Careers at Sea
Marine Engineering, Bridging the Gap
Authored by: Chantal Ouellet, Maritime MagazineBrought to you by www.dieselduck.net, comments to [email protected]
So as to depict the situation in marine engineering, Maritime Magazine consulted a few studies and met with two marine engineering veterans, Carol Bouillon and Gilles Chenard, and with Maria Anastasaki and G�r�my Girard, two recent graduates of the Institut maritime du Qu�bec (IMQ).
Marine engineers
Mechanics, electricity, electronics, hydraulics and blueprint reading mark the challenges met by marine engineers, who are enamored of both science and travel!
Transport Canada requirements vary depending on the class of engineering certificate sought (fourth, third, second class or chief engineer) � training and sea time being offered by the Georgian College, the Institut maritime du Qu�bec (IMQ), the Marine Institute of Memorial University of Newfoundland, the Nova Scotia Nautical Institute or the Pacific Marine Training Campus (British Columbia Institute of Technology).
�The first-class officer (chief engineer) is responsible to the shipowner for the efficient operation of all machinery and equipment, inspection of the hull and any administrative work associated with these functions. The second-class officer is responsible to the chief engineer for supervision of staff duties and maintenance of the ship�s machinery. In addition to being responsible for the smooth functioning of the engine room during their shift, third- and fourth-class officers also have specific duties assigned to them. These officers are provided with support in their work by mechanic assistants, and sometimes by cadets.� (Source: IMQ Web site [Translation]). To climb through all the ranks of marine engineering takes from eight to ten years� training and sea time.
Marine engineers work at sea, in the building and testing of ships, as marine experts or as stationary engineers. The placement rate for marine engineering students is excellent: 100% in 1996 and 1997, and 95% in 1998.
Qualified Engineers Sought
In 1992, the consulting group Peat, Marwick sounded the alarm: �A number of areas in the marine sector will soon be confronted with major shortages of senior deck officers and qualified engineers.� The number of marine engineers in Canada, which used to be stable, has plummeted: 3,045 in 1971; 2,940 in 1981, 3,120 in 1986 and 1,470, including 39 women, in 1989. Forecast by the authors at that time: 23% of first-class marine engineers would retire by 1996 across Canada � for western Canada, the percentage rose to 40%.
Duncan MacDuff is interested in the Niagara marine sector workforce (Great Lakes and Seaway). According to data he gathered from January to May, 2000, 35.2% of marine engineers and 30.6% of chief engineers are over 54 years of age. He concluded that in the next ten years, 1,304 jobs, including 952 from replacement of personnel would open up in the Niagara marine sector � 58% by 2005. Some 110 marine engineers, 75 mechanic assistants and a few more than 50 chief engineers would be needed by the 23 companies employing 90% of the workforce in that region.
Representatives of the St. Lawrence marine sector confirm that there is a lack of higher-qualified marine engineers and add that this is an international trend.
Challenges to Be Met
Several reasons may explain the shortage of second-class and chief engineers: access to training being subject to quotas (though enrolment quotas are not filled), difficulties linked to the accessibility of training for unionized seagoing personnel and obstacles in the hiring structure.
Contrary to the habits and customs of other areas of employment, the Canadian Marine Officers� Union, representing about 80% of marine engineers, and the Guilde de la marine marchande du Canada oversee distribution of the workforce and the definition of working conditions. Among engineers, chief engineers are the only officers selected and hired directly by shipowners.
In Qu�bec, shipowners earmark an average of 1.4% of their total payroll for training, often dedicating these funds to non-union personnel.[1] On account of the workforce shortage, some shipowners find that their unionized staff is stable; they therefore tend more towards targeted development. To acquire a higher certificate, however, unionized seagoing personnel need additional training, rather than development. If they wish, they may turn to the Table sectorielle de l�industrie maritime du Qu�bec, which funds the necessary courses for acquiring higher certificates and updates required by the adoption of new regulations. Furthermore, access to training for a higher certificate is not easy for seagoing personnel, even though they have greater availability during the winter.
