contents

CONTENTS

5-6 Henning’s Tale - one maritime instructor returns to teaching as ...7-8 Frank’s Tale - another heads out for a year at sea9-10 UnCrossing Culture - looking at the modern working environment 11-12 Sea-Time Reduced - the fast-track route to a DP ticket13-14 Vetting for Supply - OVID, the launch that could sink 1000 ships15 Tweaser answer - an little slice of trivia for you, the tweaser is below16 News - what’s going on in our Oil & Gas department17-18 Safety - Hogan hosts a one-day seminar in March19-20 New Hoizons - deepwater pilot course on course 21 Course descriptions - details of courses mentioned in articles22 eSea book - the next six months at Maersk Training Svendborg23 Q&A - your questions our answers24 PoopDeck - a lighter look at life at Maersk Training

How to get about eSea

To navigate simply click on the controller at the base of the page or you can turn the pages with a page curl by clicking on a corner and moving the mouse inwards.

Tweaser - WHAT AM I? The indication that I’ve been about for 4,000 years comes from an etching on an Egyptian tomb. I am a classic example of ‘size matters’, but even when at my smallest I’m respected and looked up to when, in reality, I’m invisible when I’m doing my best work.

I’ve changed a bit over time, but only a bit, you’d instantly recognize my great great forebearers. I’ve been used as a savior and an executioner which resulted in me getting my own saint and we used to celebrate this on 23 November, but the day is still marked - what I am is on page 15.

View from the bridgeHenning’s Tale

eSeaEDITORIALKeep Taking the Tablets eSea is a child of technology. We see it as part of the next generation of communication – for those lucky enough to have iPads or a similar tablet, you can read it on the move, the rest of us can log on when deskbound or when our laptops find a wifi signal. You can even print it out, but you’ll miss some of the additional features – like the short video insights into how we train and how the industry performs certain functions.

It is remarkable to think that the world wide web was announced just 20 years ago – it could be argued that no single development has done more to alter our lifestyles. If you’d like to argue please write, we would like this to be a communication platform for the industry and those who are part of it. Learning need not be a bitter pill, just keep on taking the tablets.

Issue 1

z.mags, the driving program for this e-publication, is a Danish invention which in no small way has revolutionized how we shop. Now we’ve taken its potential and hope to create a line of communication which you will respect and enjoy. If there are hiccups please see them as such; Rønne wasn’t built in a day, as they say on Bornholm. It took almost a week.

It was tempting to label this issue a cross-culture special, since its a subject which creeps into several of the stories. Rather like vehicles which fulfill more rugged tasks yet remain sheik downtown, we see eSea as a cross-over publication. Partially web, partially promo, each issue will contain news and training opportunities, set in a brochure-like environment. You will maybe note the ‘eSea Book’ or ‘eSea Response’ buttons which will trigger a response from our Course Administration department. From an editorial point of view we set out with one basic premise, to inform and enlighten with equal weight.

Svendborg, February 2011

Five in the morning, pitch dark, Maersk Handler, using DP, is combating a two and

a half metre swell, a two knot current and a 27 kph wind, as part of a three vessel fleet connecting a pipe to a FPSO in the Santos Basin – Chief Officer Henning Carlsen is on the bridge and 9,193 kilometres from the coffee machine in the lobby of MOSAIC at Maersk Training, Svendborg.

“I was working on the rig, Maersk Pioneer in 1982 and it was aptly named for we were pioneers, living by the seat of our pants – today Brazil is a world-leader in deep water oil recovery,” says Henning from a vessel holding its position 42W 25S, over 2.2 kilometers above the ocean floor.

There have been some more traditional moments for Henning during his tour of duty – he has enjoyed the one-to-one experience of passing knowledge on to those reporting to him. However it is not as straightforward as it might have been when he learnt from his Chief way back in 1982 – “there’s always a snag in paradise,” he exclaims as he outlines how this multi-national crew communicates with each other.

The pipeline to the Floating Production Storage and Offloading vessel, a converted tanker, is one of the final tasks before the ‘marginal field’ starts to produce oil for the growing Brazilian market. It is also one of the final tasks for Henning before he heads back for that cup of coffee. After 13 months at sea, he is not just changing watch, but reverting to a former lifestyle and occupation, as an instructor in the maritime department.

“I look forward to getting back to passing on knowledge but I’m returning with a new view of it,” says Henning. “Classrooms and simulators take you a long way down the road, but out here there’s no ‘re-do, undo’ buttons – here it is for cash. You tend to be more careful, opting for the safer rather than smarter options. The guys here face extreme conditions and greater challenges and I really admire them.”

Henning’s new respect for his fellow seafarers is surprising in that he hasn’t spent his life in the cushioned stability of a classroom – he was keeping watch in the 1980’s when Petrobras only had nine rigs, now with more than 70 drilling rigs plus 40+ offshore production installations , the conditions and equipment have changed almost beyond recognition.

