SUSTAINABILITY REVIEW - Maersk Supply Service

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24 EDUCATION PROGRAMME FOR CADETS IN BRAZIL Maersk Supply Service aims to maintain a pool of officers in Brazil by offering local cadets apprenticeships in cooperation with two Brazilian Navy Academies. In 2012 we hired a mix of 40 engine cadets and deck cadets to the education programme out of more than 600 applicants. Brazilian Navy requires our deck cadets to spend minimum 120 days on board container ships and 240 days on board offshore vessels. The requirements for the engine cadets are 60 and 120 days respectively. To meet these requirements our cadets embark on Maersk Line ships all over the world and on Maersk Supply Service vessels operating in Brazil. As part of the apprenticeship our cadets have benefits such as individual Health and Dental Care plus Individual Life Insurance. When hired as an officer they are also entitled to Family Health and Pension Plan. In 2013 it is planned to hire a total of 30 new cadets on the same conditions. In the A.P. Moller – Maersk Group we have more than 2,000 cadets from all nationalities sailing around the world.
25 SOCIAL RESPONSIBILITY OUR DEDICATED PEOPLE Sustainability starts with our team of approximately 2,000 seafaring employees representing many nationalities such as Danish, British, Australian, Canadian, Brazilian, Romanian, Polish, South African and more. Only through the dedication of our employees we can reach our targets for sustainability. The success of our sustainability work depends on the skills, commitment and behaviour of our people onshore and offshore in every region in which we operate. First and foremost it is crucial to ensure an atmosphere of respect and cooperation in the daily interactions between vessel crews and offshore customers, just as it is between our office staff and business partners around the world. That is why we invest in initiatives to strengthen both the skills and engagement of our employees. Vessel Empowerment Attracting and retaining the right people to Maersk Supply Service is essential for securing our position in the market. The fundamental idea behind a new pilot project, Vessel Empowerment, is to place the decision processes and responsibilities “at the heart of the action”, at the seafarers. By doing so and by focusing on improving the skills and competences of the seafarers we steer towards adding more meaningfulness and personal growth into the everyday work life of our offshore employees. A team of internal and external experts are working together with eight pilot vessels on implementing the programme. The crews have been involved from the beginning of the project in order to secure the commitment and ownership, hence success of the project. The programme will continue in 2013, and after an evaluation it will be decided if it is going to be fully implemented throughout the entire organisation in the next five to six years. When fully implemented we expect more skilled, dedicated crew, cost effective operation and as a result of this, more safe and efficient performance of our fleet. Employee engagement survey In September 2012 the A.P. Moller - Maersk Group carried out its annual employee engagement survey. For Maersk Supply Service onshore employees the result was basically status quo with high participation and engagement, which is very positive. For the seafarers we have seen progress on all three parameters; higher engagement, higher manager effectiveness and value understanding. In addition, the participation in the survey has increased by more than 50%, which is also seen as a very positive and encouraging trend. Engaged employees are essential to our ability to drive our efforts towards a business success and to our continued ability to perform. “The result of our annual employee engagement survey shows high participation and engagement
Page 1 and 2: SUSTAINABILITY REVIEW Results 2012
Page 3 and 4: CEO STATEMENT 3 “We strive for ze
Page 5 and 6: 5 2013 integration The A.P. Moller
Page 7 and 8: MATERIALITY ASSESSMENT 7 stakeholde
Page 9 and 10: 9 AUTHORITIES Close contact with lo
Page 11 and 12: QUALITY ASSURANCE 11 QUALITY ASSURA
Page 13 and 14: 13 HEALTH & SAFETY AN INTEGRATED PA
Page 15 and 16: 15 EXTRAORDINARY SAFETY RECORD Sixt
Page 17 and 18: 17 ENVIRONMENT WE ARE DEDICATED TO
Page 19: 19 FUEL METERS MAXIMISE SAVINGS ENV
Page 22 and 23: 22 SOCIAL RESPONSIBILITY TRAINING P
Page 26 and 27: 26 “We adhere to a zero tolerance
Page 28 and 29: 28 RESPONSIBLE PROCUREMENT Our resp
Page 30 and 31: 30 // PERFORMANCE & TARGETS PERFORM
Page 32 and 33: 32 // PERFORMANCE & TARGETS PERFORM
Page 34: 34 // PERFORMANCE & TARGETS PERFORM
Page 38 and 39: 38 // ABBREVIATIONS & DEFINITIONS U
Page 40: FOR FURTHER INFORMATION PLEASE CONT

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