Esvagt newsgb 2013 web

01 / 2013

News

� A pat on the shoulder for all of us�

ESVAGT has been awarded the Esbjerg Development Trade Prize 2012 as a result of many years with spectacular results.

A new and exciting year // new crewing system increases safety and overview // seminar leads to good dialogue Increased working hours during nightfall // customer satisfactory is still high // activity day

– SAFETY and SUPPORT AT SEA

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Editorial: A new and exciting year New crewing system increases safety and overview We must take the lead Newbuilds ready for ”softice” With ”Esvagt Server” in a familiar market Customer satisfactory is still high Fast action behind the purchase of ”Esvagt Server” Growth team has strengthened the network Seminar leads to good dialogue Trade prize goes to ESVAGT My ESVAGT: Wium, the all-rounder, has found the right job New system to investigate incidents Increased working hours during nightfall Almost full employement sorts out maintenance tasks 8-personnel basket is ready HSEQ seeks to strengthen motivation to carry out work in a proper manner Fitness contest amongst ourselves Activity day - if we are up for it Employee Overview Back: ESBAGT..?

Text Sune Falther og Anette Christina Sørensen Fotos Esvagt Layout Lund&co Reklamebureau

editorial

a new and exciting year søren nørgaard thomsen, Managing Director Already, we are well into a new and exciting year – 2013.

However, let me begin with taking stock on 2012. In many ways, this turned out to be a very fine year at ESVAGT. Three amazing vessels were delivered – “Esvagt Aurora”, “Esvagt Stavanger”and “Esvagt Server”. All three vessels are now on rather long contracts in the Barents Sea and the Norwegian and Danish sectors of the North Sea respectively. It was delightful to see all the vessels enter into operation. It was teamwork of a very high calibre with many hours of work to ensure that everything was ready for operation on time, and at the same time benefitting from the values of efficient collaboration between the vessel and the office.

Søren Nørgaard Thomsen, Managing Director

With the new vessels and with overall sound employment to the vessels throughout most of the year, and full employment on the whole from Q2 through Q4, this also resulted in a reasonable financial result. With that, we were able to show the shareholders that the new vessels are profitable. This is highly important as the ability to show good results will lead to continuous growth – in the future as well!

As a result of our growth we were able to take on 100 new ESVAGT colleagues in 2012. And with the expansion of the company it is especially important to focus on the core competences enabling ESVAGT to really make a difference – our ability to deliver safety at sea and to focus on good seamanship. This is where we make a huge difference and we must continue to do so – also when expanding.

With regards to safety, 2012 was a good year as well. True, we experienced one LTI, which is one to many, but with an LTI frequency of 0.37 it is to be considered as quite acceptable.

The beginning of 2013 has offered a reasonable level of activity with full employment on the whole. We have also taken on delivery of a new vessel, “Esvagt Celeste”, making it vessel number 11 in a series of 14 vessels so far delivered from ASL Shipyard in Singapore.

Another vessel will be delivered at the end of April.

Overall, we anticipate yet another reasonable year with high activity and sound balance in the market. In addition to this, we must stay focused on safety and good seamanship to ensure that new colleagues are inculcated with the true ESVAGT ’spirit’!

Thank you for a good start to the new year.

Søren N. Thomsen

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lately

New crewing-system increases safety and overview The present system will be phased out in favour of a new system, increasing data security and giving a far better overview.

It will be accessible everywhere, but not all information will be accessible to everyone. This is how to summarize two essential improvements to the crewing system that ESVAGT will implement during 2013.

OCS - or On-soft Computer System – is a Norwegian system, especially designed for offshore and maritime companies, and many large offshore-companies and shipping companies make use of this system.

- OCS will be a great improvement in several areas, says Helle Heegaard, Fleet Personnel Officer at ESVAGT: - The existing solution that we have is not suitable for our everyday. This consists of various different excel spreadsheets which are not mutually updated, and therefore they have to be constantly cross coordinated. This poses a risk for errors,

oversight and loss of data, and overall it is complicated to work with this system, she says.

More secure Another aspect is, that everyone connected to the existing system, has access to all data here. This is inappropriate, as the protection of personal data security is too low.

- With OCS we are able to dedicate specific access and to decide, who will have access to the various data. This is a distinct improvement to the individual colleague, Helle Heegaard says.

Another advantage is, that OCS is accessible everywhere. One of the limits when using the present system was the lack of accessibility to the system when being onshore – this is not the fact with the new

system: - It will be accessible, no matter where you are, which is what we have been lacking. For instance, you will now be able to check your work plans at home.

In the long term, the self-service part of the system will be offered as well, giving access to pay-checks, settlement of travelling accounts, application for courses and a large variety of elements accessible via OCS, Helle Heegaard says.

FACTS We expect that OCS will be implemented as of Q3, 2013, and the present system to be completely phased out on 1 April, 2014.

We must take the lead In recent years, ESVAGT has expanded the number of employees from 600 to 700 – and still more are to come. This is a challenge to the company culture and demands distinct leadership.

Throughout the last years, ESVAGT has experienced a growth out of the ordinary, leading to the purchase of many new vessels and the employment of many new colleagues. At the same time, this leads to added pressure on the company culture, and not least the cultural bearers who have been assigned to promote the ESVAGT spirit to yet more new colleagues and to influence the colleagues in the right direction.

