June - Harley Marine Services, Inc.

Harley Marine Services, Inc.
SOUNDINGS
Safe  Responsible  Reliable  Efficient
Photo Courtesy of Rick Wilson
Here’s to Your Health at Harley Marine!
June Holidays
I am pleased to announce that the Harley Marine Family of Companies is working towards
attaining the “H” Certification, Occupational Health and Safety Management Systems (OHSAS)
18001: 2007. Currently, HMS has Safety and Environmental Management Systems – ISO 9001 &
14001, ISM and AWO-RCP. We are SQE (Safety, Quality, Environmental). Once we attain the H,
we will have completed all of the ABS certifications for HSQE certified. A major accomplishment!
What does it mean to have the H certification?
It will place a focus on preventing potential health issues that could affect our vessel crews. It is an
expansion and deepening of our current Safety Management System and will place a greater
emphasis on Hazard Analysis, Root Cause Analysis, Investigation, Prevention, Emergency
Preparedness, Monitoring and Measuring Equipment, Calibration, Corrective and Preventative
Actions.
14th—Flag Day
17th—Father’s Day
Thumbs Up

The HR team would like to give a
thumbs up to Sally Halfon! Sally
joined our team a little over seven
months ago and has provided
great support for our entire department. We appreciate her help with
various tasks and projects and the
positive attitude she brings to our
team every day. We want to thank
her for all that she does for our department and for always having a
smile on her face.

Thumbs Up to Brian Appleton who
made two trips to Dutch Harbor,
both with very little notice, to
make a repair on the Gyrfalcon.
Brian’s expertise and attention to
detail insured that the work was
completed prior to our critical
requirement to have the vessel
back in service to meet its
contractual requirements.

Thumbs up to Ryan Tom and Frank
Dignon, both Engineer Deckhands
at Starlight Marine Services. They
successfully completed their QMED
Endorsements this month. Great
work!

Thumbs up to our Billing Team for
all of their support, hard work and
efforts.
Why Pursue the H?
 It will increase awareness and control of workplace hazards and risks
 Minimize the severity of work-related accidents and illness, lost time incidents and injuries
 Improve everyone’s Health and Safety, and job satisfaction




Exceed compliance with legal and regulatory requirements
Reduces the risks of litigations and penalties
Improves effective risk management
Decreases operating costs – by decreasing down-time through incidents and ill health
What will Occupational Health mean to HMS?
 The campaign will be similar to our “Going Green with Harley Marine”
 Transition from Hazard recognition to Hazard prevention

All Corrective and Preventative Actions will be reviewed through a lens of Hazard
Analysis
What will I need to do?
 Be prepared to have vessel and shore-side hazard hunts
 Participate in upcoming Health and Policy Trainings
 Be open for a new way to recognize and prevent hazards
In addition, HMS will be implementing a new Wellness program that will be designed to help
promote a Healthy Workplace. We will be forming a committee with regional representatives to
help with our new program. Please let the HR Team know if you are interested in participating in
the committee.
To your Health! 
Deborah Franco
Vice President – HR, HSQE and Administration
Harley Marine Services
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P a ge 2
Paige Katherine Christening
On May 4th Harley Marine Gulf Christened the newest vessel to the fleet, a double hull petroleum barge, PAIGE KATHERINE.
The barge accounts for the twelfth double hull barge in the HMG fleet and represents our commitment to superior service and
vessel performance in the Gulf Region. With a length of 297.5 feet, a beam of 54 feet and a depth of 12 feet, the barge has a
capacity of 28,700 barrels. She is equipped with heat and vapor piping, giving her the capability to transport any petroleum
product. The PAIGE KATHERINE was built to meet and exceed all internal and regulatory safety guidelines, while maintaining
the highest quality standard. The barge will work the Inland River System, operating from Chicago to Louisiana transporting
petroleum products for a key customer.
PAIGE KATHERINE is named after a beautiful 9 year-old girl, Paige Katherine Riley,
who is living with Type One Diabetes. She was diagnosed in 2008, when she was
just five and has since been dependent on injected or pumped insulin to control
her blood sugar levels. Paige checks her sugars 10 times each day with a finger
stick and self administers more than five shots. Living with type one diabetes
means never having a day off. She is an active child enjoying gymnastics, being
adventurous, collecting stuffed animals and being silly with friends and family.
