Page 58: of Maritime Logistics Professional Magazine (Q3 2015)
Career Development means Company Support for the
New Generation of Mariner
By Murray Goldberg he maritime workforce is in a state of rapid change. Ferry Services Inc. is addressing those challenges. Together
Young (and even not-so-young) mariners are seeking with their learning management system provider, the team is
T careers, not jobs. They expect to learn, develop their developing a novel web-based software tool called the “Career abilities, and advance through their place of employment. In Navigator.” The Career Navigator is currently in beta testing short, they are looking for opportunities to grow and excel. If and will be piloted at BC Ferries as a supporting tool for the they don’t ? nd those opportunities in their current company, “Career Progression” phase of their Standardized Education they will ? nd them elsewhere. These changes are forcing ves- and Assessment (SEA) program.
sel operators to adapt.
Not only must operators respond to the needs of this new
Career Navigator generation of employee, but they must do so in an increasingly
According to Jeff Joyce, the Director of Fleet Operations at complex world. Regulatory environments, employee churn, BC Ferries and thought leader for the Career Navigator, “The training challenges and succession planning all add to these Career Navigator is fundamentally about enabling transpar- complexities. In one such effort, a team at British Columbia ency, accountability, planning and management. More speci? - 58 Maritime Professional 3Q 2015| | 50-63 Q3 MP2015.indd 58 9/18/2015 11:10:59 AM