Psychometric assessments are a standard and scientific method used to measure individuals' mental capabilities and behavioral style.
Our SafeMetrix psychometric assessments can be used in support of crew recruitment or promotion and to establish targeted training for the development of personnel, helping you make better data driven crewing decisions.
Psychometric assessments help to improve maritime safety by making data-driven decisions about the suitability of crew based on their soft and cognitive skills.
Safe shipping relies on crew members to have the right personal attributes for optimal performance, from captains with strong leadership skills to deck officers with ability to cope under pressure. SafeMetrix maritime psychometric assessments allow employers to assess the non-technical skills of their crew.
SafeMetrix allows managers to assess whether seafarers have the right blend of soft and cognitive skills that are required for their rank.
The 3S (Soft Skills for Seafarers) psychometric assessment in SafeMetrix has been specifically developed for the maritime industry and examines 13 uniquely different soft skills for each rank
Cognitive skills – the way the brain reasons, thinks and solves problems – are assessed under CSS (Cogntive Skills for Seafarers). It’s a performance test based on speed and accuracy, examining memorisation, problem-solving, spatial orientation and information ordering.
The Personal Development Package comprises of 13 soft skills and 5 cognitive skills training courses, each of which are broken down into 10-15 minute eLearning courses. They can be bought individually or as bundles, with managers able to allocate courses to individual seafarers when required.
Integrated reports are prepared by highly skilled psychologists who conduct a thorough review of both MET-3S and MET-CSS assessment results. These reports help to:
Psychometric assessments greatly enhance maritime safety. By ensuring crew have the appropriate soft and cognitive skills appropriate to their rank, the risk of human error leading to accidents at sea is reduced.
Talk to us about Safemetrix psychometric assessments or request a demo
SafeMetrix provides insights into skills beyond those found on a CV. Psychometric assessments deliver objective data on the personal attributes of individual crew members and their likely performance on board. SafeMetrix takes the guess work out of the recruitment, development and promotion process.
Learn more about our maritime psychometric assessments
Reporting insights support career progression by identifying opportunities for further development. In tandem with technical training, targeted and skill-specific training creates well-rounded and competent crew members who can operate safely and efficiently.
Talk to us about Safemetrix psychometric assessments or request a demo
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Maria Synnou, Product ExpertThe SafeMetrix platform was developed to support HR and crew managers in making recruitment decisions, ensuring that candidates have the right mix of technical knowledge and non-technical skills. "
Maria Synnou, Product ExpertWe are delighted to be able to further support clients in the process, helping them to arrive at those decisions in less time than before. "
Integrated reports come bundled with the SafeMetrix Competency-Based Interview Guidelines.
These guidelines prove invaluable during follow-up interviews, further enhancing the assessment of seafarers’ skills. With the insights provided in the integrated reports, human resource management can make more informed crewing decisions and conduct an efficient post-assessment follow-up.
SafeMetrix allows managers to assess whether seafarers have the right blend of soft and cognitive skills that are required for their rank.
Customer success stories from around the world
“SafeMetrix is now crucial because we know that if we are improving the quality of the crew based on these assessments of non-technical skills, then we are also improving safety.
What SafeMetrix does is give us more confidence in recruitment decisions because it has shifted the focus away from technical skills alone. If we are more confident in the recruitment decision, we are more confident of safe operations.”
Joern Clodius / Training Director / Marlow Navigation
Technical skills are essential for seafarers, but there is also a need to ensure they have the right personal attributes and characteristics for the role they are in. Sadly, many tragedies at sea have been caused by a failure in decision-making or assertiveness rather than lack of experience or knowledge. Our psychometric assessment platform SafeMetrix is our response to the challenge of marrying technical and non-technical skills. It helps those involved in the recruitment and career development of seafarers to better understand and quantify the non-technical skills seafarers should possess to ensure their wellbeing and safety, and to develop into high performing and competent crew.
Technical skills are essential for seafarers, but there is also a need to ensure they have the right personal attributes and characteristics for the role they are in. Sadly, many tragedies at sea have been caused by a failure in decision-making or assertiveness rather than lack of experience or knowledge. Our psychometric assessment platform SafeMetrix is our response to the challenge of marrying technical and non-technical skills. It helps those involved in the recruitment and career development of seafarers to better understand and quantify the non-technical skills seafarers should possess to ensure their wellbeing and safety, and to develop into high performing and competent crew.
The assessments allow HR, crewing and training managers to ensure a candidate is suited to a role by assessing characteristics that are not visible on a CV or demonstrated during an interview. For example, they would want a captain to show strong leadership while lower ranks need to demonstrate an ability to follow instructions. Since all candidates are objectively assessed, companies gain reliable and accurate information to make hiring decisions. In addition to recruitment, companies can also use psychometric assessments to identify seafarers who possess higher level abilities and are suitable for promotion. Psychometric assessments can also help identify specific areas that require training in order to design and implement well-targeted training programmes, rather than assuming everyone needs the same training.
We offer two types of psychometric assessments to assist crew and HR managers to make recruitment and employee development decisions.
