Sustainability Report 2014
Our employees are our most important resource and finding, attracting and retaining the right people are some of the main challenges we are faced with today.
Workforce development is a priority for DOF. We have grown substantially and have built workforce capability and expertise from 4,913 in 2013 to 5,382 employees in 2014.
Policy: The Group aims to provide all employees with a safe working environment where they can advance their careers, develop their expertise and have a flexible working day. Our focus on our fundamental values – respect, integrity, team work, performance and safety – has resulted in an improvement in individual efficiency and productive attitudes among our employees. The Group has a long-term plan for training and development of its employees. As part of this plan, DOF has completed a number of courses for employees during 2014, via DOF Academy.
Policy: Diversity and inclusion has always been of high importance to DOF. Our Equal employment Opportunities policy ensures a fair recruitment process. Our candidates are treated fairly, professionally and with respect. We employ the most competent person for a position based on their skills, knowledge and experience. Our focus in 2014 has been on gender balance which is quite challenging in our industry and especially on board our vessels.
The implementation of standardised Human Resource Systems for both marine and subsea will give us greater flexibility; there will be fewer physical restrictions to accessing information across the regions. Global, efficient HR processes will be required for the DOF Group to capitalise on growth opportunities and compete in a global marketplace. Practically, the HR system projects will support financial and risk management in our business and make HR processes familiar and interchangeable wherever we sit in the world.
The Group is committed to being a great place to work, encouraging and supporting all our employees to reach their full potential and ensuring that all employees exemplify our vision and values. In 2014, employees in the subsea projects operations have taken part in a global survey where DOF Subsea has entered into a 3-year agreement with Great Place To Work Institute. The outcome will be used to improve business performance, workplace culture and our employer branding. It is important for the organization to strengthen the commitment towards the Group’s vision and values.
The entire group has systematically performed working environment surveys the last six years. Surveys are to be conducted every second year, followed by two year improvement processes. This practice is highly appreciated by employees and a good tool for managers to receive feedback from the work force.
The Group follows a practice which conforms to international standards for human rights, and Group operations are managed in accordance with fundamental labour standards. Our guidelines and standards are based on the ILO Convention that prohibits all use of forced labour or child labour. The Group recognises and respects the employees’ right of association, organisation and collective bargaining, and the Group’s guidelines conform to the labour regulations stipulated by all local authorities.
Our staff is comprised by 86% of full-time employees and more than 3,900 employees are covered by bargaining agreements (73,76%).
Benefits offered to full-time employees
The Group understands that is the people who are the key to success, and therefore follows a strategy for promoting career opportunities and employees’ health and well-being.
Benefits provided to full-time employees that are not provided to temporary or part-time employees, by significant locations of operation
Standard benefits to full-time employees can great vary depending on the country’s legislation where the Group operates. The key regions for the Group’s operations are the Atlantic encompassing companies located in the UK and Norway; Brazil where the Group is represented by DOF Subsea Brazil and Norskan; North America comprising the offices in Houston and St. John’s in Canada and the subsidiaries companies located in Asia Pacific (APAC); DOF Subsea Australia and DOF Subsea Singapore. In general, the same standard benefits are the same for onshore and offshore employees, with minor variations in the coverage depending on the region / country where they are located.
Labour / Management Relations
DOF is part of an industry known to be cyclic in down times with redundancy and downsizing. We believe it is essential to keep a continuous dialogue with employees’ representative and trade unions. It is inevitable to maintain full work force at all times, however DOF will do its outmost to assist employees affected by downsizing, and the DOF Group has a robust program to support those employees by career as well as financial counselling.
Minimum notice periods regarding operational changes, including whether these are specified in collective agreements
In some countries where DOF operates, collective bargaining agreements include minimum notice periods regarding operational changes.
In Australia, the Modern Awards or Fair Work Act Regulatory documents’ states that employers shall “…as soon as practicable…” notify the employees of any change that is likely to have a significant effect on the employees of the enterprise. In Singapore, the Ministry of Manpower prescribes a period’s notice between 1 day and 4 weeks variable according to the length of service. Permanent employment templates for DOF Singapore include one week notice period for employees in a 3 month probationary and one calendar month for Standard Employment.
