Tag: 150

Neftaly Email: sayprobiz@gmail.com Call/WhatsApp: + 27 84 313 7407

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03/02/2026
Neftaly Powerful Engine: Ranges from 50 to 150 HP, depending on model

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31/01/2026
Neftaly Powerful Engine: Ranges from 50 to 150 HP, depending on model

Auto-generated Neftaly topic.

31/01/2026
Neftaly Powerful Engine: Ranges from 50 to 150 HP, depending on model

Auto-generated Neftaly topic.

31/01/2026
Neftaly – UIF Client Service Officer (X7 POSTS) – Neftaly

Page Content

UIF Client Service Officer (X7 POSTS)

SALARY                               :           R269 499 per annum

CENTRE                              :           Labour Centre: Modimolle Ref No: HR4/4/6/120 (X4 Posts) Labour Centre: Tzaneen Ref No: HR4/4/6/121 (X1 Post) Labour Centre: Lephalale Ref No: HR4/4/6/122 (X1 Post) Labour Centre: Calvinia HR 4/4/8/150 (X1 Post)

REQUIREMENTS                :           Matriculation/Grade    12/Senior    Certificate.                                             Knowledge:                            Unemployment

Insurance Act and Regulations, Unemployment Insurance Contributions Act, Public Finance Management Act (PFMA), Protection of Personal Information Act (POPIA), Treasury Regulations, Batho Pele Principles, Department of Labour and UIF Policies and Procedures, UIF’s Vision and Mission and Values, Customer Care Principles, Departmental Policies, Procedures and Guidelines. Skills: Interview, Communication (verbal and written), Computer Literacy, Listening, Interpretation (ability to interpret UI Act and Contributions Act), Conflict Management, Time Management, Customer Relations, Analytical, Interpersonal, Telephone etiquette, On job training (operational system).

DUTIES                                :    Provide screening services. Process applications for UIF benefits. Register

payment continuation forms. Provide administrative functions.

ENQUIRIES                          :    Ms. TE Maluleke Tel No: (015) 290 1768

Ms Sherelda Kleinsmith Tel No: (053) 838 1517

APPLICATIONS                  :    Chief Director: Provincial Operations: Private Bag X9368, Polokwane, 0700 Or

hand deliver at 42a Schoeman Street, Polokwane or email UIFJobs- MOD@labour.gov.za for Modimolle, UIFJobs-TZN@labour.gov.za for Tzaneen and UIFJobs-LEP@labour.gov.za for Lephalale.For Attention: Sub-directorate: Human Resources Management, Polokwane.

: Chief Director: Provincial Operations: Private Bag X5012, Kimberley, 8301 or hand deliver at Cnr Compound and Pniel Road or email Jobs- NCCAL@labour.gov.za or Attention: Human Resources Operations, Provincial Office Kimberley.

CLOSING DATE                  :    06 February 2026 at 16:00 (walk-in) and 23:59 (online)

NOTE                                   :    All attachments for online application must include an application form Z83 and

CV only combined, in PDF and as one (1) document or attachment, indicate the correct job title and the reference number of the post on the subject line of your email. Use the correct email address associated with the post. Failure to do so, your application will be disqualified. Applications quoting the relevant reference number must be submitted on the new form Z83, obtainable from any Public Service Department or on the internet at www.gov.za/documents. Received applications using the incorrect application for employment (old Z83) will not be considered. Each post(s) advert must be accompanied by its own application form for employment and must be fully completed, initialled and signed by the applicant as instructed below. Failure to fully complete, initial and sign the Z83 form will lead to disqualification of the application during the selection process. All fields of Section A, B, C and D of the Z83 must be completed in full. Section E, F, G (Due to the limited space on the Z83 it is acceptable for applicants to indicate refer to CV or see attached. However, the question related to conditions that prevent re-appointment under Part “F" must be answered and declaration signed. Only an updated comprehensive CV (with detailed previous experience if any) and a completed and signed new Z83 application form is required. Only shortlisted candidates will be required to submit certified copies of qualifications and other related documents on or before the day of the interview following the communication from Human Resources and such qualification(s) and other related document(s) will be in line with the requirements of the advert. Non-RSA Citizens/Permanent Resident Permit holders in possession of foreign qualifications must be accompanied by an evaluation report issued by the South African Qualification Authority (SAQA) (only when shortlisted). The Department does not accept applications via fax. Applicants who do not comply with the abovementioned instructions/ requirements, as well as applications received late will not be considered. Failure to submit all the requested documents will result in the application not being considered. Correspondence will be limited to shortlisted candidates only. If you have not been contacted within eight (8) weeks after the closing date of this advertisement, please accept that your application was unsuccessful. All shortlisted candidates, including the SMS, shall undertake two pre-entry assessments. One will be a practical exercise to determine a candidate’s suitability based on the post’s technical and generic requirements and the other must be an integrity (ethical conduct) assessment. Suitable candidates will be subjected to a personnel suitability check (criminal record, citizenship, credit record checks, qualification verification and employment verification). Please note by responding to the advertisement, you consent to the collection, processing, and storing of your Personal Information in accordance with the Protection of Personal Information Act (POPIA) Your information will be used soley for the purpose of this promotion and will not be shared with third parties without prior consent unless required by law. The Department reserves the right not to make any appointment(s) to the below advertised post(s). The successful candidate will be expected to sign a performance agreement. The Department is an equal opportunity affirmative action employer. The Employment Equity Plan of the Department shall inform the employment decision. It is the Department’s intention to promote equity (race, gender and disability) through the filling of this post(s)