This work has now been enforced through the leadership initiative ”Take the Lead”; a programme made to ensure that the entire front line is up to date

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ESVAGT News 01 / 2013

with the values and mission of the shipping company.

- Having experienced this enormous growth, roll-models and good leaders are crucial. They have a vast task to carry out to ensure that the values and the ESVAGT spirit is extended, and the Managers are doing this by taking the lead, says Søren Nørgaard Thomsen, General Manager.

FActs The work on enforcing a more distinct leadership has been going on for some time, and the effect is showing. - Our personnel circulation – which gives an idea of us as a workplace – has developed in a positive direction with a deduction of 25 %, and this is, among other things, down to distinct leadership, Søren Nørgaard Thomsen says.

lately

Newbuilds ready for ”softice” ESVAGT’s two latest C-type ERRVs are also able to work in cold areas and the next two will have good winter properties as well.

Since 2007 ESVAGT has received 11 new vessels from ASL Shipyard, and one has just been delivered ex-yard Singapore and is expected to arrive at Esbjerg mid-June.

The vessels are specifically built to perform Emergency Rescue and Response duties, and the two latest new vessels are basically sister vessels to the other C-type vessels.

However, they are even more fuel saving having an extra and smaller generator set installed which is used especially when the vessel is standby in the field.

The vessel is furthermore equipped with larger dispersant tank capacity in order to be approved and act as a ‘’dispersant vessel’’ according to the latest Norwegian NOFO 2009 regulations.

Apart from the above, the vessels dif-

ferentiate by having good cold climate properties, says Ib Hansen, Chief Commercial Officer in ESVAGT. We have chosen to have them delivered with winterization and de-ice class. That means that there is heating in working areas, foredeck and emergency escape routes, and both cranes and other equipment are fitted to match the cold.

In addition, other measures are taken to enable us to work in areas where there is a risk of ice accretion, he says.

Keeping the balance The vessels are not ice breakers but can match ice in the water to a smaller extent – ‘’soft ice’’, as Ib Hansen expresses it.

However, the challenge from ice above the waterline is in reality bigger.

- We work more and more in arctic regions and here the primary risk is ice

accretion. There are examples of fishing vessels that have capsized due to the weight of the ice when ice-bound, which will threaten the stability of the vessel.

By winterization you ensure that spray water does not stick to the hull, deck and masts thus displacing the balance of the vessel, he says.

The vessels are not yet in charter, but we are confident that they will be.

- Vessels of this type are flexible and fit in well to for example the Norwegian market where they have a size, function and price which make them attractive, says Ib Hansen. ESVAGT has another two C-type vessels on their way from ASL Shipyard, and they are expected to arrive in the North Sea in the spring and early summer 2014. These two vessels will be delivered from the yard with de-ice class as well.

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lately

With ”Esvagt Server” in a familiar market With ”Esvagt Server”, ESVAGT enters the market for rig moves, in which the company was also active in the 1990s. supply duties – that is transferring supplies from Gorm to the Tyra fields, and to transfer offshore personnel, act as oil spill contingency vessel and carry out tasks on bunkering satellites, he says.

The day before New Year 2012, the latest vessel of the shipping company ”Esvagt Server”, entered a five year charter in the Danish sector for Maersk Oil. ”Esvagt Server” is an AHTS vessel – meaning Anchor Handling Tug Supply, which implies that the vessel is capable of handling anchors, and carry out tugging and supplying tasks. In other words, an all-round specimen, says Ib Hansen, Chief Commercial Officer at ESVAGT. - It has primarily been chartered for rig moves, but we are dealing with a work horse, capable of a good deal. The assignment is to move rigs in the Danish sector, but at the same time carry out inter field

New but familiar ESVAGT has already quite a few AHTS vessels at its disposal, and ”Esvagt Server” will carry out assignments similar to the ones that e.g. ”Esvagt Omega” carried out from 1988 until 1998, after which ”Esvagt Omega” joined Hess for a period of 15 years. - We have not been active in the rigmove market for a number of years, but we have previously carried out rig moves with ”Esvagt Omega”, ”Esvagt Gamma” and ”Esvagt Connector”, these being AHTS vessels as well. We have the experience, and things are, so to speak, taking place in our own ”back yard” – and as such, it was obvious for us to take this opportunity, Ib Hansen says. Maersk Oil has primarily used the spot market regarding rig moves, but has assessed that through a permanent contract with ESVAGT, the company will

be able to obtain advantages not offered by the spot market.

- For instance, we do not have the transfer sailing time from Aberdeen before commencing the task, which eliminates having to take the weather conditions into consideration. And by having a permanent contract with us, we are capable of performing other tasks on the field when not carrying out rig moves, Ib Hansen says. One of the primary tasks will be to transfer personnel. For that reason, 12 quite spacious cabins have been fitted out, dedicated to Maersk Oil employees, who also have their own lounge.

FACTS “Esvagt Server” has 122 tons bollard pull and dynamic positioning.

The vessel has a 450 square meter deck and is equipped with a first class oil spill contingency.

Customer satisfactory is still high ESVAGT is praised for its professionalism when customers respond to the performances of the shipping company.

