GUIDANCE OF APPRAISAL REPORT

MOL SHIP MANAGEMENT (SINGAPORE) PTE. LTD.

February 2010
<1>PURPOSE OF APPRAISAL REPORT

The quality of seafarers is one of the most important areas in maintaining a safe and
efficient operation aboard our vessels. To select good seafarers and improve their quality,
the Master is requested to evaluate his staff carefully following these guidance notes and
report the results to the ship management company.

The Master is also requested to give officers and crew advices and the opportunities to
improve their ability as many as possible during their assignment.

<2> Evaluation Period and Appraisee / Appriser

AS PER COMPANY OPM

<3> PROCEDURE OF EVALUATION

3.1 “APPRAISAL FACTORS”

3.1.1. Categories
Evaluation of crewmember shall be done in regard to 5 categories.
← Achievements ↑ Abilities → Attitudes
↓ Others (health condition, sobriety) ° Overall assessment

(1) Achievements
Evaluate the results of seafarer’s accomplishments in his duties during
his onboard period. “Duties” means following 2 items.
← The duties, which are provided by Onboard Procedure Manual for each
rank. (Duties ordered by his superior are also included.)
↑ Training of subordinates
(2) Abilities
Evaluate his current abilities in comparison with the standard required in
his rank.
(3) Attitudes
Evaluate his behavior, attitudes and mind.

We also further request Master, C/Engineer and Head of the Department to evaluate
Their officers and crews based on work performance and attitude and evaluation
should not involve any personal grievances.

3.1.2. The appraisal standard

Grade 5 means “Excellent” (An appraisee’s level is by far above the required standard)
Grade 4 means “Very Good”(An appraisee’s level is above the required standard)
Grade 3 means “Satisfactory” (An appraisee’s level meets the required standard)
Grade 2 means “Poor” (An appraisee’s level falls below the required standard)
Grade 1 means “Very Poor” (An appraisee’s level falls by far below the required standard)
 “5”

“4”

“Bar of Standard” “3”

“2”

“1”

- See Annex1 “Evaluation Criteria” for the details. -

3.2 “REQUIRED TRAINING”

The required training for promotion of appraisee or development of his ability shall be
provided stated. The appraiser may recommend any training from list or whatever
training, appropriate.

3.3 “REASON OF DISEMBARKATION”

It is required in Final Evaluation only.

3.4 “RECOMMENDATION”
It is required in Final Evaluation only.
The appraiser shall review the evaluation and choose his recommendation about
possibility of promotion and/or re-employment from below options.

(1) “Recommend promotion”

← The appraisee has enough ability to carry out the work of the senior rank.
The promotion of an appraisee cannot be justified only by the fact that he has good
abilities for the current rank . It means that current marks should be at least “4” for
promotion.
↑ His attitudes are also good.
→ In case of officer or the candidate for officer, it is essential to possess the license for
the senior rank.

(2) “Recommend re-employment in the same rank”

← The appraisee has enough ability for the current rank.
↑ There are no problems in his attitude.
 (3) “Possible re-employment, but need improvement”
Re-employment is not recommendable until the appraisee shows proof of improvement
in regard to his weak point or incompetency, pointed out in the last appraisal of him.

(4) “Not recommend re-employment”

← The appraisee caused serious violation of discipline.
↑ The appraisee does not have the ability required in the current rank or has a
serious problem in his attitudes. He will not be able to solve these problems.

If the appraiser mark above (1), (3) or (4), the appraiser shall state the reasons in the
space for “GENERAL COMMENTS”.

3.5 “GENERAL COMMENTS (Primary appraiser / Master)”

Appraiser shall provide his own view about appraisee’s good points, points to be
improved, aptitudes and so on. These general comments are required in both
Intermediate and final reports.
The appraiser is also requested to give his comments in the following cases.

(1) The appraisal grade is “1” or “2”.

(2) One of “Recommend promotion”,”Possible re-employment, but need improvement”
or ”Not recommend re-employment” is marked in the Paragraph 4 “Recommendation”.

