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The Highs and Lows of Crew Rotation

Owner of international crew agency EL CREW CO in Mallorca, Spain, Erica has been a freelance writer since 2008. She loves engaging with the projects she works on, diving headfirst into the research, investigation, and production of the stories she feels are newsworthy. A curious and proactive journalist, she draws on her own life experiences, her studies, and her work with crew all over the globe.

Figuring out rotation on board can be a tricky equation to solve, but for most, the benefits outweigh the negatives.

For many, a rotational yachting role really is the holy grail. Still mostly prevalent on larger yachts, yet seen as the norm in the commercial shipping sector, why has it not yet been fully embraced in the superyacht industry? When the Maritime Labour Convention, 2006 (MLC) came into force, it did seem for a period that rotation was the best solution to help achieve the working conditions laid out within, but what is the owner’s financial motivation to offer rotation when there are still crew seeking full-time roles? And is rotation really as great as we all think?

Battling Burnout

We know that adequate downtime is imperative for keeping crew healthy and happy. While it is more expensive to have two crew instead of one in a single position, there are savings to be found if you consider not having to recruit and retrain new crew every season due to burnout. The more senior the role, the more important this is — for example, engineers need time to familiarize and get up to date with onboard systems, manuals, and procedures. The owner also gets continuity; the same faces when he/she comes on board, which many owners claim is very important to them.

Chef Annie (name changed for anonymity) worked for a year as a sous chef on a 60-meter motor yacht. “It was crazy busy, we were on back-to-back charters with an average of probably one day off per month. I did fifty percent of the guest food, plus all the crew food,” she says. “I was always tired, struggling to think of new and creative ideas, and the boat was too busy for me to take my six weeks owed holiday, so within twelve months I had less than three weeks off, which was spent frantically seeing doctors, dentists, orthodontists, chiropractors, family, and friends, and trying to catch up on sleep and sunshine, eating at restaurants, and dreading going back to work.”

Tired crew in important positions can result in accidents. Mistakes can happen. Quality of workmanship can slip. None of this is what we want on multimillion-dollar vessels.

She knew something had to change for her health’s sake. So she quit and found herself a two months on/off rotation on a 70-meter-plus vessel. Annie is so much happier now and has rekindled her love for cooking. “I am more creative and experimental with food than I have ever been. When I have my time off, I eat at restaurants, read cookbooks, do courses and stages in restaurants to learn new techniques, and bounce ideas off other chefs. I also create a draft book of ideas and things to try when I get back to work, and I actually can’t wait to return.” Rotation has made Annie a better chef by giving her the time and freedom to continue her culinary journey.

• Tips for Maximizing Time Management

Engineer James Cory says he wouldn’t pursue full-time roles again as it drove him close to burnout. “Engineers are always working — on charter they’re as busy as the rest of the crew ensuring the smooth running of the yacht, often solving various issues behind the scenes whilst carrying out all routine maintenance, which is a full-time job in itself,” he says. “When charters end and the yacht docks, the rest of the crew usually get the opportunity for some downtime and lighter work schedules. The engineer does not; this is when he or she must fix everything that broke during the season, carry out major repairs, coordinate yard periods, refits, manage and oversee contractors…deal with warranty/yard issues, organize surveys, haul outs, etc.… When the rest of the crew are able to rest and recover from the long hours of the season, the engineering department only gets busier. Post yard, they’re back on the water, the guests return, and so the cycle is repeated. There is no quiet time for engineers.”

This obviously puts a major strain on the department, which leads to inevitable fatigue. Tired crew in important positions can result in accidents. Mistakes can happen. Quality of workmanship can slip. None of this is what we want on multimillion-dollar vessels. Exhaustion is the main problem in retaining good engineers — they simply burn out and a few weeks or a year off is not enough to fully recharge and be ready to work 11 months straight. Most engineers who work full time will last a year at best; often it’s only a season so the vessel will have to source a new team member who has to familiarize, which costs valuable time and money as mentioned previously.

While it is more expensive to have two crew instead of one in a single position, there are savings to be found if you consider not having to recruit and retrain new crew every season due to burnout.

Since rotation was introduced, engineer retention has increased vastly. Engineers are far more likely to stay loyal to a captain, owner, and program when rotation is offered. Pay is less than full time, of course (usually about two-thirds of a full-time wage), but is still monthly for job security and benefits retained (health insurance, for example). Fewer health issues associated with overworking, fewer mistakes, much higher productivity, and the added benefit of having two qualified engineers during yard/refits who know the vessel inside and out and all her quirks and systems eases pressure on the captain, too.

Rotation may cost the vessel owner more in salary, but the increase in efficiency, productivity, crew retention, vessel-specific knowledge, reduction in mistakes or poor workmanship, plus long-term safety should outweigh the financial output.

Family Life

From a captain’s point of view, family is also a major factor. Capt. Stewart McDonald is making the move from a 47-meter motor yacht to a rotational role on a larger new build later this year. His main motivator? Family. “Although my owners have been great to me — I’ll be very sad to leave — I was only able to see my wife and daughter for nine days out of ninety during the Caribbean season,” he says. “Now having embarked on the Med season, I won’t be home for another three months. I’m passionate about my job and love what I do but I don’t want to miss my daughter growing up or harm my marriage in the process.”

For crew with family ashore, rotation allows you to find a better balance — in your off time, you can really focus on your family and give them your undivided attention knowing that your equal is on board and running the show. “My owners were generous with time at home, but being the only captain, I was constantly on my phone or computer even on holiday, which is unfair to my wife and daughter who already get so little time with me,” McDonald says.

The Trouble with Rotation

So we know the positives, but what about the negatives? Rotation is still relatively new to yachting and many programs are still finding their feet. As with anything, it’s hard to get it right the first time and may need constant adjustments from the outset to achieve success. For a start, the opposites must be similar and complementary in their way of working. At senior level, this is imperative to avoid disruption to the crew.

“I worked with two captains and the difference in management styles was huge,” says Chef Spike Steele. “One [was] chilled and his opposite [was] super uptight. It was very hard for the crew to adjust every ten weeks.” Engineer Mark Woodman echoes this. “One of the captains was the best I’d ever worked with. The other was an idiot who everybody dreaded coming back,” he says. “The difference in atmosphere on board was massive.”

Both parties must be fully committed to their job responsibilities ­— if one is constantly picking up the slack left from the other, rotation is not going to work. Capt. Carl (name changed for anonymity) feels quite strongly on the matter. “I personally still think rotation is, for the most part, stupid and am yet to hear of it working perfectly,” he says. “There are just too many issues that arise; not least consistency and reliability in the other guy. In my last position, the guy I rotated with was so inept it was actually laughable but was just how the owners liked it despite telling me he was ‘too casual’ in the workplace. The rest of the world works eleven to eleven and a half months a year, so why can’t we? Yes, I understand the family thing, but in days gone by you went to sea meaning you went to sea and did so often to support your family, and if that meant you did not see them much, then so be it; they were being fed and housed because of you being away. I am sure everyone will disagree with this point. I like work and enjoy what I do and get a kick out of doing it well.”

Rotation is still relatively new to yachting and many programs are still finding their feet. As with anything, it’s hard to get it right the first time and may need constant adjustments from the outset to achieve success.

And then there’s always that horror story about the extreme cases where rotation just goes really wrong, as Chief Mate Bob (name changed for anonymity) experienced. Bob’s opposite, along with his best friend, the new opposite captain, had their own agenda to effectively take over the yacht and get their friends on board. They lied and managed to deceive the owner. “Having been stabbed in the back, I would think twice now about rotation,” Bob says. “The saddest part was the owner believing these new guys over myself and the captain, who’d been with him for several years. We’ve since been contacted by the management to say the new team have absolutely destroyed the yacht and all been fired, so nobody won.”

There’s definitely still a market for non-rotational roles. Rotation is also not always the best career move. For example, if you’ve just achieved your Chief Officer ticket, it might be prudent to work full time for a few years more in order to make sure you get that valuable bridge time and officer experience — it will mean you will progress faster in your career.

Developing Crew

Some yachts use rotation in order to develop their junior crew and help them move up the ranks faster. For example, when the captain goes on leave, the chief officer steps up into a junior captain role, usually (at least to start with) for deliveries, yard periods, etc. (i.e. when no guests are aboard). During this period, the bosun would step up into the CO role, thus getting more bridge/officer time, a deckhand would step into the bosun role, and a temp deckie would fill the gap at junior level.

Capt. Stephen Edwards has been using a similar system on board the large sailing yacht he runs, and now they’ve reached the stage where his junior captain will now be rotating time for time with him. “One big plus is that if managed well, it can encourage development of crew from within the boat,” Edwards says. “This is where the system we had came into its own. And for my co-captain, not many can say that their first command was a rotation on a fifty-meter-plus sailing yacht either!”

Many mid-size vessels are bringing in permanent relief positions to allow crew to recharge. Jonathan Allen, captain of a 44-meter world cruising sailing yacht, finds this system works for them. “We don’t have a fixed rotation but, rather, we have a dedicated relief engineer [who] comes in four months a year to give the full-time engineer three months off and the boat an engineer one hundred percent of the time,” he says. “I get relief in for deliveries so that I am not fatigued for guests’ trips and don’t have to take holiday time during yard/maintenance periods, when it is important to have a captain present.”

Rotation is clearly not for everyone or every yacht, but if done well and correctly, owners (and crew) will reap the benefits. As Capt. Edwards says, “Yachting will no doubt embrace rotation in the same way that the commercial world has eventually, but it will take a few more years yet for the industry to adjust to the idea and normalize.”

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Crew Rotation In the Superyacht Industry – Part I

• Capt. Malcolm Jacotine
• October 22, 2020

Written in collaboration with Captain Brendan O’Shannassy.

Although commercial shipping has rotated crew for many years, it is a recent phenomenon in the superyacht industry. It started to become a reality on yachts first with engineers, and then on the larger yachts where manning regulations required officers with STCW qualifications.

When rotation first started is a little unclear; it was certainly in use in the late 70’s when I was with BP Shipping – though it only applied to deck and engineering officers. However, what was clear, that it was not born out of regulation, but driven by market forces and a recognition that to attract and keep the right people they had to offer a better work/life balance. Today, these very same reasons are relevant to yachting.

