulators and Marine Traffic Regulators.
Demographics
There is no demographic information on this occupation.
Experience/Career Path
There is no specific career path to enter this occupation.
Education and Training Requirements and Gaps
On-the-job training is provided.
Degree of Shortage
No shortages are projected for this occupation.
Human Resource Strategies
There are no suggested human resource strategies for this occupation.
Summary of Human Resource Strategies
Perhaps the most important human resource strategy for this area of the marine industry is the need for increased industry awareness. This includes:
• The need for the education of young people about career options in the marine industry, and
• The need for government regulators and overseers to have a better and more complete understanding of the industry and its unique requirements.
Another theme of the primary research done was that some simplification of the industry is needed.
• Simplification of classification structures would aid the surveying portion of the sector.
• More simple knowledge requirements for pilots, i.e. knowledge of specific ports rather than 100% coastal knowledge, would aid in the recruitment of pilots.
Appendix A:
Methodology
Methodology
The methodology used for this study was to gather and analyze existing information through primary and secondary research to provide an overview of the marine labour market in BC. Surveys, of employers and other relevant organizations, including training institutions, labour organizations, and professional/certification authorities, were conducted by telephone and by email.
The secondary research augments the information obtained from employers and other relevant organizations with respect to occupational information, counts, trends, skills required and other characteristics.
Questionnaire
Key Informant Identification Information:
|Date: |Company: |
|Interviewee: |Position: |
|Phone Number: |Email: |
|Marine Sector: |
|□ Coastal Freight |□ Coastal Passenger |□ Deep Sea Shipping including |□ Ports |
| | |Owners, Agents and Managers | |
|□ Stevedores / Terminal |□ Shipbuilding, Repair, Naval |□ Services including Pilots, |□ Government (DFO fisheries |
|Operators |Architects |Marine and Cargo Surveyors |officers) |
|Sub-sector(s): |
|Summary overview of company’s activities: |
| |
| |
| |
| |
|Operations in British Columbia: |
|□ North Coast |
|□ Central Coast |
|□ Lower Mainland |
|□ Vancouver Island |
QUESTIONS
Occupations of workers and shortages/surpluses
1. What are the occupations of your workers (list and briefly describe, in order of importance)?
2. Do you see growth or decline in employment numbers for main occupations?
3. What skills / occupations are in short supply now, and do you see trends emerging in this regard for specific occupations? How is your organisation addressing the skills shortages?
4. Do you anticipate occupational skills shortages in the future (3-5 years, 5-10 years)? Among the skills discussed above, please rank shortages (“mild”, “moderate”, “severe”), and if possible, provide estimates of vacancies or planned hires:
Skills Shortages Estimates
|Occupation |Currently |3-5 Years |5-10 Years |
| | | | |
| | | | |
| | | | |
| | | | |
| | | | |
| | | | |
| | | | |
| | | | |
| | | | |
| | | | |
5. Are some regions of BC experiencing more skills shortages than others, or are the shortages more localised?
6. How are the occupations you require changing over time? Do you anticipate shifts in the types of skills and occupations you will need in future (3-5 years, 5-10 years)? Please provide a comment on the reason(s) for the shift(s).
7. To what extent is mechanisation, technology change, computerisation, or other job-process factors affecting the skills and training you require? What specific occupations are being most affected by these changes?
8. How transferable are employees from one occupation into another occupation (on-shore to on-shore, or off-shore to on-shore)? Are these migrations possible, or are skills required very specific for each occupation?
9. Are you experiencing employee retention problems? If so, what do you think are the reasons for this?
10. What are your sources for recruitment for key positions (e.g., other countries, east coast, others), and what difficulties do you forsee in future with these recruitment practices?
Training and Qualifications
11. What are the typical training and qualification requirements for key occupations (please provide information on qualifications required e.g., technical training, Ministry of Transport or other licenses, journeyman credentials, etc.)?
12. What educational institutions provide the training and qualifications you require (in Canada, and in other countries)?
13. Are there any issues you face regarding the quality of, or your ability to recognise, training and qualifications provided / obtained in other countries?
14. Do you feel there are any gaps emerging between the skills and training you require, and the skills and training offered by Canadian educational institutions?
15. What improvements or modifications to existing Canadian training programs would help to provide the skills that you require (now and in future)?
