Roslyn Kunin and Associates, Inc.
Maritime Sector Human Resources Strategic
Planning Committee of the Western Marine
Community
A Comprehensive Report on the
Human Resources and Human Resource
Needs in the Maritime Sector in BC
Phase 1
Roslyn Kunin & Associates, Inc. (RKA, Inc.)
3449 West 23rd Avenue
Vancouver, BC V6S 1K2
Voice: (604) 736-0783 / Fax: (604) 736-0789
Rkunin@Rkunin.com
http://www.rkunin.com/
August 8, 2005
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Roslyn Kunin and Associates, Inc.
Table of Contents
Table of Contents ............................................................................................................ 1
Executive Summary ........................................................................................................ 2
Coastal Freight ................................................................................................................ 3
Coastal Passenger .......................................................................................................... 5
Deep Sea Ships .............................................................................................................. 6
Ports ................................................................................................................................ 7
Stevedores, Terminal Operators ..................................................................................... 8
Ship Building, Repair, Naval Architects ........................................................................... 9
Government .................................................................................................................. 10
Services ........................................................................................................................ 11
Sector Overview ............................................................................................................ 12
Current and Future Conditions .................................................................................. 12
Technology ............................................................................................................ 13
Demographics ........................................................................................................ 13
Key Occupations across Sector ................................................................................. 18
Occupational Groups for Further Analysis ................................................................. 18
Sector-wide Human Resource Strategies ..................................................................... 19
Roslyn Kunin and Associates, Inc.
Executive Summary
The marine industry in BC is on the cusp of experiencing severe skill
shortages in all sub-sectors. These skill shortages are to be found in four
major occupational groups:
Deck Officers, Engineering Officers,
Technical /Engineering Occupations, and Trades.
The occupational groups recommended for Phase II of this study are:

Deck Officers

Engineering Officers

Marine Engineers

Naval Architects

Surveyors
These occupations have been identified across sectors as key
occupations that are or will soon be experiencing skill shortages. They
also require marine industry specific experience and training.
Some
require Transport Canada certification as well. These occupations belong
to the first three major occupational groups listed above.
These
occupational groups are those for which many new people will have to be
hired, and experience and skills will have to be developed quickly.
Of the human resource strategies suggested later in this report, there are
a few that are industry-wide, and that can be acted upon quite easily and
quickly. These involve educating people about the marine industry, by
informing high school students about its career opportunities, informing
government about its unique needs and improving public perception of the
industry and its careers.
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Roslyn Kunin and Associates, Inc.
Coastal Freight
Key Occupations/
Occupational
Groupings
Deck Officers
 Senior Master to Third
Officer
Recruitment and Retention Human Resource Strategies
– Blockages and
Challenges
 Lack of industry awareness  Educate school leavers about marine sector opportunities
 Industry image
 Improve image of marine careers
 Levels of certification
 Provide financial incentives for workers to complete levels of
 Retirement
 Seniority issues over
migration from unlicensed to
licensed status
certification
 Create marine education focus on tug and coastal towing
functions and operations
 Promote entry-level (cadet) positions on tugs
 Work with unions to address seniority issues concerning
migration of personnel from unlicensed to licensed status
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Roslyn Kunin and Associates, Inc.
Engineering Officers
 Senior Chief Engineer
to Fourth Engineer
 Lack of industry awareness
 Educate school leavers about marine sector opportunities
 Industry image
 Improve image of marine careers
 Levels of certification
 Provide financial incentives for workers to complete levels of
 Retirement
certification
 Marine education focus on tug and coastal towing operations
 Promote more technical upgrade courses and expansion of
student positions in schools
 Promote entry-level positions on tugs
 Work with unions to address seniority issues concerning
migration of personnel from unlicensed to licensed status
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Roslyn Kunin and Associates, Inc.
Coastal Passenger
Key Occupations/
Occupational Groupings
Deck Officers
 Senior Master to Third
Officer
Recruitment and Retention Human Resource Strategies
– Blockages and
Challenges
 Lack of industry awareness  Educate school leavers about marine sector opportunities
 Industry image
 Improve image of marine careers
 Levels of certification
 Provide financial incentives for workers to complete levels
 Retirement
Engineering Officers
 Senior Chief Engineer to
First Engineer
of certification
 Lack of industry awareness
 Educate school leavers about marine sector opportunities
 Industry image
 Improve image of marine careers
 Levels of certification
 Provide financial incentives for workers to complete levels
 Retirement
Cooks
 Chief Cook to Second
Cook
 Competition with nonmarine sectors
of certification
 Improve image of marine careers
 Develop strategies to give more hours to workers, to
 Industry image
attract and retain workers
 Limited job hours
 Retention of workers
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Roslyn Kunin and Associates, Inc.
Deep Sea Ships
Key Occupations/
Occupational Groupings
Deck Officers
 Master to Third Class
Recruitment and Retention Human Resource Strategies
– Blockages and
Challenges
 Lack of industry awareness  Improve image of marine careers
 Industry image
 Educate school leavers about marine sector opportunities
 Levels of certification
 Inform government about industry needs
 Retirement
 Promote the expansion of student positions in marine
institutes
 Provide financial incentives for workers to complete levels
of certification
Engineering Officers
 Chief Engineer to Fourth
Class
 Lack of industry awareness
 Improve image of marine careers
 Industry image
 Educate school leavers about marine sector opportunities
 Levels of certification
 Inform government about industry needs
 Retirement
 Promote the expansion of student positions in marine
institutes
 Promote the availability of technical upgrade courses at
training institutions
 Provide financial incentives for workers to complete levels
of certification
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Roslyn Kunin and Associates, Inc.
Ports
Key Occupations/
Occupational Groupings
Boat Masters
Recruitment and Retention Human Resource Strategies
– Blockages and
Challenges
 Recruits from senior tugboat  Increased cooperation between sectors, to reduce
ranks, so tug shortages
shortage spillovers and encourage sense of industry
spillover into this occupation  Improve image of marine careers
Harbour Masters
 Retirement
 Educate school leavers about marine sector opportunities
 Recruits skilled personnel
 Increased cooperation between sectors, to reduce
from other sectors
 Retirement
shortage spillovers and encourage send of industry
 Improve image of marine careers
 Educate school leavers about marine sector opportunities
Harbour Patrol Officers
 Recruits skilled personnel
 Increased cooperation between sectors, to reduce
from other sectors
 Retirement
shortage spillovers and encourage send of industry
 Improve image of marine careers
 Educate school leavers about marine sector opportunities
Trades Occupations
 Carpenters, Electricians,
Plumbers, Painters
 Shortages projected across
 Develop strategy with unions to address recruitment
all industries
issues, barriers to hiring and retention of a quality
 Competing with non-marine
workforce
industries
 Limited job hours
 Retirement
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Stevedores, Terminal Operators
Key Occupations/
Occupational Groupings
Operations Managers
Recruitment and
Human Resource Strategies
Retention – Blockages
and Challenges
 Lack of industry awareness  Educate school leavers about marine sector opportunities
 Industry image
 Improve image of port careers
 Retirement
 Promote expansion of existing courses and more
 Availability of transport and
logistics training
educational institutions offering courses
 Create course specializations in terminal operations and
stevedoring
 More company succession planning
Superintendents and
 Lack of industry awareness  Educate school leavers about marine sector opportunities
Foremen
 Industry image
 Improve image of port careers
 Retirement
 Address relative pay issues
 Relative pay issues
 Make unions more accountable for recruitment issues,
 Experience and skill levels
barriers to hiring, and retention of qualified, suitable
 Lack of interest in
workforce
promotion
Trades
 Competition from other
 Company succession planning
 Advanced credit in apprenticeship programs for previous
industries and
infrastructure projects
technical training
 Accelerated training programs and apprenticeships in
marine sector
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Roslyn Kunin and Associates, Inc.
Ship Building, Repair, Naval Architects
Key Occupations/
Occupational Groupings
Design Teams/ Project
Managers
 Naval Architects,
Recruitment and
Retention – Blockages
and Challenges
 Extensive marine industry
Human Resource Strategies
 Educate school leavers about marine industry
experience required for
supervisory roles
Mechanical Engineers,
 Uncertain work volumes
Drafting Occupations
 Trades and technical
opportunities
 Improve image of marine careers
 Advanced credit in apprenticeship programs for previous
technical training
knowledge wanted
 Retirement
Marine Engineers
 Uncertain work volumes
 Educate school leavers about marine industry
 Industry image
opportunities
 Lack of industry awareness  Improve image of marine careers
Trades
 Machinists, Millwrights/
Engine Fitters, Pipe fitters,
 Province-wide shortages
 Competing with non-marine
industries
Shipwrights, Welders.
 Uncertain work volumes
Fitters, Sheet Metal
 Extensive marine industry
Workers, Supervisors
 Educate school leavers about marine industry
experience required for
opportunities
 Improve industry image
 Advanced credit in apprenticeship programs for previous
technical training
 Develop strategy with unions to address recruitment
supervisory positions
issues, barriers to hiring and retention of a quality
 Retirement
workforce
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Roslyn Kunin and Associates, Inc.
Government
Key Occupations/
Occupational Groupings
Marine Safety Inspectors
 Naval Architects, Marine
Electrical Engineers,
Recruitment and
Retention – Blockages
and Challenges
 Recruits skilled personnel
Human Resource Strategies
 Educate school leavers about marine industry
from other sectors
opportunities
 Retirement
 Improve image of marine careers
 Difficulty finding
 Educate school leavers about marine industry
Master Mariners
Marine Security
Inspectors
interpersonal skills required
opportunities
 Improve image of marine careers
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Roslyn Kunin and Associates, Inc.
Services
Key Occupations/
Occupational Groupings
Surveyors
 Cargo and Marine
Recruitment and
Retention – Blockages
and Challenges
 Extensive and specialized
Human Resource Strategies
 Educate school leavers about marine industry
marine industry experience
required
 Global shortages for
opportunities
 Improve industry image
 Bring in new people to train under experienced staff
specialists
 Retirement
Pilots
 Coastal and Fraser River
 Retirement
 Change pilotage structure so that 100% coastal
 100% Coastal knowledge
required
knowledge is not necessary
 Educate school leavers about marine industry
opportunities
 Improve industry image
Trainers/Instructors
 Retirement
 Facilitate the acquisition of Canadian qualifications for
 Nautical programs and
Engineering programs
experienced personnel from outside Canada
 Develop methods through which Canadians can get
sufficient deep sea experience to obtain necessary
qualifications
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Roslyn Kunin and Associates, Inc.
Sector Overview
Current and Future Conditions
Coastal Passenger business has been increasing in past years.
The ageing population, while a cause of the skill shortages
projected in this sector, is also one of the sources for increasing
demand for cruise ship holidays.
The proximity of BC’s ports to Asia, the developed rail infrastructure
connecting to the rest of North America, and increasing popularity
of cruises put Ports in a good position to continue developing.
Ship Building and Repair will have difficulties providing integrated
services for vessels, as trades people with marine experience
retire.
Labour
demand
for
marine
occupations
by
Government
departments, in particular Transport Canada, will depend largely on
the expansion of trade with Asia. As trade with China is expected
to increase substantially, demand for Marine Safety Inspectors and
Security Inspectors is expected to increase as well.
Labour demand for pilots is expected to remain constant in the face
of expected shortages.
Global shortages are expected for
surveyors and specialist inspectors.
The workforce in the Marine Industry is ageing. There is a shortage
of marine experience in the industry, in deck and engineering
officer occupations, trades occupations and service occupations.
The
demand
for
these
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positions,
both
internationally and
Roslyn Kunin and Associates, Inc.
domestically, is expected to remain constant, while the supply is
dwindling as retirement rates increase. This effect is beginning to
be felt now, and is expected to worsen at least in the short term.
Technology
Technological change is expected to affect all ships in service in
the global marine industry. The design, size and speed of ships in
not expected to change very much over the next five to ten years.
Container ships, cruise liners and ferries are expected to increase
in size. The number of high-speed craft is expected to increase. In
particular, the number of high-speed coastal ferries in service in
OECD countries is expected to increase significantly.
The current focus of technological change in the marine industry is
cost efficiency. Trends in ship and component design are towards
fuel efficiency, increased reliability and decreased maintenance
needs.
Increased use of information technology is expected to
affect vessel monitoring, information and communications.
Other technological changes include increased computerization
and automation.
These changes have already had significant
effects on the industry. Entry-level positions across all industries
require a higher degree of computer literacy and knowledge of
technology.
Demographics
The Phase I study identified approximately 43 occupations
represented in the marine sector of BC. Excluding cooks, COPSbased occupational data indicates that in 2003, total head-count
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among these occupations numbered 148,875. Based on COPS
forecasts, this number is expected to climb to 180,564 by 2013, for
a net increase of 31,668 province-wide. However, including attrition
due to retirement, a further 30,340 workers will be needed in these
occupations over the next 8 years, making a total of 62,029 new
workers needed. Attrition due to retirement is therefore expected to
account for 48.9% of new workers needed. This percentage is
mirrored by results of our primary research, showing that roughly
half of existing marine-specific employees will be retiring in roughly
the 10 to 15 year timeframe.
According to data obtained from a survey respondent active in the
stevedoring sector, the average age of employees in the firm is
approximately 45 years. Figure 1 shows a histogram of the number
of employees, by age range, from 20 years to 65 years. 48% of
employees are 46 or older, while 66% of employees are 41 or
older. Figure 1 indicates that 28% of this firm’s employees are likely
to retire in 10 to 15 years.
Average Age Profile, % of Employees
25%
20%
% of Employees
20%
18%
18%
14%
15%
12%
12%
10%
5%
4%
2%
2%
0%
20-25
26-30
31-35
36-40
41-45
46-50
51-55
56-60
Employee Ages
Figure 1 Age Profile of Employees in a Stevedoring Firm
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61-65
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However, when gender is considered, the number of expected
retirements increases. Figure 2 is a histogram of the number of
male employees, by age range, from 20 years to 65 years. 54% of
male employees are 46 or older, while 68% of male employees are
41 or older. Figure 2 indicates that 34%, more than one-third, of this
firm’s male employees are likely to retire in 10 to 15 years.
Average Male Age Profile, % of Male Employees
25%
23%
% of Male Employees
20%
20%
17%
14%
15%
14%
10%
6%
5%
3%
3%
0%
0%
20-25
26-30
31-35
36-40
41-45
46-50
51-55
56-60
61-65
Male Employee Ages
Figure 2 Age Profile of Male Employees in a Stevedoring Firm
The BC Marine Services Guild, which represents coastal pilots,
engineering officers and deck officers, provided data reflecting
expected retirements among its membership in 3 to 5 years, 5 to 10
years, and 10 to 15 years. This data paints a more striking picture,
as shown in Figure 3.
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Predicted Guild Membership After Retirements
1,886
1,506
Engineering Officers
Pilots
27
429
1,070
55
670
106
500
Deck Officers
887
1,000
1,040
1,500
79
2,000
2,138
2,500
Members
2005
Members 3-5 Members 5- Members 10Yrs
10 Yrs
15 Yrs
Figure 3 BC Marine Services Guild Membership After Retirements,
by Occupation
Figure 3 shows current Guild membership as of 2005. There are
currently 2,138 deck officers, 1,040 engineering officers, and 106
pilots for a total of about 3,284 personnel.
Starting from this baseline, within 10 to 15 years there will be 1,070
deck officer members remaining from the current membership, or
approximately 50% of the current number. Similarly, there will be
429 engineering officers remaining after 10 to 15 years, or only
41% of the current membership. The loss will be most severe
among pilots; after 10 to 15 years only 27 of the current 106 pilots
are expected to remain, or only about 25% of the current
membership. Figure 4 summarizes Guild membership and total
expected retirements in 3 to 5 years, 5 to 10 years, and 10 to 15
years.
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Roslyn Kunin and Associates, Inc.
Guild Membership and Expected Retirements
3,284
3,500
3,000
2,500
1,758
2,000
1,500
1,053
1,000
432
500
Current Guild
Members
Retirees, 3-5 Yrs
Retirees, 5-10 Yrs
Retirees, 10-15 Yrs
Figure 4 BC Marine Services Guild Membership after Retirements,
Total
When considering Figures 3 and 4, it is important to keep in mind
the extensive training and sea service requirements for obtaining
the necessary credentials for these occupations, as described in
the Canada Shipping Act.
In general, it takes 10 years or more to qualify for Certificates of
Competency
awarded
by
Transport
Canada.
According
to
information obtained from the web site of BCIT’s Pacific Marine
Training Institute, for example, obtaining 1st Class Marine Engineer
status requires more than 3 years of class time and at least 6.5
years of sea service, for a total of nearly 10 years.
Perhaps worse still is the situation in the towboat (or tug boat)
sector in BC. The current average age of towboat personnel is
approximately 55 years. Within 10 years, all of the current towboat
personnel are expected to retire.
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Key Occupations across Sector
Deck Officers – all levels
Engineering Officers – all levels
Foremen
Marine Engineers
Marine Safety Inspectors
Marine Security Inspectors
Mechanical Engineers and related engineering occupations
Naval Architects
Operations Managers
Pilots
Superintendents
Surveyors – cargo and marine
Trades Occupations
Trades Supervisors
Occupational Groups for Further Analysis
Marine Engineers (includes engineering officers)
Supervisors and Foremen, Stevedoring and Terminal Operations
Deck Officers
Naval Architects
Surveyors
Mid to Senior Level Operations Management
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Roslyn Kunin and Associates, Inc.
Sector-wide Human Resource Strategies
There are many human resource strategies that will help remedy
the coming and current skill shortages. Given the severity of the
shortages on the horizon, pursuing many, if not all these strategies
will be vital, if BC’s marine sector wants to continue to be
competitive in a world market. The following strategies have been
suggested by industry representatives, presented in studies of the
international marine industry and developed from data gathered in
the course of this study.
Industry Image and Awareness
With the goal of attracting young people to marine sector
occupations, the industry must strive to educate school leavers on
the opportunities in the sector.
The industry must also work to develop its image outside the
educational system. Increased perception of marine careers would
also be instrumental in attracting new people to occupations within
the industry.
Cooperation
Closer
cooperation
between
training
institutions
and
the
commercial side of the industry would also be beneficial to the
industry. While industry representatives did not think that a skill
gap was developing between training offered and training needed
by industry, this may change as experienced officers retire, and
employers must rely more heavily on the training of less
experienced personnel.
Cooperation between trainers and
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employers will aid in any training adjustments required by industry
in response to this situation.
Closer cooperation between sectors would help remedy skill
shortage spillovers, and encourage a sense of industry. Several
sectors rely heavily on others for their recruitment needs.
For
example, ports recruit from tugboat ranks for some of their
positions.
In order to avoid negative repercussions from this
poaching, sectors could work together to ensure that the human
resource needs for all sectors are met.
Training
In order to remedy the skills shortages in certified deck and
engineering officers, a possible action is to provide financial
incentives for employees to upgrade their skill and certification
levels. Some larger companies in the industry are doing this to try
to grow officers from within their existing workforce. This is only
possible for employers who employ multiple certification levels – to
grow officers from within their workforce.
For trades people, actively pursuing apprentices in the years before
too many skilled workers retire is another useful strategy.
This
strategy will help capture the expertise of retiring workers, before
they leave the industry.
In trades, the marine industry is competing with other land-based
sectors, which are already beginning to experience skill shortages.
It is particularly important for marine companies to recruit trades
people into the marine sector, whether through offering higher
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Roslyn Kunin and Associates, Inc.
wages, improving the industry’s image or other recruitment
techniques.
For unlicensed workers, cross-training workers so they can fulfill a
variety of roles is an option.
This strategy also helps remedy
retention problems, as companies can offer their lower level
workers more stable work hours, and a greater variety of tasks.
Having employees with larger skill sets is also beneficial for
companies within the sector.
Government
Industry must work with government agencies to develop a greater
understanding of the industry’s unique needs within the federal
system.
These needs include simplifying regulations, both for
personnel and for ships, and creating consistency in these
regulations and in policies that affect the marine industry.
Another strategy would be to encourage governments to give
financial support to companies that invest in training their workers,
and helping them broaden their skill sets or encouraging them to
further their certification development.
Unions
There are a number of skill shortage strategies that will require the
cooperation of unions. Specifically, unions and employers will have
to work together to deal with shortages in trades occupations in the
marine sector. The marine sector is competing with land-based
industries, some of which are already experiencing skill shortages.
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One simple human resource strategy to help reduce projected skill
shortages is to accept more apprentices. Companies and unions
should work together to deal with recruitment issues, barriers to
hiring and retention of a quality workforce. In order for this to be
successful, unions will have to become more accountable for these
blockages.
Unions and companies will also have to work together to develop
methods through which apprentices and junior trades people can
amass sufficient work hours and varied skill sets. This will not only
produce more skilled workers, but will also help remedy retention
issues, by ensuring sufficient work hours and tasks.
Another strategy is to work with unions to make provisions for
people wanting to pursue trades apprenticeships who have already
completed a technical degree.
This would encourage skill
acquisition, and aid in efficiency concerns of shipbuilding and repair
companies offering integrated services.
Other
Other human resource strategies involve looking at increasing the
number of women entering the industry. Navies are increasingly
gearing their recruitment towards women. If used appropriately, the
strategies mentioned in the Industry Image and Awareness section
can be used to increase the female marine workforce.
Another strategy is having childless couples aboard ship.
This
helps alleviate the “away from home” disincentive to going to sea
for both partners.
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Among the human resource strategies that would address systemic
challenges within the industry, removing or reducing the need for
deep-sea experience in order for deck and engineering officers to
move up certification levels would help attract a wider variety of
workers to the industry. Accepting combinations of coastal seatime and further training for moving up a certification level for those
workers working in coastal or onshore positions is one option. This
would allow those who might wish to pursue a marine career, but
who are not prepared to leave their lives onshore, to enter the
marine industry.
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Sector:
Coastal Freight
Roslyn Kunin and Associates, Inc.
Table of Contents
Executive Summary .............................................................................................. 2
Overview of Sector................................................................................................ 5
Labour Market Conditions ................................................................................. 5
Employers ...................................................................................................... 6
Key Occupations ............................................................................................... 7
Occupations ........................................................................................................ 10
Occupational Profiles ...................................................................................... 10
Captains (Masters) .......................................................................................... 10
Mates (1st, 2nd, 3rd Class) ............................................................................. 13
Engineers (Chief, and 1st, 2nd, 3rd, 4th Class) ................................................. 16
Summary of Human Resource Strategies ........................................................... 20
Coastal Freight
Roslyn Kunin and Associates, Inc.
Executive Summary
Coastal freight operations include coastal and deep sea tug and
barge transportation as well as shipdocking. Shipdocking involves
using tugs to maneuver large ships into the dock.
Trained masters and marine engineers are in shortage in the
coastal freight sector and a wave of retirements is expected over
the coming five to ten years. The sector is experiencing virtually
identical human resource issues being faced by the deep sea
shipping sector, including global competition for experienced
personnel. Formal training, extensive sea time, and relevant
certifications from the Ministry of Transport are critical.
The key occupations in shortage in this sector are:

Captains (Masters)

Mates

Marine Engineers
Other occupations in this sector are:
o Deckhands, who may also be cooks
Primary sources for recruitment for key positions are in-house
promotions and union hiring halls. In future there may be
insufficient training time to develop the skills and provide sea time
necessary for internal promotion, and union hiring halls (for
unlicensed personnel) may have difficulty providing suitable
candidates.
Coastal Freight
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Roslyn Kunin and Associates, Inc.
Technology changes such as computerized tracking systems will
require that captains receive training and be computer literate in the
specific technology platforms.
Off-shore personnel shortages aside, off-shore to on-shore
occupational mobility is possible with some training. On-shore to
off-shore occupational mobility requires formal training and Ministry
of Transport certification. International recruitment is an avenue to
obtain personnel with required credentials, although compliance
with Ministry of Transport requirements for Canadian certification
will still be required (Canadian citizen or landed immigrant, and
completion of training / upgrading to meet equivalency standards).
As mentioned in deep sea shipping sector, a number of marine
schools have closed or reduced enrolments, reducing new entrants
into the system. A number of courses offered providing higher
certifications require a minimum number of students, below which
the courses are cancelled.
On the other hand, a number of
companies have cut or eliminated entry level officer positions,
making it difficult for new graduates to get sea time required by
Transport Canada for the relevant Certificate of Competency.
On the supply side of the industry, an inadequate number of entry
level positions for newly trained cadets (both mates and engineers)
is mentioned while on the demand side of the industry, a lack of
hands on training delivery by marine educational institutions is
mentioned.
Human resource strategies to address the coming skill shortages
are:
Coastal Freight
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
Company-provided
computer-based
training
for
skills
enhancements

Company-provided training in specific occupations (but
primarily affordable by only the largest companies)

Canadian Merchant Services Guild efforts with employers to
establish cadet training positions (entry level positions for
deck and engineering officers), and Guild efforts with
WESTAC to introduce the marine sector into high schools as
a career option, working also with unions for unlicensed staff
(SIU and ILWU)

Employer’s support of and coordination with Guild efforts
with Transport Canada to ensure sea time and certification
requirements that combined require from 3 to 15+ years to
obtain, do not make it increasingly difficult for local seafarers
to obtain higher certifications

Emphasis among employers and unions to work together to
create more flexibility with respect to seniority in view of the
industry’s
human
resources
competition
Coastal Freight
4
needs
and
international
Roslyn Kunin and Associates, Inc.
Overview of Sector
Labour Market Conditions
In coastal freight there is a mild shortage of captains, mates and
engineers, which is expected to be moderate to severe over the
next ten years. Among tow boat captains and engineers a wave of
retirements is expected.
The deep sea shipping category reported a current mild shortage of
junior officers, which is expected to become severe in the next ten
years, leaving in its wake an insufficient pool of qualified candidates
for captain positions and also a shortage of off-shore personnel for
senior
shore-side
positions
in
facilities
operations
and
management.
In general, the promotion pool is from mates to captain and from
junior engineer to senior engineer. Engineers do not become
captains.
There is a well defined but long and arduous process of
intermediate steps for formal education and gaining of required
credit courses, ancillary additional skills training and certifications
(some of which must be sourced and completed by the candidate
through third party training providers), oral and written testing, and
formal qualification via the relevant Competency Certificate.
Availability of required courses appears to be uncertain in some
instances. Prominent providers of marine training have a number of
courses under review, possibly due to uncertain demand.
Coastal Freight
5
Roslyn Kunin and Associates, Inc.
Employers
Captains, Engineers, Mates, Deckhands (some of who may
also be cooks)
All these roles are employed by deep sea shipping and coastal
freight companies. Freight companies include the tug and barge
fleets. There is a degree of specialty among staff depending upon
the class of cargo and tonnage and power of vessels. The larger
the tonnage and power, the higher the degree of formal Ministry of
Transport certification, and therefore training, required especially
among mates and engineers. Some classification according to type
of voyage may apply to coastal freight as it does for deep sea
shipping (e.g., foreign, home-trade, minor waters, inland).
Shore-Side Occupations
Coastal freight operators also have a number of shore-side
occupations, none of which were mentioned as being in shortage.
Some of these occupations require professional credentials that are
transportable across different industries (e.g., finance, accounting,
IT and computer technology), though of course companies in the
marine industries prefer marine industry experience.
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Roslyn Kunin and Associates, Inc.
Key Occupations
Occupation Skills,
Training and
Demograp Shortage
Human
hic Profile
Resources
Experience
Captains
(Masters)
 Master’s
Certificate
 Average
age 50 to
55 years
 Extensive sea
old
time
 Male
 Extensive
marine
 Canadian
experience
relating to
vessel size
and type
Currently 3-5
5-10
Years Years
Mild
Mode
rate
Severe
Strategies
 Inform school
leavers
 Inform
government about
industry needs
 Improve
succession and
migration from
unlicensed to
licensed status in
labour pool for
mates
 Create marine
training focus on
tug boat and
coastal towing
functions and
operations
 Promote creation
of entry level
positions on tugs
for marine
graduates
Mates (1st,  Certificate of
2nd,
3rd Competency
Class)
and Service
as Mate
 Average
age 40 to
45
Mild
Mode
rate
Severe
 Inform school
leavers
 Extensive sea
 Canadian
time
 Inform
government
about industry
needs
 Extensive
marine
experience
relating to
vessel size
 Promote
expansion of
student positions
in schools,
including for
Coastal Freight
 Male
7
Roslyn Kunin and Associates, Inc.
and type
upgrading
courses
 Create marine
training focus on
tug boat and
coastal towing
functions and
operations
 Promote entry
level positions on
tugs for marine
graduates
 Work with unions
to address
seniority issues
concerning
migration of
personnel from
unlicensed to
licenced status
Engineers
 Marine
engineering
training
 Average
age 45 to
50 years
 Marine
engineer
certificate of
competency,
as 1st Class,
2nd Class, 3rd
Class, 4th
Class
Engineer
 Male
Mild
Mild
Moderate  Inform school
leavers
 Inform
government about
industry needs
 Canadian
 Promote more
technical upgrade
courses and
expansion of
student positions
in schools
 Promote entry
level positions on
tugs for marine
graduates
 Create marine
training focus on
tug boat and
coastal towing
functions and
Coastal Freight
8
Roslyn Kunin and Associates, Inc.
operations
 Work with unions
to address
seniority issues
concerning
migration of
personnel from
unlicensed to
licenced status
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9
Roslyn Kunin and Associates, Inc.
Occupations
Captains (Masters)
Mates (1st, 2nd, 3rd Class)
Engineers (Chief, and 1st, 2nd, 3rd, 4th Class)
Deckhands, Cooks
Occupational Profiles
Captains (Masters)
Captains’ duties include:

