109-Crew Management / 748
Cre
w
Mana
g
e
m
ent
BOS-PRD-
2
603.900301
R
u
nn
i
n
g o
f
the appra
is
al
The
A
ss
e
sso
r
shall
take time to run the interview (30-45 minutes) and complete the form with the crew
member.
The
S
ea
f
arer
shall
start with his/her personal self-assessment. Then the
A
ss
e
sso
r
gives his/her points of
view, highlighting positive points and underlining needs for improvement.
A
ss
e
sso
r
s
shall
:
- Listen to employee’s explanations; define concrete and clear improvements and define a delay.
- Define the means that will allow these improvements: training, more regular management interviews,
etc.;
- Close the interview by a synthesis and signatures;
Training feedbacks:
S
ea
f
arer
and
A
ss
e
sso
r
review the efficiency of the trainings done since the last crew
performance appraisal.
S
ea
f
arer
lists the training, and together
S
ea
f
arer
and
A
ss
e
sso
r
evaluate the
efficiency regarding seafarer performance during the sailing time.
Training needs:
A
ss
e
sso
r
identifies recommended training to develop the seafarer and to improve
performance.
S
ea
f
arer
identifies the training their recommends for themselves
Professional evolution:
A
ss
e
sso
r
evaluates the capacity of the seafarer to be promoted and specifies when
the promotion should be effective.
Seafarer’s desiderata:
Seafarers indicate their desiderata.
Any disciplinary incident in the period of appraisal
shall
be noted on the appraisal form for reference.
D
is
tr
ibu
t
io
n
&
Re
co
r
d o
f
the Cre
w
Per
f
o
r
m
an
c
e Appra
is
al
f
o
r
m
The Crew Performance Appraisals of all crew members
shall
be sent by e-mail* (1 scanned copy per
seafarer and per email) within two weeks following the signing-off to:
- the
BO
S
Cre
wi
n
g
O
ff
ic
er
in charge of the vessel.
- and the
Cre
wi
n
g
Mana
g
er
of the manning agencies if applicable.
*If the vessel is not equipped with a scanner, a copy of the appraisal
shall
be sent by paper-email to:
- the
Cre
wi
n
g
Depart
m
ent
of Bourbon Offshore Surf.
- and the
Cre
wi
n
g
Mana
g
er
of the manning agencies if applicable.
Ma
s
ter
shall
give the original copy to the assessed
S
ea
f
arer
.
4.4
S
ea
f
arer
s ski
ll
s
a
ss
e
ssm
ent an
d d
evel
o
p
m
ent
Competence assessment
shall
be conducted in association with the specific procedure in the SMS section
dealing with Competency and Training.
During the first two tours of assignment, and if relevant to the position, the
Ma
s
ter
or delegated
O
ff
ic
er
shall
start the assessment process of the new employee’s skills.
The
Re
f
erent O
ff
ic
er
shall
use the
Seafarer Skills Development Form
for assessing the
Ma
s
ter
s and
Ch
i
e
f
En
gi
neer
s
’
skills.
The
Ma
s
ter
s
an
d
Ch
i
e
f
En
gi
neer
s
shall
use the
Seafarer Skills Development Form
for assessing the
officers and ratings on board.
Completion of assessment using
Seafarer Skill Development Form
is now considered as a milestones in
promotion process and as so integrated in BOS
Promotion Procedure
.
Version CR(BOS-PRD-
2
603.900301). Original date: 31/1
2
/
2
014. Version date:. Valid version only on QMS site. Uncontrolled document when printed.
Procedure prepared by: BOS Crewing and HR Manager . Approved by: BOS Crewing and HR Department. Validated by: BOS Quality Representative..
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2
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