CAP 737 Crew Resource Management (CRM) Training 机组资源管理培训(30)

曝光台 注意防骗 网曝天猫店富美金盛家居专营店坑蒙拐骗欺诈消费者

CRM assessment should only be tied to the assessment of technical issues, and not carried out as a stand-alone assessment. Suitable methods of assessment should be established, together with the selection criteria and training requirements of the assessors, and their relevant qualifications, knowledge and skills.
A crew member should not fail a licence or type rating revalidation check due to poor CRM unless this is associated with a technical failure. However, an Operator Proficiency Check should not be considered as being satisfactorily completed unless the CRM performance of the pilot meets with company requirements. This does not prevent instructors and examiners from giving feedback on CRM issues where appropriate even if there has not been an effect on the technical performance of the flight.
For individual CRM skills assessment, the following methodology is considered appropriate:
.  
An operator should establish the CRM training programme including an agreed terminology. This should be evaluated with regards to methods, length of training, depth of subjects and effectiveness.

.  
The CRM standards to be used (e.g. NOTECHS) have been agreed by crews, operators and regulators, and reflect best practice.

.  
The standards are clear, brief, and published (in the Operations Manual).

.  
The methodology for assessing, recording and feeding back has been agreed and validated.

.  
Training courses are provided to ensure that crews can achieve the agreed standards.

.  
Procedures are in place for individuals who do not achieve the agreed standards to have access to additional training, and independent third party appeal.

.  
Instructors and examiners are qualified to standards agreed by all parties, and are required to demonstrate their competency to the CAA or such persons as the CAA may nominate.

.  
A training and standardisation programme for training personnel should be established.

For a defined transition period (normally the full cycle of CRM recurrent training), the evaluation system should be crew rather than individually based.
Prior to the introduction of CRM skills assessment, a detailed description of the methodology (including standard terminology to be used) acceptable to the Authority, should be published in the Operations Manual (Training). This methodology should include procedures to be applied in the event that crew members do not achieve, or maintain the required standards. Until recently the assessment of CRM training has lacked any formal measurement criteria resulting in subjective and extremely variable standards.
Research into means of assessment has determined that acquired CRM skills are reflected in recognisable behaviours, whose characteristics are identifiable as measurable behavioural markers. CRM skills assessment should be accomplished via a behavioural marker system (a behavioural marker is a taxonomy or listing of key non-technical skills associated with effective, safe task performance in a given operational job position). The need for a clear and simple system focusing on general concepts and their application is fundamental, as is the need for the training of the users of the system. Appendix 11 contains details of some behavioural marker system which are currently used, the two main validated systems being (i) NOTECHS and (ii) The UT markers. A number of airlines have developed their own behavioural marker systems, and provided that these systems can demonstrate an adequate level of robustness, there should be no reason why they should not be utilised.
　
中国航空网 www.aero.cn
航空翻译 www.aviation.cn
本文链接地址：CAP 737 Crew Resource Management (CRM) Training 机组资源管理培训(30)