After receiving their fourth-class engineer�s certificate on passing a Transport Canada exam at the end of their basic training, engineers try to get into the labour market and gradually move through the ranks. Third- and fourth-class engineer positions are almost entirely filled by the most experienced, and this forces the new arrivals to accept work on international waters. They may come back here after earning a second-class certificate, but their experience of conditions on the Great Lakes and the St. Lawrence will have been acquired as cadets, and perhaps not then. MacDuff�s data confirm that young fourth-, third- and second-class engineers are scarce on the Niagara waters: 9% are under 30 and 29% between 31 and 44.
Fourth- and third-class engineers sailing here would not find the monetary situation conducive to accepting additional responsibilities in a higher position. MacDuff mentions that in Niagara, a basic fourth-class engineer�s wage is $23.29 an hour, while a second-class engineer earns only $26.36 an hour.
So that is basically what the writers consulted have to say about training structures, job prospects and possibilities of promotion. We also wanted to find out how things look from the viewpoint of the engineers themselves.
Engineers Speak
Origins and motivations. The engineers interviewed have seen their share of ship�s engines: Carol Bouillon from 1955 to 2001 (fourth-class engineer), Gilles Chenard since 1957 (chief engineer for the Soci�t� des traversiers du Qu�bec), G�r�my Girard and Maria Anastasaki since their first summer internship in 1998 (respectively fourth-class engineer and fourth-class engineer in training).
Carol Bouillon comes from a seagoing family; in 1868, Captain Lucien Bouillon of Rimouski acquired the schooner Marie Ad�le and several Bouillons pursued what would become a tradition (Massicotte:1986:108). Gilles Chenard�s parents were farmers, but he wanted to see the world � �Going to see is like seeing your life open up before you!� G�r�my Girard claims that before beginning his studies at the IMQ, he was a drop-out, in spite of his 85% average, which drove the administration crazy. For him, �working at sea is where real life begins!� Maria Anastasaki was �never conventional.� She wanted �to see the world,� but also wanted to study somewhere other than in the known context of a metropolis. People become marine engineers on board ships, regardless of their origins, out of a taste for freedom and for the money. And do people ever get off ships? �These days, if you�re still at sea at 30 or 35 years of age, you�ll stay. You won�t be able to be back on land after that.�
They recount in rich detail their expeditions to the North, on the Great Lakes, to Europe and other international waters on board various ships, from tugboats to tankers.
The advantages of the job. Sea time is an opportunity to learn a lot from the other members of the crew and the Other � the foreigner encountered in unfamiliar territory � and an opportunity to find out about oneself. �The loneliness felt on board matures us, the calm sea and the need to always remain positive forms us!� says Maria. �We take pride in our daily achievements. The concrete results, the motivation to continue,� say Maria and G�r�my. For Mr. Bouillon, �as you acquire your certificates, you feel satisfaction with a job well done; the engineer has succeeded in learning his job, in doing it well, and he is recognized as someone who is tenacious and not afraid of work!�
The complaints. Carol Bouillon and Gilles Chenard speak bitterly of relations between the Great Lakes bosses and the �Frenchie� employees, the lack of dialogue between engine-room and wheelhouse personnel, and the frequent turnover of staff in the 1970s. �Unionization enabled marine engineers to earn more, but above all to secure rights and respect from their bosses and captains,� points out Carol Bouillon, a union steward for 17 years. For G�r�my and Maria, the inequalities stem from differences of class, age and personality. G�r�my says, �When an oiler was giving me a hard time, I just said to myself: �one day, I�ll be your boss!� I�m not vindictive, it�s just that you have to learn to put things in perspective!� Maria adds that the presence of women �changes the feel of things on ships,� discussions being about a wider variety of topics; a presence made possible in part by the fact that �the reduction in the size and weight of parts, coupled with automation, means that engineers have to make less physical effort. And, anyway, there are some small men engineers!�
Same job, divergent positions. Carol Bouillon acknowledges that �with computers, a lot is expected of engineers nowadays, and this may be discouraging to those taking our places,� an opinion shared by Gilles Chenard. For G�r�my and Maria, computerization and automation help make the work easier and are among the challenges to be met. G�r�my points out: �Just as to err is human, major decisions are made by humans.� Maria concludes: Before, engineers suffered from the monotony of manual labour; today, more diversified challenges require us to use our sense of logic.�
If they had to do it over again? Carol Bouillon and Gilles Chenard would not hesitate to begin all over again. G�r�my and Maria would repeat the training period that fulfilled them within the institution they say they are so proud of. And what about increasing the number of marine engineers? Unanimous response: �We have to get the word out about this career and the marine environment in different forums, get out of the closed vessel!�
Actions under way
Since 2000, two trends have emerged: one ensuing from MacDuff�s studies and one from the initiative taken by the St. Lawrence Ship Operators Association.
