contentsCooperation deal sees Maersk Training pennant raised in Middle East

New demands see new training package

Abandon rig - no, not after this Emergency response course

Get rid of the cowboys today - not tomorrow

MT doors open to world visitors

Plan to beat the weather with wind training in a box

Vetting’s best-in-class secret

The dangers of computer over reliance onboard

Bo Grønhøj examines the cost of piracy

A quirky tale about the abuse of business cards

click on image to go directly to article

eSeaeditorial

The function of the editorial can be to mark an opinionated viewpoint, but in our case it is a reception area where you can look with the help of the contents list and gain an overview of what’s in the issue which in itself reflects what is going on at Maersk Training Svendborg.

This is now our fifth publication and more than any of the others it shows that we don’t sit down and create a red thread theme. Included are developments in virtually every area of our portfolios and the outcome is a kaleidoscope of a very busy learning environment and one which is not necessarily confined to one corner of Denmark. An early concern when committing to a bi-monthly emagazine was ‘can we fill it?’ The answer is a very firm yes with the decision being taken on what to leave out.

Part of the MT philosophy is to take training to where it is needed and that’s why you’ll see locations in the Middle East becoming an increasingly familiar aspect of eSea. The cooperation signed in Dubai with Elcome is a point in question and the raising of the Maersk pennant was an important step on the road to conducting a wide range of oil & gas and maritime courses in the region.

Moreover the corridors at MT Svendborg have hosted visitors from Indonesia and Angola seeking information about training for energy resources and terminals staff. In November the number of foreign guests will dramatically increase with the hosting of the FACT training for Maersk Line - four weeks when Rantzausminde becomes a mini United Nations. Add to that the fact that we have signed an immensely interesting cooperation with French oil major Total and you can see that life in Svendborg is anything but mono-cultured.

All this and a sneak preview of what MOSAIC II will look like. Thank you for taking time to read eSea.

Svendborg October 2011

Dateline: Elcome HQ, Dubai, 30 September 2011

The seven pointed star proudly on display in Dubai

D y n a m i c a l l y P o s i t i o n e d i n D u b a i

Maersk Training Svendborg has signed

a five-year agreement with the major Middle Eastern marine technology supplier Elcome to conduct courses at their Dubai headquarters. The first courses will be on Marine Technology (MT)equipment for dynamic positioning.

Elcome are the only providers in the Middle East of MT equipment and their business extends beyond the region to the Caspian Sea. In Dubai they have the facilities to demonstrate equipment and now in association with Maersk Training, who have the globally recognized training programmes and instructors, customers can benefit from a complete package.

Twenty participants from the Italian oil giants Saipem have already signed-up and the first of a series of courses will be conducted in early November. Initially using instructors from Maersk Training Svendborg the

intention is to establish a solid foundation and calendar and then bring online a locally-based instructor.

The agreement was signed at Elcome’s Dubai headquarters in September between Elcome’s Executive Director Jimmy Grewal and Maersk Training’s Sales and Marketing Manager Mikael Kofod. Mikael explained how the cooperation came about.

Maersk Training has looked upon the Middle East as being full of potential in terms of being a centre for providing a quality workforce for both the oil & gas and maritime industries.

‘I was doing a background study for the region and the name Elcome kept coming up. I set up a meeting with the intention of recommending a training programme to them. Quickly both parties realized that it was not Elcome who needed training but that their customers would most benefit from it. They have excellent facilities and we have the knowhow – it’s a perfect combination,’ says Mikael.

Apart from being a leading equipment supplier Elcome also service ships in the region, averaging between 400 and 600 vessel visits a month.

Maersk Training’s Chief Maritime Instructor, Søren Rossẻ Segel says, ‘it is a great opportunity to expand our activities and possibilities in a virgin market. It is a response to Elcome customer demand and we are very pleased to be establishing ourselves in Dubai.’

Maersk Training is globally recognized by the Nautical Institute as a certified provider of Dynamic Positioning training and already has conducted a broad range of other courses in the Middle East. There are a number of subjects matters under discussion and certain specific courses are currently being certified. Added to that one of the two mobile crane simulators, CraneSIM is currently in Bahrain having started training crane drivers in Oman. MTS instructors have also conducted vetting and anti-piracy courses in Kuwait and onboard vessels in the Gulf.