It is always nice to receive appraisal for a job well done, and ESVAGT is delighted when reading through the answers from a customer satisfactory inquiry from 2012.

On a scale from 1 to 6, with 6 being the best score, the shipping company scores an average of 5.20 according to the estimate of the customers, and Ole Ditlev Nielsen, Chief Operations Officer, is well pleased with the result. - We maintain our

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standards and are happy with this.

The top scores are in the categories ’Expertise’, ’Competence and Training’, ’Time of Responding’, ’Pride in your Work’ and ’Safety’ – and we are pleased to receive the top score in these five categories which we find are the most important, Ole Ditlev Nielsen says. He is also pleased that the appraisal is shown in categories where the daily cooperation is decisive.

- When we achieve a high score in areas such as expertise and pride, it is due to the fact that we, through daily contact between employees at ESVAGT and the employees of the customers we are able

to demonstrate that we have a reason to be proud of what we do. This is a good feeling, Ole Ditlev Nielsen says.

ESVAGT questioned 21 customers and received positive response from all of them.

lately

Fast action behind the purchase of ”Esvagt Server” Sometimes things move really fast in the offshore industry, and ”Esvagt Server” is a really good example.

From the time Maersk Oil sent an enquiry for a vessel for rig-moves on the market, until ESVAGT sent their recent acquisition ”Esvagt Server” in charter for the assignment, was a time span of less than one year.

- This is quite fast as opposed to many other newbuilds, but in this case we are talking about an ”off-the-shelf item” that was purchased to grab a sudden opportunity, says Thomas Fauerby, Chartering Manager: - It is the first vessel since ”Esvagt Kappa” and ”Esvagt Sigma” that ESVAGT has purchased as complete, in contrast to having one built. This enabled us fairly quickly to comply with the needs from the customer and to have a new vessel ready for charter within a mere six months after having signed the contract, he says.

Maersk Oil sent out the request for the assignment in January 2012.

ESVAGT had a nearly completed vessel in mind, but at the beginning of February Lars Mortensen, Site Manager in Singapore, had a thorough look at an alternative vessel, based in Indonesia.

Later on Karsten Madsen, Master, who is the present Master on board ”Esvagt Server”, took a detour from his holiday in Thailand to inspect the vessel.

Exploiting the waiting time They both liked what they saw, and therefore contract negotiations with Maersk Oil were finalized in June 2012, and the purchase of the vessel in Indonesia was finalized shortly after.

The vessel was then shifted to the ASL shipyard in Singapore – where ESVAGT has been a customer since 2007, and from where they have received their succession of C-class vessels.

Following modifications at ASL, the vessel left Singapore at the end of September,

and via the long way south of Africa with bunkering in South Africa, they arrived at Søby Shipyard for installation of the azimuth, oil spill equipment etc.

- The delivery time for the azimuth meant that we were not able to have this delivered to ASL. Instead we spent the delivery time on shifting the vessel to Denmark where the azimut became part of the tasks at Søby Shipyard, Thomas Fauerby says.

Following bollard pull test at Fredericia in mid-December, the vessel, at this point called T-201, arrived at Esbjerg on 19 December. Two days later, Anette Ladefoged, godmother, was able to reveal the name ”Esvagt Server”, and on 30 December the vessel began its chartering assignment.

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growth team

Growth team has strengthened the network The company network has been strengthened, and the growth potential within the trade has been made visible to the decision makers.

Participating in the Government’s growth team has been rewarding.

In the spring 2012, when the Government appointed their growth teams, General Manager at ESVAGT, Søren Nørgaard Thomsen, was elected as delegate of the offshore-shipping companies.

In the spring 2012, when the Government appointed their growth teams, Søren Nørgaard Thomsen, General Manager at ESVAGT, was elected as delegate of the offshore shipping companies. The Growth Team for “Blue Denmark” was assigned to invent recommendations on how to enforce growth and employment within the maritime trade, and this process has been interesting as well as instructive, leading to an enforcement of the ESVAGT network

- This has created some good contacts to a number of key figures, not only within the trade, but also to politicians and administration. This will give us the opportunity to show what we are capable of in this part of the country when hosting a meeting where, among others, Semco and Blue Water informed of their views of the maritime trade. It is always an advantage to let people see for themselves what is happening, and several of the participants expressed their respect for what is happening in Esbjerg, Søren Nørgaard Thomsen says.

Strong competences The report contains the growth potential, the need for education and the maritime contribution to a greener Denmark, and as such, no less than three Ministers – ”There is no need to focus unqualified on Minister of Trade the Asian markets when having an absolute and Growth Annette center of growth in our own backyard”.

Vilhelmsen, Minister of Education Morten Søren Nørgaard Thomsen about exploiting the potentials Østergaard and Minin the Norwegian offshore business. ister of Environment and has contributed to increase focus on Ida Auken – have been engaged in the how the shipping trade is able to contriwork of the team. - It is our hope that we bute to the growth in Denmark. have contributed to open more eyes to the abilities of the trade. In longer terms, This is the assessment made by Søren it is important to the entire shipping trade Nørgaard Thomsen together with the that more people discover our potential other group members. The recommenda– to enable us to make an effort to rise, tions made by the growth team have been Søren Nørgaard Thomsen says. submitted to Ministers as well as to the He points out that the offshore industry Committee at the Danish Parliament. is a niche with continuous growth within

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the number of Danish offshore workplaces. - The growth within the traditional long voyage shipping, affects fewer Danes, but when it comes to offshore and other specialized assignments - where the demand for competence is great, we are still very competent. Therefore, it is of great importance, that we are constantly developing the competences to exploit the possibilities.