Operate
ships
or self-propelled
vessels
to
transport
passengers and cargo on oceans and coastal and inland
waters;

Supervise duties of senior officers (chief engineer and first
mate); and

Take
ultimate
responsibility
for
meeting
government,
classification society and national and international marine
regulations.
Captains are classified within NOC 2273 - Deck Officers, Water
Transport Surveyors. They work for the Canadian Coast Guard,
marine
transportation
companies,
and
federal
government
departments including the armed forces. The number of potential
occupations captured at this NOC level is very high, with
approximately 114 different titles.
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10
Roslyn Kunin and Associates, Inc.
Demographics
Demographic characteristics of captains include:

Average age is between 50 and 55 years

Male

In the tow boat industry, mainly Caucasian and a large
retirement wave expected during the next 5 to 10 years
Experience/Career Path
For tug captains, the career path tends to be getting training at a
marine college, gaining sea time initially as a mate or as a cadet,
and rising through the ranks until a command is available. Time at
sea is required for formal certifications to be obtained. On-shore
positions at owners and operators of coastal freight vessels exist
for captains coming on-shore.
Captains may migrate into many other shore-based positions such
as pilot, provided specific experience in coastal waters can be
demonstrated and qualification requirements are met. Many senior
executives of local marine companies are ex-captains.
Captains may also enter marine schools in teaching and senior
administrative positions.
Education and Training Requirements and Gaps
Captains require marine training including time in simulators early
in their career. These include bridge simulation, electronic chart
and radio simulation (navigation and communications), and blind
pilotage simulation (non-visual; navigation by instruments only).
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Roslyn Kunin and Associates, Inc.
Operators of coastal freight companies suggest more educational
focus is needed on coastal tug boat functions and operations, in
addition to deep sea focus that currently exists. Also, that hands on
operations experience in marine training institutions would be
beneficial. Marine training institutions are the sources of the
students and coastal freight companies are the owners of the tugs
and barges. It may therefore be mutually beneficial if marine
training institutions and coastal freight operators were able to
provide each other necessary resources for students to gain hands
on experience, under some sort of arrangement or agreement.
Rising through the ranks from deck hand to mate is not possible
without formal training and certification required. An able seaman
ticket is available should a deck hand wish to acquire it, and
appears under NOC 7433 Deck Crew, Water Transport.
A gap exists in the industry concerning the different bargaining
units representing licensed (certified) and unlicensed (union hall
dispatched) personnel. If an unlicensed person migrates to a
licensed position, having obtained training and certification required
during the migration, a loss of seniority is involved. This creates a
disincentive for personnel to undertake the migration.
Degree of Shortage
A wave of retirements of captains and engineers is expected in the
coming decade. Given the average age of about 55, it appears that
virtually all of the current captains will need to be replaced in the
coming decade.
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Roslyn Kunin and Associates, Inc.
Human Resource Strategies
Strategies to remedy projected shortages include:

Getting into the public education system to provide career
path information to school leavers

Improve succession and migration from unlicensed to
licensed status in labour pool for mates

Create marine training focus on tug boat and coastal towing
functions and operations

Helping the Federal government to understand the industry,
recognizing that there is a mismatch between expected
retirements, the time required to obtain education and
certification, and the capacity (both in size and economic
resources) of marine training institutions to supply the
number and type of personnel the industry will need in the
coming years

Promote creation of entry level positions on ships for marine
graduates
Mates (1st, 2nd, 3rd Class)
Deck Officers are responsible for:

Standing on alternate watch from the captain

Supporting the captain in operation of the vessel if the
captain is ill or injured

Supervising and coordinating the activities of deck crews (on
larger tugs)

Inspecting the pick up and drop off of cargo to ensure proper
procedures, and supervise crew members during routine
maintenance of the ship (deck hands, on larger tugs).
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Roslyn Kunin and Associates, Inc.
In smaller vessels there may be only one mate, who may also be
the cook, while on larger vessels several are required by regulation,
and are normally ranked in seniority and experience as 1 st mate, 2nd
mate and 3rd mate.
Mates fall under the NOC classification 2273 Deck Officers, Water
Transport, as do captains. There are 114 occupational titles that fall
under this classification and as such it is very broad.
Demographics
Demographic characteristics of mates include:

Average age of 40 to 45

Male

Canadian or landed immigrant required for Certification
Experience/Career Path
Mates rise through the ranks at sea with Canadian and foreign tug
and barge operators. Significant sea time is required for
qualification, as is prior formal training from a marine educational
institution. The career objective of a mate is to rise to captain. In
order to migrate into on-shore management positions, mates must
normally rise to senior ranks (normally, captain) on-board a tug.
Regulations specify the crew requirements of vessels, and larger
vessels require more crew. Larger shippers are primary targets for
aspiring mates who have achieved required training.
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Roslyn Kunin and Associates, Inc.
Education and Training Requirements and Gaps
Mates acquire training as mate, or occasionally as master, from an
accredited marine training institution. These include bridge
simulation, electronic chart and radio simulation, and blind pilotage
simulation. They are aspiring captains, and have the same training
and career path that captains do. As with captains, there is some
specialized knowledge required of mates depending upon the type,
size and power of vessel.
A barrier to aspiring mates is lack of entry level positions on coastal
tugs. A requirement for more opportunities for career progression
was mentioned during several interviews. An additional gap is as
mentioned above; the transition from an unlicensed position to a
licensed one involves the loss of seniority because unlicensed and
licensed personnel are represented by different bargaining units.
Degree of Shortage
Predicted shortages for mates are:

Currently, Mild

3-5 years, Moderate

5-10 years, Severe
Given an average age of 40 to 45, the current stock of mates will
retire in about 20 years. However, these are the sources of supply
for future captains, and most captains are expected to retire in the
next 5 to 10 years. Some mates will require additional time for
additional training in order to qualify for the additional certifications
required. There may be some difficulty qualifying and promoting
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Roslyn Kunin and Associates, Inc.
existing mates into captain positions as quickly as needed, and
some difficulty promoting or acquiring the new mates to backfill for
those who are promoted.
Human Resources Strategies
Strategies to remedy projected shortages include:

Raise awareness of marine careers at the high school level

Inform government about industry needs

Promote expansion of student positions in schools, including
for upgrading courses

Create marine training focus on tug boat and coastal towing
functions and operations

Promote entry level positions on tugs for marine graduates

Work with unions to address seniority issues concerning
migration of personnel from unlicensed to licenced status
Engineers (Chief, and 1st, 2nd, 3rd, 4th Class)
Marine engineers are responsible for:

Installation, operation and maintenance of machinery and
equipment on tugs and barges

Ensuring engines, machinery, electrical, and environmental
equipment
(heating,
ventilation,
refrigeration,
air
conditioning) and cargo handling equipment operates
properly

Maintaining familiarity with diesel, steam and gas turbine
engines
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Roslyn Kunin and Associates, Inc.

Stand watch in engine rooms while at sea
As with mates, in smaller tugs there may be only one engineer
while on larger vessels more are required and are normally ranked
in seniority and experience as 1st to 4th Class.
Engineers fall under the NOC classification 2274 Engineer Officers,
Water Transport. The NOC profile of this occupational group
contains 61 occupational titles.
Demographics
Demographic characteristics of engineers include:

Average age 45 to 50

Male

Canadian citizen or landed immigrant for Certification
Experience/Career Path
Engineers have a similar career path as captains and mates in that
they must rise through the ranks at sea, with a view to becoming
chief engineer. Significant sea time is required for qualification, and
extensive prior formal training from a marine educational institution
is needed. In order to migrate into on-shore management positions,
engineers must normally rise to senior officer ranks of chief
engineer on-board ship. On-shore positions include large coastal
freight and vessel operators and safety inspectors. Regulations
specify the crew requirements of vessels, and larger vessels
requiring more crew. Larger vessel operators are primary targets
for aspiring engineers who have achieved mandated engineering
and safety training. We expect that a preference for or aversion to
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17
Roslyn Kunin and Associates, Inc.
travel may be one factor that candidates consider when trying to
decide between working in the coastal freight and deep sea
shipping sectors.
Education and Training Requirements and Gaps
Engineers acquire training, initially as 4th Class Engineer, from an
accredited marine training institution. Within each class, certification
is divided into steam, motor, and combined certification. There are
extensive additional training requirements relating to basic safety,
operation of survival craft, marine fire fighting, first aid, and others.
Simulations include engine room simulation. As with captains and
mates, there is specialized knowledge required of marine engineers
depending upon the type and size of vessel and its power. Newly
constructed
vessels
require
more
electrical
and
electronic
knowledge.
A barrier to aspiring marine engineers is a decrease in class sizes
and course offered by a number of marine training institutions,
including for upgrading courses.
Degree of Shortage
Virtually all respondents indicated a current and potentially severe
future shortage of marine engineers. Predicted shortages are:
Coastal Freight

Currently, mild

3-5 years, mild

5-10 years, moderate
18
Roslyn Kunin and Associates, Inc.

The coastal freight sector appears to have slightly less concern
regarding the availability of engineers than the deep sea
shipping sector does.
Given the average age of 45 to 50, engineers in coastal freight will
retire during the next 15 to 20 years. However, a more severe
retirement wage appears to be expected in on-shore technical
management positions among tug operators, deep sea vessel
operators, and terminal operators. This is logical, since many onshore personnel have already spent a considerable number of
years at sea and are likely to be older. Filling on-shore roles will
continue to require some migration from off-shore positions.
Human Resources Strategies
Strategies to remedy projected shortages include:

Raise awareness of marine careers at the high school level

Inform government about industry needs

Promote more technical upgrade courses and expansion of
student positions in schools

Promote entry level positions on tugs for marine graduates

Create marine training focus on tug boat and coastal towing
functions and operations

Work with unions to address seniority issues concerning
migration of personnel from unlicensed to licenced status
Coastal Freight
19
Roslyn Kunin and Associates, Inc.
Summary of Human Resource Strategies
Given the average age of tug boat captains and engineers, an
important human resource strategy for the costal freight sector is
the need for increased industry awareness outside the industry. If
campaigns to increase awareness of marine occupations in schools
is successful, a corresponding increase in the capacity of marine
training institutions to take in, train, and graduate deck and
engineering officers will be needed. The existing capacity (both
economic and number of student positions that can be taught)
combined with certification requirements may not be capable of
delivering enough trained professionals to the industry in the next
decade.
In connection with the above, the required technical skills upgrading
required, and capacity of marine training institutions to provide it,
must be watched closely. There are two aspects to this: (i)
providing adequate headcount and economic capacity for upgrade
training so mates (and engineers) can get the certifications needed
for promotion into captain (and chief engineer) positions; and (ii)
working with unions to address the issue of personnel movement
from unlicensed to licensed ranks.
There is a need for government departments and regulators to
have a more complete understanding of the expected rate of
retirement among primary senior off-shore occupations, and across
specific marine sectors, particularly the tow boat industry and deep
sea shipping.
Promotion of entry level positions on tugs for marine graduates
would assist provide the sea time experience needed to rise
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20
Roslyn Kunin and Associates, Inc.
through the ranks. On the educational side of the equation, creation
of marine training focus on tug boat and coastal towing functions
and operations would assist the coastal freight sector to staff the
positions it will need to staff as the retirement wave begins to hit.
Coastal Freight
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Roslyn Kunin and Associates, Inc.
Sector:
Coastal Passenger
Coastal Passenger
Roslyn Kunin and Associates, Inc.
Table of Contents
Executive Summary .............................................................................................. 2
Overview of Sector................................................................................................ 4
Labour Market Conditions ................................................................................. 4
Employers ...................................................................................................... 4
Key Occupations ............................................................................................... 6
Occupations ........................................................................................................ 10
Occupational Profiles ...................................................................................... 11
Senior Master/Master .................................................................................. 11
Chief Officer/Mate ........................................................................................ 12
Second Officer ............................................................................................. 14
Third Officer ................................................................................................. 15
Senior Chief Engineer .................................................................................. 17
Chief Engineer ............................................................................................. 19
First Engineer .............................................................................................. 20
Chief Cook ................................................................................................... 22
Second Cook ............................................................................................... 23
Third Cook ................................................................................................... 25
Second Engineer ......................................................................................... 26
Fourth Officer ............................................................................................... 28
Deckhand Bridge Watch .............................................................................. 29
Engine Room Assistant ............................................................................... 31
Third Engineer ............................................................................................. 32
Stewards – Senior Chief/Chief, Head, Second ............................................ 34
Catering Supervisor ..................................................................................... 35
Deckhand Bridge ......................................................................................... 36
Other Occupations ....................................................................................... 38
Summary of HR Strategies ................................................................................. 42
Coastal Passenger
Roslyn Kunin and Associates, Inc.
Executive Summary
Employment numbers in this sector are expected to remain
constant over the next decade. Shortages are developing in officer
positions, both deck and engineering.
The key occupations in this sector are: Senior Master/Master, Chief
Officer/Mate, Second Officer, Third Officer, Senior Chief Engineer,
Chief Engineer, Chief Cook, and Second Cook.
One of the main blockages in recruiting for these positions is that
coastal operations often have difficulties offering sufficient hours to
skilled personnel, which leads to retention problems. They also
have difficulties offering sufficient hours to personnel so that they
can move through certification levels.
Human resources strategies for this sub sector, some of which
have already been started by companies in the industry, are:

For companies to develop cross-training programs for less
skilled workers, providing more stable work because they
can fulfill a variety of functions;

For companies to provide financial incentives for employees
to upgrade their skill and certification levels;
 For companies, unions and workers to work together to
develop skill sets, by finding ways for junior people to amass
sufficient work hours and a variety of different skills;
 For the industry to develop more flexible ways to fulfill seatime requirements for certificate development: and

For government to support financially companies that are
training their employees and encouraging their certification
development.
Coastal Passenger
2
Roslyn Kunin and Associates, Inc.
Coastal Passenger
3
Roslyn Kunin and Associates, Inc.
Overview of Sector
Labour Market Conditions
This sector is experiencing skill shortages in deck and engineering
certificated officers. They are increasingly difficult to recruit, and
are of high importance to the sector. Companies recruit for senior
officer positions across Canada, from the Great Lakes region and
the East Coast.
While less skilled labour is recruited locally for the most part, it is
still more difficult to recruit for remote passenger routes. For these
routes, Canada-wide recruitment is sometimes necessary for junior
positions as well.
The skill demands of this sector are largely dependent on Transport
Canada regulations. As these regulations change, so too does this
sector’s demand for various skills and certificate levels.
Technological change is not having a large effect on licensed
personnel. However, advances in safety technology may lead, in
time, to a decrease in the number of unlicensed crewmembers
required to operate a ship.
Employment numbers in this sector have been steady over time,
and are expected to continue to be steady, provided companies
can cope with skill shortages and related problems.
Employers
Coastal Passenger
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Roslyn Kunin and Associates, Inc.
The largest employer in this sector in British Columbia is, by far, BC
Ferry Services Inc. As a large employer, BC Ferries is able to
enact human resource strategies on a larger scale than a smaller
company. One of the company’s major human resource goals is to
grow skilled workers from within. To that end, they have developed
a Marine Certificate Upgrade Program, to help deck and
engineering officers complete higher levels of certification. Over $6
million per year is spent on regulatory training. They have also
developed various cross-training strategies to create more regular
work for casual or part-time employees. One of their major goals is
to use their training budget more efficiently.
Coastal Passenger
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Roslyn Kunin and Associates, Inc.
Key Occupations
Occupation
Senior
Skills,
Demogra
Shortage
Training and
phic
Currently
Experience
Profile
 Master
 Average
Human
3-5 Years 5-10
Years
Moderate
Severe
Severe
Resources
Strategies
 Financial
Master/
mariner
age
assistance to
Master
certification
between
employees
50 and
upgrading
60
certification
 Male
level
 Government
 Canadian
or landed
financial
immigrant
support for
above
program
 Appropriate
Chief
Officer/Mate
 Average
Moderate
Severe
Severe
 Financial
level of deck
age
assistance to
officer
around
employees
certification
50
upgrading
 Male
certification
 Canadian
level
 Government
or landed
financial
immigrant
support for
above
program
Second
Officer
 Appropriate
 Average
Moderate
Moderate
Severe
 Financial
level of deck
age
assistance to
officer
between
employees
certification
40 and
upgrading
Coastal Passenger
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Roslyn Kunin and Associates, Inc.
50
certification
 Male
level
 Government
 Canadian
or landed
financial
immigrant
support for
above
program
Third Officer  Appropriate
 Average
Moderate
Moderate
Severe
 Financial
level of deck
age
assistance to
officer
between
employees
certification
30 and
upgrading
40
certification
 Male
level
 Government
 Canadian
or landed
financial
immigrant
support for
above
program
Senior Chief  Appropriate
Engineer
 Average
Mild
Moderate
Severe
 Financial
level of
age
assistance to
engineering
between
employees
officer
50 and
upgrading
certification
60
certification
 Male
level
 Government
 Canadian
or landed
financial
immigrant
support for
above
program
Chief
 Appropriate
Coastal Passenger
 Average
Mild
7
Moderate
Severe
 Financial
Roslyn Kunin and Associates, Inc.
Engineer
level of
age
assistance to
engineering
around
employees
officer
50
upgrading
certification
 Male
certification
 Canadian
level
 Government
or landed
financial
immigrant
support for
above
program
 Appropriate
First
Engineer
 Average
Mild
Moderate
Severe
 Financial
level of
age
assistance to
engineering
between
employees
officer
40 and
upgrading
certification
50
certification
 Male
level
 Government
 Canadian
or landed
financial
immigrant
support for
above
program
Chief Cook
 Completion
 Canadian
of a three-
or landed
image of
year
immigrant
marine
Mild
Mild
Moderate  Improve
apprenticesh
industry
ip program
careers
for cooks or
another
program for
cooking
 Further
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Roslyn Kunin and Associates, Inc.
experience
and training
for senior
galley
positions
Second
Cook
 Completion
 Canadian
of a three-
or landed
image of
year
immigrant
marine
Mild
Mild
Moderate  Improve
apprenticesh
industry
ip program
careers
for cooks or
another
program for
cooking
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Roslyn Kunin and Associates, Inc.
Occupations
Senior Master/Master
Chief Officer/Mate
Second Officer
Third Officer
Senior Chief Engineer
Chief Engineer
First Engineer
Chief Cook
Second Cook
Third Cook
Second Engineer
Fourth Officer
Deckhand Bridge Watch
Engine Room Assistant
Third Engineer
Steward – Senior Chief/Chief, Second, Head
Catering Supervisor
Deckhand Bridge
Cashiers
Catering Attendant
Cleaner
Galley Helper
Terminal Supervisor
Tower/Traffic Controller
Equipment Operator
Terminal Attendant
Senior Ticket Agent
Ticket Agent/Foot Passenger Ticket Agent
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Roslyn Kunin and Associates, Inc.
Occupational Profiles
Senior Master/Master
Senior masters serve as commanders of their vessels. They are
responsible for securing safe transit of the vessel, passengers and
crew between ports. They are very important in the operation of
the coastal passenger fleet.
The NOC classification is 2273 Deck Officers, Water Transport.
The NOC profile is somewhat generic, being the same for all deck
officers, from chief master to third mate.
Demographics
Demographic characteristics for this occupation include:

Average age is between 50 and 60 years

Male

Canadian or landed immigrant
Experience/Career Path
After graduating from an approved nautical institute, workers in this
occupation will have followed a number of paths to attain the
experience necessary to become master mariners.
This career path will often include time in deep sea, as it remains
one of the only ways to obtain sufficient at sea hours to progress in
rank.
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Roslyn Kunin and Associates, Inc.
Education and Training Requirements and Gaps
Graduation from a deck officer cadet program is required, as well
as Transport Canada certification. Experience is crucial in getting
to the rank of master mariner.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, moderate

3-5 years, severe

5-10 years, severe
Human Resource Strategies
The following human resource strategies are relevant for all deck
and engineering officers, which are currently in shortage.
Human resource strategies for this occupation are:

Internal training and financial incentives for completing
higher levels of Transport Canada certificates of competency
– BC Ferries has implemented a “Marine Certification
Upgrade Program” –, and

Government post-secondary funding to assist employers and
employees through certificate development.
Chief Officer/Mate
Chief Officers organize and oversee deck department activities,
including
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loading
and
unloading
12
vehicles
and
passengers,
Roslyn Kunin and Associates, Inc.
navigation, passenger and vessel safety, and the supervision and
training of the crew. They also are of high importance to the sector.
The NOC classification for this occupation is also 2273 Deck
Officers Water Transport. The NOC profile, again, is somewhat
generic, being the same for all deck officers, from chief master to
third mate.
Demographics
Demographic characteristics for this occupation include:

Average age is around 50

Male

Canadian or landed immigrant
Experience/Career Path
After graduating from an approved nautical institute, workers in this
occupation will have followed a number of paths to attain the
experience necessary to reach this level. This path will also often
involve time in the deep-sea sector.
Education and Training Requirements and Gaps
Graduation from a deck officer cadet program is required, as well
as Transport Canada certification.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

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Currently, moderate
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Roslyn Kunin and Associates, Inc.

3-5 years, moderate

5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation are:

Internal training and financial incentives for completing
higher levels of Transport Canada certificates of competency
– BC Ferries has implemented a “Marine Certification
Upgrade Program” –, and

Government post-secondary funding to assist employers and
employees through certificate development.
Second Officer
The Second Officer is responsible for navigation, and all the duties
that accompany that responsibility. They have a high importance in
the sector.
The NOC classification for this occupation is also 2273 Deck
Officers Water Transport.
Demographics
Demographic characteristics of this occupation include:

Average age is between 40 and 50 years

Male

Canadian or landed immigrant
Experience/Career Path
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Roslyn Kunin and Associates, Inc.
After graduating from an approved nautical institute, workers in this
occupation will have followed a number of paths to attain the
experience necessary to reach this level, again, involving deep sea
experience.
Education and Training Requirements and Gaps
Graduation from a deck officer cadet program is required, as well
as Transport Canada certification.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, moderate

3-5 years, moderate

5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation are:

Internal training and financial incentives for completing
higher levels of Transport Canada certificates of competency
– BC Ferries has implemented a “Marine Certification
Upgrade Program” –, and

Government post-secondary funding to assist employers and
employees through certificate development.
Third Officer
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Roslyn Kunin and Associates, Inc.
The Third Officer stands a watch as a junior member of the bridge
team, and assists in navigational duties. The importance of this
occupation in the sector is high.
The NOC classification for this occupation is also 2273 Deck
Officers Water Transport.
Demographics
Demographic characteristics for this occupation include:

Average age is between 30 and 40 years

Male

Canadian or landed immigrant
Experience/Career Path
After graduating from an approved nautical institute, workers in this
occupation will have followed a number of paths to attain the
experience necessary to reach this level, again, involving deep sea
experience.
Education and Training Requirements and Gaps
Graduation from a deck officer cadet program is required, as well
as Transport Canada certification.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, moderate

3-5 years, moderate
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Roslyn Kunin and Associates, Inc.

5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation are:

Internal training and financial incentives for completing
higher levels of Transport Canada certificates of competency
– BC Ferries has implemented a “Marine Certification
Upgrade Program” –, and

Government post-secondary funding to assist employers and
employees through certificate development.
Senior Chief Engineer
Senior Chief Engineers are responsible for supervising and
coordinating the activities of all engine room employees assigned to
the vessel. They are also responsible for the ship’s engineering
budget. They are also responsible for the safe, efficient and costeffective operation and maintenance of their ship. They are of high
importance to the sector.
The NOC classification for this occupation is 2274 Engineer
Officers, Water Transport.
This profile includes all engineering
officers from chief to third engineer.
Demographics
Demographic characteristics for this occupation include:
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
Average age is between 50 and 60 years

Male

Canadian or landed immigrant
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Roslyn Kunin and Associates, Inc.
Experience/Career Path
Entry to this career path is at the level of Fourth Class Marine
Engineer certification. Workers must then develop their certification
levels.
Mobility between companies at the same level of
certification is possible, allowing workers to come to this position
from a number of routes.
Education and Training Requirements and Gaps
Completion of a three-year cadet program in marine engineering
from an approved marine training institute, or equivalent training
and experience, is required for this position. Also necessary are
experience Transport Canada certification to the highest level for
marine engineers.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate

5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation are:

Internal training and financial incentives for completing
higher levels of Transport Canada certificates of competency
– BC Ferries has implemented a “Marine Certification
Upgrade Program” –, and
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Roslyn Kunin and Associates, Inc.

Government post-secondary funding to assist employers and
employees through certificate development.
Chief Engineer
Chief Engineers are responsible for the safe, efficient and costeffective operation and maintenance of their ships. They are of
high importance to the industry.
The NOC classification for this occupation is also 2274 Engineer
Officers, Water Transport.
Demographics
Demographic characteristics for this occupation include:

Average age is around 50

Male

Canadian or landed immigrant
Experience/Career Path
Entry to this career path is at the level of Fourth Class Marine
Engineer certification. Mobility between companies at the same
level of certification is possible, allowing workers to come to this
position from a number of routes.
Education and Training Requirements and Gaps
Completion of a three-year cadet program in marine engineering
from an approved marine training institute, or equivalent training
and experience, is required for this position. Also necessary are
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Roslyn Kunin and Associates, Inc.
experience Transport Canada certification to the appropriate level
for this position.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate

5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation are:

Internal training and financial incentives for completing
higher levels of Transport Canada certificates of competency
– BC Ferries has implemented a “Marine Certification
Upgrade Program” –, and

Government post-secondary funding to assist employers and
employees through certificate development.
First Engineer
The First Engineer stands a watch, and monitors the operation of
the ship’s machinery and equipment, and supervises staff. Their
importance in the industry is high.
The NOC classification for this occupation is also 2274 Engineer
Officers, Water Transport.
Demographics
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Roslyn Kunin and Associates, Inc.
Demographic characteristics for this occupation include:

Average age is between 40 and 50

Male

Canadian or landed immigrant
Experience/Career Path
Entry to this career path is at the level of Fourth Class Marine
Engineer certification. Mobility between companies at the same
level of certification is possible, allowing workers to come to this
position from a number of routes.
Education and Training Requirements and Gaps
Completion of a three-year cadet program in marine engineering
from an approved marine training institute, or equivalent training
and experience, is required for this position. Also necessary are
experience Transport Canada certification to the highest level for
marine engineers.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate

5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation are:
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Roslyn Kunin and Associates, Inc.