Henning’s Tale

Added to the language situation there are the cultural differences which are total inversions of what Henning is used to in Svendborg.

“Here it is very important to go through their name, where they are from and what they had for breakfast before you get into issues like ‘what side do you want us along’,” says Henning.

As a working environment, Henning has found the field, about 150 nautical miles out from San Paulo, to be just about the most challenging he’s come across. Situated on the very limit of safe helicopter operations, the Brazilian current creates wave conditions that are very different to the North Sea, not too dissimilar to those off the coast of west Africa but there they don’t have the same strong wind. Consequently the jobs are much more interesting.

Back in Svendborg they were starting to think about lunch as Henning prepared to hand over and grab a bite of breakfast. It’s a buffet, no need for the linguistic talents of the first officer, after all an egg’s an egg.

“English is the pivotal language, using a young Brazilian second officer I think in Danish, talk in English and wait for him to transfer the message in Portuguese and then reverse the process. You can only hope he gets it right and nothing is lost or altered in the meantime.”

The danger is in different terms which don’t translate, grapple, J hook and chaser, for instance don’t easily survive going through the conversion. This is recognized as a major issue and there’s an additional employee onboard the Maersk Handler, a fulltime school teacher. Henning, gets an hour’s Portuguese every day, the Brazilians get English. The matter is of such importance that there is a room dedicated as a classroom, a luxury Henning would have enjoyed when in 2009 he taught onboard two supply vessels working off Australia in the Indian Ocean. There he grabbed the mess room but there were always natural interruptions as other crew members passed through.

Maritime instructors switch watch

He’s on something for which there appears to be no one word equivalent in the English language; what the Danes compactly label as ‘turnus’ but in English it translates as an extensive and scheduled programme whereby colleagues rotate from their current position into their former roles for a designated period in order to refresh skills and work practices. Shakespeare added about 1,600 words to the language, he could have done us all a favour by adding turnus.

On turnus fellow maritime instructor and Chief Officer, Henning Carlsen has been at sea for a year and now it is Frank’s turn. ‘The original plan was for us to literally swap seats, but there’s a logistics issue, so currently I’m not sure which vessel I’m joining,’ says Frank. ‘It’s a strange feeling to be going back after four years and I’m really looking forward to it.’

The decision to take part in the turnus programme was a family one. ‘Before finally deciding I asked my eleven year old. She was old enough to remember the days before I started Monday-to-Friday at the training centre, the daddy’s away, daddy’s home routine. Our son at now seven doesn’t,’ says Frank. ‘It’s a question of re-evaluating quality time and my wife is cool about it.’

Frank’s Tale - the other half of the story

Standing by the singularly most important piece of equipment in the MOSAIC

complex, Frank Tügel Madsen pressed all the right buttons, large black, no sugar, no cream. The coffee’s OK, but it might be a bit better where he’s most likely heading to, Brazil.

‘Henning’s been keeping me informed and they are doing a lot of interesting stuff out there in the Brazilian fields and I’m very keen to be part of it,’ Frank points out, citing torpedo anchors as one aspect the Brazilians are experienced in which is relatively new in the North Sea. ‘They’ve had them about ten years. They’re like giant nails weighing up to 100 tons and they just drop them from about 80 metres and let them crash into the ocean bed. Originally they were designed to be left there, but now they have a way of getting them back, well some of them.’

It was back in February 2007 that Frank switched from seafarer to standing in front of a class. The transition wasn’t too awkward because he was in his knowledge comfort zone and the class was people who shared a common bond, a love of the sea. But will going back be so easy? ‘I think it will, hopefully I’ll be able to contribute from a differ-ent level. Being at Maersk Training was rather like seeing the job in 3D, there are additional dimen-sions, an overview and industry-wide, which you don’t easily get when onboard. Working in the office next to the drillers I can see things a little more from their point of view which is only for the good. So I think I’ll be a little more patient,’ he said punching the espresso button three times.

One of the things which makes it ‘cooler’ is the fact that even in four years, much has changed in the way of vessel to shore communicating. ‘Way back then when you’d gone, you’d gone until you pretty well came back, now with acceptable internet connections on most vessels, there is not the same feeling of detachment,’ adds Frank, noting too that his daughter is schooled enough to carry on a reasonable two-way email communication. ‘We can be online most of the day to pick up messages, so we feel there is constant contact.’

Strangely being at home every six weeks for six weeks, Frank might see more of his family than he did up to February 2010. He was one of the main points of contact in the establishment of Maersk Offshore Simulation and Innovation Centre – MOSAIC - and it is fair to say that he did more than his statutory hours and that the project stayed in his mind 24/7.

They say in life you only face disappointment if you go back to something you loved doing or somewhere you loved being, but Frank is looking forward. ‘It’s healthy for instructors to get their hands dirty and keep up with developments in the industry at first hand. We all benefit and I think I’ll be taking back one-to-one communication skills I’ve acquired through being an instructor.’