FACTS Apart from Søren N. Thomsen, the Growth Team for ”Blue Denmark” consisted of: • Carsten Mortensen, General Manager at D/S Norden (Chairman); • Thomas Knudsen, General Manager at MAN Diesel and Turbo; • Henrik Sørensen, General Manager at DESMI; • Claus Jensen, Board Member at the Inno- vation Fond and member of the Council for Technology and Innovation; • Lars Thrane, Committee member at Thrane & Thrane; • Britta Gammelgaard, Professor at Copenhagen Business School, Institute for Production and Business Economy • Andreas Nordseth, Manager at the Shipping and Navigation Agency.

trade prize

Seminar leads to positive dialogue ESVAGT has held a seminar for Masters and Able Seamen to strengthen communication between employee and management.

Since 2011 ESVAGT has prioritized days for seminars with various trade groups.

We have held a seminar for Engineers and Unskilled Seamen and for Chief and First Engineers, and with great success; and in 2012, the yearly seminar for the Masters has been complemented with a seminar for Able Seamen.

The seminar is a day with professional and social substance with time to have a more intense dialogue with your colleagues than you normally have during a working day, and where employees offshore and onshore get the opportunity to discuss the challenges of the everyday life. - This is a day where Management is able to inform of the aims of the company, and where the employees can seek answers to their problems and give feedback on projects.

The day is also an opportunity to focus the attention on special assignments or challenges regarding their specific trade group, says Ole Ditlev Nielsen, Chief Operations Officer.

Time for socializing This year, the seminar held for Masters and Able Seamen brought up topics such as work clothing, exercises and working conditions. - To the Management it is very rewarding to receive feedback on the direct positions and opinions regarding the topics from the employees themselves, and that we take the time and opportunity to explain things deeper should there be any doubts as to the way things are done, Ole Ditlev Nielsen says. Apart from focusing on the professional side, there is time for socializing. The workshops concluded with dinner and a social gathering - this being an essential purpose of the day: - It is a great benefit that we all get to know each other – and under more relaxed conditions. This contributes to strengthening the relations between offshore and onshore personnel, Ole Ditlev Nielsen says.

From the left John Lesbo, Søren Nørgaard Thomsen and Tom Nielsen.

Trade Prize goes to ESVAGT the Esbjerg Development Trade Prize was awarded to the shipping company for spectacular results throughout the years.

- Acknowledgement and a pat on the shoulder for all of us.

This was the statement made by Søren Nørgaard Thomsen, Managing Director, referring to Esbjerg Development Trade Prize 2012, awarded to ESVAGT in connection with the Association’s New Year Reception.

- The prize is a great honour. We are situated in a part of the country, undergoing progress and creating growth, and each year there are many candidates for the prize. It is tough to become a winner in this field, Søren Nørgaard Thomsen says.

This point is emphasized by the fact that between them, the ten largest growth creators in the Municipality of Esbjerg, approximately 1,200 new work places were created during 2012.

- We are proud of the prize, and I am happy to say that since the award, several people have expressed that it was about time that ESVAGT was awarded the prize.

It is the result of many years of impres-

sive growth and spectacular results that lies behind the choice of ESVAGT, Søren Nørgaard Thomsen says. ”ESVAGT has received many distinctions for work carried out in an efficient manner, in connection with rescuing human lives and for protecting the environment. You are a well reputed company with devoted crews and employees, setting quality and safety at a very high level. In good combination with sound business practice, this is, without doubt, the foundation of your success.”

John Lesbo, Chairman for Esbjerg Trade Development, in his speech to ESVAGT.

FACTS ESVAGT received a vase with inscription as well as a cash reward of DKK 10,000.

The cash reward was donated by ESVAGT to Esbjerg Fishery and Maritime Museum.

ESVAGT News 01 / 2013

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ESVAGT AURORA

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ESVAGT AURORA

ESVAGT was a popular winner of Esbjerg Development Trade Prize.

Photo: Tue Sørensen ESVAGT News 01 / 2013

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MY ESVAGT

Wium, the all-rounder, has found the right job

Kim Wium is a midwife, interior designer, trouble shooter and a man for solutions amongst many other things. As a Site Manager you must be capable of all sorts of things!

The first hour after having bought a new car, you spend with the car dealer, who explains all the buttons, functions and lamps in the car.

After you have bought a new car, you spend the first hour with the car dealer who will explain to you all the buttons, functions and lamps in the car.

And it is exactly the same when you get the “keys” to a new vessel. But, on a far larger scale, and over a considerably longer period of time. Kim Wium Laursen is able to confirm this. The last time he went to pick up a new “means of transport”, it took him so long that his son, Sebastian, learnt to speak Spanish during the process. The 50-year-old ESVAGT Site Manager from Herning has, following the deliveries from ASL Shipyard in Singapore, been co-sailing four newbuilds in a row, from Las Palmas to Esbjerg/Stavanger and prepared the vessels with the amendments and adjustments, experienced through the first six new ASL ships before the vessels were allowed to begin service and to be handed over to customers.