So, in our latest post, we are going to take a dive into rotation and, due to its importance to many captains, their families and yacht owners, we will break it down into two parts and focus on the whys, how’s and the impact this fundamental employment change has had on the yachting community.

This week in Part I, Brendan O’Shanassy is writing of his own employment journey to supply some context, then next week in Part II I will take a deeper look at the pros and cons and how you might present the idea to a yacht owner using a worked example.

I entered yachting when contracts and structured leave were rare to the point of not known. Leave was when it suited the yacht’s programme, often with little notice. Crew would scramble to make last minute arrangements when a window opened. With limited leave, weekends in port was our time to get away, explore and socialise, leaving the yacht to the care of a couple of watchkeepers. Regardless of age or relationship status, life revolved around the yacht and no alternate lives ashore were maintained.

This began to change for me in 2007 when I joined my first 100m+ yacht and realised there was no stopping a yacht of this scale. It needed crew every day to keep the show running and there were no more ‘weekends with a couple of watchkeepers’. I remember naively saying to the Heads of Departments we would shut the yacht down one weekend for everyone’s rest; they humoured me, said yes, but ignored the instruction and kept the yacht working the way it demanded.

Since that time, I have modelled many and various employment structures for yacht owners and their representatives. When I do these, I do not speak of rotation from a crew’s perspective, it is with consideration of the yacht owners needs and their investment. My point being that the yacht, the owner and guest experience should not suffer because of crew taking leave. I support this position with a crude calculation; add the finance cost of the yacht to the operating expenses and divide by 365 to gain the cost per day of the yacht’s existence. The number can be staggering and to think that you would intentionally stop the operation so the team can take days off does not show good value.

Further to this crude calculation, the owner is reminded that the beauty of yacht ownership is freedom and spontaneity. Rotation can allow that when a gap opens in their diary, they can escape to their yacht and enjoy the pleasure of being on the water with family and friends; something that is even more relevant today.

In one of the presentations the yacht owner agreed for senior crew without hesitation, saying, “ but yes, they have families, and we want them to be focussed on us when they are here and not worried about when they can get home .” For junior crew there was a different perspective with the principal asking, “why do these crew want so much time away when they were young? ” Weren’t these the years to earn money, travel and gain experience needed to progress?

Malcolm’s comment – the latter point I also heard from an owner. One 80m+ example lost several junior crew because of generous leave/rotation! The basic reasoning was it was expensive to spend so much time at home, all their friends were working so no one to hang out with, and it took far longer to gain the necessary sea time and experience to progress. Sometimes you cannot win!

Be careful what you wish for.

Since 2007 (outside of shipyard construction) I have been on equal time rotation. This is a Nirvana for many but, having defended the position to the owner that the yacht requires 365-day attendance from its captain and senior team to get rotation over the threshold, you are accountable to work accordingly.

So now, during a 2-3-month roster onboard, I tend to focus completely on the yacht and my days exploring the wonderful areas I sail through are a distant memory. Crew come and go in and procession of rotational changes and although bonds are still made perhaps, they are a little weaker? That said, when they return refreshed, the faces are familiar and they quickly adapt back to life onboard without missing a beat; ensuring operational readiness, a consistent service quality, better maintenance and safety.

It could be said that with better leave and rotation means the yacht is now the place we work; it is no longer the centre of our universe and the place where we also lived our lives!

Clearly this is a much healthier balance but, occasionally, I do look back on those time long ago in sepia, when spending 11-months of the year with the same tight crew created my most memorable experiences and learning opportunities. I am open in saying my memory is grander than the reality, it was unsustainable if I wanted any sort of normal life outside of yachting. I could not have raised a family without rotation and so today I am content with a few laps around the yacht at anchor or a quick morning run on the rare times in port. My days exploring are not lost, I now have the time and freedom to return to destinations in my own time and with my family, and that is incomparable.

Done right, better leave and rotation offer crew and yacht owners many benefits and, although there are added costs, carefully planned, they are not as high as might be imagined, and there are many advantages that cannot be measured purely in monetary terms that can add value to the yacht owning experience.

In Part II my deep dive is where you need to go to look to the tools that you might need when structuring your own rotational plans to a yacht owner, their representative or yacht manager. The strength of your case will depend not only of the financial model, but also the quality of your reasoning and supporting facts. Without a compelling case, the yacht owner or their representatives might be thinking “living the dream, sailing the seas, working half a year and still complaining? ”

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Managing Yacht Crew Rotations

Rotational positions began to appear more frequently in the yachting industry in the early 2000’s, receiving plenty of interest from job seeking crew. At that time, they were the envy of every chief engineer or head of department and they were typically snapped up by the most senior crew members.

Rotations are now becoming more common as crew are pushing for more of a work life balance, while owners are keen to retain good crew by providing more favourable employment terms. In most cases, rotational positions are still considered the crème de la crème of opportunities and for crew fortunate enough to land one of these gigs, there is a raft of tools available to ensure rotations work smoothly.

For captains or management, pitching the idea of rotation to an owner is a big step, and chatting with captains who run programs with rotational positions on board, you soon understand there are a number of risks that come into play when having a rotational roster.  

Depending on the structure of the rotation, owners can incur additional salary, insurance, and travel expenses to facilitate a crew rotation. On top of that, as most captains will tell you, it’s another crew member to manage which can be the hardest part of their jobs. 

A big concern for captains is ensuring consistency between the rotating crew. Put two chief engineers in a room, both with 10 years’ experience, and the way they go about their jobs will inevitably be different. From the perspectives of the owner and the captain, they want to be sure the standard of work is consistent, to the same standard and with equal attention to detail. Crew also want to know that the rules that apply to both engineers, rather than having one rule for engineer A and another for engineer B.

Usually with rotational positions there is a handover period where both the inbound and outboard crew go through any outstanding tasks and recap what has happened on board during the previous rotation, and this can range from a couple of hours to a day or two. For the outbound crew member, they may already have one eye on their life off the boat, but handovers are an important process to ensure a smooth transition.

Most rotational employment contracts will stipulate that the outboard crew member should remain available via phone or email at all times. That said, most crew will hope that phone calls are few and far between, which is far more likely if there has been a proper handover before going on leave. 

Successful crews are like a well-oiled machine. Everyone knows their role, departments interact seamlessly and for every situation there is a planned and known process to solve it. A great example is pick up day on charter. Everyone knows exactly what happens and who is responsible for what the day they pick up a charter. There are many factors that contribute to great teamwork, but a big contributor is the sharing of information. Whether it be shipping, yachting or commercial, a smooth operation requires documentation and records.

 The most successfully rotational positions we see are those which have good systems in place to document and record information to provide transparency across rotating crew, meaning . smoother rotations and fewer SOS calls while you're on leave.

Documentation methods are always evolving. An old navy engineer I met years ago at the Miami Boat Show had a rotating calendar wheel with the date and jobs he needed to do,  handwritten on paper. It worked by flipping the page at the start of each day to see what tasks were due and he told me it hadn't let him down yet. Fast forward to 2020 and you'll find most vessels have adopted a more digital approach .

Planned maintenance systems are designed to capture information, often contributed by multiple crew members, and are a great way to manage rotations. The most commonly used tools for rotational crew are maintenance logs, daily logs, defect logs and documents and, regardless of which system is in place, the logic remains the same. Capture information as it happens and document all details relevant to the operation of the vessel. This will allow for shorter and more efficient handovers as everything is already logged, so you can properly enjoy your time off the boat.

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TALKING POINT: How important is rotation to crew and why?

Each month, we are sharing a discussion piece written by a member of the maritime industry who can offer a unique or interesting perspective on an aspect of seafarers’ welfare. You can join the conversation on our social media channels – Facebook , LinkedIn and Twitter .

This month, Talking Point guest author Karen Passman explores the results of Impact Crew’s survey into crew turnover in the superyacht industry and discusses why crew rotation is so important.

Karen has in excess of 20 years’ experience developing managers, leaders and professionals, through facilitation, training, coaching and assessment. She has a passion for developing people which is evident in her positive, enthusiastic and supportive style of delivery. Karen’s expertise traverses the maritime industry and corporate world, where she provides management and leadership development as well as team building and coaching to a wide range of clients. In 2007, Karen launched Impact Crew with the specific purpose of providing development for crew in the unique challenges that working and living at sea create.

In a recent survey within the superyacht sector (conducted by Impact Crew in collaboration with a number of maritime industry professionals), the overwhelming answer to the question ‘How important is rotation?’ was ‘VERY IMPORTANT’.

Increasing crew longevity in the industry has been a passion (although some might call it an obsession) of mine for many years. In 2015, our crew survey found that crew turnover was running at 50% within a 12-month period, and looking at just the junior crew, that figure rose to 69% for deck and 78% for interior.

Overall, as yet, rotation is not the norm, aside from within the engineering department, many of whom enter yachting having been previously employed in the commercial maritime sector where rotation is standard. The reality is the engineers demand it – if rotation were not on offer, there would be a severe lack of engineers. Interestingly, we are increasingly seeing this demand not just from the most senior crew on board, but the juniors too. Gen Zs (also known as ‘zoomers’, born in the late 1990s and early 2000s) are starting to enter the workplace with a strong work ethic (for the right employer), but also a clear agenda for a life that incorporates a work-life balance and personal wellbeing. So how important is this time off to them? The under-30s surveyed scored the importance of rotation on average 8.4 out of 10, and if that’s not enough evidence, 66% are willing to take a pay cut to have some form of rotation.

Why is this time off so important? Mental health has become a much more spoken-about subject, particularly since ISWAN’s 2018 report ‘ The Welfare of Superyacht Crew ’, which highlighted the challenges superyacht crew face in providing some of the most excellent standards of service that exist. ISWAN’s report found that 80% of women and 54% of men had experienced one or more episodes of work-related stress.

In the recent survey, poor leadership and fatigue (aka ‘burnout’) were identified as the two major contributing factors to work-related stress, with 25% of respondents being attracted to positions based on the amount of leave (or rotation) being offered. The survey also identified that the primary reason (given by 53% of respondents) for junior crew to leave a yacht was due to poor leadership or crew dynamics (which some might argue is the responsibility of the leaders on board – I certainly do!). In business there is a saying: ‘people join an organisation, but leave their manager’. The same appears to be true in maritime. If the leaders on board are not fair, don’t address issues, or allow their fatigue and emotions to run away with them, there is a direct impact on the crew they are ’privileged’ to lead. Once the respect is lost, and the negativity sets in, it is hard to pull back from. Crew simply vote with their feet and leave to have a chance of finding that ‘dream boat’.

