Having recently written about the value of government advisory committees, I find myself returning to the topic because I have just learned about the scheme in the United Kingdom that allows young people to take up apprenticeships leading to the award of master 500GRT in near-coastal waters.
The scheme actually started some four years ago with apprenticeships leading to officer-of-the-watch (OOW) qualifications, but I missed it and only became aware of the scheme last month when it was extended to a master’s qualification.
Applicants who find an employer willing to take them follow a four-year course of on-the-job training interspersed with blocks of study at a nautical college. The training is fully funded by government and in what is claimed to be a world first, appropriate simulator training can be used to offset one month of the required experience.
The course is likely to be of interest to companies operating tugs, military landing craft, fishing boats, workboats, yachts and similar smaller vessels.
Best of all, in my opinion, the apprentices need only to have achieved passes in English and maths at GCSE, so this opens up an appealing career path to young people who might lack the qualifications or inclination to pursue a degree-level course.
Employers can even take on likely-looking candidates who fall below the required examination grades provided they study during their apprenticeship and obtain the grades before they sit for their certificates.
Needless to say, this excellent scheme is a direct result of the work of an advisory committee or, as they call it in the UK, a "trailblazer group."
The group is chaired by Lieutenant Commander David Carter of the Royal Naval Reserve, who is most often described as the Royal Navy’s Merchant Navy Liason Officer, ably assisted by representatives from Boluda, the British Tugowners Association, Forth Ports, the Maritime Skills Alliance, the UK Ministry of Defence, Serco, Svitzer, and the Workboat Association and others.
Politicians have been quick to share the credit, of course.
As it happens, I know David Carter (full disclosure, we serve together on yet another advisory board so I meet him, at least virtually, a few times each year) and his present title really does not do him justice.
He is a master mariner who had a distinguished career with Shell including, if memory serves, sixteen years in command of very large gas tankers. He has a law degree, a Merchant Navy Medal, and is a Younger Brother of Trinity House. When he speaks, it is good sense to listen to what he has to say.
It seems to me that the trailblazer group have done an excellent job. The syllabus contains all the navigation elements you would expect in a near-coastal certificate of competency, plus all the usual firefighting and other statutory courses.
Apprentices will also learn about emergency response, local and international regulations, preventing fatigue, information management, cyber security and a host of other topics, even including a module on leadership.
They are also required to write a project report of around 5,000 words "that addresses a problem that needs to be solved" such as crew efficiency, reducing environmental impact, or the introduction of new technology.
Fleetwood Nautical College appears to be a major provider of the academic elements. Their website has a dedicated page about apprenticeships, and they even supply links to potential employers who might offer candidates employment. I was delighted to see that Boluda, Serco and Svitzer are all listed.
Politicians have been quick to share the credit, of course, with Maritime Minister Mike Kane telling us the government "is serious about breaking down barriers to opportunity and encouraging more people into their dream careers".
Michael Paterson, who is MD of Svitzer UK and Vice Chairman of the British Tugowners Association, stated that the towage industry "is an essential part of the UK maritime trade ecosystem and this funding and pathway will ensure the future of the next generation of seafarers".
"I am delighted to see the apprenticeship approved, a huge thank you to the trailblazer group in getting this over the line," said David Carter. "We have endorsement for the maximum permissible funding for 100 per cent of the training costs and that is a fantastic achievement.
"To include management-level human element and leadership training and funding for the MCA Bridge Watchkeeping Skills Simulator Course, an industry first, means the apprenticeship offers A+ standards and groundbreaking new training methods."
If anything is going to encourage young people with ambition, common sense and a taste for excitement to think about a career at sea, this might be it.
I note that David is more cautious about predicting a flood of new entrants to the industry, but seems to be reasonably optimistic.
In my opinion, if anything is going to encourage young people with ambition, common sense and a taste for excitement to think about a career at sea, this might be it. From everything I have seen, it is a well-designed course developed by people who know the industry and have concentrated on what the apprentices really need to know.
One young man who appears to have no doubts about his choice of career is Svitzer apprentice Shaun Lock, who has completed an OOW apprenticeship and is about to commence the master 500GRT programme.
He is quoted as saying the scheme has "given me the opportunity to work up the ladder within an industry that I am very passionate about to achieve my dream career goal of being a tug master".
In a press release, he praised the skills and qualities he has learned "with guidance from an array of experienced crews", and described being a tug master as his dream job and life ambition.
I wish him every success, but as an industry we will need to work very hard to get the message across to other young people because I am sure there are lots more who would jump at the chance to emulate Shaun Lock.
What worries me is that I somehow missed the news that the OOW apprenticeships had started, which might indicate we are not doing enough to advertise the scheme.
In my opinion, the UK has done a superb job of making training sensible and practicable again, and I hope other administrations will follow suit. It is perhaps no exaggeration to suggest this could be a game changer for the tug and workboat industries worldwide if more countries adopt similar schemes (full details of the apprenticeship may be found here).
One thing I have been unable to discover is what form of employment contract the apprentices will be offered. Although I missed out on being an apprentice by a year or so, almost all the people ahead of me were, or had been apprentices, and the indentures they signed were works of art.
I am indebted to fellow Baird Maritime columnist Michael Grey for letting me see his Port Line indentures, which he discovered had barely changed from the days of sail.
The clause that provided us with the largest quota of adolescent mirth stated that the apprentice would not frequent taverns or alehouses (except on official business).
The indentures were signed by the apprentice and a surety (normally a parent or guardian) who put up a considerable sum of money, which would be returned in installments after each completed year of service. The indentures bound them for a term of four years.
The apprentice was required to faithfully serve the master and obey the lawful commands of the master and officers. He could not absent himself from service without leave and promised to keep the master’s secrets and do no damage to the master.
If he heard of others planning to do such damage, he was required to report it. He was also admonished not to embezzle or waste the goods of the master. He would provide his own uniforms.
The clause that provided us with the largest quota of adolescent mirth stated that the apprentice would not frequent taverns or alehouses (except on official business) nor play at unlawful games.
In return, the master was required to teach the apprentice the business of a seaman and of a ship’s officer as practiced in vessels other than sailing ships. Note that the words in italics appear to be the only addition to the indentures with the advent of marine engines.
The master would also provide sufficient meat, drink, lodging and medical assistance.
It strikes me that it would not be too difficult to update these indentures to suit the modern apprentice.
Certain clauses would have to be de-sexed to allow for the employment of female mariners, and there should be a new clause prohibiting the use of mobile telephones or electronic devices whilst on duty. Other than that, they would be perfect.
Sadly, I suspect the modern indentures (probably renamed contracts of employment) will lack the poetry and romance of the documents of yore. But if they encourage more young people to choose a career at sea, I will not be losing any sleep over it.