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He lived in Spain for a couple of years, working at the Zamakona Shipyard, while ”Esvagt Aurora” was built – and he loved his job and the many challenges following the job in Bilbao.

- It is a very special lifestyle, either staying at a hotel or sailing – and to me, the everyday life was great and filled with challenges and variation in the job, Kim says.

navigating the vessel. A lot of time is spent on checking the vessel during the process. Defects discovered at this stage are defects you do not have to slave away at when ready for hand over.

- There are usually plenty of adjustments and amendments just before the operation period – and therefore, if I am able to sort out knotty problems in due time, by following the build, this is time well spent, Kim Wium says.

The work contains a great amount of inspection and balancing.

- I get around and see it all. Sandblasting, painting of the tank, running generator cables….I like being a part of it all and making sure that things turn out the way we want. I have always worked this way, and I have always taken great care to explain to them that it is not only to carry out inspection, but also to learn about their working methods. With this approach – that you want to learn from their skills because of their great expertise – they normally let you join in. And I always request to follow one of the older and more experienced employees who are able to answer any kind of question.

Usually, the shipyard is aware of the fact that inspection and questions made in due time will save a lot of money later on in the process, as you avoid having to correct defects, Kim Wium says.

The meaning of dialogue This is the everyday that he likes, and fortunately, Kim Wium has worked like this for years. - The versatility is great, and there are always new things to relate to. ”I noticed, that the Spaniards were frusI can’t think of any other job, where your everyday trated not being able to communicate contains sandblasting, with me. I knew they were very skilled – apart from the language part. After hav- negotiating contracts and coordinating Spanish and ing learnt Spanish, everything got easier.

Norwegian plans for the Even though my Spanish is not the best”. holidays. This is the best job I have ever had, Kim Kim Wium, about working in close collaboration with Spaniards Wium says. Previously Kim at the Zamakona shipyard. was employed at Lauritzen Shipping Company where he, amongst process and taking care of handing over other things, was responsible for produc– from shipyard to shipping company tion and hand over of 10 gas tankers and all the way under the skin of the crew Inspection is learning The job consists of following the build as well as contributing to the decision

mY esvagt

from Korea. He has also seen off ”Gudrun Mærsk”, one of the world’s largest container vessels, and at ESVAGT, he has been assigned to the homecoming of ”Esvagt Aurora” and ”Esvagt Server”.

- Delivery of a vessel is a major logistic task. I always look at it in smaller parts as it is not possible to take it all in at once.

To give an example, at ”Esvagt Aurora” we had 200,000 meters of cable to check and a vast amount of pipes to inspect – it took nine months to install them, Kim Wium says. If you ask Kim what he finds important in the job, he mentions the ability to communicate with people. This is something he uses in his everyday life: - I do not get great response from commanding, and therefore, to be able to use

deadline approaches. ”Esvagt Server”, which commenced charter for Maersk Oil on 30 December, required a 2-month non-stop preparation period, before hand over, and the only Christmas contribution from Kim, was to have a piece of roast duck in the evening on 24 December only to re-appear at the office the following morning.

- At least it is nice to know that we will have a few weeks off duty later, he says.

He often gets a lending hand from colleagues with greater competence within the specific fields: - There is no point in me decorating the galley to my likings – if the cook who works in here every day is not happy.

So here I consult the people who have to work here.

And Anette Sørensen ”It is always sad to hand over a vessel. You often lends a hand have been following it so closely for so long”. when finding a solution for the interior Kim Wium decor, creating surdialogue to find a solution is of outmost roundings in which most people will importance. Being flexible is also a good thrive, and the crew and navigators will thing, finding the level where you are also influence the decoration of their work keen on the bigger lines and moderate on places, Kim Wium says. the smaller lines – it is an act of balance, When Kim has completed the hand over, he says. he will assist the new ESVAGT crew to settle on board the vessel. This is part of the Colleagues lend a hand job he cherishes in particular: We are always in a great hurry when - It is a great sensation to experience, how

colleagues simply just lend a helping hand. For instance, when “Esvagt Server” was delayed and we were running cables in the middle of the night to meet the deadline, a couple of Able Seamen simply just put on their boiler suits to lend a helping hand, even after a long day on duty.

This is not uncommon – the will to work hard for the team; to see the vessel off in a proper manner. Then you know this is going to be a reliable vessel, Kim Wium says

Kim, summary: 50 years old, living in Herning.

Educated Service Technician and Engineer.

Has sailed with ØK, Maersk og Lauritzen, and has worked offshore. He has been employed at ESVAGT since 2008. Married to Jitka, and a father of two – a daughter in Copenhagen and a son living at home.

In his spare time, he and his son love to work on cars in their garage or to cheer up for Herning Blue Fox in ice-hockey. Kim is also a keen swimmer and likes to charge his batteries in the sauna afterwards.

