2

CHAPTER I

THE PROBLEM AND ITS BACKGROUND

Maritime industry seen as one of the fastest growing jobs now a days and it provides

enormous numbers of employee comprising of individuals from several countries. Maritime

industry creates good impact on economy. Shipping connectivity is an important determinant of

trade costs, and understanding them will allow policymakers to improve their country’s trade

competitiveness (UNESCAP, 2013). It is also became a primary target of employees in the

reason of being a highly profitable international activities. Seafarers are one of the bravest men

in the world for taking such a very risk job among others. Some seafarers choose to be a part of

industry because they heard seafarer make a lot of money but they do not know what the

problems which they may encounter on board.

Maritime transport is the backbone of international trade and a key engine driving

globalization and competitiveness. Around 80% of global trade by volume and over 70% by value

is carried by sea, as per the United Nations Conference on Trade and Development (UNCTAD)

estimate. The 2011-2016 Philippine Development Plan (PDP) envisions a “safe, secure, efficient,

viable, competitive, dependable, integrated, environmentally sustainable and people-oriented

Philippine transport system”. The main objective is to ensure an integrated and coordinated

intermodal transport network with backbone links to growth areas. The critical role of maritime

transport in ensuring an integrated and coordinated transport network is incontestable for an

archipelagic country like the Philippines. Since a high percentage of domestic and international

commerce, travel and tourism are by air and sea, the efficiency of aviation and maritime

transportation has become increasingly critical to growth and competitiveness. Solutions to the

numerous challenges involved in creating an efficient modern air and sea transportation system

require addressing policy and regulatory impediments as well as upgrading and rationalizing

airport and seaport infrastructure and networks. The continuous capacity expansion of seaports

and sea links will thus remain as a major development thrust. The Philippines counts on the

maritime industry as a vital component in attaining inclusive growth and socio-economic progress.

Shipping remains the major infrastructure by which islands are linked, as well as, connects the
 3
country to international commerce and trade. A responsible and modern Philippine registered

fleet, supported by quality seafarers and capable shipyards, will pave way for stability of trade,

promote national development and promotes national security. The Maritime Industry Authority

(MARINA), an attached agency of the Department of Transportation and Communications

(DOTC), performs promotion and developmental as well as supervisory and regulatory functions

over four (4) major sectors of the Philippine maritime industry. MARINA functions cover

domestic shipping; overseas shipping; ship building and ship repair; and maritime manpower

sectors. MARINA assumed a new mandate under Executive Order No. 75 issued on 30 April

2012, designating the DOTC through the MARINA as the Single Maritime Administration in the

Philippines responsible for oversight in the implementation 2 of the 1978 STCW Convention, as

amended. Consequently, MARINA assumed the functions of the Maritime Training Council

(MTC) on 01 July 2012 (UNESCAP, 2013).

There is lot of opportunity and job offers from maritime industry but having this kind of

job is very difficult. The future poses many challenges but also offers many new opportunities for

the maritime sector. Today´s challenges for the sustainable development of maritime transport

include maintaining competiveness in a global environment, optimal use of energy sources, and

minimizing its environmental impacts, particularly with regard to pollutants and greenhouse gas

emissions. Satisfying humanity’s growing needs for food, energy, water, organic or mineral

resources presents another grand challenge (ECMAR, 2015).

This study aims to identify challenges in maritime industry and be able to help future

people to understand more about this before entering maritime industry.

BACKGROUND OF THE STUDY

Jobs in Maritime Industry are high-pay salaries which people are after. Some of the

challenges that they may encounter include retention problems, their health status, harassments

with other officers, robbery and discrimination. For agencies and institutions related to this
 4
industry, they may encounter shortage of officers or crews, financial stability and a lot more.

Joining this industry requires a thorough understanding of different challenges.

For this research, the researcher targeted to identify challenges in Maritime Industry.

Filipino seafarers are competitive among others due on reliable and hardworking personality.

Despite of that, maritime industry provides a lot of challenges on each individual which is part of

the industry and it is entitled as one of the most critical jobs around the world (Manalo, Mercado,

Tenorio, Dotimas, 2015). After this research, the researcher is hoping that he will be able to

identify the challenges in Maritime Industry.