3.6 “FEED-BACK CONFIRMATION”

Though this is not compulsive for appraiser, the appraiser must decide whether to
adopt this or not. The appraiser shall not treat appraisee unfairly. Which means if
the vessel decided to adopt feed-back confirmation, it shall be applied to all crew
on board.

<Purpose of feed-back interview>

← To give appraisee an incentive to perform his work well and make him
recognize required training for himself.
↑ To make appraiser try his best to produce objective appraisal reports.
→ To promote appraiser’s management skills.

3.7 “COMMENTS (Ship Manager)”

The Ship Manager will provide their comments in this space after receipt of the report port
from the vessel.
 (Annex 1)

EVALUATION CRITERIA

<ACHIEVEMENTS>

1. Job Performance <Quantity>

- Speed, volume of work and correct time keeping of the duties shown in the Onboard
Procedure Manual of Safety Management System and as ordered by superiors.
Grade
5 : Greatly exceeded the original expectations, and contributed to vessel operation over
and above what is required.
4 : Exceeded the original expectations. Got good results about the works which have
been difficult to be accomplished.
3 : Quantity of his performance is average. There have been no problems about keeping
the deadline.
2 : Fell short of the original expectations. There were a lot of cases that he could not
keep the deadline
1 : Fell short of all original expectations. His duties were seriously affected.

2. Job Performance <Quality>

- Accuracy of own duties, which is provided in the Onboard Procedure Manual of Safety
Management System and as ordered by the superiors.
- Has the crewmember carried out his duties in a suitable way?
- How well has crewmember performed for the rationalization and the improvement of his
duties?
Grade
5 : Job quality was accurate and correct. He paid a great deal of attention to
rationalization and improvement of his duties.
4 : Job quality was accurate and correct. He paid attention to rationalization and
improvement of his duties.
3 : Job quality was average. There were no problems about quality.
2 : Job quality was a bit slipshod and lacking accuracy. He had little awareness of the
problems involved and repeated usual methods were a bit slovenly.
1 : Job quality was quite slipshod and totally lacking accuracy. It affected his duty
seriously.

3. Training for subordinates (for Officers and Senior Ratings only)

- How well has the crewmember trained and led his subordinates?
Grade
5: Methods of training for subordinates were very positive and effective. He made an
excellent contribution to improvement of their abilities etc.
4: Training of subordinates was carried out positively and there were distinct
signs of improvement to their abilities etc.
3: Necessary training was given, with no special problems.
2: Training for subordinates was not given correctly or efficiently.
No confirmation of effectiveness.
 1: No effective training given to subordinates, and has no awareness to train his
own subordinates.

<ABILITIES>

1. Technical Ability, Knowledge

- Technical abilities, experiences and knowledge that are required in his rank. Professional
skills required to accomplish his duties.
Grade
5: Greatly exceeds the level, which is required for his rank, and has sufficient ability for
senior rank.
4: Exceeds the level, which is required for his rank, and has the ability to carry jobs
tentatively on behalf of his senior.
3: Reachs the level which is required for his rank.
2: Below the level which is required for his rank. It has an adverse effect on his jobs
occasionally.
1: Below the level, which is required for his rank, at all . It has a serious adverse effect on
his job.

2. Dependability
- Can the crewmember complete his duties without supervision and monitoring?
Grade
5 : Very high reliability and no supervision required. He has capability to cope with
unexpected situations.
4 : High reliability and no supervision required except in special cases.
3 : He usually performs his own duty without any problem. But he needs supervision
occasionally.
2 : Poor reliability. He often needs supervision.
1 : Very poor reliability. He cannot perform his duty without continuous supervision.