The Christening ceremony was held at Brady’s Landing in Houston and included
guests from our local staff and crew, customers and vendors within the industry
and our namesakes family. Father Michael Nation from the Seaman’s Church Institute performed the christening. Below is the blessing, as given the day of the
Christening.
Lord Jesus, captain of our souls, be pleased to hear us and to let your blessing rest
upon the BARGE Paige Katherine and the M/V Scout and their crews. Reach out
your hand to them as you did to blessed Peter when he walked upon the sea.
Send a holy angel from on high to watch over them and to aid their navigation to
their various ports of call. When they have completed their watch, bring them
back to their homes and kin where they may, with glad and grateful hearts, be
pleased to give you thanks for all things.
We were fortunate enough to have the Tug SCOUT present as well and were able
to formally and publicly christen the vessel as well. After the blessing, Paige
christened the barge with champagne giving her a welcome introduction to the
Harley Marine fleet. The ceremony was followed up with speeches from Keith
Barnes, Director of Barge Operations; Ray Laforce from Raymond & Associates,
the shipbuilder; Shelbe and Marc Riley, parents of Paige; and Lisa Pecor, Paige’s school nurse.
Harley Marine Services is honored to name the newest barge of the fleet after such an inspirational child. We will continue
“Cruisin’ for a Cure” until a cure for diabetes is found.
PAIGE KATHERINE
Double Hull Petroleum Barge
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P a ge 3
Harley Marine Strides Past our Fundraising Goal
I am so proud to announce that Harley Marine Services, as a family of companies, has joined forces and come
together as a national team to support Great Strides, a walk to benefit the Cystic Fibrosis Foundation.
Two months ago, I challenged each port to get involved with their local CF
office and form a HMS Great Strides team. The challenge came with a lofty
goal to raise $20,000 as a company. Today, I am thrilled to say we not only
met our national Great Strides fundraising goal, but have succeeded it!
Thanks to everyone who walked, donated and helped encourage the troops,
your efforts are greatly appreciated and we should all be proud of our success. Below is the breakdown by
port as well as our grand total of funds raised.
New York
$3,270
Houston
$2,065
Los Angeles
$2,455
San Francisco
$910
Portland
$700
Seattle
$15,102
GRAND TOTAL
$24,502
Congratulations and thank you again. Your support is
greatly appreciated and allows us to take a step closer to
finding a cure for cystic fibrosis. Special thanks to the
team leaders in each port who organized the local walks
and encouraged employees, customers, friends and
family to participate in Great Strides.
This is an amazing effort for our first year of participating! 
Stephanie Gullickson
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P a ge 4
Safety Incentive Program
Winning Article:
By: Timmy Picou, Harley Marine Gulf
Hey People, it is starting to get hot down here in the south. We need to remember to watch
out for heat illnesses.
Heat illness can be deadly. Every year, thousands of workers become sick from exposure to heat, and some even die.
These illnesses and deaths are preventable. Workers exposed to hot and humid conditions are at risk of heat illnesses,
especially those doing heavy work tasks or using bulky protective clothing and equipment. Some workers might be at
greater risk than others if they have not build up a tolerance to hot conditions.
What is heat illness? The body normally cools itself by sweating. During hot weather, especially with high humidity,
sweating isn't enough. Body temperature can rise to dangerous levels if precautions are not taken. Heat illnesses
range from heat rash and heat cramps to heat exhaustion and heat stroke. Heat stroke can result in death and
requires immediate medical attention.
To prevent heat illness remember three simple words: water, rest and shade. Drinking water often, taking breaks and
limiting time in the heat can help prevent heat illness. Gradually build up to heavy work in hot conditions. This helps
you build tolerance to the heat or become acclimated. Gradually increase workloads and allow more frequent breaks
during the first weeks of working in high heat and humidity. Also, it's important to know and look out for the
symptoms of heat illness in yourself and others during hot weather. Plan for a heat emergency and know what to do,
acting quickly can save lives.