THEORETICAL FRAMEWORK

CONCEPTUAL FRAMEWORK

Challenges in
Maritime
Industry

STATEMENT OF THE PROBLEM

The researchers aim to determine the Challenges in Maritime Industry. In this study, the

researchers aim to answer the following questions which serve as the problem of the research:

1. What are the different maritime industries?

2. What are the different challenges regarding students of marine-related courses?

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3. What are the different challenges affecting seafarers or maritime officers in maritime

industry?

4. What are the different challenges affecting related institutions or sectors to maritime

industry?

HYPOTHESIS

SCOPE AND LIMITATIONS OF THE STUDY

The research will be conducted to assess the negative issues or challenges that may

encounter with people in marine industry, the sectors or institutions, the seafarers, and the students

of marine related courses. The study will mainly focus on the challenges in maritime industry.

Other types of industry such as defense industry or energy industry will not be included in the

research. The study is being conducted during the first semester, S.Y 2018-2019.

SIGNIFICANCE OF THE STUDY

 To the Students of Marine-related Courses

From this study, the students will be able to know the challenges that they may

encounter once they are in the job and they can gather information for future purposes.

 To the Teachers

This study can help them to learn more about this kind of challenges and be able

to teach students in future about these particular issues.

 To the Love Ones of the People in Maritime Industry

This study can make them aware of how challenging being in the maritime

industry.

 To the different Sectors or Institutions in Maritime Industry

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This study can let them know about the different challenges that they may

encounter with their seafarers, officers, crew, and students as well as their own

management.

DEFINITION OF TERMS

1. Marine Industry - Marine industry is defined as encompassing a wide range of

constituent activities, categorized under either Leisure Marine or Marine

Engineering; the latter composed of Shipbuilding, Marine Renewable Energy,

Marine Oil and Gas Support and Marine Scientific and Technical activities

(CEBR, 2017).

2. Retention - “Retention” as an institutional measure and “persistence” as a student

measure. In other words, institutions retain and students persist. Another term

commonly used with retention is “attrition”. Attrition is the diminution in

numbers of students resulting from lower student retention (Hagedorn, 2015).

3. Discrimination - Discrimination involves action whereby members of a particular group

are accorded negative treatment on the basis of racial, integrity or religious

background (Heading, 2013).

4. Seafarer - Seafaring is a particular profession, in which workers are usually exposed to

several stressors that are related to the different duties on board ships

(Carotenuto, Molino, Fasanaro, Amenta, 2012).

REVIEW OF RELATED LITERATURE AND STUDIES

SYNTHESIS
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THE CHALLENGES IN MET AND ROLE OF MARITIME STAKEHOLDERS

Currently, the Philippines remain the largest market for crewing, advantaged by a number of
factors: (1) High population growth rate in the country; (2) Absence of more attractive
employment opportunities; (3) High unemployment rate; (4) Country's geographical position
consisting of approximately 7,100 islands; (5) Private sectors are encouraged to develop
marine training facilities with the Philippines having the most number of MET institutions
(159) with India as second (130), and (6) Fluency of Filipinos in communicating using
English (Baylon, 2011). However, with current global shipping market supply and demand
scenario and the implementation of the revised STCW Convention and Code, the Philippines
must not be complacent. The overseas seafaring industry has been a major contributor to the
Philippine economic growth. Data from the Bangko Central ng Pilipinas (BSP) shows that
during the first four months of this year, our seafarers have already funneled 1.3B US dollars
in remittances, which is 6% higher than the amount remitted during the same period last year.
For the whole year of 2010, remittances from Filipino seafarers have reached

3.8B US dollars, accounting for 20% of the total remittances from OFWs that year.

Current Global Shipping Market Supply and Demand (shortage of marine officer’s issues)

In 2005, the joint BIMCO and ISF Manpower Report highlighted the very alarming situation
on the projected level of the theoretical shortage of marine officers for the global fleet. As
shown in Table

1, a theoretical shortage of 10,000 marine officers and an oversupply of ratings were expected.
This report added that unless measures are taken to address the problem, the shortage of
marine officers will escalate to 27,000. Likewise, this report stressed the existence of a global
shortage of skilled ratings (machinists, filters, welders, and petty officers) which also needs to
be addressed.

