■ Facilitated successful completion of Subchapter M COI phase-in period , with 4,523 towing vessels certificated by the July 19 deadline .
■ Secured robust Subchapter M enforcement policy , promoting a level playing field and preventing operation of 236 non-compliant vessels .
■ Urged Coast Guard to reduce user fees for both TSMS and Coast Guard option vessels .
■ Worked with TPO partners to secure Coast Guard policy changes that :
– Improve the workability of the random audit requirement to prevent duplicative audit costs .
– Ensure acceptance of standard inland vessel sidelight arrangements to save members unnecessary hardware , maintenance and shipyard costs .
■ Managed Coast Guard-AWO Quality Action Team to promote consistent and practical Subchapter M interpretation .
■ Launched an action plan to combat barriers to mariner recruitment , retention , and advancement , including :
– Convening AWO-NMC Industry Day to bring members and National Maritime Center leadership together to overcome obstacles to timely credentialing , training , and course approval .
– Supporting proposal to add oral fluid drug testing option to provide better real-time assessment of mariner fitness for duty .
– Exploring regulatory reforms to improve access to hawsepipe route for advancing marriers and remove barriers for women in the maritime workforce .
■ Convened CEO-level Sustainability Task Force to develop policy agenda to support all AWO members in navigating the decarbonization challenge .
■ Secured publication of draft EPA guidance to ensure assessment of operational costs in state No Discharge Zone applications .
IN FOCUS : WORKFORCE RECRUITMENT AND RETENTION
On board and on shore , people are what powers our industry . In 2022 , amid historic labor shortages throughout the economy , AWO worked with members to tackle both the acute , near-term and the chronic , long-term dimensions of the workforce challenge facing our industry . Guided by our strategic plan , we identified barriers that impede members ’ ability to recruit , retain and advance the next generation of mariners and developed an action plan to address priority issues . These barriers include :
■ The challenge of recruiting new mariners in a tight labor market .
■ The need for new thinking to market our industry to younger generations and a more diverse workforce .
6 THE AMERICAN WATERWAYS OPERATORS