Where’sFrank?Our last issue was Frankless because our wandering seafarer Frank Tügel Madsen was cutting the grass back home on vacation in Svendborg. But now he’s back onboard. See if you can use your worldly knowledge to guess where he has travelled over the past few weeks.

There are three locations and here are some clues to get you from A to Z.

Starting in this country’s fourth largest city he sails through the world’s busiest waters glancing at a castle through the mist. Anchoring in a famous bay but one you might not recognise from this angle. Up from the harbour is the stadium which in 1950 held 199,854 people for the World Cup final.

answers on page 21

The pursuit of natural resources in ever

deep water and more inaccessible corners of the world has brought the demands on the driller and seafarer to new levels. Energy exploration and distribution companies have been looking for a range of courses to supply these skills – they are not necessarily new skills, more a refinement and packaging process which will target their precise needs.

French oil major Total tends to recruit seafarers from principally two areas of expertise – naturally senior tanker officers and from those with an offshore background. In this new environment they have recognized a need to share old skills whilst developing new ones and

MT breaks training ground

with oil major

The pursuit of natural resources in ever

deep water and more inaccessible corners of the world has brought the demands on the driller and seafarer to new levels. Energy exploration and distribution companies have been looking for a range of courses to supply these skills – they are not necessarily new skills, more a refinement and packaging process which will target their precise needs.

French oil major Total tends to recruit seafarers from principally two areas of expertise – naturally senior tanker officers and from those with an offshore background. In this new environment they have recognized a need to share old skills whilst developing new ones and

the perfect training ground exists in distilling a new five-day course from Maersk Training’s maritime and oil & gas portfolios and resources.

Still in the development stage the course is due to go live next year and currently it looks like it will consist of five modules which will cover Offshore, Anchor Handling, Dynamic Positioning, FPSO operations and Rig Moves. The course, which is for six participants, will be a mixture of theory and class and simulation exercises.

The fact that Maersk Training has a long track record and accreditation of the highest caliber is what convinced Total to enter into this agreement and hopefully will see a growing Gallic presence around the Svendborg complex in the years ahead.

The Skills Blender FormulaThe participants are split, dependant on their backgrounds, and come together on shared

modules one and five.

Training Module 1 – Offshore Familiarization1a Imperative for tanker personnel 1b Imperative for offshore personnel

Training Module 2 – Anchor Handling Operations2a Imperative for tanker personnel 2b Optional for offshore personnel

Training Module 3 – Dynamic Positioning3a Imperative for tanker personnel3b Optional for offshore personnel

Training Module 4 – FPSO Operations4a Optional for tanker personnel4b Imperative for offshore personnel

Training Module 5 – Rig Move Procedures5a Imperative for tanker personnel 5b Imperative for offshore personnel

Pilot Emergency Response Course is Spot On

Learning Platforms

Two, maybe four, men overboard, an explosion and a fire breaking out, a bell rings out along the corridors . . . .

‘Timeout!’There was a handball–like huddle, but the information conveyed

was not done in a hysterical sort-it-out-to-win rant. It was delivered in a cool, calculated manner with feedback

and input as vital parts of the discussion.

Contd/ →

For two days the LNG simulator suite in the

basement of Maersk Training’s Svendborg hotel had been turned on its head. The classroom had become the instructor’s control room and the LNG control room converted into the hub of an offshore platform. With the introduction of a two-way mirror and a wall of indication lights, the scene had been set for a very concentrated series of emergencies.

For the first time a production platform CCR team, eight guys drawn from Tyra East in the North Sea, were being subjected to intense situations they had never encountered in the past and could only hope that they will never do so in the future. Should they do so then these

two days might prove to be the most valuable usage of free time they’d ever had.

In a temporary suspension of reality the atmosphere was one of palpable tension as they fought to deal with scenarios which Maersk Training instructors Ole Månsson and Morten Kaiser controlled from behind the double mirror. For the two instructors it was a significant milestone in a hectic schedule which only weeks ago saw them onboard the Tyra East platform, notebooks in hand, all pages blank. For Carsten Joest Nielsen and Training Coordinator Joan Qvist Jacobsen from Maersk Oil it was an important junction on a road journey they’d set out on some years earlier in search for a specific platform culture and importantly how to train for it. What was unfolding in front of them was the realization of Carsten’s contribution to Process Safety.