Much has changed in yachting over the past 20 years; standards have increased to incredible levels, the size of yachts and range of activities have grown exponentially and the amount of time between guest trips has reduced, with many yacht owners and managers expecting the vessel to be made ready for the next guests within 24 hours. With these high demands, it is not sustainable to ask crew to work five months straight. Some form of rotation or ‘structured leave’ needs to be introduced if we are to prevent crew from ‘burning out’.

A simple and relatively low-cost solution for junior crew is to employ four crew to cover three positions. This enables a 3:1 (monthly) ‘rotation’ – the guests will see the same faces from one season to the next, the experience and knowledge gained is retained and crew have the opportunity to recharge their batteries, see friends and family and take courses, before returning with a fresh spring in their step. The additional cost is outweighed by the benefits, and with improved crew longevity may in fact cost less overall.

There is no ‘one size fits all’ within this very bespoke industry, but perhaps the time has come to start thinking outside the box, to create a sustainable and long-term employment structure, where the quality of leadership is developed to the same extent as the technical skills, and the crew’s mental wellbeing is supported to the same extent as their physical wellbeing.

ISWAN’s Yacht Crew Help offers free, confidential, 24-hour support and guidance to yacht crew around the world. The helpline contact details and further information for crew can be found at www.yachtcrewhelp.org .

Introducing PsyFyi – Partner of ISWAN’s SIM Project

Reinventing relationships between seafarers and their families in a digital era, talking point: maritime migration and the challenges for seafarers, innovative onboard research to improve crew health and wellbeing through social interaction, member of the month: rocktree, gender doesn't chart our path, passion for the sea does, new survey findings shed light on the impact of decarbonisation on seafarers’ wellbeing, iswan – philippines to hold its inaugural seminar in intramuros, iswan’s 2024 q1 helpline data reflects tough working conditions in merchant shipping, dsg’s seafarer deib benchmarking initiative endorsed by maritime charities, iswan publishes action plan for addressing the maritime recruitment crisis, talking point: envisioning a safe and inclusive future for remote operators, member of the month: kvh, changing tack on yacht crew welfare, a snapshot of life at sea.

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How to retain your superyacht crew

Yacht owners, particularly those who use their boats frequently, like to see the same smiling faces each time they come aboard. Crew are a pretty footloose breed, however, tending to jump ship whenever a better offer or a more exotic itinerary beckons. The challenge that captains and owners face is creating a crew program that provides incentives for crewmembers to stay a few years before moving on.

Surprisingly, savvy captains find that spending the boss’s money on higher salaries is not the answer to retaining crew – or at least, it’s not the whole solution. Rupert Connor, president of yacht management firm Luxury Yacht Group in Fort Lauderdale and Antibes, says that captains who listen to their crewmember’s goals and aspirations typically enjoy better retention rates.

The most successful captains, Connor reports, are the ones who, ‘Come in at a review stage and the first thing out of [the captain’s] mouth explains where the crew are on [their] career path and what [that captain] is doing to train them, rather than just saying, “Johnny wants $500 more a month.” If the conversation opens with money, he’s not building a loyal, long-term crew.’

Career Training

Captain Robert Corcoran of the 77m Devonport_ Samar_ firmly believes in on-going professional training for his 23-person crew. Samar’s crew package includes two onshore class courses per year for everyone. Leave to go take the class, which is granted according to the boat’s schedule, is unpaid, but the crew receive a per diem during the course.

‘Fifty per cent of the course fee is reimbursed upon successful completion,’ he says. ‘The other fifty per cent after six months.’

In order to take advantage of this perk, Samar’s crewmembers must sign an agreement saying they will stay with the yacht for at least one year after taking the class.

Crew education aboard Samar doesn’t stop there, however. The yacht also provides on-board training for junior crew.

‘We hold classes in the morning during the off-season. The officers put together a curriculum that includes rules of the road, celestial navigation, things like that,’ Corcoran says. ‘The [officers] really put a lot into it, so there are consequences if [the junior crewmembers] don’t pass.’

On the other hand, crew who pay attention in class can gain real benefits. ‘We had a deckhand who went for his Yachtmaster, and he was the only one of twelve who passed,’ Corcoran reports. ‘Anyone who’s serious about moving up… it gives them a good leg up on their studies later on.”

When it comes to the senior crewmembers, he says, ‘I have no problem teaching the chief officers and the second officers how to run the boat – both the accounting side and taking it on and off the dock. They’ve got to learn sometime, and it’s a great safety feature for both the owner and myself.’

Nurturing the crew’s ambitions to move up in their careers can be a double-edged sword, however. ‘If an opening comes up, we always look to promote from within first,’ Corcoran says.

However, that’s not always possible; sometimes when a crewmember is ready to move up, the next position in rank is filled. As result, after seeing 100 per cent crew retention in 2011, he lost three senior officers this year.

‘The top people get to a place where there is nowhere for them to go,’ he admits. At that level, money can’t match career advancement as an incentive. ‘They all got good jobs, partly due to their longevity on Samar ,’ he reports.

Captains who stay in touch with their crew’s career goals also tend to get more notice when a valued member decides to move on.

‘It’s much easier to replace a stewardess if you know three months in advance of when they are going to leave,’ says Connor. ‘Owners don’t mind transition if it’s planned.’

Work Rotation

For boats that can afford it, rotation programs provide captains with the ability to offer highly competitive vacation packages, as well as compassionate leave, without needing to bring unfamiliar, temporary crew onto the boat.

Samar , for example, operates with roughly 19 full-time crew (plus the owner’s personal staff when he is aboard), but has 23 crewmembers on the payroll.

‘Everybody on the boat except the captain is on rotation,’ Corcoran says.

Samar’s junior deckhands, stewards and stewardesses work five months on and one month off. The chief officers and the chief and second engineers work two months on and two months off.

Beyond that, if any crew want to take extra leave during the off-season at their own expense and the boat is covered, the captain will consider granting that as well.

‘It’s a freer system,’ he says, adding, ‘Crew are paid up all the time on their holiday pay. It’s a very precise formula.’

Another benefit of crew rotation is that the captain doesn’t need to wait until the boat is idle to grant leave.

‘The owner’s not looking to cut back on off-season work. We keep a full crew year-round,’ Corcoran says. ‘It meant hiring an extra deckhand and stew, but they get a month’s holiday after five months of hard work.’

In his experience, crew rotation leads to crew retention.

‘The owner likes having the same people around,’ explains Connor. ‘All these programs cost the same or less than we were paying in [crew] placement fees.’

Living Conditions

On many yachts, particularly smaller vessels, rotation and extra vacation time are simply not an option. However, captains can still boost crew retention by improving their living conditions on board.

Private entertainment systems, such as individual TVs, DVD players or access to the yacht’s movie library and iPod docks mounted in each bunk (complete with headphones, of course), can make a big difference in a crewmember’s enjoyment of his or her time off.

Today, free Wi-Fi is also important to many crew.

‘We’re seeing more and more interviewees ask, “What speed Internet does the boat have?”’ says Connor.

While captains and crew are stuck with the physical dimensions of the yacht’s crew quarters, it helps when you make the best of the space allotted. Assigning a couple to a cabin with a double bed or a large lower bunk they can actually share can be a big incentive to stay with the boat longer, for example.

Food also provides an incentive for crew to stay loyal.

‘We have a really good crew chef, so the food is outstanding, and that helps,’ Corcoran says. ‘We’ve cut out a lot of junk food and buy good quality meats and fish.’ He laughs. ‘They sometimes complain it’s too good.’

Luckily for those weight-conscious crew, Samar’s owner allows the crew access to the yacht’s gym when the guests are not using it.

Although Samar is a dry boat when it comes to the crew, her owner encourages them to get off the boat on evenings when they are off-duty and in port. Corcoran says that more often than not, his crew will hang out as a group ashore.

‘Keeping crew morale high is the key to longevity, and having crew outings like go-karting, paintball, diving, etc., is very important,’ adds Rewi. ‘You want to make the job as enjoyable as possible when can give the long hours requested of them.’

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The Good, the Bad and the Ugly of Crew Rotation

Proponents of rotational positions cite burn out and the prediction of future crew shortages as rationale for adapting the concept. As in any transition, there are obstacles and drawbacks to altering a standard.

Yachting is a great career with enormous potential for advancement, a generous salary, and a well- traveled life. The most often heard complaint is the personal life compromises that must be made in order to maximize career growth and salary. The concept of rotational assignments has been heralded as the solution for crew to stay aboard and still meet personal obligations and goals. The idea has merit for some positions, but is not the solution for all personnel issues on a yacht.

As engineering became more complex and the market need expanded, engineers were sought from the commercial sector, where there is a tradition of rotation. Since there was market demand (engineers with broad based experience were a hot commodity) and the premise was well established from the commercial market, the concept gained a toehold in yachting. Other senior crew who had industry tenure and family obligations ashore began to express interest for rotation to be extended to other positions - Captain, Chef.

The concept is not completely new. Freelancers have made a career of stepping in for crew during periods of training, family leave, illness. A freelancing career was the traditional way for crew to balance personal life and spend time ashore while creating a “back-up” plan for yachts.

Expanding the pool of candidates in engineering roles represents the good of the rotation concept. Adapting the commercial concept of rotation was a win-win for yachting. The expansion of the labor pool may have augmented the knowledge base in the engine room, and great engineering can create operational economy aboard. Crossover commercial engineers enjoyed a pay bump up and established yacht engineers benefitted from additional down time.

Since engineering does not have daily interface with owners and guests, the change in crew can be invisible to those aboard – whether owner or charter guests. Not without hurdles, the adaptation of rotation still has engine room detractors. Colleagues in the engine room are rarely exactly equal in skill sets, creating friction. Even with additional procedures and attention to checklists, any lack of continuity is potentially dangerous.

Broadening the model to the position of captain is the bad of the rotation concept. Commercial rotations do not sync with the seasons of yachting. On either a privately used or chartered vessel, the Captain is the face and the force of the yacht. The personality of the captain sets the style of communication, drives the staff selection, and establishes the team dynamic aboard. Even relief coverage by the first mate can alter the dynamic of the team. Long tenured captains have a personal relationship with the owner and understand the owner’s objectives for the program.