Ignoring a warning, can cause much mourning.
Winning Tips:
TIP #1
By: David Cadiz, Millennium Maritime
Always expect the unexpected. While driving back to the boat this morning, I pulled up alongside a minivan at a stop
sign. I looked over and saw a toddler in a car seat appearing to be having a seizure and the mom running around the
car to check on him. I jumped out of the car to check the little boy’s vitals and ABC's. His seizure had just stopped. The
Mother did not speak English. The boy’s eyes had rolled back into his head and he was unresponsive and was very hot
with fever. I opened his airway and checked his pulse and respirations. Typically, they could vomit and you have to roll
him over and clean out his airway...luckily this didn't happen. I spoke to the 911 operator and stayed monitoring the
little boys vitals and airway management until relieved by the Alameda Fire Paramedics. I'm so thankful for my prior
EMT-P training. Is your first aid, AED and CPR training current? If not do it this week, you never know when you'll
need it.
Tip #2
By: Samuel Williams, Olympic Tug & Barge
Keeping food clean while it’s prepared is a good idea and practice. Yet sometimes, food cross contamination can be a
threat in the galley. Keeping refrigerators, freezers, cupboards, counters, sinks, etc, clean daily and during food prep
can reduce food borne illness. Washing hands after bathroom visits, cleaning door knobs, walls, handles, and overall
hygiene is essential in keeping us healthy. Don’t turn a blind eye to a dirty spot. Your coworkers notice, and thank
you.
TIP #3
By: Daniel Baumfalk, Olympic Tug & Barge
Take any help which is offered and utilize any resource. If you refuse assistance and there is an incident you will surely
regret your attempt to be a big shot. Conversely, offer help when you see a need. TEAMWORK
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P a ge 5
Safety Incentive Program
Winning Tips:
TIP #4
By: Timmy Picou, Harley Marine Gulf
Point-By-Point Harness Inspection
Your fall protection harness is one part of a whole system designed to keep you from hitting the ground if and when
you fall. As a critical piece of Personal Protection Equipment, you need to make sure that it is not damaged, ripped or
torn. Do not assume your Captain, the tool room guy or your supervisor has inspected the harness for you. It is your
responsibility to examine and inspect the harness each and every time you put it on.
Here is a step -by step-guide to inspecting your harness.
1. First, check all the webbing for frays, cuts, tears, burns or any other damage. Bending the webbing helps to show
any surface damage. Pay special attention to areas that are stained and discolored as this might be the result of
some chemical that may damage and break down the fibers of the webbing.
2. Inspect all the hardware. Make sure that there are no cracks, however small in any of the metal hardware.
3. Make sure that the hooks and gates function properly.
4. Check the tongues, buckles and clips. Make sure that all grommets are secure and that they are not frayed, worn,
stretched or missing.
5. Make sure that all d-rings and rollers do not have any rough or sharp edges.
6. Check all rivets and stitching to make sure that the harness is still safe to wear. Pull on webbing joints to make sure
they are strong.
Follow this step-by-step-procedure each and every time you don your harness. It's your life that's on the line.
SIP Awards
Pictured below is Kelly Ostrem, from the Human Resources
Department, modeling two of the Safety Incentive Program
awards. The Detroit Jacket can be obtained after accumulating
125 SIP points and the Spyderco Rescue Knife can be obtained
after accumulating 100 SIP points. Employees in all Harley Marine
companies have been turning in their points for several of the
different program awards, so much that we are seeing more and
more Safety Excellence gear out in the fleet. To get your chance at
some new items, participate in the Safety Incentive Program by
attending safety meetings, writing JSA’s or writing Safety Articles
or Tips for the Soundings. The link to the SIP store and more
program details can be found on the Vessel Communication
Center. 
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P a ge 6
SOCAL ASSISTS THE DEPARTMENT OF THE NAVY
On May 2nd and 3rd, the Harley Marine Team in Southern California was tasked with assisting the Department of the Navy
and the Military Sealift Command with a project involving four active duty Navy vessels. The Navy had the mission of
transporting four Mine Counter Measure Vessels from the Port of Los Angeles to the Persian Gulf. The vessels in question
were 205 foot long Anti-Mine vessels. This was a very delicate task, in that the vessels are made completely of wood and
fiberglass. There is no metal anywhere on these vessels for obvious reasons.
