Beyond Standard: Do the Marine Engine Officers Competence?

Antoni Arif Priadi

, Imam Fahcruddin

, Nafi Almuzani

and Akhmad Kasan Gupron

Nautical Department, Sekolah Tinggi Ilmu Pelayaran (STIP) Jakarta, Indonesia

Engine Department, Sekolah Tinggi Ilmu Pelayaran (STIP) Jakarta, Indonesia

Keywords: Competency, Marine engine officer, importance performance analysis, gap analysis

Abstract: Indonesia has an important role in the world maritime industry through the large number of Indonesian

registered ships as well as the number of marine engine officers. The marine engine officers had supplied

the national ship flag as well as the foreign ship flag. Therefore, there is a need to evaluate the future

competency of marine engine officers to serve the industry as the aim of this research. The gap analysis

method is applied to compare the expectation and the perception of the competency variables as well as

Important Performance Analysis (IPA). The result showed that the level conformity between expectation

and perception for the marine engineering variable is 78.92% followed by 77.69% of electrical electronics

and control engineering variable, 77.97% of maintenance and repair variable, 77.34% of controlling the

operation of the ship and care for persons on board variable and 80.92% of soft skill variable. The gap

between perceptions and expectations of the marine engine competency is negative. Yet, based on the

Important Performance Analysis (IPA) showed that there are 8 variables need to be improved and 8

variables need to be maintained. Furthermore, there are 4 variables which are low priority. Whereas, there

are 8 variables which are over acts. Future research by using industry perspective needs to be done to

correct the future level of marine engine officer competency.

1 INTRODUCTION

Indonesia is an archipelagic state which consists of

70% of sea area. The sea area of Indonesia covers

5.8 million km square with length of coast line is

95,181 km. Based on this fact, the sea transportation

has important role to connect the 17.504 islands.

One of the sea transportation mode is ship which the

number of Indonesian registered ships are more than

17.000 ships. As the ship needs to be operated by

crew, one of the crew profession is the marine

engineer officer.

The number of Indonesian seafarers are 875.933

in 2017. These number includes the number of

seafarers who work for foreign ships. For the marine

engine officers, the number is around 47.000. Their

certificates are according to the requirements of

Standards of Training, Certification and

Watchkeeping for Seafarers (STCW) 1978

Amendments 2010.

The marine engine officers, many of whom work

in national companies and few of them work for

international companies. Whereas in accordance

with the data from BIMCO in 2015 there is still a

shortage of thousands of ship officers including

marine engine officers. This should be used by

Indonesian marine engine officers to compete filling

the international market. Of course to fill the

international market Indonesian marine engineer

officers need to have competencies of international

standards and even must be above international

standards. Therefore, an analysis of the

competencies of the Indonesian marine engine

officers is required. It is expected to provide an

overview of the advantages possessed by the marine

Indonesian engine officers in addition to the

description of areas that need to get attention for

future improvement.

There are a lot number of Indonesian seafarers

who did not passed to work for international

company due to the level of communication, the

level of discipline and the some part of homesick

culture. These could be used as the indicators of

usage Indonesian seafarers in the international

market. (Syamsudin, 2007)

Education and training are really required to

improve the human resources quality in shipping

service. The role of education and training institute

is very important to produce national seafarers who

have high quality to compete in international market.

Priyadi, A., Fahcruddin, I., Almuzani, N. and Gupron, A.

Beyond Standard: Do the Marine Engine Ofﬁcers Competence?.

DOI: 10.5220/0010038100570063

In Proceedings of the 3rd International Conference of Computer, Environment, Agriculture, Social Science, Health Science, Engineering and Technology (ICEST 2018), pages 57-63

ISBN: 978-989-758-496-1

Recently, Indonesia has sufficient number of

seafarers, yet the industry requires the competent

seafarer according to the certificate possesed.

Human competency can be known by people

who see and assess the activities that he did. A

competency appraiser may come from a person who

has more knowledge in the field or a superior of the

human services user who has the competency.

Perception is the work of the brain in understanding

and assessing something that happens around it

(Waidi, 2006). Furthermore, perception is a process

that starts from the utilization of the human senses,

from sight, hearing and others to the formation of

responses that occur within the individual so that the

individual is aware of everything in the environment

through the senses he has. The assessment of

competency can be done by comparing the

characteristics underlying the effectiveness of

individual performance (competence) with the

required job competence (Moeherino, 2012). By

using perception, we are able to know whether a

person has the competencies required in that

position.