29/01/2026
Neftaly – UIF Client Service Officer (X7 POSTS) – Neftaly

Page Content

UIF Client Service Officer (X7 POSTS)

SALARY                               :           R269 499 per annum

CENTRE                              :           Labour Centre: Modimolle Ref No: HR4/4/6/120 (X4 Posts) Labour Centre: Tzaneen Ref No: HR4/4/6/121 (X1 Post) Labour Centre: Lephalale Ref No: HR4/4/6/122 (X1 Post) Labour Centre: Calvinia HR 4/4/8/150 (X1 Post)

REQUIREMENTS                :           Matriculation/Grade    12/Senior    Certificate.                                             Knowledge:                            Unemployment

Insurance Act and Regulations, Unemployment Insurance Contributions Act, Public Finance Management Act (PFMA), Protection of Personal Information Act (POPIA), Treasury Regulations, Batho Pele Principles, Department of Labour and UIF Policies and Procedures, UIF’s Vision and Mission and Values, Customer Care Principles, Departmental Policies, Procedures and Guidelines. Skills: Interview, Communication (verbal and written), Computer Literacy, Listening, Interpretation (ability to interpret UI Act and Contributions Act), Conflict Management, Time Management, Customer Relations, Analytical, Interpersonal, Telephone etiquette, On job training (operational system).

DUTIES                                :    Provide screening services. Process applications for UIF benefits. Register

payment continuation forms. Provide administrative functions.

ENQUIRIES                          :    Ms. TE Maluleke Tel No: (015) 290 1768

Ms Sherelda Kleinsmith Tel No: (053) 838 1517

APPLICATIONS                  :    Chief Director: Provincial Operations: Private Bag X9368, Polokwane, 0700 Or

hand deliver at 42a Schoeman Street, Polokwane or email UIFJobs- MOD@labour.gov.za for Modimolle, UIFJobs-TZN@labour.gov.za for Tzaneen and UIFJobs-LEP@labour.gov.za for Lephalale.For Attention: Sub-directorate: Human Resources Management, Polokwane.

: Chief Director: Provincial Operations: Private Bag X5012, Kimberley, 8301 or hand deliver at Cnr Compound and Pniel Road or email Jobs- NCCAL@labour.gov.za or Attention: Human Resources Operations, Provincial Office Kimberley.

CLOSING DATE                  :    06 February 2026 at 16:00 (walk-in) and 23:59 (online)

NOTE                                   :    All attachments for online application must include an application form Z83 and

CV only combined, in PDF and as one (1) document or attachment, indicate the correct job title and the reference number of the post on the subject line of your email. Use the correct email address associated with the post. Failure to do so, your application will be disqualified. Applications quoting the relevant reference number must be submitted on the new form Z83, obtainable from any Public Service Department or on the internet at www.gov.za/documents. Received applications using the incorrect application for employment (old Z83) will not be considered. Each post(s) advert must be accompanied by its own application form for employment and must be fully completed, initialled and signed by the applicant as instructed below. Failure to fully complete, initial and sign the Z83 form will lead to disqualification of the application during the selection process. All fields of Section A, B, C and D of the Z83 must be completed in full. Section E, F, G (Due to the limited space on the Z83 it is acceptable for applicants to indicate refer to CV or see attached. However, the question related to conditions that prevent re-appointment under Part “F" must be answered and declaration signed. Only an updated comprehensive CV (with detailed previous experience if any) and a completed and signed new Z83 application form is required. Only shortlisted candidates will be required to submit certified copies of qualifications and other related documents on or before the day of the interview following the communication from Human Resources and such qualification(s) and other related document(s) will be in line with the requirements of the advert. Non-RSA Citizens/Permanent Resident Permit holders in possession of foreign qualifications must be accompanied by an evaluation report issued by the South African Qualification Authority (SAQA) (only when shortlisted). The Department does not accept applications via fax. Applicants who do not comply with the abovementioned instructions/ requirements, as well as applications received late will not be considered. Failure to submit all the requested documents will result in the application not being considered. Correspondence will be limited to shortlisted candidates only. If you have not been contacted within eight (8) weeks after the closing date of this advertisement, please accept that your application was unsuccessful. All shortlisted candidates, including the SMS, shall undertake two pre-entry assessments. One will be a practical exercise to determine a candidate’s suitability based on the post’s technical and generic requirements and the other must be an integrity (ethical conduct) assessment. Suitable candidates will be subjected to a personnel suitability check (criminal record, citizenship, credit record checks, qualification verification and employment verification). Please note by responding to the advertisement, you consent to the collection, processing, and storing of your Personal Information in accordance with the Protection of Personal Information Act (POPIA) Your information will be used soley for the purpose of this promotion and will not be shared with third parties without prior consent unless required by law. The Department reserves the right not to make any appointment(s) to the below advertised post(s). The successful candidate will be expected to sign a performance agreement. The Department is an equal opportunity affirmative action employer. The Employment Equity Plan of the Department shall inform the employment decision. It is the Department’s intention to promote equity (race, gender and disability) through the filling of this post(s)