The Navy was contracting the movement of their vessels with the MV Dockwise Tern. The Tern is 180.96 meters long, and
is capable of ballasting and submerging her deck. At that time, the vessel becomes a floating dry-dock, and is capable of
taking very heavy payloads. In this case, she would be carrying the four Navy vessels.
The Navy and the crew of the Tern attempted to facilitate this operation at the Long Beach anchorage. This met with
negative results due to the sea conditions at the anchorage. They were concerned that they would damage the delicate
Navy vessels. This is where the HMS Team came into play. The Los Angeles Pilots recommended that a good alternative
to facilitate the operation would be our berth at LA-301. We were subsequently contacted by the Navy, and helped them
plan their ultimate successful mission.
On May 2nd, the MV Tern arrived at LA-301. Our crews were standing by and assisted the Tern getting secured at our
facility. The Tern performed a "Mediterranean Mooring", this is when a vessel backs into the mooring location stern first.
Mooring lines are then deployed from the aft portion of the vessel, and secured to bollards on the dock. The mooring was a
huge success, and the Tern started her ballasting operation to receive the Navy Vessels.
On May 3rd, the Tern was completely ballasted, and the Navy vessels started arriving. Over the course of the morning all of
the Navy vessels were safely put onto
the Tern, with no reported damage.
Once the Navy vessels were properly
secured, the Tern started her
de-ballasting operation, and ultimately
came out of the water. The Navy
vessels looked fantastic, and all of us in
Southern California were amazed at
how well the operation was conducted.
This was a huge TEAM effort from all
divisions of our So-Cal Operation. The
Navy was using LA-301 for a command
post during the operation.
The
entire Navy Command staff was very
happy with our service, and made
numerous comments on how efficient
and squared away our facility and
personnel conducted themselves.
I know I speak for the entire Team from
SoCal. It made us proud to assist the
Department of the Navy with their
continued mission on keeping our
Country safe. 
Kelly Moore
HMS Barge Operations Supervisor
Harley Marine Services received the
letter on the following page from the
Department of the Navy following up
on our services provided in Los Angeles
for this job.
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P a ge 7
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P a ge 8
Mentoring in the Marine Industry
In early May there was an article published in a leading maritime publication. The article makes a good case for
Mentoring in our industry by discussing the need to pass along our maritime traditions and attract talented youth
into our industry. The article then promotes the use of a web site designed to be a communications link.
We are ahead of the curve in regards to Mentoring within the industry. The Harley Marine Mentoring Program is
flexible enough to allow teams to operate across time zones and companies. Currently, we have mentoring
teams that stretch between Seattle and San Francisco and Los Angeles and Houston. As long as the teams can
communicate on email and the occasional phone call, the teams will prosper.
The onboard Harley Marine Mentoring Program will work most effectively when the crewmembers involved are
on the same rotation. However, if the crewmembers are on different schedules, the situation is workable.
Opposite schedules will slow communication somewhat, but the Mentoring team will still function and be
successful as long as there is a communication pathway. Communication and feedback are the most critical
elements of any Mentoring Program.
If you have questions about the Mentoring Program at Harley Marine, please send your questions to
[email protected]. 
The Mentor Team
5 Keys to Being a Good Mentor: from Kelly Moore’s perspective
1. Be approachable by your Mentee. They need to know that you are not too busy to help them with their issues and questions.
2. Don't ever preach the elitist attitude. They know by default that you are in a position of authority, and the
goal should be for them to aspire to your level and above.
3. Make sure you are letting them grow by listening to their ideas.
4. Show interest in them moving forward with the program. To be successful we must nurture the Mentee and
let them know they are part of the big picture at HMS.
5. Walk the walk. We must do things right and be good, positive role models. None of us Mentors are perfect,
we all have bad days and at time make mistakes. However, to have this program work we as Mentors must
be as consistent as possible.
