Recruitment, Retention and Quality Programs for

Seafarers Challenges and Opportunities

Recruitment Challenges

• Perception of industry• Changing

demographic – fewer high school

graduates

• Focus on skilled trades– national campaign

RecruitmentChallenges

• New and expanding sectors– Hi-tech industry– Oil development

(Alberta)

• Getting the message beyond high school

Recruitment Not the sole responsibility of the schools

• Industry involvement– Active participant in recruiting of young people

• Go into the high schools along with the institutes

– Provide training opportunities on board ship• Berth space for cadets• Practical – on-board approved training program (recognized by

TC)

– Recruit directly into their companies• Sponsored students – tuition and other costs covered.

– Change perception of the industry

Retention Meeting training needs

• Ongoing need for additional education and certification

• Balance work, school and family life

• Financial support to attend school– Who supports the student?

• Work versus school schedules

• Career advancement (laddering)

Quality Programs

• Education – provincial mandate– Marine not always a priority– Funding is different across the country

• Institutes offer courses and programs approved by Transport Canada and specialized training developed to meet specific industry needs.

• Need consistency across the country from both the institutes’ and industry perspectives.

Final thoughts

• Collaboration on recruitment

• Support for continuing education

• National approach to education and training

Thank you