3. Communication
- How well does the crewmember communicate with his superiors, subordinates, other
departments and outside parties concerned to accomplish his duties?
- How well does the crewmember communicate and understand the common language of
English, when carrying out his duties?
Grade
5 : He has capability to maintain good communication with the related person and
establish firm relationship with them. He has an outstanding ability in English and this
contributes to very effective communication.
4: He can maintain effective communication with the related person to perform his
duties smoothly. He has a good ability in English.
3: He can maintain necessary communication with related person without problem.
He can communicate in English sufficiently to carryout his duties satisfactorily.
2: He neglects necessary communication occasionally.
His ability in English is limited and sometimes misunderstands communications
1: He often neglects even necessary communication which causes serious problems
when performing his duties. His ability in English is very poor.
4. Leadership/Administrative Ability (for Officers and Senior Ratings only)
- Has he the ability to organize and manage his subordinates for the tasks?
- Has he the ability for administrative tasks onboard?
- Does the crewmember display good leadership qualities?
Grade
5: He displays excellent leadership qualities and enjoys good relationships, and mutual
trust with his subordinates. Excellent team organizer.
4: He displays good leadership qualities and organizes his team well though
various meetings.
3: He organizes his subordinates without problems.
2: He has poor leadership qualities and cannot organize his subordinates effectively.
1: No leadership ability. Subordinates complain about his inability to organize and
administer.

5. Planning (for Officers only)

- How well does the crewmember plan his long term / short term tasks?
Grade
5: Excellent planner of long term/short term tasks. Continuous improvements are added
to the plan to improve its efficiency and effectiveness.
4: He plans well taking into account the actual situation and performs his duty effectively
in line with the plan.
3: He plans and carry out it his duties with no problem.
2: He lacks planning ability, and is unable to perform his duty in line with a plan.
1: No planning ability. His duty is performed randomly.

6. Documentation (for Officers only)

- How well does the crewmember keep and control the documents?
(legal documents, SMS documents, and other documents, records materials)
Grade
5: All documents are controlled very well and it is very easy to use/refer to the
documents immediately. Greatly contributes to work-saving onboard.
4: Legal documents and SMS documents in his charge are controlled very well. Other
documents and records are also well controlled for effective usage.
3: Legal documents and SMS documents in his charge are controlled without problem.
Other documents and records are controlled generally but there are some
inconsistencies.
2: There are some inconsistent methods in control legal documents and/or SMS
documents in his charge. Other documents and records are not controlled in proper
manner and it is difficult to use them effectively.
1: Legal documents and SMS documents in his charge are not controlled properly.

<ATTITUDES>

1. Safety Consciousness
- Does the crewmember maintain safe working practices?
- Does he make a positive contribution to onboard safety?
Grade
5: Very high safety consciousness. He posses great potential in identifying risk
/hazardous situations onboard and contributes very well for the improvements of
them.
4: High safety consciousness. He always pays attention for potential hazardous/risk
onboard and tries to improve them.
3: Safety working practices are part of his routine, and has not created any problems.
2: Poor safety consciousness. There are some problems in his attitudes to maintain
safety working practices onboard.
1: Very poor safety consciousness. Lack of ability to foresee a danger.

2. Conduct, Discipline
- Does the crewmember strictly obey the company rules?
- Does the crewmember maintain a polite, punctual, and respectful manner?
Grade
5: Always very good conduct and maintains a very high order of discipline. Sets a good
example for other crewmembers.
4: Always has good conduct and maintains discipline well.
3: Keeps discipline. No problems with his conduct.
2: Keeps discipline generally but there have been a few slight violations. His conduct
has been a bit “Loose” and have sometimes given warnings about this.
1: There was serious violation of discipline.