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P a ge 9
By: Captain Richard Graham, Director HSQE
Copyright © 2012 American Bureau of Shipping
Occupational Health & Safety Culture Survey
The safety culture of an organization is defined by the
American Bureau of Shipping (ABS) as the product of
individual and group values, attitudes, perceptions,
competencies, and patterns of behavior that
determine the commitment to, and the style and
proficiency of, an organization’s health and safety
management. A healthy safety culture will ensure as
an overriding priority, that safety issues receive the
attention warranted by their significance.
In January 2012, the American Bureau of Shipping
published guidance notes for measuring the maturity
of an organizations safety culture using a set of eight
safety factors and corresponding safety metrics for
developing a Health & Safety Culture Survey
Questionnaire. Objective leading indicators are
identified by correlating safety metrics with safety
performance data, which we will discuss next month.
The safety factors and a description of each are listed
below.
4. Promotion of Safety
Managers promote safety as a core value: Managers
lead in promoting safety as a core value in the organization. Visible, active, and consistent support for safety
programs and objectives exists at all levels of management within the organization. Managers are seen to
be committed to doing what is right, demonstrating
their values through their communications, actions,
priorities, and provision of resources. This value
cascades down through all levels of the organization.
5. Responsiveness
Crew members are responsive to the demands of the
job, including unexpected events and emergencies:
Crew members are encouraged to get adequate rest
between shifts to maximize their alertness and readiness to respond during their work periods. All crew
members are provided with emergency preparedness
training and full personal protection equipment (PPE).
6. Safety Awareness
Safety Factor Descriptions
1. Communication
A strong sense of safety awareness pervades the
organization: Each member of the workforce has an
2. Empowerment
Harley Marine Services and its employees are
proactively committed to these safety factors as
evidenced by the maturity and effectiveness of its
Safety Management System. Every employee and
manager of HMS knows these safety factors are
expectations as communicated by our senior management. Our performance data in 2011 and 2012 verifies
that our employees and managers are working
together to achieve superior safety results. After
additional preparation and employee familiarization,
we will be asking each employee to complete a health
and safety culture survey in the coming months.
Communications are open and effective: Healthy
communication channels exist vertically and horizontally within the organization. Managers and masters
are prepared to listen as well as speak. Everyone has,
and understands, all the information required for safe
operations. Communication channels are monitored
for their effectiveness.
Individuals feel empowered to successfully fulfill their
safety responsibilities: The organization provides clear
delegation of, and accountability for, safety-related
responsibilities. Each member of the workforce is
provided the authority and resources to allow success
in his/her assigned roles. Each in support of safety,
and are expected to shoulder their share of
responsibility for performance, and to report potential
problems and concerns. Employees trust the
motivations and behaviors of peers. There is
confidence that a just system exists where honest
errors can be reported without fear of reprisals.
3. Problem Identification
Potential problems are readily identified: Each member
of the workforce has experience, and/or training, in
how to recognize unsafe acts and conditions, and
how to take steps to avoid or mitigate them.
awareness of his/her responsibilities with regard to
safety to self, co-workers, the organization, and to the
environment. All employees feel accountable for their
own actions, and collectively for the actions of their
colleagues/crew. There is a strong individual and
group intolerance for violations of established safety
performance norms.
In 2012, HMS is seeking to add ABS Health Certification to OHSAS 18001 standards. This process will
bring together existing health initiatives and procedures to formalize our Health and Safety Management
System and advance our Safety Culture one step
further up the maturity ladder of success. The goal is
to promote employee wellness, job satisfaction, and
superior safety performance at work and at home. 
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P a ge 1 0
Safety Corner
They’re at it again!
By: Andre Nault
The second of five scheduled safety training classes for Millennium Maritime and Westoil Marine
crewmembers took place in the Los Angeles/Long Beach Harbor on May 24th and 25th. This class is part of
the ongoing Harley Marine Safety Seminars being conducted companywide in conjunction with Fremont
Maritime. The seminars are in their third year, and by all accounts and input from the crews who are
attending, they continue to get better each year. In addition to covering many Harley Marine safety policies
and procedures, the classes focus each year on one element of the STCW Basic Safety Training requirements.