Internal training and financial incentives for completing
higher levels of Transport Canada certificates of competency
– BC Ferries has implemented a “Marine Certification
Upgrade Program” –, and

Government post-secondary funding to assist employers and
employees through certificate development.
Chief Cook
The Chief Cook supervises and coordinates galley staff in the
preparation of food. They are of high importance to the coastal
passenger sector.
The NOC classification for this occupation is 6242 Cooks. This
classification encompasses all cooks from chief to third cook.
Demographics
Demographic characteristics for this occupation include:

Canadian or landed immigrant
Experience/Career Path
This occupation is not unique to the marine sector. Cooks can
come to the coastal passenger sub-sector from any number of
sectors.
Education and Training Requirements and Gaps
A three-year apprenticeship program for cooks or another program
for cooking is required for this position.
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22
Trade certification is
Roslyn Kunin and Associates, Inc.
available, but voluntary in BC. Further experience and training is
necessary for senior galley positions.
Degree of Shortage
As the 2010 Olympic Games approach, demand will increase for
occupations in the hospitality sector. Cooks, in particular, will be in
high demand to serve tourists, athletes, and work crews.
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate

5-10 years, moderate
Human Resource Strategies
In order to compete with other industries for cooks, occupations in
the marine industry must appear more attractive.
Human resource strategies for this occupation include:

Improving the image of marine industry careers
Second Cook
Second Cooks prepare and cook all foodstuffs according to
procedures and regulations for their ships. They are considered of
high importance in the sector.
The NOC classification for this occupation is also 6242 Cooks.
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Roslyn Kunin and Associates, Inc.
Demographics
Demographic characteristics for this occupation include:

Canadian or landed immigrant
Experience/Career Path
This occupation is not unique to the marine sector. Cooks can
come to the coastal passenger sub-sector from any number of
sectors.
Education and Training Requirements and Gaps
A three-year apprenticeship program for cooks or another program
for cooking is required for this position.
Trade certification is
available, but voluntary in BC. Further experience and training is
necessary for senior galley positions.
Degree of Shortage
Occupations in the hospitality sector, such as cooks, will face
increasing demand as the 2010 Olympics approach.
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate

5-10 years, moderate
Human Resource Strategies
Human resource strategies for this occupation include:
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Roslyn Kunin and Associates, Inc.

Improving the image of marine industry careers
Third Cook
Third cooks prepare and cook food, and oversees the steam table
operation. They are of medium importance to the sector.
The NOC classification for this occupation is also 6242 Cooks.
Demographics
Demographic characteristics for this occupation include:

Canadian or landed immigrant
Experience/Career Path
This occupation is not unique to the marine sector. Cooks can
come to the coastal passenger sub-sector from any number of
sectors.
Education and Training Requirements and Gaps
A three-year apprenticeship program for cooks or another program
for cooking is required for this position.
Trade certification is
available, but voluntary in BC. Further experience and training is
necessary for senior galley positions.
Degree of Shortage
Occupations in the hospitality sector, such as cooks, will face
increasing demand as the 2010 Olympics approach.
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Roslyn Kunin and Associates, Inc.
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate

5-10 years, moderate
Human Resource Strategies
Human resource strategies for this occupation include:

Improving the image of marine industry careers
Second Engineer
Second engineers stand a watch as the senior watch keeper on
duty and monitor the operation of ships’ machinery and equipment.
They also supervise staff. They are of medium importance to the
sector.
The NOC classification for this occupation is also 2274 Engineer
Officers, Water Transport.
Demographics
Demographic characteristics for this occupation include:

Average age is between 40 and 45

Male

Canadian or landed immigrant
Experience/Career Path
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Roslyn Kunin and Associates, Inc.
Entry to this career path is at the level of Fourth Class Marine
Engineer certification. Mobility between companies at the same
level of certification is possible, allowing workers to come to this
position from a number of routes.
Education and Training Requirements and Gaps
Completion of a three-year cadet program in marine engineering
from an approved marine training institute, or equivalent training
and experience, is required for this position. Also necessary are
experience Transport Canada certification to the appropriate level
for this position.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate

5-10 years, moderate
Human Resource Strategies
Human resource strategies for this occupation include:

Internal training and financial incentives for completing
higher levels of Transport Canada certificates of competency
– BC Ferries has implemented a “Marine Certification
Upgrade Program” –, and

Government post-secondary funding to assist employers and
employees through certificate development.
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Roslyn Kunin and Associates, Inc.
Fourth Officer
As a junior member off the bridge team, the fourth officer stands a
watch and assists in the navigation of the vessel by acting as a
lookout for marine traffic and navigating hazards. Their importance
to the sector is moderate.
Although not specifically mentioned, the NOC classification that
applies to this occupation is 2273 Deck Officers, Water Transport.
Demographics
Demographic characteristics for this occupation include:

Average age is around 30 years

Male

Canadian or landed immigrant
Experience/Career Path
This is an entry-level position. At this level, training and education
is all that is required.
Education and Training Requirements and Gaps
Graduation from a deck officer cadet program is required, as well
as Transport Canada certification.
Degree of Shortage
There are no specific shortages projected for this occupation.
However, as shortages increase for more senior occupations, the
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Roslyn Kunin and Associates, Inc.
number of people entering the industry may not be sufficient to fill
the positions left by the junior officers moving up the ranks.
Human Resource Strategies
At entry/junior levels, it is difficult for companies to offer steady
work.
The initial years of employment for certified and trades
occupations involve uncertain hours and limited work assignments.
Finding a way to offer more varied and certain work to new recruits
would aid in employee retention and progression through the ranks.
This is the same for all entry level licensed and trades workers in
this sector.
Other human resource strategies to ensure sufficient numbers
entering the industry include:

Educating school leavers about marine industry career
opportunities;

Expanding student capacity of marine institutes; and

Improving the image of marine careers.
Deckhand Bridge Watch
Deckhands load and unload vehicles and passengers. They steer,
patrol and maintain the vessel. They are of medium importance to
the sector.
The NOC classification for this occupation is 7433 Deck Crew,
Water Transport.
Demographics
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Roslyn Kunin and Associates, Inc.
Demographic characteristics for Deck Crew, Water Transport,
include:

Average age is between 30 and 40

Male

Canadian or landed immigrant
Experience/Career Path
Progression to deck officer positions is possible with experience,
additional training and deck officer certification.
Education and Training Requirements and Gaps
A Bridge Watch Certificate from Transport Canada is required for
this position.
Degree of Shortage
Again, there are no specific shortages projected for this occupation.
Shortages may develop if insufficient new workers enter the
industry.
Human Resource Strategies
At entry/junior levels, it is difficult for companies to offer steady
work.
The initial years of employment for certified and trades
occupations involve uncertain hours and limited work assignments.
Finding a way to offer more varied and certain work to new recruits
would aid in employee retention and progression through the ranks.
This is the same for all entry level licensed and trades workers in
this sector.
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30
Roslyn Kunin and Associates, Inc.
Other human resource strategies to ensure sufficient numbers
entering the industry include:

Educating school leavers about marine industry career
opportunities; and

Improving the image of marine careers.
Engine Room Assistant
This occupation assists in the maintenance of the mechanical,
electrical and propulsion systems of vessels. They are of medium
importance to the sector.
The NOC classification for this occupation is 7434 Engine Room
Crew, Water Transport.
Demographics
Demographic characteristics for Deck Crew, Water Transport,
include:

Average age is between 40 and 45

Male

Canadian or landed immigrant
Experience/Career Path
Progression to ship engineer officer positions is possible with
experience, additional training and certification.
Education and Training Requirements and Gaps
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Roslyn Kunin and Associates, Inc.
On-the-job training is provided.
Degree of Shortage
Again, there are no specific shortages projected for this occupation.
However, the sector is facing challenges getting sufficient numbers
of people entering the occupation.
Human Resource Strategies
At entry/junior levels, it is difficult for companies to offer steady
work.
The initial years of employment for certified and trades
occupations involve uncertain hours and limited work assignments.
Finding a way to offer more varied and certain work to new recruits
would aid in employee retention and progression through the ranks.
This is the same for all entry level licensed and trades workers in
this sector.
Other human resource strategies to ensure sufficient numbers
entering the industry include:

Educating school leavers about marine industry career
opportunities; and

Improving the image of marine careers.
Third Engineer
Third engineers maintain, monitor and repair machinery and
equipment on the vessel.
moderate.
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32
Their importance to the sector is
Roslyn Kunin and Associates, Inc.
The NOC classification for this occupation is also 2274 Engineer
Officers, Water Transport.
Demographics
Demographic characteristics for this occupation include:

Average age is between 40 and 45

Male

Canadian or landed immigrant
Experience/Career Path
Entry to this career path is at the level of Fourth Class Marine
Engineer certification. Mobility between companies at the same
level of certification is possible, allowing workers to come to this
position from a number of routes.
Education and Training Requirements and Gaps
Completion of a three-year cadet program in marine engineering
from an approved marine training institute, or equivalent training
and experience, is required for this position. Also necessary are
experience Transport Canada certification to the appropriate level
for this position.
Degree of Shortage
There are no specific shortages projected for this occupation.
However, as shortages increase for more senior occupations, the
number of people entering the industry may not be sufficient to fill
the positions left by the junior officers moving up the ranks.
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33
Roslyn Kunin and Associates, Inc.
Human Resource Strategies
At entry/junior levels, it is difficult for companies to offer steady
work.
The initial years of employment for certified and trades
occupations involve uncertain hours and limited work assignments.
Finding a way to offer more varied and certain work to new recruits
would aid in employee retention and progression through the ranks.
This is the same for all entry level licensed and trades workers in
this sector.
Other human resource strategies to ensure sufficient numbers
entering the industry include:

Educating school leavers about marine industry career
opportunities;

Expanding student capacity of marine institutes; and

Improving the image of marine careers.
Stewards – Senior Chief/Chief, Head, Second
Stewards supervise, coordinate, organize and administer all
functions of shipboard catering and passenger services on a large
vessel. The chief steward also maintains company standards and
policies, and achieves revenue objectives. They are of moderate
importance to the sector.
The NOC classification that most closely describes the duties of the
Chief Steward is 6212 Food Service Supervisors. There are duties
performed by this occupation that are not mentioned in the profile of
the above classification.
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Roslyn Kunin and Associates, Inc.
Demographics
There is no demographic information for this occupation.
Experience/Career Path
Sector specific experience is required for senior positions.
Education and Training Requirements and Gaps
Training in food services or a related field is required to enter this
occupation.
Degree of Shortage
There are no skill shortages projected for this occupation.
Human Resource Strategies
There are no suggested human resource strategies for this
occupation.
Catering Supervisor
Catering supervisors organize, supervise and administer all
functions of shipboard catering and passenger services on a
vessel, and ensure high standards of service are maintained.
Senior catering supervisors also assist with budget preparation and
monitoring. Senior catering supervisors are of medium importance
to the sector, and catering supervisors are of low importance.
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Roslyn Kunin and Associates, Inc.
The NOC classification for this position is also 6212 Food Service
Supervisors. In this case, the profile for this classification more
closely matches the description of duties given by industry
representatives.
Demographics
There is no demographic information for this occupation.
Experience/Career Path
Sector specific experience is required for senior positions.
Education and Training Requirements and Gaps
Training in food services or a related field is required to enter this
occupation.
Degree of Shortage
There are no skill shortages projected for this occupation.
Human Resource Strategies
There are no suggested human resource strategies for this
occupation.
Deckhand Bridge
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Roslyn Kunin and Associates, Inc.
This occupation loads and unloads vehicles and passengers,
steers, patrols and maintains the vessel. Their importance to the
industry is low.
The NOC classification for this occupation is 7433 Deck Crew,
Water Transport.
Demographics
Demographic characteristics for Deck Crew, Water Transport,
include:

Average age is between 30 and 40

Male

Canadian or landed immigrant
Experience/Career Path
Progression to deck officer positions is possible with experience,
additional training and deck officer certification.
Education and Training Requirements and Gaps
A Marine Emergency Duty certificate from Transport Canada is
required for this position.
Degree of Shortage
Again, there are no specific shortages projected for this occupation.
Shortages may develop if insufficient new workers enter the
industry.
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Roslyn Kunin and Associates, Inc.
Human Resource Strategies
At entry/junior levels, it is difficult for companies to offer steady
work.
The initial years of employment for certified and trades
occupations involve uncertain hours and limited work assignments.
Finding a way to offer more varied and certain work to new recruits
would aid in employee retention and progression through the ranks.
This is the same for all entry level licensed and trades workers in
this sector.
Other human resource strategies to ensure sufficient numbers
entering the industry include:

Educating school leavers about marine industry career
opportunities; and

Improving the image of marine careers.
Other Occupations
The following are occupations working in terminals and aboard ship
that perform a variety of tasks. They are of low importance to the
sector.
Cashiers
Cashiers operate a cash register, and manage a food and
beverage service.
The NOC classification for this occupation is 6611 Cashiers. The
profile is sufficiently detailed.
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Roslyn Kunin and Associates, Inc.
Catering Attendant
Catering attendants serve food, clear tables and clean interior
passenger spaces.
The NOC classification that most applies to this occupation is 6641
Food Counter Attendants.
The NOC profile is again sufficiently
detailed.
Cleaner
Cleaners clean interior passenger areas of the vessel.
The NOC classification for this occupation is 6661 Light Duty
Cleaners. The profile provides a sufficiently detailed description.
Galley Helper
Galley helpers prepare some foodstuffs, operate the dishwasher,
and assist in general galley duties.
The NOC classification that most applies to this occupation is 6641
Food Counter Attendants.
The NOC profile is again sufficiently
detailed.
Terminal Supervisor
This occupation supervises employees operating mechanical
equipment, traffic movement and custodial duties.
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Roslyn Kunin and Associates, Inc.
Tower/Traffic Controller
This occupation organizes and directs vehicle traffic on and off
vessels, and provides shore clearances for vessel departures.
Equipment Operator
Equipment operators operate ramps and terminal equipment for
loading and unloading of passengers and vehicles.
Terminal Attendant
Terminal attendants perform traffic control, baggage and custodian
duties at major terminals.
Senior Ticket Agent
This occupation assists in supervising employees, and sells tickets
for passage.
The NOC classification for this occupation is 6216 Other Service
Supervisors.
Ticket Agent/Foot Passenger Ticket Agent
Ticket agents collect fares and respond to passenger queries.
The NOC classification for this occupation is 6434 Ticket Agents,
Cargo Service Representatives and Related Clerks (Except Airline).
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Roslyn Kunin and Associates, Inc.
Demographics
These occupations have fairly even age spreads, and are not
expecting shortage problems due to retirements.
Experience/Career Path
The majority of these positions are entry level. Limited experience
is required for some positions. This experience rarely needs to be
in the marine sector.
Education and Training Requirements and Gaps
A variety of training requirements exist for these occupations. The
majority of them require on-the-job or other in-house training.
Degree of Shortage
There are no shortages projected for these occupations.
Human Resource Strategies
Human resource strategies to ensure sufficient numbers entering
the industry include:

Educating school leavers about marine industry career
opportunities; and

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Improving the image of marine careers.
41
Roslyn Kunin and Associates, Inc.
Summary of HR Strategies
The human resource strategies for companies advanced in this
section are:

Raising awareness of the marine industry and marine
industry careers;

Cross-training less skilled workers so they can fulfill a variety
of roles – making them more employable, and providing
more stable work because they can fulfill a variety of
functions; and

Providing financial incentives for employees to upgrade their
skill and certification levels – helping fill skill gaps at higher
deck and engineering certification levels.
A human resource strategy for workers and unions in the sector is:

Working with companies to develop skill sets, by finding
ways for junior people to amass sufficient work hours and a
variety of different skills.
A human resource strategy for industry is:

Finding ways for workers to fulfill sea-time requirements for
certificate development that do not require working in deep
sea – thereby attracting a wider variety of personalities to the
industry and giving them a way to develop the required
certification levels.
A human resource strategy for government is:

Supporting financially companies that are training their
employees and encouraging their certification development.
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Roslyn Kunin and Associates, Inc.
Sector:
Deep Sea Shipping
Roslyn Kunin and Associates, Inc.
Table of Contents
Executive Summary .............................................................................................. 2
Overview of Sector................................................................................................ 5
Labour Market Conditions ................................................................................. 5
Employers ...................................................................................................... 7
Key Occupations ............................................................................................... 9
Occupations ........................................................................................................ 11
Occupational Profiles ...................................................................................... 11
Captains (Masters) .......................................................................................... 11
Deck Officers, Mates (1st, 2nd, 3rd Class) ...................................................... 14
Engineers (Chief, and 1st, 2nd, 3rd, 4th Class) ................................................. 17
Shortage Summary ......................................................................................... 19
Summary of Human Resource Strategies ........................................................... 21
Deep Sea Shipping
Roslyn Kunin and Associates, Inc.
Executive Summary
The deep sea shipping sector includes owners, agents and
managers of ships. The largest ship owner based in B.C. is Teekay
Shipping, which has 150 ships including time-chartered ships.
Experienced seafarers are in short supply, especially junior officers
who will be needed for promotion to senior officer ranks in future as
senior officers retire. There is also a current shortage of engineers
across the marine industry. The shortage of junior officers is a
global shortage and competition for them is global. Apart from
formal training requirements, obtaining sea time required for
certification is critical.
The key occupations in this sector are:

Senior Officers – Captains and Senior Engineers

Junior Officers – Deck Officers / 1st, 2nd and 3rd Class Mates,
1st, 2nd, 3rd, 4th Class Engineers
Among Agents, key occupations include:

Operations Manager

Line Manager

Boarding Agents

Export documentation specialist

Export / Import Traffic personnel

Container Control Specialist
For off-shore positions, primary sources for recruitment include the
UK, Australia, India and the Philippines. The latter is a major source
of junior officers, as well as crew. The primary certification required
is a Transport Canada Certificate of Competency, available for
different tonnages of vessel and, for engineers, according to
Deep Sea Shipping
2
Roslyn Kunin and Associates, Inc.
horsepower of the vessel. The Certificate of Competency is
required for all captains, engineers, mates and deck officers. As
noted sea service – time on ships – is required.
Among agents, boarding agents are in short supply. A primary
source of supply for boarding agents are ex-crew members from
ships. They are very familiar with off-shore operations and
understand what supplies a ship needs, and they are familiar with
administrative requirements while in port.
According to interview respondents, a number of marine schools
have closed or reduced enrolments, reducing new local entrants
into the system. A number of courses offered providing higher
certifications require a minimum number of students, below which
the courses are cancelled for economic reasons.
According to
interview
reduced
respondents,
many
companies
have
or
eliminated entry level deck officer positions, making it difficult for
new graduates to get sea time required by Transport Canada for
the different levels of Certificate of Competency associated with
different classes of experience and competence recognition.
Human resource strategies to address the coming skill shortages
are:

Company-provided
computer-based
training
for
skills
enhancements

Company-provided
in-house
training
departments,
but
primarily available among only the largest global shippers

Recruitment from other companies, typically offshore (i.e.,
the UK, Australia, India, the Philippines)

Canadian Merchant Services Guild efforts with employers to
establish cadet training positions (entry level positions for
Deep Sea Shipping
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Roslyn Kunin and Associates, Inc.
deck and engineering officers), and Guild efforts with
WESTAC to introduce the marine sector into high schools as
a career option

Guild efforts with Transport Canada to ensure sea time and
certification requirements that combined require from 3 to
15+ years to obtain, depending on class, do not make it
increasingly difficult for local seafarers to obtain higher
certifications as they progress in their career

Emphasis among employers and unions to work together to
create more flexibility with respect to seniority in view of the
industry’s
human
resources
needs
and
international
competition

Among
agents,
recruit
ex-crew
members
who
have
immigrated to Canada, who are seeking shore-based marine
work, and who have the relevant skills and experience for a
boarding agent position. Necessary training can be provided.
Deep Sea Shipping
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Roslyn Kunin and Associates, Inc.
Overview of Sector
Labour Market Conditions
There is no immediate shortage of captains, however the current
mild shortage of junior officers is expected to become severe in the
next ten years, and this will have at least two follow-on impacts:
creation of a shortage in the recruitment pool for captains, as fewer
junior officers (primarily mates) will be available for promotion to
captain as an increasing number of captains retire; a supply
shortage of off-shore personnel available to come on-shore in
management positions. The current shortage of engineers is
affecting both off-shore and on-shore operations and will make it
increasingly difficult for shore-side operators to recruit from offshore for technical positions.
Migration from off-shore positions to on-shore positions is the norm
in the industry. Migration from on-shore to off-shore positions is
less common and usually requires personnel to take entry level
positions on vessels. Subsequently, sea time, training and passing
of examinations is required for the Certificate of Competency
requires of all junior and senior officers. In general, the promotion
pool is from mates to captain and from junior engineer to senior
engineer. Engineers do not become captains. The Guild anticipates
that personnel able to obtain dual certification in both deck and
engineering roles will be more flexible, however the current training
and sea service requirements for deck and engineering personnel
would appear to make dual certification exceedingly difficult for an
individual to acquire.
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Roslyn Kunin and Associates, Inc.
There is a well defined but long and arduous process of
intermediate steps for formal education and gaining of required
credit courses, ancillary additional skills training and certifications
(some of which must be sourced and completed by the candidate
through third party training providers), oral and written testing, and
formal qualification via the relevant Competency Certificate.
Availability of required courses appears to be uncertain in some
instances. Prominent providers of marine training have a number of
courses under review, possibly due to uncertain demand.
As an example, for 4th class marine engineers, 36 months
qualifying time including six months of sea time is needed and
BCIT’s program is currently under review. For 3rd class, an
additional 12 months of sea service is required prior to writing
Transport Canada’s Engineering Knowledge
examination
at
Transport Canada’s examination centre, 54 credits spanning 32
weeks of class time is required, and BCIT’s program is currently
under review. For 2nd class, an additional 12 months of sea service
is needed plus 39 credits and 104 weeks of class time is required.
1st class requires an additional 18 months of sea service, 92 credits
spanning 31 weeks of class time, and BCIT’s program is currently
under review. For many people entering the program, the
complexity
of
the
overall
training
and
work
experience
requirements, combined with the shift between class time and sea
service, and the uncertainty regarding the local availability of
courses required, might seem daunting and logistically difficult to
organize in an environment of very busy employers operating in a
very competitive commercial environment.
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Roslyn Kunin and Associates, Inc.
Employers
Captains, Deck Officers / Mates and Engineers
All these roles are employed by deep sea shipping companies for
off-shore, seagoing positions with vessels flagged in numerous
ports globally. There is a degree of specialty among staff
depending upon the class of cargo. Major classes of cargo include:
(i) containers, which carry virtually any goods and are increasingly
being used for forest products; (ii) break-bulk, which includes
various commodities and products from primary industries; (iii)
petroleum products; (iv) chemicals; (v) liquefied natural gas; (vi)
automobiles; and many others. Operators of vessels for these
cargoes are primary employers.
The Canadian Shipping Act Crewing Regulations contains specific
requirements for ship crews. The requirements differ according to
factors including the ship’s type (e.g., fishing vessel, passenger
vessel, others), ship’s tonnage and power, the type of voyage (e.g.,
home-trade, inland, minor waters, others), type of cargo (e.g.,
chemicals, petroleum), and other characteristics.
Shore-Side Occupations
Operators of deep sea vessels have a number of shore-side
departments, many of which are staffed by former seafarers. For
one ship owner, main departments are the following:
Technical departments: Often staffed by engineers coming onshore as vessel managers, responsible to oversee or arrange for
the maintenance and repair of vessels.
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Roslyn Kunin and Associates, Inc.
Operations departments: Often staffed by engineers and captains
coming on-shore, and responsible for compliance with marine
regulations, local and international legislation, and other legal and
regulatory matters.
Commercial departments: Providing a marketing and sales
function, providing contract administration, and other related
commercial functions. Commercial departments are not necessarily
staffed with seafarers who have come on-shore, but sea-time and
senior officer experience and related industry knowledge is
advantageous.
Agent Occupations
Agents represent freighters, container and cruise ships. They order
labour, tugs, pilots, lines, pay ships’ and cruise lines bills for port
facilities and supplies on behalf of the ships’ owners, organize
customs clearances and are involved in cargo forwarding.
Among the agents’ staff, the main potential shortage in future
appears to be for boarding agents. A primary source of supply for
boarding agents is ships’ crew. Agents would appear to fall under
NOC 1236 – Customs, Ship and Other Brokers.
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Roslyn Kunin and Associates, Inc.
Key Occupations
Occupation Skills,
Training and
Experience
Demograp Shortage
hic Profile
Currently 3-5
5-10
Years Years
 Average
age
between
 Extensive sea
50 and 60
time
years old
 Extensive
 Nearly, if
marine
not
experience
actually,
relating to
100%
vessel size
male
and type, and
cargo carried
None
Deck
 Certificate of  50% are
Officers,
Competency
between
and Mates and Service
50 and 60
(1st, 2nd, 3rd as Mate
years old
Class)
 Extensive sea  100%
time
male
None
Captains
(Masters)
 Master’s
Certificate
Mild
Human
Resources
Strategies
Moderate  Inform school
leavers
 Inform
government about
industry needs
 Ensure adequate
supply of mates
for future
promotion
Mild
Mild
 Inform school
leavers
 Inform
government
about industry
needs
 Canadian
 Promote
expansion of
student positions
in schools,
including for
upgrading
courses
 Promote creation
of entry level
positions on ships
for marine
graduates
Chief
Engineers,
and
Engineers
 Marine
engineering
training
Deep Sea Shipping
 60% are
between
50 and 60
Moderat
e
Mode
rate
Severe
 Inform school
leavers
 Inform
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Roslyn Kunin and Associates, Inc.
1st, 2nd, 3rd,  Marine
4th Class
engineer
certificate of
competency,
as 1st, 2nd, 3rd
or 4th Class
engineer
years old
government about
about industry
needs
 Promote more
technical upgrade
courses and
expansion of
student positions
in schools
 Extensive sea
time
Deep Sea Shipping
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Roslyn Kunin and Associates, Inc.
Occupations
Captains (Masters)
Deck Officers, Mates (1st, 2nd, 3rd Class)
Engineers (Chief, and 1st, 2nd, 3rd, 4th Class)
Occupational Profiles
Captains (Masters)
Captains’ duties include:

Operate
ships
or self-propelled
vessels
to
transport
passengers and cargo on oceans and coastal and inland
waters;

Supervise duties of senior officers (chief engineer and first
mate); and

Take
ultimate
responsibility
for
meeting
government,
classification society and national and international marine
regulations.
Captains are classified within NOC 2273 - Deck Officers, Water
Transport Surveyors. They work for the Canadian Coast Guard,
marine
transportation
companies,
and
federal
government
departments including the armed forces. The number of potential
occupations captured at this NOC level is very high, with
approximately 114 different titles.
Demographics
Demographic characteristics of captains include:

Deep Sea Shipping
Average age is between 50 and 60 years
11
Roslyn Kunin and Associates, Inc.

