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GWO BASIC SAFETY TRAINING ranks of licensed unlimited horsepower engineers, where the last statistics available show these numbers to have dropped to their lowest levels since 2004.

Just 15 years ago, some SMA’s teetering on the brink of extinction reinvented themselves and today, thrive with a slightly different, more diverse focus. That’s a good thing.

But, is what they look like today going to be the right plat- form to produce of the mariners and maritime profession- als needed tomorrow? It all depends on who you talk to.

This 3 DAY COURSE is taught in blended learning format in partnership with

The Way Forward:

Relyon Nutec and meets Global Wind Organization standards for Working at

Educating the Maritime Workforce

Heights, Fire Awareness, Manual Handling, First Aid, and Sea Survival.

Narrative posted on the U.S. Maritime Administration

WEB site claims, “As the Federal agency responsible for U.S

Additional Training at MMA:

Advanced Shiphandling in Manned Models waterbound interests, MARAD manages numerous op- 100 Ton Master erations around the world, all of which require a constant

Radar Recertification ? ow of skilled and readily-available mariners. This means

MARAD is responsible for training and educating the next generation of mariners to carry out and improve the quality 508-830-5005 • [email protected] • www.maritime.edu/mcre of U.S. maritime operations at sea and ashore, everything from shipbuilding, to port operations, to cybersecurity.”

And, if people like Dr. Kumar are any indication of that ef- fort, then I think we’re headed in the right direction.

Kumar insists, “There will be no shortage of mariners in this country if only we could have more women par- ticipation, like what is happening in other sectors of the economy. You may have heard of our EMBARC (Every

Mariner Builds A Respectful Culture) program.” He con- tinued, “The primary focus of EMBARC Standards is to promote SASH PR (Sexual Assault Sexual Harassment

Prevention and Response) measures, along with addressing other issues like bullying and any other prohibited behavior on our ships. In the long run, we hope this will help change the shipboard culture and women will be as comfortable as their male colleagues in pursuing maritime careers.” Amen.

You can also access information on MARAD’s other ongoing workforce-related actions at Educating the Maritime workforce @ https://www.maritime.dot.gov/maritime-workforce

MARAD’s Strategic Plan for Mariner Retention can be found@ https://www.maritime.dot.gov/sites/marad.dot.gov/ files/2024-02/MARAD%20Mariner%20Workforce%20

Strategic%20Plan%20FY23-27.pdf