‘On day one we found that we didn’t see the situation in the same way, but by using the Timeouts we gained

that. In feedback one of the guys said that in the past he always assumed that the platform supervisor knew what was going on so he wouldn’t have said anything - but now by communicating in the timeouts he had the chance to create a better, fuller picture,’ said Carsten.

Much of the physical picture was created in MT building inspector Claus Jensen’s workshop. Claus’s contribution was quiet but huge – hundreds of LED’s, many meters of wire and dozens of switch boxes and buttons, meticulously joined together in a format which to the uneducated eye was impressively complicated, but to the oil man stirringly informative. It wasn’t sophisticated, but for this pilot Emergency Response Training course it more

than sufficed. Added to the backboard were some of the most simple of tools, a white markerboard or two.

These of course were not revolutionary, but what was most pleasing Carsten was the way they were being used. The Timeouts were in search of clarity and clarity is only achieved with focus. The logging of the incident, minute by minute, allowed platform supervisor Flemming Marxen gain a clear view of what everyone was doing and the team members in return had the assurance that they knew exactly what the situation was.

‘Considering the set-up, operating on a pilot budget, a lot has been achieved,’ said Flemming adding that ‘there was a noticeable adrenalin flow once the exercises started – it doesn’t matter if you are on a platform or in the basement at MT as long as the people who contribute provide realistic situations.’

Carsten had suggested the

training method in order to get crews away from platforms and into an environment where they could properly assess progress and practices. Emergency Response training in the past has been targeted at the top decision makers but what the course proved was that without the full picture, the 360° view, any decisions could be dangerously based.

‘We have found a new way of working as a team. I’ve tried to use this in the past out on the platforms but we needed this particular environment to implement it – to practice and to see why it is important. Somewhere without production demands where we could rewind and revise,’ he said.

The mixture of technical and people skills came as a

particular bonus to Flemming. He’d spent the last decade on platforms in Qatar where on a typical there would be 35 different nationalities out of a crew of a hundred. ‘It’s a problem because some cultures respond with a yes because they think that is what you want to hear – working with a Danish crew is very different, they challenge a lot more, but the bonus is you also get more feedback,’ said Flemming.

‘Seeing the ship simulators down here it would be nice if we could build something similar for platforms –what is needed is for somebody to post in some money to make it more permanent. But we are off to a very good start,’ he concluded.

The wind industry today is huge. By 2020 it will be massive. And so will be the problems of safely manning it if the correct steps are not taken today – today not tomorrow.

The industry is growing at 100% a year so the current 40,000 people will be approaching half a million by 2020 – for every careless cowboy there will be twelve. There appear to be far too many with a Tarzan attitude to safety. If you work on commissioned turbines you are 29 times more likely to have an accident than a worker in the oil and gas industry. To date over a thousand have been injured, many seriously and 87 accidents were fatalities.

That’s just the human side, move across to the figures side, the balance sheets, and there’s a different story. Wind isn’t yet the free baby of the generating industry, every unit of power is about three to four times that of oil or gas and much of that is because of installation costs. Nearly a quarter, currently 22%, of the total charge of an new offshore mill is consumed in putting it into position.

At Maersk Training a couple of years ago we conducted a safety campaign for APM Terminals. The target was to reduce the time lost incidents, TLI’s, from seven hours per thousand to five. With one campaign we got it down to three - in terms of efficiency the process has paid for itself over and over again. The cost in human terms of injuries and death avoided, as they say in one credit card ad, . . . is priceless. Imagine the money involved if, in this billion dollar industry, you could trim even a fraction of a fraction of that 22% installation charge.

Moreover introducing a culture of safety lingers long after installation. At a conference recently in London we discussed these issues and there were those who worried about training people who would move on – a wasted investment some argued. At Maersk we have one reply to that logic. Would

20 20 Visionby Tonny Moeller

Contd/ →

you rather train a person and lose them or not train them and retain them? We always say if you think training’s expensive, try an accident.

The 400,000+ new workers will nearly all be fresh recruits – the shore-based wind industry is also booming and crying out for people and therefore will not be a training ground or resource. Unless we can get this new generation trained, rather than ‘blooded’, the offshore wind industry will be a dangerously unattractive workplace.

The industry is perched at a crucial point in its development. Today it’s young and fresh, still pliable, open to acceptance of practices – but tomorrow, once something is set, it resists change. The key to the whole process is a proper logging system in which every ‘incident’ minor or major is listed. Out of this will come a pattern and we react to it. Currently the only figures available of a compiled nature are from a Scottish anti-wind turbine lobby. Whether they are sound or not is an open question, but until the industry gets itself together and creates its own logging system we will never know.