In September 2000, members of the Niagara Marine Sector, the federal government and the Niagara College recognized four priorities requiring immediate action: effective recruitment, accessible training, cross-sector competition and replacement needs. In June, 2001, one of their wishes came true with the creation of the Niagara Marine Secretariat, whose objective is to build a lasting, self-sufficient capacity within Niagara�s marine sector to attract, recruit, develop, and retain its workforce. Designed within a partnership, the Secretariat�s strategies will result in recruitment under the sector�s purview. Likewise, Niagara College is preparing, for the fall of 2002, a �Mechanical Engineering Technology (Co-op) Marine� option, supported by a partnership between the College and Port Weller Dry Docks, Upper Lakes Shipping, Algoma Central Marine and the Marine Institute of Memorial University of Newfoundland.
In Qu�bec, the members of the Table sectorielle de l�industrie maritime du Qu�bec, set up on January 26, 2001, have decided to remedy the most urgent training needs. In a particular context (see Maritime Magazine, nos. 21 and 22), it allocates funds received from the Qu�bec government � $1.2 million for the past and current years � directly to training seagoing personnel. The steps leading up to a detailed view of training needs for 2002-2005 began this fall. Subsequently, combined strategies will be presented and applied by the parties involved.
The shortage of chief engineers and second-class engineers has been recognized as a problem for some ten years, and solutions are currently being sought. So marine engineering remains an open field to anyone interested!
[1] Under the Act to foster the development of manpower training, employers whose total payroll is over $250,000 must annually invest 1% for personnel training. They can use these funds directly or transfer them to the Qu�bec government, which assumes responsibility for redistributing them to the Table sectorielle de l�industrie maritime, for example.
As published in Maritime Magazine no.24, February 2002
For more information, you may consult the following sites:
� Georgian College www.georgianc.on.ca/calendar/programs/T437.htm or www.georcoll.on.ca
� Institut maritime du Qu�bec www.imq.qc.ca/carriere/mecaniqu.htm
� Marine Institute of Memorial University of Newfoundland www.mi.mun.ca/academic.htm
� Niagara Marine Secretariat www.marinecareers.ca
� Nova Scotia Nautical Institute www.nscc.ns.ca/programs/MarineEnginneringC.html or www.strait.nscc.ns.ca/general/toc.htm
� Pacific Marine Training Campus, British Columbia Institute of Technology www.transportation.bcit.ca/marine/index.htm or www.programs.bcit.ca.
� Table sectorielle de l'industrie maritime du Qu�bec www.tsimq.qc.ca
Sources:
MACDUFF, Duncan (2000), Making Waves, a Profile of Career Opportunities in Niagara�s Marine Sector, Niagara-on-the-Lake, Niagara College�s Workplace Learning Ventures Division.
MASSICOTE, Marie-Andr�e (1986), �Au gr� du fleuve et de l�histoire, La navigation c�ti�re dans notre region,� in Revue d�histoire du Bas-Saint-Laurent, vol. XI, no 4, p. 99-122.
PEAT, MARWICK & al (1992), �tude des ressources humaines dans l�industrie canadienne du transport maritime, Rapport de projet, [s.l.]: Peat, Marwick, Steveson & Kellog.