The expectations reflect individual perceptions

of the ability to clearly define goals, to take the

initiative and to retain the motivation to use

strategies, and to develop specific strategies to

achieve those goals (Snyder, 1994). The expextation

is something that can be formed and can be used as a

step for change. Profitable changes can cause the

individual to achieve a better life. Each individual

has the ability to form expectations because they

have a basic component in the cognitive abilities

needed to produce thoughts of hope. Changes related

to those expectations require the formation and

maintenance of personal power in the context of a

supportive or supportive relationship. By comparing

perception and expectation, we can know whether

there is a gap in achieving a goal.

From the problems presented above, researchers

are interested to examine the perceptions and

expectations of seafarers' competence, especially

Indonesian marine engine officers. This is very

important for policy makers to know which

indicators are gaps so that solutions and

improvement can be applied. This research is also

important for the shipping companies to understand

what is the strong factor of Indonesian marine

engine officers as well as the area which needs to be

developed during on board ship.

2 RESEARCH METHOD

To start with the method, this research is a

quantitative descriptive study using the user

approach. The research sample, consisting of 100

respondents, was selected by means of the accidental

sampling technique. The respondents were the

marine engine officers who were identified proper to

fill the questionairre. The data were collected

through questionnaires. The analysis used is the Gap

Analysis (Franklin, 2005) and IPA (John, 1977).

The questionnaire survey consists of the several

group questions. First is the questions of general

information of the respondent. Then, the questions

asked respondents to level the degree of perception

and expectation of each variable. To extract the level

of perception, the respondents were asked to rate

each variable on the five–point using Likert scale,

varying from “strongly unnecessary” (1) to “strongly

necessary” (5). Whereas for the level of expectation,

the five – point using Likert scale is used, varying

form “strongly unexpected” (1) to “strongly

expected” (5).

A questionnaire survey was designed into five

competency categories. The first competency

category is related to the marine engineering which

consists of 7 variables. The second competency

categoy of questionnaire survey consists of 2

variables which related to the electrical, electronic

and control engineering. The third competency of

the questionnaire survey category consists of 3

variables which related to the maintenance and

repair. The fourth competency of questionnaire

survey category consists of 8 variables which related

to controlling the operation of the ship and care for

persons on board. The last competency of the

questionnaire survey category is related to the soft

skill which consist of 11 variables. The detail of

variables is arranged as diplayed in the Table 1.

ICEST 2018 - 3rd International Conference of Computer, Environment, Agriculture, Social Science, Health Science, Engineering and

Technology

Table 1: The variables under first until five competency.

Var. Description of Variable

Competency

V1 Shipboard engine operation

Marine

engineerin

V2 Maintain a safe Engine

Room watch

V3 Understand the

characteristics the main

engine of diesel, steam

turbine and gas, including

the- speed, output and fuel-

oil consum

tion.

V4 Practical knowledge on

operation, supervision,

performance assessment and

security maintenance of the

installation of the main

engine and auxiliary

machineries.

V5 Respond to emergencies

V6 Manage fuel oil, lubrication

and ballast operation.

V7 Maneuver the ship

V8 Operate electrical, electronic

and control systems

Electrical,

electronic

and control

engineerin

V9 Maintenance and repair of

electrical and electronic

equipment

V10 Manage safe and effective

maintenance and repair

prosedures

Maintenance

and repair

V11 Detect and identify the

causes of engine damage

and re

air it.

V12 Ensure safe working

ractices

V13 Ensure compliance with

pollution prevention

uirements

Controllin

g the

operation

of the ship

and care

for persons

on board

V14 Maintain the seaworthiness

of the ship

V15 Prevent, control and fight

fires on board

V16 Operate life-saving

liances

V17 Apply medical first aid on

board ship

V18 Monitor compliance with

legislative requirements

V19 Application of leadership

and team working skills

V20 Contribute to safety of

personnel and ship

V21 Team work

Soft skill

V22 Organize and coordinate

staff to achieve company

ectives

Var. Description of Variable

Competency

V23 Continuosly learning and

wilingness to receive feed

back from super ordinate

V24 Finding problem

V25 Using and acting upon

information

V26 Integrity

V27 Motivation

V28 Persistence and courage in

facing proble

V29 Leadershi

attern

V30 Wise attitude

V31 Responbility

The survey was conducted at Sekolah Tinggi

Ilmu Pelayaran (STIP) Jakarta during September to

October 2017. Several manners were used to

motivate the questionnaires to the respondents.