I said earlier that a thousand had been injured with 87 deaths so far in the industry – in China the figure stands at three. Three fatalities, not three thousand as you might imagine in such a vast country. Perhaps they too lack a logging system.

Heinrich’s theory from the 1930’s still I believe holds good. Out of 30,000 unsafe acts 330 will become incidents, 300 will have no injury, 29 will have minor injuries and one will suffer major injury or death. His second calculation was that 88% of accidents are caused by ‘unsafe acts of persons’. The culture we embedded at APM Terminals to 20,000 people dramatically alters those predictions by making people safety conscious, accidents infrequent and injury rare.

Thirty years ago the offshore industry had a devil-make-care philosophy, today it has a strong safety culture. These two industries share a common environment, common challenges, they ought to share a common culture.

20 20 Vision contd/

A high-level delegation from Essa, the training arm of Sonangol, the Angolan oil and gas exploration and production company visited Svendborg to discuss possible cooperation between themselves and Maersk Training. They spent two days in discussion and touring the facility and the next move will be to conduct an evaluation of customer-specific needs in Angola. MT’s large portfolio is an attractive proposition as is the advantage of paralleling any development with the new MT Brazil branch.

Maritime instructor Kenneth Hansen briefs the fact-findng team from Essa(from left) Gil Miguêns Secretary to CEO, Ana Carmo, Planning Manager Adalberto Sena, CEO Essa.

ꜛ A n g o l a G u e s t s I n d o n e s i aꜜ

And a delegation lead by Pelabuhan Indonesia II’s President Director, R. J. Lino spent a day of their week-long Danish visit at Rantzausminde to see MT’s facilities. They were in Denmark with AMP Terminals to discuss possible cooperation in terms of management and training in relation to a new port which is in the process of being set-up in Indonesia. Here they attend a classroom briefing.

For some time Maersk Training Esbjerg has been working on the idea of delivering training on site, or from the transit port. Because when weather is bad with waves too high and strong in the open sea, there will almost certainly be better conditions in harbour and full protection within buildings. The same goes to some degree, for onshore sites where winds can also be too strong to work in a safe manner.

So the trick is to find out what can actually be done and how can it be done?

Let’s look at the training requirements first. It doesn’t really seem relevant to train new employees onsite since they need basic training, including some technical training along with the full safety training, and providing all this onsite would be a huge task. Then there is refresher training which needs to be taken at specific intervals.

These could include:- Sea Survival training, where most currently use the STCW convention as the governing convention- Boat Transfer, not governed by any conventions, wind industry specific- Basic Fire Fighting, not governed by any conventions, but wind industry specific- First Aid, often 12 hours in accordance with European standards, but in the UK other standards prevail

Can it be done?We have designed a fully-fletched training facility that can withstand winds of up to 24 meters per second. It comes with everything pre-installed and approved by the relevant authorities, so the simple answer is ‘yes’ it can be done.

Offshore wind projects face a high percentage of “wind days” where it is impossible to work due to the threatened safety of technicians. The

percentage varies but projects have been seen with more than 40% down time due to adverse weather conditions. When this happens there are a limited number of possibilities, perhaps by carrying out some maintenance, but generally all you can do is to wait for the weather to get better. A weather-inflicted project is always waste of time and resources, or is it?

Training,Weatheror notb y M i c h a e l B a n g

Commercial ManagerMaersk Training Esbjerg

image of what the facility may

look like →

For some time Maersk Training Esbjerg has been working on the idea of delivering training on site, or from the transit port. Because when weather is bad with waves too high and strong in the open sea, there will almost certainly be better conditions in harbour and full protection within buildings. The same goes to some degree, for onshore sites where winds can also be too strong to work in a safe manner.

So the trick is to find out what can actually be done and how can it be done?

Let’s look at the training requirements first. It doesn’t really seem relevant to train new employees onsite since they need basic training, including some technical training along with the full safety training, and providing all this onsite would be a huge task. Then there is refresher training which needs to be taken at specific intervals.

