Addressing crew shortage: Set rank-specific criteria for tasks, training, and appraisals

Clear and transparent criteria for appraisals, task allocation, and rank- specific training are essential to ensuring fairness and equal opportunities for all seafarers regardless of gender, age, and/or nationality highlights the Global Maritime Forum’s (GMF) All Aboard Alliance.

This is the third of the nine ‘Sustainable Crewing Guidelines’ introduced by the organization in March 2025. These guidelines, developed after years of research and real-world trials involving over 400 seafarers, provide a clear benchmark for best practices onboard vessels.

Why it matters

When seafarers understand what is required to succeed, they can better plan their career development.
Structured and transparent processes are crucial in fostering a more inclusive and merit based maritime industry

7 rank-specific criteria framework for tasks, training, and appraisals

1. Role definition by rank

RelatedNews

American Club: Include thermal imaging to reduce fire risk

Tokyo MoU: Proper maintenance & rigging of pilot transfer arrangements

Clearly document responsibilities, expected skills, and typical tasks for each rank.
Ensure this information is accessible to all crew members via manuals or digital platforms

2. Tailored training opportunities

Design training programs aligned with rank-specific responsibilities.
Offer transparent upskilling paths to support career progression.

3. Transparent appraisal criteria

Define measurable, objective performance indicators for each rank (e.g., task completion, safety compliance, teamwork).
Publish appraisal guidelines so every crew member knows how performance is evaluated.

4. Objective task assignment

Assign tasks based on rank, skills, and experience, not personal preference or bias.
Rotate tasks where feasible to provide equitable experience across crew members.

5. Clear and inclusive communication

Share role definitions, training opportunities, and appraisal criteria clearly and consistently.
Use gender-neutral, inclusive language in all policies and communications.

6. Commitment to diversity and equal opportunity

Communicate the company’s policies on equal treatment, diversity, and inclusion.
Monitor recruitment, promotions, and task assignments to prevent disparities.

7. Accountability and feedback mechanisms

Establish channels for crew members to provide feedback on tasks, training, or appraisals.
Regularly review policies to ensure fairness, transparency, and alignment with inclusivity objectives.