The maritime industry continues to warn of future officer shortages, with companies, regulators and industry bodies all recognising the need to attract and retain the next generation of seafarers.
But while much attention is focused on bringing new people into the industry, there remains a less discussed challenge – how newly qualified officers gain the experience needed to begin their careers.
In many ways, it is a familiar paradox. Employers seek experience, but experience can only be gained if someone is willing to provide the first opportunity.
For Watermark Group Managing Director Alex Downes, it is an issue the industry needs to acknowledge.
“We rightly talk about standards, competence and attracting talent, but qualifications alone do not create experience,” he said.
“Every Master, Chief Officer and Captain had a first appointment. Someone gave them that opportunity. If we want to address long-term shortages, we have to make sure there is a pathway between qualification and employment.”
The challenge is illustrated by the story of newly qualified Officer of the Watch Vojtech Prochazka, whose route to the bridge has taken almost a decade.
Originally from Prague, Vojtech joined Royal Caribbean in 2014 and spent three and a half years at sea, progressing from Receptionist to Concierge and being recognised as Employee of the Year in 2015. However, inspired by the leaders onboard, he chose to leave an established career path and retrain as a deck officer.
Over the years that followed, he gained additional sea-going experience on a bulk carrier during the COVID pandemic, spending 11 months onboard due to crew change restrictions, before completing further sea time onboard Marella Discovery 2. After investing more than £50,000 and over a decade of commitment into his development, he finally obtained his UK MCA Officer of the Watch licence.
Yet like many newly qualified officers, securing that crucial first appointment remains the next challenge.
“At times, it feels like a closed loop,” said Vojtech Prochazka.
“Companies ask for experience, but experience can only come from being given the opportunity to do the job. I never expected anything to be handed to me, but there are many people who have worked incredibly hard to qualify and simply need the chance to prove themselves.”
Downes, who has mentored Vojtech throughout part of his journey and helped secure sea time opportunities, believes the issue extends beyond any one individual.
“This isn’t about lowering standards or bypassing experience requirements,” he said.
“It’s about recognising that somebody has to be the first company willing to invest in people. The industry often talks about shortages, but we already have talented, motivated and qualified individuals who have demonstrated extraordinary commitment to joining our profession.
“People like Vojtech aren’t asking for shortcuts, they’re asking for the opportunity to build experience in the same way previous generations did.”
As the industry looks to secure its future workforce, stories like Vojtech’s demonstrate that attracting talent is only part of the solution. Ensuring there is a clear pathway from qualification to employment may prove equally important.
