 |
 |
 |
| VISIT THE SHIPTALK WEBSITE | ADVERTISE WITH SHIPTALK.COM | CONTACT US |
|
|
|
|||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
|
|
|
Visit Our website at WWW.SHIPTALK.COM Dear Shiptalk Readers, Why, you might ask would Shiptalk want to venture into the world of the luxury yacht? Surely there are sites better suited to reporting on this niche sector of our industry and well there may be. However, our research shows that as with other sectors of the shipping industry there is currently a dire shortage of professionally trained yacht crews needed to man these vessels owned by the super rich. When we talk about “luxury yachts” we are speaking of large yachts whose length overall is in excess of 30m - but this is a world where size truly matters and it is not so uncommon to find yachts well in excess of 100m carrying crews of 40 and upwards. As these yachts become larger, tonnages expand and crew numbers grow and the line that divides them from the commercial merchant fleet becomes very faint. An increasing number of yachts are being built where the passenger accommodation exceeds 12 or where the tonnage is larger than 3,000gt. As soon as either of these figures is reached, the manning requirements demand that only commercially qualified personnel may serve onboard. In this Shiptalk Special News Bulletin we have looked at a range of employment related matters in the luxury yacht sector including, contracts, skill sets, personal security and insurance as well as professional recognition and development. Those of you who are thinking of a change in careers and for those with an interest in all matters Nautical we hope you find the articles helpful and informative and look forward to receiving any feedback you would like to share with us.Shiptalk.com……reading you loud and clear
Working in the Large Yacht Sector - advice on contracts of employment As the Large Yacht sector develops it is increasingly becoming an integral part of the wider maritime industry. It is adopting similar approaches to technical and crew management issues. Modern human resource management processes are increasingly commonplace amongst large yacht operators and managers. In today's modern maritime industry it makes no sense to start work without having a professional organisation like Nautilus UK behind you. Over the years Nautilus UK has provided invaluable advice to those of its members who have individual contracts of employment. We can check your contract and make sure it is reasonable and meets recognised industry and international standards. However, every situation is different so what follows is a general summary of the advice Nautilus UK provides to individual members who are seeking employment in the large yacht sector . All seafarers should have a written statement of their Terms and Conditions of Employment and no one should start work without knowing what they are expected to do and what they will get in return. Always ensure that the contract clearly states the wages payable and where the engagement is seasonal or not full time and permanent, defines the length of the tour of duty. The contract should normally be referred to in the Crew Agreement or Articles of Agreement onboard the vessel. The contract should state clearly the amount of notice the employer is required to give the seafarer should they wish to terminate the contract. The contract may also place a similar obligation on the seafarer. Benefits packages with respect to health or other insurance and paid training should also be detailed. The seafarer should be aware of their entitlement to repatriation. Contracts should clearly define and specify when repatriation is provided e.g. at the end of contract, dismissal or both. Penalties for non-compliance should again be clear for both sides. Normally seafarers should not be responsible for paying any portion of their joining or repatriation expenses. Seafarers should be wary of signing a contract that allows for alterations to the contract at the sole discretion of the employer. Likewise they should not sign a contract that allows the shipowner to withhold or retain any portion of their wages during the period of the contract. Seafarers are entitled to full payment of wages earned at the end of each calendar month. Only deductions agreed by the seafarer should be stipulated. Finally if seafarers have any doubts at all about what is contained in their contract, they should ensure that they seek professional advice on its contents before signing. Any contract or agreement that a seafarer enters into voluntarily would, in most jurisdictions, be considered legally binding. For more information about the support Nautilus UK can provide to seafarers in the Large Yacht Sector please contact: -
Rohith Pale
Large Yachts and the ILO Maritime Labour Convention 2006 Over 90% of world trade is carried by the international shipping industry. Without shipping importing and exporting goods on the scale necessary to maintain and increase global prosperity would not be possible. There are around 50,000 merchant ships trading internationally, transporting every kind of cargo. The world fleet is registered in over 150 nations, and manned by over a million seafarers of virtually every nationality. The worldwide population of seafarers serving on internationally trading merchant ships is estimated to be in the order of 466,000 officers and 721,000 ratings. With new ships costing well over $100M and, in many parts of the world, an attitude of zero tolerance to marine pollution by the general public, a well-trained, highly motivated workforce is essential to properly operate and maintain these assets. The International Labour Organization and the International Maritime Organization both affirm that: ‘Seafarers are recognized as a special category of worker and, given the global nature of the shipping industry and the different