Deckhand job description

Offshore deckhands generally need a valid AMSA seafarer or crew certificate of competency appropriate to the vessel, plus current offshore survival and sea-safety training. Employers also require working rights in Australia and the physical fitness for heavy deck work. Prior vessel experience is advantageous but not always essential for entry-level ratings.

Yes, an appropriate AMSA certificate is typically required for crew working on Australian commercial vessels, and offshore roles also require offshore survival and sea-safety training. Confirm the exact certificates of competency and safety tickets needed for your vessel type and operating area before recruiting.

Mandatory requirements usually include valid AMSA certification, offshore survival and sea-safety training, working rights in Australia and physical fitness for deck work. Preferred qualifications include previous experience as a deckhand or integrated rating and a current first aid certificate. Be clear about which tickets your operation cannot compromise on to keep your crew safe and compliant.

Yes, in some cases. Entry-level ratings can start with the required AMSA and safety certificates and build experience on the job, though many offshore operators prefer prior vessel time. Focus on reliability, physical fitness, teamwork and a strong safety attitude. Clear job descriptions help candidates understand the demands of swing rosters and offshore life and self-select appropriately.

This depends on your vessel schedule. Casual deckhands offer flexibility for short charters or variable workloads, while permanent full-time or part-time crew provide continuity on swing rosters and stronger retention. Many offshore operators use a mix — permanent crew for core vessels and casuals to cover peaks and relief. Confirm how the offshore award treats each employment type before deciding.

Offshore deckhands typically work swing or even-time rosters, alternating a set period offshore with an equal period onshore. The exact pattern depends on the vessel and operation and is often built into the aggregate salary under the Maritime Offshore Oil and Gas Award. Confirm the roster pattern that applies and set it out clearly in the job description and contract.

The Maritime Offshore Oil and Gas Award generally rolls overtime into an aggregate annual salary rather than paying it as a separate hourly loading, which is part of what makes the award complex. Because arrangements vary by vessel schedule, refer to the award guide and use award interpretation software to confirm how overtime applies to your crew.

Key elements include: position title and classification, employment type (casual, part-time or full-time), the applicable award and vessel schedule, aggregate salary or pay arrangement, roster pattern, reporting structure, main duties, and required tickets such as AMSA certification and offshore survival training. Confirm the correct instrument — vessel crew versus rig or production — before finalising the contract.

Award and agreement rostering rules vary, so confirm the notice period and swing pattern that apply to your operation. As a general practice, giving crew clear visibility of their swing dates well in advance helps them plan time onshore. Using rostering software helps manage crew changes and reduces last-minute disruption.

Plan crew changes around each vessel’s schedule, swing pattern and required tickets, balancing time offshore with equal time onshore. Use rostering tools to track hours, certifications and availability, and to fill relief positions when crew are on leave or when tickets expire. This keeps vessels crewed and compliant.

Rest and watchkeeping requirements are set by the applicable award, agreement and maritime safety rules, and are especially important offshore where fatigue is a serious risk. Set clear watch and rest policies and ensure crew record their hours accurately. Use time and attendance tools to support compliance and fatigue management.

Collect availability and swing preferences during onboarding and update them regularly. Use HR software and rostering tools to track when each deckhand can work and to monitor AMSA and safety certificate expiry dates. Setting clear policies about availability and ticket renewals simplifies crew planning and avoids gaps or compliance issues.