Measures have been implemented to alleviate the shortage problem by the maritime
stakeholders including the Associated Marine Officers and Seamen’s Union of the
Philippines (AMOSUP). In 2008, during 9th Asia‐Pacific Manning and Training Conference,
MAAP President presented that AMOSUP thru MAAP, has carried out various educational
and training programs to address shortage and competency issues among the seafarers in
cooperation with shipping and manning companies and the government agencies involved in
the maritime industry. These programs include: (1) the Academic Ramp Program, (2) BSMT
and Besmare Program, (3) Dual Course (BSMTE) Program, (4)
 8

Bridging Program for the Marine Engineers, (5) Voluntary Accreditation of Programs, (6)
Cadetship Training Program,(7) Leadership Development Program, (8) other Enhancement
and Value‐Added Program for Faculty/Staff; (9) Establishment of Professional Career
Development Center (PCDC) and (10) Graduate Program Thru its Center for Advance
Maritime Studies (CAMS). The latter program aims to make the profession more attractive for
management level maritime officers who have accumulated experience of more than 10 or 15
years at sea, to pursue various marine‐related qualifications at MAAP with no additional entry
requirements. This is to address the perception of seafarers that a career in shipping requires
committing oneself to a life at sea which deters many young people from considering shipping
as a profession. The objective of CAMS is to motivate young people to consider a career in
shipping, with some perspectives on the various career (in teaching, management, insurance,
maritime law, and finance, for instance) paths they can pursue, after they have reached a
certain level of experience and would like to retire from active duty at sea. It is only in
MAAP campus that 24 bungalows are being built so that the officers while studying can bring
their family in Bataan to have more time with them just like when they are at home. These
programs may not solve the problems entirely but have somehow alleviated the effects of
these pressing issues in the maritime industry.

Despite efforts exerted by maritime stakeholders, the recent BIMCO/ISF Manpower Update in
2010 noted some shortages for officers, particularly for certain grades and for ships type such
as tankers and offshore support vessels. It is, however, positive that the supply and demand for
ratings shows to be more or less balanced. The shortage for officers is still felt in spite of the
global economic downturn and the dramatic reduction in the demand for shipping services in
the past. Also, BIMCO/ISF Manpower Update 2010 revealed that the levels of trainings of
new entrants are maintained or increased in many countries since 2005, notwithstanding the
challenging trading conditions in the maritime industry. As revealed in Table 1, the
worldwide supply of officers is estimated to be 624, 000 while the demand is 637,000 which
implies a shortage of 13, 000 officers in the world fleet.

Table 1. Global Supply‐Demand Estimates

2005 2010
Seafarers Officers Ratings Officers Ratings
Supply 466,000 721,000 624,000 747,000
Demand 476,000 586,000 637,000 747,000
Balance ‐10,000 +135,000 ‐13,000 0
Source: BIMCO/ISF Reports in 2005 and 2010 (www.bimco.org )

The BIMCO/ISF Manpower Update 2010 stressed that this report provides a more
comprehensive and reliable manpower estimates; however, the results cannot be directly
compared with previous studies. The report explained that supply estimates are based on the
numbers holding STCW certificates while demand estimates are based on detailed review of
the number, size and type of ships in the world fleet and revised estimates of manning levels
and back‐up ratios currently applicable to different national fleets. The supply estimates in
2010 reflects significant increases in seafarer supply in the Far East notably China, India,
 9
and the Philippines, as well as in several European nations. Nevertheless, a future pool of
suitably qualified and high caliber seafarers can only be guaranteed with improved and
sustained training and recruitment programs.

In the next decade, a moderate increase in the number of ships in the world’s fleet is projected
to increase. Given this scenario, the current shortage of officers is expected to become more
severe unless measures are taken to reduce wastage rates from the industry. This further
underscores the importance of MET at this time and the years to come. International
multifarious or diverse issues faced by seafarers also affect the recruitment and retention.
These varied issues include stress, fatigue, workloads, training standards, safety, security and
environmental protection. Also, one of the
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motivations in entering into a seafaring career is financial rewards. However, after acquiring
sufficient funds in seagoing, many seafarers opt to take land‐based jobs to be with their
families. Nevertheless, seafarers should not worry as the maritime industry recognize the
significant roles that they are playing and that stakeholders such as the ship‐owners,
government agencies and international organizations like IMO are doing their best to ensure
their safety and security at work. Benefits and privileges are also provided to encourage
seafarers to continue in pursuing their seagoing career.