jurisdictions that they may be brought into contact with, need special protection, especially in relation to contacts with public authorities'. The value of their maritime workforce is well understood by the best ship-owners, who recognise they are an investment rather than a consumable expenditure. However there has been a long and inglorious history of seafarer exploitation which has resulted in a plethora of legislation to regulate particular abuses in the past. As shipping completes the transformation from its historical roots of capital adventurism and asset play to become embedded into global production systems it needs to match the reliability of the rest of the production chain. The International Maritime Labour Convention is part of the transformation process. It was adopted on 26th of February 2006 after more than five years work with representatives from ship-owners and unions. The new ILO Convention is already being referred to as the fourth pillar of international maritime regulation, together with the International Maritime Organization ( IMO ) Conventions on safety of life at sea (SOLAS), environmental protection (MARPOL) and seafarer competence (STCW). The major implication is that, for the first time, flag states will issue ships with an international Maritime Labour Certificate, following an inspection, confirming that employment conditions on board are consistent with minimum global requirements. The substance of the new Convention is drawn largely from existing ILO rules and it has been produced in a way intended to make it practical for governments to ratify. The new text provides flexibility to implement detailed requirements at a national level, both in the seafarer's country of residence and the ship's flag state, using the ILO principle of ‘substantive equivalence'. Also the European Union has already drafted a Directive proposing that ships flying a flag which has not been subject to the IMO audit may be penalised with additional targeting for port state control inspections. No doubt this will be incorporated into the inspection arrangements of the Paris MOU on Port State Control, on which other regional PSC authorities are likely to model their procedures. It is against this background that the implications of the Maritime Labour Convention for large yachts must be considered. The Convention was developed to meet the needs of shipping a blanket exemption for large yachts would create loopholes which would be exploited by those who will always seek to evade regulation. So like it or not all large yachts must comply, and it is hoped this will accord with the wishes of most large yacht-owners whose enjoyment of their yacht is usually dependent upon having a happy and motivated crew. However there will be problems for some designs of yacht. The Convention contains Regulations and a Code and the Code is divided into two parts, Part A and Part B (similar to the STCW Convention). The Regulations and Part A are mandatory whereas Part B is not. The Regulations and Part A of the Code require accommodation decks for seafarers to be above the Load Line. This has implications for yacht design especially smaller vessels. It will be difficult to design a sleek low-profile hull under these constraints. There are also very prescriptive requirements for cabin areas and sanitary spaces which could severely curtail the space available for owners' guests. There are two main areas for flexibility in implementation: one is the possibility for a Member, where necessary (at Article VI, paragraph 3), to give effect to the detailed requirements of Part A of the Code through substantial equivalence (this is defined in Article VI, paragraph 4). When the MCA developed the Large Yacht Code it used similar provisions for exemption on the basis of equivalence so that, for example, instead of requiring strict compliance with a prescriptive requirement of SOLAS it was possible to achieve equivalent safety measures by an alternative means. This approach has proved very successful it has enabled designers of large yachts to develop innovative designs, using new materials, high technology and advanced construction methods. The success of the Code of Practice approach exceeded all expectations and the MCA's original Code has developed to become the de facto industry standard adopted by many other Administrations. This has produced a positive benefit that competition between Flag States over standards of construction and safety equipment rarely, if ever, occurs. Unfortunately for some yacht builders it will be very difficult to meet these requirements within their existing hull designs. In some cases it would only be possible by limiting the owners' accommodation to the point that they have less space than some members of the crew! For the Flag Administration there is little scope for compromise because the prescriptive requirement for accommodation space cannot be satisfied by an equivalent provision. A Flag Administration prepared to compromise its integrity by issuing exemptions without equivalence is likely to be exposed by Port State Control and targeted by labour unions. Furthermore the vessel's resale value will suffer and the owner will find it difficult to hire a crew of any quality in a tight labour market, which is unlikely to improve for a considerable time. In order for the Large Yacht industry to respond to the challenge of compliance with the Maritime Labour Convention it is necessary to establish viable grounds for equivalence and for Flag Administrations and Classification Societies to share interpretations. To do otherwise would compromise standards in an industry which has done so much to promote economic growth, provide high quality employment both at sea and ashore as well as promoting the development of new high technology construction along with preserving and enhancing traditional craft skills.