16. Are there any other blockages you are experiencing regarding adequate supply of suitably trained personnel?
17. How is your organisation addressing skills and training gaps, and other blockages (if any) now?
18. To what extent do you routinely provide occupational training? In each key occupation discussed above, does your organisation employ entry level personnel and provide training (either in-house, or by a third party), or do you focus on recruiting qualified and experienced candidates?
Demographic Trends
19. What are general demographic profiles of the occupations that you employ (age, gender, country of origin, others)?
20. Do you expect many workers to retire, and if so, will this lead to new job openings (i.e., will new hiring be done to replace retiring workers)?
21. Are there any demographic trends that are affecting your recruitment requirements for key occupations?
Other Questions
22. Is there anything you recommend we obtain from the Internet, or from another source?
23. Do you have any materials (i.e., figures, charts, reports, data) that you could share with us regarding marine sector labour demand and supply in BC?
24. Do you have any other comments, ideas, suggestions, information, or names of other contacts for us to interview as part of this study?
Thank you!
Appendix B:
Statistics, Employers, Occupations
| |Coastal Freight |Coastal Passenger |
|Coastal Transport – Freight | | |
|Master (Captain) |2273 |Deck Officers, Water Transport Surveyors |
|Deck Officer (Mate) |2273 |Deck Officers, Water Transport |
|Engineer |2274 |Engineer Officers, Water Transport |
|Deckhand (Including Able Seaman/woman) |7433 |Deck Crew, Water Transport |
|Coastal Transport – Passenger | | |
|Master (Captain) |2273 |Deck Officers, Water Transport Surveyors |
|Deck Officer (Mate) |2273 |Deck Officers, Water Transport |
|Engineer |2274 |Engineer Officers, Water Transport |
|Deckhand (Including Able Seaman/woman) |7433 |Deck Crew, Water Transport |
|Cook |6242 |Cooks |
|Engine Room Assistant |7434 |Engine Room Crew, Water Transport |
|Stewards |6212 |Food Service Supervisors |
|Catering Supervisor |6212 |Food Service Supervisors |
|Deep Sea Shipping | | |
|Master (Captain) |2273 |Deck Officers, Water Transport Surveyors |
|Deck Officer (Mate) |2273 |Deck Officers, Water Transport |
|Deck Hand (Including Able Seaman) |7433 |Deck Crew, Water Transport |
|Engineer |2274 |Engineer Officers, Water Transport |
|Agent |1236 |Customs, Ship and Other Brokers |
|Stevedores and Terminal Operators | | |
|Cargo Coordinator |NA |NA |
|Customer Service Representative |6434 |Ticket Agents, Cargo Service |
| | |Representatives and Related Clerks |
| | |(Except Airline) |
|Dock Crane Operator |7371 |Crane Operators |
|Dock Gantry Crane Operator |7371 |Crane Operators |
|Foremen |7217 |Contractors and Supervisors, Heavy |
| | |Construction Equipment Crews |
|Health and Safety Officers |0112 |Human Resources Managers (health and |
| | |safety coordinator) |
|Longshore Workers |7451 |Longshore Workers |
|Mechanics (Heavy Duty) |7312 |Heavy Duty Equipment Mechanics |
|Operations Assistant |7217 |Contractors and Supervisors, Heavy |
| | |Construction Equipment Crews (supervisors|
| | |of material handlers) |
|Rubber Tyred Gantry Operator |7371 |Crane Operators |
|Rail Planners |2275 |Railway Traffic Controllers and Marine |
| | |Traffic Controllers |
|Senior Operations Manager |0721 |Facility Operation and Maintenance |
| | |Managers |
|Ship (or Vessel) Planner |NA |NA |
|Stevedoring Managers |7217 |Contractors and Supervisors, Heavy |
| | |Construction Equipment Crews |
|Superintendent |0713 |Transportation Managers (freight) |
|Yard Planner (Yard Checker) |NA |NA |
|Terminal Manager |0016 |Senior Managers - Goods Production, |
| | |Utilities, Transportation and |
| | |Construction (senior transportation |