These could include:- Sea Survival training, where most currently use the STCW convention as the governing convention- Boat Transfer, not governed by any conventions, wind industry specific- Basic Fire Fighting, not governed by any conventions, but wind industry specific- First Aid, often 12 hours in accordance with European standards, but in the UK other standards prevail

Can it be done?We have designed a fully-fletched training facility that can withstand winds of up to 24 meters per second. It comes with everything pre-installed and approved by the relevant authorities, so the simple answer is ‘yes’ it can be done.

The principal test for such a facility is that it must be deployable. We have to get the training facility placed in the perfect location to maximize time. This means employing a flexible facility which can easily employ transportation by a combination of road, rail and sea. That leaves one realistic option, containers. At Maersk Training we have a track record for putting a facility into a box – with CraneSIM we have conducted improvement and introductory courses to a new generation of crane drivers worldwide.

Naturally containers hold a number of advantages and disadvantages. The major advantage is that they can be transported and that the world of logistics is used to handling them. The cost for transportation is acceptable and the protection of the goods inside the container is high. Some of the disadvantages needed to be countered are heat and cold inside the containers creating condensation inside in cold weather or facing intolerable heat during the summer. A major disadvantage is a lack of space. We believe that we have come up with a good solution. Like Lego bricks you put more than one on top of, or beside, another.

Does it make sense? The quick answer would be yes, but it is not as simple as that. A number of things need to be taken into account. It has to be located at a site where the volume of people going through is big enough to deploy instructors yet where there is no permanent training facilities close by. In order for this to work it has to be a common decision of all the major stakeholders in the specific site to use the training facility.

The possibilities are there and how we will use it once it gets off the drawing board, the future will tell…….

What it takes to be Best in ClassEveryone knows that you

can’t manage what you can’t measure. Firstly how do you navigate your way through the myriad of various performance metrics? Once you’ve achieved that then how do you know that your measurements are interpreted correctly into the right actions?

TMSA, TOTS, VIQ and Officer Matrix Qualification are just some of the performance metrics within the SIRE Vetting Programme. But the most important parameter is your accumulated list of vetting observations and the corresponding analyse of root causes.

Training needs may be onboard training conducted by Company Riding Teams, Senior Officers or visiting safety superintendents. It may also be an increased CBT training or shore-based training, where extended focus must be given to a particular area of concern.

Three TypesAt Maersk Training there are three types of vetting training; one-day basic vetting, two-day operational vetting and one-day advanced vetting. There’s also a vetting seminar, which includes pre-seminar an in-depth analysis of company-specific vetting observations.

The seminars focus on input of the top five identified areas of deficiencies and their relationship to the overall company performance. There’s also a highlight put on the various training solutions the pre-survey identified, including a responsibility indicator – showing the most optimal direction of training needs.

Tailored SeminarsThe vetting seminar can be tailored to include the Company Safety Management System procedures for vetting and a review of same in order to optimise the vetting performance and successful outcome or it can be designed to introduce the vetting process to office employees or junior officers.

A specific challenge is to ensure that ratings are aligned with their responsibilities prior and during a vetting inspection. This can be addressed by extracting the VIQ questions, which are most likely to be linked to ratings and where vetting inspections have indicated an increased numbers of observations. The vetting seminar can be very useful to include as part of the annual conference, either for ratings or officers.

Approval from an Oil Major or inspecting party is not only reliant on the outcome of the onboard vetting inspection, but

also on the forwarded reply. This process is known as ‘the vetting of the Company’. In order to be able to provide a world-class reply and be able to conduct a thorough follow-up process the vetting manager and Master must have knowledge about the mechanism controlling the vetting chain from inspection to acceptance. Providing a world-class reply is essential and does require some training and skills. This training is included in our one-day advanced course, but can also be chosen as a seminar topic.

Basic KnowledgeSince the vetting process is a combination of a variety of performance indicators like TMSA, TOTS, PSC, SIRE inspections, Officers Qualification Matrix, Oil Majors Best Management Practise, Marked Information and Terminal Operational Reports, it is important to have a basic knowledge of these processes and the route to a successful customer acceptance.

So there are several options, the key is in being able to interpret precisely what you have measured. Becoming the Best in Class is not difficult.

Bo GrønhøjChief InstructorSafety & Securitybmg007@maersktraining.com

What Is Vetting?It’s not a word readily found in shorter dictionaries, but it is a process which is increasing in relevance and value almost daily for ship-owners. In a seafaring sense it has been around for less than twenty years, in general usage a century, so where does it come from?