‘Henning’s been keeping me informed and they are doing a lot of interesting stuff out there in the Brazilian fields and I’m very keen to be part of it,’ Frank points out, citing torpedo anchors as one aspect the Brazilians are experienced in which is relatively new in the North Sea. ‘They’ve had them about ten years. They’re like giant nails weighing up to 100 tons and they just drop them from about 80 metres and let them crash into the ocean bed. Originally they were designed to be left there, but now they have a way of getting them back, well some of them.’

It was back in February 2007 that Frank switched from seafarer to standing in front of a class. The transition wasn’t too awkward because he was in his knowledge comfort zone and the class was people who shared a common bond, a love of the sea.

But will going back be so easy? ‘I think it will, hopefully I’ll be able to contribute from a different level. Being at Maersk Training is rather like seeing the job in 3D, there are additional dimensions, an overview and industry-wide, which you don’t easily get when onboard. Working in the office next to the drillers I can see things a little more from their point of view which is only for the good. So I think I’ll be a little more patient,’ he said punching the espresso button three times.

“It’s healthy for instructors to get their hands dirty . . “

When former president George Bush went to Japan with some American businessmen, they violated Japanese etiquette by making explicit and direct demands on their Japanese hosts. To the Japanese, this kind of behaviour is considered rude. It is also a sign of ignorance. After the visit many analysts believed Bush’s way of communication severely damaged the negotiations and confirmed to the Japanese that Americans are barbarians.

Such situations happen not only in the world of high diplomacy. They happen on a smaller or a bigger scale, everyday, all around the world in all companies that employ an international workforce. Only very few individuals are born with cultural competence, the rest of us have to develop it in order to have a better communication and cooperation with our colleagues, customers, bosses and subordinates. Understanding and appreciating inter-cultural differences endorses building trust and reinforcing relationships.

Unfortunately it is a human tendency to fall into the trap of negative stereotyping when we deal with people from other cultures.

What is stereotyping, one may ask? Looking at the dictionary definition we learn that “stereotyping is a belief about a group that is assumed to hold for all members of the group, based on a biased focus on differences alone”. Complicated matter…

A simple recipe for stereotyping is: we observe a behaviour that is different to ours when one, two or three people come from another culture. Should we not like their behaviour we then assume that since this small representative group behaves that way, then it must be true for the rest of their nation…… We focus only on the small differences in the other culture and not the big picture, even though, this other culture might be 90% similar to ours.

Let me give you an example: ”small talking”, when people speak about matters unrelated to the business at hand. In some cultures people spend a lot of

by Ewa PoulsenChief Instructor

People Skillsepo008@maersktraining.com

“….the single greatest barrier to business success is the one erected by culture”

Edward T. Hall, - anthropologist.

CROSSING CULTURESBRIDGING GAPS

This lock is a symbol

of security of imprisonment

of love

find out which on page 15

time on small talk; in other cultures they don’t. Both sides can become irritated dealing with the opposite culture: those who small talk think that the others are rude and do not care, those who do not small talk, blame “small-talkers” for inefficiency, wasting time, irrelevance etc. So all “small-talkers” become irrelevant, incompetent, and all ” non-talkers” become rude, inhuman, intolerant etc. This is a manifestation of stereotyping….

What is the risk involved in it?

• Focusing only on differences instead of similarities • Judging different behaviour as negative• Ending up with stereotypes

The key aspects of stereotypes are: • Based on a limited view of what is typical (e.g., taking the extreme as representative of the average), • Overestimating the differences• Equating something different with something wrong• Oblivious to individual differences: Not everyone behaves according to the cultural norm – individual personalities mediate between the overall norm and specific behaviours.

The truth is what one person believes to be appropriate behaviour in certain circumstances can be judged as totally inappropriate by others if their systems of beliefs and values are different. These systems of values are developed from an early age and we often share them

with people who have the same cultural upbringing. They are the invisible rules that guide our behaviour and the behaviours of our cultural group. Although we personally may not always conform to these invisible rules ourselves, we usually have a clear idea of what can be considered ‘normal’ behaviour in our own culture.

Instead of following a negative thinking path, ending in conflict and “blame-culture”, both sides should rather consider “why do I react in such a way to my colleague’s behaviour? What is the positive intention behind it?” In order to understand other cultures, we must become aware of how they differ from our own, but the trick is not to become negative over those differences. Focusing on the positive intention behind the behaviour will help us not to be negative.

By exploring our own values and beliefs and those of other cultural groups we can reduce much of the stress from working internationally by predicting how their behaviour may differ from our own and understanding that it is perfectly rational.It is the unpredictability of our interactions with people from other cultures that leads to irritation, anger and frustration.