Nevertheless, to encourage the respondents in

participating the survey, face to face and using

google form was preferred. Doing so, the response

rate increased. Gap analysis is used to determine the

steps which are need to be choosen for further

improvement from recent condition to the expected

condition in the future. The gap analysis is also a

means of comparison between actual performance

and future performance. This gap analysis also

identifies the action plan to achieve the future

performance. Furthermore, the gap analysis method

is used for analysis between the perception and

expectation of Indonesian marine engine officer

competencies. The gap calculation is acquired from

the mean score of expectation after being deducted

with mean score of perception. At the end, the gap

analysis method is fulfilled for five competency of

variables groups.

3 RESULTS AND DISCUSSION

First of all, the respondent profiles include the

respondent’s age, education background,

competency certificate degree and sea service. For

the respondent age, there are 37% have age less than

31 years old, followed by 51% of respondent have

middle age between 31–50 years old and small

percentage for respondent’s age more than 51 years

old. Further, regarding to the educational

background, there are 7% respondents graduated

from senior high school, 33% graduated from

diploma, 47% graduated from bachelor, and 7%

graduated from master. Then 7% of respondents is

categorized with other education background. Based

on the competency certificate degree, 40% of

Beyond Standard: Do the Marine Engine Ofﬁcers Competence?

respondents were marine engine officers class III,

28% of respondents were marine engine officers

class II, and 26% of respondents were marine engine

officers class I. In addition, 7% of respondents were

categorized with other employment background. It

could be concluded that all respondents had

experience as the marine engine officer on board

vessel.

In addition, they have experience as the chief

engineer and they have sub ordinate. Their

experiences are very helpful for them during filling

the questionnaire as they have seen and observed the

ability of their marine engineer. As the result, the

questionaire result is more accurate. For the sea

service experiences, the 47% respondent has 1 to 3

years experiences. Meanwhile, those who have 4 to

6 years experiences are only 14% respondents

accounted and 40% have experienced more than 6

years.

The assessment of marine engine officer

competency is determined by calculating the level of

perception and expectation on each competency

group. The result of group 1, marine engineering

competencies, is presented in Table 2.

Table 2: The competency conformity level of group 1

Var. Mean of

Perceptions

Mean of

Expectations

Conformity

Level

Gap

(E – P)

V1 3.42 4.12 83.01 % 0.58

V2 3.34 4.17 80.10 % 0.66

V3 3.08 4.16 74.04 % -0.08

V4 3.29 3.90 84.36 % 0.71

V5 3.30 4.26 77.46 % 0.20

V6 3.36 4.23 79.43 % 0.64

V7 3.16 4.24 74.53 % -0.16

From Table 2, it can be shown that the suitability

level of marine engineering competencies for all

variables did not achieve 100%. Thus, the

expectation of user is higher than the marine engine

officer competencies currently. Therefore, there is a

need to improve this area for future.

Further, the same procedure is applied for the

group 2 competency which is electrical, electronic

and control engineering as presented in Table 3.

Table 3: The competency conformity level of group 2

Var. Mean of

Perceptions

Mean of

Expectations

Conformity

Level

Gap

(E – P)

V8 3.04 4.20 72.38 % 1.16

V9 3.33 4.00 83.25 % 0.67

From Table 3, it can be shown that the suitability

level of electrical, electronic and control engineering

competencies for two variables did not reach 100%.

It means that the expectation of user is higher than

the marine engine officer competencies currently.

Therefore, it is necessary to improve this area for

future.

The next suitablity level measurement is applied

for the group 3 competency which is maintenance

and repair competency. The result is presented in

table 4. It can be shown that the suitability level of

maintenance and repair competencies for three

variables did not reach 100%.