New system to investigate incidents

An essential part of the culture of reporting is to avoid repetition of potentially dangerous situations, and this task has now been implemented in a new system as ESVAGT switches to Kelvin Topset, also used at A. P. Møller.

the vessels, and ’Investigator 3’, used for more thorough investigations, carried out onshore.

- It is not necessary to roll the entire arsenal out if a colleague upsets his coffee cup. ’Black Box’ is excellent when dealing with minor details as it enables you to systematize by guiding you through certain topics which are important to relate to, Jesper Dahl Frederiksen says.

- This is a really outstanding system, used to organize an enquiry into minor incidents with less potential and the larger or potentially more serious incidents, says Jesper Dahl Frederiksen, HSEQ Manager at ESVAGT. The programme consists of two levels of software: ’Black Box’, used for minor incidents – accessible on board

Classes in using the systems ’Investigator 3’ takes things a step further.

This has a setup where onshore personnel compose a team with an investigation leader and thoroughly investigate the cause of the incident.

- These are the incidents which are very grave or of high complexity, making it

Incidents are to be better illustrated – a new system applies new tools.

relevant to dig deeper, Jesper Dahl Frederiksen says. ’Black Box’ is accompanied by support and tuition and classes in the use of the system by ESVAGT HSEQ coaches. Tuition will also take place on board the vessels “Esvagt Alpha” and “Esvagt Beta”.

- It is our hope that the Masters will make use of this initiative, making investigation of incidents and accidents part of their natural work tasks. It is also an advantage that the Master is more capable of estimating the potential of the accident and to classify other incidents and near miss situations, Jesper Dahl Frederiksen says.

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increased working hours

Increased working hours during nightfall More contracts in the Arctic regions requires more exercises in working during the dark season. The exercise level at ESVAGT will have to be enforced further. during daylight as well as in rough sea in darkness, capsizing poses a risk.

Handling of the vessel involves launching and recovery of boats; and dealing with powerful forces at large, this never becomes routine. It is a prerequisite for us being able to carry out our jobs in a proper manner, and will make a difference in a critical situation. This is why we have constant focus on developing our competences within boat handling and keep practicing, Ole Ditlev Nielsen says.

In 2012, ESVAGT had approximately 18,000 boat handlings of which approximately 2,400 took place in darkness.

With an average of 35 minutes sailing by each vessel every single day, ESVAGT maintained a high level of exercise in 2012.

With an average of a 35-minute voyage by each vessel every single day, ESVAGT maintained a high level of exercise in 2012. Having increased the activity in the Arctic regions, ESVAGT has, however, decided to increase the exercise efforts further – and especially exercise during nightfall must be enforced. - In the Arctic

regions, a great part of the daytime is dark during the six months of winter. Having won the new contracts north of Hammersfest, it is extremely important that we are able to offer our competences under the working conditions in this region. It has therefore been decided to increase the number of actions in darkness, says Ole Ditlev Nielsen, Chief Operations Officer.

FActs

Necessary training Handling the vessels is a great challenge in the everyday life – and in still water

the main part of transfers has been within

Apart from adding up the numbers of exercise hours, the shipping company has taken stock on another core area – personnel transfer. In 2012, ESVAGT carried out 10,742 transfers offshore of external personnel, and since 1994 approximately 73,000 transfers have been carried out. In the past years, the offshore windmill area.

Almost full employment sorts out maintenance tasks Practically the entire ESVAGT fleet is on charter, and the only ”vacant” vessel is having a service check in the low season.

Until mid-January 2013, the entire ESVAGT fleet was on charter, and shortly after ”Esvagt Connector” became vacant.

This ”idleness” is now being used to optimize the rest of the fleet, getting it ready

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for the peak season in summer. - We have used the vacant vessel to substitute C-vessels and Group-3 vessels going into dock, says Ib Hansen, Chief Commercial Officer at ESVAGT. The vessels ”Esvagt Christina”, ”Esvagt Carpathia”, ”Esvagt Cassiopeia”, ”Esvagt Promotor” and ”Esvagt Delta” have all been in dock, and with regards to timing, this could not be better:

- Having work done on the vessels now will make them ready for the market by summer, with higher revenue on chartering, Ib Hansen says.

2012 is the first year with full employment within the Group-3 vessels during a winter period.

8-persons basket

- It is an important parameter that the more spacious basket, is not bigger externally.

8-persons basket is ready Due to a customer request for being able to transfer more than 4 persons at a time, which is the capacity of the existing basket, ESVAGT has designed an 8- persons basket.

Last year, ESVAGT began working on a design for a new basket with an 8-persons capacity, as opposed to the 4-persons capacity of the existing basket.

The development was finished in the spring and production was started - and the more spacious basket is now ready for delivery, says Jens Bagger, Chartering Manager at ESVAGT. - The difference between a 4-persons and an 8-persons basket is not that great after all – we simply exploit the space much better, in an 8-persons basket, he states.

It is an important parameter that the more spacious basket is not bigger externally – which applies to this basket.

Baskets are used for transferring crews from rig to vessel, and the amount of space taken up by the basket when not in use, has to be limited.

types of baskets meet the demands for hoisting equipment offshore.

