Frequently Asked Questions

Yes. When the online link is unreliable on board, an offline HTML version is available as a fallback. It’s limited to a single PC or browser to keep responses secure, with a short export step to send the completed file back to the Delta Admin team.

Flag your preferred timeline to the office so we can schedule around your actual operational constraints, rather than a fixed cycle. We know tight schedules, short trade cycles, and heavy workloads can conflict with survey and dialogue timing, so prioritize the tasks and windows that are realistic for your crew. The survey and dialogue are meant to support performance, not disrupt operations, and with flexible scheduling they can fit into demanding vessel routines while still driving meaningful results.

We wouldn’t recommend a full re-survey right away. The tool is built for longer cycles, since changes need time to become routine before they show up meaningfully in results. Instead, use an informal crew check-in over the next month to see how new measures are landing, then schedule the next full assessment 3 to 6 months out for a clearer picture of the improvement made. It’s genuinely encouraging that the report drove this level of engagement with your team.

The report shows a snapshot of crew perception, not a full picture of onboard reality, so read it as a starting point rather than a verdict. Look for patterns across ranks and questions, not the scores; the differences in how ranks answered are often more revealing than the number itself. To begin, use three starter questions: Where do we need to improve? Where are we doing well? Where do different ranks see things differently? We’re also softening report language (‘critical’ becomes ‘attention’) and easing off scores, since crews tend to pay more attention on the number over the behaviour.

Some earlier questions were double-barreled or reversed in phrasing, which caused confusion, especially in translation. We’ve already simplified the set to remove that. If a question is still unclear, or you have a simpler way to phrase it, send it to performance.delta@green-jakobsen.com and we’ll review it.

The Delta scale is intentionally demanding: 85% and above is high performance, so 70 to 80% still points to a real, recurring gap, not a passing grade. An 80% score means the behaviour is missing once in five times, which adds up across hundreds of routine tasks, so we flag it early before it becomes a habit or incident.

Performance Delta is a dialogue tool, not just a survey. The score is a prompt for conversation, not the point itself. What matters is the behaviours, practices, and conditions behind it, and that’s where the real improvement happens.

Because the grey bar tracks where most responses cluster, not the single highest score. If only one person answered 100% while most clustered around 85%, that one answer falls outside the “typical zone,” so the bar stops around 95% instead of stretching to 100%. The same happens at the low end.

This is intentional: the band reflects the overall response pattern, not individual outliers. If it stretched to cover every outlier, it would span nearly the whole scale and stop telling you anything useful. So rather than asking why it doesn’t reach 100, treat it as a prompt for dialogue, exploring where perceptions differ and why.

Yes. We continuously develop and refine our training videos and modules so the experience stays current and easy to follow. We’re also working to adapt our materials to the latest applications and formats, so training keeps pace with how crew and officers actually learn and work today. If a specific video, module, or exercise feels outdated or unclear, flag it and we’ll prioritize a look.

The feedback we get says yes. Crews and officers regularly tell us it builds safety culture, connects the team, and helps less experienced crew in particular. That kind of feedback confirms the programme is working as intended, and we keep reinforcing what’s clearly landing well while continuing to fix the friction points raised elsewhere on this page.