Nearly, if not actually, 100% male

In the tow boat industry, mainly Caucasian and a large
retirement wave expected in 5 years
Experience/Career Path
For captains of large, deep sea cargo vessels, the career path
tends to be getting training at a marine college, gaining sea time
initially as a junior officer (normally, as a mate or perhaps initially as
a cadet), and rising through the ranks until a command is available.
Sea service is required for formal certifications to be obtained. Onshore positions at owners and operators of deep sea vessels exist
for captains coming on-shore. Captains may migrate into many
other shore-based positions such as pilot, provided specific
experience in coastal waters can be demonstrated and qualification
requirements are met. A number of senior executives of local
marine terminal operators and ports are ex-captains.
For captains of large, deep sea passenger ships such as cruise
ships, the career route tends to be via passenger carriers and many
captains of cruise ships are European.
Captains may also enter marine schools in teaching and senior
administrative positions.
Education and Training Requirements and Gaps
Captains require marine training including time in simulators early
in their career. These include bridge simulation, electronic chart
and radio simulation (navigation and communications), and blind
pilotage simulation (non-visual; navigation by instruments only).
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Roslyn Kunin and Associates, Inc.
Internationally, competency is meant to be standardized, with the
International Maritime Organization setting quality and experience
requirements.
The
Canada
Shipping
Act
contains
detailed
specifications regarding the crew complement and qualifications
required. Captains in the industry now have had decades of
operations experience aboard ship, and tend to be specialized
according to ship size, purpose, type of cargo and other
characteristics, often reflected as endorsements along with the
Certificate of Competency.
Degree of Shortage
The market for captains is international. Currently, there is not a
significant shortage of captains however a shortage is expected in
the next decade due to a large number of retirements. The industry
has expressed concern that a lack of entry level positions for junior
officers (cadets, mates) will create a lack of candidates for senior
deck officers and captain positions at the same time that shipping is
increasing globally and captains are retiring.
BCIT’s marine campus estimates that the degree of shortage for
captains is as follows:

Currently, none

3-5 years, mild

5-10 years, moderate
The market is global, and these shortages are expected to be so as
well. Additional junior officers particularly in the ranks of mates will
be needed to replace them.
Deep Sea Shipping
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Roslyn Kunin and Associates, Inc.
Human Resource Strategies
Strategies to remedy projected shortages include:

Promoting marine careers and providing information to the
public education system,

Helping the Federal government to understand the industry,
recognizing that there is a mismatch between expected
retirements, the time required to obtain education and
certification, and the capacity (both in size and economic
resources) of marine training institutions to supply the
number of personnel the industry will need in the coming
years

Ensuring an adequate supply of mates for future promotion
Deck Officers, Mates (1st, 2nd, 3rd Class)
Deck Officers are responsible for:

Standing on alternate watch from the captain

Supporting the captain in operation of the vessel if the
captain is ill or injured

Supervising and coordinating the activities of deck crews

Inspecting the loading and unloading of cargo to ensure
proper procedures, and supervise crew members during
routine maintenance of the ship.
In smaller vessels there may be only one mate while on larger
vessels several are required by regulation, and are normally ranked
in seniority and experience as 1st mate, 2nd mate and 3rd mate.
Deep Sea Shipping
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Roslyn Kunin and Associates, Inc.
Deck officers and mates fall under the NOC classification 2273
Deck Officers, Water Transport. As noted above, the NOC profile of
this occupational group is quite broad.
Demographics
Demographic characteristics of deck officers and mates include:

Approximately 50% expected to retire within 10 to 15 years

Nearly 100% male

Canadian or landed immigrant required for Certification

2,138 members of the Canadian Merchant Services Guild in
Vancouver
Experience/Career Path
Deck officers rise through the ranks at sea, both with Canadian ship
operators and foreign operators. Significant sea time is required for
qualification, as is prior formal training from a marine educational
institution. The career objective of a deck officer is to rise to
captain. In order to migrate into on-shore management positions,
deck officers must normally rise to senior officer ranks on-board
ship. Regulations specify the crew requirements of vessels, and
larger vessels require more crew. Larger shippers are primary
targets for aspiring deck officers who have achieved training as a
mate.
Education and Training Requirements and Gaps
Deck officers acquire training as a mate from an accredited marine
training institution. The educational programs include bridge
simulation, electronic chart and radio simulation, and blind pilotage
Deep Sea Shipping
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Roslyn Kunin and Associates, Inc.
simulation. They are aspiring captains, and have the same training
and career path that captains do. As with captains, there is some
specialized knowledge required of deck officers depending upon
the type and size of vessel and type of cargo.
A barrier to aspiring deck officers is lack of entry level positions on
deep sea ships. A requirement for more opportunities for career
progression was mentioned during several interviews.
Degree of Shortage
Predicted shortages for deck officers are:

Currently, none

3-5 years, mild

5-10 years, mild
Approximately 50% of current deck officers are expected to retire
within the next 10 to 15 years. It should be emphasized that it is
from these ranks that captains are promoted, and a large number of
captains are expected to be retiring in 10 to 15 years. In the tow
boat industry (tugs) the average age of captains is about 55 years.
Human Resources Strategies
Strategies to remedy projected shortages include:

Raise awareness of marine careers at the high school level

Inform government about industry needs

Promote expansion of student positions in schools, including
for upgrading courses
Deep Sea Shipping
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Roslyn Kunin and Associates, Inc.

Promote creation of entry level positions on ships for marine
graduates
Engineers (Chief, and 1st, 2nd, 3rd, 4th Class)
Marine engineers are responsible for:

Installation, operation and maintenance of machinery and
equipment on ships and off-shore structures

Ensuring engines, machinery, electrical, and environmental
equipment
(heating,
ventilation,
refrigeration,
air
conditioning) and cargo handling equipment operates
properly

Maintaining familiarity with diesel, steam and gas turbine
engines

Stand watch in engine rooms while at sea
As with deck officers, in smaller vessels there may be only one
engineer while on larger vessels more are required and are
normally ranked in seniority and experience as 1st to 4th Class.
Engineers fall under the NOC classification 2274 Engineer Officers,
Water Transport. The NOC profile of this occupational group
contains 61 occupational titles.
Demographics
Demographic characteristics of engineers include:
Deep Sea Shipping

Approximately 60% expected to retire within 10 to 15 years

Nearly 100% male

Canadian citizen or landed immigrant for Certification
17
Roslyn Kunin and Associates, Inc.

1,040 members of the Canadian Merchant Services Guild in
Vancouver
Experience/Career Path
Engineers have a similar career path as captains and deck officers
in that they must rise through the ranks at sea, with a view to
becoming chief engineer. Significant sea time is required for
qualification, and extensive prior formal training from a marine
educational institution is needed. In order to migrate into on-shore
management positions, engineers must normally rise to the rank of
chief engineer on board ship. On-shore positions include technical
management roles at large vessel operators and roles as safety
inspectors. Regulations specify the crew requirements of vessels,
and larger vessels require more crew. Larger vessel operators are
primary targets for aspiring engineers who have achieved
mandated engineering and other ancillary training.
Education and Training Requirements and Gaps
Engineers acquire training, initially as 4th class engineer, from an
accredited marine training institution. Within each class, certification
is divided into steam, motor, and combined certification. There are
extensive additional training requirements relating to basic safety,
operation of survival craft, marine fire fighting, first aid, and others.
Simulations include engine room simulation. As with captains and
deck officers but perhaps moreso, there is specialized knowledge
required of marine engineers depending upon the type and size of
vessel, its power, and type of cargo. Newly constructed vessels
require more electrical and electronic knowledge.
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Roslyn Kunin and Associates, Inc.
A barrier to aspiring marine engineers is a decrease in class sizes
and course offered by a number of marine training institutions,
including upgrading courses.
Degree of Shortage
Virtually all respondents indicated a current and potentially severe
future shortage of marine engineers. Predicted shortages are:

Currently, moderate

3-5 years, moderate

5-10 years, severe
Approximately 60% of current marine engineers are expected to
retire within the next 10 to 15 years, with a large number of
retirements in the intervening 3-5 year period and the 5-10 year
period. It should be emphasized that it is from these ranks that chief
engineers off-shore, and senior technical management in vessel
and port operations on-shore, are drawn.
Human Resources Strategies
Strategies to remedy projected shortages include:

Raise awareness of marine careers at the high school level

Inform government about industry needs

Promote expansion of student positions in marine schools,
including for upgrading courses
Shortage Summary
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Roslyn Kunin and Associates, Inc.
As a part of our research, the Canadian Merchant Service Guild
provided an estimate of the expected number of retirements for
three key occupational groups that are active in the deep sea
shipping sector, as follows:
Occupation
Current
Number of
Members
Expected
Retirements,
3 to 5 years
Expected
Retirements,
5 to 10 years
Expected
Retirements,
10 to 15
years
Deck Officers
2,138
252
380
436
Engineering
Officers
1,040
153
217
241
Pilots
106
27
24
28
Totals
3,284
432
621
705
13%
19%
21%
Retirements as
% of Current
Members
Of the total of 3,284 members represented, 13% are expected to
retire in 3 to 5 years, a further 19% are expected to retire in 5 to 10
years, and a further 21% are expected to retire in 10 to 15 years. A
combined 53% of the current membership is expected to retire in
the next 10 to 15 years.
Deep Sea Shipping
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Roslyn Kunin and Associates, Inc.
Summary of Human Resource Strategies
Perhaps the most important human resource strategy for the deep
sea shipping sub sector of the marine industry is the need for
increased industry awareness in schools. Despite the presence of
marine industries all around us in the lower mainland, it occurs to
very few students that careers are available to them in marine
occupations.
If campaigns to increase awareness of marine occupations in
schools are successful, a corresponding increase in the capacity of
marine training institutions to take in, train, and graduate deck and
engineering officers will be needed. The existing capacity (both
economic and number of student positions that can be taught) may
not be capable of delivering enough trained professionals to the
industry in step with the timetable needed.
Among existing marine workers who need to upgrade their training,
or are trying to obtain higher level certificates of competency, a
degree of certainty and regularity regarding availability of training
spots in marine training institutions would assist them, and should
increase the number of trained workers, however some financial
support may be needed until regular student numbers build
sufficiently.
There is a need for government departments and regulators to
have a more complete understanding of the expected rate of
retirement among senior marine sector personnel.
Deep Sea Shipping
Roslyn Kunin and Associates, Inc.
Sector:
Ports
Roslyn Kunin and Associates, Inc.
Table of Contents
Executive Summary .............................................................................................. 2
Overview of Sector................................................................................................ 3
Labour Market Conditions ................................................................................. 3
Employers ...................................................................................................... 4
Key Occupations ............................................................................................... 5
Occupations .......................................................................................................... 8
Occupational Profiles ........................................................................................ 8
Boat Masters.................................................................................................. 8
Carpenter ..................................................................................................... 10
Coordinator .................................................................................................. 11
Director/Manager of Engineering and Maintenance..................................... 12
Drafting Technologists/Technicians ............................................................. 14
Electricians .................................................................................................. 15
Harbour Master/Marine Operations ............................................................. 17
Harbour Patrol Officers/ Patrol Staff ............................................................ 19
Painters ....................................................................................................... 21
Plumber ....................................................................................................... 22
Summary of Human Resource Strategies ........................................................... 25
Ports
Roslyn Kunin and Associates, Inc.
Executive Summary
British Columbia’s ports have seen increasing business from
multiple sectors over the last decade. Its ports have a number of
strategic advantages in trade with Asia, the most obvious of which
is proximity.
Key occupations include: boat masters, harbour masters, harbour
patrol officers, casual boatmen and trades occupations.
For marine occupations, ports should actively participate in the
human resource strategies of sectors from which they recruit,
including coastal freight, coastal passenger and deep-sea ships.
These human resource strategies include:

In-house training and incentives to move to higher levels of
certification;

Educating school leavers on career opportunities within the
marine sector;

Improving public perception of marine careers; and

Working with unions to deal with recruitment issues, barriers
to hiring and retention of a quality workforce.
Ports
2
Roslyn Kunin and Associates, Inc.
Overview of Sector
Labour Market Conditions
The number of ships going through British Columbia’s ports has
steadily increased over the last ten years. The Cruise industry is
flourishing and the amount of cargo these ports handle has
increased significantly.
The largest increase has been in
containerized cargo, which has increased by several hundred
percent over the past five years.
The current trucker’s strike has been threatening supply chains
going through the Port of Vancouver, BC’s largest port, since late
June.
This most recent action has worsened the Port of
Vancouver’s reputation regarding stability and reliability. It is one of
a number of strikes and lockouts over the last decade.
Other
actions include tugboat operators (2004), the Grain Workers Union
(2002), longshoremen (1999) and truckers (1999). While some of
the business diverted from ports in Greater Vancouver has gone to
other parts of the province, some business is also going outside
BC. This is of particular concern on the cusp of increased trade
with China.
Labour demand in the Ports sector is increasingly moving towards
professional occupations, however not all of these are covered in
this report as they are not all specifically marine related (e.g.,
Chartered Accountants). Another trend is increased security staff
since 9/11.
Ports
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Roslyn Kunin and Associates, Inc.
Employers
The Port of Vancouver is the largest port in British Columbia. It
handles more foreign exports than any other port in North America,
a greater cargo volume than any other port on the West Coast, and
more cargo and container throughput than any other port in
Canada.
Prince Rupert’s port is growing steadily.
It has many natural
advantages, being the closest North American port to Shanghai,
and having efficient rail access. It is expected to continue to grow,
as trade with China and the rest of Asia expands.
Ports
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Roslyn Kunin and Associates, Inc.
Key Occupations
The occupations in the table below and the complete list in the
following sections are marine and trades occupations from the
operations side of the ports sector. It should be noted that while
trades
occupations
do
not
all
require
marine
experience
specifically, they are nevertheless required by ports operators and
other sectors of the economy are competing with marine industries
for trades occupations.
Occupation
Skills,
Demogra
Shortage
Training
phic
Currently
and
Profile
Human
3-5 Years 5-10
Resources
Years
Strategies
None
 HR
Experience
 Entry from
Boat
Masters
 Average
None
None
Harbour
age
departments
Patrol Staff
above 50
will look at
(per
 Canadian
retention
Collective
 Male
strategies to
Agreement)
ensure
positions
remain filled.
 Ports will
ensure training
and
development
opportunities
for succeeding
Harbour Patrol
Officers
Ports
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Roslyn Kunin and Associates, Inc.
Harbour
Masters
 Master
 Average
None
None
None
 HR
Mariner
age
departments
Certificate
above 50
will look at
 Relevant
experience
 Canadian
retention
 Predomin
strategies to
ately
ensure
Male
positions
remain filled
Harbour
 60-ton ticket  Average
Patrol
 Deep sea or
None
None
None
 HR
age
departments
Officers/
inner
around
will look at
Patrol Staff
harbour
50
retention
experience
 Canadian
strategies to
 Male
ensure
positions
remain filled
 Ports will
ensure training
and
development
opportunities
for succeeding
Casual Boat
Crews
Ports
6
Roslyn Kunin and Associates, Inc.
Casual
 60-ton ticket  Average
Boatman
 Deep sea or
Moderate
Severe
 Assist the
age is
sectors from
low 30’s
which ports
harbour
 Canadian
recruit with
experience
 Predomin
their human
inner
Trades
None
 Relevant
ately
resource
Male
strategies
 Average
Mild
Moderate
Severe
 Work with
(including
trades
age
unions to deal
carpenters,
certification
above 50
with
electricians,
(marine
plumbers,
experience
or landed
issues, barriers
and
not required
immigrant
to hiring and
painters)
for
supervisory
 Canadian
recruitment
 Mainly
retention of a
quality
male
roles)
Ports
workforce
7
Roslyn Kunin and Associates, Inc.
Occupations
Boat Masters
Carpenter
Coordinator
Director/Manager of Engineering and Maintenance/Superintendent
Drafting Technologists/Technicians
Electricians
Harbour Master/Marine Operations
Painters
Harbour Patrol Officers/Patrol Staff
Plumber
Occupational Profiles
Boat Masters
The NOC classification for this occupation is 2273 Deck Officers,
Water Transport. The profile is a general one for all types of deck
officers.
Demographics
Calculations based on Statistics Canada 2001 Census show the
average age for deck officers to be around 48 years old, with two
thirds being between the ages of 45 and 65. As this occupation is a
senior deck officer occupation, the average age is well above this
average.
Demographic characteristics of this occupation include:

Ports
Average age is between 50 and 60 years
8
Roslyn Kunin and Associates, Inc.

Nearly, if not actually, 100% male

Canadian or landed immigrants

Retirement wave expected in next 5 years
Experience/Career Path
After obtaining a Transport Canada Master, Limited Certificate (60tons) and some deep sea and/or inner harbour experience, the
usual point of entry to the Boatmaster position is through the on-call
Boatman position and later posting into the permanent Harbour
Patrol Officer position, based on seniority if qualified. A subsequent
promotion would be awarded to the most senior Harbour Patrol
Officer applicant.
Education and Training Requirements and Gaps
To become a boat master, a worker must have a 60-ton ticket from
Transport Canada, and deep sea or inner harbour experience.
Degree of Shortage
The Port of Vancouver is expecting all five of their boat masters to
retire within the next seven years. Other ports are expecting similar
retirements within the next decade. Replacements are expected to
come from the ranks of Harbour Patrol Officers and Casual
Boatman positions. The feeder ranks are expected to experience
the greatest shortage in the coming years. The on-call Boatman
positions may be filled by persons coming from the tugboat sector
or who have deep sea or coastal experience.
Ports
9
Roslyn Kunin and Associates, Inc.
Predicted skill shortages in this occupation for this sector are as
follows:

Currently, none

3-5 years, none

5-10 years, none
Human Resources Strategies
Boat master positions tend to be filled from Harbour Patrol Officer
positions. For human resource strategies for this occupation, see
human resource strategies for Harbour Patrol Officers.
Carpenter
Carpenters construct, erect, install, maintain and repair structures
and components of structures made of wood, wood substitutes and
other materials.
The NOC classification for this occupation is 7271 Carpenters. The
profile is suitably detailed.
Demographics
Demographic characteristics of this occupation include:
Ports

Average age is between 50 and 60 years

Nearly, if not actually, 100% male

Canadian or landed immigrants

Retirement wave expected in the next 5 years
10
Roslyn Kunin and Associates, Inc.
Experience/Career Path
Having obtained journeyperson trade certification and with
experience, a Carpenter with seniority may progress to the
Foreman position which has supervisory responsibilities.
Education and Training Requirements and Gaps
Carpenters must complete a three to four year apprenticeship
program.
Degree of Shortage
Predicted skill shortages in this occupation for this sector are as
follows:

Currently, moderate

3-5 years, moderate

5-10 years, severe
Human Resources Strategies
Human resource strategies for this occupation include:

Working with unions on an ongoing basis to deal with any
recruitment issues, or barriers to hiring and retention that
may arise.
Coordinator
The NOC Classification for this occupation is 1215 Supervisors,
Recording, Distributing and Scheduling Occupations. The profile is
limited, but probably sufficient.
Ports
11
Roslyn Kunin and Associates, Inc.
Demographics
There is no demographic information for this occupation.
Experience/Career Path
The occupation can be entering from high school.
Education and Training Requirements and Gaps
On-the-job training is provided.
Degree of Shortage
There is no anticipated shortage for this occupation.
Human Resources Strategies
There are no suggested human resource strategies for this
occupation.
Director/Manager of Engineering and Maintenance
This occupation is responsible for engineering and maintenance
operations in a port. This involves supervising engineering staff
and trades people and requires professional accreditation, often as
a civil or structural engineer.
Ports
12
Roslyn Kunin and Associates, Inc.
The NOC classification for this occupation is 0721 Facility
Operation and Maintenance Managers.
The NOC profile is
sufficiently detailed for this job title.
Demographics
There is no demographic information on this occupation.
Experience/Career Path
For ports where these duties are included in the harbour master
position, see the harbour master profile below. Larger ports, such
as the Vancouver Port Authority, have more specific requirements
for this position.
Education and Training Requirements and Gaps
This occupation requires a university degree in civil or structural
engineering and personnel must be a member, or be eligible to be
a member, of the Association of Professional Engineers and
Geoscientists of B.C.
Degree of Shortage
For ports where the duties of this occupation fall under the purview
of the harbour master, please see the harbour master profile for
shortages.
Predicted skill shortages in this occupation for this sector are as
follows:

Ports
Currently, none
13
Roslyn Kunin and Associates, Inc.

3-5 years, mild

5-10 years, moderate
Human Resources Strategies
There are no suggested human resource strategies for this
occupation.
Drafting Technologists/Technicians
Drafting
technologists
and
technicians prepare
engineering
designs, drawings and related technical information, in support of
civil or structural engineers, or they may work independently.
Their NOC classification is 2253 Drafting Technologists and
Technicians. The NOC profile is fairly comprehensive, despite not
mentioning marine specialties.
Demographics
There is no demographic information for this occupation.
Experience/Career Path
After completing education in engineering drafting and design
technology, drafting technologists and technicians can enter the
occupation.
It is possible for drafting technologists to move into engineering
positions
by
taking
additional
professionally qualified engineers.
Ports
14
coursework
and
becoming
Roslyn Kunin and Associates, Inc.
Education and Training Requirements and Gaps
Completion of a college or technical institute program is required for
this profession.
Degree of Shortage
The degree of shortage for drafting technologists and technicians
is:

Currently, mild

3-5 years, mild-moderate

5-10 years, moderate
Human Resources Strategies
Since, in this occupation, employers are competing with non-marine
sectors, which are not anticipating significant shortages, employers
must
inform
prospective
employers
about
marine
industry
opportunities.
Human resource strategies include:

Educating school leavers on the opportunities in this sector;
and

Improving the industry’s image, improving perception of
marine careers.
Electricians
Electricians install, maintain, test, troubleshoot and repair electrical
equipment and infrastructure for port facilities and terminals.
Ports
15
Roslyn Kunin and Associates, Inc.
The NOC classification for this occupation is 7242 Industrial
Electricians.
Demographics
Demographic characteristics of this occupation include:

Average age is between 50 and 60 years

Nearly, if not actually, 100% male

Canadian or landed immigrants

Retirement wave expected in next 5 years
Experience/Career Path
With
experience
and
having
attained
journeyperson
trade
certification and with experience, an electrician with seniority may
progress
to
a
Foreman
position
which
has
supervisory
responsibilities.
Education and Training Requirements and Gaps
Trade certification for electricians is compulsory in British Columbia.
Electricians will have completed a four to five year apprenticeship
program.
Degree of Shortage
Predicted skill shortages in this occupation for this sector are as
follows:
Ports

Currently, moderate

3-5 years, moderate
16
Roslyn Kunin and Associates, Inc.

5-10 years, severe
Human Resources Strategies
The marine industry is competing with many other industries in the
hiring of electricians.
These industries are also projecting skill
shortages in trades occupations.
Human resource strategies for this occupation include:

Working with unions in future to deal with recruitment issues
and barriers to hiring and retention, if any.
Harbour Master/Marine Operations
Harbour masters are responsible for the management, control and
operation of their harbour. They must maintain a safe port, ensure
that statutory, regulatory and conservancy duties are carried out,
enforce harbour bylaws and regulations, levy rates and charges,
manage
port
resources,
emergencies,
port
facilities,
the
port
harbour
environment,
employees
and
financial
ensure
compliance with safety and other relevant legislation.
Their
NOC
classification
is
0721
Facility
Operation
and
Maintenance Managers. The NOC profile is general, and does not
include any of the training requirements or career paths relating to
this occupation.
Demographics
Ports
17
Roslyn Kunin and Associates, Inc.
Calculations based on Statistics Canada 2001 Census show the
average age for deck officers to be around 48 years old, with two
thirds being between the ages of 45 and 65. As this occupation is a
senior deck officer occupation, the average age is well above this
average.
Demographic characteristics of this occupation include:

Average age is between 50 and 60 years

Nearly, if not actually, 100% male

Canadian or landed immigrants
Experience/Career Path
The career path to becoming a harbour master will typically include
graduation from a marine institute, and deep-sea experience, in
order to ascend to the certification level of master mariner.
Education and Training Requirements and Gaps
Harbour masters will typically have a Master Mariner Certificate
from Transport Canada.
Degree of Shortage
This position is a very difficult one to fill, and involves a long
recruitment process. Demand for this position is sporadic as there
are few harbour master positions in the country.
Predicted skill shortages in this occupation are as follows:
Ports

Currently, none

3-5 years, moderate
18
Roslyn Kunin and Associates, Inc.

5-10 years, severe
Human Resources Strategies
Since the ports sector only hires marine certified staff at the master
mariner or 60-ton ticket level, it is difficult to suggest human
resource actions that can be taken by employers in this sector.
There is no real capacity to grow skilled workers from within.
Supply of harbour masters is largely dependent on the certificate
development strategies of other sectors in the marine industry.
With this in mind, Port employers should endeavor to find ways to
participate and assist in pursuing these strategies.
Those strategies include:

In-house training and incentives to move to higher levels of
certification;

Educating school leavers on career opportunities within the
marine sector; and

Improving public perception of marine careers.
Harbour Patrol Officers/ Patrol Staff
The NOC classification for this occupation is 2273 Deck Officers,
Water Transport. The profile is a general one for all types of deck
officers.
Demographics
Calculations based on Statistics Canada 2001 Census show the
average age for deck officers to be around 48 years old, with two
thirds being between the ages of 45 and 65.
Ports
19
Roslyn Kunin and Associates, Inc.
Demographic characteristics of this occupation include:

Average age is around 48 to 50 years

Nearly, if not actually, 100% male

Canadian or landed immigrants

Retirement wave expected in next 5 years
Experience/Career Path
After obtaining a degree from a recognized marine institute, the
typical career path for this occupation is to get some deep-sea
experience, in order to get sufficient hours for certificate
development.
This occupation often leads to boat master positions.
Education and Training Requirements and Gaps
To become a harbour patrol officer, a worker must have a 60-ton
ticket from Transport Canada, and deep sea or inner harbour
experience.
Degree of Shortage
The Port of Vancouver is expecting two of five of harbour patrol
officers to retire within the next seven years.
Other ports are
expecting similar retirements within the next decade.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:
Ports
20
Roslyn Kunin and Associates, Inc.