When the position of Captain rotates, individual distinctions become secondary to checklists and measurable skills. Along with diminishing the central role of the captain, the responsibilities of the yacht begin to shift from captain to the management company – the one constant in a rotating crew.

When does the rotation theory get ugly? The way to a guest’s heart is through their stomach. Any change in chef initiates reaction. The most frequent complaint of charter guests? The food. The assessments of what was wrong runs the gamut: too fancy, too basic, too rich, too bland. It would seem that if a replacement chef has adequate knowledge of preparation, menu planning and provisioning a change should be seamless. However, all the knowledge and skill is secondary to how much the owner or the guests enjoy the menu. When those aboard are not delighted with the dining experience, feedback and requests are generally presented too late to deter the sense of dissatisfaction.

Yachting is not universally considered a career path. To some extent that is because people come ashore after a certain age to meet family and personal obligations. Rotation could alter that pattern, but there are downsides to the universal application within the yachting industry. Many of the traditions and the positive appeal of working in the industry will be removed with adaptation of the rotation concept throughout the crew. What differentiates one vessel from another is the experience for owners and their guests. The most important qualities of yachting – delivery of luxury service and creation of a magical experience – are not enhanced by the introduction of rotation.

Engineering License Changes

The MCA has restructured the engineering certifications. The MEOL course has been done away with, and the AEC course made mandatory and more thorough. Luxury Yacht Group explains all these changes, what engineers progressing through the ranks can do now, and how Y ticket holders can convert their licenses over to the structure.

14 Mar 2018

A Day in the Life Series – Chief Stewardess

For a yacht to run smoothly, it requires many working parts, and the interior department is a large component of this. The chief stewardess oversees this department and makes sure all the stewardesses onboard know what their tasks and responsibilities are. The interior department is largely in charge of the guest services whilst they are onboard, and responsible for interior maintenance of the yacht when they are not.

18 Dec 2017

A Day in the Life Of Series - Entry Stewardess

Joining the yachting industry is an exciting and daunting undertaking. In this two part interview we speak with Melanie about why she decided to join the superyacht industry, what her hopes and goals are, and what she has learnt so far as an entry level stewardess.

29 Nov 2017

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Yacht Crew Rotational jobs: Good or Bad?

Yacht crew rotational jobs have almost become the norm these days. Looking back 10 years it was only experienced crew or those in short supply who got rotational positions onboard Superyachts. But things have changed and the trend on many yachts is now towards rotational jobs. Although we all love to have paid time off, there are pros and cons to this and not everyone will agree that there is a negative to having this much paid time off but here goes…

Longevity : Lots of us (have) worked on Superyachts for quite a few years. My final job in the industry was rotational and, as a senior crew member, I felt I had earned it. I had done 10 years + and the fact my job was rotational probably kept me in the industry for a few more years.

Reward : A lot of people view yacht crew rotational jobs as a reward for experience and qualifications.

Commitments : Rotation can be a great opportunity for the older crew amongst you who have families etc, as It allows you to stay in the industry for longer AND get on with your life.

Money : It goes without saying that opting for a rotational job on board can essentially double your salary while working half as much for the same amount of money (in a lot of cases).

Entitlement : A lot of yacht crew, no matter what level they are feel they should have a rotational position. This will negatively impact the industry, but more details on that shortly.

Experience : The more time you have off, the less experience you get. Therefore, as junior crew rotation is not always a good thing for your career.

Expensive : Rotation quite literally doubles payroll costs for yachts and so owners need to see a genuine benefit for this.

Falsely inflates salaries : If everyone has rotation all crew are effectively getting paid the same amount for half the work. This therefore falsely creates a very high salary base.

Is it the way forward?

In a lot of cases, the answer appears to be yes. However, you have to look at both sides of the argument. Owners are happy to pay for extra crew if they see the upside as well as the expense. So, as a yacht owner, you would expect to see a more dedicated crew, longevity, and an improved work ethic. Surely, if you are getting paid the same amount of money for half the time on board you should be working twice as hard? We know this isn’t possible but do you get what I mean here?

Yacht Crew rotational jobs for heads of department only?

Maybe rotational jobs should be strictly limited to heads of departments who have “earned” their rotation? To find yourself in a Captain, Chief Officer, Chief Engineer, Chief Stewardess or head chef position requires a good deal of commitment and time on the job. So, should it be a goal to strive for? And with the position comes the perks…

But what about yacht crew rotational jobs for Junior recruits?

I was talking to a very experienced Captain recently who believes that time on/ off rotation for the junior crew can have hugely negative effects. Imagine you are in your first year on yachts and get a 2:2 rotation. Although it’s not a common thing to happen when it does, it has a few knock-on effects:

• You are spoilt for life. You would never even look at another job that doesn’t offer rotation. Maybe a good thing for the yacht you work on but not for career development.
• How do you get any sea time ? 6 months off per year doesn’t get you as many days at sea.
• Experience ? It’s very hard to learn anything if you are only at work half the time!
• Savings . Most crew these days set financial goals (ask Crewfo about this) and make an “escape plan”. Does rotation mean that it takes twice as long to do this? If so, will you be yachting for a lot longer in order to achieve the same thing? Will you ever save any money?
• Qualifications . If you don’t get the sea time and can’t save, how can you do courses and progress? Will you be the eternal deckhand?

Of course, this is a bit exaggerated but makes sense. The same application doesn’t suit every instance.

Yacht Crew Agents and rotational jobs:

There are plenty of Crew Agents out there who will happily promote the benefits of rotational positions to owners and managers. To a degree this makes sense but there are a lot of exceptions. If I were cynical I would suggest that the promotion of blanket rotation for all crews by crew agents is a simple way to earn more money. Possibly without regard for the long-term effect on the industry. Or owners’ pockets for that matter. But, on the other hand, there is a strong case for pushing this. For all the reasons mentioned earlier. However, one approach does not suit all.

Is there a sensible way to do this?

Yes of course, but it involves looking at all of the following and deciding what is appropriate:

• Yacht itinerary
• Needs of the owner
• Number of crew
• Current crew turnover
• Current crew retention programme
• Onboard structure and departmental setup

Once you have reviewed all this you should have a better idea of what works.

How do you decide if a rotational job as a yachtie is right for you?

As crew, it is worth remembering that what works for some may not work for all. If you are a junior crew member, in your first yacht job, it is very rare you will get a time for time rotation, BUT , it is not unheard of.

However, please bear in mind that this is not the be-all and end-all of yachting. If you are in a position where you need to learn, gain experience and qualifications this type of thing may not work for you until you are in a more senior position. And remember, not everyone has rotation. Far from it in fact. There are literally 1000’s of crew and hundreds of yachts that don’t do this, as it is not practical or relevant.

My advice for green yachties is always to work hard, aim high and consider getting a rotational job later!

To learn more through Superyacht Content Career and Training blogs, click here.

Fleet Captain

Related articles, maritime training academy: providing crew accessible courses anytime, anywhere, writing your superyacht cv include your life skills, champagne vs prosecco: what sets them apart, the world’s most unusual chef jobs. aka: culinary weirdos.

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By SuperyachtNews 08 Mar 2022

Crew thoughts and trends

Understanding the thoughts and feelings of superyacht crew are absolutely vital for helping the market to evolve….

A recent report published by Faststream Recruitment Group and Yospot,  The Superyacht Survey 2022 , asked crew members to provide their opinions on several key topics and trends. A total of 556 crew, which represented a cross-section of the industry, took the survey and the results are published below. The report follows an unprecedented period of uncertainty and difficulty for superyacht crew given that the COVID-19 pandemic had a profound impact on the ability of both private and commercial vessels to operate with any semblance of normality.

The above graphs highlight the demographics of the crew that responded to the survey. It is clear from the graphs that there is a fairly representative cross-section of respondents across gender, department and experience. Equally, the respondents have worked across the full spectrum of superyacht size ranges from sub-40m to 90m-plus.

“As we enter 2022, superyacht itineraries are nearly back to pre-pandemic levels and gaining huge momentum again. The industry is busy and captains are looking to attract the best crew to join their teams. However, the priorities of crew members have shifted during the pandemic, and we wanted to see how this would affect the responses to our survey this year,” reads the report.

When asked to describe life working on a superyacht, respondents were given a set of options to choose what best described their experience. The overwhelmingly common response, with 66 per cent of respondents opting for it, was to select the ‘All of the above' option, suggesting that working on board was at once Fun and Fulfilling, Tiring and Demanding and Lucrative. While there are of course a great many other descriptors that could be chosen to describe working on a superyacht, these three choices do seem to be representative of the typical crew experience.

Crew retention remains one of the most discussed operational topics within the superyacht industry and it can be hard to pinpoint why exactly the issue remains so pervasive. Is it that crew often join the industry for a varied experience and that staying on board a single vessel fails to live up to this expectation? Do some crew get burnt out on certain vessels? Could it be the confined nature of the accommodation can lead to conflict? Or is it that crew are simply eager to grow through the size ranges and increase their pay packets? Realistically it will be a mixture of all of these reasons and many more to boot given that the above list is by no means exhaustive.

The report, however, at least highlights that crew retention still very much remains a problem with 42 per cent of respondents admitting that they planned to change jobs within the next 12 months. In fact, it was those crew with the longest careers (5-plus years) that were most ready for a change, with 60 per cent within this demographic looking for new work.

By far the biggest contributor to crew wanting to change superyachts or roles was their desire for a better work-life balance, followed by limited career progression opportunities and pay. Crew culture, training and tips, by contrast, featured far less prominently. Long hours and limited downtime have always been a feature of working on superyachts, but it seems that, for the most part, the systems that have been put in place to negate the negative elements of working on a superyacht are not always successful. That being said, while a large portion of respondents are looking to change jobs, a staggering 89 per cent would recommend a career in yachting. The disparity between these two findings is perhaps indicative of a market that is full of adventure and opportunity.

One element of the professional superyacht experience that seldom has doubt cast upon it is how lucrative it can be. Indeed 57 per cent of respondents working on private yachts explained that they are satisfied with their pay and 67 per cent of charter respondents agree. The larger degree of satisfaction on the part of the charter employees is unsurprising given that their wage packets have the additional benefit of generating tips on charters. Pay, however, also features as the second most important part of choosing a role on a superyacht according to the survey.