Going back to “small-talkers” and “non-talkers” - what is the positive intention that lies behind this stereotypical picture?

It is something we call high and low context in communication. For

people coming from low context cultures facts, goals and effects are important. They want to get results and they do not consider personal relations necessary to reach business results. Trust is based on people’s competence and efficiency.

On the other hand, people coming from high context cultures build their trust on personal relations and it is those that really matters and it is them that lead to business results in the future and long lasting cooperation. Small talk is the tool to understand the context and get proper personal relations.

Attitude to small talk is just the tip of the mountain. There are many other dimensions that play role when we work with our international colleagues.

So what can one do here and now to improve relationships, communication and cooperation at work?

1. Always look for the positive intent behind somebody’s behaviour2. Learn to understand how other cultures see things differently by learning something of their culture. Be curious, ask and talk to your international colleagues to learn as much as you can from them3. Learn to see how other cultures might see you4. Be patient and avoid stereotyping individuals5. Think about the advantages of having a variety of cultures 6. Keep your sense of humour!

All it takes to do this is the goodwill to change yourself and to positively influence your work environment.

Dynamic Positioning (DP) is so refined that correctly programmed it can accurately handle just about every sea-going manoeuver. There are even tales within the industry of docking procedures being carried out electronically, but what happens when DP stands for Doesn’t Perform?

Who has the confidence and skills to stand up and take the wheel? It is a problem that is worrying Claus Sørensen, Maersk Supply Services, Chartering and Operations division, CCO.

‘We need our seafarers to feel comfortable in traditional non-technical situations and this means taking time to do things the old way,’ says Claus.

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

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

Here at Maersk Training Svendborg we’re well aware of the benefits, and restrictions, of learning through advanced simulation. ‘Everything we do can only represent 90% of what is possible, the final ten percent is vital and that is what is gained with hands on knowledge and experience,’ says Sales & Marketing Manager Mikael Frank Kofod. ‘We see the whole process being like an iceberg, 90% is hidden, but totally necessary for the ten percent to be able to exist.’

‘That is one of the reasons why we’ve developed a fast-track DP course, Sea-time Reduction, which can take around ten weeks off the certification process,’ he adds.

The way it works is through two intense five day courses each at least 30 days apart and each reducing the required DP time registration at sea by 42 days. The participant can take one or both of the reduction weeks. The first course will be run at MOSAIC in Svendborg during the first week of May – currently there are a few seats available on what is an ‘open’ course - and more are planned later in the year or can be set-up subject to customer requirements.

Sword one; labour saving gadgets have largely only contributed to creating windows of leisure opportunity the other side of the sword being that these opportunities are suddenly shut by people off-loading additional tasks, ‘because now you have the time.’ Sword two; replacement is preferred to repair work as it is more economically viable, eventually closing the door for learning skills which means that reparation is no longer an option.Sword three; spell-check makes learning how to spell unnessessary . . . . sorry unnecessary.

It is the third one that is worrying the shipping industry, but not the ability to spell, the ability to handle a vessel without modern navigational aids.

Technology’s a trio of double-edged swords

Simulator Saves 12 Weeks Sea-time

Click on video to pause or restart it

Maersk Training offers seafarers a

fast-trackDP route

o&g news

In terms of audience retention practice it is hardly the best way to begin an article - by

recommending you look somewhere else, but to get a vivid view of why vetting is an essential part of modern shipping you can’t do much better than by logging on to Parismou’s ‘Caught in the Net.’

Regularly they feature funnels literally held together by gaffer tape, fire hoses which work like garden sprinkler systems, showers that don’t, galleys where you shouldn’t even think of cooking – the list is as long as it is amazing.

With the launch on the first of this year of OVID, the Offshore Vessel Inspection Database, there is a hope that the list won’t necessarily grow. Most of the current culprits ‘caught in the net’ in are small line, shallow-water operators, but as Søren Segel, MT Svendborg’s chief maritime instructor points out, most of the dramatic news-grabbing incidents which maybe could have been avoided by an inspection, involve the big boys.

‘With Tory Canyon, Herald of Free Enterprise, Exxon Valdez, the Estonia, the causes were disproportionate to the consequences – relatively small things which triggered the disasters and because they involved western culture were magnified by the media,’ explains Søren. ‘I’m not saying the oil spillages and loss of life were exaggerated, but compared to the state of a number of vessels out there, they were ship-shape.’

VETTING

Maersk Training Group Completes North Sea

Triangle

Forget London, Paris, Rome, its Aberdeen, Esbjerg and Stavanger that matter in the

European oil industry. Maersk Training, as part of its strategy to become a truly global provider of specialist training by 2015, has just completed the triangle. In January they signed an agreement with Petcon IPC in Norway to acquire control of their Stavanger operation.

Full story on page 16.

Six of the BestClient attention doesn’t get much more

concentrated than this – MT Svendborg has run a pilot course where six instructors from three departments took part, for just ten participants!