BV -
During their training at sea, Maria Anastasaki has sailed the waters of Belgium, Finland, Holland, France, England, Portugal, Spain and Russia, while G�r�my Girard has voyaged to the Persian Gulf, Asia, Europe and the Great Lakes.
LES M�TIERS DE LA MER
G�nie m�canique de marine, combler le manque
Chantal Ouellet, Magazine Maratime
Afin de dresser un portrait de la situation en g�nie m�canique de marine, le Magazine Maritime a consult� quelques �tudes, puis a rencontr� deux officiers exp�riment�s, Carol Bouillon et Gilles Chenard, ainsi que Maria Anastasaki et G�r�my Girard, deux finissants de l�Institut maritime du Qu�bec (IMQ).
M�caniciens de marine
En g�nie m�canique de marine, la m�canique, l��lectricit�, l��lectronique, l�hydraulique et la lecture de plans rythment les d�fis relev�s par des amoureux des sciences et du voyage!
Les exigences du minist�re des Transports du Canada varient en fonction du brevet d�officier convoit� (de 4e, 3e, 2e classes ou chef m�canicien) � la formation et le temps de mer relevant soit du Georgian College, de l�Institut maritime du Qu�bec (IMQ), du Marine Institute of Memorial University of Newfoundland, du Nova Scotia Nautical Institute ou du Pacific Marine Training Campus (British Columbia Institute of Technology).
�L�officier de 1re classe (chef m�canicien) est responsable aupr�s de l�armateur du fonctionnement efficace de toute la machinerie et de l��quipement, de l�inspection de la coque et du travail administratif rattach� � ces fonctions. L�officier de 2e classe est responsable aupr�s du chef m�canicien de la supervision des t�ches du personnel et de l�entretien de la machinerie du navire. En plus d��tre responsables de la bonne marche de la salle des machines durant leur quart de travail, les officiers de 3e et 4e classes ont aussi des t�ches sp�cifiques qui leur sont assign�es. Ces officiers sont assist�s dans leur travail par des assistants m�caniciens et, � l�occasion, par des cadets.� (Source: site Internet de l�IMQ.) Gravir tous les �chelons du g�nie m�canique de marine demande de huit � dix ans de formation/temps de mer.
Les m�caniciens de marine travaillent en mer, dans la construction et les essais de navires, en tant qu�experts maritimes ou en m�canique de machines fixes. Le taux de placement des �tudiants de g�nie m�canique de marine est excellent: 100% en 1996 et en 1997, et 95% en 1998.
M�caniciens qualifi�s demand�s
En 1992, le groupe conseil Peat, Marwick sonne l�alarme: �Un certain nombre de secteurs de l�industrie maritime feront bient�t face � d�importantes p�nuries d�officiers sup�rieurs de pont et d�officiers m�caniciens de navire qualifi�s.� Le nombre d�officiers m�caniciens de navire au Canada est rest� stable avant de chuter: 3 045 en 1971; 2 940 en 1981, 3 120 en 1986 et 1470, dont 39 femmes, en 1989. Pr�vision des auteurs � cette �poque: 23% des m�caniciens de navire de 1re classe prendront leur retraite avant 1996 dans l�ensemble du Canada � pour l�Ouest canadien, le pourcentage grimpe � 40%.
Duncan MacDuff s�int�resse � la main-d��uvre de l�industrie maritime de la r�gion du Niagara (Grands Lacs et Voie maritime). Selon les donn�es qu�il a recueillies de janvier � mai 2000, 35,2% des officiers de m�canique de marine et 30,6% des chefs m�caniciens sont �g�s de plus de 54 ans. Sa conclusion est qu�au cours des dix prochaines ann�es, 1304 emplois dont 952 provenant du remplacement de personnel seront disponibles dans l�industrie maritime de la r�gion du Niagara � 58% avant 2005. Environ 110 officiers de m�canique de marine, 75 assistants m�caniciens et un peu plus de 50 chefs m�caniciens seront recherch�s par les 23 entreprises employant 90% de la main-d��uvre de cette r�gion.
