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The following objectives were adopted on October 26, 2005.
Some NBAA PDP-approved courses meet prior versions of the PDP Objectives. Course providers who wish to obtain PDP approval for new courses must refer to the current, October 26, 2005, version of the PDP objectives. Any questions regarding these objectives should be directed to the NBAA staff at (202) 783-9000.
PM1) Determine the level of staffing needed for the flight department by assessing workloads in order to make efficient use of corporate assets.
- PM1-Ka) Future workload activity within the department
- Understand creative scheduling options for resource allocations, to insure fairness and equitability in work/duty assignments, to make effective use of personnel, and to assure adequate rest periods.
- PM1-Kb) Acceptable working levels
- Understand the complexities and interrelations involved with crew scheduling for flexibility, morale, and maximum crew utilization.
- PM1-Kc) Corporate personnel policies and industry practices
- PM1-Kd) Industry standards/norms
- PM1-Ke) Regulations (e.g., FAA, DOL)
- PM1-Sa) Measuring current staffing level against demand
- PM1-Sb) Assessing the workloads
- PM1-Sc) Monitoring hours/days worked each month
PM2) Support technical training for all personnel within the flight department using recognized external and internal programs in order to ensure competence in each prescribed discipline.
- PM2-Ka) What training programs are available
- PM2-Kb) What training program the employees need
- PM2-Kc) Sources of information concerning the quality of training programs available
- PM2-Kd) Strategies for measuring the effectiveness of training
- PM2-Ke) Regulatory issues
- PM2-Sa) Coordinating the training
- PM2-Sb) Negotiating training contracts
- PM2-Sc) Identifying quality vendors
- PM2-Sd) Measuring the effectiveness of training
PM3) Promote personal and professional growth through training and education by providing financial support and scheduling flexibility in order to support career development.
- PM3-Ka) What type of education and/or training is available
- PM3-Kb) What employees need
- Understanding techniques for ensuring flight department employee satisfaction with training opportunities, career progression, salary, benefits and record keeping.
- PM3-Kc) Corporate policy
- PM3-Kd) Budgetary limitations
- PM3-Ke) Program evaluation
- PM3-Sa) Identifying available programs
- PM3-Sb) Evaluating what type of programs to support
- PM3-Sc) Budgeting properly for the training
- PM3-Sd) Motivating personnel for career advancement
PM4) Prepare to fill key positions by identifying potential candidates and providing the necessary training and growth opportunities in order to ensure orderly transitions and minimize operational disruptions.
- PM4-Ka) Benefits of advance planning
- PM4-Kb) Strategies for forecasting needs
- PM4-Kc) Job market
- PM4-Kd) What training is necessary and what are growth opportunities
- PM4-Ke) Training gaps and skill gaps
- PM4-Kf) Strategies for setting career goals
- PM4-Sa) Identifying the key positions within the flight department
- Develop an ordered plan of promotion and succession under the parameters of human resource management.
- PM4-Sb) Monitoring the progress of the key individuals
- PM4-Sc) Forecasting needs
- PM4-Sd) Accessing job market information
- PM4-Se) Screening and interviewing techniques
PM5) Conduct regular performance reviews by establishing appropriate goals for all employees consistent with department objectives and by evaluating progress in order to maximize employee performance.
- PM5-Ka) When performance evaluations are due
- PM5-Kb) The company objectives
- PM5-Kc) How the employee fits into the big picture
- PM5-Kd) Strategies for summarizing past performance
- PM5-Ke) Strategies for setting appropriate goals
- PM5-Sa) Communicating goals to employees
- PM5-Sb) Evaluating the progress
- PM5-Sc) Counseling personnel
- Practice techniques used for personal and group counseling sessions.
- PM5-Sd) Understand and practice conducting effective performance reviews for individuals and groups.
- PM5-Se) Practice techniques of effective interpersonal skills and conflict resolution between individuals.
PM6) Evaluate compensation for the flight department using benchmarking surveys and considering corporate policy and total compensation packages in order to attract and retain employees.
- PM6-Ka) Compensation norms of the industry
- PM6-Kb) Different forms of compensation
- PM6-Kc) Regulations (e.g., DOL)
- PM6-Kd) Corporate policy
- PM6-Sa) Budgeting
- PM6-Sb) Negotiating
- PM6-Sc) Deciphering-Bench Marking Studies and regulations
- PM6-Sd) Maintaining currency with regulations
PM7) Respond to employee performance by rewarding or disciplining as appropriate in order to maximize the effectiveness of the department.
