b'FOGHORN FOCUSInvesting in EmployeesHOW EMPLOYERS CAN SUPPORT CREDENTIALING TO INCREASE RETENTIONSARAH HIRSCH // MM-SEASI ts a common conversationwhere are all the licensed captains? We each have our own story of how we made the journey from unlicensed deckhand to credentialed captain or engineer, and a common theme is personal perseverance and hard work. In this article we will look at how employers can smooth the seas for new mariners. No matter what, it still takes hard work to get there, but lets consider removing the unnecessary barriers in the credentialing process.PHOTO: ISLAND QUEEN CRUISES & TOURS In recent years, as I go about providing mentorship to newaward credit, to getting a Transportation Worker Iden-mariners, I have found that it doesnt cut it to tell themtification Credential (TWIC), a physical (now a 10-page how to do it the hard way and expect a good outcome.form), and drug screen, plus all of the costs and logistics Therearesomanymorefactorsthatgointogettingaof each of these steps, its easy to see why Millennial and U.S. Coast Guard merchant mariner credential (MMC)Gen Zs throw up their hands and move on to a other jobs today than 20 years ago. From documenting sea days inthat offer quicker advancement opportunities and a better a format that a government contractor can decipher andwork-life balance.FOGHORN 8'