David Wright
Convertible Skills – Merchant Navy to Luxury Yachts With order books full across the Super Yacht industry, there is currently a large recruitment drive in full force to attract candidates from the Merchant Navy. Due to the high level of service required from yacht crew, the Cruise Ship sector is seen as the ideal place to entice suitable candidates from. In theory, they already have a proven track record of customer service and have worked within a busy and demanding environment. As Super Yachts become larger and larger, a higher level of certification is required. More vessels over 3000GT or 3000KW are being built and therefore commercial certification is mandatory onboard. Traditional yacht crew complete Certificates of Competency allowing them to sail on yachts up to this level only and are therefore restricted. For Deck and Engineering Officers, the transition across to work onboard a Super Yacht is fairly simple. Not only is their Certificate of Competency an asset, but the skills and experience they bring with them is a benefit. Knowledge of ISM is something that is quite commonly looked at by Yacht Owners when looking for a new crew member. Gradually brought in throughout the past few years, the implementation of ISM on yachts is something that Officers, especially from Cruise ships, are fully aware of and highly experienced in. Non certificated Officers, such as Electricians, and Electronic Officers, are also in high demand. Their broad range of transferable skills are necessary, not only for looking after electrics onboard within the engine room and interior department, but also the expensive AV/IT (audio visual & information technology) equipment as well as an array of gadgets and gizmos. Within the Hospitality, Interior and Guest Services departments, again, personnel transferring across to work on yachts can bring a certain level of expertise from their employment on the Cruise Ship. Some positions, like the Deck and Engineering Officers, are able to move straight across to a similar role. Chefs and Pursers have a particular role to play on a yacht and will perform a similar role to that on a Cruise Ship. Other personnel from Cruise Ships such as Waiters and Cabin Stewards may find the move across not so smooth. Yachts traditionally don't employ someone solely to wait on guests or to perform room service. However they combine this role in to one. A Steward/Stewardess will be responsible for everything from high-end table service to general cleaning, detailing and room service to laundry, inventory, flower arranging and beverage service. If employed on a small vessel, exterior duties may also be required like line handling and general deck cleaning. The capability to be flexible and to multi task is therefore a must. In order to transfer from commercial cruise ships to the yacht industry successfully, the final result will depend on the position one is looking to gain and the size of the yacht to work on. Here at Viking, we always recommend to research the industry in depth is the first step and then completing any additional courses is always a great advantage. Health insurance for crew is today's hot topic in the yachting community. The main reason is that the demand for crew is extremely strong and providing just a salary is no longer sufficient to keep quality crew. Therefore, both owners and crew are becoming aware of the necessity of a good health plan. So let's shed some light on this topic to assist you in choosing a medical plan and provider with full confidence and understanding.
Natalie Sheehy
Personal Medical and Travel Insurance Advice for Captains and Crew There are many who believe that the yacht's P & I policy takes care of a crewmember when they are hurt or ill. P & I insurance (Protection and Indemnity) is for ship-owners and charterers and provides protection against liabilities arising out of the operation of the vessel. Most of us know of a fellow crewmember who was hurt or sick and the vessel replaced them with another Deckhand or Stew and moved on leaving the poor unfortunate to fend for him or herself. Fortunately this has become an increasingly rare occurrence but it is important to note that P & I is not intended to be health insurance; it is a protection for the owner and is designed to serve his or her interests and not those of the crewmember. P & I might pay for medical expenses if the event happens onboard, but it may not. It is your personal responsibility to check on what coverage the boat really provides. Unless the owner provides separate health coverage in addition to P & I you should arrange for a suitable health plan for yourself. It may even be a good idea to consider having your own health plan all of the time, regardless of the existence of a group plan, as that is portable and will cover you in any event. Here are some things to look for when reviewing your health insurance options. Is the coverage full time and does it cover you at work as well as on vacation? Does it cover all of the activities that you wish to engage in – such as SCUBA, winter sports and water sports? How about riding a motor bike – does it cover riding something larger than a 50cc moped? Does it provide a detailed schedule of benefits, an ID card, a 24 hour emergency contact number? Does it provide coverage when you are back home? Most of these are not provided by P & I, by the way. Also, be sure to ask the insurer if they will direct bill the hospital or doctor? Many doctors will not let a crewmember leave without receiving payment. As a final piece of advice, be careful about going with the lowest price. Low cost insurance always means that value has to be cut somewhere. So don't try to save a few dollars a year when it comes to protecting yourself. The bottom line is, a separate medical policy and not P & I alone provides you maximum assurance of having protection against suffering a large medical expense.