The oil & gas course for Maersk Drilling focused on the preventable circumstances which have as the search for resources has meant working in ever deeper water, dramatically damaged the industry’s safety record. Titled Deepwater Well Control it was held over five days and the first perfected course will be conducted in week 12. This will be the first in a series for the crews of Maersk Drilling’s semi-sub fleet. Full story on page 20.

The vetting process is largely driven by the companies which hire the vessels, not the owners. Tankers have long been the subject of such professional scrutiny, driven by the desire of the oil majors to protect their cargos. But it is not just the crude oil they wish to arrive intact it is their reputation they wish to protect.

‘Look at the Deepwater disaster, the rig was owned and presumably maintained by Transocean but the guys renting it, BP, got covered in the blame,’ Søren points out.

Exactly what disasters vetting inspections have prevented is impossible to evaluate – it’s just a cool logic which says a stitch in time saves more than time. The expansion into the offshore arena will take time to fully implement since the inspectors need to broaden their own knowledge base, but it will happen.

As part of the process Maersk Training in Svendborg plans to organize a series of seminars. The first was held just before the Christmas break. It coincided with just about the coldest day of the year, half a metre of snow and the only way delegates could have been assured of getting there was by ice-breaker. However a team from a local tanker company did make it.

‘It was great, we concentrated on issues which affected their own particular operation and from our point of view managed to get across two messages we thought that a local company should already have, but didn’t. They were surprised to find that we are an open facility, happy to train any flag and secondly that we are very competitive, costwise,’ says Søren.

The day-long conference was conducted by Søren along with Søren Johansson from Triton Shipping and included input from Sire inspector Michael Quain. One idea to emerge was that a compacted version could be incorporated into other maritime courses, maximizing the learning process at Maersk Training Svendborg.

On the pure vetting front four OVID courses are currently scheduled for 2011 under the course name Vetting for Supply. The first is on 14-15 April with 18-19 May, 7-8 September and 10-11 November following. Course description is on page 17.

Thank you to parismou.org for allowing us to use photos on this page from their

*Caught In The Net’ site

I AM...St Clement’s feast day is on 23 November, a day set aside to mark the execution of a fourth century Pope who was killed by being drowned, tied to

. . . . . an anchor. For his painful death Clement became the patron saint of anchorsmiths. Today there are great beasts of anchors, but when they first emerged it was only because boats themselves were getting too big to haul up on land. Crooked sticks with stones attached worked, but once ships grew again a more inventive approach was needed. Around 850BC they discovered a forged lump of bronze with two arms worked well, but with no stock – that came about 500 years later. That style was found on coins and then lost and then re-invented, lost and re-invented with the next breakthrough being the forging of iron anchors with wooden stocks in the east of England in 573AD. The anchor has become the symbol of stability and security and found its way into many naval cap badges and insignia, onto cigarette packets and NZ butter. It’s also commonly used in pub names and signs and at least one of the common practices in taking quick action has lead itself into common usage – the hauling in of an anchor takes time and when under threat of attack, it was often better

answer from page 8

Love Naturally!

Bridge of Love, Odessa, UkraineOverlooking the port there’s a pedestrian bridge where lovers, and newly-weds, seal their affection by attaching a lock with their initials inscribed.

What is not outwardly clear is what they do with the key or keys. Do they throw them away as a sign of never needing to unlock their love, do they keep a key each should there be a need to re-negotiate the relationship, or a single key, does that become an issue in any divorce settlement?

tweaser

tweaser

Stavanger Branch CapsNorth Sea Training NeedsMaersk Training Group Press Release

Maersk Training has signed an agreement to acquire the shares in Stavanger-based drilling training company Petcon IPC. The acquisition not only strengthens the company’s ability to deliver high quality training around the North Sea, but is also an important step in growing the newly founded training company “Maersk Training”.

‘With the acquisition of Petcon IPC we are creating a one-stop supplier where oil and gas companies operating in Norway can get all training needs fulfilled,’ says Chief Commercial Officer Hans Bloch-Kjær.

‘And with key partnerships including JM Campbell, Aspentech and other unique partners we are capable of delivering training in everything from production, drilling, safety, survival, communications, leadership, administrative services and much more,’ he says.

‘2010 was an important year for Maersk Training where we decided to become a truly global training and learning provider, opening our doors to any customer who wants to experience the considerable return on investment when training is tailored and executed by industry craftsmen, delivering courses around the world with enthusiasm and expertise. The acquisition of Petcon IPC is the first step of the 2015 strategy for Maersk Training,’ says chairman of the board Jesper T. Lok.

In 2010 Maersk Training Centre merged with Svitzer Safety Services becoming Maersk Training and creating a global training provider with centres in Svendborg and Esbjerg in Denmark, Newcastle and Aberdeen in UK, Chennai in India and Port Harcourt in Nigeria.