FActs ESVAGT has produced baskets since the

- The newly developed 8-persons basket has the same circumference as a 4-persons basket, and does not require additional space on board eg drilling rigs. This is an important argument offshore, with constant lack of space, Jens Bagger says.

mid-1980s. The original 4-persons basket was developed by Ole Andersen in cooperation with the then Head of Safety for Maersk Oil, John Douglas Pedersen. And yet again, Ole Andersen has been the driving force in developing the new basket.

On the new basket, the frame has been moved further towards the edge of the shock absorbing ring, but apart from this, only few constructional alterations have been made.

It has been adjusted to the additional weight, having 4 extra persons, and both

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strengthen motivation

HSEQ seeks to strengthen the motivation Having friendly colleagues and a strong work culture is to be supported – bad seamanship must have consequences.

- We have a lot of employees carrying out jobs well done every single day.

- We have a lot of employees carrying out jobs well done every single day: where quality, competence, safety and fellowship form a synthesis of good seamanship in keeping with the ESVAGT spirit.

My ambitions are to make ESVAGT even more attractive for those of our employees who are keen on working according to this – and to make it harder on those who are not.

Jesper Dahl Frederiksen, HSEQ Manager at ESVAGT, is on a clear mission with the 2013 HSEQ programme.

The efforts are still to ensure high quality of the work, and safety for the individual and their surroundings, but focus has to shift. Instead of focusing on the colleagues not living up to the demands, focus must be on the good examples.

- A lot has been done to get as many employees as possible involved in this, but I think it will have a positive effect to shift focus. Many employees are doing well, and we have to show that we appreciate their method of work by raising the bars.

When a job well done is considered to be standard, colleagues who are not willing to perform will have a hard time keeping up, Jesper Dahl Frederiksen says.

Pay tribute to the best He underlines that this is not a question of witch-hunting or handing out notices.

On the contrary, it is the exact opposite – we are to focus on the good examples in the hope that many more will go down this path.

- Some years ago when we aimed at having more reports on incidents to increase vigilance, this was in accordance with the no-blame culture. The most important issue was, to get people to take a note

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when things were inappropriate or unfortunate – instead of pointing your finger at the individual. We received many reports, and the level has definitely been raised, Jesper Dahl Frederiksen says: - But in saying this, ”no blame” has its limits. When “no blame” is interpreted as a safe passage, the effect is no longer there. If you use the ”no blame” as an excuse for making the same mistake over and over again, without changing behaviour, or you simply ignore procedures and rules without consequences, this will water down our safety culture.

And this is no good, Jesper Dahl Frederiksen says. This is why we are shifting from “no blame” to “just culture”. “Just culture” is simply described as “no blame 2.0” or “no blame for advanced learners” – as “just culture” picks up the thread, where “no blame” let go. - “Just culture” has high expectations from people.

“Just culture” is an open reporting culture like “no blame”, but where not just any kind of behaviour is accepted.

- Our present reporting is often based on repetition of mistakes, which we should be able to avoid. And it is the responsibility of the Management; onshore as well as offshore on board the individual vessel. If we do not act on the reports, we appear to approve unacceptable behaviour. We need to support the good behaviour by showing, that there is a rear edge; that there are consequences, Jesper Dahl Frederiksen says.

And this was the exact response received

by HSEQ when flying a kite with the just culture-idea within the organization.

- The report states that people were positive regarding the use of consequences.

They want to be supported when doing the right thing, and they have no interest in sup”Nobody ever told you to hurry up!” porting colleagues who are not willing to join Jesper Dahl Frederiksen, HSEQ-manager in. We believe this will enforce the ESVAGT spirit We believe that we can expect a certain and contribute to leading our culture in standard from our colleagues. We expect a new direction, Jesper Dahl Frederiksen them to be familiar with the values of says. the company. Many employees fulfil this today, and it is our duty to support this – we owe this to our employees. This is done by underlining that it is not acceptable if a colleague ignores rules and procedures over and over again, Jesper Dahl Frederiksen says.

Mistakes are still acceptable An important point is that “just culture” allows for mistakes.

- Honest mistakes are acceptable. We all make them. But when it comes to not wanting to follow procedures or gross negligence being the cause of the mistake, this must have consequences.

And up till now, we have not been keen enough, Jesper Dahl Frederiksen says.

in brief

Fitness contest amongst ourselves

Activity day – if we are up for it!

A day of collegial get together, friendly atmosphere and lots of activities for the entire family is coming up – if we are up for it.

The basis for working under the harsh conditions with rescue offshore is good colleagues, team spirit and trusting one another.

Solidarity and community is strengthened by the fact that we know each other well, and therefore, social aspects are of high priority to ESVAGT i.e. through seminars and employee arrangements.

In this regard, an initiative could be an activity day which a committee of offshore and onshore personnel has volunteered to arrange and carry out.

ESVAGT Fitness Contest 2013 will show if Operations are capable of regaining the championship.

178,000 kilometres of running, cycling, walking and swimming, and a vast number of hours of workout, this was the outcome of the ESVAGT Fitness Contest in 2012, leading to sweaty foreheads amongst the employees.

- It is the aim to reach this impressive level yet again in the 2013-edition of the contest. It is healthy for all of us to exercise, and work may seem easier when being in good shape, says Nick Vejlgaard Ørskov, HR Manager.