Soft skills are non-technical skills that make people who they are, rather than what they know. They are characteristics, competencies, and attitudes that provide insight into how an individual seafarer may cope under pressure, self-manage and other react towards work situations and colleagues. Technological advances on board, such as artificial intelligence, sees a shift in job requirements. Soft skills augment automatic processes to enable safer and more efficient operations.
Cognitive skills refer to how the brain processes stimuli. They refer to the ability of people to acquire, perceive, process, store and project information. These skills are becoming increasingly important as the maritime industry embraces new technologies and the complexity of the work environment increases. Seafarers now require a greater level of situation awareness.
MET-3S assesses 13 essential skills for each rank, grouped into three clusters of ‘coping under pressure’, ‘self-management’ and ‘interpersonal skills’. MET-CSS assesses 4 essential skills for each rank
A robust methodology was used to analyse the specific job requirements for the various ranks on board and we conducted a thorough job analysis to identify the skills considered most important and in demand.
We worked with maritime industry experts to ensure the assessments and the SafeMetrix platform were of the highest quality. The assessments were tested against three main criteria: · Reliability – The test needs to be stable for up to two years without changes. · Validity – The test needs to be valid to the profession, skills and conditions. · Fairness – The test needs to be void of gender, culture, age, race implications. SafeMetrix assessments were checked for all these factors and were found to provide crew operators with valid and reliable data on which to make decisions. They are created in such a way that the seafarers’ language or culture do not affect the results.
SafeMetrix assessments are norm-referenced which means that they provide information on how the test takers’ scores compared to other people that are included in the same group within the seafarer population. Each test taker will receive a stanine score for each skill scale, which will be in the range from 1 -9. It indicates how well the participant performed in comparison to others in the group. Stanines can be categorised as:
· Below Average (1-3)
· Average (4-6)
· Above Average (7-9)
SafeMetrix offers three options to calculate the scores of an individual:
· Comparison based on the industry norm (by default).
· Comparison based on the company norm: the system allows comparison based on company norms if there are at least 1,000 results.
· Comparison based on the nationality norm: the system allows comparison based on nationality norm and are considered informative only if there are at least 100 results.
SafeMetrix provides three different reporting mechanisms to provide managers with a comprehensive and easy to understand break down of the results.
· Lite Report –a brief, standardised two-page report that presents results of the individual against others in their cluster with short interpretations for each skill score.
· Extended Report - the results per cluster are presented along with other ways to visualise how results are distributed, with extended interpretations of each skills scale result.
· Integrated Report –includes the results of both MET-3S and MET-CSS along with an overview of all the results, reviewed by a certified psychologist.
It also includes recommendations, such as interview guidelines of how to conduct follow-up interview to countercheck potential weaknesses and/or possible drawbacks.
Both the Lite and Extended reports can be automatically generated directly on the SafeMetrix platform and are included with the license, but an additional license must be purchased for the Integrated version. Learn more >
We offer soft and cognitive skills assessments for the following ranks:
· Management Level Deck officers
· Operational Level Deck officers
· Management Level Engine officers
· Operational Level Engine officers
The company Admin can select the assessment type they want to assign, allowing the test taker to be compared to other people in the same group. This means results are valid and reliable.
All assessments are available in English. MET-3S assessments are also available in Russian, Greek and Tagalog (Filipino) for Management Level Deck officers, Operational Level Deck officers.
The average time for completing the MET-3S is about 45 minutes. The average time for completing the MET-CSS is around 35 minutes.
MET-3S (Soft Skills for Seafarers) is valid for 24 months and should be retaken afterwards to reflect the current level of the soft skills of the seafarer. MET-CSS (Cognitive Skills for Seafarers) is valid for four years and should be retaken after this period ends, to reflect the current level of the cognitive skills of the seafarer
MET-3S (Soft Skills for Seafarers) is valid for 24 months and should be retaken afterwards to reflect the current level of the soft skills of the seafarer. MET-CSS (Cognitive Skills for Seafarers) is valid for four years and should be retaken after this period ends, to reflect the current level of the cognitive skills of the seafarer
Each MET-3S assessment consists of 150 statements to which the test taker must indicate if they agree or disagree. There are different levels of agreement, and the assessment will analyse the results based on the industry norm.
The number of correct responses (accuracy) and the response time (speed) are the two basic measuring factors. In all the skill sub-surveys, the system identifies and records the responses of the seafarer. In this way, the correct and incorrect answers are calculated, and the total number of correct responses in each of the four sub-surveys is taken into consideration. The response time in all items and all the sub-surveys is calculated. The clock starts when an item is presented on the screen, and the clock stops when a response is given.
We recommend conducting follow-up interviews to further assess and counter check the results of the assessment. SafeMetrix Competency-based Interview Guidelines training course guides HR managers in how to conduct effective seafarer interviews that lead to an objective comparison of individuals. The course teaches how to identify critical elements in the responses of candidates through competency-based interviewing:
· Asking a specific set of job-related questions
· Using a specific set of predefined indicators for evaluation
· Using rating scales for evaluation
On completion of the course, learners will receive a PDF copy of the Competency-based Interview Guidelines Template to support future interviews.
We offer a range of soft and cognitive skills training and the SafeMetrix Personal Development package includes unbounded licenses. The package can be purchased and individual courses can be assigned to each seafarer to address potential weaknesses and initiate personal development.