Category: News

A Multibeam and Sub-Bottom Survey for a Shallow Draft Port

Hydrographic surveys measures and map underwater physical features. These surveys estimate underwater depths, to enable vessels and marine equipment to traverse water bodies safely, and identify the location of pipes, sunken planes, and ships. Additionally, coastal engineers use survey data to inform coastal models.

There are different types of hydrographic surveys and different levels and type of information which can be used complementarily or stand-alone depending on the purpose. Two types of hydrographic surveys frequently used by CEAC are:

  • Bathymetric Surveys to measure the depth of underwater terrains. The technology CEAC used for bathymetric surveys include single-beam echo sounding, multibeam echo sounding, and side-scan sonar. Bathymetric data is complemented by LiDAR surveys as the topographic features put the bathymetric data into perspective. 
  • Sub-bottom Profilers to generate a cross-sectional view if the structures beneath the seabed and identify underground voids and utilities. In Engineering, data from this survey is useful to guide the design of sub-sea floor marine infrastructures and in conducting hazard and risk assessments. Sub-bottom profiling (SBP) uses low-frequency sound waves to image sediment and rock layers beneath the seafloor. SBP emits pulses that travel through water and reflect off layers with different densities. By calculating the depth of various sediment or rock layers, we use SBP to derive material thickness.

CEAC recently surveyed 20 sq km of seas within the Caribbean to determine the suitability for vessels to traverse through an approach channel and utilize a proposed anchorage area. This project required data from Multibeam surveys and Sub-bottom Profiling to map the seabed characteristics in the proposed berthing area.

Job Hopping: Finding Balance in Career Exploration

In today’s dynamic job market, the concept of job hopping has become increasingly common. Defined as frequently changing employers or positions, job hopping has both its advocates and detractors which professionals must explore when navigating their career paths. Let’s explore.

Benefits of Job Hopping
• Exposure to Diverse Environments and Industries
Job hopping allows professionals to explore a variety of industries, roles and work environments which can help to discover strengths, learn new skills and foster adaptability.
• Network Enhancement
 Each new job introduces professionals to new colleagues, mentors, and industry contacts, expanding their professional network.
• Career Advancement
Career plateau is not uncommon when a professional is in a role for an extended time, however, this can be avoided by moving to new roles that reignite motivation and enthusiasm for work.
• Salary Advancement
Changing companies or positions, more often than not, comes with salary increases and better benefit packages. However, in some (perhaps rare) instances, there are companies that offer yearly salary increases which may prove to be more beneficial than job hopping.
• Work-Life Balance
Job hopping can provide opportunities to pursue roles that align with personal priorities and allow for a good work-life balance.

Drawbacks of Job Hopping
• Limited Learning Opportunities
Constantly changing jobs may limit opportunities for building expertise and mastery within a specific field or industry.
• Perceived Lack of Stability
Job hopping raises concerns amongst potential employers about commitment and loyalty. Employers are more likely to invest in candidates who they believe will invest in the company. See our blog, The Impact of Employee Turnover on a Company’s Success, to read more about why employers look for employees that will invest a few years into the company.
• Personal Instability
Frequently changing jobs can lead to stress and instability as individuals navigate the uncertainties of a new role, new company and proving themselves.
• Financial Implications
Although job hopping may provide salary increases, it may result in loss of benefits, pension and disrupt financial planning.

While job hopping can offer short-term benefits such as salary increases and exposure to diverse experiences, it’s important to consider the potential long-term consequences and weigh them against individual career goals and priorities.

Exploring the Feasibility of a 4-Day Work Week in Jamaica

The traditional 5-day work week has long been the standard, however, in recent years, there has been a growing global conversation around the concept of a 4-day work week, sparking debates on its feasibility and potential benefits. But what about Jamaica? Are we ready for such a change? Let’s delve into the possibilities and implications of a 4-day work week in Jamaica.

A four-day workweek offers the benefit of an extra day off each week, potentially improving work-life balance and efficiency as employees aim to complete tasks within a shorter timeframe. Additionally, with fewer days spent commuting and more time for relaxation, employees may experience reduced stress levels and increased job satisfaction. However, careful consideration must be given to workload management and potential challenges such as adjusting to longer workdays and ensuring adequate coverage for essential tasks and services.

Implementing a 4-day work week requires a shift not only in policy but also in mindset. Are businesses prepared to adapt? Are employees prepared to work longer than 8 hours per day? To what extent have employers  utilize the provisions of the Employment (Flexible Work Arrangements) (Miscellaneous Provisions) Act, 2014 that was enacted to enables flexible working arrangements in Jamaica?

There are a number of factors to be considered in the Jamaican context:

  • Several Jamaican’s are paid hourly wages and are unable to work longer hours during the day due to familial arrangements. A 4-day workweek would have a significant negative impact on their finances.
  • Jamaica has a growing number of small businesses that rely on consistent operational hours. A 4-day workweek may disrupt these businesses’ ability to meet customer demands particularly if they lack the resources to adapt to the new schedule effectively.
  • There could be great economic repercussions if a 4-day workweek leads to reduced productivity. This will, in the medium to long term, impact job security and wage levels.
  • Jamaica’s economy is heavily reliant on the Tourism and Hospitality Sector. Implementing a four-day workweek in this industry could have implications for visitor experiences, staffing levels, and operational logistics.
  • Jamaicans are notorious for being resistant to change. Some employees may feel uncomfortable with the change and struggle to adapt to the longer workdays associated with a compressed schedule.

The concept of a 4-day work week presents both challenges and opportunities for Jamaica. Addressing these negative cultural and social implications would require careful planning, communication, and collaboration between employers, employees and their representatives, government agencies, and other stakeholders to ensure a smooth transition that minimizes disruptions and maximizes the potential benefits of a four-day workweek for Jamaican society.

Employee Engagement: Crafting a Positive Workplace Culture

Fostering employee engagement has become a cornerstone of successful organizations, and employers are increasingly realizing the impact that an engaged workforce can have on overall productivity, innovation, and employee retention. Engaged employees are not just committed to their jobs; they are connected to the organization’s mission, vision, and values. Key practices that foster employee engagement are:

  1. Recognition and Appreciation: Acknowledge employees’ hard work and implement peer-to-peer recognition programs where colleagues can acknowledge each other’s efforts.
  2. Professional Development: Provide opportunities for skill development and continuous learning.
  3. Work-Life Balance: Offer flexible work hours or remote work options where possible. Balancing work and personal life lead to happier and more engaged employees. Additionally, wellness initiatives, such as yoga classes, mental health workshops, or gym memberships, to promote employees’ physical and mental well-being.
  4. Regular Feedback and Performance Reviews: Provide regular, constructive feedback to help employees understand their strengths and areas for improvement. Performance reviews can be linked to rewards and recognition.
  5. Leadership: Leaders should exemplify the values and work ethic expected from employees to set the tone for the organization.

These practices are catalysts for transformation. The journey toward a highly engaged workforce is ongoing and requires dedication, adaptability, and an understanding of the unique needs of your employees.