29/01/2026
Neftaly – UIF Client Service Officer (X7 POSTS) – Neftaly

Page Content

UIF Client Service Officer (X7 POSTS)

SALARY                               :           R269 499 per annum

CENTRE                              :           Labour Centre: Modimolle Ref No: HR4/4/6/120 (X4 Posts) Labour Centre: Tzaneen Ref No: HR4/4/6/121 (X1 Post) Labour Centre: Lephalale Ref No: HR4/4/6/122 (X1 Post) Labour Centre: Calvinia HR 4/4/8/150 (X1 Post)

REQUIREMENTS                :           Matriculation/Grade    12/Senior    Certificate.                                             Knowledge:                            Unemployment

Insurance Act and Regulations, Unemployment Insurance Contributions Act, Public Finance Management Act (PFMA), Protection of Personal Information Act (POPIA), Treasury Regulations, Batho Pele Principles, Department of Labour and UIF Policies and Procedures, UIF’s Vision and Mission and Values, Customer Care Principles, Departmental Policies, Procedures and Guidelines. Skills: Interview, Communication (verbal and written), Computer Literacy, Listening, Interpretation (ability to interpret UI Act and Contributions Act), Conflict Management, Time Management, Customer Relations, Analytical, Interpersonal, Telephone etiquette, On job training (operational system).

DUTIES                                :    Provide screening services. Process applications for UIF benefits. Register

payment continuation forms. Provide administrative functions.

ENQUIRIES                          :    Ms. TE Maluleke Tel No: (015) 290 1768

Ms Sherelda Kleinsmith Tel No: (053) 838 1517

APPLICATIONS                  :    Chief Director: Provincial Operations: Private Bag X9368, Polokwane, 0700 Or

hand deliver at 42a Schoeman Street, Polokwane or email UIFJobs- MOD@labour.gov.za for Modimolle, UIFJobs-TZN@labour.gov.za for Tzaneen and UIFJobs-LEP@labour.gov.za for Lephalale.For Attention: Sub-directorate: Human Resources Management, Polokwane.

: Chief Director: Provincial Operations: Private Bag X5012, Kimberley, 8301 or hand deliver at Cnr Compound and Pniel Road or email Jobs- NCCAL@labour.gov.za or Attention: Human Resources Operations, Provincial Office Kimberley.

CLOSING DATE                  :    06 February 2026 at 16:00 (walk-in) and 23:59 (online)

NOTE                                   :    All attachments for online application must include an application form Z83 and