The global shipping community has the power and vision to implement positive measures that
can alleviate, if not resolve, this imbalance between the supply and demand of skilled
seafarers. The shipping companies in an attempt to recruit and retain seafarers are doing their
best to make the profession more attractive by conducting the following : (1) Invest in public
awareness campaigns to improve the industry's image particularly on issues related to social
responsibility and environmental regulations; (2) Implement innovative incentive; implement
tax rationalization programs and ensuring that tax obligations are rationalized for seafarer; (3)
Upgrade living conditions onboard vessels including provision of VSAT technologies
(installation of internet connections on board using VSAT technology because existing
technologies on vessels do not support social networking applications such as Face book,
Skype and Twitter);(4) Provide financial rewards and enhance or increase compensation and
social benefits packages and programs of seafarers that are consistent with international norms
related to compensation, social benefits and training;(5) Adopt an employment practice in
which consecutive months at sea have been significantly reduced, such as the approximately
four to six months for crews of tankers; (6) supplement the academic training of their
employees through dedicated training centers equipped with expensive technology and
advanced simulators or through seminars offered by some of the well‐established protection
and indemnity (P&I) clubs, classification societies and specialized computer‐based training
(CBT) companies; (7) Fair treatment among crews particularly on compensation, wages set
above international norms should only be done in instances where the quality, qualifications
and

innovative thinking of crew members justify higher wages; (8) Invest in identifying and
developing more defined career paths for their employees including more professional
options for experienced seafarers that will enable them to transition successfully to life on
shore after fulfilling their commitment at sea; (9) Ensure that corporate identity and culture
should take precedence over nationalities so that crew members act as "one team"; (10)
Introduce greater flexibility on national requirements for crew composition with the goal of
achieving a 'transnational' crew that operates cohesively and independently of nationalities;
adopt latest human resources management techniques to better understand the needs of
seafarers, and; (11) Strengthen the image or 'brand,' communicating corporate culture and
core values and demonstrate respect for human capital, that is, the seafarers that operate their
vessels.

As listed above, in the light of financial resources, political will, and collaboration to
encourage the recruitment and retention of competent seafarers to the shipping profession, the
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shipping industry is striving to make a career in the field more attractive to young people thru
increase compensation and excellent career prospects, but faces numerous challenges
including the separation from friends

and family while at sea with opportunities to travel and visit exotic places disappeared, as
ships now only make short calls in port – often for only 24‐36 hours – or indeed remain
outside the port for their commercial operations, compared to some years ago when stays
could range from one week to

10 days, leaving more time for crew members to get a break from life at sea. It came as no
surprise that women (potential maritime officers at sea) are vastly under represented in a
profession that entails much time away from home. Currently, the global marine industry
does not employ women onboard tankers and dry bulk carriers. Women are better
represented in the cruise industry and in land‐based positions in the shipping industry. This
clearly speaks to a lifestyle choice as women balance their family needs with professional
decisions.
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One of the major problem stressing seafarers and the industry in general is the piracy and
armed robbery at sea that greatly affect the seafarers and consequently their families.
International maritime issues such as piracy, armed robbery against ships, kidnapping, torture
and murder at sea have prevalently affect the shipping industry most notably but not
exclusively off the coast of Somalia, in the Gulf of Aden and the wider Indian ocean. It is a
given fact that a strong government commitment is required to curtail this problem. In
reference to the UN Convention on the Law of the Sea (UNCLOS), it is the task of contracting
governments – and other governments who may wish to contribute – to protect the freedom of
navigation on the high seas. However, the current commitment by states to anti‐piracy forces,
is insufficient to curtail, let alone solve the piracy problem, says BIMCO , in its position on
piracy issues as seen and read on the BIMCO website. In the light of continued piracy attacks
on international vessels and the growing trend for the need of armed security personnel on
board ships, the call to strengthen the Philippine anti‐piracy training program for seafarers
becomes all the more urgent.