Maersk Training, a global leading learning provider to the maritime, offshore and wind industries, requires an ambitious and dynamic chief instructor to head the safety and security department. The ability, or potential and willingness, to pass on experience and knowledge, are fundamental qualities being sought after.

Based in Svendborg, the focus will be on developing and conducting courses and other activities within safety and security to be delivered worldwide. The successful candidate will be head of an innovative department constantly working with the development of new state-of-the-art training programmes in accordance with the requirements of the industry.

A background in maritime, naval or coastguard service or nautical administration is desirable and experience as a Ship Security Officer or ISPS Company Security Officer would be advantageous. Knowledge and understanding of maritime counter-piracy and exposure to maritime crisis incident management is beneficial as is some training in counseling, coaching or Psychological First Aid.

For the right person there will be considerable potential in this exciting and challenging job in an international environment. You do not need to be an experienced trainer as we will coach you in developing the necessary pedagogical and presentational skills. It is a demanding role and in recognition of this we offer attractive conditions.

For further information please contact Operations Manager Tonny M. Moeller on +45 63 21 99 35, Managing Director Frank Faxoe on +45 63 21 99 02 or visit www.maersktraining.com/careers. Please forward your application via email: tmm001@maersktraining.com as soon as possible. Please do not hesitate with your application as we will process the incoming applications concurrently.

C a r e e r s w i t h

Maersk TrainingSvendborg

Chief InstructorSafety & Security

eSea tours Maersk TrainingSvendborg

Click on one of the three buildings

Main block

HotelMOSAIC

It was a day of situational questions for the participants in a

seminar in which Ryan Ross and Craig Pourciau

(front left and right)flew in from the States to introduce the Hogan

SafeSystem to aselect group of relevant

Maersk Training instructors and guests.

The American firm have a long-established global reputation for

finding the right people to do the right job – now they have

developed their selection process to create a SafeSystem which

recognizes that most safety procedures are built on process,

but that it is people who cause most accidents and by addressing

them first you gain a safer environment.

Precaution is better than cure ~Edward Coke

Safety doesn’t happen by accident ~ anonymous

Luck runs out but safety is good for life ~anonymous

Working without safety is a dead-end job ~anonymous

Better a thousand times careful than once dead ~Proverb

Prepare and prevent, don’t repair and repent. ~Anonymous

For safety is not a gadget but a state of mind ~ Eleanor Everet

The door to safety swings on the hinges of common sense ~anonymous

Working safely may get old, but so do those who practise it ~anonymous

Out of this nettle danger, we pluck this flower, safety ~ William Shakespeare

‘Five of the most inspiring days I’ve had in my working life’

Billy Jenkins, Driller, Maersk Deliverer

Beyondthe Horizon

There was a realistic and genuine concern that the instructors’ might be out of their depth,

quite literally. Since day one in 1978 we’ve been teaching drilling techniques at Maersk Training, but our instructors, to a man, have worked on sea-floor supported rigs. For five days in February they would be in deeper water, conducting the pilot Advanced Deepwater Well Control.

‘It was a concern and one of the suggestions to emerge was that we gain some familiarization with the semi-subs,’ explains MT drilling instructor, Martin Johan Bülow, ‘but the fact that we are shallow people didn’t matter, what we were trying to get across knows few borders. Good practise, good sense, good safety. Added to that we had supurb support from experts at MD. ’

The new course is in response to Maersk Drilling’s view that the industry must take to heart the lessons to be learned from recent negative events and restore confidence within our business”.

Certainly one of the nine participants, driller Billy Jenkins held back no reservations –‘these were five of the most inspiring days I’ve had in my working life. The content, the delivery, the facilities are beyond anything I’ve ever seen anywhere. The company’s got it so very right, I’m very impressed.’

Billy, one of three drillers involved in the project, arrived on the Monday unsure of what to expect. It was not just a pilot course to him; until recently he’d only worked for other oil companies, this was a pilot introduction to the whole Maersk set-up. So we thought we’d take the opportunity of this totally un-blued vision of the course, the set up and the potential.

Where are you current ly working?I’m currently on the “Deliverer” in Mauritania , moving soon to Ghana.