Table 4: The competency conformity level of group 3

Var. Mean of

Perceptions

Mean of

Expectations

Conformity

Level

Gap

(E – P)

V10 3.05 4.14 73.67 % 1.09

V11 3.19 4.05 78.77 % 0.86

V12 3.35 4.11 81.51 % 0.76

The conformity level of controlling the operation

of the ship and care for persons on board

competencies is presented in Table 5.

Table 5: The competency conformity level of group 4

Var. Mean of

Perceptions

Mean of

Expectations

Conformity

Level

Gap

(E – P)

V13 3.19 4.17 76.50 % 0.98

V14 3.13 4.15 75.42 % 1.02

V15 3.26 4.32 75.46 % 1.06

V16 3.17 4.15 76.39 % 0.98

V17 3.20 4.10 78.05 % 0.90

V18 3.38 4.21 80.29 % 0.83

V19 3.23 4.17 77.46 % 0.94

V20 3.24 4.09 79.22 % 0.85

Table 5 shows that the level of conformity of

controlling the operation of the ship and care for

persons on board competency for each variable did

not meet 100%. The conformity level of soft skill

competencies, group 5, is presented in table 6. Table

6 shows that the suitability level of soft skill

competencies for each variable did not meet 100%.

Thus, the V21, V22, V23, V24, V25, V26, V27,

V28, V29, V30 and V31 variables in the soft skill

competencies do not meet what the users expected.

ICEST 2018 - 3rd International Conference of Computer, Environment, Agriculture, Social Science, Health Science, Engineering and

Technology

Table 6: The competency conformity level of group 5

Var. Mean of

Perceptions

Mean of

Expectations

Conformity

Level

Gap

(E – P)

V21 3.34 4.01 83.29 0.67

V22 3.06 4.03 75.93 0.97

V23 3.26 4.01 81.30 0.75

V24 3.37 4.01 84.04 0.64

V25 3.26 4.09 79.71 0.83

V26 3.26 4.13 78.93 0.87

V27 3.32 4.05 81.98 0.73

V28 3.3 3.98 82.91 0.68

V29 3.25 4.10 79.27 0.85

V30 3.37 4.16 81.01 0.79

V31 3.34 4.01 83.29 0.67

IPA analysis in this study was conducted on all

respondents. Data processing with SPSS 20 obtained

images of Cartesian IPA diagram on safety aspect in

ship for all respondents as follows:

Figure 1: Gap analysis for marine engineering competency

Based on Figure 1, the competency dimensions

of marine engineering for V3 and V7 fall within

quadrant I (under action). They are considered

important by the respondents however they are not

as expected. Their perception values are lower than

their expectation.

Then, the competency dimensions of the marine

engine officer for V1, V2, V5, and V6 fall into

Quadrant II (maintain). The perception and

expectation level are equally high. This indicates

that V1, V2, V5, and V6 are important to the marine

engine officers who have high performance related

to the variables. This condition must be maintained

for the future as it is considered very important/

expected as well as the result is very satisfactory.

Next, the competency dimensions of marine

engine officers for V4 fall in quadrant IV (over act).

The position of V4 according to the respondent has a

low level of expectation but it has a good

performance. Therefore, it is considered excessive

by the respondent. This indicates that V4 which

influences the user satisfaction of marine engine

officer competencies is considered too excessive in

its implementation.

Figure 2: Gap analysis for Electrical, electronic and

control engineering competency

Based on Figure 2, the competencyy dimensions

of marine engine officer for V8 fall in quadrant I

(under action). That is, V8 is considered important

by the respondents but what they feel is not what

they expected. The perception level of V8 is lower

than what the respondent expectation. The same

procedure is applied for the competency group 3, 4

and 5.

According Figure 3, the competency dimensions

of maintenance and repair for V10 fall within

quadrant I (under action). They are considered

important by the respondents hovewer they are not

as expected. Their perception value are lower than

their expectation. Next, the competency dimensions

of V11 fall in quadrant III (low priority). This means

that V11 is considered less important by the

respondent and in fact its performance is not too

special. V11 which is contained in quadrant III has

low expectation and its performance is also

considered unfavourable by the respondent.

Increased mastery over V11 needs to be

reconsidered. The last competency dimensions of

V12 fall in quadrant IV (over act). The position of

V12 according to the respondent has a low

expectation level but has a good performance, so it

is considered excessive by the respondent. This

indicates that V12 is considered too excessive in its

implementation.