CV only combined, in PDF and as one (1) document or attachment, indicate the correct job title and the reference number of the post on the subject line of your email. Use the correct email address associated with the post. Failure to do so, your application will be disqualified. Applications quoting the relevant reference number must be submitted on the new form Z83, obtainable from any Public Service Department or on the internet at www.gov.za/documents. Received applications using the incorrect application for employment (old Z83) will not be considered. Each post(s) advert must be accompanied by its own application form for employment and must be fully completed, initialled and signed by the applicant as instructed below. Failure to fully complete, initial and sign the Z83 form will lead to disqualification of the application during the selection process. All fields of Section A, B, C and D of the Z83 must be completed in full. Section E, F, G (Due to the limited space on the Z83 it is acceptable for applicants to indicate refer to CV or see attached. However, the question related to conditions that prevent re-appointment under Part “F" must be answered and declaration signed. Only an updated comprehensive CV (with detailed previous experience if any) and a completed and signed new Z83 application form is required. Only shortlisted candidates will be required to submit certified copies of qualifications and other related documents on or before the day of the interview following the communication from Human Resources and such qualification(s) and other related document(s) will be in line with the requirements of the advert. Non-RSA Citizens/Permanent Resident Permit holders in possession of foreign qualifications must be accompanied by an evaluation report issued by the South African Qualification Authority (SAQA) (only when shortlisted). The Department does not accept applications via fax. Applicants who do not comply with the abovementioned instructions/ requirements, as well as applications received late will not be considered. Failure to submit all the requested documents will result in the application not being considered. Correspondence will be limited to shortlisted candidates only. If you have not been contacted within eight (8) weeks after the closing date of this advertisement, please accept that your application was unsuccessful. All shortlisted candidates, including the SMS, shall undertake two pre-entry assessments. One will be a practical exercise to determine a candidate’s suitability based on the post’s technical and generic requirements and the other must be an integrity (ethical conduct) assessment. Suitable candidates will be subjected to a personnel suitability check (criminal record, citizenship, credit record checks, qualification verification and employment verification). Please note by responding to the advertisement, you consent to the collection, processing, and storing of your Personal Information in accordance with the Protection of Personal Information Act (POPIA) Your information will be used soley for the purpose of this promotion and will not be shared with third parties without prior consent unless required by law. The Department reserves the right not to make any appointment(s) to the below advertised post(s). The successful candidate will be expected to sign a performance agreement. The Department is an equal opportunity affirmative action employer. The Employment Equity Plan of the Department shall inform the employment decision. It is the Department’s intention to promote equity (race, gender and disability) through the filling of this post(s)

29/01/2026
Neftaly Questions, Strategic Issues, and Challenges in Communicating Value to Stakeholders