Once again work-life balance ranks as being the most important factor when choosing a superyacht career, followed by pay and career progression. It seems unlikely that the other elements of the role are unimportant, but the other elements of the role are perhaps more known quantities. There will, of course, be superyachts that have a poor onboard culture, or who pay little attention to training and development, but certainly, on the well-run vessels, these elements are almost expected. However, those vessels with the best work-life balance, perhaps expressed through rotation for instance, are the ones that have the greatest appeal today.

“Work-life balance ultimately equates to job satisfaction, and this is much more important than salary for me,” comments one deck crew member.

“Money is not everything. Being happy and heard and appreciated is much more necessary,” comments an interior crew member.

In recent years more has been globally made about businesses moving away from prejudiced methods of hiring and the superyacht industry is no different. It is largely accepted that the superyacht market has an image problem, in so far as image seemingly plays such an important role in terms of who gets hired. In fact, it remains one of few industries where it still seems to be acceptable to include pictures on a CV. However, this survey seems to suggest that image isn’t such a problem.

Indeed, 78 per cent of the female respondents and 87 per cent of the male respondents say that they have never been told they are not suitable for a role because of their appearance. Furthermore, the majority of respondents, regardless of experience, disagree with the notion that crew image expectations are unrealistic. These responses seem to be at odds with general market rhetoric and commentary today and it seems highly likely that these responses are biased in so far as the responses have been provided by people that have successfully found roles onboard superyachts.

Understanding the thoughts and feelings of superyacht crew are absolutely vital for helping the superyacht market to evolve. While it is often said, "happy crew, happy owner", almost all in the industry will stand by the truth of this statement.

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• Mar 2, 2021

Louise Overend, Interior recruitment consultant at YPI Crew discusses rotational yacht jobs for Stews onboard yachts.

When I started in recruitment nearly 5 years ago, the most sought-after stew and stewardess yacht jobs were always on charter yachts. However, following the events of the past year, this has changed. The preferred choice for Stews at all levels is now a rotational yacht job. More time with friends and family has never been so important and valued, and perhaps it was something we all took for granted before.

What is a rotational yacht job?

Having a rotational yacht job means that you get more structured leave. For example, for Junior Stews a 5:1 is the most common and standard rotation. This means that you are on board for 5 months, and have 1 month's leave.

Fact : The most common rotational yacht job offered to more Junior Stews is 5:1

What is the best rotational yacht job for Stews?

The rotation I'm asked about the most is the 3:1 rotation. These are much rarer, and a 2:2 is more commonly reserved for the more senior Stews onboard. So with that in mind, today I'm going to advise you more about the 3:1 rotation - where are they most commonly offered, what are your chances of getting one, and how you can improve your yachting CV to make sure that you aim to get that great rotation in the future!

I would like to add that there are always exceptions out there. For example, a great charter with rotation, but these are super rare. Also, spa therapists, nurses, etc. will always find that rotational yacht jobs easier to find.

Fact: Private yachts of 100m+ are the most likely to offer you a rotation of 3:1

How easy is it to get a Stew rotational yacht job?

The truthful answer is that it is not as easy as we would hope. During Covid-19, many Stew rotations were cancelled for budget and logistical reasons. Stews who are currently working in a rotational yacht job are keeping their jobs as they know they are very lucky to have them! These two facts alone have meant the number of positions coming in which offer rotation has dropped to below 10%. This means out of every 100 jobs, 90 of them are offering more standard leave.

Fact : Less than 10% of jobs Stews offer a 3:1 rotation

Where can I find Stew rotation on yachts?

The majority of rotational positions are on private yachts of 100m+. There are far fewer charter yachts that offer rotation to Stews, as they are in the money-making business. It makes more financial sense for them to just have one crew member for each position, and it keeps down the logistics of flights and admin too. Yachts under 100m don't tend to offer as many rotational positions either, as they have a different dynamic with crew and can't afford to lose a crew member for an extended period of time. They lean more towards the 5:1 rotation.

Fact : Most charter yachts will offer standard leave

How can I increase my chances of getting rotational yacht job in the future?

As rotational yacht jobs are in such high demand, with pretty much every Stew looking for one, when a position opens up the competition is intense! It's good to think about writing the strongest CV possible so that when these positions open up you're in the 'Yes' pile. When I take in these positions, the Heads of Department always ask for the following:

A good background prior to yachting, in a relevant industry

Roughly 18 months in the industry, with at least 12 months' longevity on the same yacht

Experience on yachts of a similar size (80m+)

Trained in extra skills which bring value to the team, like floristry, cocktails, barista

PDSD in hand, and Food Hygiene Level 2

So, my advice is to play the long game. Make a plan which will help lead you to the rotation position you want. Spend some time making sure that you have a great CV. For now, join a yacht with a great reputation and which is known for its standards, and commit to it for a long time. Be like a sponge - learn and practise everything your Chief Stew teaches you, and ask to learn more! Be the best version of yourself, and get some amazing references for your time onboard. Invest time in stewardess training courses , or in developing specific skills, like cocktail mixology for example, or floristry. Stick to this plan for 18 months, and you'll be in the best possible position to pick up a great rotation on a top yacht!

Written by Louise Overend , Interior recruitment consultant at YPI Crew

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When you’re searching for yacht jobs online as a stewardess or deckhand you may have seen jobs advertised as rotational or 3:1 or 2:1 and a lot of questions have popped up around these jobs. So in the blog, we will get clear on what rotational jobs are, how they work, why they are sought after in the industry, and the differences between working as a permanent yacht crew and rotational yacht crew. 

What is a rotational yacht job onboard? 

It’s where you work a set amount of time then have an organized period of leave this can range anywhere between 5 months on and 1 month off to 6 weeks on 6 weeks off.  Rotational jobs are normal for vessels above 3000 gross tones.  

For Junior Stews a 5:1 is the most common and standard rotation. This means that you are on board for 5 months, and have 1 month’s leave. Other rotations for the interior department are  the 3:1 rotation however a little harder to come by… Typically speaking yachts over 100m are likely to offer a 3:1 rotation for the crew. And a 2:2 is more commonly reserved for the more senior Stews onboard.  For those stews with extra skills such as spa therapists, hairdressers, and nurses rotational jobs are easier to come by.   

How do rotational yachting jobs work?

2 crew members share one job onboard so when your time onboard is complete so you’ve done your 3 months you’ll prepare handover notes for your crew member you are swapping out with to carry on their role onboard and they are up to date. This may also come from the chief stew with a briefing.  On departure day you’ll do a full detail of your cabin cleaning it and making the bed for your incoming crew member and You’ll pack away all your belongings in your cabin and put them in your suitcase. Sometimes vessells allow rotational crew to have another bag on board where they can store some items so they don’t have to carry them on leave and then return with them to the boat. However not always depends on the space available for luggage onboard. 

Your flights are also paid for back to your home port (country), and a question popped up the other day as to whether or not you HAVE to fly home on your leave or can you fly to another country and enjoy a holiday. And it all depends on the boat’s policy. I always worked on boats where they would offer crew a flight to the same amount that it would usually cost to fly them home. So for the Aussies and kiwis out there who are over in the states and Europe, this is often one of the most expensive flights so it was great and you could fly anywhere, however, this was not the case for crew from England as if we were in France and they were going on leave it was usually a very cheap flight and they would have to contribute money to their flight allowance if they chose to fly to a different part of the world.  The crew from England would usually save their flights till when we were in the Caribbean so they could use more of the allowance for a holiday. 

Why have rotational yachting roles become sought after? 

Many years ago charter yachts were the most desired boats to be on because of extra tips earned. However, this has recently changed with many recruiters confirming the preferred choice for Stews at all levels is now a rotational yacht job. It means more time with friends and family has never been so important and valued, and perhaps it was something we all took for granted before. It offers more structure so you can plan your life a little easier and maybe be able to attend events back home like weddings etc. It gives you a bit more stability in what feels like a very fast-paced life onboard sometimes. 

In my opinion, it makes your career as a yacht stew or deckhand more sustainable as you know there’s light at the end of the tunnel when you’ve been working so hard you have a date when you know you’re leaving the boat. And that feeling is just as good as drop-off day! You’ll know what I mean when you first experience it.

Do yacht crew get paid when they aren’t even on the boat?

In short, yes! You will continue to receive your superyacht crew salary throughout the year, and although this may not be as much as if you were working on yachts in a permanent role, the trade-off is generally considered well worth it. It means that when you are on board, you’re highly motivated and ready to carry out your yacht crew duties to the highest standard.

Rotation was a big goal of mine, but I have to admit it was a very different environment to working for a few years on a charter yacht. 

D ifferences between working in a rotational position and in a permanent role onboard a charter yacht

• On the charter yacht, my cabin which I shared with my roomie was our own, we made it into our little private oasis (think fairy lights, photos, pillows, blankets). And when we would go on leave we would always come back to our cabin just as we left it. So we didn’t have to pack up any of our belongings.  When you’re living and working with another crew member you develop a close bond and it’s nice to feel comfortable with that person know their routines etc when you stay with the same crew members in the same cabin.  The boat also didn’t have as many crew coming and going at all times so it felt closer and more like a family environment.
• Now on rotational jobs, this is completely different in some ways I felt more like a number (I mean yes you have your laundry number, but you also have you’re own bag number to pile your things in when you leave for rotation and you swap in and out so feel more dispensable and maybe not as valued in your role) Just my thoughts. You also swap out with crew members on their rotation so usually on crew change over day there’s about 4 or 5 crew coming in and leaving (this was an 89m yacht) so I found the crew I never got to work with as I was on my rotation I didn’t get a chance to develop a relationship with it was more like hi, bye enjoy your leave. But working on rotation after being in the industry for many years was a blessing, I could plan holidays! I could plan events at home! I had a schedule and it was more work-life balance. I felt more rested as I had a certain amount of time off and when I was back on the boat I was in work mode and felt like I could do a better job.

How to find a rotational yacht crew job as a stewardess?

To start with most rotational interior positions are on private yachts of 100m+. Charter yachts don’t seem to offer rotation as much to stews as they are in the money-making business!  Considering financially it makes sense for them to have just one stew to keep flight costs down.

