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Using the Data. Simon Henderson Emirates Airline. A. P. T. S. Before we start. Assessment. Proficiency. Material in this presentation concerns the Proficiency Assessment and Training System (PATS) developed at Ansett Australia
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Using the Data Simon Henderson Emirates Airline
A P T S Before we start Assessment Proficiency • Material in this presentation concerns the Proficiency Assessment and Training System (PATS) developed at Ansett Australia • PATS was recognised by the award of the Flight Safety Foundation – Airbus Human Factors in Aviation Safety Award in 2002 • The views expressed in this presentation are those of the author and do not necessarily reflect or represent official Emirates Airline policy and procedures Training System
Tension and Conflict Regulations and Compliance Professional Standards Bottom Line Safe and efficient Training Need
Typical Day at the Office New Course Starts on Monday Bright Idea Training Proposal Training Manager Evaluation Wild and Crazy Time Sensible and Smart Compliance Risks Regulations Stakeholders Resources Need? Objective? How Else? Who Pays? What Value?
Solution: Train for the real need Training/Standards Manager
Great Concept - but ... • How to address real world issues • How to determine the NEED • How to measure effectiveness • How to work within regulatory framework • How to develop (Project Management) • How to deliver (Change Management)
Great Concept - but ... • How to address real world issues • How to determine the NEED • How to measure effectiveness • How to work within regulatory framework • How to develop (Project Management) • How to deliver (Change Management) Start with EVALUATION
Practical Issues • Reason Codes versus Grading • Technical versus non-technical • Less is more – Data Tsunami • Overflow and spillage – Which dimensions? • Completing the loop – ‘Outside/Inside’ • Visualise and use the data (What for?) • Compliance • Individual • Training system • Rater reliability • Measure success, failure, inventions, changes
Filters for Selection Crew Management Screen Summary Table Right Clicking on the table brings upa menu of charting options Names deleted for security Defaults to Assessor and Date Order Can Select Assessed or sort in a varietyof ways Pink means that Assessment has yet be reviewed Yellow Caution indicates a problem in that assessment These Filters determine what is displayed in the Summary Table Can filter by crew member, assessment, outcome or specific grading characteristic ie give me Sydney based FO on the A320 that scored 3 or less for support sometime between Jan 1999 and Mar 2000
For Example: A series of specific events may be graphed for this group You can drill down on any data by right clicking and selecting an option - this uses the graph as an advanced filter. Crew Management Screen Names deleted for security You may view any particular assessment at any time or double click on any area of interest. Double Clicking on either the Assessoror the assessed names brings up thatcheck captain’s or that individual’srecord of assessments
Individual Management Right Clicking again brings up a menu. This menu can be used to make comparisons. For Example: This Check Captain’s scoring profile may be compared to others in the same fleet Or The use of Reason Codes may be examined The graph may be used as a filter to select only that area of interest
System Assessment This graph depicts the scoring profile of a selected group of pilots The transition lines between scoring categories is a good measure of the groups performance Snapshots can be taken before and after training.A select group that group that received intervention training can have their scoring profile for a filtered range of events compared. This gives a measure of training effectiveness
Some Real Examples ‘Do something with the data’ Rhona Flin 30 Apr 04
Closing the Gap • Checking Only = minimum standard • Check Captains are “Guardians” • Training and Checking events based on the “Real World” • Checking evaluates training • Standards are training’s safety net NOT training’s goal
Challenge • Does your Check and Training system aim for “perfect” performance? • Do you capture what makes a poor or good performance only ie lowest observed performance? • Do you capture “process” or outcomes? • Do you reward sound error management? • Do you represent the “Real World”?
Challenge • Does your Check and Training system aim for “perfect” performance? • Do you capture what makes a poor or good performance only ie lowest observed performance? • Do you capture “process” or outcomes? • Do you reward sound error management? • Do you represent the “Real World”? Do you TRAIN and CHECK for the real NEED?