What sort of r igs have you worked on in the past?The majority of my past experience has been on semi-submersibles, with the exception of the past three and a bit years where i was working on a d20 btn reqeepwater drill ship. Various locations including the Gulf of Mexico (American side) and west Africa and laterly in Mozambique. How did you come to become involved in th is?I became involved in the industry in early 1991, i had previously worked for 11 years as a motor mechanic and had reached the highest available position in that industry and wanted a new challenge. So i started working as a roustabout for Odeco (now Diamond Offshore) and worked my way through the ranks to driller. Then when i joined Maersk (January 2011), i was invited to be part of the pilot course for the Deepwater Well Control. What did you learn f rom the week?Apart from learning some new well control techniques and possibilities for killing a well, the biggest thing i learnt was that good clear communication with everyone involved is essential for a well-planned and executed operation. Especially since we work in a multi-cultural, multi-national,and multi-lingual enviroment. What was the most effect ive part of the course?For me i thoroughly enjoyed the interaction of putting the “Theory” into practical use on the simulator. This i feel gives you a good hands on experience, which hopefully we will never have to use in real life. What value do you think the course wi l l have for the industry?I think that a course like this is proving that Maersk, as a Company, has the vision to have the Best Trained Employees, so that we give our “Client’s” the best safe-working, highly experienced personnel & rigs available, for whatever their drilling requirements are, thus setting new and improved standards. Wi l l i t affect you when you get back to work and i f so in what way?i now have a deeper and better insight to the requirements for deepwater drilling. i will use the new knowledge that i have gained to enhance my abilities.

Dynamic Pos i t ion ing – Sea T ime Reduct ionRecommended admission levelPrior to commencing the DP time reduction training, the following course from the DPO training scheme and at sea requirements should be completed: DP Advanced / Simulator course and a minimum period of 30 days DP sea time.

Accepting Authority: Nautical Institute, London.Duration: Five days. Participants: Maximum nine.Language: English material – verbal part of the course can be in Danish.

PurposeTo reduce the required period of DP watch-keeping experience. By using a full mission bridge simulator with full redundant DP installed, the period of supervised DP watch-keeping experience can be reduced by the satisfactory completion of certain intensive DP courses. The participant can attend this one-week course twice, each successful course reducing the at-sea time by six weeks.

Contents1. Principles of DP2. Elements of a Dynamic Positioning System3. Practical operation of a DP system4. Position Reference Systems (PRS)5. Environment sensors and ancillary equipment6. Ppwer generation and supply7. Operations using DP8. DP alarms, warnings and emergency procedures9. Simulation of actual cases from live situations9.1. Loss of Gyro.9.2. Wind sensor error.9.3. VRS error.9.4. Failures of Position Reference Systems.9.5. Power failures.9.6. Thruster failures.9.7. DP operations in different sea current scenarios.9.8. Various weather scenarios.9.9. DP operations with external forces.9.10. Emergencies during DP operations

ObjectiveThe student should acquire greater knowledge of the principles of Dynamic Positioning (DP) and in setting up a DP system, as well as further understanding of the practical operation of associated equipment, including a short description of position reference systems and modern DP systems. Simulator exercises are used to prove that the participant is able to recognise and respond to the various alarms, warning and information messages. The participant should also be able to react correctly to any circumstances which could lead to catastrophic failure or which constitute catastrophic failure itself. The participant should be capable of planning and conducting any DP operation, including risk assessment, contingency planning and assessment of vessel capability.

Ve t t ing fo r Supp lyRecommended admission levelMasters and officers onboard supply, anchor handling and diving vessels, including superintendents.

Duration: Two days. Participants: Preferable 12 - max. 16

PurposeTo develop an understanding of the oil majors (OCIMF) vetting process among ships officers, giving them the tools to prepare for and evaluate a vetting inspection. The ultimate goal is to drive the safety culture towards a target of zero deficiencies and observations.

Contents• Introduction to the OCIMF Offshore Vessel Inspection Database (OVID) process• Introduction to the Offshore Vessel Inspection Questionnaire (OVIQ) and its use as a Risk Assessment tool by the Vetting Inspector• Detailed study of the OVIQ questions, guidance notes and references.• The relationship between the OVIQ and maritime regulations.• How to prepare for an inspection• Conduct of a typical vetting inspection.• The participants will individually and in groups, learn how to use the OVIQ as a tool to measure and improve their own standards of safety management.

Objective• To understand the OVIQ.• To manage and guide a vetting inspection.• To utilise and classify the tools to raise awareness of safety and compliance.• To enable tanker superintendents and officers to collect information, organise and carry out an objective self assessment of their vessel using the OVIQ (Offshore Vessel Inspection Questionnaire).• To improve the officers performance during a OVID vetting.• To motivate officers and crew towards a positive vetting awareness & culture onboard.

Course Descriptions

Cross-Cu l ture Awareness Seminar Recommended admission levelThis course is targeted towards assisting everyone working or moving in multinational environments

Duration: Two days. Participants: Maximum 16.

PurposeDue to the globalization and companies opening to new markets and hiring multinational staff, there is an ever increasing demand for understanding how different cultures can be integrated together so the company will benefit from that varicosity instead of loosing money because of conflicts and misunderstandings between people of different nationalities. The differences in management styles used in different cultures and general cultural backgrounds have created a need to give employees tools to bridge these cultural differences.

