Crew Planning

Every seafarer's sea service is counted from their tours on your vessels, including the tour in progress, and kept apart from the experience they declare themselves. It is broken down by rank, vessel type, tanker category, dynamic positioning class and propulsion, and rebuilt from the records rather than typed by hand.

The same verified months drive the checks that depend on them: the officer matrix, promotion criteria, and the rank requirements of each vessel's manning, where Find Crew shows a candidate's months in rank and on type against those required.

From a vacancy, Find Crew searches every seafarer your company can see and shows each candidate on a card: whether their certificates stay valid through the tour, whether they are free on the join date, and where they fall short of the rank's months in rank, on type or with your company, the officer matrix or required training.

A seafarer who is under contract on the join date or marked as not for rehire cannot be added, and the card says why. Add several candidates to a shortlist in one go, and each gets a line-up of their own.

Interview a candidate against one of your interview models from their line-up. Schedule it, record when it was held, and let each interviewer take a section and score its questions from 0 to 10. Only the interviewer who started a section can submit it.

The interview's overall score is the mean of the submitted sections, weighted when the model is weighted, and it is completed with a recommendation: highly recommended, recommended with training, or not recommended. Mandatory sections must be scored or waived, and conditional sections run only when they apply.

Your company sets one chain of approval tiers, each a user group, and every tier approves in order before a line-up is approved. The offer then sets the rank, wage, contract length, join date and port, and records the seafarer's answer: accepted, declined, countered or expired.

Clearance tracks the medical, documents, visa and drug and alcohol test, plus the joining briefing and travel, and a check is skipped only with a reason. Engaging makes the crew contract, with the date the seafarer was briefed on their rights and where they are repatriated to where MLC applies.

Each vessel's manning holds one line per rank: the flag's safe manning count from its Minimum Safe Manning Document, your company's minimum and the number you plan for. The document shows its days to expiry, and the vessel's rules cover nationalities, working language and extra manning such as dynamic positioning or polar watches.

Vacancies lists every tour with nobody named up to 12 months ahead, with how many of the rank the vessel needs that day and how many it is short. Due Off lists who leaves when, and whether their relief is missing, uncrewed, planned or confirmed.

A rotation pattern is a named cycle such as 28 days on and 28 days off. Apply it to one rank of one vessel and Crew Planning plans the tours up to a date you choose, with the handover days you set, and names the seafarers in turn only when each has rested enough since their last tour.

Patterns warn from 335 days on board, near the 12-month limit of MLC Standard A2.5.1. Scenarios are draft copies of the plan where tours can be tried out without changing the live plan.

A crew change gathers the seafarers who join and leave a vessel at one port, with their OK to Board, travel legs, costs and the PPE issued to joiners. It prints the pre-arrival pack for the port agent, the Letter of Guarantee and the crew list at departure, and reminds you when the pack is due before the ETA.

It warns when a rank is left unrelieved or a leaver holds muster list duties, and it cannot be completed while the survival craft would be short of the people needed to man them. Completing lists the ship-specific familiarization for each joiner and a muster list re-check for the vessel.

Advertise a vacancy as a job posting with its rank, vessel, joining date and port, salary range and eligible nationalities. Seafarers read it on a public job page and apply from their Navatom crew account, and you choose whether search engines such as Google list your open postings.

When a posting comes from a vacancy, each applicant is put forward for it as a proposed line-up, so applications arrive in the same pipeline as candidates you find yourself.

Plan a promotion and Crew Planning checks it against your promotion criterion for the new rank: months in the ranks below, on type and with your company, a shorter route where you allow one, and required courses. Unmet, it warns or refuses, as you choose.

A transfer moves a seafarer to another vessel without restarting their tour, so the 12-month limit still counts from their sign-on. A supernumerary berth carries a trainee such as a cadet outside the manning count, in a cabin of their own.

Crew ask for leave or travel on the ship app, and the master can ask on behalf of anyone aboard. The office decides leave and arranges travel in Crew Planning, and the seafarer sees the decision and its note.

An arranged travel request links to the crew change's bookings for the same tour, travel expenses are recorded on the request, and bookings above your cabin class or fare ceiling are flagged. With Payroll, approved leave links to the leave the seafarer takes.

The database lists every seafarer your company can see: those you added, and those who registered themselves on Navatom and are visible to you. Pools group seafarers you keep ready, such as a vessel's core crew, relief officers or a reserve, each recalled in priority order.

Record the technicians, scientists, industrial personnel, divers and trainees who sail without being crew. Their embark and disembark dates count them in the vessel's persons on board and in the crew change's survival craft check, and pre-sailing checks list what is missing for their category, such as a medical or safety training.

One read-only row for every crew contract on your vessels: the seafarer, rank, vessel, shipowner and employer role, whether the contract was signed and handed over, and how the seafarer was recruited when a line-up led to it.

Record each crew change cost, such as fares, visas, agency fees and hotels, and whether the company or the seafarer bears it. The report totals each vessel's costs by year or month and by currency, split between the two.

Planning figures over time: each vessel's ranks against their minimum, officer matrix compliance across the fleet, training gaps aboard, the upcoming crew changes that are ready or not, and the recruitment pipeline, with how long line-ups wait in each stage, time to fill a vacancy and offer acceptance.