Currently, none

3-5 years, moderate

5-10 years, severe
Human Resources Strategies
For occupations like this one, where port employers draw on skilled
senior ranks of these sectors for its human resources, it is
important for players in this sector find ways to participate and
assist in the development and implementation of human resource
strategies of other sectors, since it.
Painters
Painters in this sector tend and operate machines or use brushes
and spray equipment to apply paint, or other non-metallic protective
and decorative coatings to surfaces of various products.
The NOC classification for this occupation is 9496 Painters and
Coaters – Industrial. The detail of the profile is sufficient.
Demographics
Demographic characteristics of this occupation include:

Average age is between 50 and 60 years

Nearly, if not actually, 100% male

Canadian or landed immigrants

Retirement wave expected in next 5 years
Experience/Career Path
Ports
21
Roslyn Kunin and Associates, Inc.
Marine experience can lead to supervisory duties.
Education and Training Requirements and Gaps
On-the-job training is necessary.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate

5-10 years, severe
Human Resources Strategies
Again, marine employers must compete with non-marine employers
who are also predicting shortages for this occupation.
Human resource strategies for this occupation include:

Aggressively pursuing apprentices;

Working with unions to deal with recruitment issues, barriers
to hiring and retention of a quality workforce; and

Developing methods through which apprentices and junior
trades people can amass sufficient work hours and varied
skill sets.
Plumber
Plumbers install, repair and maintain pipes, fixtures and other
plumbing equipment.
Ports
22
Roslyn Kunin and Associates, Inc.
The NOC classification is 7251 Plumbers.
The profile is fairly
detailed and comprehensive.
Demographics
Demographic characteristics of this occupation include:

Average age is between 50 and 60 years

Nearly, if not actually, 100% male

Canadian or landed immigrants

Retirement wave expected in next 5 years
Experience/Career Path
With marine sector experience, and a journeyperson trade
certification, promotion to supervisory positions is possible.
Education and Training Requirements and Gaps
Trade certification is compulsory for this trade. This means a four
to five year apprenticeship program must be completed to enter the
profession.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, moderate

3-5 years, moderate

5-10 years, severe
Human Resources Strategies
Ports
23
Roslyn Kunin and Associates, Inc.
Again, marine employers must compete with non-marine employers
who are also predicting shortages for this occupation.
Human resource strategies for this occupation include:

Aggressively pursuing apprentices;

Working with unions to deal with recruitment issues, barriers
to hiring and retention of a quality workforce; and

Developing methods through which apprentices and junior
trades people can amass sufficient work hours and varied
skill sets.
Ports
24
Roslyn Kunin and Associates, Inc.
Summary of Human Resource Strategies
There are two major groups of occupations in this sector for which
human resource strategies are required. For trades occupations
competing with non-marine employers, the strategies include:

Aggressively pursuing apprentices;

Working with unions to deal with recruitment issues, barriers
to hiring and retention of a quality workforce; and

Developing methods through which apprentices and junior
trades people can amass sufficient work hours and varied
skill sets.
For marine occupations, Ports should actively participate in the
human resource strategies of sectors from which they recruit,
including coastal freight, coastal passenger and deep-sea ships.
These human resource strategies include:

In-house training and incentives to move to higher levels of
certification;

Educating school leavers on career opportunities within the
marine sector;

Improving public perception of marine careers; and

Working with unions to deal with recruitment issues, barriers
to hiring and retention of a quality workforce in trades
occupations.
The Vancouver Port Authority, as the largest and most centrally
located Port Authority in BC does not expect to experience the
same shortages foreseen by other ports in the province. While the
VPA finds Harbour Master positions as difficult to fill as other ports,
they do not have the same concerns with trades and junior
occupations.
Ports
25
Roslyn Kunin and Associates, Inc.
Sector:
Stevedores and Terminal Operators
Stevedores and Terminal Operators
Roslyn Kunin and Associates, Inc.
Table of Contents
Executive Summary .............................................................................................. 2
Overview of Sector................................................................................................ 4
Labour Market Conditions ................................................................................. 4
Employers ...................................................................................................... 5
Key Occupations ............................................................................................... 6
Occupations .......................................................................................................... 9
Occupational Profiles ........................................................................................ 9
Accountants ................................................................................................... 9
Billing Coordinator ....................................................................................... 10
Business Application Support ...................................................................... 10
Customer Service Representative ............................................................... 10
Foremen (Head and Hatch Foremen) .......................................................... 11
Health and Safety Officers ........................................................................... 13
Inventory Representatives ........................................................................... 13
Longshore Workers ..................................................................................... 13
Mechanics (Heavy Duty) .............................................................................. 15
Network and Terminal Support Staff (information systems) ......................... 18
Rail Planners ............................................................................................... 18
Yard Planners .............................................................................................. 19
Rubber Tyred Gantry Operators .................................................................. 20
Ship (or Vessel) Planners ............................................................................ 21
Senior Operations Managers ....................................................................... 22
Superintendents........................................................................................... 24
Operations Assistant .................................................................................... 28
Stevedoring Managers ................................................................................. 29
Terminal Managers ...................................................................................... 31
Cargo Coordinators ..................................................................................... 32
Trades ......................................................................................................... 34
Summary of Human Resource Strategies ........................................................... 36
Stevedores and Terminal Operators
Roslyn Kunin and Associates, Inc.
Executive Summary
These sectors of the marine industry are at the heart of the industry.
They are the primary logistical managers and movers of freight of
all types between ships, railways, and trucks. There has been an
enormous increase in the amount of freight moving through B.C. in
recent years and it has been straining the capacity of these sectors.
Expansion projects are currently in planning stages or are under
construction at numerous sites and include expansion projects for
ports and railways, and plans to expand ground transportation
routes particularly around the Fraser River. An expansion project for
a new container handling facility is currently underway in Prince
Rupert also.
In order to rise to senior operational roles including superintendents
and foremen, many years of experience are normally required in
longshore occupations. Knowledge and experience in logistics is
essential. These sectors are heavy users of trades people, who are
in demand in other sectors including construction and oil and gas
industries, in various projects relating to the 2010 Olympic Games,
the TransLink RAV line, the convention centre in Coal Harbour, and
others. Senior operations managers including superintendents and
foremen are rapidly approaching retirement.
Human resource strategies to address skill shortages in the
professions listed above are:

Aggressively pursuing apprenticeships, to develop some
backfill for retiring workers;

In-house and third party training and re-training programs,
including
Stevedores and Terminal Operators
cross-training
2
for
different
occupations
and
Roslyn Kunin and Associates, Inc.
transport modes, computer training, and training in the use
of new operational support software;

Working with unions to deal with recruitment issues, barriers
to hiring and retention of quality workforce;

Working with unions to make provisions for people wanting
to
pursue
trades apprenticeships
who
have
already
completed a technical degree; and

Informing school leavers about the opportunities in this and
other sectors of the marine industry, and in trades
occupations.
Interview responses indicated a desire for more transport and
logistics, and marine training to be available from post-secondary
institutions, and a need for enhancement of ‘people skills’.
Stevedores and Terminal Operators
3
Roslyn Kunin and Associates, Inc.
Overview of Sector
Labour Market Conditions
A number of interviewees indicated that worker levels are static,
despite the strong growth in cargo passing through BC. In general,
workers must rise up through the ranks in longshore and
stevedoring occupations, with a view to moving into foremen,
superintendent and operations manager roles.
During the process, a substantial amount of time is required to
migrate from casual longshore work assignments dispatched daily
to work sites, and more permanent full time employment.
Among foremen, some pay differentials have emerged between day
shift and night shift in order to attract them onto the night shift,
resulting in the need to increase pay during the day shift to attract
them back. In some instances this has resulted in foremen earning
more than superintendents, making it difficult to promote foremen
into
superintendent
positions.
Pay
differentials
also
exist
geographically, between locations in Vancouver and locations on
Vancouver Island, with the former offering higher pay due to cost of
living differences.
There is likely to be a degree of shift in skills required in these
occupations. There is an increasing requirement for computer skills
due to increasing use of technology, such as software-based
container management. In addition, an increasing requirement for
logistics and marine transportation program graduates from BCIT,
UBC and other educational institutions is a common theme. Also,
Stevedores and Terminal Operators
4
Roslyn Kunin and Associates, Inc.
the shift in transportation modes from barges and break bulk
shipments to containers is creating a need for additional training.
As is the case among senior officers in off-shore positions on
vessels, there will be a need to train and recruit workers able to
replace retirements of senior operational staff that is expected in the
coming 10 to 15 years.
Employers
Employers in this sector are primarily large, integrated companies
specializing in terminal and dock-side operations, logistics, and
inter-modal movement of goods between ships, trucks and
railways. Employers include Westcan Terminals and Westcan
Stevedoring (primarily forest products on Vancouver Island), TSI
Terminal Systems (Vancouver Terminal, Delta Port Terminal,
Canada Place and Valentine Terminals), P&O Ports, Western
Stevedoring, and many others.
The BC Maritime Employers
Association lists 44 ship owner members, 22 direct employer
members, and one associate member.
Stevedores and Terminal Operators
5
Roslyn Kunin and Associates, Inc.
Key Occupations
A wide variety of administrative and support occupations exist in
this sector. Key occupations include experienced operational
personnel in stevedoring and terminal operations. Key occupations
mentioned with looming shortages include ship planners, senior
operations managers, foremen, superintendents, and trades of
various types. Shortages among senior operations personnel will be
due to a wave of retirements expected in future. Shortages among
trades are due to competition with other industries for trades
people, including construction and oil and gas, and competition with
infrastructure projects. Oil and gas industries appear to be facing
their own wave of upcoming retirements.
Senior operational personnel have higher levels of education and/or
experience in their respective areas than younger workers do, and
there is considerable concern in the industry that as foremen and
superintendents retire, there will be an insufficient pool of
sufficiently experienced candidates for promotion into these more
senior roles.
The occupations listed below are representative of the sector but
focus on key occupations in which it is becoming more difficult to
find workers with enough experience and/or large scale retirements
are expected within the next 10 to 15 years among foremen and
superintendents.
Stevedores and Terminal Operators
6
Roslyn Kunin and Associates, Inc.
Occupation
Operations
Managers
Skills,
Training
and
Experience
Demogra
phic
Profile
 Increasingly  Similar to
, computer
superinte
skills
ndents
and
 Increasingly
foremen
, education
in
 Male
engineering,
 Canadian
transportati
on, logistics
Shortage
Currently
3-5 Years 5-10
Years
Mild
Moderate
Severe
Human
Resources
Strategies
 More
educational
institutions
offering
logistics and
marine
transport
training
 Courses or
specialization
in terminal
operations and
stevedoring
 Years of
experience
dock-side
 Company
succession
planning
Superintend  Secondary
ents and
school
Foremen
 Dock-side
equipment
experience
 Years of
operational
and
administrati
ve
experience
in freight
traffic
 Average
age 56,
but
bimodal
(some in
their 40s
and
others in
their 60s
or 70s)
Mild
Moderate
Severe
 Ensure
superintendent
salary is not
exceeded by
foremen
 Make unions
more
accountable for
recruitment
issues, barriers
to hiring and
retention of
qualified,
suitable
workforce
 Male
 Canadian
 Company
succession
planning
Trades
 Completion
of
 Average
age
Stevedores and Terminal Operators
Moderate
7
Moderate
Severe
 Advanced
credit in
Roslyn Kunin and Associates, Inc.
apprentices
unknown
hip
 Male
programs
 Canadian
apprenticeship
programs for
previous
technical
training
 Accelerated
training
programs and
apprenticeships
in marine
sector
Stevedores and Terminal Operators
8
Roslyn Kunin and Associates, Inc.
Occupations
Accountants
Billing Coordinators
Business Application Support
Cargo Coordinators
Customer Service Representatives
Foremen (Head and Hatch Foremen)
Health and Safety Officers
Inventory Representatives
Longshore Workers
Mechanics (Heavy Duty)
Network and Terminal Support Staff
Operations Assistants
Rail Planners
Rubber Tired Gantry Operators
Senior Operations Managers
Ship Planners
Stevedoring Managers
Superintendents
Terminal Managers
Trades
Yard Planners
Occupational Profiles
Accountants
Standard training requirements as administered by professional
associations (CA, CGA, CMA).
Stevedores and Terminal Operators
9
Roslyn Kunin and Associates, Inc.
No respondent indicated a shortage of accountants.
Billing Coordinator
No information available. The respondent did not mention a
shortage of billing coordinators.
Business Application Support
This is a generic description rather than a formal title. Business
application
support
personnel
support
company
computer
applications. They have IT training in technologist and engineering
programs, and often specialized training provided by system
suppliers.
The respondent did not mention a shortage of business application
support personnel.
Customer Service Representative
This occupation falls in NOC 6434
Ticket
Agents,
Cargo
Service Representatives and Related Clerks (Except Airline). Cargo
service representatives in this unit group perform some or all of the
following duties:

Quote fare and rates for cargo shipment

Compute shipment costs including charges for services and
insurance using rate tables and schedules and prepare and
maintain shipping and other documents

Check in passenger baggage and sort for loading by
baggage handlers or may load baggage directly into buses,
railway cars or cruise ships
Stevedores and Terminal Operators
10
Roslyn Kunin and Associates, Inc.

Trace lost or misdirected passenger baggage or cargo
shipment.
Demographic information is unknown. The respondent did not
mention a shortage of customer service representatives.
Foremen (Head and Hatch Foremen)
Foremen are included in NOC 7217 Contractors and Supervisors,
Heavy Construction Equipment Crews. This unit group includes
excavating, grading, paving, drilling and blasting contractors who
own and operate their own business. This unit group also includes
supervisors who supervise and co-ordinate the activities of workers
classified in the following unit groups: Crane Operators (7371),
Drillers and Blasters - Surface Mining, Quarrying and Construction
(7372), Heavy Equipment Operators (Except Crane) (7421),
Longshore Workers (7451), Material Handlers (7452), Public Works
Maintenance
Equipment
Operators
(7422),
Railway
Track
Maintenance Workers (7432) and Water Well Drillers (7373). They
are employed in a wide range of establishments; places of
employment are indicated in the above unit group descriptions. The
classification is quite detailed, containing 166 occupational titles.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 56 years,

Male,

Canadian.
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11
Roslyn Kunin and Associates, Inc.
Experience/Career Path
Completion of secondary school is usually required. After
completing high school, entrants typically need to rise through the
ranks of longshore occupations, operate equipment, and may need
to complete industry courses. With experience, foremen progress
to superintendent positions. Specific dock-side experience is
desirable and required before progression to supervisory positions.
Education and Training Requirements and Gaps
High school completion is normally required. Increasingly, computer
and software training is needed for support systems introduced into
the industry. The primary gap that exists is the depth of knowledge
and experience of current foremen in comparison with the
longshore workers available to replace foremen as they retire.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, Mild

3-5 years, Moderate

5-10 years, Severe
Human Resource Strategies

Ensure superintendent salary is not exceeded by foremen

Make unions more accountable for recruitment issues,
barriers to hiring and retention of qualified, suitable workforce

Company succession planning
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Roslyn Kunin and Associates, Inc.
Health and Safety Officers
The health and safety officer or manager is responsible for
maintaining health, safety and environmental standards. There are
a number of possible NOC classifications concerning health and
safety roles. Based on NOC descriptions and profiles, this
occupation may fall within 0112 Human Resources Managers
(health and safety coordinator) or within 2263 Inspectors in Public
and Environmental Health and Occupational Health and Safety.
Demographic information is unknown. The respondent did not
mention a shortage of health and safety officers.
Inventory Representatives
Inventory representatives are responsible for ensuring that all
import containers are accounted for. The occupational title
Inventory Representatives does not appear in NOC classifications.
Demographic information is unknown. The respondent did not
mention a shortage of customer service representatives.
Longshore Workers
Longshore workers transfer cargo throughout dock area and onto
and from ships and other vessels. They are employed by marine
cargo handling companies, shipping agencies and shipping lines.
Longshore workers appear in NOC 7451 Longshore Workers.
Example titles include dockworker, longshoreman/woman, ship
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Roslyn Kunin and Associates, Inc.
loader operator, stevedore, and tanker loader. This NOC
classification contains 17 example occupational titles.
Demographics
Demographic characteristics of this occupation in BC include:

A wide range of ages, from recent school leavers to people
nearing retirement

Predominately Male, but with some Females

Primarily local Canadians.
Experience/Career Path
This occupation is the starting point for most foremen and
superintendents. The career path typically begins with casual
employment dispatched out of union halls on a daily basis. An
increase in regular work, gaining entry to the union, and ultimately a
senior position, can be gained only through perseverance and many
years of time served. Depth of industry experience and time served
is required to obtain more senior positions.
Education and Training Requirements and Gaps
Completion of high school is normally required. Training on the job
is
contained
in
collective
agreements.
BCMEA
has
basic
competency tests for longshore workers including literacy and
numeracy.
Degree of Shortage
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14
Roslyn Kunin and Associates, Inc.
Regarding occupational skills shortages in the future, some
respondents indicated a great difficulty in the 3 to 5 year period
because of a lack of interest in the occupation and a low skill and
experience level among potential employees.
Another respondent indicated a sufficient entry pool of casual
workers and a tendency for workers to remain in the occupation
once more regular employment is obtained, however reflected
difficulty promoting people to more senior positions due to
insufficient experience and interest in promotion among some
candidates.
Human Resource Strategies
The current ranks of personnel in this occupation are the primary
pool from which to draw for more senior positions to be filled as
foremen and superintendents retire.

Work with Unions to identify candidates for further career
progress and future management potential, and emphasize
opportunities for relevant training and experience accordingly.
Mechanics (Heavy Duty)
Heavy-duty equipment mechanics work in a wide range of
industries including transportation. They check heavy equipment for
proper performance, and inspect equipment to detect faults and
malfunctions. They diagnose faults using computerized and other
testing equipment to determine extent of repair required. They
adjust equipment, repair or replace defective parts, test equipment
for proper performance against manufacturers specifications, and
Stevedores and Terminal Operators
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Roslyn Kunin and Associates, Inc.
perform a variety of preventative and corrective maintenance.
Heady duty mechanics appear in NOC 7312 Heavy Duty Equipment
Mechanics. The NOC is very broad and contains 79 occupational
titles.
Demographics
Certified heavy duty mechanics tend to be male. Apprenticeship
requirements mean few are young.
Experience/Career Path
Following high school, an apprenticeship is required, and normally
obtained within a company that owns or operates heavy duty
equipment. Marine experience is usually preferred given the unique
nature of the equipment used.
Supervisory positions are possible with experience however these
positions exist only at larger facilities. Some smaller facilities that
are otherwise important terminal and stevedore operations in BC
(e.g., in Nanaimo) can not sustain full time mechanics on site,
obtain them when needed on an on-call basis, and do not
participate
in
apprenticeship
programs
due
to
intermittent
requirements.
Education and Training Requirements and Gaps
Completion of secondary school is usually required. Completion of
a three- to five-year apprenticeship program, or a combination of
over four years of work experience in the trade and some high
school, college or industry courses in heavy equipment repair is
Stevedores and Terminal Operators
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Roslyn Kunin and Associates, Inc.
usually required to be eligible for trade certification. Trade
certification is compulsory in Quebec and Alberta and available, but
voluntary, in all other provinces and territories. An interprovincial
trade certification (Red Seal) is also available to qualified heavyduty equipment technicians.
Degree of Shortage
Availability of heavy duty mechanics depends on the size of the
operation. Smaller terminal operators occasionally have difficulty
getting mechanics when needed because they may not be on full
time staff due to intermittent needs for their services. Larger
operations are able to hire and keep mechanics on staff and
participate in apprenticeship programs. Due to the unique nature of
terminal equipment mechanics have a tendency to specialize.
However, as is the case with many qualified trades, there is
competition from current and upcoming infrastructure projects and
from other industries such as oil and gas.
Human Resource Strategies
No human resource strategies were mentioned by respondents.
Stevedores and Terminal Operators
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Roslyn Kunin and Associates, Inc.
Network and Terminal Support Staff (information systems)
Network and terminal support staff are responsible for supporting
terminal information systems. There is a wide range of IT, software,
and other technical skills required, some of which are specific to
system vendor platforms. This is a generic description and contains
many NOC classifications.
IT workers tend to be young. The respondent did not mention a
shortage of network and terminal support staff in information
systems.
Rail Planners
Rail planners (or coordinators) plan how containers should be
moved on railways once landed in port or offloaded after arrival in
port from railways. No NOC description for rail planners was found.
NOC 2275
Railway Traffic Controllers and
Marine
Traffic
Controllers appears to be closest, however is not a particularly good
match. The description of the NOC occupation is as follows:
Railway traffic controllers coordinate passenger and freight train
traffic on railways. They are employed by rail transport companies.
Marine traffic regulators monitor and regulate coastal and inland
marine traffic within assigned waterways. They are employed by
port, harbour, canal and lock authorities and by the Canadian Coast
Guard.
Demographics
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Roslyn Kunin and Associates, Inc.
Demographic information is unknown.
Education and Training Requirements and Gaps
A background in railway operations is advantageous, if direct
marine experience is not available. It is likely that several years of
union membership is required.
Degree of Shortage
The respondent did not mention a shortage of rail planners.
Human Resource Strategies
No human resource strategies were mentioned by respondents.
.
Yard Planners
Yard planners (or coordinators) plan how containers should be
stored at terminal facilities in the intermediate inter-modal period of
transport. No NOC description for yard planners was found.
Transpocity.ca refers to the occupations Yard Checker and Head
Checker with similar responsibilities, adding the following duties:

Assisting the head checker with the supervision of loading
and unloading of containers at the terminal

Preparing detailed load plans for Dock Gantry Crane
Operators

Assisting vessel planners (Ship Planners) with loading and
unloading instructions

Supervising Rubber Tyred Gantry Operators load and unload
containers
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Roslyn Kunin and Associates, Inc.

Keeping track of and communicating all container locations
Demographics
Demographic information is unknown.
Education and Training Requirements and Gaps
Training is provided on the job. The occupation requires 2 to 6
years of union membership.
Degree of Shortage
The respondent did not mention a shortage of yard planners.
Human Resource Strategies
No human resource strategies were mentioned by respondents.
.
Rubber Tyred Gantry Operators
Rubber Tyred Gantry Crane operators operate cranes or draglines
to load and unload containers at marine terminals. Duties include
moving and positioning containers from trucks unloading at the
container yard as well as trucks picking containers up from the yard.
This occupation is captured in NOC 7371
Crane
Operators.
This NOC is quite broad, containing 54 occupational titles. This
NOC also captures dock gantry crane operators.
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Roslyn Kunin and Associates, Inc.
Demographics
Demographic
information
is
unknown
however
Transpocity
information indicates 2 to 6 years of union service is required to
obtain a position as a rubber tyred gantry operator and 10 to 15
years of union service is required to obtain a position as a dock
gantry crane operator. Consequently the average age of crane
operators in general could be at least 40 years.
Education and Training Requirements and Gaps
Training is provided on the job.
Degree of Shortage
The respondent did not mention a shortage of rubber tyred gantry
operators.
Ship (or Vessel) Planners
Ship planners plan how containers move on ships. No NOC
description for ship (or vessel) planners was found.
Demographics
Demographic information is unknown.
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Roslyn Kunin and Associates, Inc.
Education and Training Requirements and Gaps
Given the foregoing descriptions or yard and rail planners, it is
possible that training is provided on the job and years of union
service are required.
Degree of Shortage
A respondent cited a shortage of ship planners.
Human Resource Strategies
Former sea-going crew may be a source of supply for ship
planners.
Senior Operations Managers
Given the unique nature of terminal and stevedoring operations,
there is heavy emphasis on extensive work experience for
management roles. Consequently there is some overlap between
the career routes taken to senior operations manager positions. The
two routes are: (i) university education in relevant specialties
(including
transportation
and
logistics)
and
extensive
work
experience, and (ii) extensive work experience in the ranks, rising
from entry level longshoring and stevedoring positions to foreman
and superintendent ranks. For senior operations managers in this
section, we focus on the NOC classification 0721 Facility Operation
and Maintenance Managers.
Facility operation managers plan, organize, direct, control and
evaluate the operations of
Stevedores and Terminal Operators
22
commercial, transportation (and
Roslyn Kunin and Associates, Inc.
recreational) facilities. Facility operation managers are employed by
a wide range of establishments including harbours.
Demographics
Demographic characteristics of this occupation in BC include:

Similarity to that for Superintendents

Predominately Male, but with some Females depending
upon functions

Typically, Canadian. Some senior managers have been
drawn from the US and overseas.
Experience/Career Path
Typically, have extensive experience in the marine sector for key
operational roles. Former sea-going officers are primary sources of
supply.
Education and Training Requirements and Gaps
Completion of a college or university program in business
administration or in a discipline related to terminal operations is
required. Alternatively, a combination or related functional training
and several years, at least, of experience in the relevant functional
roles. Supervisory experience is required.
Degree of Shortage
Predicted skill shortages for managers are as follows:

Currently, mild

3-5 years, moderate
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Roslyn Kunin and Associates, Inc.

5-10 years, severe
Human Resource Strategies
Emphasis on ship-side officers will not solve the supply problem in
future since they are expected to retire at a similar rate to senior
operations managers.

More educational institutions offering logistics and marine
transport training and larger student intake

Courses or specialization in terminal operations and
stevedoring

Company succession planning
Superintendents
Superintendents are among the senior operational executive of
terminal operations. Marine Superintendents are captured in NOC
0713 Transportation Managers and can be grouped into two broad
categories:
Transportation
managers,
operations
and
Transportation managers, freight traffic.
Other relevant classifications include Airport managers, harbour
masters and other managers of transportation facilities (in 0721
Facility Operation and Maintenance Managers, and Senior
transportation managers (in 0016 Senior Managers - Goods
Production, Utilities, Transportation and Construction).
Given that marine superintendents are specifically mentioned in
NOC 0713 Transportation Managers, the following focuses on
information contained in this NOC description.
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Roslyn Kunin and Associates, Inc.
Transportation managers in operations are responsible to:

Plan, organize, direct, control and evaluate the operations of
a transportation company

Set
operations
policies
and
standards,
including
determination of safety procedures for the handling of
dangerous goods, and ensure compliance with transport
regulations

Oversee dispatch of vehicles and vessels

Control the company or departmental budget, including
acquisitions (in the absence of a senior financial executive)

Monitor company's or department's performance, prepare
reports for senior management, and plan for changes to
schedules and policies

Recruit personnel and oversee their training.
Transportation
managers
specializing
in
freight
traffic
are
responsible to:

Plan, organize, direct, control and evaluate companies or
departments responsible for coordinating, arranging and
monitoring the transportation and movement of goods

Arrange for shipping documentation and oversee the
scheduling and dispatching of goods and the tracking and
tracing of goods in transit

Set performance goals, oversee the setting of transportation
service rates and monitor revenue

Develop plans and procedures for the transportation and
storage of goods

Negotiate with carriers, warehouse operators and insurance
company representatives for services and preferential rates
Stevedores and Terminal Operators
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Roslyn Kunin and Associates, Inc.

Control the departmental budget

Recruit personnel and oversee their training.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 56, but bimodal (some in their 40s and
others in their 60s or 70s)

Male

Typically, Canadian but occasionally drawn from other
countries
Experience/Career Path
Traditionally, marine superintendents have normally risen through
the longshoring and stevedoring ranks.
Education and Training Requirements and Gaps
For Transportations managers, operations, a bachelor's degree in
business administration or engineering is usually required, along
with years of experience in transportation operations including
supervisory experience. Extensive experience as a supervisor and
operator in a particular transport mode, such as a pilot, captain (or
master), or marine engineer may substitute for formal education.
Attendant formal certification or ticket is usually required if the
foregoing professional experience has been the route to the
position.
For
Transportation
managers,
freight
traffic
completion
of
secondary school is required, and a college diploma or university
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Roslyn Kunin and Associates, Inc.
degree in business or transportation administration may be
required. Years of clerical, operational or administrative experience
related to freight traffic are required.
The industry is finding two primary difficulties with respect to
superintendents:

The
knowledge
motivation)
of
and
senior
experience
longshore
(and
some
personnel
indicate
to
take
superintendent positions is not as extensive as required; and

Pay differentials have emerged between foremen and
superintendents that make the former unwilling to seek or
accept promotions to the latter.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate

5-10 years, severe
Human Resource Strategies
Emphasis on ship-side officers will not solve the supply problem in
future since they are expected to retire at a similar rate to
superintendents.