The presence of armed security personnel on ships must also be taken into account and how
they could impact on the psycho‐social well‐being of the seafarers. This piracy issue can only
be resolved through significant international capacity building. Thus, everyone is summoned
to take part in the anti‐piracy movement in support to our seafarers. As this piracy is
continually threatening global trade and most importantly affects the safety and security of
seafarers, everyone is invited to visit www.saveourseafarers.com and be part of the
international anti‐piracy movement. This campaign

was initiated as one of the biggest ever maritime industry groupings comprising of 25% of the
world’s largest maritime organizations to raise awareness on the human and economic cost of
piracy. The campaign advocates committed action and pushes for governments around the
world to prioritize six key actions: (1) Reducing the effectiveness of the easily identifiable
mother ships; (2) Authorizing naval forces to hold pirates and deliver them for prosecution and
punishment; (3) Fully criminalizing all acts of piracy and intent to commit piracy under
national laws, in accordance with their

mandatory duty to co‐operate to suppress piracy under international conventions;(4) Increasing

naval assets available in the affected areas; (5) Providing greater protection and support for
seafarers

; and (6)Tracing and criminalizing the organizers and financiers behind the criminal networks.

In addressing the retention problem, apart from giving up‐to‐date trainings and assessments
to address quality and competency issues, companies recognize that seafarers to be stable,
contented, and safe should give attention to their families. As the inevitable separation from
family and home affects the health and morale of seafarers, the vital role of their families
should be enriched to ascertain healthy, competent and productive human resources at sea.
SIRC Study (2002) suggested the following ways to reduce the strain of a seafaring life: “ (1)
Shorter trips (preferably no longer than four months);(2) Paid leave of a comparable length to
 13
sea time; (3) Continuous employment, rather than employment by voyage; (4)Training time to
be added to leave period;(5) Opportunities for partners (and children where possible to sail;
(6) Improved access to cheaper communication; (7) Increased contact between seafarers’
partners and their employers; and (8) Opportunities for seafarers’ families to make contact
with each other while crew at sea. Most of these, if not all, are availed by seafarers especially
those with management positions.

On Implementation of the Revised 2010 STCW Convention and Code (competency issues)

On competency issues, maritime accidents prompted by human error as well as results of

various studies or assessments triggers issues on competency of seafarers and the importance
of standards. Competency and standards are embodied in the STCW Convention and Code. It
stimulates challenges in the MET sector which holds the key in ensuring highly competent
seafarers to man international vessels.
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Since 2005, the Philippines have been a regular beneficiary of IMO’s Technical Assistance on
MET. Hosted by MAAP in Mariveles Bataan campus, IMO conducted a seminar ‐workshop on
the Quality Standards System (QSS) which has greatly contributed to the improvement of the
country’s system in the administration of MET and certification. Furthermore, Year 2010 in
June is considered as a special year in the world of MET as it shall always be associated with
the diplomatic adoption of the historic amendments to the STCW Convention and Code under
the auspices of IMO in Manila. It is

collectively been named the Manila Amendments which is set to be enforced on January 1,
2012

under the tacit acceptance procedure. It is aimed at bringing the Convention and Code up to
date with developments since they were initially adopted in 1978 and further revised in 1995;
and to enable address issues that are anticipated to emerge in the foreseeable future. It sets an
international benchmark for the MET of seafarers as it has been devoted to raising the profile
of seafarers and improving as well their conditions. It includes important changes to each
Chapter of the Convention and Code which is significant in shaping the MET of seafarers and
their respective careers at sea. The Manila conference was also put at the epicenter of the
highlights of Year 2010, “Year of the Seafarers”, as the IMO has also designated June 25,
2010 as the “Seafarers Day”, to pay tribute to global seafarers for their unique contributions
to society and in grateful recognition of the crucial role they play in the smooth running of the
international trade in a hazardous environment for the global economy. It is also interesting
to note that on June 25, 2010 at the Philippine International Convention Center (PICC) in
Manila , the IMO Secretary General Mr. EE Mitropoulus in his closing statement of
congratulations and gratitude addressed to the IMO delegates of the diplomatic conference for
the concerted efforts undertaken, had also made special mention about his visit on June 22,
2011 at MAAP campus in Mariveles Bataan Philippines and he cited to wit ,” I

will always remember my visit on Tuesday at the Maritime Academy of Asia and the Pacific in
Bataan (the same Academy that has provided the uniformed cadets, who brightened with their
presence, style, discipline and excellent manners the corridors of this Conference Hall .“

