Career profile: Marine engineer

Britain is famous for her relationship with the sea. Marine engineers are crucial for making sure that the vessels we use are always cutting edge and
safe.
A what?
Marine engineers design, make and maintain engineering systems used in ships and offshore installations (like oilrigs).
On the job
Marine engineers could work in all sorts of environments from a simple design office to a ship yard, oilrig or even on board a ship, as the engineering officer. Their
job is to make sea going vessels and structures to survive in water.
Marine engineering often has elements from mechanical, electrical and electronic engineering, so you need to be well-qualified. A lot of their focus is on safety,
making sure that the structures and systems they work on are secure at sea in all weather conditions.
Some of likely employers of marine engineers are the merchant navy, royal navy and the oil and gas industries.
How do I get there?
The usual route to becoming a marine engineer is to study engineering at university. To get into these courses you normally need at lease five GCSEs, grades A-
C and two or three A levels or four H grades, including maths and a science subject. Or you could get in with an equivalent qualification like an Advanced
Vocational Certificate of Education (AVCE).
Some universities do offer a one-year foundation course for students who don’t have a science and maths background.
It is also possible to begin training for craft or technician-level jobs straight from school with good GCSEs/S grades in English, maths and science.
What are the future prospects?
Once you are qualified, you’re likely to have lots of options for where you’ll work. When you’re promoted you will probably have to manage a team of engineers, so
your employers will be looking at how well you work with other people.
The salary range from £20,000 to over £40,000 a year, depending on your experience and employer.
 Career in Marine Engineering Part - 1
The Merchant Navy offers a career in commercial transportation on the seas. Merchant ships came into existence as soon as men were able to build a
craft that could float and carry people and cargo. Merchant navy ships are used for transporting cargo and passengers from one part of the world to
another. The Merchant Navy fleet includes cargo ships, container ships, barge carrying ships, tankers, bulk carriers, refrigerator ships, passenger ships as
well as roll off/roll on ships.

The Merchant navy comprises Engineers, Radio Officers and Navigators with specialized Marine Engineering Taining.

The Job

The ship's engineers have complete responsibility of the ship's engine room i.e. the main engine, boilers, pumps, hydraulic and fuel systems and the
ship's electrical generating plant and distribution system.

(a) Chief engineering officer

1. 1.)      Is responsible for all the propulsion machineries, power generating equipment and auxiliaries

2. 2.)      Maintains documents of the working of the machinery as well as the repairs carried out
3. 3.)      Logs fuel consumption and requirements.
(b) Second engineering officer

1. 4.)      Is responsible for the maintenance of lubricating systems, engine room auxiliaries, and electrical equipments.
(c) Third engineering officer

1. 5.)      Is responsible for fuel and water

2. 6.)      Supervises tank soundings
3. 7.)      Logs the consumption of fuel and water
4. 8.)      Monitors the boiler room equipment.
(d) Fourth engineering officer

1. 9.)      Is responsible for the operation and maintenance of engine room auxiliaries.
(e) Electrical officer

1. 10.)   Maintains and repairs all electrical circuits and motors.

(f) Radio officers

1. 11.)   Carry out all tasks pertaining to the operation, maintenance, and repair of radio and other electronic communications devices
2. 12.)   Maintain depth recording equipment and electronic navigational aids such as radar and the long range navigation equipment
3. 13.)   Are responsible for receiving and recording time signals, weather reports, position reports and other data.
Personality Traits

1. 1.)      A strong mental make-up and tough physical constitution to deal with the extensive travel and separation from family. Candidates for
training courses undergo a complete physical examination from eyesight to cardiovascular health as a pre requisite for selection.
2. 2.)      A sporting, adaptive and adjustable attitude that can find life at sea adventurous and full of fun
3. 3.)      Practical and resourceful with manual dexterity which is necessary for the servicing and repair of equipment.
4. 4.)      An aptitude for mathematics and physics. They must enjoy solving problems, and be flexible enough to adapt to advancement in
technology and working practices.

5. 5.)      Good administrative skills and people  skills. At times they have to share the work of the deck department.
Salaries and Remuneration

Starting salaries are in the range Rs 15,000 to 25,000 per month. Officers earn from Rs 50,000 to Rs 2, 00,000 a month, depending on the level of
seniority and shipping organization. Every officer and crew of the merchant navy working on board a vessel, which is carrying foreign cargo, is entitled to
draw 75 per cent of his net earnings in foreign exchange. Besides the foreign currency, imported liquor, cigarettes, canned foods and cosmetics are
available on board duty free. This facility adds, though artificially, to the actual wages. In addition to the hefty pay and allowances, both officers and the
crew receive free meals on board. They are also entitled to a four-month leave every year. A few officers on board are also entitled to take their wives on
board during the voyages. Emoluments are much higher on a foreign vessel especially the West European,USA, and those from Gulf.
 Entry Qualification:

1.) Dip. In Mech, Elec, Marine Engineering & Naval Architecture Joint CMET

Undergoes 24 months Training
MEO CLASS IV Part A

2.) BE Mech joins CMET

Undergoes 24 months Training

Exempted for MEO Class IV Part- A Exam

Age: 21-23

Job Prospects:

Candidates start as junior engineers. Advancement to the next level is depends on senior and on clearing relevant qualifying tests and receiving a
Certificate of Competency. Through the above process, it will take 4-5 years approximately to reach the level of Chief Engineer from the Junior Engineer.

