TMSA  3   So(  skills      A  gap  analysis   © 2017 | Prepared by: Alpha Marine Consulting Ltd. 1 of 20 November 2017 Introduc8on     TMSA:  Tanker  Management  and  Self  Assessment     v  TMSA  guide  is  a  tool  created  by  OCIMF  to  help  Tanker  operators  to  assess  and   improve  their  SMS  and  is  intended  to  encourage  self-­‐regula;on  and  to  promote   con;nuous  improvement.     v  TMSA  brought  along  a  new  culture  in  the  industry  and  achieved  its  goal  since   now  almost  all  Companies  management  systems  are  more  or  less  in  compliance   with  the  most  advanced  industry  standards.       v  Being   a   standard   imposed   by   the   Oil   Majors,   TMSA   implementa;on   is   mandatory.  In  fact  it  is  a  less  flexible  system  than  the  one  based  on  the  ISM   requirements,  because  ISM  relies  on  interna;onal  rules  which  may  be  righHully   challenged,   whilst   the   TMSA   compliance   relates   to   auditors’   approach   and   instant  behavior,  which  may  well  be  arbitrary  and  non-­‐nego;able.   © 2017 | Prepared by: Alpha Marine Consulting Ltd. 2 of 20 November 2017 Introduc8on     TMSA  -­‐  13  Elements   TMSA  1  &  2  focused  on  ensuring  a  minimum  level  of  compliance  for  all  the  Tanker   companies,   by   imposing   a   determinis8c   approach.   At   first   sight,   the   differences   between  TMSA  2  and  TMSA  3  are  the  following:   •  Specialized  ques;ons  of  Oil  Majors  own  ques;onnaires  have  been  incorporated.   •  Frequent  observa;ons  raised  by  TMSA  auditors  during  Office  audits  have  been   implemented  as  new  requirements.   •  Certain  KPIs  have  been  shiQed  to  a  lower  stage,  rendering  their  implementa;on   elementary.   •  Last  but  not  least,  the  level  of  difficulty  has  been  raised  and  compliance  to  TMSA   3  is  definitely  more  laborious  than  TMSA  2  compliance.   But   the   real   difference   is   that   TMSA   3   makes   one   step   beyond   by   reducing   the   burden  imposed  by  fixed  term  determinis8c  approaches,  focusing  on  the  Human   Factors   and   Behavioural   Safety,   and   promo8ng   a   competence   management   system   as   a   tool   for   assessing   crew   competence,   training   requirements   and   managing  from  the  crew  selec;on  process  up  to  promo;ons.       © 2017 | Prepared by: Alpha Marine Consulting Ltd. 3 of 20 November 2017 Element  1     Management,  Leadership  and  Accountability   STAGE   KPIs   BEST  PRACTICE  GUIDE   2.3   Vessel  and  shore-­‐based   Strong,  effec;ve  leadership  is  visibly  demonstrated     management  teams   through:   promote  HSSE   •  Leading  by  example.   excellence.   •  Empowering  personnel  to  intervene  to  prevent   hazardous  situa;ons  developing.   4.3   All  personnel   Examples  of  commitment  include  par;cipa;on  in:   demonstrate   •  A  Behavior-­‐Based  Safety  system.   commitment  to  HSSE   excellence.   Managers  and  S/Ts  demonstrate  commitment  by   their  behavior.     © 2017 | Prepared by: Alpha Marine Consulting Ltd. 4 of 20 November 2017 Element  2     Recruitment  and  Management  of   Shore-­‐Based  Personnel   AIM:  To  ensure  that  suitably  qualified,  competent  and  mo;vated   shore  personnel  are  recruited,  trained  and  retained.   STAGE   KPIs   BEST  PRACTICE  GUIDE   Recruitment  process   This  process  include  interviews  to  assess   1.1  -­‐     ensures  candidates  for   competence.   1.2   key  shore  posi;ons  have     the  appropriate   qualifica;ons,  experience   and  competence.     The  company  promotes   Training  may  include:   4.3   appropriate   •  Team  building.   interpersonal  skills   training.   •  Cultural  diversity.     •  Effec8ve  communica8on.   © 2017 | Prepared by: Alpha Marine Consulting Ltd. 5 of 20 November 2017 Element  3     Recruitment  and  Management  of   Vessel  Personnel   AIM:  To  ensure  that  suitably  qualified,  competent  and  mo;vated  vessel  personnel   are  recruited,  trained  and  retained  to  deliver  safe  and  reliable  opera;ons.   STAGE   KPIs   BEST  PRACTICE  GUIDE   1.1   Procedures  for   Procedures,  with  rank  specific  requirements,  may  include:   the  selec;on,   •  A  review  of  experience  and  competence  by  suitably  qualified   recruitment  and   personnel.   promo;on  of  all   vessel  personnel.   •  Cross-­‐cultural  values  and  aYtudes.   2.4   Procedures   The  need  for  addi;onal  training  may  be  iden;fied  by  the   iden;fy   following:   addi;onal   •  Review  of  vessel  performance  trends.   training  needs  for   •  Assessment  of  competence  in  rank  or  in  prepara8on  for   individual   promo8on.   personnel.   © 2017 | Prepared by: Alpha Marine Consulting Ltd. 6 of 20 November 2017 Element  3     Recruitment  and  Management  of   Vessel  Personnel   STAGE   KPIs   BEST  PRACTICE  GUIDE   2.6   The  company  monitors  and   The  effec;veness  of  training  may  be  measured   records  training  results  and   by:   effec8veness.   •  Feedback  from  trainees.   •  Review  of  appraisals.   •  Review  of  vessel  performance  trends.     2.7   There  is  a  promo8on   Procedures  cover  a  range  of  factors  including:   procedure.   •  Competency  assessment.     © 2017 | Prepared by: Alpha Marine Consulting Ltd. 7 of 20 November 2017 Element  3     Recruitment  and  Management  of   Vessel  Personnel   STAGE   KPIs   BEST  PRACTICE  GUIDE   3.1   Enhanced  appraisals   Appraisals  by  appropriate  personnel  may  include:   for  Senior  Officers.   •  Leadership.   •  Personnel  management.   •  Communica8on  styles.   © 2017 | Prepared by: Alpha Marine Consulting Ltd. 8 of 20 November 2017 Element  3     Recruitment  and  Management  of   Vessel  Personnel   STAGE   KPIs   BEST  PRACTICE  GUIDE   4.1   Procedures  to  assess  crew   Procedures  may  include:   members  for  job   •  On  the  job  observa8on.   competency.   •  Wri]en  /  Oral  &  Computer-­‐based   assessments.   •  Scenario-­‐based  simulator  assessments.   •  Company  specific  assessments.   •  Psychometric  assessments.   Any  iden;fied  competency  gaps  are  addressed.   © 2017 | Prepared by: Alpha Marine Consulting Ltd. 9 of 20 November 2017 Element  3     Recruitment  and  Management  of   Vessel  Personnel   STAGE   KPIs   BEST  PRACTICE  GUIDE   4.3   C r o s s -­‐ c u l t u r a l   Interpersonal  skills  training  include:   interpersonal   skills   are   •  Cultural  awareness.   promoted.   •  Communica8on  styles.   •  Cross-­‐cultural  management  skills.   3A.3.1   Seminars  for  senior  officers   Regular  seminars  for  Senior  Officers  include:   promote,   emphasize   and   •  Company  culture,  ethics  and  values.   enhance  the  SMS.   •  Safety  &  human  element.   © 2017 | Prepared by: Alpha Marine Consulting Ltd. 10 of 20 November 2017