CREW MANAGEMENTHEALTH & WELLBEING
Operations safety cannot be guaranteed without fully addressing crew health and well-being. Owners realize that a poor record on these indices can harm company reputation
Today’s crew health issues require a holistic response because it directly impacts the way in which the business will evolve in the years to come
Crew health has always been a focus of global concern, MLC 2006 being a case in point. What the COVID-19 pandemic did was to place it within a wider context of mental health and well-being. Besides the sense of isolation and abandonment experienced during long periods onboard, far beyond the contractual period, inadequate healthcare facilities, medical attention and emergency evacuation have exposed the inadequacy of international conventions against local regulatory firewalls. Of late, the Seafarer Happiness Index has found resonance within the maritime community. Navmar is well prepared to meet the challenges of an endless pandemic keeping in mind that some agencies are already scrutinizing crew health and well-being standards in their safety audits.
WELLBEING ENSURES SAFETY
At Navmar, crew health is a core component of the Safety Program and a significant contributor to our retention goals. We are committed to the well-being of seafarers while promoting a safety culture that ensures better mental health and a more meaningful connection with the people onboard.
Health & Wellbeing
In the post-pandemic world, crew health goes beyond pre-embarkation health-check. Assuring crew of 24/7 emergency healthcare, hospitalisation and preventive healthcare (such as vaccines) are just as important. Moreover, these facilities should be available in spite of movement restrictions hurriedly imposed by the nearest shore administration.
Effective planning saves time and expense that can otherwise drain client resources. An early advocate of the network-centric approach to planning, Navmar employs state-of-the-art tools in all aspects of crew selection, deployment, administration and management, allowing a large number of users to collaborate and make informed decisions.
Crew procurement channels are tenuous and vulnerable to changes in the global situation. Many countries still don’t accord key worker status to seafarers. Our mission is to embed certainty in the transfer of shipboard personnel by working with specialists who can provide alternatives and options that make crew repatriation possible.
Navmar promotes a pro-active cadet induction policy with the aim of protecting our clients from the persistent crew shortages and officer migrations that affect our business. Seafarers are prone to mass migration towards better opportunities. Cadets are our most important component of ensuring continuity in shipboard operations and inculcating lifelong dedication to the fleet and the owner.
Navmar ensures a smooth flow of qualified seafarers with rank and fleet experience to fit all types of vessels by deploying a robust selection procedure responsive to the cost and operational considerations of clients. Such practices allow a competitive edge and a greater degree of certainty in fleet operations.
As requirements change and new regulations come into play, seafarers need to be prepared for continuous upskilling. Our goal is a lifelong learning programme for our crew in which knowledge and skill receive equal weightage. We are committed to providing our people with every opportunity to pursue personal growth.