Examples of Places to work:

Great Eastern Shipping, Essar Shipping, Pelican Marine, G.N.P. Cruise Services, SESA Goa, Five Star Shipping, Blue Sky Shipping & Trading, Fleet
Management, Karsab Inter Shipping, Bahman Marine Services, Gati Coast to Coast, Spar Shipping, Ashapura Shipping, Jebelco Shipping International,
West Asia Shipping, Tradex India, Sea Eagel Shipping, Five Ocean Shipping, Hanan Shipping, Al Hufoof Shipping & Forwarding, Shipping Corporation of
India, Varun Shipping, Wilco Ship Management & Transport, Mobil Shipping, Chevron Manning Services ltd., Mitsui OSK lines, Barber Ship Management
ltd. Australia, Ravenscroft Shipping, Searland Ship Mgmt. Austria, Orinoco Marine Consultancy, Nortrans, Anglo Eastern Shipping Mgmt., Neptune Orient
Lines, Chellaram Shipping, V-Ships Inc.
When a person become a Chief Engineer and put at least two years experience in that level, he has the option to leave the sea job and look for shore-
based jobs as follows:

1. As Maintenance Engineers in Star Hotels/Big Industries for maintaining the diesel engine, which only the marine engineer would be able to do.
2. As Surveyors in any in Government Department, namely, Mercantile Marne Department, D.G.Shipping, Quality Survey organizations etc.; and
3. As Dean/Principal/Professor in any Marine Engineering College, worldwide.
Scholarships are available from Government of India merit scholarship, Government of India financial scholarship, Delhi Administration, Government of
Haryana, Government of Kerala, Government of Maharashtra, Government of Rajasthan, Government of Uttar Pradesh, Government of West Bengal,
Government of Orissa, Government of Karnataka, Government of Himachal Pradesh, Government of Assam, Calcutta Port Trust, M. A. Master Memorial,
Ravenscroft Shipping Inc., Kishanchand Chellaram Educational Trust, Lloyds Register of Shipping
Colleges Overseas:

USA
1.)      Naval Postgraduate School, Monterey, California
2.)      United States Merchant Marine Academy, NY
3.)      United States Coast Guard Academy
4.)      World Maritime University
5.)      Texas Maritime Academy
6.)      Pacific Maritime Institute
7.)      Webb Institute
8.)      Great Lakes Maritime Academy
9.)      Maritime Institute of Technology and graduate Studies
UK

1.) London Institute of Shipping and Transport

2.) Aberdeen College
3.) The Marine Society.

4.) University of Glasgow.

5.) University of Ulster.

6.) The Centre for Advanced Maritime Studies.

Australia

1. Australian Maritime College.

2. Fremantle Maritime College.
3. Hunter Institute of Technology.

4. WA Institute of Maritime Training Centre.

(ArticlesBase SC #1550057)
They work in laboratories, industrial plants, or construction sites where they inspect, supervise or solve on-site problems; others work in an office most of the time, and a few
travel extensively to plants or construction sites. Engineers in branches such as civil engineering may work outdoors part of the time. 
      Engineers in each branch have knowledge and training that can be applied to many fields, and because there are numerous separate problems to solve in a large engineering
project, engineers in one field often work closely with specialists in scientific, other engineering, and business occupations.
      Most specialized engineering we know today developed during the last 200 years. Before then, engineering dealt mostly with the construction of roads, bridges, canals, or
military structures and devices. As mankind gained more knowledge of science and technology, engineers began to specialize in certain kinds of work. 
    Specialized engineering fields are numerous and include aerospace • agricultural • architectural • automotive • biomedical • ceramic • chemical • civil • computer science
• electrical • engineering physics • environmental health and sanitary • geologic al • marine • mechanical •   metallurgical and materials • mining • nuclear • ocean •
petroleum • systems • textile • and transportation.
    I want to be an engineer but I don't know what type yet so in this 10 page report I will describe many different types plus what you need to do to be one.The most popular types
of engineering are chemical, civil, electrical, industrial, and mechanical.

