Developing a Competency-Based Assessment Model for MET Skills of Nigerian Ship Officers

Posted: March 5th, 2025

Developing a Competency-Based Assessment Model for MET Skills of Nigerian Ship Officers | Preparing Nigerian Ship Officers for Global Standards through Competency-Based Assessment

Maritime education and training (MET) serve as pivotal mediums for producing competent and skilled shipping personnel. As the industry grows with these technologies, it becomes very vital to train ship officers well. Nigeria has witnessed a steady interest and development in the maritime industry; therefore ship officers need to be equipped with skills and knowledge to provide world class services like as required by the International Maritime Organization (IMO). Again, inadequacies in training and assessment practices have called into doubt the preparedness of Nigerian ship officers for ship operation as well as the ability of the ships to fulfill the requirement of the IMO and other international standards. A competency-based assessment (CBA) model is useful because it deals directly with skills which are empirical, tangible results, and the real world relevance. This not only helps close the gap between the classroom and the field but also helps equip the officers to deal with the complexities that are expected in the maritime industry. This paper aims to establish a model aligned with the MET needs of the Nigerian ship officers taking into account the most salient literature available.

Why Competency-Based Assessment Matters
A common downside of traditional forms of assessment is the concentration on knowledge more than on skills. Though theoretical knowledge regarding the maritime laws or principles of engineering is important, a ship officer must also possess practical skills including navigating, maintaining the engine, and handling emergencies. Competency-based approach on the other hand mitigates the focus on what the officers know as opposed to what they are capable of doing. This is in line with the IMO’s Standards of Training, Certification, and Watchkeeping (STCW) Convention, which requires that seafarer certification must be supported by compelling evidence of competence. Through incorporating CBA into the training programs in MET, there is increased chance of improving on the officers preparedness and interaction in real life situations with increased safety and efficiency.

Challenges include inadequate training equipments and facilities, skewed training curriculums and absence of benchmark assessment instruments among others… These can significantly hamper the employment prospects of Nigerian ship officers in an increasingly sophisticated global sector. These deficiencies are met by CBA because it sets clear standards of performance and prepare officers for the challenges posed by modern shipping. Additionally, the application of CBA can encourage MET institutions and relevant industries to work together, aligning and strengthening the training system.

As Johnson et al. (2023) explained, MET programs must include advanced technologies like simulators and Virtual Reality (VR) to effectively train ship officers. They can help support CBA by offering realistic situations for judging skill levels. However, one cannot also overlook the role of competency through continuing professional development (CPD) whereby the police officers are able to keep abreast with current trends of the profession and bolster their competency levels (Martinez & Lee, 2022).

Core Components of a Competency-Based Assessment Model
Building an effective CBA model requires a structured framework. Below are the key components tailored to the MET context in Nigeria:

Identification of Core Competencies
The first step involves defining the specific skills Nigerian ship officers need. These include navigation, cargo handling, machinery operation, safety management, and communication. Input from industry stakeholders, such as shipping companies and port authorities, ensures these competencies reflect real-world demands. For instance, Samunderu (2024) highlights the importance of aligning training with market needs, a principle equally applicable to maritime skills.
Development of Performance Standards
Each competency must have measurable criteria. For example, a navigation competency might require officers to plot a course within five minutes using electronic charts, with a maximum error of 0.5 nautical miles. Clear standards eliminate ambiguity and provide a consistent basis for evaluation.
Practical Assessment Tools
Simulations, onboard evaluations, and task-based scenarios are critical for testing competencies. Unlike written exams, these methods assess decision-making and problem-solving in realistic settings. Rahayu (2023) emphasizes the value of simulations in maritime training, noting their ability to replicate high-pressure situations like engine failures or collisions.
Continuous Feedback and Improvement
Assessment should not be a one-time event. Regular feedback helps officers identify weaknesses and refine their skills. Instructors play a key role here, offering guidance based on observed performance rather than test scores alone.
Integration with STCW Requirements
The model must comply with international standards to ensure Nigerian officers remain competitive. This includes incorporating STCW competencies, such as firefighting and survival techniques, into the assessment process.
Challenges in Implementing CBA in Nigeria
Adopting a competency-based approach is not without obstacles. Limited funding for training infrastructure is a major hurdle. Many Nigerian MET institutions lack access to modern simulators or well-maintained vessels for practical exercises (Omariba, 2023). Additionally, instructors may need retraining to shift from lecture-based teaching to hands-on assessment, a transition that requires time and resources.

Another challenge is resistance to change. Traditional educators and administrators might view CBA as overly complex or impractical. Overcoming this requires demonstrating its benefits, such as improved officer performance and higher employability rates. Collaboration with international partners could also provide the technical expertise and funding needed to kickstart the process.