In UK there is a minimum of one months’ notice provided for major operational changes affecting employees and for statutory requirements, notice will be in accordance with valid regulations.
In Norway, the minimum number of notice period defined in the relevant national working legislations or in the employment agreement varies from 4 to 12 weeks. However, there are quarterly meetings with Union representatives and the work environment committee to address organizational and operational changes. Any major issues concerning the operations that would affect employees would be debated with the employee representatives before executed.
In Brazil, the period varies depending on the years of work. In case of contract rescission the employer must give one month notice + 3 days for every year worked in the company before executing it.
In the USA, the minimum number of notice period is of one month for offshore employees and two weeks for onshore workers. In Canada, the minimum period of notice in terms of changes in employment is based on a number of factors, including the circumstances of the change. In general, circumstances outside the control of the employer do not require any significant notice. However other notice that may affect the employment status is given based on years of service.
Type of injury and rates of injury
GRI-G4-LA6 | GRI-G4-LA6
All HSE incidents are reported through a common system for the DOF Group, “Docmap”. The system is available in the office and on all DOF vessels. Among the data captured for each incident is Type of injury, injured body part, Gender, Age and Injury classification.
Significant numbers reported are:
Number of fatalities
Number of LTI (Lost Time Incident) and LTI frequency per million man-hours
Total Recordable Case Frequency Rate (TRFC) - equal to Injury Rate (IR)
Total Recordable Case is the sum of LTIs, RWC (Restricted Workday Case) and MTC (Medical Treatment Case)
TRFC is the Total Recordable frequency per million man-hours
Number of first aid cases
Each company / region enters HSE statistics monthly into an internal tool on the DOF intranet, which is used by the corporate organization to create quarterly and yearly reports.
During 2014 we faced incidents resulting in lost time injuries. Fortunately, none of the injured persons suffered permanent disabilities, and all of them have returned to work in the group.
For the current year our objective was to be below 0.4 lost time injuries per million man-hours. At the end of the year we reported 0.6 LTIs per million man-hours for the group as a whole. The subsea division reported 0.2 and are well beyond industry average given by IMCA (0.5).
The total recordable frequency (TRFC) for the DOF Group was 2.31 in 2014. The TRFC is an indicator of the total number of LTIs, restricted workday cases and medical treatment cases per million man-hours. The IMCA TRFC for 2014 was 2.18.
Being a global company operating within multiple cultures, openness is a key approach. Our result in reporting unsafe acts and conditions reaches the impressing figure of 452 reports per 200.000 man-hours. Compared to industry standard this is exceptional and demonstrate that we have an open dialogue at our worksite on and offshore.
The man-hours used to calculate frequencies are reported in various systems. There are also certain estimates performed based on the number of employees. As a consequence of this, there is a certain inaccuracy in the number of man-hours. DOF will aim to improve the man-hour reporting to increase the accuracy, by reviewing reporting routines and systems for data capture.
The DOF vision for Occupational Health and Safety clearly states, “The DOF Group is committed to achieving the highest standards of HSEQ at all worksites”
Health and safety topics covered in formal agreements with trade unions
In most locations where the DOF Group operates, trade union agreements contain provisions that address the health and safety of our employees.
100% - All our offshore workers are covered by the MLC 2006.
In Singapore, health and safety provisions are regulated by governmental agencies while in Australia, trade union agreements have provisions about those topics.
In Norway trade union agreements also comprise topics related to health and safety committees, Protective Clothing (PPE), Minimum rest periods (within work hours & rosters); Training and medical certification; and workers compensation. In UK those issues are controlled by legislative agencies.
In Brazil, these agreements include, but are not limited to, the following topics: health and safety committees, Protective Clothing (PPE), Minimum rest periods (within work hours & rosters); Training and medical certification; Workers Compensation and safety legal topics.
In USA and Canada, Health and Safety provisions are regulated by governmental agencies in those locations.
Regarding serious disease training, DOF provides their employees with the International SOS Online Learning Center, available on the intranet. Two e-learning modules are offered, one about Malaria and the other about Travel Awareness.
Employees travelling on business to risks areas especially related to health and personal safety can also benefit of informational videos about Pandemic flu and Ebola prevention.