Les repr�sentants de l�industrie maritime du Saint-Laurent confirment le manque de m�caniciens de marine d�tenteurs de brevets �lev�s et pr�cisent qu�il s�agit d�une tendance internationale.
D�fis � relever
Plusieurs raisons peuvent expliquer la p�nurie d�officiers de 2e classe et de chefs m�caniciens: acc�s � la formation contingent� (les quotas d�inscription ne sont pourtant pas atteints), difficult�s li�es � l�accessibilit� de la formation pour le personnel navigant syndiqu�, emb�ches dans la structure d�embauche.
Contrairement aux us et coutumes d�autres secteurs d�emploi, le Syndicat canadien des officiers de marine marchande, repr�sentant environ 80% des officiers de m�canique de marine, et la Guilde de la marine marchande du Canada veillent � la distribution de la force de travail ainsi qu�� la d�finition des conditions de travail. Parmi les m�caniciens, seuls les chefs sont des cadres choisis et embauch�s directement par les armateurs.
Au Qu�bec, les armateurs investissent en moyenne 1,4% de leur masse salariale pour la formation en consacrant souvent ces fonds au personnel non syndiqu�[1]. En raison du manque d�effectif, certains armateurs constatent une stabilit� de la main-d��uvre syndiqu�e; ils sont donc plus enclins � offrir un perfectionnement cibl�. Or, pour obtenir un brevet sup�rieur, le personnel navigant syndiqu� a besoin de formation suppl�mentaire et non de perfectionnement. �ventuellement, il se tourne vers la Table sectorielle de l�industrie maritime du Qu�bec qui assure le financement de cours n�cessaires � l�obtention des brevets sup�rieurs et aux mises � jour impos�es par l�adoption de nouvelles r�glementations. Par ailleurs, l�acc�s � la formation pour un brevet sup�rieur n�est pas ais� pour le personnel navigant, malgr� sa plus grande disponibilit� en p�riode hivernale.
Ayant obtenu leur brevet d�officier de 4e classe cons�cutivement � la r�ussite d�un examen de Transports Canada effectu� apr�s la formation de base, des m�caniciens tentent de s�ins�rer dans le march� de l�emploi pour �ventuellement gravir des �chelons. Or, les postes de 4e et de 3e officiers seraient presque enti�rement combl�s par la garde plus exp�riment�e, ce qui force les nouveaux venus � accepter un travail sur les eaux internationales. Ils pourront revenir ici apr�s avoir obtenu un brevet de 2e classe, mais l�exp�rience des conditions des Grands Lacs et du Saint-Laurent aura �t� acquise uniquement � titre de cadet et encore. Les donn�es de MacDuff confirment que les jeunes m�caniciens de 4e, 3e et 2e classes sont peu pr�sents sur les eaux de la r�gion du Niagara: 9% ont moins de 30 ans et 29% ont entre 31 et 44 ans.
Les officiers de 4e et de 3e classes navigant ici ne trouveraient pas une situation p�cuniaire favorisant l�acceptation des responsabilit�s suppl�mentaires d�un poste sup�rieur. MacDuff mentionne que dans la r�gion du Niagara, le salaire de base d�un officier de m�canique de 4e classe est de 23,29$ de l�heure alors que celui d�un officier de 2e classe ne s��l�ve qu�� 26,36$ de l�heure.
Voil� l�essentiel des propos tenus par les auteurs consult�s au sujet des structures de formation, des perspectives d�emploi et des possibilit�s d�ascension. Nous avons aussi voulu conna�tre le point de vue des principaux int�ress�s, les m�caniciens.
Paroles de m�caniciens
Les origines et les motivations. Les m�caniciens interrog�s en ont vu des moteurs de navires: Carol Bouillon de 1955 � 2001 (officier de 4e classe), Gilles Chenard depuis 1957 (chef m�canicien pour la Soci�t� des traversiers du Qu�bec), G�r�my Girard et Maria Anastasaki depuis leur premier stage � l��t� 1998 (respectivement officier de 4e classe et officier de 4e en devenir).