On Yachts, under 100m you don’t usually see as many rotational positions as they can’t afford to lose a crew member for an extended time. 

When a rotational position opens up it’s good to know you have a really strong CV so that you can be considered for the ‘Yes’ pile. If you’re unsure about yours the Yachting CV my toolkit can help! it has everything you need to make a stand-out cv from cv templates to a full cv review.  As it is a lot harder for green crew to land a rotational role here is a rundown of heads of departments will ask when recruiting for a rotational role. 

• A good background before yachting, in a relevant industry
• Roughly 18 months in the industry, (IdIdeallyith 12 months’ longevity on the same yacht)
• Experience on yachts of a similar size (80m+)
• Trained in extra skills which bring value to the team, like floristry, cocktails, barista
• PDSD in hand, and Food Hygiene Level 2 >> Have you considered doing yacht stewradess training? Check out  The Seaworthy Yacht Stewardess Training Course for more infromation on how it can help you start your yacht stew career with confidence.

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About .

I’m a chief stewardess with over 6 years experience working in the superyacht industry on boats up to 88m. I help aspiring yacht crew by propelling them with the know-how and tools to confidently break into the superyacht industry.

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Superyacht Crew Salaries: First Report Released 

• Inspiration

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Popular news this week, popular news this month, latest news.

• Yacht Charter & Superyacht News >

Written by Maria Korotaeva

Many life-long careers in the yachting industry have begun as a seasonal job or gap year with a desire to visit exotic destinations. The continual change and challenges that come with each new charter group make the positive feedback even more satisfying and those with lifelong wanderlust have a rare opportunity to see some of the world’s most incredible cities and scenery .  

Seahwak’s Crew

Working on a luxury yacht isn’t without its drawbacks, however: Weeks at a time spent away from home, long working hours in the peak seasons and ensuring that everything runs smoothly when you’re far from the port can all take their toll. When performing tasks that can be as equally trying as they are rewarding, crew members want to assure that their pay reflects the professionalism and high degree of detail that they put into each day.  

Following the launch of free salary-sharing platform www.yachtingsalaries.com in March 2016, YPI CREW has revealed its first report into the salaries paid to the crew on luxury yachts of various sizes.  

Covering the period between 2016/2017, the results not only provide transparency to crew members but help employers to attract and retain individuals with exceptional skills. The occupations covered range from captains to deckhands and compare pay for permanent, private, rotation and charter crew: Find out how the charter industry measures up to the other sectors.  

446 captains submitted information to www.yachtingsalaries.com, and the data revealed that 13% worked on sailing yachts and the other 83% on motor yachts. Captains on larger yachts earned more per month than captains of smaller vessels to create an upward trend, although M/Y captains of 35m-51m superyachts fared particularly well, with a jump in salary from €9,000 per month for 41m-50m yachts up to €13,000 p/m for larger luxury yachts. Private and permanent captains tended to earn the most for their size category, with permanent captains coming out slightly ahead.  

Sailing yacht captains tended to earn the same as on motor yachts for the 0-35m and 35-40m vessels, earned more than motor yacht captains in the 41-50m category by €2,000 per month, and earned less than motor yacht captains by €2,000 in the 51-65m category.  

Crew aboard Crose Del Sud

Technical Crew  

239 of the 434 technical crew surveyed were chief engineers, and on charter yachts, they earned an excellent salary compared to private, permanent and rotational counterparts on the same-sized yacht: In the 0-35m size category, they earned €6,000 per month compared to €5,500. Salary levelled off in the 80-100m category, with chief engineers on charters earning slightly less than others with a salary of €9,500.  

Second engineers were the most stable across the sectors and received a steady pay of between €48,000, rising to €70,000 on the largest yachts. Second engineers on charter yachts were paid considerably more per month than permanent and private second engineers within the 51-65m and 66-80m categories, earning between €5,000-€10,000 more in the former category and €2,000-€5,000 per month more in the latter.  

Third engineers earned between €2,500 and €5,000 per month, with the pay scale raising incrementally based on yacht size.  

Luxury superyacht crew

Deck officers

69% of the 224 deck officers who took part in the survey were permanent and 31% rotational. Second and third officers had a greater chance of occupying a rotational position (50% and 70%), making deck officers the most likely crew members to have rotational work. Deck officers on charter yachts tended to earn less than counterparts on similarly-sized vessels, and private and permanent positions provide the most stable throughout.   

Salaries for chief officers on charter yachts ranged from under €4,000 per month on 0-35m vessels to over €8,000 on 81-100m vessels and dropping slightly in the category of 101+m  

Data for 2nd and 3rd officers was more sporadic, and charter position salaries ranged from €3,800 for both positions on yachts 51-65m and upwards.  

Although 127 chefs participated in the survey, results were varied both for yacht sizes and sectors, producing the unusual graph where the head chefs on a 0-35m and 66-80m yacht were earning approximately the same (€4,000 per month) while on other sized charter yachts the head chefs were earning between €5,000 and €8,000. Of the head chefs who submitted data. 85% were permanent and 15% on rotation.  

Dining aboard superyacht SuRi

Vessel size seemed to play a part in the salary of sous chefs, with each type of employees earning more on larger yachts. 71% were permanent, and 29% were temporary.  

Pursers, Stewards and Stewardesses  

For the 2016/2017 report, only 27 pursers, 68 chief stewards/stewardesses and 27-second stewards/stewardesses provided information, and there are therefore too few results to make solid conclusions about industry salaries in this area. Of the pursers, salary varies from €5,000 per month to €7,000 and remuneration did not have any correlation with the size of the yacht and salary was stable regardless of the type of employment, although results were the most unstable in the 66-80m category.  

Excellent service onboard

Chief stewards and stewardesses received greater salaries for working on larger yachts, with rotation, permanent and private employment having the most stable salaries and charter crew the most variable: salary on a 51-65m superyacht was €6,500 per month, whereas under €6,000 was paid to stewards and stewardesses aboard 66-80m vessels and smaller yachts.  

The results of the second stewards and stewardesses had the most variability, with charter and rotation crew earning under €3,000 for 66-80m vessels while private and permanent crew earned €5,000.  

Deckhands  

Deckhand salaries tended not to vary depending on the size of the vessel, and 93% were permanent and 7% on rotation aboard motor yachts, while sailing yachts had 100%, permanent crew. From the 87 deckhands that contributed to the study, data revealed that salaries tended to range between €2,100 – €3,000 per month, regardless of whether the yacht was a charter, private or permanent. Deckhands on rotation earned €3,000-€9,000 less depending on the size of the yacht.  

The website  www.yachtingsalaries.com currently has 2,857 searchable salaries and includes other professions such as bosun and helicopter pilot, as well as the full comprehensive report. Results are searchable at any time, and the next report is due in November 2018.    

Please contact CharterWorld - the luxury yacht charter specialist - for more on superyacht news item "Superyacht Crew Salaries: First Report Released ".

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Chicago to Mackinac sailing race record smashed by more than an hour

• Updated: Jul. 15, 2024, 7:31 a.m.
• | Published: Jul. 15, 2024, 7:20 a.m.

The Maverick broke a 22-year record in the 115th Chicago Yacht Club Race To Mackinac Presented By Wintrust. Chicago Yacht Club Race To Mackinac

• Tanda Gmiter | [email protected]

MACKINAC ISLAND, MI - Before the first boats ever left Navy Pier this weekend, Chicago Yacht Club Race to Mackinac organizers knew the weather forecast would make this 115th competition one of the faster courses in the race’s history - if the sailing crews could avoid the storms forecast to sweep across Lake Michigan.

And while the storms did send at least three damaged boats limping out of the race and caused a man overboard situation, southerly wind conditions were a boon to the frontrunners, creating a downwind drag race and leading to a record-breaking win that smashed the old Race to Mackinac record by more than an hour.

The Maverick’s crew beat Roy P. Disney’s 22-year-old record with a time of 22 hours, 24 minutes, 23 seconds. This bested the Disney heir’s record set in 2002 with Pyewacket by an hour, six minutes and 11 seconds.

The Maverick team was led by Sanford Burris and William and Ward Kinney. The boat also claimed the race’s Royono Trophy for the first racing monohull to finish the 115th edition.

“I will tell you from my perspective, I wish the record had lasted longer, but these things are inevitable,” said Disney, a well-known figure in the sailing world who is the grand-nephew of Walt Disney. “Given how long it took to break that record shows how difficult a course it is, and what a classic sailboat race it is! Many congratulations to the owner, the crew and the boat, Maverick.”

The Katana and the Natalie near the finish line of the 115th Chicago Yacht Club Race To Mackinac Presented By Wintrust. Chicago Yacht Club Race To Mackinac

Nearly 250 boats joined the 333-mile race from Chicago’s Navy Pier to the finish line near Mackinac Island. Known as America’s Offshore Challenge, it’s the world’s longest annual freshwater sailing race. The race is divided into the Cruising Division, which left Chicago on Friday, and the sleeker Racing Division, which began racing on Saturday.

What was the secret to this weekend’s fast times?

“Most important is a southerly wind direction and strength, combined with advancements in boats and sails,” said Winn Soldani, chair for the 115th Chicago Yacht Club Race to Mackinac presented by Wintrust. “Plus you add in last night’s storms that brought increased breeze and it’s literally the perfect setup for a record-breaking year.”

Some of the boats are still finishing the course today. You can see them there on the race tracker.

Maverick’s Sanford Burris is from Kirtland, Ohio. “He sails with his sons and many longtime friends on the carbon fiber Andrews 80 they have spent the past three years upgrading. Joining the 20 crew onboard was Evolution Sails founder Rodney Keenan,” race staff said.

“The team celebrated briefly as the Maverick team crossed the Race to Mackinac finish line between Mackinac Island and the Round Island lighthouse … and then kept on sailing.”

The Maverick is one of a couple dozen sailboats competing in this year’s “Super Mac” race - which means it keeps going instead of stopping at Mackinac Island for the big afterparty. It races south down Lake Huron to reach Port Huron - a race of 495 nautical miles. The Bayview Mackinac Race - which is next week - starts near the Blue Water Bridge and competing sailboats will race north to Mackinac Island. Those boats running the “Super Mac” can also do the Bayview and it’s like running three races in a week’s span.