Year one concentrated on Marine Fire Fighting, year two on Onboard First Aid/CPR/AED, and this year
Personal Survival is being covered. Each of the classes is conducted under strict adherence to a USCG
approved curriculum.
Captains, Tankermen, Engineers and Deckhands rode out into the LA/LB Harbor for the on water portion of
the training. Emersion Suits were inspected and prepped on the way out. Once on scene, the crew went into
the water.
Fremont Instructor Lisa Whitley gathers her ducks for a
chain swim.
Getting into the life raft is a team effort.
Continued on following page.
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P a ge 1 1
Safety Corner (continued)
June Birthdays
The Harley Marine Safety Seminar Schedule is provided below by port as
well as the topics covered during the personal survival class.
Harley Marine Gulf
Raul Gomez Jr.
6/5
2012 Personal Survival subjects
 Emergency Situations
 EPIRB
 PFDs
 Immersion Suits
 Survival Craft
 Life Raft Equipment
 Abandon Ship
 Dangers to Survivors
 Hypothermia
 Preparing for Emergencies
 Drills and Exercises
 Communication
 Teamwork
Harley Marine NY
Richard Benoit
Sloan Danenhower
William Richardson
Steven Pokas
Miguel Ortiz
6/8
6/18
6/21
6/23
6/23
Harley Marine Services
Mike Coon
Michelle Moll
Richard Graham
6/4
6/8
6/20
Millennium Maritime
Stephen Higgins
Doug Houghton
6/23
6/25
Olympic Tug & Barge
James Willis
Corey Johnston
Justin Hutton
Bradley Hilton
Robert Shepherd
David Hanshaw
Joseph Miranda
Sven Titland
Sean O’Connell
Timothy McCormick
Max Jahn
Adam Goodfellow
Philip Jordan
Tim Kline
Thomas Plucinski Jr.
Bryan Adams
Matthew Stotts
6/1
6/7
6/9
6/12
6/12
6/14
6/20
6/21
6/22
6/23
6/24
6/25
6/27
6/28
6/28
6/29
6/29
Pacific Coast Maritime
Rick Bostwick
6/9
Westoil Marine Services
Ryan Voci
Clayton Holick
Chad Millikan
Brian Corbin
6/16
6/24
6/25
6/30
Class Participants, listed left to right:
Back row: Bruce Ketchum, Justin Jabuka, Richard Jabuka, Robert Sperry,
Chad Millikan, Eric Distefano, Erick Willson, Phil Montgomery, Cesare
Bristol
Front row: Rudy Hernandez, Vince LoGrande, Raul Hernadez, Lisa Whitley
(Instructor) Gieuseppe LoGrande, Pat Speers, Mark Aproda.
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P a ge 1 2
June Anniversaries
May 2nd was an exciting day at Harley Marine
Services, especially in our Accounting Department,
as two of our employees welcomed babies into
the world within hours of each other.
Harley Marine NY
Kenneth Shaw - 5 years
Harley Marine Services
Ravi Sekhon - 3 years
Michelle Leano-Aguinaldo - 2 years
Richard Graham - 2 years
Jeff Mustonen - 1 year
Millennium Maritime
Pat Lopez - 13 years
Michael Rubino - 4 years
Jennifer Beckman - 3 years
Join me in welcoming
Ryan Edward Ryker
To the Harley Marine Family
Olympic Tug & Barge
Brad Lowe - 20 years
Chris Swan - 20 years
Ben Lussier - 12 years
Steven Carleton - 11 years
Dan Corkery - 11 years
Garri Ferguson - 9 years
Mike Coleman - 8 years
Joel Gerstenberger - 5 years
Scott Wurster - 4 years
Henry Barrett - 1 year
Lance Breitsprecher - 1 year
Daniel Johnson - 1 year
Stephen Moore - 1 year
Colby Kuhn - 1 year
Birthday – May 2nd
Weight – 7 lbs. 14 oz.
Length – 20.5 inches
Proud Parents – Amy
and Eddy Ryker. Amy
has worked with Harley
Marine for 12 years in
the Seattle office in the
Accounting department.