Carol Bouillon descend d�une famille de marins; en 1868, le capitaine Lucien Bouillon de Rimouski acquiert la go�lette Marie Ad�le et plusieurs Bouillon poursuivent ce qui deviendra une tradition (Massicotte:1986:108). Les parents de Gilles Chenard sont cultivateurs, mais lui a �le go�t de partir � Travailler en mer, c�est la vie qui s�ouvre devant vous!� G�r�my Girard soutient qu�avant d�entreprendre ses �tudes � l�IMQ il �tait d�crocheur, malgr� une moyenne de 85%, ce qui faisait damner la direction. Pour lui, �travailler en mer, c�est le d�but de la vraie vie!� Maria Anastasaki n�a �jamais �t� conventionnelle�, elle avait le go�t de �trotter dans le monde�, mais aussi d��tudier ailleurs qu�au sein du contexte connu d�une m�tropole. On devient m�caniciens de marine � bord de navires, peu importe ses origines, par go�t de la libert� et par attrait de l�argent. Et quitte-t-on le navire? �Aujourd�hui, si tu es toujours en mer � 30-35 ans, tu y resteras, tu ne peux plus aller � terre apr�s!�
Ils racontent amplement leurs exp�ditions dans le Nord, sur les Grands Lacs, en Europe et sur d�autres eaux internationales � bord de divers navires, du remorqueur au p�trolier.
Les avantages du m�tier. Le temps de mer permet d�apprendre beaucoup des autres membres d�quipage et de l�Autre � l��tranger c�toy� en sols inconnus � mais aussi d�en apprendre sur soi. �La solitude ressentie � bord nous assagit, la mer calme et le besoin de demeurer toujours positif nous forge!�, de dire Maria. �Les accomplissements accumul�s jour apr�s jour apportent la fiert�. Les r�sultats concrets, le carburant pour continuer�, soulignent Maria et G�r�my. Pour M. Bouillon, �� mesure que les brevets sont acquis, on ressent la satisfaction du travail accompli; le m�canicien a r�ussi � apprendre son m�tier, � bien l�exercer et il est reconnu comme un tenace qui n�a pas peur de l�ouvrage!�
Les discordances. MM. Bouillon et Chenard parlent avec aigreur des relations entre les patrons des Grands Lacs et les �french�s� employ�s, de l�absence de dialogue entre le personnel de la salle des machines et celui de la timonerie, ainsi que du roulement tr�s fr�quent du personnel dans les ann�es 1970. �La syndicalisation a permis aux officiers en m�canique de marine de gagner davantage, mais surtout d�obtenir des droits et du respect de la part des patrons et des capitaines�, de pr�ciser Carol Bouillon, d�l�gu� syndical durant 17 ans. Pour G�r�my et Maria, les in�galit�s proviennent des diff�rences de classes, de l��ge et de la personnalit�. G�r�my souligne: �Quand un huileur me faisait suer, je me disais: �un jour, je serai ton boss!� Je ne suis pas rancunier, c�est juste qu�il faut apprendre � relativiser!�. Maria ajoute que la pr�sence des femmes �change le �beat� sur les navires�, les discussions portant sur des sujets plus vari�s; une pr�sence permise en partie par le fait que �la diminution de la grosseur et du poids des pi�ces coupl�e � l�automatisation font en sorte que les m�caniciens d�ploient moins d�efforts physiques. Et, de toute fa�on, y�a de petits hommes m�caniciens!�
Un m�me m�tier, des positions divergentes. Carol Bouillon reconna�t que �avec l�informatique, on demande beaucoup aux m�caniciens d�aujourd�hui, ce qui est peut-�tre d�courageant pour la rel�ve�, un avis que partage Gilles Chenard. Pour G�r�my et Maria, l�informatisation et l�automatisation contribuent � faciliter le travail et font partie des d�fis � relever. G�r�my pr�cise: �Tout comme l�erreur est humaine, les d�cisions importantes appartiennent aux humains.� Maria conclut: �Avant, les m�caniciens souffraient de la monotonie du travail de bras, aujourd�hui, des d�fis plus diversifi�s interpellent notre sens de la logique.�
Si c��tait � refaire? Carol Bouillon et Gilles Chenard recommenceraient sans h�sitation. G�r�my et Maria r�p�teraient la p�riode de formation qui les a combl�s au sein de l�institution dont ils se disent si fiers. Et que faire pour augmenter le nombre de m�caniciens de marine? R�ponse unanime: �Il faut parler de ce m�tier et du milieu maritime sur diverses tribunes, sortir du vase clos!�
D�marches en cours
Depuis 2000, deux tendances �mergent: celle qui d�coule des travaux de MacDuff et celle qui ressort de l�initiative de l�Association des armateurs du Saint-Laurent.