- PM7-Ka) Employee reward programs
- PM7-Kb) Motivation theory
- PM7-Kc) Principles of fairness
- Understand the purpose for, and the proper establishment of an appeal process for flight department issues.
- PM7-Kd) What motivates your employees
- PM7-Ke) Company restrictions on such program
- PM7-Kf) Understand successful procedures on how to handle disciplinary actions in an arena of non-attribution that maintain professionalism in all areas of the flight department.
- PM7-Sa) Obtaining company buy in to reward programs
- PM7-Sb) Team building
- PM7-Sc) Understanding what motivates people
- PM7-Sd) Counseling
- PM7-Se) Maintain objectivity and equity
PM8) Ensure compliance with regulatory requirements and corporate policies concerning human resource matters by providing documentation or access to people with the information in order to maintain company standards within the department.
- PM8-Ka) Documentation systems
- PM8-Kb) Records retention guidelines
- PM8-Kc) Applicable regulations (e.g., FAA, JAA, EEOC, DOL (employee classifications), OSHA, DOT
- PM8-Kd) Pending and/or proposed regulations
- PM8-Ke) Regulatory issues
- PM8-Kf) Resources for guidance (e.g., HR, law)
- PM8-Kg) Human Resources issues
- Understand the principles of human factors in aviation and how to manage key areas, including but not limited to, fatigue, stress management, medical disorders, and emotional health.
- Understand the principles of human relations that properly administer issues regarding equal employment opportunities, salary administration, and job descriptions.
- Understand the industry-accepted rules regarding time-off and retirement issues and concerns.
- Understand the responsibilities of employers/employees regarding discrimination based upon age, race, religion, and gender.
- Understand the proper procedures for dealing with alcohol and substance abuse.
- PM8-Kh) Company Policies
- Understand how to develop consistent personnel policies that meet federal, state, and local laws.
- PM8-Sa) Applying regulations
- Practice the application of techniques and rules for properly and legally interviewing potential employees.
- PM8-Sb) Maintaining a compliance program
- PM8-Sc) Organizing records
- PM8-Sd) Maintaining currency on regulations
- PM8-Se) Recognizing the needs for guidance on applying policies and regulations
PM9) Recognize, understand and manage human performance in all work environments that is influenced by human factor issues such as physiology, psychology, cognitive processing, task and workload, stress, system analysis and design, human-computer-instrument interaction, operating environment and a safety management system (Basic Human Factors).
- PM9-Ka) Causes and effects of human error.
- PM9-Kb) Effects of emotions on human performance.
- PM9-Kc) Factors affecting vision and visual illusions.
- PM9-Kd) Effect of fatigue, body rhythms, sleep, and fitness on human performance.
- PM9-Ke) Effect of life events, operator behavior, behavioral patterns, cognitive process, perception, motor control, etc. on human behaviors and performance.
- PM9-Kf) Effect of system design on humans to include displays and controls, space and layout, ergonomics, tool design, computer interface.
- PM9-Kg) Effect of medical health, sensory acuity, drug/alcohol, and fatigue on human performance.
- PM9-Kh) Effect of environmental factors such as illumination, noise, vibration, external and internal operating conditions, etc. on human performance.
- PM9-Ki) Effect of workload, task assignment, stress, and time constraint on human performance.
- PM9-Kj) Interactions and communications with the other members in the aviation community.
- PM9-Kk) How new or changed technologies, designs, systems, procedures and policies impact human performance.
- PM9-Kl) The principles of a Safety Management System (SMS).
- PM9-Sa) Transfer of skill from training devices to operational environment.
- PM9-Sb) Recognizing physical symptoms for all specialties within the aviation department associated with recognizing physical symptoms associated with confined spaces, cold/heat, drug and alcohol interaction, visual illusions and perceptions, fatigue, spatial disorientation, oxygen deprivation, etc.
- PM9-Sc) Human interactions with technologies
- PM9-Sd) Managing workload and task assignment
- PM9-Se) Recognizing and managing stress
- PM9-Sf) Creating an environment that reduces fatigue, workload and stress by developing documentation/policies and procedures
- PM9-Sg) Improving intrapersonal communications with all members and participants
- PM9-Sh) Implementing a Safety Management System (SMS)