Ensure superintendent salary is not exceeded by foremen

Make unions more accountable for recruitment issues,
barriers to hiring and retention of qualified, suitable
workforce

Company succession planning.
Stevedores and Terminal Operators
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Roslyn Kunin and Associates, Inc.
Operations Assistant
Operations assistants are managers, foremen and superintendents
in training. They typically have several years of transport and
logistics experience, and formal education from a marine program,
or transportation and logistics program at a college, university or
institute of technology (including BCIT and SAIT). Several terminal
operators have recently recruited new operations assistants. No
NOC classification was found. The closest match may be the
occupation Supervisors of Material Handlers in NOC 7217
Contractors and Supervisors, Heavy Construction Equipment
Crews.
Apart from excavating, grading, paving, drilling and blasting
contractors who own and operate their own business, this unit
includes supervisors who supervise and co-ordinate the activities of
workers classified in, among others, Longshore Workers (7451) and
Material Handlers (7452).
Demographics
Demographic characteristics of this occupation in BC include:

Younger in age, circa 20s (if recent graduate of a
transportation and logistics program),

Male

Canadian
Experience/Career Path
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Roslyn Kunin and Associates, Inc.
Shore-side marine experience is meant to lead to supervisory
duties.
Education and Training Requirements and Gaps
Increasingly, college or technical training institute program in
transportation and logistics. On-the-job training is necessary.
Degree of Shortage
Predicted skill shortages in this occupation are difficult to determine
and recruiting has been visible in public media during the past few
years.
Human Resource Strategies
Strategies include recruiting from technical institutes, and may be
augmented through company sponsoring employees to gain
required class time.
Stevedoring Managers
Stevedoring
companies
contract
for
the
supply
of
labour
(longshoremen), equipment and direction for the handling of cargo
and the loading and unloading of ships in port. Stevedoring
managers
refers
to
managers
in
stevedoring
companies.
Stevedores are involved in the loading and unloading of cargo on
the ship, while longshore workers are involved in the loading and
unloading of the cargo on the shore side. Apart from this distinction,
there is no material difference between a stevedore and a
longshore worker. No NOC category for this occupation was found.
Stevedores and Terminal Operators
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Roslyn Kunin and Associates, Inc.
The closest match may be the occupation Supervisors of Material
Handlers in NOC 7217 Contractors and Supervisors, Heavy
Construction Equipment Crews.
Apart from excavating, grading, paving, drilling and blasting
contractors who own and operate their own business, this unit
includes supervisors who supervise and co-ordinate the activities of
workers classified in, among others, Longshore Workers (7451) and
Material Handlers (7452).
Demographics
Demographics of this occupation is uncertain, but based on figures
provided by one respondent the average age is 45, individuals are
predominately male, and Canadian.
Experience/Career Path
Many years of experience as a longshore worker or stevedore,
followed by increasing supervisory duties and moving from the dock
to the office. Some stevedoring managers are former seafarers.
Education and Training Requirements and Gaps
Completion of secondary school is usually required, followed by
years of experience in the occupation being supervised. A
journeyman/woman trade certification in a relevant trade may be
required.
Degree of Shortage
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Roslyn Kunin and Associates, Inc.
No shortage mentioned by respondents.
Human Resource Strategies
No human resource strategies were mentioned by respondents.
Terminal Managers
Terminal
Managers
manage
terminal
administration,
and/or
operations, depending upon the nature of a specific terminal’s
business. Scope of responsibilities depends upon the size of the
terminal operation. In smaller terminals that focus on forest
products,
for
example,
the
terminal
manager
will
have
administrative (office) functions as well as operations (in the yard,
on the dock) functions. The NOC in which this falls is unclear.
Candidates include NOC 0713 Transportation Managers, NOC
0721 Facility Operation and Maintenance Managers, and NOC
0016 Senior Managers - Goods Production, Utilities, Transportation
and Construction. Please refer to Senior Operations Managers and
Superintendents, above.
Demographic Characteristics
Demographic
characteristics
are
unclear
however
terminal
managers tend to be male and of middle age, or older.
Experience/Career Path
There are a wide range of routes to a terminal manager position.
Some have come from superintendent positions, other have come
from off-shore positions on ships. There is no common pathway to
Stevedores and Terminal Operators
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Roslyn Kunin and Associates, Inc.
the occupation other than experience in the job functions required.
For a smaller container terminal, the terminal manager will have
container operations experience and likely have come from the
stevedore / longshore ranks.
In a large terminal operation, the
terminal manager will have administrative functions and rely on his
staff / superintendent(s) to manage operational functions.
Education and Training Requirements
Requirements may include business and administrative education
and experience, and often marine or cargo shipping experience.
Administrative skills are required but education and training of
current terminal managers is highly diversified.
Degree of Shortage
One respondent indicated a shortage of currently capable terminal
managers, but no shortage of candidates for on the job training to
become terminal manager.
Human Resource Strategies
No human resource strategies were mentioned by respondents.
Cargo Coordinators
Cargo coordinators also coordinate the movement of cargo in the
yard and inter-modally. Cargo coordinators appear to be similar to
rail planners, yard planners, and ship planners. As noted above
under Yard Planners, Transpocity.ca refers to the occupations Yard
Stevedores and Terminal Operators
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Roslyn Kunin and Associates, Inc.
Checker and Head Checker with similar responsibilities, adding the
following duties:

Assisting the head checker with the supervision of loading
and unloading of containers at the terminal

Preparing detailed load plans for Dock Gantry Crane
Operators

Assisting vessel planners (Ship Planners) with loading and
unloading instructions

Supervising Rubber Tyred Gantry Operators load and unload
containers

Keeping track of and communicating all container locations
Demographics
Demographic information is unknown.
Education and Training Requirements and Gaps
Training is provided on the job. The occupation is likely to require
several years of union membership.
Degree of Shortage
The occupation was not cited as one in shortage by the respondent.
Human Resource Strategies
No human resource strategies were mentioned by respondents.
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Roslyn Kunin and Associates, Inc.
Trades
According to a respondent at one of the smaller terminals, trades
required are limited to Heavy Duty Mechanics, discussed above.
According to a respondent at one of the large ports, trades include
painters, carpenters and electricians. Please refer to the section
Ship Building, Repair, and Naval Architects for a comprehensive list
and detail regarding trades.
Marine industries that have a significant requirement for trades
people are likely to face increasing demand for trades people from
the construction industry, from the oil and gas industry – which is
also facing a wave of retirements – and from current and planned
infrastructure
and
Olympics
projects
for
trades
people.
Infrastructure projects include the Sea to Sky Highway upgrade, the
new convention centre in Vancouver, the TransLink RAV line, the
road and highways upgrade and expansion planned in and around
the south shore of the Fraser River, and others.
Demographics
Please refer to the section Ship Building, Repair, and Naval
Architects for a comprehensive list and detail regarding trades.
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34
Roslyn Kunin and Associates, Inc.
Experience/Career Path
Please refer to the section Ship Building, Repair, and Naval
Architects for a comprehensive list and detail regarding trades.
Education and Training Requirements and Gaps
Please refer to the section Ship Building, Repair, and Naval
Architects for a comprehensive list and detail regarding trades.
Degree of Shortage
One port representative mentioned trades as being in shortage.
One terminal operator focused on wood products mentioned an
inability to hire a heavy duty mechanic full-time due to insufficient
need created occasional time delays having a heavy duty mechanic
attend the site for a specific repair.
Human Resource Strategies
For those companies in the marine sector experiencing a shortage
of trades people:

Advanced credit in apprenticeship programs for previous
technical training

Accelerated training programs and apprenticeships in marine
sector
Stevedores and Terminal Operators
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Roslyn Kunin and Associates, Inc.
Summary of Human Resource Strategies
The stevedore and terminal operation sectors are increasingly
concerned that the available pool of workers will be unable to
assume
greater
responsibilities
as
operations
managers,
superintendents and foremen retire. There appears to be a gap
between the available supply of sufficiently experienced personnel
and the number of roles that will need to be filled in the coming
decade. The lack of sufficiently experienced personnel appears to
have two factors. One factor appears to be insufficient interest
among personnel in assuming more senior roles. The other factor is
that among those interested in more senior roles, there is
insufficient time to build a depth of experience similar to that of
current senior personnel before the latter retire.
Human resource strategies for this sector include:

Promotion of more student places in educational institutions
offering transportation and logistics programs, and promoting
more educational institutions to offer such programs

Promoting more courses specifically for terminal operations
and stevedoring

Company succession planning

Addressing remuneration issues concerning superintendents
and foremen

Making unions more accountable for recruitment issues,
barriers to hiring and retention of a qualified, suitable
workforce

Working with unions to identify candidates for further career
progress and future management potential and emphasize
Stevedores and Terminal Operators
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Roslyn Kunin and Associates, Inc.
opportunities
for
relevant
training
and
experience
accordingly

For ship planners, explore recruitment of former sea-going
crew already familiar with off-shore operations

For operations assistants, recruit from transportation and
logistics programs at educational institutions, and explore
sponsoring employees to gain the required class time.
Stevedores and Terminal Operators
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Roslyn Kunin and Associates, Inc.
Sector:
Ship Building, Repair, Naval Architects
Roslyn Kunin and Associates, Inc.
Table of Contents
Executive Summary .............................................................................................. 2
Overview of Sector................................................................................................ 3
Labour Market Conditions ................................................................................. 3
Employers ...................................................................................................... 3
Key Occupations ............................................................................................... 4
Occupations .......................................................................................................... 9
Occupational Profiles ........................................................................................ 9
Caulker .......................................................................................................... 9
Crane Operator ............................................................................................ 11
Diesel Mechanic .......................................................................................... 12
Drafting Technologists/Technicians ............................................................. 14
Dry Dock Operator ....................................................................................... 16
Electrician .................................................................................................... 17
Engine Fitters – Millwrights .......................................................................... 18
Engineering Technologist/Technician .......................................................... 20
Fabricator – Pipe fitter ................................................................................. 21
Fitters – Steel and Aluminum ....................................................................... 23
Layout Person – Metal Fabrication .............................................................. 24
Lining/Ceiling Installer .................................................................................. 26
Machinists .................................................................................................... 27
Marine Engineers......................................................................................... 28
Mechanical Engineer ................................................................................... 30
Naval Architect............................................................................................. 32
Painter ......................................................................................................... 33
Plumber ....................................................................................................... 35
Project Manager .......................................................................................... 36
Sandblaster.................................................................................................. 37
Sheet Metal Worker ..................................................................................... 39
Shipwright .................................................................................................... 40
Surveyor ...................................................................................................... 41
Trades Supervisors ...................................................................................... 44
Welder ......................................................................................................... 46
Summary of Human Resource Strategies ........................................................... 49
Shipbuilding, Repair, Naval Architects
Roslyn Kunin and Associates, Inc.
Executive Summary
This sector of the marine industry has a heavy emphasis on trades
and technical occupations. While marine experience is of varying
importance to junior trades people in the sector, supervisory
positions in these trades and technical occupations must be filled
by persons with marine sector specific experience.
The
experienced people filling these positions now are fast approaching
retirement.
The key occupations listed here are those for which problematic
skill shortages are most acute:
Electricians, Fitters, Machinists,
Marine engineers, Mechanical engineers, Millwrights/Engine fitters,
Naval architects, Pipe fitters, Project managers, Shipwrights,
Surveyors, and Trades supervisors.
Human resource strategies to address skill shortages in the
occupations listed above are:

Aggressively pursuing apprenticeships, to develop some
backfill for retiring workers;

Working with unions to deal with recruitment issues, barriers
to hiring and retention of quality workforce;

Working with unions to make provisions for people wanting
to
pursue
trades apprenticeships
who
have
already
completed a technical degree;

Informing school leavers about the opportunities in this
sector, the marine industry and trades occupations; and

Working with government to develop consistent policies with
regards to the marine industry and certification of its
occupations.
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Roslyn Kunin and Associates, Inc.
Overview of Sector
Labour Market Conditions
The organization of this sector has been described by some
representatives as monopolistic.
Large shipyards, such as BC
Ferries and the navy shipyard in Esquimalt often get first right of
refusal for large jobs. For shipyards still able to offer integrated
services and perform large jobs, this policy sabotages their ability to
offer these integrated services, and get enough work to offer the
apprenticeship positions necessary to replace retiring workers.
Many trades occupations will experience a wave of retirements in
the next five or ten years.
Companies are actively pursuing apprenticeships whenever
possible. However, uncertain work volumes hinder their abilities to
offer sufficient work experience to new people.
People with both trades and technical training and experience are
in high demand.
The sector is experiencing technical skill
shortages now, and expects trade skill shortages in the near future.
Employers
Employers in this sector range from larger shipyards, offering
integrated shipbuilding and repair services.
Also present in the
sector are smaller companies operating out of port towns
throughout the province, offering repair or specialized services.
Some employers are local offices of international companies, some
with their headquarters in Canada, but most with headquarters
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Roslyn Kunin and Associates, Inc.
elsewhere.
The majority of shipbuilding and repair companies
operating in BC are Canadian.
Key Occupations
According to industry sources, all the occupations in this sector are
essential. All skills are needed in order to build and repair ships.
With this caveat in mind, key occupations are design, leadership or
project management positions. These workers have higher levels
of education or experience in their respective areas. In the case of
trades, several more experienced workers who have the necessary
marine experience can act as a resource for other workers on a
project without marine experience. The consequence of this is that
a project team in which a number of the junior people have trades
knowledge but not substantial marine experience can operate
without a significant loss of efficiency or reduction in quality.
The same is true of design teams in the industry. If the project
leaders have the necessary knowledge and experience within the
marine industry, junior engineers need not have substantial marine
specific experience. This allows the industry to bring in mechanical
engineers to work on projects headed by marine engineers and
naval architects, and trades people with more general trades
experience to work on jobs headed by people with years of
experience in the marine sector.
The occupations listed below are representative of the sector and
are those in which it is becoming more difficult to find workers with
enough marine experience.
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Roslyn Kunin and Associates, Inc.
Occupation
Skills,
Demogra
Shortage
Training
phic
Currently
and
Profile
Human
3-5 Years 5-10
Resources
Years
Strategies
Severe
 Advanced
Experience
 A degree in
Design
Teams
and
 Average
Moderate
Severe
naval
age
credit in
Project
architecture,
between
apprenticeship
Managers
mechanical
50 and
programs for
(including
engineering
60
previous
Naval
or related
 Male
technical
Architects
field
 Canadian
training
 Extensive
and
Mechanical
marine
Engineers)
experience
Electricians
 Trades
certification
 Average
Mild
Moderate
Moderate  Work with
age 52
unions to
 Male
address
 Canadian
recruitment
issues, barriers
to hiring and
retention of
qualified,
suitable
workforce
Machinists
 Completion
of
 Average
Moderate
age 51
Severe
Severe
 Advanced
credit in
apprentices  Male
apprenticeship
hip program  Canadian
programs for
previous
technical
training
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Roslyn Kunin and Associates, Inc.
Marine
Engineers
 A marine
engineering
 Average
Mild
Moderate
Severe
age 49
leavers
degree from  Male
a certified
Mechanics
 Inform school
 Inform
 Canadian
government
marine
about industry
institute
needs
 Completion
of an
 Average
Moderate
Severe
Severe
age 51
 Inform school
leavers
apprentices  Male
 Work with
hip program  Canadian
unions to
address
recruitment
issues, barriers
to hiring and
retention of
qualified,
suitable
workforce
 Advanced
credit in
apprenticeship
programs for
previous
technical
training
Millwrights/
 Completion
Engine
of a
Fitters
mechanical
 Average
Mild
age 49
Moderate
Severe
 Advanced
credit in
 Male
apprenticeship
apprentices  Canadian
programs for
hip program
previous
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Roslyn Kunin and Associates, Inc.
technical
training
Pipe fitters
 Completion
of an
 Average
Moderate
Moderate
Severe
age 50
 Work with
unions to
apprentices  Male
address
hip program  Canadian
recruitment
issues, barriers
to hiring and
retention of
qualified,
suitable
workforce
Shipwrights
 Completion
of
 Average
Moderate
Severe
Severe
age 50
 Inform school
leavers
apprentices  Male
hip program  Canadian
or
equivalent
experience
Steelworker
s
(meaning
 Appropriate  Average
trades
Severe
age 49
trades
apprentices  Male
people who
hip and
work
with
certification
steel,
e.g.  Marine
Welders)
Moderate
Severe
 Work with
unions to
address
 Canadian
recruitment
issues, barriers
to hiring and
industry
retention of
specific
qualified,
experience
suitable
workforce
Surveyors
(mainly
 Master’s or
Class One
 Average
None
age
Shipbuilding, Repair, Naval Architects
Mild
Moderate  Inform school
leavers
7
Roslyn Kunin and Associates, Inc.
 Inform
Marine
Engineering
between
Surveyors)
Certificate
50 and
government
65
about industry
 Extensive
marine
 Male
knowledge
 Canadian
needs
and
experience
Trades
Supervisors
 Extensive
 Average
Mild
Moderate
Severe
 Work with
marine
age
unions to
experience
between
address
50 and
recruitment
60
issues, barriers
 Education
qualification
relevant to
 Male
to hiring and
their trade
 Canadian
retention of
or technical
qualified,
role
suitable
workforce
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Occupations
Caulker
Crane Operator
Diesel Mechanic
Draftsman/Drafting Technologist
Dry-dock Operator
Electrician
Engine Fitter
Engineering Technologist/Technician
Fabricator – Pipe Fitter
Fitter – Steel or Aluminum
Layout Person – Metal Fabrication
Lining/Ceiling Installer
Machinist
Marine Engineer
Mechanical Engineer
Naval Architect
Painter
Plumber
Project Manager
Sandblaster
Sheet Metalworker
Shipwright
Surveyor
Welder
Occupational Profiles
Caulker
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Roslyn Kunin and Associates, Inc.
The duties of Caulkers in shipbuilding include caulking decks and
hulls.
The NOC classification that includes caulkers is 9491 Boat
Assemblers and Inspectors. This category includes a wide range of
duties involved in shipbuilding, including hull surveying.
While
some of the occupations included in this occupational group would
benefit from further description, caulking is likely not one of them.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 49 years

Male

Canadian
Experience/Career Path
Caulkers can enter this profession after secondary school. Some
schooling may be necessary. Upward mobility in this occupation is
limited.
Education and Training Requirements and Gaps
On-the-job training, possibly combined with some course work, is
what is required for this occupation.
Degree of Shortage
There are no projected shortages for this occupation.
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Roslyn Kunin and Associates, Inc.
Human Resource Strategies
There are no suggested human resource strategies for this
occupation.
Crane Operator
Crane operators operate cranes or draglines to lift, move, position
or place machinery, equipment and other large objects.
Their NOC classification is 7371 Crane Operators.
The NOC
profile is extensive and detailed.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 56 years

Male

Canadian
Experience/Career Path
After completing high school, entrants to the occupation need to
complete an apprenticeship, or take college or industry courses.
With experience, workers can progress to supervisory positions.
Marine specific experience is desirable, as it will improve efficiency,
and is usually required before progression to supervisory positions.
Education and Training Requirements and Gaps
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Roslyn Kunin and Associates, Inc.
Crane Operators must complete a one to three year apprenticeship
program, to enter the profession.
Degree of Shortage
The degree of shortage for crane operators is:

Currently, mild

3-5 years, mild

5-10 years, moderate
Human Resource Strategies
Human resource strategies for this occupation are:

Educating school leavers about marine sector career
opportunities; and

Improving the image of marine careers.
Diesel Mechanic
In the marine industry, diesel mechanics inspect, repair, service
and clean engines and equipment.
The NOC classification for diesel mechanics is 7312 Heavy-Duty
Equipment Mechanics.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 51 years

Male

Canadian
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Roslyn Kunin and Associates, Inc.

Retirement wave expected in next 5 years
Experience/Career Path
This is another profession with no set career path. As with all other
shipbuilding trades, industry specific experience is required to act in
supervisory roles.
Education and Training Requirements and Gaps
Diesel
mechanics
must
complete
a
three
to
five
year
apprenticeship, or equivalent experience and course work.
Degree of Shortage
The degree of shortage expected for diesel mechanics is:

Currently, moderate

3-5 years, severe

5-10 years, severe
Human Resource Strategies
The goal of shipbuilding and repair businesses is to be able to build
or repair ships more efficiently, companies want workers who can
both figure out what is wrong with an engine or component, and fix
it.
This requires both technical and trades knowledge and
experience.
This type of knowledge could be more easily attained if
apprenticeship programs were more open to accepting equivalent
qualifications from other fields, like technical degrees, for credit
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Roslyn Kunin and Associates, Inc.
within the apprenticeship program. This would make it easier and
faster for people to acquire a technical degree and trades training.
This is a strategy that will be repeated throughout this section.
Other human resource strategies include:

Educating school leavers about career opportunities in the
marine industry; and

Working with unions on recruitment issues, barriers to hiring
and retention of qualified, suitable workforce, and making
unions more accountable.
Drafting Technologists/Technicians
Drafting
technologists
and
technicians prepare
engineering
designs, drawings and related technical information, in support of
mechanical engineers or naval architects, or they may work
independently.
Their NOC classification is 2253 Drafting Technologists and
Technicians. The NOC profile is fairly comprehensive, despite not
mentioning marine specialties.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 49 years

Male

Canadian
Experience/Career Path
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Roslyn Kunin and Associates, Inc.
After completing education in engineering drafting and design
technology, drafting technologists and technicians can enter the
occupation. Marine experience can lead to supervisory positions.
It is possible for drafting technologists to move into mechanical
engineering positions by taking additional coursework or through
work specialization.
Education and Training Requirements and Gaps
Completion of a college program or apprenticeship is required for
this profession. Usually, a period of supervised work experience is
required before certification.
Marine industry specific experience is required in order to advance
to a supervisory position.
Degree of Shortage
Technical knowledge on the design side of the industry is in short
supply.
The degree of shortage for drafting technologists and technicians
is:

Currently, mild

3-5 years, mild-moderate

5-10 years, moderate
Human Resource Strategies
Other human resource strategies include:
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Roslyn Kunin and Associates, Inc.

Educating school leavers about career opportunities in the
marine industry; and

Improving the image of marine careers.
Dry Dock Operator
The closest NOC classification to this occupation is 7435 Lock and
Cable Ferry Operators and Related Occupations.
Under this
classification is the sample work title dry dock worker –
shipbuilding.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 49 years

Male

Canadian
Experience/Career Path
This position can be entered after secondary school completion.
There is little or no mobility to other jobs in this sector.
Education and Training Requirements and Gaps
On-the-job training is sufficient for this position.
Degree of Shortage
There are no expected shortages for this occupation.
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Roslyn Kunin and Associates, Inc.
Human Resource Strategies
There are no suggested human resource strategies for this
occupation.
Electrician
Electricians
working
in
this
sector
install,
maintain,
test,
troubleshoot and repair electrical equipment and associated
electrical and electronic controls in new ships and ships being
repaired or upgraded.
The NOC classification containing the job title shipyard electrician is
7242 Industrial Electricians.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 52 years

Male

Canadian

Retirement wave expected in next 5 years
Experience/Career Path
With marine experience and having attained journeyperson trade
certification, electricians in shipbuilding and repair can progress to
supervisory roles.
Education and Training Requirements and Gaps
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Roslyn Kunin and Associates, Inc.
Trade certification for electricians is compulsory in British Columbia.
Electricians working in shipbuilding and repair will have completed
a four to five year apprenticeship program.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate

5-10 years, moderate
Human Resource Strategies
Human resource strategies for this occupation include:

Educating school leavers about career opportunities in the
marine industry; and

Working with unions on recruitment issues, barriers to hiring
and retention of qualified, suitable workforce, and making
unions more accountable.
Engine Fitters – Millwrights
Engine fitters fit, assemble and otherwise build engines. They can
also work in repairing and upgrading engines.
The NOC classification for engine fitters is 7316 Machine Fitters.
The profile is detailed and comprehensive.
Demographics
Demographic characteristics of this occupation in BC include:
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Roslyn Kunin and Associates, Inc.

Average age is 49 years

Male

Canadian
Experience/Career Path
With industry specific experience, engine fitters can progress to
supervisory roles.
Education and Training Requirements and Gaps
Engine fitters in shipbuilding and repair sector will have completed
a mechanical apprenticeship program.
The machine fitter
apprenticeship is four years long.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate

5-10 years, severe
Human Resource Strategies
This is another occupation where a revamp of the apprenticeship
program, to allow credits for technical degrees would be helpful to
shipbuilders and repairers attempting to offer efficient, integrated
services.
Other human resource strategies include:
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Roslyn Kunin and Associates, Inc.

Educating school leavers about career opportunities in the
marine industry; and

Working with unions on recruitment issues, barriers to hiring
and retention of qualified, suitable workforce, and making
unions more accountable.
Engineering Technologist/Technician
Mechanical engineering technologists and technicians in the
marine industry provide technical support and services for
mechanical engineers or naval architects, in design, development,
maintenance and testing of engines, components and tools. They
may also work independently.
The NOC classification for this occupation is 2232 Mechanical
Engineering Technologists and Technicians. The NOC profile is
consistent with marine industry descriptions of the type of work and
qualifications required in this position.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 49 years

Male

Canadian
Experience/Career Path
Progression to mechanical engineering is possible with further
coursework and specialization.
Marine experience is necessary
before progression to any sort of supervisory position.
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Roslyn Kunin and Associates, Inc.
Education and Training Requirements and Gaps
Workers in this occupation have completed a college program, to
prepare them for this work.
The program for engineering
technologists is two or three years, while the program for
engineering technicians is one or two years.
Certification in this field may be required for some positions. A
period
of
supervised
work
experience
is
required
before
certification.
Degree of Shortage
Technical knowledge and experience are in particular shortage in
this sector.
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate

5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:

Educating school leavers about career opportunities in the
marine industry; and

Improving the image of marine industry careers.
Fabricator – Pipe fitter
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Roslyn Kunin and Associates, Inc.
Pipe fitters lay out, assemble, fabricate, maintain, troubleshoot and
repair piping systems.
Their NOC classification is 7252 Steamfitters, Pipe fitters and
Sprinkler System Installers. The profile is comprehensive.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 50 years,

Male,

Canadian.
Experience/Career Path
Moving to supervisory positions is possible with journeyperson
trade certification and marine experience.
Education and Training Requirements and Gaps
For this trade, a four to five year apprenticeship program is
necessary.
It is also possible to combine work experience with
college or industry courses to be eligible for trade certification.
Trade certification is compulsory in this occupation.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate
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Roslyn Kunin and Associates, Inc.

5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:

Educating school leavers about career opportunities in the
marine industry; and

Working with unions on recruitment issues, barriers to hiring
and retention of qualified, suitable workforce, and making
unions more accountable.
Fitters – Steel and Aluminum
Steel and Aluminum fitters fit and install steel or aluminum
components.
The NOC classification for steel and aluminum fitters is 7263
Structural Metal and Platework Fabricators and Fitters. While a
number of marine and non-marine occupations are included in this
grouping, the description of duties and educational requirements is
consistent with descriptions of industry representatives.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 49 years

Male

Canadian
Experience/Career Path
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Roslyn Kunin and Associates, Inc.
Marine experience is required for supervisory positions.
Education and Training Requirements and Gaps
Workers in this occupation will have completed a three or four year
apprenticeship program, or equivalent experience and coursework.
Trades certification is voluntary in this field.
Degree of Shortage
The specific skill shortages in this occupation are for steel workers.
The shortages listed below are for steel fitters.
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate

5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:

Educating school leavers about career opportunities in the
marine industry;

Working with unions on recruitment issues, barriers to hiring
and retention of qualified, suitable workforce, and making
unions more accountable; and

Improving the image of marine industry careers.
Layout Person – Metal Fabrication
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Roslyn Kunin and Associates, Inc.
Metal fabricators and fitters fabricate and assemble steel or other
metal components.
The NOC classification for this occupation is also 7263 Structural
Metal and Platework Fabricators and Fitters
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 49 years

Male

Canadian
Experience/Career Path
Marine experience is required for supervisory positions.
Education and Training Requirements and Gaps
Workers in this occupation will have completed a three or four year
apprenticeship program, or equivalent experience and coursework.
Trades certification is voluntary in this field.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate-severe

5-10 years, severe
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Roslyn Kunin and Associates, Inc.
Human Resource Strategies
Human resource strategies for this occupation include:

Educating school leavers about career opportunities in the
marine industry; and

Improving the image of marine industry careers.
Lining/Ceiling Installer
The closest NOC classification for this occupational group is 7284
Plasterers, Drywall Installers and Finishers and Lathers. There is
no mention of marine specific applications.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 49 years

Male

Canadian
Experience/Career Path
Marine industry experience is required for supervisory positions.
Education and Training Requirements and Gaps
Workers in this occupation will have completed a three or four year
apprenticeship program, or equivalent experience and coursework.
Trades certification is voluntary in this field.
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Roslyn Kunin and Associates, Inc.
Degree of Shortage
There are no projected shortages in this occupation.
Human Resource Strategies
There are no suggested human resource strategies for this
occupation.
Machinists
Machinists set up and operate a variety of machine tools to cut or
grind metal, plastic or other materials to make or modify parts or
products with precise dimensions.
The NOC classification for machinists is 7231 Machinists and
Machining and Tooling Inspectors.
In spite of not referring to
marine specializations, the profile is detailed, in terms of training
requirements and duties.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 51 years

Male

Canadian
Experience/Career Path
In order to be promoted to a supervisory position, marine
experience is required.
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Roslyn Kunin and Associates, Inc.
Education and Training Requirements and Gaps
In order to obtain certification, machinists must complete a fouryear apprenticeship program, or combine college or industry
courses in machining with years of work experience.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate

5-10 years, severe
Human Resource Strategies
This is another occupation where increased ease of obtaining
technical degrees and trades apprenticeships would aid the sector.
Human resource strategies for this occupation include:

Educating school leavers about career opportunities in the
marine industry;

Working with unions on recruitment issues, barriers to hiring
and retention of qualified, suitable workforce, and making
unions more accountable; and

Improving the image of marine industry careers.
Marine Engineers
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Roslyn Kunin and Associates, Inc.
Marine engineers perform a variety of duties within the marine
industry, and within the Shipbuilding and Repair sector. The bulk of
their duties involve engine inspection and repair.
The NOC classification for Marine Engineers is 2148 Other
Professional Engineers.
The NOC profile is fairly detailed and
consistent with industry descriptions.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 49 years

Male

Canadian
Experience/Career Path
Engineers will typically have a degree or certification in Marine
Engineering from a marine institute.
Education and Training Requirements and Gaps
Marine Engineer qualifications include:

Engineer’s Ticket up to a certain level
Degree of Shortage
This group is often taken for granted.
However, shortages are
increasing, and demand is likely to increase.
Predicted skill shortages for Marine Engineers are:
Shipbuilding, Repair, Naval Architects
29
Roslyn Kunin and Associates, Inc.

Currently, mild

3-5 years, moderate

5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:

Educating school leavers about career opportunities in the
marine industry;

Expanding the student capacity of marine institutes; and

Improving the image of marine industry careers.
Mechanical Engineer
In the shipbuilding and repair sector of the marine industry,
mechanical engineers can often be used instead of naval
architects.
While these engineers do require extensive marine
experience in order to be a project leader, the technical training
present in both a naval architecture degree and a mechanical
engineering degree allows graduates to work on similar projects in
the marine field, in particular when it comes to repair work and
development of new components.
The NOC classification for Mechanical Engineers is 2132
Mechanical Engineers. The NOC profile is comprehensive for this
occupational category.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 49 years
Shipbuilding, Repair, Naval Architects
30
Roslyn Kunin and Associates, Inc.