3. Positive, Responsibility
- How positive and responsible has the crewmember been to achieve his duties?
Grade
5 : He has performed his duty with exceptional positive and responsibility. Very good
influences on other crewmembers.
4 : He has performed his duty with strong positive and responsibility. He has tackled
various problems aggressively.
3 : No problems about his positive and responsibility. He has coped with the problems
under his charge well.
2 : He does not have enough positive and responsibility for his duty. He is lazy with his
routine work.
1 : He shows no positive for his duty or any responsibility for his own faults.
4. Cost Consciousness
- Does crewmember demonstrate cost consciousness carrying out his duty?
ς (Master), Chief Officer – Ship’s Expenses (store, M&R etc), Voyage Expenses
ς Other officers and ratings – Ship’s Expenses (store, M&R, lub.oil etc)
Grade
5: He is very cost conscious and has educates other crewmember actively and
effectively.
4: He has performed his tasks with strong cost consciousness and devised a plan to
eliminate various wastes.
3: He is reasonably cost consciousness.
2: He often shows an attitude lacking cost consciousness.
1: Total disregard for cost consciousness much waste and loss was evident.
5. Loyalty, Integrity
- Has the crewmember always obeyed orders by his superiors or company?
Grade
5: He follows orders from his superiors and company faithfully and has always
performed his tasks with sincerity. He has a good sense of belonging MOL group.
4: He follows orders from his superiors and company well, and has performed his tasks
faithfully.
3: He follows orders from his superiors and company, and performed his tasks
without problem.
2 : He does not follow orders from superiors and company occasionally. There were a
few cases that he made a false report to superiors and company .
1 : He does not follow orders from superiors and company, and has tendency to act
arbitrarily without consultation.

6. Cooperation, Relationship
- How well has the crewmember cooperated with his superiors, subordinates and other
departments and related parties outside?
- Has the crewmember established good relationship in the shipboard community.
Grade
5: He maintains a cooperative relationship very well with other crewmembers and
related parties outside. He has also greatly contributed to the harmony of shipboard
community.
4: He always assumes cooperative attitude, and is cooperative to any request by others.
He keeps good relationship with other crewmembers.
3: He has maintained official/private relationship without any problem.
2: He sometimes shows uncooperative attitude to reasonable requests from others.
There were some problems about his onboard relationship.
1: He is generally uncooperative with reasonable requests from others, He is not friendly
to other crewmembers and disturbs public order.

7. Patience, Emotional Stability

- Has the crewmember maintained a tolerance to physical / mental stress?
Grade
5: He maintains exceptional tolerances to physical / mental stress. He gives full play to
his abilities without being discouraged by adversity and helps other crewmembers
who are weaker than him.
4: He can endure long period/time duty and maintain enough tolerances against
adversity.
3: He maintains necessary tolerances to onboard physical/mental stress without
problem.
2: He often shows faults / emotional instabilities which are caused by physical /mental
stress even in ordinary times.
1: He loses his mental balance at trivia. He has neither patience nor minimum
tolerance which is required for a seafarer.
<OTHERS>

1. Health Condition
- Has the crewmember been physically fit for sea service?
- Has the crewmember worked energetically without absence or medical care from a shore
hospital?
Grade
5: He has never complained about the condition of his health and performed his tasks
with exceptional energy.
4: He has kept his health well and performed his tasks energetically.
3: He is fit for his duty onboard. He has never gone for shore medical check up during
his contract.(except work-related injury/illness)
2: His duty has been effected frequently by his physical condition. He went for shore
medical check up once or twice during his contract.(except work-related injury/illness)
1: He is unfit for his duty. He went for shore medical check up more than three times
during his contract.(except work-related injury/illness) Or has required shore medical
check up due to his chronic disease within 2 months after his signing-on.

2. Sobriety
- How much does the crewmember drink alcohol usually? Does it affect his duties?
Grade
5: He does not drink alcohol except special case. Never affect his duty.
4: He sometimes drinks moderately but it never affects his duty.
3: He usually drinks in moderation but his duty is not affected.
2: His work and personal conduct are occasionally affected by a immoderate
consumption of alcohol.
1: He frequently drinks too much, and his work and personal conduct are often affected
by alcohol.

3. Overall Assessment
- Evaluate all-inclusive assessment for the crewmember (from “5;Excellent” to “1;Very
Poor”) should be calculated as mean arithmetic sum of mark of all APPRAISAL
FACTORS and should be indicated at least until decimal format.