En septembre 2000, des membres de l�industrie maritime de la r�gion du Niagara, du gouvernement f�d�ral et du Niagara College ont reconnu quatre priorit�s n�cessitant des actions imm�diates: le recrutement, l�acc�s au perfectionnement, la comp�tition intersectorielle et les besoins de remplacement du personnel. En juin 2001, un de leurs souhaits est devenu r�alit� avec la cr�ation du Secr�tariat maritime de la r�gion du Niagara (Niagara Marine Secretariat) dont le mandat consiste � mettre en place une strat�gie durable et autonome permettant d�attirer, de recruter, de d�velopper et de retenir la force de travail. Con�ues dans le cadre d�un partenariat, les strat�gies du Secr�tariat donneront lieu � un recrutement sous la responsabilit� de l�industrie. Parall�lement, le Niagara College pr�pare, pour la rentr�e 2002, l�option �Mechanical Engineering Technology (Co-op) Marine� qui sera soutenue par un partenariat entre l�institution et Port Weller Dry Docks, Upper Lakes Shipping, Algoma Central Marine ainsi que le Marine Institute of Memorial University of Newfoundland.
Au Qu�bec, les membres de la Table sectorielle de l�industrie maritime du Qu�bec, mise sur pied le 26 janvier 2001, ont d�cid� de pallier les besoins de formation les plus urgents. Dans un contexte particulier (voir Magazine Maritime, nos 21 et 22), elle alloue les fonds re�us du gouvernement du Qu�bec � 1,2 million de dollars pour l�ann�e pass�e et celle en cours � directement � la formation du personnel navigant. Les d�marches menant au portrait d�taill� des besoins de formation pour les ann�es 2002-2005 ont d�but� cet automne. Subs�quemment, des strat�gies concert�es seront pr�sent�es et appliqu�es par les intervenants concern�s.
La p�nurie de chefs m�caniciens et d�officiers de 2e classe est un probl�me reconnu depuis quelque dix ans et des solutions sont actuellement � l��tude. Le secteur d�emploi du g�nie m�canique de marine demeure donc un domaine ouvert, avis aux int�ress�s!
[1] En vertu de la Loi favorisant le d�veloppement de la main-d��uvre, les employeurs dont la masse salariale exc�de 250 000$ doivent investir annuellement 1% pour la formation du personnel. Ils peuvent utiliser ces fonds directement ou les transf�rer au gouvernement du Qu�bec qui se chargera de les redistribuer � la Table sectorielle de l�industrie maritime, par exemple.
Tel que publi� dans le Magazine Maritime no.24, f�vrier 2002
Pour plus d�information, consultez les sites suivants:
� Georgian College www.georgianc.on.ca/calendar/programs/T437.htm ou www.georcoll.on.ca
� Institut maritime du Qu�bec www.imq.qc.ca/carriere/mecaniqu.htm
� Marine Institute of Memorial University of Newfoundland www.mi.mun.ca/academic.htm
� Niagara Marine Secretariat www.marinecareers.ca
� Nova Scotia Nautical Institute www.nscc.ns.ca/programs/MarineEnginneringC.html ou le www.strait.nscc.ns.ca/general/toc.htm
� Pacific Marine Training Campus du British Columbia Institute of Technology www.transportation.bcit.ca/marine/index.html ou le www,programs.bcit.ca.
� Table sectorielle de l'industrie maritime du Qu�bec www.tsimq.qc.ca