Male

Canadian
Experience/Career Path
There is considerable mobility between mechanical engineering
specializations at the less senior levels.
At senior levels, marine experience is required.
Education and Training Requirements and Gaps
A bachelor's degree in mechanical engineering or in a related
engineering discipline is required to enter into this occupation.
Further education may also be required, depending on the
employer.
Professional licensing is required in order to practice as a
professional engineer (P.Eng.). This comes after completion of a
degree and several years of supervised work and passing an
examination.
Degree of Shortage
The shortage in this occupation is of mechanical engineers with
marine sector experience.
Predicted skill shortages in this occupation are as follows:

Currently, moderate

3-5 years, severe

5-10 years, severe
Shipbuilding, Repair, Naval Architects
31
Roslyn Kunin and Associates, Inc.
Human Resource Strategies
Human resource strategies for this occupation include:

Educating school leavers about career opportunities in the
marine industry; and

Improving the image of marine industry careers.
Naval Architect
Naval architects design and develop marine vessels and floating
structures, and associated marine power plants, propulsion
systems and related systems and equipment and oversee the
building, maintenance and repair of vessels and marine systems.
Naval architects must be at the forefront of technological
advancements in their field. In particular, the computerization of
design processes has greatly affected this occupation, and will
continue to do so.
The NOC classification for naval architects is 2148 Other
Professional Engineers, n.e.c. The profile is not adequate for the
occupation of naval architect.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is between 50 and 60

Male

Canadian

Retirement wave expected in next 5 years
Shipbuilding, Repair, Naval Architects
32
Roslyn Kunin and Associates, Inc.
Experience/Career Path
Experience is vital in this occupation. In order to be a part of a
design team in a shipbuilding company, ten to twenty years
experience is needed.
Education and Training Requirements and Gaps
A degree in naval architecture is required for this occupation. An
engineering degree with appropriate marine skills and experience
may also be acceptable.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, moderate

3-5 years, severe

5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:

Educating school leavers about career opportunities in the
marine industry;

Expanding student capacity of marine institutes; and

Improving the image of marine industry careers.
Painter
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33
Roslyn Kunin and Associates, Inc.
Painters in this sector tend and operate machines or use brushes
and spray equipment to apply paint, or other non-metallic protective
and decorative coatings to surfaces of various products.
The NOC classification for this occupation is 9496 Painters and
Coaters – Industrial. The detail of the profile is sufficient.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 48 years

Male

Canadian
Experience/Career Path
Marine experience can lead to supervisory duties.
Education and Training Requirements and Gaps
On-the-job training is necessary.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, mild-moderate

3-5 years, moderate-severe

5-10 years, severe
Human Resource Strategies
Shipbuilding, Repair, Naval Architects
34
Roslyn Kunin and Associates, Inc.
Human resource strategies for this occupation include:

Educating school leavers about career opportunities in the
marine industry; and

Improving the image of marine industry careers.
Plumber
Plumbers install, repair and maintain pipes, fixtures and other
plumbing equipment.
The NOC classification is 7251 Plumbers.
The profile is fairly
detailed and comprehensive.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 49 years

Male

Canadian

Retirement wave expected in next 5 years
Experience/Career Path
With marine sector experience, and a journeyperson trade
certification, promotion to supervisory positions is possible.
Education and Training Requirements and Gaps
Trade certification is compulsory for this trade. This means a four
to five year apprenticeship program must be completed to enter the
profession.
Shipbuilding, Repair, Naval Architects
35
Roslyn Kunin and Associates, Inc.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, mild-moderate

3-5 years, moderate

5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:

Educating school leavers about career opportunities in the
marine industry;

Working with unions on recruitment issues, barriers to hiring
and retention of qualified, suitable workforce, and making
unions more accountable; and

Improving the image of marine industry careers.
Project Manager
These positions include all technical occupations that lead
shipbuilding and refit projects.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is between 50 to 60

Male

Canadian

Retirement wave expected in next 5 years
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Roslyn Kunin and Associates, Inc.
Experience/Career Path
Extensive marine industry experience is required for these
positions, usually in a technical field, such as engineering or naval
architecture.
Education and Training Requirements and Gaps
There are no specific training requirements for this occupation, as
the critical attribute is experience.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate

5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:

Educating school leavers about career opportunities in the
marine industry; and

Improving the image of marine industry careers.
Sandblaster
Sandblasters perform specialized cleaning services for the
shipbuilding and repair sector.
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37
Roslyn Kunin and Associates, Inc.
Their NOC classification is 6662 Specialized Cleaners. The profile
is sufficient.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 48 years

Male

Canadian
Experience/Career Path
Mobility is limited in this occupation.
Education and Training Requirements and Gaps
On-the-job training is sufficient for this occupation.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate

5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:

Educating school leavers about career opportunities in the
marine industry; and

Improving the image of marine industry careers.
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Roslyn Kunin and Associates, Inc.
Sheet Metal Worker
Sheet metal workers fabricate, assemble, install and repair sheet
metal products.
The NOC classification is 7261 Sheet Metal Workers. The profile is
detailed and comprehensive.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 49 years

Male

Canadian
Experience/Career Path
With marine experience and a journeyperson trade certification,
promotion to supervisory roles is possible.
Education and Training Requirements and Gaps
A three to five year apprenticeship program is required for this
profession, as is trade certification.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate
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Roslyn Kunin and Associates, Inc.

5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:

Educating school leavers about career opportunities in the
marine industry;

Working with unions on recruitment issues, barriers to hiring
and retention of qualified, suitable workforce, and making
unions more accountable; and

Improving the image of marine industry careers.
Shipwright
Shipwrights are also found under the umbrellas NOC classification
7263 Structural Metal and Platework Fabricators and Fitters.
Demographics
Demographic characteristics of this occupation in BC include:

Average age is 50 years

Male

Canadian

Retirement wave expected in next 5 to 10 years
Experience/Career Path
This is a marine specific trade.
supervisory roles.
Shipbuilding, Repair, Naval Architects
40
Experience is required for
Roslyn Kunin and Associates, Inc.
Education and Training Requirements and Gaps
Shipwrights must complete an apprenticeship program to enter the
occupation.
Alternatively, they may gain equivalent marine
experience and course work through other means.
Trade certification is voluntary for this occupation in BC.
Degree of Shortage
Predicted skill shortages in this occupation are as follows:

Currently, moderate

3-5 years, moderate

5-10 years, severe
Human Resource Strategies
Human resource strategies for this occupation include:

Educating school leavers about career opportunities in the
marine industry;

Working with unions on recruitment issues, barriers to hiring
and retention of qualified, suitable workforce, and making
unions more accountable; and

Improving the image of marine industry careers.
Surveyor
In the shipbuilding and repair sector, Surveyors’ duties include:

Ensuring a vessel’s construction, machinery, equipment and
cargo
meet
government,
classification
international marine regulations; and
Shipbuilding, Repair, Naval Architects
41
society
and
Roslyn Kunin and Associates, Inc.

Developing specifications for ship construction.
Surveyors working in the Shipbuilding and Repair sector will survey
new vessel construction and testing of new components, assist in
preparing vessels for government inspection, and offer other
surveying services to clients.
Surveyors fall under the NOC classification 2262, Engineering
Inspectors and Regulatory Officers.
Hull surveyors employed in
shipbuilding also fall under the NOC classification 9491 Boat
Assemblers and Inspectors.
Demographics
Demographic characteristics of Surveyors in BC include:

Average age is between 50 and 65 years

Nearly, if not actually, 100% male

Canadian or landed immigrant
Experience/Career Path
For surveyors for large ships, the career path tends to be getting
training at a marine college, such as PMIT, and then going through
the ranks at sea. This time at sea would be used to gain critical
operations experience. After obtaining the rank of Superintendent,
the officer would then join either the government or a classification
society.
For small vessels, the career path could be the same as that
mentioned above, or surveyors could come out of naval
Shipbuilding, Repair, Naval Architects
42
Roslyn Kunin and Associates, Inc.
architecture, the small boat building industry, or even the Coast
Guard.
Education and Training Requirements and Gaps
Surveyors working in the field now will have either a Master’s or
Class One Engineering Certificate, or a university degree before
becoming a surveyor. Success in the industry is almost entirely
based on reputation.
Successful surveyors in the industry now
have had years of operations experience aboard ship, combined
with technical knowledge.
Degree of Shortage
The market for surveyors, like many occupations in shipping, is
international.
Currently, there is not a significant shortage for
surveyors. At present, surveyors who specialize in all areas are
available, if not in British Columbia, then in Europe or Asia. This
will change as the number of retirements per year increases and
the fleet expands.
Predicted skill shortages in this occupation are as follows:

Currently, none

3-5 years, mild

5-10 years, moderate
These skill shortages will be more extreme for specialist inspectors
and investigators. The market is global, and these shortages are
expected to be so as well. The retirement of qualified, experienced
people will occur globally in the near future, without newer
Shipbuilding, Repair, Naval Architects
43
Roslyn Kunin and Associates, Inc.
surveyors with the necessary specialist knowledge available to
replace them.
Human Resource Strategies
Strategies to remedy projected shortages include:

Getting into the public education system to provide career
path information to school leavers,

Helping the Federal government to understand the industry,
recognizing that if Canada is without a merchant navy,
education and certification will always be a problem, and

Simplifying the certification system for ships, so that owners
and operators are not being placated, but are having to
upgrade their vessels to conform to set standards of
certification.
Trades Supervisors
Trades supervisors can be found under the following NOC
classifications, depending on their respective trades:

7211 Supervisors, Machinists and Related Occupations

7213 Contractors and Supervisors, Pipefitting Trades

7214 Contractors and Supervisors, Metal Forming, Shaping
and Erecting Trades

7215 Contractors and Supervisors, Carpentry Trades

7216 Contractors and Supervisors, Mechanic Trades

7217 Contractors and Supervisors, Heavy Construction
Equipment Crews
Demographics
Shipbuilding, Repair, Naval Architects
44
Roslyn Kunin and Associates, Inc.
Demographic characteristics of this occupation in BC include:

Average age is older than the 49 year average for nonsupervisory roles,

Male,

Canadian.
Experience/Career Path
Journeyperson trade certification is necessary for these roles, as is
extensive marine experience.
Education and Training Requirements and Gaps
Education and training in this group is second to experience. While
continuing education and skills development is important, the key
requirement for these occupations is marine experience.
Degree of Shortage
It is in supervisory roles that marine industry specific experience is
most necessary. It is also these roles that contain more people
heading swiftly towards retirement.
With sufficient marine
experience in this group, junior trades people may not need
industry specific experience, in order to maintain efficiency and
quality goals.
Predicted skill shortages in this occupation are as follows:

Currently, mild

3-5 years, moderate

5-10 years, severe
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45
Roslyn Kunin and Associates, Inc.
Human Resource Strategies
Human resource strategies for this occupation include:

Educating school leavers about career opportunities in the
marine industry;

Working with unions on recruitment issues, barriers to hiring
and retention of qualified, suitable workforce, and making
unions more accountable; and

Improving the image of marine industry careers.
Welder
Welders work shaping and fusing steel. The steel shapes used in
the marine industry are unique to the industry.
The NOC classification for Welders is 7265 Welders and Related
Machine Operators.
While the NOC profile of this occupational
category does not mention marine specific roles or skills required,
the profile is fairly comprehensive.
Demographics
Demographic characteristics of Welders include:

Average age is 51 years

Male

Canadian

Retirement wave expected in next 5 years
Experience/Career Path
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Roslyn Kunin and Associates, Inc.
After completing secondary school, welders in the industry have
done a welding apprenticeship, which either included some marine
experience or was proceeded by on-the-job training.
Education and Training Requirements and Gaps
Steelworkers in the marine industry require industry specific training
and experience. They must work in the marine industry regularly,
to maintain their marine-specific skill set. Welders without industry
experience can do small tasks, but will encounter quality and
efficiency problems if asked to do larger tasks.
Due to lack of new shipbuilding work, it has been difficult for the
shipbuilding and repair sector to bring in enough apprentices over
the past years.
Welders who have had significant and regular
marine experience are approaching retirement, and not enough
new welders have been brought into the industry to replace them.
This will affect smaller private shipbuilders, which might lose the
ability to do integrated work.
Degree of Shortage
Predicted shortages for Welders with marine industry experience
are:

Currently, mild

3-5 years, moderate-severe

5-10 years, severe
Human Resource Strategies
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47
Roslyn Kunin and Associates, Inc.
Some companies in this sector have been aggressively pursuing
apprenticeships when and where work volumes allow.
This is
allowing new workers to learn from experienced personnel nearing
retirement. Uncertain work volumes make this strategy difficult.
Other human resource strategies for this occupation include:

Educating school leavers about career opportunities in the
marine industry;

Working with unions on recruitment issues, barriers to hiring
and retention of qualified, suitable workforce, and making
unions more accountable; and

Improving the image of marine industry careers.
Shipbuilding, Repair, Naval Architects
48
Roslyn Kunin and Associates, Inc.
Summary of Human Resource Strategies
This sector, with the prevalence of skilled trades occupation offers
some unique human resource barriers and strategies to address
these barriers. It also suffers from many of the same problems as
the rest of the industry.
Human resource strategies for this sector include:

Aggressively pursuing apprenticeships, to develop some
backfill for retiring workers;

Working with unions to deal with recruitment issues, barriers
to hiring and retention of quality workforce – this will require
union participation and accountability –;

Working with unions to make provisions for people wanting
to
pursue
trades apprenticeships
who
have
already
completed a technical degree – this would encourage skill
acquisition, and aid in efficiency concerns of shipbuilding
and repair companies offering integrated services –;

Informing school leavers about the opportunities in this
sector, the marine industry and trades occupations; and

Working with government to develop consistent policies with
regards to the marine industry and certification of its
occupations.
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Roslyn Kunin and Associates, Inc.
Sector:
Government
Roslyn Kunin and Associates, Inc.
Table of Contents
Executive Summary .............................................................................................. 2
Overview of Sector................................................................................................ 3
Labour Market Conditions ................................................................................. 3
Employers ...................................................................................................... 3
Key Occupations ............................................................................................... 4
Occupations .......................................................................................................... 6
Occupational Profiles ........................................................................................ 6
Marine Safety Inspector – Engineer............................................................... 6
Marine Safety Inspector – Master Mariner ..................................................... 7
Marine Safety Inspector – Naval Architect ..................................................... 9
Marine Security Inspector ............................................................................ 11
Summary of Human Resource Strategies ........................................................... 13
Government
Roslyn Kunin and Associates, Inc.
Executive Summary
The Government sector of the Marine Industry is responsible for
regulating the marine industry. It develops safety regulations for
ship design and operation, and it enforces those regulations. It also
acts as a landlord to port authorities. This paper will not look at the
Department of Fisheries and Oceans or the Coast Guard.
Key marine occupations in this sector are:

Marine Safety Inspectors – Engineering

Marine Safety Inspectors – Master Mariner

Marine Safety Inspectors – Naval Architect
The current recruitment trend for all types of marine safety
inspectors is to hire people out of marine institutes and provide inhouse training, instead of requiring decades of marine experience.
With retirements in the industry, many sectors will likely have to
start relying more heavily on training, rather than experience.
However, the number of people entering the industry from
educational and training institutions will still have to increase.
Human resource strategies to increase the number of people
entering marine occupations include:

Educating school leavers about opportunities in the marine
industry, by going into high schools and the internet;

Improving the image of careers within the marine industry;
and

Expanding the number of places in marine institutes for
students.
Government
2
Roslyn Kunin and Associates, Inc.
Overview of Sector
Labour Market Conditions
Demand for marine safety inspectors of all types is largely
dependent on trade levels in the Indo-Pacific region. As this trade
is increasing, and expected to keep increasing, particularly with
China and India, demand for marine safety inspectors is expected
to increase. This increase in demand is accompanied by current
skill shortages and further retirements of skilled workers.
Since 9/11, demand for marine security inspectors has increased
exponentially. Demand is expected to remain at the level it is now
over the short term.
Employers
The main employer in this sector is Transport Canada. Transport
Canada’s main function for the marine industry is to monitor and
enforce safety and security standards.
Government
3
Roslyn Kunin and Associates, Inc.
Key Occupations
The occupations in the table below and the complete list in the
following sections are the marine occupations from the Government
sector.
Since this study is of the marine industry, only marine
occupations have been included.
Occupation
Marine
Skills,
Demogra
Shortage
Training and
phic
Currently
Experience
Profile
 College
 No
Human
3-5 Years 5-10
Years
Moderate
Moderate
Resources
Strategies
Moderate  Inform school
Safety
diploma in
informatio
leavers about
Inspector –
engineering,
n
marine careers
Engineer
usually
 Increase
electrical
student places
 Extensive
at marine
marine
institutes
 Improve
experience
industry image
Marine
 Master
 Average
Moderate
Severe
Severe
 Inform school
Safety
mariner
age
leavers about
Inspector –
certification
greater
marine careers
Master
or
than 50
Mariner
appropriate
student places
level of deck
at marine
officer
institutes
 Increase
 Improve
certification
 Extensive
industry image
marine
experience
Government
4
Roslyn Kunin and Associates, Inc.
Marine
 College
 No
Severe
Severe
Severe
 Inform school
Safety
diploma in
informatio
leavers about
Inspector –
naval
n
marine careers
Naval
architecture
Architect
 Increase
 Extensive
student places
marine
at marine
experience
institutes
 Improve
industry image
Government
5
Roslyn Kunin and Associates, Inc.
Occupations
Marine Safety Inspector – Engineer
Marine Safety Inspector – Master Mariner
Marine Safety Inspector – Naval Architect
Marine Security Inspector
Occupational Profiles
Marine Safety Inspector – Engineer
Marine Safety Inspectors are responsible for performing regular
safety inspections of ships that come to BC ports.
Those
inspectors in the area of engineering are usually in the field of
marine electrical engineering. Safety inspectors with engineering
experience will check ships’ electrical systems to ensure they follow
regulations
Demographics
Detailed demographic information for this occupation is unavailable.
Experience/Career Path
Marine Safety Inspectors in the area of engineering will have
extensive
marine
government agency.
industry
experience
before
the
Inspectors then tend to stay with the
government or go into independent contracting.
Education and Training Requirements and Gaps
Government
joining
6
Roslyn Kunin and Associates, Inc.
A college diploma in electrical engineering techniques combined
with appropriate experience and training is required for this
occupation. There is increasing demand for interpersonal skills in
this occupation.
Degree of Shortage
The degree of shortage in this occupation is:

Currently, moderate

3-5 years, moderate

5-10 years, moderate
Human Resources Strategies
The current recruitment trend for all types of marine safety
inspectors is to hire people out of marine institutes and provide inhouse training, instead of requiring decades of marine experience.
However, the number of people entering the industry from
educational and training institutions will still have to increase.
Human resource strategies for this occupation include:

Educating school leavers about opportunities in the marine
industry, by going into high schools and the internet; and

Expanding the number of places in marine institutes for
students.
Marine Safety Inspector – Master Mariner
Marine Safety Inspectors are responsible for performing regular
safety inspections of ships that come to BC ports.
Government
7
Safety
Roslyn Kunin and Associates, Inc.
inspectors with master mariner certification will check ships’
operational systems to ensure they follow regulations.
Demographics
Demographic information for deck officers and engineering officers,
as a whole, shows their average ages to be between 48 and 50
years old, with two thirds being between the ages of 45 and 65. As
this occupation draws on people from senior ranks, it can be
expected that the average age of people in this occupation is
higher.
Demographic characteristics of this occupation include:

Average age is between 50 and 60 years

Nearly, if not actually, 100% male

Canadian or landed immigrants
Experience/Career Path
People who enter this occupation are usually those who, after
spending sufficient time at sea, usually in deep sea, decide they
want to come ashore. In their time at sea, they have earned their
master mariner certification.
Education and Training Requirements and Gaps
A master mariner certification is required for this occupation.
Senior deck or engineering officers may also work in this
occupation, and would require whatever level of certification was
appropriate to their rank. A high level of deck or engineering officer
certification in combination with a college degree is preferred.
Government
8
Roslyn Kunin and Associates, Inc.
Demand for interpersonal skills is increasing for this occupation as
well.
Degree of Shortage
The degree of shortage in this occupation is:

Currently, moderate-severe

3-5 years, severe

5-10 years, severe
Human Resources Strategies
The current recruitment trend for all types of marine safety
inspectors is to hire people out of marine institutes and provide inhouse training, instead of requiring decades of marine experience.
However, the number of people entering the industry from
educational and training institutions will still have to increase.
Human resource strategies for this occupation include:

Educating school leavers about opportunities in the marine
industry, by going into high schools and the internet; and

Expanding the number of places in marine institutes for
students.
Marine Safety Inspector – Naval Architect
Marine Safety Inspectors are responsible for performing regular
safety inspections of ships that come to BC ports.
Safety
inspectors with training and experience in naval architecture will
also check new designs for ships and components to ensure they
follow regulations.
Government
9
Roslyn Kunin and Associates, Inc.
Demographics
There is no demographic information for this occupation.
Experience/Career Path
Marine Safety Inspectors in the area of naval architecture will have
extensive
marine
industry
government agency.
experience
before
joining
the
Inspectors then tend to stay with the
government or go into independent contracting.
Education and Training Requirements and Gaps
A college diploma in naval architecture techniques combined with
appropriate experience and training is required for this occupation.
There is increasing demand for interpersonal skills in this
occupation.
Degree of Shortage
The degree of shortage in this occupation is:

Currently, severe

3-5 years, severe

5-10 years, moderate-severe
Human Resources Strategies
The current recruitment trend for all types of marine safety
inspectors is to hire people out of marine institutes and provide inhouse training, instead of requiring decades of marine experience.
Government
10
Roslyn Kunin and Associates, Inc.
However, the number of people entering the industry from
educational and training institutions will still have to increase.
Human resource strategies for this occupation include:
 Educating school leavers about opportunities in the marine
industry, by going into high schools and the internet; and
 Expanding the number of places in marine institutes for
students.
Marine Security Inspector
Marine security inspectors regularly inspect vessels docking in
British Columbia for security purposes. Since 9/11, the number of
people in this occupation has gone from two or three in the
province to around fifty.
Demographics
Marine security inspectors are Canadian and mostly male. This
occupation is not one for which retirement is a major concern.
Ages are fairly evenly disbursed from early twenties to mid sixties.
Experience/Career Path
As specific marine industry knowledge is not required prior to
entering this occupation, there are multiple possible career paths to
this occupation.
Education and Training Requirements and Gaps
Government
11
Roslyn Kunin and Associates, Inc.
This occupation can be entered directly from high school.
However, it is preferred that workers have a college degree.
Recruitment for this occupation used to be mainly from the RCMP,
municipal police, CSIS or the military.
A greater emphasis is being placed on interpersonal skills. A
military, intelligence or law enforcement background is no longer
necessary. In-house training is provided for this occupation.
Degree of Shortage
The degree of shortage in this occupation is:

Currently, mild

3-5 years, mild

5-10 years, none-mild
Human Resources Strategies
Human resource strategies for this occupation include:
 Educating school leavers about opportunities in the marine
industry, by going into high schools and the internet; and
 Expanding the number of places in marine institutes for
students.
Government
12
Roslyn Kunin and Associates, Inc.
Summary of Human Resource Strategies
There are two major issues for this sector in getting the skills and
personnel required.
First, there are not enough skilled marine
personnel to fill marine safety inspector positions. Second, there is
an increased focus on interpersonal skills for occupations in this
sector.
Government either recruits from skilled personnel from other
sectors or trains people in-house. According to industry sources,
the most important thing for this sector is getting people into marine
industry occupations.
For this to happen, increased industry
awareness is needed, along with an improvement in how marine
occupations are perceived.
Human resource strategies for this occupation include:

Educating school leavers about opportunities in the marine
industry, by going into high schools and the internet;

Improving the image of careers within the marine industry;
and

Expanding the number of places in marine institutes for
students.
Government
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Roslyn Kunin and Associates, Inc.
Sector:
Services
Services
Roslyn Kunin and Associates, Inc.
Table of Contents
Executive Summary .............................................................................................. 2
Overview of Sector................................................................................................ 3
Labour Market Conditions ................................................................................. 3
Employers ...................................................................................................... 4
Key Occupations ............................................................................................... 6
Occupations .......................................................................................................... 8
Occupational Profiles ........................................................................................ 8
Surveyors – marine and cargo ....................................................................... 8
Pilots – coastal and Fraser River ................................................................. 11
Trainers/Instructors ...................................................................................... 13
Launch Masters ........................................................................................... 15
Marine Engineers......................................................................................... 17
Dispatchers .................................................................................................. 18
Summary of Human Resource Strategies ........................................................... 20
Services
Roslyn Kunin and Associates, Inc.
Executive Summary
Both surveying and pilotage are expecting problematic skill
shortages in the coming decade. There is insufficient experienced
backfill to replace retiring workers. Experience is vital in this sector.
The key occupations in this sector are:

Surveyors – Marine and Cargo,

Pilots – Fraser River and coastal, and

Trainers/Instructors.
A major barrier to recruiting sufficient numbers of pilots is the
requirement that all pilots must possess 100% coastal knowledge.
As recruiting with this requirement becomes more difficult, steps will
need to modify the requirement.
Currently, the Pacific Pilotage
Authority has implemented a program to help pilots fill holes in their
knowledge of BC’s coast, to remedy this skill shortage in the short
term.
Human resource strategies to address the coming skill shortages
are:

Inform school leavers of the opportunities in the marine
industry in general, and the services sector in particular, to
increase
the
numbers
of
new
entrants
to
industry
occupations;

Lobby government to ensure that federal regulations and
policies are in line with industry needs; and