Last year, Operations came out as winners with an average of 718 points, only just ahead of the economy department with an average of 716.9 points. ”Esvagt Observer” came in third with an average of 638.5 points.

The length of time for the contest is, yet again, six months – running from 1 March until 31 August - and you gain points through all varieties of exercise – workout, soccer, riding, walks, karate etc.

This year, the rules for gaining points have been slightly adjusted: One kilometre of running, walking or rowing adds 1 point; three kilometres of

cycling adds 1 point (one hour of spinning counts for 30 kilometres, which means 10 points) and one hour of other varieties of exercise - badminton, football, riding, body pump etc. – adds 6 points.

And do not forget, exercise in your free period counts as well – all you have to do is to remember to report. Please note that the number of team members is determined by the number of colleagues on board/in each department, and not by the number of participating colleagues on board/in each department.

The departments are, apart from the vessels, split into the following teams: Operation, Technique, Economy and a joint team consisting of MD, HR, Chartering and HSEQ. The winning team will receive DKK 10,000 for their vessel/department, second runner up will receive DKK 5,000 and third runner up will receive DKK 3,000. Furthermore, there will be an individual prize for the participants on the overall winning team, as well as several sprint contests during the course.

- The plan is to reserve a Saturday for friendly, collegial atmosphere with our families, with activities and time to get to know each other better, says Nick Vejlgaard Ørskov, HR Manager.

The committee has drawn up plans for an arrangement on Saturday 31 August: Visit by a rescue helicopter, carrying out a fictive rescue operation together with an ESVAGT vessel, opportunity to try FRB sailing and a visit to a crew-change vessel, and lots of activities for children – treasure hunt, bouncing castles, popcorn machines, to mention a few.

- We can see that the interest is great among our colleagues in bringing their family to e.g. open ship arrangements.

We believe that we could have a great day together, but at the same time, we would like to make sure that other employees, apart from the committee members, are interested in an activity day before finalizing the arrangements.

Therefore, we would like to hear from our employees regarding their interest in participating. It is our aim to gather approximately 250-400 people, Nick Vejlgaard Ørskov says.

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employee overview

employee overview WE ARE ESVAGT ONSHORE! The development is strong in ESVAGT, and employee recruitment in recent years has been great.

It is not always, you can keep track of the names - and the geographical spread does not help.

But it’s always good to put a face to a name, so here is a summary of ESVAGT’s employees onshore.

Søren N. Thomsen Managing Director

Anette Sørensen Management Assistant

Nick Vejlgaard Ørskov HR Manager

Jesper Dahl Frederiksen HSEQ Manager

Jesper Nielsen HSEQ Assistant Manager

Anne Mette L. Kjems HSEQ Assistant Manager

Ib Hansen Chief Commercial Officer

Thomas Fauerby Chartering Manager

Jens Bagger Chartering Manager

Ole Ditlev Nielsen Chief Operations Officer

Chris B. Østergaard Marine Superint. Operations

Asger Stürtzel Sørensen Marine Superintendent

Hans Richard Pedersen Fleet Personnel Manager

Christina Hald-Andersen Crew Adm. Officer

Birgitte Juul Nielsen Fleet Personnel Officer

Tina Halkjær Nielsen Fleet Personnel Officer

Helle Heegaard Fleet Personnel Officer

Kristian Ole Jakobsen Chief Technical Officer

Bjørn Viig Fleet Group Manager

Kim Roesdahl Petersen Fleet Manager

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employee overview

Claes Skov Jensen Fleet Manager

Ole Højlund Fleet Manager

Michael Hyldgaard Fleet Manager

Gerner Eskelund Project Director

Jes-Peter Bill Senior Superint. Engineer

Svend Aage Korup AMOS Superint. Engineer

Carsten Larsen Supply Chain Manager

Michael Rønn Senior Purchaser

Jette Steenholdt Purchaser

Bettina Petersen Assistant Purchaser

Svend Jan Toft Logistics

Turi Munk Strunck Logistics

Bjarne Mikkelsen Service Manager

Johnny G. Jensen Repair/maintenance

Allan Wollesen Repair/maintenance

Søren Pedersen Repair/maintenance

Allan D. Pedersen Repair/maintenance (Suits)

Svend Erik Petersen Baskets

Bjarne Poulsen Chief Financial Officer

Claus Carlsen Chief Controller

Halla B. H. Haraldsdóttir Financial Controller

Tatiana T. Madsen Accountant Assistant

Haldora K. Leonhard Accountant Assistant

Anni Møller Thomsen Payroll

Peter Boel Troelsen Head of IT

Olavur Olsen IT Manager

Tina Roloff Reception Manager

Henriette H. Neumann Reception

Lars Peter Mortensen Site Manager

Kim Wium Laursen Site Manager

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– SAFETY and SUPPORT AT SEA

ESBAKED..?

They are completely wrapped up in their pepper cake baking before Christmas, our Norwegian colleagues, and on the day before Christmas, ESVAGT was strongly represented in the Sleipner field pepper cake competition. ”Esvagt Stavanger” never looked more beautiful than here – draped in icing, decorated with M&M’s and with a crew of wine gum bears.

Adgangsvejen 1 DK-6700 Esbjerg Phone: +45 3398 7700 Website: www.esvagt.dk Email: mail@esvagt.dk