Mark Bononi
Luxury Yacht Security With the rising popularity of yacht chartering and syndicate membership in recent years, the appeal of these vessels has also increased amongst modern day pirates who view mega yachts as a good target and relatively easy prey. Couple this with the fact that security has not been a primary concern for many owners in this industry over past years, many of whom adopt the attitude that ‘it will never happen to me', and you could say that there is vast room for improvement. Some of this ambivalence is understandable when compared to other sectors of the maritime industry. For them the guidelines have been set out in ISPS and MTSA regulations but the majority of mega yachts are below the 500-gross-ton ISPS threshold. However, this does not mean that they are less likely to be attacked or that they don't need to heed some of the precautions that ISPS raises. Large yachts are a potential honey pot for intruders looking to take valuable stores, furnishings, safety gear and the latest electronic equipment. ISPS and MTSA were born out of the post 9/11 world of terrorist threats but risks to yachts are much more likely to come in the form of pirates than terrorist – although the use of quick and relatively small vessels to ram other targets is a modus operandi previously employed by terror organisations. Piracy itself has fluctuated in certain areas but continues to be a major problem for the maritime sector – most recently off the coast of Somalia . In a recent survey conducted by Ship officers' union Nautilus UK , 27% of members stated that they where ‘very concerned about the threat of piracy and terrorism'. 22% of respondents had been on a ship involved in a piracy incident or attempt. So what are the security solutions to this problem? Many of those surveyed above advocated carrying arms, but the case against is well-documented and compelling. The issues involved, from insurance to criminal law, accidental discharge to misuse make it clear that lethal weapons aren't the answer. The Nautilus survey on security also found almost two-thirds of respondents thought that increased manning would be the move most likely to improve security and reduce the risk of attack, and that a substantial number complained of failure to invest in extra manning or equipment. But what good are more bodies on board if they don't know what they are doing, don't know how to initiate best practice or use vital equipment? They can also serve to make the ‘target' more conspicuous. And yachts, of course, have greater constraints on increased crew numbers than commercial vessels. At Securewest International we work with individual mega yacht owner's right through to yacht management companies and charter. Unlike other clients, their security needs are often unique given that the owner has a yacht, or charters a yacht, precisely because they want to 'disappear' without the prying of hotel staff and entrance lobbies in hotels etc. That does mean that having the wrong sort of high profile security only serves to increase the interest from other parties – good or bad. The security tools at the disposal of a crew are also more wide ranging than ever before – but those using them still need to know how to use them to optimum effect and know when they can't be used. Fully trained crew can also reap the added benefits that such technology can bring. Enhanced SSAS for example provides useful direction on route history, ocean routing, wave height reporting, security route data etc… Its very useful for owners and fleet managers to know where their yachts are at all times. To that end even if they are not required by regulations to have SSAS units it is still a good idea to install them and have them securely monitored 24/7 – something which we already provide for clients through our Maritime Assistance Centre. A monitoring station such as this can be briefed on extra, or special procedures to adopt in the case of an alert. Other wise investments would include motion-detector lighting, underwater lights, intruder alarms, and even non-lethal acoustic devices such as LRAD or MAD . We are now seeing acoustic devices being fitted to mega yachts more frequently, some permanently installed on mast heads and remotely operated. Better use of Radar, video cameras, thermal imaging technology, electrical fencing, running gear entanglement and high intensity directional lighting are all tools which can cut the crew burden of security and make a situation safer at the same time. There is a misconception that these methods do not require training. A weapon is just that, and the failure to properly train an operative in the use of sonic weapons could result in crew being permanently injured rather than the aggressors. Training aside, technology must also be backed up with some of the more simple ‘must dos' when seeking protection against attack, and taking proactive precautions should help to prevent intruders getting on board. Frequent security vigils (especially when docked), running fire hoses out, turn on all deck lights and thoroughly vetting any new crew members should all be part of the standard mega yacht security plan. Paul Singer , vice president new business development at global maritime security service provider, Securewest International.