Training and Education
Percentage of employees receiving regular performance and career development reviews, by gender and by employee category
DOF seeks to conduct annually career development reviews / appraisal for all its employees together with their managers. For the reporting year of 2015, the DOF Group expects to have accurate figures about the percentage of employees who conducted these reviews in 2014.
The DOF Academy has been established to formalize a more integrated and structured approach to organizational development.
The framework of the DOF Academy is based on nine key strategies:
- Cultivating DOF Subsea Core Values (Respect Integrity Teamwork Excellence Safety)
- Partnering with different business units to establish core competencies
- Leveraging on our intellectual capital
- Investing in Strategic Learning
- Aligning Strategies with Corporate Objectives
- Broadening Learning Activities
- Focusing on Performance Solutions
- Speeding up knowledge transfer and knowledge retention
- Building our employee brandin
When we commit to undertake business in a region, the commitment extends to the development and support of the communities where we work.
One of the core principles of our business model is to train and maintain a dedicated core crew on all of our vessels. This ensures valuable operational and vessel knowledge is not lost between charter or project changes and leads to a higher level of safety, efficiency and quality services, benefiting the Group, our clients and our workforce.
Over the years DOF has invested in training and career development in specific regions DOF has in average approximately 90 maritime trainee / cadet positions per annum through our extensive training and career programme, mainly from Norway, Philippines and UK.
By giving the employees a structured path to gain qualifications, the training programme builds a skilled and sustainable workforce. There has been a strong link between Norway and the Philippines for many years, both are seafaring nations with a long history in the Maritime industry. 25% of the DOF Group’s maritime personnel are Philippine nationals - employed by the joint venture company “DOFOSM Marine Services”. Relevant industry training beyond mandatory requirements is provided to the Philippine nationals, either by “Norwegian Training Centre - Manila” (NTC) established by Norwegian Ship owner’s Association’s - where DOF is a member, or by DOF’s main manning agency provider in the Philippines.
Also, the NTC cadet programme has been part of DOF’s strategy in continuously providing highly qualified officers to our fleet. The courses extend across the complete spectrum of vessel operations. The aim has always been to train seafarers in the highest standard of safety and quality and to promote excellence in maritime operations throughout the world.
Our involvement does not stop there; In Brazil, DOF has established an ROV simulator training programme to build local capability and the company has invested in several programmes targeting social responsibility. Corporate success is linked to social welfare and so our policy is based on promoting education, culture and sports. This includes a large investment in the youth and underprivileged.
“AEPM”, founded by DOF with other Norwegian ship-owners, provides experience and exposure to maritime activities while assisting youth to find an education path with the correct credentials. An additional example from Brazil includes the “Dream Learn Work” and “Renascer” organisations, which aims to support children starting from a young age through to workplace training and potential recruitment. Lastly, the “Bola Para Frente Institute” provides an out-of-the-classroom education through sports, art and culture and exposure to professionals in the workplace.
Many of the projects are supported by multi-national companies, including several that have been specifically supported by Norwegian companies.
In 2014, no cases have been recorded regarding discrimination.
The DOF Group strives to improve our performance across all our worksites because we want our teams to go home safely. Tragically during the spring and summer 2015, in two separate accidents two of our crew member of our team suffered fatal injuries during operations on-board DOF Group vessels.
On Saturday, 21 February, 2015, whilst Skandi Skansen was berthed alongside in Stavanger, an incident occurred during the change out of starboard forward cabelar (gypsy) from 105mm to 84mm. The cabelar fell over whilst being manually free rolled, resulting in the trapping of the diseased crew member between the cabelar and cargo rail bulwark.
Early in the morning of 14 July 2015, a large wave crashed over the back deck of the Skandi Pacific and the force of the wave resulted in the movement of some of the previously landed cargo. The movement of this cargo resulted in the crew member being killed.
Both accidents have been thoroughly investigated and both direct and root causes has been identified. Several activities have been initiated to avoid this to reoccur. CEO has initiated personal conversation with all captains in the fleet to secure personal commitment to have safety as number one priority on all DOF vessels.
As an organisation guided by our values we have extended our support to the families and we have established a trust fund. We are working closely with leading industry body, IMCA, and we will strive to ensure that a situation like this is never repeated on any vessel or any worksite, worldwide.