The Racing Division of the 115th Chicago Yacht Club to Mackinac race got underway Saturday. Photo provided by Barry Butler, Chicago Yacht Club Race to Mackinac presented by Wintrust. Barry Butler, Chicago Yacht Club Race to Mackinac presented by Wintrust.

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July 8, 2024

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To boost ocean research, some scientists are turning to superyachts

by Laurel Chor, Bloomberg News

For almost two years, Robert Brewin collected data from the bow of a superyacht as it sailed pristine waters from the Caribbean Sea to the Antarctic Ocean.

The Archimedes, a 222-foot "adventure" yacht then owned by the late hedge funder James Simons, boasts a gym, a jacuzzi and an elevator. But between 2018 and 2020, Brewin was concerned only with the boat's Sea-Bird Scientific Solar Tracking Aiming System, installed to measure light reflecting off of the water. A senior lecturer at the UK's University of Exeter, Brewin and his colleagues were analyzing microplankton—microscopic organisms at the base of the marine food chain—by studying the ocean's color. The Sea-Bird's readouts helped them verify satellite imagery.

Brewin's was not your typical superyacht itinerary, but he is one of hundreds of scientists to have used an adventure yacht—also known as expedition or explorer yachts—to conduct research on the ocean. In a paper published in Frontiers in Remote Sensing , Brewin and his co-authors touted the potential of "harnessing superyachts" for science, concluding that "reaching out to wealthy citizen scientists may help fill [research capability] gaps."

It's a view shared—and being pushed—by the Yacht Club of Monaco and the Explorers Club, a New York City-based organization focused on exploration and science (of which, full disclosure, I am a member). In March, the groups co-hosted an environmental symposium that included an awards ceremony for yacht owners who "stand out for their commitment to protecting the marine environment ." The Archimedes won a "Science & Discovery" award.

"If a yacht is operating 365 days a year, rather than having it sit idle it'd be much better for it to contribute a positive return through science and conservation," says Rob McCallum, an Explorers Club fellow and founder of US-based EYOS Expeditions, which runs adventure yacht voyages.

EYOS charters yachts from private owners for its excursions, and is a founding member of Yachts for Science, a four-year-old organization that matches privately owned yachts with scientists who need time at sea. (Other members include yacht builder Arksen, media firm BOAT International, and nonprofits Nekton Foundation and Ocean Family Foundation.) Yachts for Science will enable about $1 million worth of donated yacht time this year, McCallum says, a figure he expects to hit $15 million by 2029.

"There's a personal satisfaction that we are contributing to something that is bigger than us," says Tom Peterson, who co-owns an insurance underwriting company in California and has what he jokingly refers to as a "mini superyacht."

Every year for the past decade, Peterson has donated about 15 to 20 days of time and fuel on the 24-meter Valkyrie to scientists, who he takes out himself as a licensed captain and former scuba dive operator. He often works with the Shark Lab at California State University Long Beach, and allows researchers to stay aboard for days at a time instead of having to constantly make the 1.5-hour trip to and from shore.

To link up with scientists, Peterson works with the International SeaKeepers Society, a Florida-based nonprofit that engages the yachting community to support ocean conservation and research. "The more we understand things about the ocean in general, the better we all are in the long run," he says.

When "superyacht" and "the environment" appear in the same sentence, it's usually in a different context. In 2019, one study estimated that a single 71-meter superyacht has the same annual carbon footprint as about 200 cars. In 2021, another paper found that superyachts were the single greatest contributor to the carbon footprint of 20 of the world's most prominent billionaires, accounting for 64% of their combined emissions.

"If you really want to respect the environment, you can just go surf," says Grégory Salle, a senior researcher at the French National Center for Scientific Research and author of the book Superyachts: Luxury, Tranquility and Ecocide. Salle is open to the idea that superyachts could be used to advance scientific research, but says it's contradictory for anyone to buy a superyacht and claim to be truly concerned about the environment.

McCallum says people who own adventure yachts tend to be younger than your standard superyacht owner, and have a particular interest in remote and pristine places. "They're not the sort of people that are content to just hang out in the Mediterranean or the Caribbean," he says. "Antarctica, the Arctic, the remote Indian Ocean, the remote Pacific Ocean, the Subantarctic islands… that's where you're going to find us delivering our services."

Explorer yachts aren't the only way scientists can reach those destinations, but demand for dedicated research vessels does outstrip available supply. The U.S. National Oceanic and Atmospheric Administration (NOAA), arguably the world's greatest collector of oceanographic data, has a fleet of 15 research and survey vessels for the use of its scientists.

Academic researchers can also apply to use the fleet, often at a subsidized rate. But scientists request roughly 15,000 to 20,000 days of boat time every year. In 2019, NOAA was able to fill just 2,300 of them, according to an internal study.

That gap is particularly problematic as the planet warms. Oceans provide services that scientists call "existentially important," producing more than half of the oxygen we breathe and serving as the world's largest carbon sink. They also absorb 30% of our carbon emissions and 90% of the excess heat generated by them.

G. Mark Miller, a retired NOAA Corps officer who was in charge of several of the agency's research vessels, has a different solution in mind when it comes to bolstering ocean research: smaller boats, fit for purpose. Superyachts can cost north of $500 million, he says, "why don't we build a hundred $5 million vessels and flood the ocean science community?"

After leaving NOAA, Miller in 2021 launched Virginia-based Greenwater Marine Sciences Offshore with a vision of building a global fleet of research vessels and offering their use at affordable prices. He says hiring a NOAA boat can cost scientists between $20,000 and $100,000 per day. GMSO plans to charge less than $10,000 a day for most missions. The company says it's close to acquiring its first three vessels.

Miller hopes his business model will help scientists conduct the work they need to—particularly in under-served regions like the Asia-Pacific—without worrying about getting a luxury yacht covered in "muddy worms, plankton goo, dead fish [and] whale snot." He describes yacht owners donating boat time to scientists as "better than nothing," and says it can help get regular people interested in science and exploration.

Christopher Walsh, captain of the Archimedes, says he and his crew love taking part in science initiatives, especially when there's an educational component. "I get a real thrill when we can stream to the classrooms—you can't imagine the enthusiasm the kids display," Walsh says. "That gives me a lot of hope for the future."

Journal information: Frontiers in Remote Sensing

2024 Bloomberg News. Distributed by Tribune Content Agency, LLC.

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Yächtley Crëw will bring 'yacht rock' to Providence, with a Warwick native on board

If songs like “I'd Really Love to See You Tonight” and “Escape (The Piña Colada Song)” make you think of kicking back on a boat and cruising in the summertime, you’re not alone.

YouTube coined the genre “yacht rock” to describe the soft rock sound of the 1970s and '80s, and Warwick native Tom Gardner, guitarist with the band Yächtley Crëw , invites you to get on board with the vibes when their “Full Steam Ahead” tour stops at the Providence Performing Arts Center on Saturday, July 27.

“It’s like a feeling that reminds you of your childhood or first love. It’s nostalgia,” says Gardner, who goes by the stage name Tommy Buoy. “It’s actually a jazz-rock fusion that’s pretty hard to play. We had to step up our game to learn these songs, many of which were originally performed by high-quality studio musicians.”

After years performing solo and in bands across the region – maybe you’ve heard his song “Summertime in Rhode Island” with the rock/reggae band Someday Providence – Gardner moved to Los Angeles in 2010. He connected with six other musicians to form Yächtley Crëw, which performed for the first time in January 2017, and he says “it’s been kind of a rocket ride since then.”

Clad in nautical attire for shows, the band has performed with artists like Elliot Lurie, lead singer of the band Looking Glass, whose song “Brandy (You’re a Fine Girl)” is one of the covers Yächtley Crëw regularly includes in set lists. After signing with Jimmy Buffett’s Mailboat Records label, they also had a six-month residency in Las Vegas.

Need a break? Play the USA TODAY Daily Crossword Puzzle.

Born in 1983, Gardner, a Pilgrim High School and University of Rhode Island graduate, says he was drawn to the mellow sound of yacht rock even before it was so named. Songs like Steely Dan’s “Reeling in the Years,” “Don’t Bring Me Down” by ELO and “Rich Girl” by Hall & Oates are buoyant, he says.

As for the definition of yacht rock, he says that’s highly debated in the industry but generally revolves around big vocals and harmonies.

“We let the fans tell us what they want to hear,” Gardner says. “Some songs end up borderline yacht rock, but if the fans love it, we’ll play it. We also bring our own style. We’re faithful to the originals, but we are high-energy with choreography, banter and lights. We’re here to entertain!”

Yächtley Crëw performed several years ago at The Strand in Providence, but the group has multiple venues in the area on this year’s tour, including three in Massachusetts: Indian Ranch in Webster , South Shore Music Circus in Cohasset, and the Cape Cod Melody tent in Hyannis.

“The whole sailing vibe fits in with New England,” Gardner says, adding that he loves returning to his home state. “I’m always going to be proud of Rhode Island. It’s special when we see someone from here – it’s like one big town.”

If you go ...

What: Yächtley Crëw

When: Saturday, July 27, 8 p.m.

Where: Providence Performing Arts Center, 220 Weybosset St., Providence

Tickets: $10-$45

Info: ppacri.org , (401) 421-2787

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A crew member falls off a yacht and dies during a race on the Aegean Sea

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ATHENS, Greece (AP) — A French crew member on a boat participating in a yacht race on the Aegean Sea has died after falling overboard in strong winds, Greek officials said Tuesday.

A coast guard statement said the accident occurred late Monday off the eastern island of Kassos. It identified the crew member as a 40-year-old woman. It said a second crew member who went overboard was rescued.

Race organizers said the dead crew member had a severe head injury and efforts to revive her were unsuccessful. The yacht was taking part in the international Aegean 600 that started Sunday.

Organizers said Monday’s severe weather forced 14 of the 69 yachts participating to drop out.

'Man, they came to party': Yachtley Crew sails back to Indian Ranch with more yacht rock

When Yachtley Crew came to Indian Ranch by the shores of Indian Lake in Webster last summer, it was evidently a very popular voyage through the smooth waters of a yacht rock tribute show.

"We love Indian Ranch. Man, they came to party. They were amazing," recalled Phillip Daniel, also known as Yachtley Crew's Philly Ocean and lead vocalist, about how the the show went and the reaction of the audience.

