Determine the level of staffing needed for the aviation department.
- Identify optimum staffing levels for mission and/or fleet changes
- Identify methods, resources and qualification requirements to assess workload activity (e.g., surveys, NBAA Management Guide, company guidelines, job descriptions, fatigue risk management, licensing, NBAA CAM Content Outline)
- Identify role and responsibilities for position (e.g., job description)
- Evaluate use of direct employees and independent contractors
- Utilize effective succession planning strategies
Determine and assess job-related and professional development training for all personnel.
- Identify regulatory requirements (e.g., Occupational Safety and Health Administration [OSHA], Federal Aviation Administration [FAA], Environmental Protection Agency [EPA], state and local regulation)
- Recognize company requirements
- Determine additional training and professional development needs (e.g., Cardiopulmonary Resuscitation (CPR) and First Aid, Safety Management System (SMS), HAZMAT, upset recovery, cabin safety)
- Select training programs/methods to meet and maintain requirements
- Evaluate effectiveness of training
- Define training record retention and tracking requirements
Fill positions identified during staffing analysis.
- Determine recruitment strategies
- Develop screening criteria
- Recognize interview and selection techniques, processes and restrictions
- Identify key elements of new employee orientation program
- Utilize company resources
Develop and conduct effective employee performance reviews.
- Recognize appropriate performance indicators based on job description, company goals and other applicable criteria
- Compare employee achievement results to defined performance indicators
- Employ techniques and guidelines to conduct employee performance review
- Develop and implement follow-up plan and monitor progress
- Identify strategies for coaching and mentoring employees
Evaluate compensation levels in the aviation department using accepted tools to attract and retain employees.
- Identify and evaluate key elements of compensation norms in the industry (e.g., salary, bonus, benefits)
- Identify company policy on compensation and budgets
- Recognize applicable federal, state and local compensation regulations (e.g., Department of Labor [DOL], Internal Revenue Service [IRS], exempt v. non-exempt, Fair Labor Standards Act [FLSA])
- Recognize the importance of using industry benchmarks when selecting compensation elements
- Determine compensation elements
Respond to employee performance by rewarding or disciplining.
- Recognize the need to promote equity among team members in appraising employee performance
- Identify performance level guidelines
- Utilize parameters of company’s employee reward programs and disciplinary procedures (e.g., pay increase, promotions, appeals, termination)
- Identify and communicate performance expectations and outcomes/results to employees
- Employ effective performance feedback communication to promote employee development
Identify HR regulatory requirements and company policies.
- Recognize applicable federal, state and local regulations, policies and guidelines (e.g., Equal Employment Opportunity Commission [EEOC], Family and Medical Leave Act [FMLA], Health Insurance Portability and Accountability Act [HIPAA], Uniformed Services Employment and Reemployment Rights Act [USERRA])
- Recognize signs and symptoms of substance abuse and remediation techniques (e.g., employee assistance programs)
- Recognize symptoms of and response to discrimination, harassment, and violence in the workplace (e.g., age, retirement issues, hostile environment)
- Develop equitable practices regarding time off for all employees (e.g., hard days off, duty rest, vacation)
Recognize and employ Human Factors (HF) policies and procedures to support effective human performance in the workplace.
- Identify the effect of ergonomic design in the work environment (e.g., illumination, noise, vibration, external and internal operating conditions)
- Recognize signs and causes of degraded human performance (e.g., individual stress, workload, circadian rhythm, other physiological factors)
- Identify mitigation strategies and countermeasures for degraded human performance
- Recognize signs and causes of fatigue and apply fatigue management countermeasures
- Identify performance and communication issues related to diversity in the workplace (e.g., multi-generational, cultural, language, interpersonal)