Alter the pilotage structure so that 100% coastal knowledge
is no longer necessary, allowing pilots to specialize in certain
coastal areas or ports.
Services
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Roslyn Kunin and Associates, Inc.
Overview of Sector
Labour Market Conditions
There are three occupations in this sector that are expected to
experience problematic skill shortages in the next decade:
surveyors, pilots and trainers. The main reason for these expected
shortages is the retirement of experienced workers without
sufficient backfill.
In the case of surveyors, the current workforce has a lot of
experience in both operations and inspection.
It is getting
increasingly difficult to find new entrants to the occupation with both
technical and operations experience. It is more common to find
people with only technical knowledge, and limited experience. The
labour market for specialists in this area is global, and employment
opportunities are good for people with the required skills. Demand
for surveyors tends to increase with the number of ships in service.
This is particularly true for cargo surveyors, as more ships in
service means more cargo to survey on a regular basis. With the
current trend in ship and component design towards improving fuel
efficiency, increasing reliability and decreasing maintenance costs,
quality surveying is even more important.
Technological change will have some effects on this sector in the
coming years. Across all industries, entry-level positions require a
higher degree of computer literacy.
sector as well.
This trend is found in this
The use of simulation technology in training
programs is increasing, meaning that trainers will have to be
proficient in their operation. Changing ship technology and design
Services
3
Roslyn Kunin and Associates, Inc.
will affect the jobs of surveyors, in terms of both the demand of
surveyors and the duties involved.
Employers
Marine and Cargo Surveyors
Surveyors work either for the government, a classification society,
for a private company or for themselves, as independent
contractors.
Operating in British Columbia are a number of international
surveying organizations, or local consultancies with affiliations and
agreements with other global inspection companies.
Surveyors
work out of all major port cities in BC.
The market for specialist surveyors, inspectors and investigators is
global, as are the employers. Many surveying companies have
offices all over the world, offering a complete array of surveying and
inspection services. Other companies operating in BC are smaller
companies
with
experienced
surveyors
who
have
started
consultancies after obtaining experience with the Government and
Classification Societies.
Classification Societies
As an employer of surveyors, Classification Societies perform a
vital function in the marine industry. These societies develop the
regulations and requirements necessary for ships of certain
classes. This includes ship classification, statutory classification,
fuel testing procedures, and more. These societies review design
Services
4
Roslyn Kunin and Associates, Inc.
plans for new ship construction, supervise the building process and
witness the testing of new components. Many also offer training
courses for surveyors.
Government
Government
is
another
important
employer
of
surveyors.
Surveyors working for government develop regulations for ship
classification.
Pacific Pilotage Authority
The Pacific Pilotage Authority is responsible for providing pilots for
Coastal BC and the Fraser River. It employs 108 Coastal Pilots
and 11 Fraser River Pilots.
Educational Institutions
Universities and colleges employ instructors to provide training for
new entrants to the industry and experienced workers.
BCIT
Marine Campus provides to widest array of marine programs in BC.
Services
5
Roslyn Kunin and Associates, Inc.
Key Occupations
Occupation Skills,
Training and
Demograp
Shortage
hic Profile
Currentl 3-5
Experience
Surveyors
 Master
 Average
Human
5-10
y
Years Years
None
Mild
Resources
Strategies
Moderate  Inform school
(Cargo and
Mariner,
age
Marine)
Class One
between
Engineering
50-65
government about
Certificate, or
years
industry needs
Naval
leavers
 Inform
 Nearly, if
 Bring in new
Architecture
not
people to train
degree
actually,
under existing
100%
expert staff
 Extensive
marine
male,
knowledge
and
experience
 Master
Pilots
(Coastal
Mariner
and Fraser  100% coastal
 Average
None
None
Mild
age is 52
structure so that
years old
100% coastal
knowledge or  100% male
River)
Fraser river
 Change pilotage
knowledge is not
 Canadian
necessary
knowledge
Instructors  Master
Services
 Average
None
None
Mild
 Facilitate the
Mariner
age
acquisition of
certification,
between 50
Canadian
or First Class
and 55
qualifications for
Engineering
 100% male
experienced
ticket
 Canadian
personnel from
6
Roslyn Kunin and Associates, Inc.
 Canadian
or
outside Canada
 Develop methods
qualifications
immigrant
required
with
through which
Canadian
Canadians can
qualificatio
get sufficient deep
ns
sea experience to
 BC teacher
training
 Many from
obtain necessary
India
Services
qualifications
7
Roslyn Kunin and Associates, Inc.
Occupations
Surveyors – Cargo and Marine
Pilots – Coastal and Fraser River
Trainers/Instructors
Launch Masters (or “Skippers”)
Engineers
Dispatchers
Deckhands
Occupational Profiles
Surveyors – marine and cargo
Surveyors’ duties include:

Performing inspections of passenger and cargo ships,
fishing vessels, pleasure crafts and yachts;

Ensuring a vessel’s construction, machinery, equipment and
cargo
meet
government,
classification
society
and
international marine regulations; and

Developing specifications for ship construction.
Surveyors work for governments, classification societies and
private companies.
ensure
safety
Government marine surveyors develop and
regulations
and
construction
standards.
Classification Society Marine Surveyors develop the standards
required for their class, and examine accident damage. Private
marine surveyors inspect cargoes, investigate accidents at sea and
prepare accident reports for insurance purposes.
Services
8
Roslyn Kunin and Associates, Inc.
Surveyors fall under the NOC classification 2262, Engineering
Inspectors and Regulatory Officers.
The NOC description is
cursory and does not capture the diversity of the work of marine
and cargo surveyors and inspectors.
Demographics
Demographic characteristics of Surveyors in BC include:

Average age is between 50 and 65 years

Nearly, if not actually, 100% male

Canadian or landed immigrant

Global retirement wave expected in next 5 to 10 years
Experience/Career Path
For surveyors for large ships, the career path tends to be getting
training at a marine college, such as the Marine Campus BCIT, and
then going through the ranks at sea. This time at sea would be
used to gain critical operations experience. After obtaining the rank
of Superintendent, the officer would then join either the government
or a classification society. The surveyor could then specialize, to
become an inspector or investigator, for a specific purpose, for
example chemical, oil and gas cargo ships.
For small vessels, the career path could be the same as that
mentioned above, or surveyors could come out of naval
architecture, the small boat building industry, or even the Coast
Guard.
Education and Training Requirements and Gaps
Services
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Roslyn Kunin and Associates, Inc.
Surveyors working in the field now will have either a Master Mariner
or Class One Engineering Certificate of Competency, or a
university degree before becoming a surveyor.
Success in the
industry is almost entirely based on reputation.
Successful
surveyors in the industry now have had years of operational
experience aboard ship, combined with technical knowledge.
Degree of Shortage
The market for surveyors, like many occupations in shipping, is
international.
Currently, there is not a significant shortage for
surveyors. At present, surveyors who specialize in all areas are
available, if not in British Columbia, then in Europe or Asia. This
will change as the number of retirements per year increases and
the fleet expands.
Predicted skill shortages in this occupation are as follows:

Currently, none

3-5 years, mild

5-10 years, moderate
These skill shortages will be more extreme for specialist surveyors,
inspectors and investigators.
The market is global, and these
shortages are expected to be so as well.
The retirement of
qualified, experienced people will occur globally in the near future,
without newer surveyors with the necessary specialist knowledge
available to replace them.
Human Resource Strategies
Strategies to remedy projected shortages include:
Services
10
Roslyn Kunin and Associates, Inc.

Educating
school
leavers
about
marine
industry
opportunities,

Helping the Federal government to understand the industry,
recognizing that if Canada is without a merchant navy,
education and certification will always be a problem, and

Simplifying the certification system for ships, so that owners
and operators are not being placated, but are having to
upgrade their vessels to conform to set standards of
certification.
Pilots – coastal and Fraser River
Pilots guide ships through difficult waters going into or out of a
harbour along the coast of British Columbia and in the Fraser
River. The Pacific Pilotage Authority aims to provide safe, reliable
and efficient marine pilotage and related services in the Coastal
waters of British Columbia including the Fraser River.
Pilots fall under the NOC classification 2273 Deck Officers, Water
Transport. The NOC profile of this occupational group provides a
details regarding educational requirements and duties required for
this
and
related
professions
similar
to
representatives.
Demographics
Demographic characteristics of Pilots include:
Services

Average age is 52,

100% male

Canadian

108 Coastal Pilots
11
those
of
industry
Roslyn Kunin and Associates, Inc.

11 Fraser River Pilots
Experience/Career Path
Pilots are recruited from the local marine industry. These workers
will have graduated from a marine institute, ascended through the
ranks at sea, usually working on a ship under another flag, and
developed coastal or Fraser River knowledge during that time, to
be eligible to write the exam.
Education and Training Requirements and Gaps
Pilots working for the Pacific Pilotage Authority come to the position
as Master Mariners. They bring around 20 years experience to the
position.
In order to be eligible to write the pilot’s exam held every autumn,
candidates must have:

Coast wide or Fraser River knowledge

Master’s Ticket

1000 Watch keeping days
Since Pilots are already skilled mariners, technological changes in
the industry have already been incorporated into their experience.
Technological change may become a barrier to getting skilled
personnel in five to ten years, but it is not currently an issue.
Lack of 100% coastal knowledge is a barrier to getting skilled
personnel. The PPA currently runs a feeder program, called the
Familiarity Program, to aid prospective employees fill any gaps in
their coastal knowledge.
Services
12
Roslyn Kunin and Associates, Inc.
Degree of Shortage
Predicted shortages for Pilots are:

Currently, none

3-5 years, none

5-10 years, mild
Retirements are occurring at a steady rate of four per year for
Pilots, and are expected to continue at that rate. PPA hiring will be
on a replacement basis only.
Human Resources Strategies
Strategies to remedy projected shortages include:

Changing the entire pilotage structure such that 100%
coastal knowledge is no longer necessary, and pilots can
operate out of one port,
Trainers/Instructors
There are two major types of marine instructors.
The first is
nautical. Nautical instructors will teach skills related to deck crews
and officers. The other major type is engineering. Engineering
instructors will teach skills related to engineering crews and
officers. Other types of instructors include electrical engineering
and academic physics.
Instructors are also needed for related
programs such as trades or naval architecture.
Services
13
Roslyn Kunin and Associates, Inc.
As technology improves and marine regulations change, trainers
must become proficient in the use and instruction of new
equipment, including bridge simulators.
The NOC classification for these instructors is 4131 College and
Other Vocational Instructors.
Demographics
Demographic characteristics of instructors include:

Average age is between 50 and 55,

100% male

Canadian, or landed immigrant

Many from Asia, especially India
Experience/Career Path
Industry regulations require that instructors of marine programs
have certain Canadian certifications.
In order to obtain these
qualifications, instructors must have spent a significant period of
time at sea, moving through the ranks in their particular field. Good
pay and benefits mean that instructors tend to remain in the
occupation until retirement.
Education and Training Requirements and Gaps
To become an instructor for a marine program, the following
qualifications are required:
Services

Master Mariner certificate, with related experience, or

First Class Engineering certificate with related experience.
14
Roslyn Kunin and Associates, Inc.
These qualifications must be Canadian. Those who have obtained
their qualifications elsewhere must secure their Canadian tickets
before being allowed to teach. Also required is the completion of
some teacher training, and passing an assessment of teaching
abilities.
Degree of Shortage
Predicted shortages for this occupation are:

Currently, none

3-5 years, none

5-10 years, mild
There is a low turnover in this occupation. The coming vacancies
are due to expected retirements. There are new trainer positions
opening in BC, but most new hiring is for replacement purposes.
Human Resources Strategies
Strategies to remedy projected shortages include:

Facilitating the acquisition of Canadian qualifications for
experienced personnel from outside Canada;

Developing methods through which Canadians can get
sufficient
deep
sea
experience
to
obtain
qualifications; and

Attracting more workers to the marine industry.
Launch Masters
Services
15
necessary
Roslyn Kunin and Associates, Inc.
Launch Masters in the services sector of the marine industry
operate small boats to transport pilots to and from ships. They are
employed by the Pacific Pilotage Authority.
Launch Masters fall under the NOC classification 7436 Boat
Operators.
Again, the NOC profile describes the duties and
requirements in a similar manner to the descriptions by industry
representatives.
Demographics
Demographic characteristics of Pilots include:

Average age is 45,

100% male

Canadian

15 Launch masters
Experience/Career Path
These workers will have graduated from a marine institute,
ascended through the ranks, usually at deep sea, to obtain the level
of certification required for this position.
Education and Training Requirements and Gaps
Current launch masters have the master’s certificate necessary for
operating small crafts, and marine experience.
Launch master qualifications include:

Services
350 Ton Master’s Ticket
16
Roslyn Kunin and Associates, Inc.
Degree of Shortage
Predicted shortages for Launch Masters are:

Currently, none

3-5 years, none

5-10 years, mild
Human Resource Strategies
Human resource strategies for this occupation include:

Educating
school
leavers
about
marine
industry
opportunities; and

Improving image of marine careers.
Marine Engineers
Marine engineers perform a variety of duties within the marine
industry, and within the services sector. They are employed by the
Pacific Pilotage Authority, to take care of their launches, and to
perform other duties.
The NOC classification for Marine Engineers is 2148 Other
Professional Engineers.
The NOC profile is fairly detailed and
consistent with industry descriptions.
Demographics
Demographic characteristics of Marine Engineers include:
Services

Average age is 45

100% male

Canadian
17
Roslyn Kunin and Associates, Inc.

Seven engineers at PPA
Experience/Career Path
Engineers will typically have a degree or certification in Marine
Engineering from a marine institute.
Education and Training Requirements and Gaps
Engineer qualifications include:

Engineer’s Ticket up to a certain level
Degree of Shortage
Predicted skill shortages for Marine Engineers are:

Currently, none

3-5 years, none

5-10 years, mild
Human Resource Strategies
Strategies to remedy projected shortages include:

Educating
school
leavers
about
marine
industry
opportunities;

Improving image of marine careers; and

Increasing number of student places in marine institutes.
Dispatchers
Dispatchers control the departures of ships according to
weather conditions and in the interest of efficient service.
Services
18
Roslyn Kunin and Associates, Inc.
Their NOC classification is 2275 Railway Traffic Regulators
and Marine Traffic Regulators.
Demographics
There is no demographic information on this occupation.
Experience/Career Path
There is no specific career path to enter this occupation.
Education and Training Requirements and Gaps
On-the-job training is provided.
Degree of Shortage
No shortages are projected for this occupation.
Human Resource Strategies
There are no suggested human resource strategies for this
occupation.
Services
19
Roslyn Kunin and Associates, Inc.
Summary of Human Resource Strategies
Perhaps the most important human resource strategy for this area
of the marine industry is the need for increased industry
awareness. This includes:

The need for the education of young people about career
options in the marine industry, and

The need for government regulators and overseers to have a
better and more complete understanding of the industry and
its unique requirements.
Another theme of the primary research done was that some
simplification of the industry is needed.

Simplification of classification structures would aid the
surveying portion of the sector.

More
simple
knowledge
requirements
for
pilots,
i.e.
knowledge of specific ports rather than 100% coastal
knowledge, would aid in the recruitment of pilots.
Services
20
Roslyn Kunin and Associates, Inc.
Appendix A:
Methodology
Roslyn Kunin and Associates, Inc.
Methodology
The methodology used for this study was to gather and analyze
existing information through primary and secondary research to
provide an overview of the marine labour market in BC. Surveys, of
employers and other relevant organizations, including training institutions,
labour organizations, and professional/certification authorities, were
conducted by telephone and by email.
The secondary research augments the information obtained from
employers and other relevant organizations with respect to occupational
information, counts, trends, skills required and other characteristics.
Appendix A
1
Roslyn Kunin and Associates, Inc.
Questionnaire
Key Informant Identification Information:
Date:
Interviewee:
Phone Number:
Marine Sector:
□ Coastal Freight
□ Stevedores /
Terminal Operators
Company:
Position:
Email:
□ Coastal Passenger
□ Deep Sea
Shipping including
Owners, Agents and
Managers
□ Ports
□ Shipbuilding,
Repair, Naval
Architects
□ Services including □ Government
Pilots, Marine and
(DFO fisheries
Cargo Surveyors
officers)
Sub-sector(s):
Summary overview of company’s activities:
Operations in British Columbia:
□ North Coast
□ Central Coast
□ Lower Mainland
□ Vancouver Island
QUESTIONS
Occupations of workers and shortages/surpluses
1. What are the occupations of your workers (list and briefly describe, in order of
importance)?
2. Do you see growth or decline in employment numbers for main occupations?
Appendix A
2
Roslyn Kunin and Associates, Inc.
3. What skills / occupations are in short supply now, and do you see trends emerging
in this regard for specific occupations? How is your organisation addressing the
skills shortages?
4. Do you anticipate occupational skills shortages in the future (3-5 years, 5-10
years)? Among the skills discussed above, please rank shortages (“mild”,
“moderate”, “severe”), and if possible, provide estimates of vacancies or planned
hires:
Skills Shortages Estimates
Occupation
Currently
3-5 Years
5-10 Years
5. Are some regions of BC experiencing more skills shortages than others, or are the
shortages more localised?
6. How are the occupations you require changing over time? Do you anticipate shifts
in the types of skills and occupations you will need in future (3-5 years, 5-10
years)? Please provide a comment on the reason(s) for the shift(s).
Appendix A
3
Roslyn Kunin and Associates, Inc.
7. To what extent is mechanisation, technology change, computerisation, or other
job-process factors affecting the skills and training you require? What specific
occupations are being most affected by these changes?
8. How transferable are employees from one occupation into another occupation
(on-shore to on-shore, or off-shore to on-shore)? Are these migrations possible, or
are skills required very specific for each occupation?
9. Are you experiencing employee retention problems? If so, what do you think are
the reasons for this?
10. What are your sources for recruitment for key positions (e.g., other countries, east
coast, others), and what difficulties do you forsee in future with these recruitment
practices?
Training and Qualifications
11. What are the typical training and qualification requirements for key occupations
(please provide information on qualifications required e.g., technical training,
Ministry of Transport or other licenses, journeyman credentials, etc.)?
12. What educational institutions provide the training and qualifications you require
(in Canada, and in other countries)?
Appendix A
4
Roslyn Kunin and Associates, Inc.
13. Are there any issues you face regarding the quality of, or your ability to recognise,
training and qualifications provided / obtained in other countries?
14. Do you feel there are any gaps emerging between the skills and training you
require, and the skills and training offered by Canadian educational institutions?
15. What improvements or modifications to existing Canadian training programs
would help to provide the skills that you require (now and in future)?
16. Are there any other blockages you are experiencing regarding adequate supply of
suitably trained personnel?
17. How is your organisation addressing skills and training gaps, and other blockages
(if any) now?
18. To what extent do you routinely provide occupational training? In each key
occupation discussed above, does your organisation employ entry level personnel
and provide training (either in-house, or by a third party), or do you focus on
recruiting qualified and experienced candidates?
Demographic Trends
19. What are general demographic profiles of the occupations that you employ (age,
gender, country of origin, others)?
Appendix A
5
Roslyn Kunin and Associates, Inc.
20. Do you expect many workers to retire, and if so, will this lead to new job
openings (i.e., will new hiring be done to replace retiring workers)?
21. Are there any demographic trends that are affecting your recruitment
requirements for key occupations?
Other Questions
22. Is there anything you recommend we obtain from the Internet, or from another
source?
23. Do you have any materials (i.e., figures, charts, reports, data) that you could share
with us regarding marine sector labour demand and supply in BC?
24. Do you have any other comments, ideas, suggestions, information, or names of
other contacts for us to interview as part of this study?
Thank you!
Appendix A
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Roslyn Kunin and Associates, Inc.
Appendix B:
Statistics, Employers, Occupations
Roslyn Kunin and Associates, Inc.
Coastal
Freight
Deep-sea
Coastal
owning,
Passenger agents
Ports
Ship-building/
Stevedores/ Repair/
Terminals
Naval Architects
Government
Marine Support
Service
Occupation
Barge Crane operator
Barge Loader
Barge Repair
Coordinator
Barge Superintendent
Bulk Operator
Cargo Coordinator
Cargo Surveyor
Carpenter
Cashier
Catering Attendent
Catering Supervisor
Caulker
Cleaner
Coffee Shop Attendant
Cook - Chief, Second,
Third
Crane operator
Crew Dispatcher/Staff
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
Roslyn Kunin and Associates, Inc.
Scheduler
Deckhand/Able
Seaman/Cook-Deckhand
Diesel Mechanic
Dispatcher
Draftsman/Drafting
Technologist
Drydock operator
Electrician
Engine fitter
Engineer - Chief/Senior
(Marine/Port Eng.,
Marine Surveyor/Safety
Eng.)
Engineer - Second/Third
Engineering
Technologist/Technician
Fabricator - Pipe Fitter
Fitter - Steel or
Aluminum
Forklift Operator
Galley helper
Greaser
Harbour Master/Marine
Ops.
Head Loader (Log barge)
Joiner
Labourer
Launch Master
Layout person - Metal
Fabrication
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
XX
X
X
X
X
X
X
X
X
X
X
X
X
X
Roslyn Kunin and Associates, Inc.
Lining/Ceiling installer
Loftsman
Log Barge Mechanic
Log Barge
Superintendent
Machinist
Marine Safety Inspector
(Elect. Eng.)
Marine Safety Inspector
(Nav. Arch.)
Marine
Superintendent/Port
Captain
Master/Captain/Safety
Insp - Master
Mariner/Pilot
Mate/Chief Officer
Mate - Second
Mechanic - Diesel
Mechanic - Heavy Duty
Millwright
Naval Architect
Oil Bargeman
Oiler/Engine Room
Assistant
Painter
Patrol Staff
Plumber
Port
Engineer/Engineering
Super.
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
Roslyn Kunin and Associates, Inc.
Project
Manager/Shipyard
Manager
Rail Coordinator
Sandblaster
Sheet metal worker
Shift tug deckhand
Shipwright
Shore mechanic - Barge
Mill Inspector
Steward - Chief
Steward/storekeeper
Surveyor - Cargo
Surveyor - Marine
Terminal Maintenance
Supervisor
Terminal Manager
Terminal Ship Tender
Tower Controller
Trackman
Traffic Supervisor
Truck Driver
Welder
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
Roslyn Kunin and Associates, Inc.
Spreadsheets
LFS Data
Census Data
Census Data 2
Occupations
Employers
Roslyn Kunin and Associates, Inc.
Appendix C:
Secondary Sources
Roslyn Kunin and Associates, Inc.
BCIT Pacific Marine Training Institute
http://www.transportation.bcit.ca/marine/index.html
BC Maritime Employers Association
http://www.bcmea.com/
Business Council of BC. The Third Option: A First Choice. 2003.
Canada Marine Act
http://canada.justice.gc.ca
Canadian Merchant Service Guild
http://www.cmsg-gmmc.ca/
Economic Impact Reports – various BC Ports
Human Resources and Development - NOC
http://www23.hrdc-drhc.gc.ca/2001/e/groups/7.shtml
http://www23.hrdc-drhc.gc.ca/2001/e/generic/nocsearch.asp
Nautical Institute
http://www.nauticalinstitute.ca
OECD. The Availability and Training of Seafarers – Future Impact.
Precious Associates Ltd. In association with Knightsmart Ltd., 2000.
Shipping Facts
www.marisec.org/shippingfacts/keyfactsindex.htm
Transpocity
http://www.careersintransportation.ca/transpocity/careers_in/marine.html
Vancouver Shipyard. Age and Retirement of Seniority Ranked Employees
VSY and VVC. 2005.
Western Transportation Advisory Council
http://www.westac.com/
Also consulted were websites of employers, government and major classification
societies.
Appendix C
1
Roslyn Kunin and Associates, Inc.
Appendix D:
NOC Classification of Marine Occupations
Roslyn Kunin and Associates, Inc.
Occupation by Marine Sector
NOC
Description
Master (Captain)
2273
Deck Officers, Water
Transport Surveyors
Deck Officer (Mate)
2273
Deck Officers, Water
Transport
Engineer
2274
Engineer Officers, Water
Transport
Deckhand (Including Able
Seaman/woman)
7433
Deck Crew, Water Transport
Master (Captain)
2273
Deck Officers, Water
Transport Surveyors
Deck Officer (Mate)
2273
Deck Officers, Water
Transport
Engineer
2274
Engineer Officers, Water
Transport
Deckhand (Including Able
Seaman/woman)
7433
Deck Crew, Water Transport
Cook
6242
Cooks
Engine Room Assistant
7434
Engine Room Crew, Water
Transport
Stewards
6212
Food Service Supervisors
Catering Supervisor
6212
Food Service Supervisors
2273
Deck Officers, Water
Transport Surveyors
Coastal Transport – Freight
Coastal Transport – Passenger
Deep Sea Shipping
Master (Captain)
Appendix D
1
Roslyn Kunin and Associates, Inc.
Deck Officer (Mate)
2273
Deck Officers, Water
Transport
Deck Hand (Including Able
Seaman)
7433
Deck Crew, Water Transport
Engineer
2274
Engineer Officers, Water
Transport
Agent
1236
Customs, Ship and Other
Brokers
Cargo Coordinator
NA
NA
Customer Service Representative
6434
Ticket Agents, Cargo Service
Representatives and Related
Clerks (Except Airline)
Dock Crane Operator
7371
Crane Operators
Dock Gantry Crane Operator
7371
Crane Operators
Foremen
7217
Contractors and Supervisors,
Heavy Construction
Equipment Crews
Health and Safety Officers
0112
Human Resources
Managers (health and safety
coordinator)
Longshore Workers
7451
Longshore Workers
Mechanics (Heavy Duty)
7312
Heavy Duty Equipment
Mechanics
Operations Assistant
7217
Contractors and Supervisors,
Heavy Construction
Equipment Crews
(supervisors of material
handlers)
Rubber Tyred Gantry Operator
7371
Crane Operators
Stevedores and Terminal
Operators
Appendix D
2
Roslyn Kunin and Associates, Inc.
Rail Planners
2275
Railway Traffic Controllers
and Marine Traffic
Controllers
Senior Operations Manager
0721
Facility Operation and
Maintenance Managers
Ship (or Vessel) Planner
NA
NA
Stevedoring Managers
7217
Contractors and Supervisors,
Heavy Construction
Equipment Crews
Superintendent
0713
Transportation Managers
(freight)
Yard Planner (Yard Checker)
NA
NA
Terminal Manager
0016
Senior Managers - Goods
Production, Utilities,
Transportation and
Construction (senior
transportation managers)
Pilot – coastal and Fraser River
2273
Deck Officers, Water
Transport
Surveyor – marine and cargo
2262
Engineering Inspectors and
Regulatory Officers
Launch Master
7436
Boat Operators
Marine Engineer
2148
Other Professional
Engineers
Dispatcher
2275
Railway Traffic Regulators
and Marine Traffic
Regulators
Trainer/Instructor
4131
College and Other
Vocational Instructors
Caulker
9491
Boat Assemblers and
Inspectors
Crane Operator
7371
Crane Operators
Diesel Mechanic
7312
Heavy-Duty Equipment
Services
Ship Building, Repair, Naval
Architects
Appendix D
3
Roslyn Kunin and Associates, Inc.
Mechanics
Drafting Technologists/Technicians
2253
Drafting Technologists and
Technicians
Dry Dock Operator
7435
Lock and Cable Ferry
Operators and Related
Occupations (dry dock
worker – shipbuilding)
Electrician
7242
Industrial Electricians
(shipyard electrician)
Engine Fitters – Millwrights
7316
Machine Fitters
Engineering
Technologist/Technician
2232
Mechanical Engineering
Technologists and
Technicians
Fabricator – Pipe fitter
7252
Steamfitters, Pipe fitters and
Sprinkler System Installers
Fitters – Steel and Aluminum
7263
Structural Metal and
Platework Fabricators and
Fitters
Layout Person – Metal Fabrication
7263
Structural Metal and
Platework Fabricators and
Fitters
Lining/Ceiling Installer
7284
Plasterers, Drywall Installers
and Finishers and Lathers
Machinists
7231
Machinists and Machining
and Tooling Inspectors
Marine Engineers
2148
Other Professional
Engineers
Mechanical Engineer
2132
Mechanical Engineers
Naval Architect
2148
Other Professional
Engineers
Painter
9496
Painters and Coaters –
Industrial
Plumber
7251
Plumbers
Sandblaster
6662
Specialized Cleaners
Sheet Metal Worker
7261
Sheet Metal Workers
Project Manager
Appendix D
4
Roslyn Kunin and Associates, Inc.
Shipwright
7263
Structural Metal and
Platework Fabricators and
Fitters
Surveyor
2262
Engineering Inspectors and
Regulatory Officers
(surveyors)
Boat Assemblers and
Inspectors (hull surveyors)
9491
Trades Supervisors
7211
Supervisors, Machinists and
Related Occupations
Contractors and Supervisors,
Pipefitting Trades
7213
Contractors and Supervisors,
Metal Forming, Shaping and
Erecting Trades
7214
Contractors and Supervisors,
Carpentry Trades
7215
Contractors and Supervisors,
Mechanic Trades
Contractors and Supervisors,
Heavy Construction
Equipment Crews
7216
7217
Welder
7265
Welders and Related
Machine Operators
2148, 2262?
Other Professional
Engineers n.e.c.,
Engineering Inspectors and
Regulatory Officers
2273
Deck Officers, Water
Transport
Government
Marine Safety Inspector –
Engineer
Marine Safety Inspector – Master
Mariner
Marine Safety Inspector – Naval
Architect
Marine Security Inspector
Ports
Boat Masters
Appendix D
5
Roslyn Kunin and Associates, Inc.
Carpenter
7271
Carpenters
Coordinator
1215
Supervisors, Recording,
Distributing and Scheduling
Occupations
Director/Manager of Engineering
and Maintenance
0721
Facility Operation and
Maintenance Managers
Drafting Technologists/Technicians
2253
Drafting Technologists and
Technicians
Electricians
7242
Industrial Electricians
Engineering
Technologist/Technician
2232
Mechanical Engineering
Technologists and
Technicians
Harbour Master/Marine Operations
0721
Facility Operation and
Maintenance Managers
Harbour Patrol Officers/ Patrol
Staff
2273
Deck Officers, Water
Transport
Painter
9496
Painters and Coaters –
Industrial
Plumber
7251
Plumbers
Appendix D
6