To translate the revised STCW requirements into national regulations with the aim of
expediting their implementation in the Philippines, on July 19‐23, 2011, hosted once again by
MAAP in Mariveles Bataan, the Maritime Training Council (MTC) organized a 5‐day national
seminar workshop on familiarization with the Manila Amendments to the STCW Convention
and Code with Hon. Danilo Cruz, Undersecretary of the Department of Labor and Employment
(DOLE) as Keynote speaker. The lecturers and facilitators were: the IMO Head of Maritime
Training and Human Element Section.

Capt. Ashok Mahapatra; Chief Examiner from Shri Lanka C/E Leslie Hemachandra, and
Director and Principal of Anglo Eastern Maritime Training Center from India Capt. Deboo.
The occasion was graced by MARINA Deputy Administrator for Operations Atty. Gloria V.
Banas, IMO Regional Coordinator Atty. Brenda Pimentel, and MTC Executive Director Ms.
Liberty Casco and participated by representatives from various government agencies,
concerned private sectors and maritime associations.
 15

The national seminar provided the stakeholders in the maritime industry with better
understanding on the requirements and implications of the Manila Amendments on MET of
Seafarers. In summary, there are 16 major amendments to the STCW that were thoroughly
discussed: (1) One administration to issue COC and endorsements ;(2) Common medical
standards for seafarers in all countries; (3) Revalidation requirements rationalize for the benefit
of the seafarers; (4)Training on modern technology introduced; (5)Engineering training
updated to include emergent and modern

engineering concept; (6) Training and certification requirements for electro technical officers

introduced; (7) Training and certification requirements for able seafarers and engine was
introduced

; (8) Leadership training requirement for seafarers; (9) Competency standards for personnel
serving on board different types of tankers introduced; (10) Training guidance for personnel
serving on Board Ships operating in polar waters;(11)Training Guidance for personnel
operating dynamic positioning systems ;(12) Safety and security training requirements
separated to avoid confusion ;(13) Training guidelines for seafarers relating to action; (14)
Introduction of Modern training methodology in
 16

distance learning and web‐based learning; (15) Hours of rest harmonized with the
requirement of Maritime Labor Code (MLC) to reduce fatigue ; and (16) Requirements
introduced to avoid alcohol and substance abuse.

As emphasized, STCW convention is concerned about the seafarers’ common standards,

trainings requirements, certification requirements with only one administration responsible to
oversee, assess and issue COC and endorsement. On the revised STCW, the challenges in
todays’ Philippine MET the may be summarized into two parts: meeting the requirements of
international maritime regulations and upgrading of MET. On one hand, in meeting the
requirements of international maritime regulations, the STCW Convention and Code stipulate
standards which should be complied by the maritime stakeholders. Government thru MTC has
already established a National Quality Standard System (NQSS) that integrates the quality
system of all government agencies involved in MET of seafarers, certification and
endorsement and revalidation of certificates. The agencies include the Philippine Regulation
Commission (PRC) for marine deck and engine officers, Technical Education Skills
Development Authority (TESDA) for ratings, and Commission on Higher Education (CHED)
for Bachelor of Science in Marine Transportation (BSMT) and Bachelor of Science Marine
Engineer (BSMarE) courses and National Transmission Commission (NTC) for radio
operators. Raising the quality of MET can be challenging especially for the Philippines being
the major supplier of maritime manpower to foreign shipping. Training institutions are
considerably pressured to meet the requirements of international maritime regulations to
ensure quality and competency of seafarers. On the other hand, in upgrading MET, this
demands strong commitment amongst all maritime stakeholders especially that this entails
focus on quality, and sufficient fund to be able to acquire the much needed physical and
technical aspects of improvement. Quality improvement in MET entails economic constraints.
It is for this reason that all government agencies are currently working hand in hand in
cooperation with other private organizations on the development and upgrading of courses
required under the STCW Manila Amendment.