Marine engineering involves the construction and maintenance of marine vessels and vehicles, habitats, and systems that work with or under water. Marine
engineering requires knowledge of several other fields of engineering, including electrical, hydraulic, chemical and process engineering. And it requires knowledge
of nuclear technology, ship building and design, and naval processes if conducted in conjunction with naval vessels such as submarines. For individuals with
interests in these areas, marine engineering can be a lifelong career. Marine engineers can also work with offshore oil rigs or research platforms, serve as support
for marine biology expeditions, work in major U.S. shipping ports, and have a number of other career options.

INTERNATIONAL MARITIME ORGANISATION (IMO) Transportation of goods over the world can be done by four modes which are railway, road, air and sea. Sea transportation is the one
of the oldest transportation mode for many centuries. The number of ships and types increased rapidly in the last two centuries. For instance, the number of passenger fleets was 106
in 1972 but it is reached to 226 in 1998 (Alderton, 2004). This growth leads sea traffic busy with various types of ships carrying million tons of cargoes and passengers. As a
consequence of this, unexpected accidents started to come out with fatal casualties. Some safety regulations must be taken both onshore or offshore to state the responsibilities and
safety measures for the marine industry. Regarding to this, countries needed to establish an organization to promote Marine safety. IMO is the first international maritime organization
and was established in 1948 (IMO, 20/10/2005). It

Read more: http://www.coursework.info/University/Engineering/INTERNATIONAL_MARITIME_ORGANISATION__IMO_L96629.html#ixzz0eURsOjpf
Recruiting, Selection, Retention, and Life Cycle of Employees

Hiring the right person for the job is probably one of the most critical activities for any team, work-group, or organization. A group of people can not be better
than the efforts and talents added by the individual contributions. Furthermore, the retention of trained and experienced top performing individuals is an
advantage to any organization, while a healthy turnover of low performing individuals maintains a competitive edge for the team. How do we manage this
critical life cycle of an employee?

Hiring the right person can be broken down in identifying two fundamental elements. The person must have the right knowledge and posses the right character
that fits the organization. We can easily adopt mechanisms that enhance the certainty of hiring someone with the right knowledge. In my experience, I have
added elements such as titles, transcripts, certifications, and even aptitude test to ensure the level of competence is met before joining the organization.
Nevertheless, assessing the character of a new hire is rather tricky. We can certainly interview candidates on an behavioral basis, such that during the interview
they recount past situations that predict and reflect the future behavior we seek however; the assurances are minimal. The recollection and perception of the
individual may not be as factual as we need and most likely any candidate that passes the knowledge criteria set will recount the events in favor of the
candidate. Hence, the importance of such elements as probation period and references.
Printing the expectations in the new hire’s mind from the start provides a head start to the person and organization. The early days of employment of any
individual build and reaffirm the expectations of the role and culture of the organization. Although the first 90 days are seen as the critical make or break time
for a new position, I believe that the assimilation of a new hire to the organization is much shorter. Within the first three weeks of employment the new hire
develops a set of expectations and perceptions about the role and working environment. Regardless of the overall size or organizational structure, the new hire
will build first impressions and reinforce them based on the behavior observed from immediate supervisor and colleagues. A "tribal learning" process is
inevitable yet manageable by controlling on boarding events, and first impressions. In addition, frequent (at least one hour once a week) one on one meetings
and follow up with new hires can ensure that the expectations and initial perceptions are adjusted to the organizational needs. In addition, this critical time of
an employee’s history with a new organization must be documented to ensure a diligent and quality assured probationary period. Probationary periods,
although very popular at all organizations, usually lack the necessary scrutiny that they deserve. Although the new hire process is a mutual "leap of faith" by the
individual and the organization, it can be managed for mutually beneficial successful employment life cycle.
Managing the life cycle and development of the employee ensures a successful partnership between the individual and the organization. Once the work habits,
ethics, and accountability culture is formed in an individual’s mind its important to guide the development of the individual for maximum return and job
satisfaction. Its practically impossible to fit one process to all or a group of individuals. Its rather a customized process that needs to be tailored to every
individual as per the needs for optimal performance of the role and preferences of every person. Although all humans are fundamentally created equal, not one
person is the same. Different motivational drivers, diversified educational backgrounds and experiences, along with varied intellectual capabilities make if
practically impossible to globally recommend
an employee prescription for improving performance. Hence, the importance of development feedback and personalized coaching is critical for everyone at any
stage of their career. Although both functions similar in nature, I believe that the two are distinctly critical to the ongoing success of an employees lifecycle.
Feedback provides a external reaction to the behavior and choices made by the employee while coaching provides guidance on how to move onwards. Both
activities a exclusive, both are needed. Furthermore it is important to focus on future behavior and focus on the choices of the future rather than critiquing past
events. Setting up an employee for success requires a visualization of the desired future rather than a reminder of the failed past.