Best Practices from Regional and Global Contexts
Learning from others can guide Nigeria’s efforts. In Kenya, for example, Omariba (2023) found that practical training modes significantly increased graduate satisfaction and preparedness in marine engineering programs. This suggests that hands-on assessments resonate with learners and employers alike. Similarly, Rahayu (2023) documents how Indonesia has enhanced maritime TVET outcomes by integrating technology, such as virtual reality, into competency evaluations. These examples show that innovation and adaptability are key to success.

Globally, countries like the Philippines—a leader in seafarer training—rely heavily on CBA to meet STCW standards. Their model emphasizes modular training, where officers master one skill at a time before moving to the next. Nigeria could adopt a similar phased approach, starting with foundational competencies like safety and navigation before advancing to specialized skills.

Steps to Develop the Model
Creating a CBA model for Nigerian ship officers involves a systematic process. Here’s how it could unfold:

Stakeholder Consultation
Engage maritime authorities, shipping firms, and MET institutions to define competencies and secure buy-in. Their input ensures the model meets both local and international expectations.
Curriculum Redesign
Revise existing MET programs to prioritize practical skills. For instance, instead of lengthy lectures on engine theory, trainees could spend more time troubleshooting real engines under supervision.
Pilot Testing
Launch the model in a few institutions to identify strengths and weaknesses. Data from these trials can refine the assessment tools and standards.
Instructor Training
Equip educators with the skills to conduct competency-based evaluations. Workshops and certifications can bridge knowledge gaps.
Monitoring and Evaluation
Track outcomes, such as officer certification rates and employer feedback, to measure the model’s impact. Adjustments should be made based on these findings.
Benefits for Nigerian Ship Officers and the Industry
A competency-based model offers tangible advantages. For officers, it provides a clear path to certification and career growth. Knowing exactly what skills they need—and how they’ll be tested—reduces uncertainty and builds confidence. Employers benefit from a workforce that’s better prepared for the job, reducing accidents and operational errors. At a national level, a skilled maritime workforce strengthens Nigeria’s position as a shipping hub in West Africa, boosting economic growth.

Consider the analogy of a ship’s engine: without proper maintenance, it falters under pressure. Similarly, without a robust assessment system, Nigeria’s maritime talent risks falling short of its potential. A CBA model acts as the maintenance crew, ensuring every officer is fit for duty.

Addressing Cultural and Contextual Factors
Nigeria’s diverse workforce brings unique strengths and challenges. Language barriers, for instance, can complicate training and assessment. Offering materials in local languages or providing interpreters could enhance accessibility. Additionally, cultural attitudes toward authority might affect how trainees respond to feedback. Instructors should foster an open environment where questions and mistakes are part of the learning process, not a source of shame.

Economic factors also play a role. Many aspiring officers come from low-income backgrounds and rely on government-funded programs. Ensuring the CBA model is cost-effective—perhaps by leveraging existing resources or securing international grants—will make it sustainable in the long term.

The Role of Technology
Modern tools can amplify the model’s effectiveness. Simulators, for example, allow officers to practice complex maneuvers without risking lives or equipment. Mobile apps could track progress, letting trainees review feedback on the go. Samunderu (2024) notes that technology-driven training is transforming transportation sectors across Africa, and Nigeria’s maritime industry should follow suit.

However, technology must be used wisely. Over-reliance on expensive tools could exclude smaller institutions. A balanced approach—combining high-tech solutions with low-cost alternatives like role-playing exercises—ensures inclusivity.

Conclusion
Developing a competency-based assessment model for MET skills of Nigerian ship officers is a timely and necessary step. By focusing on practical abilities, clear standards, and continuous improvement, this approach can bridge the gap between training and industry needs. While challenges like funding and resistance to change exist, they are not insurmountable. Lessons from regional peers, strategic planning, and stakeholder support can pave the way for success. Ultimately, a skilled and competent maritime workforce will not only elevate Nigeria’s shipping industry but also contribute to safer seas worldwide.

References
Omariba, B., 2023. Influence of the Mode of Training on the Level of Satisfaction of Marine Engineering Technical and Vocational Education and Training (TVET) Programs Graduates from the Coastal Region of Kenya. Doctoral dissertation, University of Eldoret.

Rahayu, S.T., 2023. Enhancing Learning Outcomes in Maritime TVET: A Review of Best Practices and Innovations. STIPAS Tahasak Danum Pambelum Keuskupan Palangkaraya, pp. 96-119.

Samunderu, E., 2024. Challenges and Complexities Affecting African Air Transport Market Development: A Skills, Competency, and Capacity-Building Perspective. In The Economic Effects of Air Transport Market Liberalisation: A Perspective Analysis of the Single African Air Transport Market (SAATM) (pp. 499-639). Cham: Springer Nature Switzerland.

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