During the opening ceremonies on July 19, 2011, for the national seminar on the Manila
Amendment of STCW at MAAP campus, the DOLE Undersecretary Danilo Cruz in his
message cited that: “the courses for able deck and engine seafarers have been completed by
TESDA and adopted by MTC early this year. A long list of basic and advanced courses for
maritime professionals is also in the pipeline

for development, review and upgrading in line with the requirements of the Manila
Amendments. Beyond the development and review of courses, the government is also
committed to improve the administration of MET system and resolved to conduct regular
inspections to accredited training providers. On the other hand, during the closing ceremonies
on July 23, 2011, Capt. Ashok Mahapatra emphasized that: “the seafarers must be guided and
they must be informed of the government’s action plan for them, as what concerns them also
concerns their family and loved ones. However, all these can only be accomplished by the
government upon creation of one maritime administration responsible for the issuance of
 17
certificate of competency (COC) and endorsements.” As stated by Capt. Mahapatra, only one
administration should be in–charge in the issuance of COC and endorsements;

in the assessment procedure, and in the overall overseeing, monitoring and evaluation of the
STCW implementation as amended in June 2010. This administration as an independent body
may authorize training institutes to issue COC mainly under Chapter VI of the Convention.
However, with this authority comes corresponding responsibility for the training institutes to
ensure that proper assessment is carried out within quality standard system with procedures
and processes and those regular audits may be conducted by the administration at any given
time without notice. As the new STCW is known as Manila amendment, it would be prudent
for the Philippines to be the first country to complete and submit the requirements of the
Convention on or before the implementation on January 1, 2012. Furthermore, during the
same closing session, the Philippine Association of

Maritime Training Centers, Inc (PAMTCI) President C/E Alfredo Haboc on behalf of the private
sectors who participated on the said national seminar‐workshop had read a Resolution,
institutionalizing one administration responsible for the issuance of COC and endorsements for
the Philippines to be
 18

compliant and not jeopardize its stand as the premier supplier of seafarers with 4
recommendations summarized as follows: (1) a unified stand for the Philippine government to
designate one administration on or before January 1, 2012; (2) all government agencies to unite
and agree among themselves; (3) the Office of the President to prioritize a Bill designating one
administration tasked to oversee the various concerned government agencies for the
implementation of the STCW as amended, and; (4) to recommend to House and Congress the
immediate passing of the Bill into a Law not later than January 2013. Further , In the article of
Yul Malicse ( 2011) published at the Philippine national publication and on‐line publication ,
he reported that the participants led by Capt. Victor

S. Del Prado MM , C/E Alfredo G. Haboc MM; Dr. Angelica Baylon and Merle Jimenez‐San
Pedro, read a resolution on July 22, 2011 at the end of the seminar‐worshop , calling the
attention of IMO that “under the current regime, the implementation of STCW Convention in
the Philippines is

‘fragmented’ into various government agencies, and therefore, “do not conform with the STCW

Convention which requires only ‘one’ Administration responsible for ‘all regulations of the
STCW as amended.” Further emphasized on the report that the participants before the
Associated Marine Officers’ and Seamen’s Union of the Philippines (AMOSUP) Exec VP
Vice Admiral Eduardo Ma. R. Santos (AFP, Ret.), who is also MAAP President;, and other
prominent maritime industry stakeholders, had clearly stressed that : “ the standing of the
Philippines as a leading seafarer‐ supplying country in the world, as well as the employment
of Filipino seafarers on board international registered vessels may be “jeopardized,” if the
STCW requirements cannot be complied with”.

FUTURE EMERGING TRENDS AND RECOMMENDATIONS

In connection with the MAAP hosting of the 19‐23 June 2011 national seminar workshop on
familiarization with the Manila Amendments to STCW Convention and the emerging issues
that the maritime industry is confronted with, the MAAP Director for Research and Extension
Services interviewed various private stakeholders during break time on what the national
government’s development plan should consist for the STCW implementation. The following
have been suggested for the proposed actions by the Philippine government: (1) Make
significant investments in establishing and supporting MET programs; (2) Recognize
certificates from maritime universities and academies as equivalent to bachelor degree; (3)
Identify and develop career paths (example: banking, insurance, law, and operations to
increase professional mobility and enable experienced seafarers to transition back on shore
upon reaching a certain level of age and experience, or for specified periods during their
commitment; (4) Build greater awareness of the maritime profession among young people;
(5) Reduce personal taxation or eliminate them on seafarers' income;(6) Enhance social
benefits for employees such as compensation for illness and coverage of repatriation
expenses; (7) Provide partial coverage of the social security contributions; (8) Ensure that the
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STCW certificates issued in the Philippines are recognized in other countries; (9) Standardize
MET