Strangely the simplest way to sum it up is to go back to 1860 when it was first introduced into one industry, horse racing. To determine whether a horse was fit to race it had to be examined by a qualified animal doctor, a veterinarian. A fit horse therefore became ‘vetted’. Later people were ‘vetted’ for jobs and since 1993, with the introduction of SIRE, - Ship Inspection Report – for specific vessels. SIRE was created to meet the demands of the oil industry and the value to the industry was such that subsequently other types of vessels have had their own processes established.

Today a vessel fit to be chartered is one which has been vetted, but how best to go about the process. Different vessels do different jobs and require different vetting procedures. We therefore need to tailor the vetting process to best suit individual needs and meet regulatory requirements. That’s why our vetting courses are both broad-based but highly focused.

The lesson the industry has learnt is that properly vetted vessels are assurance rather than insurance and that proper training is key. You might call it horse sense.

N e x t C o u r s eSIRE Vetting10-11 NovemberSvendborgbook/info

In a world where you can sit in a pub and with

your smartphone turn the lights off and on at home; where an ‘app’ will lock on to virtually every plane in the sky, tell you it’s speed and every flight detail for the past week; the question is, are we too reliant on technology?

A plane can take off, fly and land with minimal input from the pilot, but somebody still has to be able to ‘switch the doors to manual’. Imagine what would happen if nobody knew how to do it.

Frank’s JourneyStavanger toRio de JanerioThere’s a delightful twist of numbers in Frank’s current journey. He started from the northern part of Stavanger, the suburb of Hinna. Stavanger is known as the Oil Capital of Norway having expanded from just over eighty thousand in 1970 to have a population of 197, 852 in the conurbation today.

Frank’s destination has many famous landmarks, but one we’ll get more familiar with is Maracanấ Stadium. This is where the numbers twist comes in - it is currently closed, being renovated for the 2014 World Cup, this time able to seat the 1970 population of Stavanger. Today’s population would have fitted in to see the 1950 final when Uruguay beat Brazil 2-1.

The en-route photo was of the famous white cliffs of Dover.

That’s pretty well what happened on a docked container vessel in the Middle East where a routine oil change resulted in a blowout, a local shutdown, followed by a total blackout, the entire vessel being immobilized and the emergency services called. Normality was restored by the one guy who knew precisely which button to push.

Today’s bridge teams and engineering room crews are from a new generation, totally comfortable with the joys of technology, but what happens when a glitch

occurs and they’re suddenly out of their comfort zone thrust into ye olde world of manual operation. There’s no point in re-booting or grabbing the instruction manual, it is in knowing the feel of the vessel and how it responds to controls that matters. At Maersk Supply Service they have identified this as an industry-wide dilemma and are tacking the situation.

‘We need our seafarers to feel comfortable in traditional non-technical situations and this means taking time to do things the old way,’ says Claus T.

Sørensen, CCO for MSS’s Chartering and Operations division.

The trouble is that in the highly competitive marketplace the client, quite rightly, wants maximum production and payback for their buck.

‘It will be difficult to convince the client that going manual for a short period of any operation is in their direct interest – but it is,’ he adds. ‘It is a vital part of our philosophy to have the best-trained crews.’

D o o r s t o M a n u a l

Contd/ →

MSS do not necessarily see themselves as top of the class in terms of seamanship, but that’s largely because there is no common benchmark within the industry for many competencies. Both green, both fruit, but often it is like comparing pears and apples. ‘We have a ruthless, honest, reporting culture. Getting commonly-based statistics is part of the problem, but the greater issue is in the industry being unwilling to share them,’ says Claus.

This is where Maersk Training aims to be an effective partner. Like MSS, Maersk Training is not a closed in-house operation and has a growing global external client list. This they see as being to the benefit of all, allowing an honest cross-fertilization of problems, solutions and ideas. It has been a leading activist in seeking uniform industry-wide standards.

The centre was established because of gap between competencies and certification which resulted in an accident on a North Sea rig. The bent and twisted travelling blockhead stands in the grounds of their Svendborg headquarters, quite modern art-like, it is constant reminder of the need to get things right.

In-House Benefits‘We have benefited enormously from the switch from being an in-house operation to an open door policy – it gives us a broader knowledge gathering capability, but also opened our eyes to accepted values, and in some cases unacceptable values,’ says Mikael Kofod, Sales and Marketing Manager at Maersk Training, Svendborg.