Yachtley Crew will be setting sail again for an appearance at Indian Ranch on July 25. "If it's anything like last year, we're stoked," Daniel said.

'Sailing ... takes me away ....'

The seven-member band, which dresses in nautical suits with captain's hats and wears aviator sunglasses, is currently on its "Full Steam Ahead" nationwide tour, the biggest tour since it was founded in Los Angeles in 2017. Upcoming dates also include South Shore Music Circus in Cohasset on July 26, Providence Performing Arts Center in Providence on July 27, and the Cape Cod Melody Tent in Hyannis on July 28.

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The band is riding the yacht rock wave since a 2005 video series launched the term in 2005 in an affectionate send up of artists such as Christopher Cross and Hall and Oates. Cross, who was at Indian Ranch July 7 with Justin Hayward of Moody Blues fame, had a big hit in 1979 with the soft rock song " Sailing " which is about getting away from everything on a sail boat and so helped form the archetype of Yacht Rock.

Yachtley Crew also call themselves "The Titans of Soft Rock."

Asked for a definition of yacht rock, Daniel said "it's one of those elusive things ... I think the most easy way to define it is the iconic soft rock hits from the late 70s and early 80s music." Except that, instead of soft rock, "yacht rock just sounds kind of more fun."

Yachtley Crew's first recording release "Seas the Day" (2023) includes its renditions of songs that have become regarded as yacht rock classics such as Boz Scaggs’ “Lido Shuffle,” Ace’s “How Long,” Robbie Dupree’s “Steal Away,” the Bee Gees’ “How Deep Is Your Love” and Christopher Cross’ “Ride Like the Wind.” Other songs in the band’s set include Toto’s “Africa,” Looking Glass’ “Brandy” and Rupert Holmes’ “ Escape (The Piña Colada Song).”  

Indeed, "The Piña Colada song, that is a great yacht rock core song, like 'Ride Like the Wind,'" Daniel said.

Audiences often dress up for the shows in yacht-themed attire and love to sing-along. Other yacht rock tribute and fun party bands include Yacht Rock Revue who will be performing at the Xfinity Center in Mansfield on Aug. 4.

'It has to be smooth'

Elsewhere, there has been some rather pedantic debate in some quarters about what makes true yacht rock, with terms appearing such as "nyacht" rock. An article in Mental Floss magazine helps keep things straightforward by saying " But above all else, the sound has to be  smooth . "

Daniel's vocals are certainly smooth, and the depth of sound that Yachtley Crew brings to its music is enhanced by having a sax player.

Daniel has memories of listening to the soft music of the late 70s/early 80s era while riding around with his father in a car and singing along to the radio. Later, he was in several original bands in Los Angeles. Besides Daniel (Philly Ocean) Yachtley Crew is made up of drummer Rob Jones (Sailor Hawkins), bassist Chaz Ruiz (Baba Buoy), guitarist Thomas Gardner Jr. (Tommy Buoy), backing vocalist Curt Clendenin (Stoney Shores), saxophone/flutist Paul Pate (Pauly Shores) and keyboardist Matt Grossman (Matthew McDonald).  

"Each of us had careers with bands," Daniel said. The crew started to be assembled by Jones and Ruiz who are long-time friends and were listening to yacht rock music and felt they could do something with it. They put out a Craigslist ad and found guitarist Gardner. Daniel is friends with Gardner and also came aboard.

"Everything came together really organically," Daniel said.

'I think we have something here'

The idea of uniforms for the band came early. "Just the idea of yacht rock is such fun," Daniel said. But the group spent several months rehearsing to get the music down right. "We wanted to embody what people remember about these songs."

When the curtain was pulled on their first gigs Daniel recalls the shock on the faces of the audiences when they saw a band in nautical uniform. However, "They got it within two or three songs. They were screaming and dancing ... (I thought) Man, I think we have something here."

Yachtley Crew was soon selling out local venues and were noticed by the late legendary Jimmy Buffett who signed them to his own Mailboat Records label. The group have appeared on SiriusXM’s Yacht Rock Radio “Yacht Rock 311” show as the first ever Yacht Rock band to perform live at the station.

Just as the band was about to get ready for its first nationwide tour in 2020, the pandemic struck. "We had a ton of shows booked," Daniel said. Yachtley Crew made music videos, put on live-streamed concerts and played at some drive-in concerts that were organized in the Los Angeles area. "People seemed to really respond.'

As the lockdown eased, "I think there was so much pent up demand for live music it really helped us. We got all the gigs back and places we'd never played before were selling out," Daniel said.

'Something original'

The "Seas the Day" recording also has Yachtley Crew's first original song, "Sex on the Beach," ostensibly about the drink that bears the name.

"We wanted to put something original out there," Daniel said. The challenge for the band was to come up with a song that sounds like it could have been written in the late '70s/early '80s soft rock era. "We wanted to capture the same vibe," he said. The video for "Sex on the Beach" has a guest appearance by the Access Hollywood & iHeart host Mario Lopez.  

The song and video includes a list of names of drinks, a couple falling in love, and "innuendo," Daniel said. All the members of Yachtley Crew contributed to the song. Once they had the concept, "we had the song written in 30 minutes. Everyone brings something unique to it." Fans have started requesting the song at shows.

Yachtley Crew has "two albums in the works" and two more original songs "in the mix." With that, "The core will always be the iconic songs," Daniel said.

The band has been venturing out across the seven seas with appearances abroad, including the United Kingdom.

"Total world domination," Daniel joked when asked about his ultimate goal for Yachtley Crew. Or at least, "To play for a stadium full of people," he said.

"We want to play the music for as many people as we can all over the world. When people come to our shows they're creating memories they will have for the rest of their lives. That's what it's about."

Yachtley Crew — Full Steam Ahead tour

When: 7 p.m. July 25 (doors 5:30 p.m.)

Where: Indian Ranch, 200 Gore Road, Webster

How much: $25 to $35. Indianranch.com

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Recruitment Superyacht Industry Insights

Good vs bad superyacht – what candidates think 22 August 2023

bad superyacht crew recruitment Superyacht Crew

Just like those in positions to hire crew have a perception of what a good, okay, and bad candidate looks like, likewise, candidates have a perception of what a good, okay, and bad superyacht is.

Not everyone can be the best, and not every boat can be the best. The good news is there is a role for most people and it’s not all about money and rotation (although they are two VERY BIG factors).

Hopefully, this blog will give yachts an idea of where they stand in the hierarchy and help them adjust their expectations accordingly.

Good superyacht

Whilst I have put this into a vague order of importance, obviously different things are important to different crew members.

• Leave – Offers some form of rotation (3:1/4:2/2:1) or if a senior position, time for time rotation is always what is expected/desired.
• Salary – Offers competitive or above industry standard salaries.
• Charter – Superyachts that charter and offer the chance to earn extra tips to top up their salary.
• Incentives/perks – Crew perceive 13 th -month bonuses or some kind of loyalty bonus structure as advantages as well as flights and travel expenses and training packages, for example.
• Vessel reputation – We work in a small industry, and those superyachts that gain a good reputation amongst current and previous crew will be talked about in a positive light. When a crew member is interviewing for a role with you, no doubt they will know someone or of someone who has worked on there and have an inside scoop.
• Boat Size – 60m+ superyachts seem to be the cut-off between what crew see as big or small boats. The vast majority of crew, certainly at a junior level, want to be on something over 60m.
• HODs – Understanding, approachable, professional, experienced, and knowledgeable who wants to help junior crew learn.
• Owner – Friendly, generous, approachable, gets crew involved with activities, understanding of hours crew sometimes work, creates a friendly environment when onboard. NOT live aboard and lets crew use facilities when they are not onboard.
• Itinerary – Vessel has an interesting world cruising itinerary, with lots of opportunities to build up your sea miles/days. Although some candidates, depending on their personal situation, would like a single-season vessel with a base local to their family setup.
• Crew – All crew have been onboard a while, generally get on well, socialise together, have fun in the crew areas, no big egos or conflict.
• Safety – The superyacht is compliant with ISM, ISPS, MLC and runs a strict SMS onboard.

Bad superyacht

• Leave – 38 days, 45 days, or 60 days unfortunately just don’t cut it anymore.
• Salary – Below industry standard.
• Busy private vessels – Crew tend to feel if they are going to work really hard, they might as well do it on a charter vessel where their efforts will be rewarded with extra cash in the form of tips. If you are a live aboard yacht that massively reduces your appeal and you have to offer big salaries and great rotation to secure good crew.
• Owner – A boss who is potentially a little scary, unapproachable, unpredictable, a shouter, or all of the above is not appealing for obvious reasons.
• Safety – No form of ISM or mini-ISM. No permits to work, no induction or familiarisation, no safe manning, or maybe no SEAs offered to crew.
• Itinerary – Single-season vessels have their place, but a lot of crew will want the more exciting, dual-season, or world-cruising superyachts that will take them somewhere interesting.
• Poor budget – A poor budget onboard always impacts the crew one way or another, from the equipment being fixed onboard instead of replaced, to the food not being great.
• Incentives/perks – No bonus system in place, flights always being the absolute cheapest so therefore longest available, no training package in place. The list goes on…
• Boat size – Generally below 60m. There are some outstanding smaller yachts out there, but crew all want bigger. Bigger is better is the attitude, within reason.
• Vessel reputation – Previous crew who have worked onboard will have talked about how bad it is to work on there and what a terrible work environment and reputation the boat has. New potential crew will try to avoid these boats. Plus, there is the infamous Facebook group Yachtie Name and Shame where poor yachts get hammered daily.
• Crew Culture – High turnover of crew, crew who don’t get on, lots of arguments, negative atmosphere in crew mess, crew politics and cliques, fellow crew who are lazy with bad work ethic. Even if you manage to find a good crew member, they will pick up on this within 48 hours of getting onboard and many of them will start searching again straight away.

The moral of the story? More often than not you get what you pay for, and that goes for employees too.

If you want the best candidates, you need to be a great boat offering a really solid overall package or an incredibly busy charter yacht that enables crew to earn massive tips. Outside of these two scenarios, you will have to make compromises the vast majority of the time.

The good news is if you are a vessel that is not able to compete with the best in some areas (i.e. size), there are still so many ways you can improve your appeal.

If you want to discuss this in more detail, drop me an email at [email protected] to set up a call.

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