92-Management of Shore-based Personnel / 748
Mana
g
e
m
ent of S
h
ore-based
P
ersonnel
BOS-PRD-0
2
03.900
2
01
Version 04. Original date:
2
8/05/
2
01
2
. Version date: 31/1
2
/
2
014. Valid version only on QMS site. Uncontrolled document when printed.
Procedure prepared by: BOS Crewing and HR Manager. Approved by: BOS Crewing and HR Manager. Validated by: BOS Quality Representative..
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C
o
m
p
eten
c
e assess
m
ent and
c
areer de
v
elo
p
m
ent
4.2.2.1 Competence assessment
Competence assessment
shall
be conducted in association with the specific procedure in the SMS dealing
with competency and training, as outlined by
Competence Management Guidelines
.
The competence assessment process is not a performance appraisal and is designed to help shore-based
personnel develop their professional skills.
Shore-based personnel skills and competence s
hall
be developed and subject to assessment and integration
with personal training objectives related to
BOURBON Training Policy
.
As a minimum,
S
h
ore-based L
i
ne Mana
g
ers
at operational level
shall
receive specific training as follows:
x
Risk assessment;
x
Company SMS;
x
Incident investigation and Root Cause Analysis;
x
QMS Auditors Training with QMS Internal Auditor Module + ISM Module (as per
Annual Quality
Training Programmes
).
4.2.2.2 Evaluation and appraisal
The evaluation process is a key part of human capital management. By gathering information directly from
each employee, it provides a global, individualised picture of:
x
Skills;
x
Contribution to BOURBON performance;
x
Career expectations;
x
Mobility.
The evaluation process is the cornerstone in team management. It not only allows identification of coaching
and developmental needs but also is essential in keeping teams motivated.
In addition, by implementing the evaluation process, Management demonstrates its involvement in employee
development. This is an important factor in boosting commitment:
x
Employees
shall
receive a yearly evaluation and appraisal of their performance from their direct
supervisor on the applicable Company form;
x
The employee is also entitled to request appraisal from his or her direct supervisor at any time to
assist with development of individual performance and Company objectives;
x
All employee evaluation forms
shall
be reviewed and signed by the employee involved. If an
employee refuses to sign, this refusal
should
be mentioned in the report;
x
The employee
shall
also receive a copy of the evaluation form;
x
Only Senior Management, their deputies, and
H
um
an Reso
u
r
c
es Mana
g
er
and their deputies are
authorised to access employee evaluation and similar documents containing personal information.
4.2.2.3 Career review
Career review
shall
be conducted periodically by
L
i
ne Mana
g
er
and
HR Mana
g
er
, in order to analyze career
opportunities while taking into account performance, competence, potential and mobility wishes. The review
will define future steps of career development of each employee in line, as far as possible, with organisation
needs and opportunities and career expectations.
4
.
2
.
3
Retent
i
on rates
The Company
shall
measure and monitor retention rates of
S
h
ore-based Mana
g
ers
and employees.
92