Maersk Supply Service and the training team have worked together to bring into being MOSAIC, a major maritime simulation

complex, and are now addressing how to best marry learning technological competencies with traditional seafaring skills. Maersk Offshore Simulation and Innovation Centre, to give it its full name, can accurately replicate conditions on over 70 vessels, in all weather conditions and most corners of the world. However as Ivan Seistrup, MSS’s Vice President, Technical Vessel Operation, pointed out, technology should not be allowed to totally rule the waves and said that there are stories within the industry of vessels using DP as their default-setting when it comes to maneuvering, even to the extent of docking.

GodfatherIvan was one of ‘the Godfathers’ to Maersk Training’s first generation of simulators and is very impressed by the flexibility and capabilities of the present generation

Doors to Manual/contd

Mosaic II Diary

So this is it, this is what the new MOSAIC II will look like. Maersk Training Svendborg has just signed the contract with

the builders Hansson & Knudsen for the construction. The building which will house state-of-the-art oil and gas simulation will be joined to the current MOSAIC which will act as the main entrance to the new complex. On two floors the area is 1,158 square meters. It is hoped that building can begin as soon as possible with a operational target date for late summer 2012.

We are still negotiating with suppliers for “Rig central control room” and Engine room simulator.

Tonny Moeller

- the initial simulator was driven by ten side-by-side computers, today’s runs on over 120 computers, each vastly more powerful than their predecessors. However no matter how impressive the program there is no substitute for being able to operate fully hands on.

‘We see it rather like an iceberg,’ says Mikael, ‘90% of what is under the water is the education we provide through traditional classroom and simulated training – the remainder is what you see at sea. But that 10% tip cannot exist without the support of the bulk below. We are actively working on seeing how best to deliver the whole berg.’

Computer thought: Electronic Trading19.2 billion shares were traded in a 19 minute spell during a recent stock market hiccup – they were all traded automatically by computers and represented more share movement than by human traders during the entire Sixties decade. The computers had mistakenly assumed the market was ten times the size it was and instantly took action.

piracy costsThe balance sheet is quite scary – according to an independent report* the annual cost

to shipping due to piracy is around $7.5 billion, with the largest chunks consumed by re-routing and naval protection, but when the cheques are written, how much is for the safe return of the vessel, the cargo - - - or the crew?

The guidelines and pamphlets which help companies prepare for such circumstances suggest, according to Bo Grønhøj, MT’s chief security instructor, the emphasis is on getting the hardware back and, to a degree, overlooking the human cost.

It’s that cost that Bo addressed as a guest speaker at the 9th Maritime HR & Crew Development Seminar in London at the end of October where he also conducted a series of workshops.

“If you want to do something for your crewmembers then you have to prepare them to be in a highly sensitive environment where you can be hijacked, can be shot at, your family can be nervous, you loose sleep. You have to look at the psychological aspect of your working place much more than you had to do ten years ago which means either you put that in as an important element in briefing crew members and giving key persons onboard knowledge to manage psychological issues or you move your vessels outside these areas – but that is not an option since these areas have increased,” says Bo.

Bo’s stance is backed up by work he’s been doing recently for a major company, “We’ve been carrying out crisis management training for a major company and reviewed seven manuals and they are all about hardware which means if the ship sinks who do I need to go to to avoid oil pollution, who do I go to to get the ship off the ground, who do I contact re insurance etc etc, there is no one single line about who do I go to secure the crew is ok,” says Bo.

For Bo the conference was an opportunity to put forward Maersk Training’s contribution to making life in such trying circumstances as a piracy situation more survivable for not just the seafarer but all those affected by the ripples of such an often prolonged event, the SPAR course.

As Bo points out there are numerous companies outside of the maritime world who when sending employees into sensitive areas do so having fully prepared them and have a contingency plan on standby. “As a company if you have any kind of corporate social responsibility then you have to look at this aspect of your business. A lot of multi-national companies who send representatives to subSahara Africa to sell bottles of Coke, or mobile phone people going into Venezuela, already have good insurance in place and back-up set up,” says Bo.