Luxury Yacht's and Professional Development Professionalism is more than just a word. It is a set of qualities that define who we are and how we do business; it is also the very corner stone of the Nautical Institute (NI) philosophy. The Nautical Institute (NI) is the international professional body for qualified seafarers and others with an interest in nautical matters. We are a thriving international professional body, with over 40 branches worldwide and more than 7,000 members in over 110 countries. Our aim is to provide the strongest possible professional focus, dedicated to improving standards of those in control of seagoing craft, while maintaining the NI as an international centre of nautical excellence. As the large yachting sector has moved under the umbrella of the International Convention on Standard of Training, Certification and Watchkeeping (STCW) and as it has become ever more business oriented, it is no small wonder that there is an ever stronger need for clients and owners to be assured of the integrity and reliability of the skills and credentials of all parts of the operational and management chain. From Master to Manager, it's about what you know, but also gaining the recognition and rewards for those qualifications and experience. In light of all of this, it has been seen that many working with large yachts are embracing the concept of professionalism, and are continuing their development above and beyond the common denominator skill levels of STCW. Professional development is as essential to the seafarer as it is in any career and it is incumbent on all of us to stay abreast of change. The control of sea-going ships and yachts is more than just a job. It is a profession, based on some fundamental tenets. As such seafaring is:
Our overall aim is to ensure that the professional standing of the mariner and the industry is raised. Ultimately this should lead to seafaring, and the maritime industry generally, being more attractive as a career option for well educated young people. Since the NI's inception in 1972, shipping and the large yacht market has changed enormously, and we at the NI look to ensure that technological advances and new equipment are designed with people in mind. While we constantly encourage new developments, we have to keep a close eye on the interface with the all-important “human element”. The interaction between merchant and yacht sectors is important and becoming even more so. It is a complex and challenging time for all mariners, with rapid technological advances alongside uncertain international agendas. The Nautical Institute not only provides an unrivalled insight into every aspect of the industry, but in return also offers a golden opportunity to better educate and inform a far wider audience. Greater mutual understanding today will be increasingly vital for the large yacht market, so we urge you to join us today. Membership of The Nautical Institute brings many benefits, and is open to all nationalities - in grades appropriate to qualifications. The benefits include professional recognition, receipt of regular and up-to-date information, discounts on NI publications and conferences, and participation in seminars, professional development and other activities. We also welcome companies to join and support our efforts through our new Corporate Affiliate scheme. For further details see www.nautinst.org, to find out more on our Seaways journal, the Marine Accident Reporting Scheme (MARS), and our unrivalled catalogue of practical guides.
Communications Manager The Nautical Institute www.nautinst.org
Security, Personnel Protection and the Luxury Yacht Industry Pristine lines of immaculate craft and super yachts in ports such as Palma , Barcelona and Monte Carlo will always pull a pack of spectators who can only dream of what it like to sail on one. Between trips and charter, professional crew maintain their craft in tiptop shape; white top sides gleam, bright work sparkles and varnish glistens. Yachts are kept ready for whenever an owner or charterer needs the seven star luxury and privacy that only such a vessel can provide. This is the world of the privileged few and even by Western standards such craft are a tangible symbol of extraordinary wealth. Yet in many popular parts of the world, even a modest craft represents riches beyond the local inhabitants' wildest dreams; it is not surprising therefore that some become targets for easy pickings. I hesitate to mention the word piracy as many conjure up a vision of Johnny Depp swash buckling his way around the Caribbean charming damsels in distress. However, t here is nothing romantic about a pirate attack; its effect can be devastating. The vast majority of attacks are simply marine muggings in which the whole object is to steal cash and things of value, the remainder are well-planned, highly sophisticated hijackings carried out by organized gangs. P iracy is not confined to the Malacca Straights, the coast of Somalia or to someone else; it has occurred surprisingly near to the more popular areas of the Mediterranean and Caribbean and it normally happens to those who are ill-prepared. The simple fact is that piracy frightens those who would otherwise be quite happy to cruise the world. Yacht Secure (security specialists in the super yacht industry) say that 95% of attacks would not have materialised if the victims had remained alert to what was going on around them and were able to instigate simple well rehearsed procedures in good time. Super yachts by their very nature often operate away from the crowd and from prying eyes where external assistance may not be readily to hand. It is therefore particularly important that crews understand the risk, accept the potential dangers and are trained to implement well rehearsed countermeasures. A vigilant crew will be aware of what is going on around them 24 hours a day. Take a good look at a vessel that anchors too close. When alongside, keep an eye on loiterers and when underway look out for a native boat that breaks away from a group to take a closer look. These examples are far from exhaustive, but they do give an idea what a crew should be conscious of at all times. Once it is accepted that a risk might exist then it becomes very much easier to organise effective routine and prevention measures. Those that look alert are far less likely to be taken for an opportunity target and opportunity raiders will be discouraged by evident security measures and vigilance. Know you have the knowledge to deal with a threat - knowledge dispels fear.