Beyond Standard: Do the Marine Engine Ofﬁcers Competence?

Figure 3: Gap analysis for maintenance and repair

competency

Based on Figure 4, the competency dimensions

of controlling the operation of the ship and care for

persons on board competency for V13, V14, V16

and V19 fall into quadrant I (under action). They are

considered important by respondents but they do not

feel as they expect. Next, the competency

dimensions of V15 and V18 fall into Quadrant II

(Maintain).

Figure 4: Gap analysis for controlling the operation of the

ship and care for persons on board competency

Respondents assessed the perception and

expectation level of the marine engine officer for

these variables is equally high. This condition must

be maintained for the next time as it is considered

expected and the result is very satisfactory. Next,

V17 and V20 fall in quadrant III (low priority). V17

and V20 contained in quadrant III have low

expectation level and its performance is also

considered unfavorable by the respondent. Increased

mastery needs to be reconsidered.

Figure 5: Gap analysis for Soft skill competency

Based on Figure 5, the competency dimensions

of soft skill for V26 and V30 fall in Quadrant II

(Maintain). Respondents assessed the perception and

expectation level of the marine engine officer is

equally high. This condition must be maintained for

the next time as it is considered expected and the

result is very satisfactory.

Then, the competency dimensions of V22 fall in

quadrant III (low priority). Increasing mastery of

V22 needs to be reconsidered. The last is the

competency dimensions of V21, V23, V24, V25,

V27, V28, and V29 fall in quadrant IV (over act).

According to those, the respondent have low

expectation but they have good performance.

4 CONCLUSIONS

Several things can be concluded in this research. The

first relates to gap analysis showing that almost all

research variables suggest a gap although relatively

small in value. To see the variables that need to be

improved, maintained, not priority for improvement

or variables that are above expectation then used the

IPA model.

First, it can be summarized that there are several

variables that need to be improved such as

understand the characteristics the main engine of

diesel, steam turbine and gas, including the speed,

output and fuel-oil consumption (V3), maneuver the

ship (V7), operate electrical, electronic and control

systems (V8), manage safe and effective

maintenance and repair procedures (V10), ensure

compliance with pollution prevention requirements

(V13), maintain the seaworthiness of the ship (V14),

operate life-saving appliances (V16), and application

of leadership and team working skills (V19). These

ICEST 2018 - 3rd International Conference of Computer, Environment, Agriculture, Social Science, Health Science, Engineering and

Technology

variable variables need to get attention for future

improvements.

There are several variables that need to be

maintained such as : shipboard engine operation

(V1), maintain a safe Engine Room watch (V2),

respond to emergencies (V5), manage fuel oil,

lubrication and ballast operation (V6), prevent,

control and fight fires on board (V15), monitor

compliance with legislative requirements (V18),

integrity (V26), and wise attitude (V30).

Next, there are variables that also need to become

attention by the respondents to increase the self-

mastery such as: detect and identify the causes of

engine damage and repair (V11), apply medical first

aid on board ship (V17), contribute to safety of

personnel and ship (V20), organize and coordinate

staff to achieve company objectives (V22), and

leadership pattern (V29).

Last, variables that are considered excessive in

implementation should also get attention. The

variables are practical knowledge on operation,

supervision, performance assessment and security

maintenance of the installation of the main engine

and auxiliary machineries (V4), maintenance and

repair of electrical and electronic equipment (V9),

ensure safe working practices (V12), team work

(V21), continuously learning and willingness to

receive feedback from super ordinate (V23), finding

problem (V24), using and acting upon information

(V25), motivation (V27), persistence and courage in

facing problem (V28), and responsibility (V31).

The results of this study provide feedback to the

marine engine officers to further enhance the

competence during individual ship work. To support

this, a marine engine officers may propose the

application for training on board or training at a

training institution while on vacation. In addition to

these training institutions could also use the results

of this study to increase the competence areas

considered by the marine engine officers which are

less satisfied. The shipping company may also

undertake enhanced training for shipboard engineers

on board with ongoing training programs

ACKNOWLEDGEMENTS

The authors would like to thank to Sekolah Tinggi

Ilmu Pelayaran Jakarta9 for providing the

opportunity to conduct this research.

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Beyond Standard: Do the Marine Engine Ofﬁcers Competence?