There are a number of SPAR – Surviving Piracy and Armed Robbery Courses planned for 2012, but as always our administrative team will be happy to see if special dates or requests can be accommodated.

piracy costsSpotlight on certain estimated costs *Source: Anna Bowden, Chatham House Report 2010

Ransom (2009 and 2010) $830 millionInsurance (2010) $459 million (low estimate)Re-routing $2.95 billion (if 10% deroute)Security equipment $263piracy head million (low estimate)Naval Forces $2.00 billion (rough estimate)Prosecutions (2010) $31.0 million Anti-piracy Org & Thrust Funds $24.5 millionRegional (Micro-economic) $1.25 billion

$7.5 billion

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PoopdeckPlease Shoot the Messenger

Imagine if you can the situation: a family

holiday, driving through the Swedish forests, destination a lakeside cabin, purpose total chill out, bonding fishing trips and dinners grilled on open fires. You’re a bit of a techno, your mobile is connected to the Sat Nav. Occasionally interrupting ABBA’s greatest hits. the nice lady who normally takes you through the streets of Copenhagen is guiding you left, left, right to somewhere with such a strange name it could be an IKEA sofa bed. Wife and kids singing along, everything is totally Chiquitita. Then there’s a brief burst of ringing tone and Miss Direction is interrupted, your phone takes over and a new female voice fills the car.

‘We’ve got to talk – we met in Rio in April, more

Please Shoot the Messenger

Imagine if you can the situation: a family

holiday, driving through the Swedish forests, destination a lakeside cabin, purpose total chill out, bonding fishing trips and dinners grilled on open fires. You’re a bit of a techno, your mobile is connected to the Sat Nav. Occasionally interrupting ABBA’s greatest hits. the nice lady who normally takes you through the streets of Copenhagen is guiding you left, left, right to somewhere with such a strange name it could be an IKEA sofa bed. Wife and kids singing along, everything is totally Chiquitita. Then there’s a brief burst of ringing tone and Miss Direction is interrupted, your phone takes over and a new female voice fills the car.

‘We’ve got to talk – we met in Rio in April, more

than met, I’m pregnant.’

Confused is an inadequate word to describe the immediate environment. The caller goes on to rant that she doesn’t know what to do – but then neither do you. Outside it is summer, inside the car, a Swedish winter.

‘Rio de Janeiro?’ you choke back.

She replies yes and damningly adds your name, your company and the details of a hotel bar before being smothered by a G3 connection which made it all the way from the South Atlantic, but not through the final few metres of Swedish fir.

There’s a silence and then from the front passenger seat an observational question.‘When were you in Brazil?’

‘Never.’

Never has never been so sweet. The next few kilometres are consumed by mixture of internal annoyance that the perfect summer spell had been broken and external thinking of how such a situation could have occurred. Wrong numbers, as your wife has just pointed out, don’t normally guess your name and job description.

In a flash it hits him. What is it that contains a key to you, yet something that you give away,often indiscriminately? Your business card.

Now the driver hadn’t handed the card to the unfortunate lady in person; after all he’d never been to Brazil – she’d got his mobile number, second, maybe third, hand. He was victim of identity theft, or more correctly, they both were and if nature takes its full course there’ll be a third victim, one who has a logo for a father.

It’s a true story and one which caused some reflection of where business cards came from and where in this techno age they are going. The first calling cards were used by the Chinese, however, the first true ‘business’ cards originated in London in the 17th century. Before newspapers and the power of advertising had grasped the masses, before proper city street mapping, businesses used to hand out ‘trade cards’ in order to guide a selected clientele to their doors.

Later the French fashion for ‘visiting cards’ took Europe and the States by storm and created a culture every bit as dominant as Facebook is today. A whole social etiquette evolved.

Homes had a silver tray on the hall table. Callers would leave their calling card with the servant, it was then the decision of the intended recipient whether to respond or not. There were lots of little additional signals. If you bent the right corner over it signified that the card had been delivered by you personally, a nice touch if you fancied the daughter of the house. If you folded the whole card over it said you wished to call on the whole household, not just a particular individual.

Then, like SMS’s today, there was a shorthand. Inherited from the French court, if you wrote p.f. on the back it meant pour féliciter, congratulations, or p.c. pour condoléance as an expression of mourning.

Perhaps the Brazilian lady should have looked on the back. If the guy who gave her more than a card had written p.p.c. it would have indicated that the he was leaving, unlikely to come back.

In the meantime we are looking into a card for the 21st Century – it’s an exciting development and one where the message can’t be abused by the messenger.

rli039@maersktraining.com