Stuart Carruthers
The Luxury Yacht Industry - An exciting professional career opportunity Concerns about the Super Yacht industry are numerous and cannot be resolved overnight. One of the burning issues is the potential lack of experienced crew for the many new Super Yachts in build. As an example it is estimated that there will be a requirement for 3500 new crew during 2007. This includes Masters, Deck Officers, Deckhands, Chief Engineers, Interior Crew at all levels and quality Chefs. In the past many crew may have been ‘backpackers' looking for some seasonal work to help pay their way for their next travel experience. With the regulations that have come in since 1996 these type of crew are finding it more difficult to gain employment as they are required to hold at least the STCW 95 Basic Safety Courses to be employed on many of the Super Yachts in service. The industry is striving to ensure that there are sufficient crew available worldwide to fill the vacancies as they occur. Many new crew have never had any experience of ‘boating' whilst those who have some boating experience find themselves potentially shooting up the ladder. One of the good points of the regulation changes over the years is that there is now a definite career progression available for those who work on deck or in the engine room. We still need to work on progressional plans for those who work as interior crew and chefs. What is really required is some form of industry body that can set standards for owners to view. Unfortunately we have almost as many different styles of conditions of service as there are Super Yachts and we have about 5500 of them! We find now that some of the larger vessels are required to have ‘deep sea' tickets for the deck and engineering officers and this has led to some owners realising that there is a benefit of introducing ‘rotation' of some form or description. This retains the crew and ensures that they are not fatigued and can undertake all the tasks that are necessary to operate and maintain a vessel of this type, to the standard expected and required. Changes in conditions do lead to additional costs to owners, however many Captains have been able to produce a cost benefit analysis to show the ‘Boss' that it is sensible, effective and efficient. Other issues relate to the lack of berths of suitable location, size and accessibility. Unfortunately in the Mediterranean many countries have made a decision not to allow any further increase in the number of marinas or for expansion of existing marinas. I do not need to recite the reasons as they are many. What is a fact though is that when you have a Super Yacht that was built at a cost of between ½ and 1 million US$ per metre length you do not wish to be berthed in a commercial port. They want to be berthed in a spot that is leisure orientated away from all of the grime and dirt that commercial vessel crews deal with all the time. Until two years ago there were also problems in finding shipyards that had the ability and desire to be involved in the maintenance and repair of these vessels. Trying to find a yard to build larger Yachts, >40 metres, is also difficult, with build slots as far in advance as 4 years, and then we need to add in an 18 – 30 month build time. I am afraid many owners will not wait that long as they want their Yacht NOW, so they can enjoy it whilst they have the time and opportunity. To this end we are now seeing Yachts being built in ‘new' countries including China and Russia. On a positive note it must be said that crew numbers are increasing as is the retention rate. Until about 5 years ago the average ‘Yachtie' stayed about 3 years in the industry, however now they need at least 3 years Yacht service in order to undertake their Officer of the Watch Certificate (Deck) or the lowest level of Chief Engineer (Y4) qualification. There is now without doubt opportunities for many more individuals within Yachting so long as they either have some experience of boating - even if it is in dinghies or RIBs - or some formal marine qualifications such as the STCW 95 Basic Safety Certificates. Those that choose Yachting will, if they wish, find a career that will be satisfying and well paid. One concern in this sector is the perceived lack of recognition and support afforded to those working on Super Yachts. Those seeking reassurance should look to the Professional Yachtsmen's Association (PYA), an organisation which helps and informs those employed in the industry, encouraging them to achieve proficiency by certification and training in safety and all aspects of their work and assisting those who would like to start a career in Yachting. Since its foundation, the membership of the PYA has steadily increased to almost 1700 representing some 42 nationalities working on Yachts world-wide, reflecting the interest and concern of today's Yachtsmen and women of keeping abreast of current developments and regulations in the Yachting industry. The PYA is recognised as a valid representative of the professional Yachting personnel by the UK Maritimes and Coastal Agency (MCA) and other influential international organisations. The PYA works closely with the MCA on the approved Service Record Books scheme, and offers strict verification procedures for testimonials and the sighting of certificates. The PYA web site, www.pya.org promotes the PYA to non-members and provides information to members, we also maintain a database of members looking for work, and this is circulated to management companies and crew agencies to assist members in finding employment. For more information, please contact
The Professional Yachtsmen's Association Tel: 33 (0)4 93 34 91 16
SUBSCRIBE VISIT OUR WEBSITE WWW.SHIPTALK.COM |
|||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
|
|||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| © SHIPTALK 2007 ALL RIGHTS RESERVED | VISIT THE SHIPTALK WEBSITE | ADVERTISE WITH SHIPTALK.COM | CONTACT US |
|