programs and credentials so that degrees and graduates are accepted across borders, (10)
Expand maritime curricula to meet the needs of individuals operating in a complex global
environment, incorporating courses in decision‐making, ethics, multi‐cultural relations
and foreign languages, and;(11) Enhance access to quality MET by encouraging
partnership of the public and private sectors. It would be prudent that the various issues,
comments and suggestions from the private sectors be validated from various maritime
government agencies to get their viewpoints and respective action plans for the
implementation of STCW.

The participants are one in saying that the national government should give appropriate
emphasis and must demonstrate stronger commitment to this task through a well‐developed
plan. Further, as technology rapidly transforms the shipping industry, MET institutions must
collaborate with shipping industry, the end users of graduates to ensure that their MET
programs are current and relevant to the industry. MET institutions are challenged to update
training programs and educational methods. The pressing problems for MET institutions
include having : (1) Latest technology in terms of
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facilities and equipment like simulators and other supporting technologies; (2) Highly
qualified and experienced instructors; (3) Well‐designed and updated curriculum, and other
requirements (e.g. support time on modern vessels to gain first‐hand experience with current
technologies; (4) Encourage a more practical orientation in teaching, not only on the
theoretical aspects of the profession because practical learning is favored over theoretical
learning in marine degree programs, with access to current simulation technologies and
opportunities to obtain work experience serving as a cadet. To ensure that students or
trainees will obtain the knowledge and skills necessary in their maritime profession, it is the
role of MET institutions to empower the

seafarers or future seafarers to be competent and able to operate modern ships which are
designed and built to the highest technical standards. Moreover, closer cooperation among
MET institutions should also be strengthened to establish programs on faculty/staff exchange,
to share of expensive facilities and equipment, and to undertake trainings of instructors. On
the other hand, ship‐owners or shipping companies are encouraged to support improvement
plans in MET to ensure that they will employ qualified seafarers who will man their vessels.

While seafaring profession is no doubt a lucrative career, it requires rigorous educational

trainings and genuine interest in this very challenging field. Even after taking up a degree in
BSMT or BSMarE, aspiring ship officers are mandated to undertake various competency
trainings and assessment as well as to upgrade their licenses. While on vacation from on‐board
jobs, seafarers are troubled with having to take various trainings instead of spending their time
with their loved ones or families. To assist seafarers upgrade their skills and competency levels
even while onboard, various training schemes have been developed such as e‐learning,
computer‐based training, and other related techniques. Therefore, they are encouraged to avail
of these opportunities, for them to develop their skills and competencies worthy of trust and
confidence by their employers. Officers are compensated significantly higher than ratings due
to the more demanding and challenging educational requirements they must satisfy and the
greater responsibility they bear for the safe operation of a seagoing vessel. On one hand,
families should be understanding of seafarers when they undertake the relevant trainings and
assessments required to ensure their competency as these competency requirements aids in
reducing the potential of maritime accidents. Also, families, especially the spouses, should
ensure that communication line are open at all times, must take good care of home of family
matters, and ascertain proper and wise management of family finances to reduce the burdens of
seafarers and encourage their sons to enter the maritime world.
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CONCLUSION

The quality of MET varies significantly by country, lacking universal degree standards for
MET to be recognized across borders. However, with the challenges in today’s MET and with
all the maritime stakeholders joining hands so that MET would be supplemented by more
onboard training, more of practice‐oriented and enhanced by current technologies and
simulators with competency to be assessed against the industry's standards, we are positive that
MET qualifications and certifications would be more broadly recognized by other countries and
that there would consistency in the competency of officers from various parts of the world.
This would ensure safe, secure, clean, and efficient ship operations of life at sea, hence prevent
maritime accidents. This would promote the maritime profession, making the Filipino seafarers
in demand by shipping companies to manage their business resulting to continuous work
opportunities, promotion, better pay which will all be

beneficial for the seafarers’ family and the maritime industry in general.