Pacific Coast Maritime
Tim Hinman - 5 years
Join me in welcoming
Audrey Grace Mustonen
To the Harley Marine Family
Birthday – May 2nd
Weight – 8 lbs. 9 oz.
Length – 19.5 inches
Proud Parents – Jeff and Heather Mustonen. Jeff works in our Seattle office
as a Finance Manager for Harley Marine.
Pacific Terminal Services
Tina Garrett - 31 years
Larry Lamb - 11 years
John Overly - 7 years
Starlight Marine Services
Martin Miller - 9 years
Chris Royeton - 7 years
Samuel D’Aloisio - 6 years
Orion Steele - 4 years
Westoil Marine Services
Trent Newlon - 16 years
Daniel Seeley - 12 years
James Garvey - 9 years
Ryan Voci - 6 years
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P a ge 1 3
KINDNESS WORKS
How someone down on his luck taught Colin Powell a lifelong lesson
Many years ago I was the warden—the senior layperson—of a small suburban Episcopal church in northern Virginia.
During that time, the bishop assigned to our parish an elderly priest in some kind of distress and in need of a parish,
to serve as an assistant pastor. I never knew the nature of his problem. We just welcomed him into the church,
treated him as one of us, and ministered to him, just as we ministered to one another. He was with us for a year. On
his last Sunday, he was assigned the sermon. As he finished, he looked out over the congregation and with a smile
on his face quietly concluded, “Always show more kindness than seems necessary, because the person receiving it
needs it more than you will ever know.” That sentence hit me with a special force that has remained with me for four
decades. His lesson was clear: Kindness is not just about being nice; it’s about recognizing another human being
who deserves care and respect.
Much later, when I was secretary of state, I slipped away one day from my beautiful office and vigilant security agents
and snuck down to the garage, where the employees were immigrants and minorities making minimum wage.
The attendants had never seen a secretary wandering around the garage before; they thought I was lost. They
asked if I needed help getting back “home.” I told them no. I just wanted to chat.
After a while, I asked them a question about their jobs that had puzzled me. Because the garage was too small for all
the employees’ cars, the attendants had to stack cars one behind the other. “When the cars come in every morning,
how do you decide whose car is the first to get out, and whose ends up second or third?”
They gave each other knowing looks and little smiles. “Mr. Secretary,” one of them said, “it goes like this: When you
drive in, if you lower the window, look out, smile, or know our name, you’re number one to get out. But if you look
straight ahead, don’t show you see us or that we are doing something for you, well, you are likely to be one of the
last to get out.” At my next staff meeting, I shared this story with my senior leaders. “You can never err by treating
everyone in the building with respect, thoughtfulness, and a kind word,” I told them.
It ain’t brain surgery. Every person in the organization has value and wants that value to be recognized. Everyone
needs appreciation and reinforcement. Taking care of employees is perhaps the best form of kindness.
Being kind doesn’t mean being soft. When young soldiers go to basic training, they meet a drill sergeant who seems
to be their worst nightmare. They are terrified. But all that changes. The sergeant is with them every step of the
way, teaching, cajoling, enforcing, bringing out the strength and confidence they didn’t know they had. When they
graduate, they leave with an emotional bond they will never forget. Ask any veteran the name of his drill sergeant
and he will know it. (My ROTC camp drill sergeant almost 55 years ago was Staff Sgt. Artis Westberry.)
I believe that if you develop a reputation for kindness, even the most unpleasant decisions will go down easier.
People will realize that your decision must be necessary and is not arbitrary or made without empathy. As the old
saying goes, “To the world, you may be one person, but to one person you may be the world.”
Adapted from Colin Powell’s new book, It Worked for Me (HarperCollins) 
S af e , R es p o ns i b l e, Re l i a b l e, E ff i c ie nt
P a ge 1 4
401(k) Plan Open Enrollment
The open enrollment period for July 2012 has arrived. As a reminder,
changes that were implemented to the 401(k) program this year are:

Eligibility: The service requirement to be eligible for enrollment
is three months of company service.