1.Who are the key stakeholders receiving the value message?
2.Are stakeholder groups clearly identified and segmented?
3.Is value communicated differently to each stakeholder group?
4.Are stakeholder expectations clearly understood?
5.Is the value message aligned with stakeholder interests?
6.Is the value proposition clearly articulated to stakeholders?
7.Is the value message simple and easy to understand?
8.Are technical terms limiting stakeholder understanding?
9.Is the value message consistent across all communication channels?
10.Are conflicting messages sent to different stakeholders?
11.Is the value message aligned with organizational strategy?
12.Does leadership communicate value consistently?
13.Are employees able to articulate the organization’s value?
14.Is internal communication aligned with external communication?
15.Do stakeholders clearly understand the organization’s purpose?
16.Is value communicated in terms relevant to each stakeholder?
17.Are financial stakeholders shown economic value clearly?
18.Are customers shown tangible and intangible value?
19.Are employees shown personal and professional value?
20.Are partners shown mutual value creation?
21.Are regulators shown compliance and societal value?
22.Is social value clearly communicated to communities?
23.Is environmental value clearly communicated to stakeholders?
24.Are sustainability efforts communicated credibly?
25.Is there transparency in value communication?
26.Are claims supported by evidence?
27.Is value communication perceived as trustworthy?
28.Are stakeholder concerns acknowledged in communication?
29.Is two-way communication encouraged?
30.Is stakeholder feedback actively solicited?
31.Is feedback incorporated into value communication?
32.Are communication channels appropriate for each stakeholder?
33.Is digital communication effectively used?
34.Is face-to-face communication leveraged where needed?
35.Are reports clear and accessible?
36.Is value communicated consistently over time?
37.Are short-term and long-term value both communicated?
38.Is value communication proactive rather than reactive?
39.Are crises handled without damaging perceived value?
40.Is value communication resilient during uncertainty?
41.Are internal silos affecting message consistency?
42.Is there a unified narrative about value creation?
43.Are employees aligned with the value narrative?
44.Is the value message embedded in organizational culture?
45.Is value communication aligned with brand identity?
46.Are visual elements reinforcing value messages?
47.Is storytelling used to communicate value?
48.Are real examples used to demonstrate value?
49.Are success stories shared with stakeholders?
50.Are failures communicated transparently?
51.Is credibility maintained when expectations are unmet?
52.Are stakeholder trust levels monitored?
53.Is value communication adapted to cultural contexts?
54.Are language barriers addressed?
55.Is value communication inclusive?
56.Are diverse stakeholder perspectives considered?
57.Is value communicated clearly during change initiatives?
58.Are mergers or restructurings communicated with value clarity?
59.Is value communication aligned with mission and vision?
60..Are strategic priorities reflected in value messages?
61.Is the value message aligned with organizational performance?
62.Are performance metrics shared transparently?
63.Is impact measured and communicated effectively?
64.Are KPIs explained in stakeholder-relevant terms?
65.Is value communication aligned with governance standards?
66.Are ethical considerations communicated clearly?
67.Is integrity reflected in value communication?
68.Are exaggerated claims avoided?
69.Is honesty prioritized over persuasion?
70.Are stakeholder doubts addressed proactively?
71.Is value communication continuous rather than episodic?
72.Are updates provided regularly?
73.Is value communication timely?
74.Are delays or issues communicated openly?
75.Is the tone appropriate for each stakeholder group?
76.Is emotional value communicated effectively?
77.Is rational value communicated clearly?
78.Is symbolic value communicated where relevant?
79.Are long-term benefits clearly explained?
80.Is uncertainty acknowledged honestly?
81.Are assumptions behind value creation explained?
82.Is complexity simplified for stakeholders?
83.Are visual dashboards used to communicate value?
84.Are reports overly complex?
85.Is key value information highlighted clearly?
86.Is value communication aligned with decision-making needs?
87.Are investors given clear growth narratives?
88.Are employees given clarity on how they contribute to value?
89.Are customers shown how value improves outcomes?
90.Are suppliers shown how collaboration creates value?
91.Is value communication aligned with customer experience?
92.Are touchpoints consistent with communicated value?
93.Is value reinforced across the stakeholder journey?
94.Are onboarding communications aligned with value messages?
95.Is value communication embedded in training programs?
96.Are managers equipped to communicate value?
97.Is leadership visible in value communication?
98.Are town halls effective for communicating value?
99.Is value communication adapted to remote stakeholders?
100.Are digital platforms used strategically?
101.Is social media aligned with formal value communication?
102.Are stakeholder expectations managed realistically?
103.Is overpromising avoided?
104.Is under-communication a challenge?
105.Is message overload reducing clarity?
106.Are priorities clearly communicated?
107.Is value communication aligned with innovation efforts?
108.Are new initiatives clearly linked to value creation?
109.Is value communicated during product launches?
110.Is value communicated during service changes?
111.Are stakeholder benefits clearly articulated?
112.Are trade-offs communicated transparently?
113.Is value communication aligned with risk management?
114.Are risks communicated without eroding trust?
115.Is stakeholder confidence maintained during setbacks?
116.Is value communication adaptable to stakeholder maturity?
117.Are new stakeholders educated effectively?
118.Are long-term stakeholders re-engaged with updated value?
119.Is value communication benchmarked against competitors?
120.Is differentiation clearly communicated?
121.Are stakeholder perceptions monitored?
122.Is reputation management aligned with value communication?
123.Are media relations aligned with value narratives?
124.Is crisis communication aligned with core value messages?
125.Is value communication supported by data?
126.Are insights translated into understandable messages?
127.s value communication aligned with strategic storytelling?
128.Are communication gaps identified and addressed?
129.Is stakeholder confusion measured?
130.Are misunderstandings corrected promptly?
131.Is value communication consistent across geographies?
132.Are local adaptations aligned with global value messages?
133.Is stakeholder engagement tracked?
134.Is trust treated as a strategic asset?
135.Is value communication linked to long-term relationships?
136.Are partnerships strengthened through clear value messaging?
137.Is co-created value communicated effectively?
138.Are ecosystem stakeholders included?
139.Is shared value communicated beyond financial returns?
140.Is societal impact clearly explained?
141.Are community stakeholders engaged meaningfully?
142.Is value communication aligned with ESG reporting?
143.Is sustainability value clearly articulated?
144.Are environmental impacts communicated responsibly?
145.Is value communication future-oriented?
146.Are strategic ambitions clearly communicated?
147.Is innovation value communicated early?
148.Are digital transformation benefits explained?
149.Is technology value communicated in user terms?
150.Is data privacy value communicated clearly?
151.Is value communication aligned with customer trust?
152.Are ethical data practices communicated?
153.Is value communication aligned with compliance requirements?
154.Are regulatory stakeholders engaged transparently?
155.Is value communication aligned with corporate governance?
156.Are board-level value narratives clear?
157.Is value communication aligned with accountability structures?
158.Are stakeholder responsibilities clarified?
159.Is value communication linked to performance reviews?
160.Are employees recognized for delivering value?
161.Is value communication motivating?
162.Is value communication inspiring confidence?
163.Is consistency maintained across time and leadership changes?
164.Is institutional memory preserved in value messaging?
165.Are legacy value messages updated when needed?
166.Is value communication flexible without losing authenticity?
167.Is authenticity prioritized in messaging?
168.Are stakeholder trust indicators improving?
169.Is value communication evaluated regularly?
170.Are communication strategies reviewed and refined?
171.Is value communication aligned with change management?
172.Are transitions communicated with value clarity?
173.Is value communication resilient during disruptions?
174.Are stakeholders reassured during crises?
175.Is value communication aligned with long-term sustainability?
176.Are stakeholder trade-offs acknowledged?
177.Is value communication aligned with shared goals?
178.Is stakeholder alignment measured?
179.Are gaps between communicated and delivered value identified?
180.Are corrective actions communicated clearly?
181.Is learning from communication failures applied?
182.Is stakeholder confidence rebuilt when damaged?
183.Is value communication aligned with continuous improvement?
184.Are improvements communicated transparently?
185.Is value communication integrated into strategy execution?
186.Are outcomes communicated, not just intentions?
187.Is stakeholder value clearly demonstrated?
188.Is value communication aligned with organizational resilience?
189.Is value communication adaptable to external shocks?
190.Is value communication reinforcing long-term trust?
191.Are stakeholder relationships strengthened through communication?
192.Is mutual value emphasized?
193.Is value communication aligned with collaboration goals?
194.Are shared successes celebrated?
195.Is value communication aligned with ethical leadership?
196.Is value communication reinforcing credibility?
197.Is value communication strategically managed?
198.Is value communication continuously improved?
199.Is value communication aligned with overall value creation?
200.Does value communication clearly reinforce the organization’s value to all stakeholders?

