INDEX -Background -From traditional shipyard to synthesis shipyard -Organization chart -Current staff -Professional profiles requiered nowadays -Main challenges and conclusions

The shipyard is placed in Santa Tecla, Vigo (Spain)

1919  Steam Boilers and Wood Hull Fishing Boats  Roll-On/Roll-Off1974  Hydrographic Vessels  Product Carriers 1999  Seismic Vessels  Tug Boats  Steel Hull Fishing Vessels 1948

 Stainless Steel product carriers  Coated Steel product carriers  LNG carriers  Ammonia carriers PRODUCT CARRIERS OFFSHORERESEARCH  Offshore construction vessels for marine oil industry  Offshore accomodation vessels  Seismic vessels  Hydrographic & Oceanographic vessels  Geotechnical Drilling vessels MISCELLANEOUS  Factory Trawlers  Ferries  Roll-on / Roll-off  Container carriers  Cement carriers  LPG’s

Total Area m2 Workshops m2 Berth and Quays m2 Warehouses & Offices m2 Facilities Berth170 x 26 m South quay1 x 160 m 1 x 120 m North quay1 x 120 m 1 x 140 m Cranes 2 Cranes125 Tn. 2 Cranes 25 Tn.

FROM TRADITIONAL SHIPYARD TO “SYNTHESIS SHIPYARD” In the 80´s our company, in line with most of the European companies in this sector, has evolved progressively towards its current “synthesis shipyard” model. This process has carried us to do, among others, two main changes: New organization which has meant a new way of focusing all the process: New organization Chart. New professionals with the adequate skills of management a qualified knowledge. As a result of this process the number of direct workers has decreased progressively (our staff was about 600 workers, 2% of them were engineers or university graduates) and at the same time the number of auxiliary industries has increased (we count with a media of 60 industries) providing this way the full spectrum of services required for the production.

ADMINISTRATOR GENERAL MANAGER LEGAL ADVISER INFORMATION SYSTEM AREA MAINTENANCE AND ENVIRONMENT DEPARTMENT MANAGEMENT SECRETARY COMMERCIAL MANAGEMENT ENGINEERING MANAGEMENT PROJECT MANAGEMENT PURCHASING MANAGEMENT FINANACIAL MANAGEMENT HHRR MANAGEMENT PURCHASING COMMITTEE INNOVATION AND DEVELOPMENT UNITY OF MANAGEMENT

Currently we have a highly qualified and skilled staff, specialized in the management of complex shipbuilding projects. We deliver our proven expertise in the areas of planning, engineers, procurement and production coordination. CURRENT STAFF FACTORIAS VULCANO relies on a highly-qualified staff amounting 93 employees: 30% are top graduates, engineers or licentiates 26% are qualified or technical engineers 25% are titled in professional training 19% have formation to assimilated level

PROFESSIONAL PROFILES REQUIRED NOWADAYS TRADITIONAL OCCUPATIONS RELATED TO SHIPBUILDING: Welder, enabler, boiler maker, pipe maker, electrician, mechanic…Are still demanded and they will be demanded in the future. However, there is a serious training problem here as the old specific schools have disappeared. The existing qualifications are not specify for the naval industry. SYNTHESIS SHIPYARD needs professional able to perform tasks of analysis, diagnosis, reporting and decision –making in a large complex projects. PROBLEMS WE FIND:: one of the largest problems companies face lies in the low preparation middle and upper graduates have to carry out the tasks of shipbuilding. Most degrees don’t make significant reference to our industry and, in some cases, none at all. And this become more serious if we consider the abilities that a middle manager must have to do his job as a manager. WHAT ARE WE LOOKING FOR IN SHIPBUILDING? EMPLOYEES WITH ADECUATE TECHNICAL TASKS FOR THE JOB EMPLOYEESS WITH PERSONNAL SKILLS AND HABILITIES TO MANAGE A TEAM AND DIFFERENT AUXILIAR INDUSTRIES.

PROPOSAL FOR NEW STAFF: UNIVERSITY GRADUATES To define the skills required for the necessities of our shipyard we have considered three great kind of skills required to develop a professional career in our company for the correct performance of high level functions: 1.Access Training the training and/or minimum qualifications required for the adaptation of a person to the job position. 2.Additional Access Training the professionalizing training recommended for the person with aspirations to access the job position. Considered here are the training programs with not only academic recognition (related to obtaining college credits), but mostly related to the most prestigious business schools in the country. 1.Transversal and/or Additional Training that which improves the ability of the worker to develop his/her skills, without constituting an access restriction. Which is the goal of this itinerary? This should be considered as a recommendation or guidance possibility for the professional development of a worker who performs his/her tasks within the concerned department and who, in the course of the years, company can decide to promote. We want to offer a professional carees within the Company.

CHALLENGES AND CONCLUSIONS So far, training plans don´t cover the idiosyncrasies of the plans required by our sector The transversal and additional training that we have presented is carried by each company, with the economic effort that this training means. The training received within the company has not any official recognition. All this doesn´t help to develop a career plan for those who choose the qualified training that gives them the opportunity to place themselves in a certain level within the corporate structure or a personal development career in Europe.

· In order to create a favourable atmosphere to the incorporation of staff to companies, we believe that it would be desisrable: European Support from Social Funds to develop specific plans in Shipbuilding. ESF linked to sector and not to level of Regions Evaluation of critical aspects of industrial sectors Support to international skills recognition Development of european shipbuilding certification