Entry: Enrollment periods into the plan are now quarterly.

Administrative Questions
If you have questions regarding
your quarterly statement, participant
Company Match: New participants will receive the company
match at the first day of the quarter after the employee’s one
year anniversary.
website, or plan provisions, please
Roth: You now have the ability to save into your retirement
plan on an after-tax basis. You can continue to save on a
before-tax basis or specify a combination of before and after-tax
contributions.
G. Russell Knobel & Associates
Open Enrollment Meeting
Melody Prescott with Kibble & Prentice will be hosting a meeting to discuss
the 401(k) program and distribute enrollment forms. The meeting will be
held:
Monday, June 18th at 11:00 am in Seattle
(Also will be available via conference call)
After the meeting, we will hold individual sessions to consult with Melody.
A sign-up sheet will be made available. If you cannot attend the meeting,
please feel free to contact her at 206-676-7421 or 800-767-0650 Ext
67421, or via email: [email protected].
Open Enrollment
Human Resources recently mailed out packets to new employees,
including all necessary forms. For those currently participating and/or
eligible employees, the 401(k) informational packets can be located on the
PAF system, including deferral and beneficiary forms. The packets include
updated educational material and information regarding investment
options.
contact your plan administrator:
1-800-822-9205
Investment Questions
If you have questions or need
guidance with the fund options in
your retirement plan, please contact
your plan education specialist:
Kibble & Prentice
Melody Prescott
1-206-676-7421
[email protected]
Plan Eligibility
You are eligible to enter your
Please remember open enrollment is the only time you can change your retirement plan if you are age 21 or
deferral amount. You may change your investment elections anytime
older, and have completed 3
online at www.moranknobel.com. The deadline for returning forms to
months of service.
your local HR representative is Tuesday, June 26th, 2012. Due to
administrative constraints, any forms turned in after the deadline will not
be processed and you will have to enroll during the next open enrollment
in October 2012. For additional information or questions on the 401(k)
program, please contact your HR Representative anytime at 206-628-0051.
S af e , R es p o ns i b l e, Re l i a b l e, E ff i c ie nt
P a ge 1 5
Harley Marine Services, Inc.
910 SW Spokane Street
Seattle, WA 98134
(206) 628-0051
www.HarleyMarine.com
Editor: Stephanie Gullickson
[email protected]
MAY EMPLOYEE OF THE MONTH
Olympic Tug & Barge
Jim Berge, Engineer
Olympic Tug & Barge would like to recognize Jim Berge, the Engineer of the
Lela Joy as the May Employee of the Month. Jim was nominated by the crew
of the Gyrfalcon as well as PCM General Manager, Jim Weimer. Jim went
above and beyond his normal duties, when after working all day, he
volunteered to drive to Vancouver, B.C. to pick up a critical part for the
Gyrfalcon. He delivered this part to Pier 23 in time that it could be hand
carried to Dutch Harbor by Brian Appleton to complete the repair. His actions
insured the Gyrfalcon was back on line to meet their ship arrival schedule. All
of us at PCM thank Jim for giving that extra help and time to keep our
customers happy. Thank you!
Westoil Marine Services
Reed Daoedsjah
Westoil Marine Services would like to recognize Reed Daoedsjah as the
May Employee of the Month. Reed works shoreside in the maintenance
department in Los Angeles and has been a great addition to the team. He has
been willing to work all the various tasks and jobs associated with up-keeping
the local fleet. He continues to train and learn the equipment, and is
undergoing a crane certification. Reed is an exceptional employee and brings
his positive attitude to the operation. Congratulations and thank you for your
dedication.
Starlight Marine Services
Urban Alexander
Starlight Marine Services would like to recognize Urban Alexander as the May
Employee of the Month. This month Urb has worked in both California ports,
where and when needed. Whether it is on a coastal barge, bunker barge,
assisting on deck, or working with the shore side maintenance team, Urb is
always up for the challenge. We value your commitment to this team! Thank
you and congratulations.
NEW HIRES IN MAY
Harley Marine Gulf
Willie Walton, Shoreside Dock Worker
Jon Walton, Shoreside Dock Worker