20/01/2026
Second Refrigeration Engineer for NCL cruises – Neftaly

Second Refrigeration Engineer for NCL cruises

Recruiter:V.Ships Leisure Category: Engine / Technical Jobs Position:HVAC / Refrigeration Engineer Published:January 11, 2026

We are looking for several 2nd Refrigeration Engineers ready to join NCL cruise ships, embarkation ASAP, contract 26 weeks on / 10 weeks off

POSITION SUMMARY
Responsible for the maintenance and repair of refrigeration and HVAC systems throughout the ship as directed by the Senior Refrigeration Engineer. In order to consistently exceed guest expectations and provide the highest levels of product and services, additional duties and responsibilities may be assigned as needed.
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QUALIFICATIONS, EDUCATION AND ATTRIBUTES

QUALIFICATIONS
Minimum of three (3) years prior experience repairing and maintaining refrigeration and HVAC Systems is required. Intermediate to Advanced level English verbal and writing skills, including the proper use of English grammar is required. The incumbent must be able to work in a multi-cultural environment; also, must be able to adjust to changes in schedules, assignments and deadlines. Must demonstrate willingness to learn and further their knowledge of onboard equipment and procedures.

EDUCATION
Highschool diploma or foreign equivalent is required.
Position-specific STCW training from an accredited educational institution is required

ATTRIBUTES
Passionate about hospitality and customer service driven Must have a professional appearance and good hygiene Respect for all co-workers and guests Pride in your work by creating positive energy, excitement and fun Able to work 7 days a week Demonstrate positive behaviors; smiling, being polite and courteous Able to develop a camaraderie with team members Ability to live in close quarters, share limited space with other cabin-mates

PHYSICAL REQUIREMENTS NCL America : The U.S. Coast Guard (USCG) requires all crew members employed with NCL America aboard the Pride of America to hold a Merchant Mariner Credential (MMC). In order to qualify for a MMC, applicants must demonstrate specific physical abilities necessary to perform shipboard duties per USCG guidelines (COMPDTPUB 16700.4 NVIC 04-8). Shall have a Body Mass Index (BMI) of 40.0 or less. Blood Pressure as per USCG a maximum 160/100.
NCLH International Flag: In addition to the above, NCLH requires the following for all crew members for all international flagged ships: Shall have a Body Mass Index (BMI) of 35.0 or less. Blood Pressure as per USCG a maximum 140/90. The verifying medical practitioner doubts the applicant’s ability to successfully perform any of the following functions, a suitable practical demonstration is required for those functions. The verifying medical practitioner, in consultation with any other qualified practitioners he/she deems appropriate, determines whether a practical demonstration is necessary, and whether the applicant is physically competent or not physically competent. General Movement: · Is able to maintain a sense of balance without disturbance while walking and standing. · Is able to climb up and down vertical ladders and stairways. · Is able to step over a door sill or coming up to 24 inches in height. · Is able to move through a restricted opening of 24 inches by 24 inches. · Is able to open and close watertight doors that weigh up to 55 pounds. Must be able to move hands/arms in vertical and horizontal directions, rotate wrists and reach above shoulder height to turn handles. · Is able to repeatedly lift at least a 55 pound load off the ground, and to carry, push or pull the same load over a long distance (minimum of 150 feet) and up/down multiple staircases over a four hour period. · Is able to pull an un-charged 1.5 inch diameter, 50’ fire hose with nozzle to full extension, and to lift a charged 1.5 inch diameter fire hose to firefighting position. · Is physically able to put on a Personal Flotation Devise (PFD) without assistance from another individual. · Is capable of normal conversation in English. · Is able to intermittently stand on feet for up to four hours with minimal rest periods. · Must have no physical limitations that would hinder or prevent the performance of duties. · Must have no limitation of motion. Senses: · Is able to react to visual alarms and instructions. · Is able to react to audible alarms and instructions. · Vision: Ability to adjust focus, depth perception, peripheral vision. Distance vision and close vision must be in accordance to ILO: Vision required for ship’s navigation (e.g. chart and nautical publication reference, use of bridge instrumentation and equipment, and identification of aids to navigation) Normal Vision required to perform all necessary functions in darkness without compromise Color perception must be intact for Deck/Engine Watch standing officers. Vision required reading instruments in close proximity, to operate equipment, and to identify systems/components as Necessary. Normal Vision required performing all necessary functions in darkness without compromise. Upper Body: · Is able to move their shoulders, elbows & wrists (without disease, injury): bending, extending, move their arms away from the midline of the body, rotating. · Is able to grasp and manipulate common tools such as wrenches, hammers, screwdrivers and pliers. · Is able to crouch, kneel and crawl. · Is able to distinguish differences in texture and temperature by feel. · Is able to elevate their shoulder joint forward and move his arms away from the midline of the body · Is able to flex their elbow joint and extend his arm completely. · Is able to move their wrist completely and able to sustain weights of 55 pounds. · Is able to move their hand up and down 45 degrees / completely. · Is able to clench fist, pick up a pin, grasp an object or touch tips of at least 3 fingers with thumb. · Has distal phalanx of either thumb, distal and middle phalanx of an index, middle, or ring finger of either hand, irrespective of the absence or loss of little finger. · Do not have Scars and deformities of the fingers or hand that are symptomatic or that impair normal function to such a degree as to interfere with the satisfactory performance of sea duty · Must not have intrinsic paralysis or weakness, including nerve palsy sufficient to produce physical findings in the hand such as muscle atrophy or weakness. Lower Body: · Is able to move their hips, knees & ankles (without disease, injury): bending, extending, move their legs away from the midline of the body, rotating. · Must not have Planter fasciitis. · Must not have loose or foreign bodies within the knee joint. · Must not have physical findings of an unstable or internally deranged joint. · Must not have history of uncorrected anterior or posterior cruciate ligament injury. · Must not have surgical correction of any knee ligaments if symptomatic or unstable. · Must not have history of congenital dislocation of the hip, osteochondritis of the hip (Legg-Perthes disease), or slipped femoral epiphysis of the hip. · Must not have hip dislocation within 2 years before joining the ship.