| | |managers) |
|Services | | |
|Pilot – coastal and Fraser River |2273 |Deck Officers, Water Transport |
|Surveyor – marine and cargo |2262 |Engineering Inspectors and Regulatory |
| | |Officers |
|Launch Master |7436 |Boat Operators |
|Marine Engineer |2148 |Other Professional Engineers |
|Dispatcher |2275 |Railway Traffic Regulators and Marine |
| | |Traffic Regulators |
|Trainer/Instructor |4131 |College and Other Vocational Instructors |
|Ship Building, Repair, Naval Architects | | |
|Caulker |9491 |Boat Assemblers and Inspectors |
|Crane Operator |7371 |Crane Operators |
|Diesel Mechanic |7312 |Heavy-Duty Equipment Mechanics |
|Drafting Technologists/Technicians |2253 |Drafting Technologists and Technicians |
|Dry Dock Operator |7435 |Lock and Cable Ferry Operators and |
| | |Related Occupations (dry dock worker – |
| | |shipbuilding) |
|Electrician |7242 |Industrial Electricians (shipyard |
| | |electrician) |
|Engine Fitters – Millwrights |7316 |Machine Fitters |
|Engineering Technologist/Technician |2232 |Mechanical Engineering Technologists and |
| | |Technicians |
|Fabricator – Pipe fitter |7252 |Steamfitters, Pipe fitters and Sprinkler |
| | |System Installers |
|Fitters – Steel and Aluminum |7263 |Structural Metal and Platework |
| | |Fabricators and Fitters |
|Layout Person – Metal Fabrication |7263 |Structural Metal and Platework |
| | |Fabricators and Fitters |
|Lining/Ceiling Installer |7284 |Plasterers, Drywall Installers and |
| | |Finishers and Lathers |
|Machinists |7231 |Machinists and Machining and Tooling |
| | |Inspectors |
|Marine Engineers |2148 |Other Professional Engineers |
|Mechanical Engineer |2132 |Mechanical Engineers |
|Naval Architect |2148 |Other Professional Engineers |
|Painter |9496 |Painters and Coaters – Industrial |
|Plumber |7251 |Plumbers |
|Project Manager | | |
|Sandblaster |6662 |Specialized Cleaners |
|Sheet Metal Worker |7261 |Sheet Metal Workers |
|Shipwright |7263 |Structural Metal and Platework |
| | |Fabricators and Fitters |
|Surveyor |2262 |Engineering Inspectors and Regulatory |
| | |Officers (surveyors) |
| | |Boat Assemblers and Inspectors (hull |
| |9491 |surveyors) |
|Trades Supervisors |7211 |Supervisors, Machinists and Related |
| | |Occupations |
| | |Contractors and Supervisors, Pipefitting |
| |7213 |Trades |
| | |Contractors and Supervisors, Metal |
| |7214 |Forming, Shaping and Erecting Trades |
| | |Contractors and Supervisors, Carpentry |
| | |Trades |
| |7215 | |
| | |Contractors and Supervisors, Mechanic |
| |7216 |Trades |
| | |Contractors and Supervisors, Heavy |
| | |Construction Equipment Crews |
| |7217 | |
|Welder |7265 |Welders and Related Machine Operators |
|Government | | |
|Marine Safety Inspector – Engineer |2148, 2262? |Other Professional Engineers n.e.c., |
| | |Engineering Inspectors and Regulatory |
| | |Officers |
|Marine Safety Inspector – Master Mariner | | |
|Marine Safety Inspector – Naval Architect | | |
|Marine Security Inspector | | |
|Ports | | |
|Boat Masters |2273 |Deck Officers, Water Transport |
|Carpenter |7271 |Carpenters |
|Coordinator |1215 |Supervisors, Recording, Distributing and |
| | |Scheduling Occupations |
|Director/Manager of Engineering and Maintenance |0721 |Facility Operation and Maintenance |
| | |Managers |
|Drafting Technologists/Technicians |2253 |Drafting Technologists and Technicians |
|Electricians |7242 |Industrial Electricians |
|Engineering Technologist/Technician |2232 |Mechanical Engineering Technologists and |
| | |Technicians |
|Harbour Master/Marine Operations |0721 |Facility Operation and Maintenance |
| | |Managers |
|Harbour Patrol Officers/ Patrol Staff |2273 |Deck Officers, Water Transport |
|Painter |9496 |Painters and Coaters – Industrial |
|Plumber |7251 |Plumbers |
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