ContentThe training is tailor-made to meet the demanding requirements of living and working in multinational environment. Through a combination of short theoretical introductions of different cross-cultural dimensions, the majority of this training is based on cases, exercises, role-play and games. The course consists of approximately 80% participant activity so that participants can learn from taking part and from discussions. The course gives participants the tools related to situations that rise in multicultural work environment in order to link theory and learning with everyday life.

ObjectiveThe participant should:• Have gained knowledge about different dimensions of working and managing across cultures • Understand and respect differences in cultural behaviour and the reasons behind different behavioural patterns• Recognize, respect and reconcile cross-cultural issues between employees also with a focus on different job levels.

eSeabook

SPAR28-30 March16-18 May8-10 June

Anchor Handling Simulation21-25 March16-20 May

DP Basic21-25 March9-13 May

DP Advanced7-11 March28 March - 1 April11-15 April9-13 May23-27 May27 June -1 July

DP Seatime Reduction2-6 May15-19 August

BTM2-4 March4-6 May8-10 June

ECDIS04 – 06 May (UK)15 – 17 June

Shiphandling for Tankers11-13 April27-29 June

CSO25-27 May

Wire22 – 23 March (UK)26 – 27 April

DML & §1621-24 March 02 – 05 May 27 – 30 June

§16 16 – 18 March11 – 13 April09 – 11 May23 – 25 May – (UK) 06 – 08 June27 June - 1 July

Well Control21-25 February7-11 March28 March - 1 April4-8 April2-6 May9-13 May30 May-3 June20-24 June4-8 July11-15 July

Vetting for Supply14-15 April18-19 May

We’ll be at the Offshore Technology

Conference (OTWC) Houston, TexasStand: Offshore

Denmark

Meet Us in

Houston 2-5 May

G e n e r a l c o n t a c t a n d i n f o r m a t i o n +45 70 263 283 eSea@maersktraining.com www.maersktraining.com

Q&ASince this is the launch of eSea we haven’t started the Q&A - we would like your questions so that our instructors can answer and we, together, build a wiki-training encyclopaedia of specialist knowledge. In the meantime here is one triggered by Henning’s cross-cultural experience in Brazil.

What’s a grapple?

D o y o u k n o w y o u r p o r t s ? - t r y t o n a m e t h e s e t w o

It is a hook with 4 flukes designed to grapple or catch a chain on the water or more interestingly up in the water column somewhere, ours is painted white so it is easier to see when we work with ROV’s, then the video is transmitted to a monitor on the bridge. Then it is up to the navigator via DP to position the hook and latch on to the chain at the right place, like putting a worm back in the ground using your thumb. Henning Carlsen, Maritime Dept

PoopDeckMaritime instructor Frank Lamberg Nielsen has begun to reveal a dark side - however we’re not overly concerned. After all what’s strange about a grown man looking at a nearly blank screen for hours? Initially we thought he’d bought shares in Canon inkjet cartridges and the guy’s in IT panicked and asked him to not, under any circumstances, not, for they repeated it, not to press the print button. What Frank had stumbled across in his pursuit of teaching excellence was an incomplete bit of research that is stunningly brilliant in its simplicity – he’d found the positive side of negative. In educational terms, it is the splitting of the atom.

You could say it is rather like being hit by a bolt of lightning, for the two are not unconnected. A flash of lightening lasts no more than a fifth of a second - the time it takes Usain Bolt to cover two metres - but it lingers in the memory as being significantly longer. Test it yourself, look at any area which has strongly contrasting light and then close your eyes, the lighter images hang on before fading. This gives them more time to stick in the mind; so transferring that to learning, basically it appears that you remember white lettering on a black background better than the more conventional black letters on white. It is something that Hollywood egotists have used unwittingly for a century with film credits, but no one has transferred it to the justifiably much-maligned PowerPoint presentation in order to see if the message sticks, until now.

Frank found this in a book on Cognition, a simple graph showing that white/black stuck in the mind for about twice as long as black/white. Putting the theory into practice, Frank is going to quietly introduce the approach in his next Bridge Team Management course and we’ll get right back to you with how the participants reacted. It could be a whole new meaning to being ‘left in the dark.’

It maybe a strange time to introduce something, in the penultimate paragraph of a magazine, but maybe we should explain the purpose of PoopDeck. It’s the stern of this little vessel, eSea; it can be slightly mad, flippant, outrageous even, a page where small events or observations gain some little significance. It’s almost what the Americans call ‘a water-cooler moment’, a shared snippet of trivia or fact which breaks the silence in a public place. These new WC exchanges work because we are taking turns, focused on one thing, the tap – a whole new approach to the fountain of knowledge.

Well that’s just about it for this first eSea – the way it is published means it’s a live magazine and we can edit it at pretty well any point. Areas like Q&A can therefore respond to your input and late availability on courses or additional information can be put in, so we hope it stands like a very active website rather than yesterday’s newspaper. See you at the water-cooler.

Richard Lightbody rli039@maersktraining.comToo busy to read?

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