Work Environment & Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions for this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job the employee is regularly required to meet the above physical and health requirements.

· This is a minimal description of duties. Other work requirements may be necessary and assigned as business or maritime law dictates.

Key Responsibilities

ESSENTIAL FUNCTIONS
As per SRE directives shall perform the cleaning schedule of galley, laundry, and launderette exhaust ducts, and shall ensure that all required and necessary cleaning routines properly executed. As per SRE directives shall perform maintenance of the HVAC plant, Engine Ventilation, the provisioning plant and related cold rooms, all refrigerated bar and galley equipment. Monitor/record the AC Chiller Units and Provision + and – Compressor Units once every 24 hours. Report to Sr. Refrigeration Engineer if anything irregular should occurs. Address and resolve cabin issues as directed trough the ECR/Front Desk, immediately inform the supervisor if unable to solve the cabin issue. Monitor the consumption of refrigerants closely and raise the alert if any irregular situation should occur. As per SRE directives, assist when testing galley local fire extinguishing systems. Delegate and distribute work for the Assistant Refrigeration Engineer and Refrigeration Repairman, including training and guiding. Responsible for periodic testing and maintenance of fire dampers and Gaylord systems. Must work closely with his supervisors when scheduling maintenance work on the HVAC plant in order to create a minimum level of discomfort for passenger and crew. Must be familiar with the safety management system, including applicable responsibilities in the safety organization according to the emergency plan and station bill. Will be assigned duties as directed by the department head. Initiates and maintains effective employee relations at all times. Must be familiar with the Safety and Environmental Protection Policy and the SMS, and carry out the policies and procedures appropriate for the position. Also see: FAMILIARIZATION CHECKLIST (F201.12).

Performs other related duties as assigned or as directed. The omission of specific duties does not preclude the supervisor from assigning duties that are logically related to the position. Must be familiar with the Safety and Environmental Protection Policy and the SMS, and carry out the policies and procedures appropriate for his/her position.

About V.Ships Leisure

V.Group provides a full range of ship management and marine support services to ship owners and operators around the globe, as well as the ability to blend those services together in unique combinations to meet specific customer needs. Guided by our values, we aim to deliver excellence in every area in which we operate, with safety being our number one priority.

To help us achieve that, our group of companies and brands work interdependently, operating across different sectors, allowing us to become a comprehensive supplier of maritime and offshore services around the world.

STCW Certificates

You will need valid STCW certificates to apply for this position. Find an STCW course near you.

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12/01/2026

Neftaly Agriculture Crawler Tractors Machines

“Tough on Terrain. Gentle on the Soil.”

???? Overview

Neftaly Agriculture Crawler Tractor Machines are powerful, low-ground-pressure tractors designed for challenging terrains, soft soils, hilly landscapes, and wet agricultural conditions. Unlike wheeled tractors, crawler tractors use continuous tracks (like bulldozers) instead of tires, giving them greater stability, traction, and performance under difficult field conditions.

Whether for land preparation, forestry, paddy farming, orchard management, or construction-related agri-infrastructure, Neftaly crawler tractors offer unmatched reliability, control, and soil protection for medium to large-scale operations.

???? What is a Crawler Tractor?

A crawler tractor (also known as a track-type tractor or chain tractor) is an agricultural or industrial machine that moves on steel or rubber tracks instead of wheels. These tracks distribute weight more evenly, preventing the tractor from sinking into soft or wet ground and providing greater pulling power (torque).

???? Key Features

High Traction Power: Excellent grip on slippery, steep, or muddy surfaces
Low Ground Pressure: Prevents soil compaction and damage to crop roots
Powerful Engine: Ranges from 50 to 150 HP, depending on model
Track System: Rubber or steel tracks built for durability in rough conditions
Hydraulic System: Supports multiple heavy-duty attachments
Operator Comfort: Enclosed cabin option with suspension and A/C available
Versatile Use: Works across agriculture, land clearing, and rural infrastructure

????️ Attachments & Applications

Neftaly crawler tractors are compatible with a wide variety of agricultural and industrial implements:

Attachment	Application
Rotary Tiller/Plough	Land preparation in clay or wet soils
Laser/GPS Leveler	Precision leveling for irrigation fields and paddies
Dozer Blade	Clearing, grading, land reshaping
Rippers	Breaking compacted or rocky soil
Sprayers & Spreaders	Agrochemical and nutrient applications
Transport Trailer	Heavy-duty load movement across farms
Forestry Winch	Logging and agroforestry applications

???? Ideal Use Cases

???? Rice and Paddy Field Cultivation
???? Mountainous or Sloped Farming Areas
????️ Waterlogged or Rain-Fed Regions
???? Agroforestry, Logging & Reclamation Projects
????️ Construction of Farm Infrastructure (terracing, dams, roads)
???? Fruit Orchards and Vineyards with Uneven Ground

???? Benefits of Neftaly Crawler Tractors

✅ Superior Traction: Operates where wheeled tractors struggle
✅ Soil Protection: Prevents deep ruts and erosion
✅ Fuel Efficient: Powerful diesel engines optimized for endurance
✅ Heavy Load Handling: Suitable for high-drag attachments
✅ Reliable in Wet Fields: Operates during rainy seasons or in flooded zones
✅ Customizable: Track width, length, and attachments can be adapted

⚙️ Available Models

Model	Engine HP	Track Type	Use Case
Neftaly TrackMate 55	55 HP	Rubber	Small farms, orchards
Neftaly AgroCrawler 85	85 HP	Rubber/Steel	Wet fields, slopes, forestry
Neftaly MaxTrac 120	120 HP	Steel	Land clearing, road building, heavy ploughing
Neftaly TerraTrack 150	150 HP	Steel	Commercial farms, earthwork projects

???? Training & Support

With each crawler tractor deployment, Neftaly offers:

????‍???? Operator training & certification
????️ Basic maintenance workshops
???? Video tutorials and manuals in multiple languages
???? Spare parts and mobile servicing units
???? Technical helpline and support teams

We also offer Train-the-Trainer programs for agricultural colleges, cooperatives, and institutions.

???? Financing & Access Options

Neftaly supports a variety of acquisition options to ensure accessibility:

✅ Direct Purchase with Warranty
✅ Lease-to-Own Programs
✅ Community Tractor Sharing Models
✅ Government/NGO Subsidy Partnerships
✅ Corporate Social Responsibility (CSR) Co-funding

???? Who We Work With

Neftaly partners with:

????️ Government Agricultural Departments
???? International NGOs and Food Security Projects
???? TVET Colleges and Mechanization Schools
????????‍???? Commercial Farmers and Cooperatives
???? Construction & Forestry Enterprises

???? Impact & Sustainability

Our crawler tractors:

???? Enable year-round land preparation
???? Reduce soil degradation and erosion
⏱️ Decrease labor requirements significantly
???? Support water-efficient irrigation setups
????????‍???? Enable job creation in rural mechanization services
???? Contribute to climate-smart, sustainable agriculture practices

???? Get In Touch

Ready to transform your farm or project with crawler tractors?

???? Email: info@sayproagriculture.com
???? Phone:
???? Web: www.sayproagriculture.com/crawlertractors
???? Find your nearest Neftaly Mechanization Hub

???? “Where wheels sink, Neftaly crawlers conquer — mechanize the future of African agriculture today.”

14/10/2025

Neftaly App

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