หน่วยสมรรถนะ

หน่วยสมรรถนะ

Supervise civil aircraft maintenance activities and manage human resources in the workplace.

สาขาวิชาชีพการบิน


รายละเอียดหน่วยสมรรถนะ


1. รหัสหน่วยสมรรถนะ AVT-FTN-5-050ZA

2. ชื่อหน่วยสมรรถนะ Supervise civil aircraft maintenance activities and manage human resources in the workplace.

3. ทบทวนครั้งที่ - / -

4. สร้างใหม่ ปรับปรุง

5. สำหรับชื่ออาชีพและรหัสอาชีพ (Occupational Classification)


101 Aircraft Mechanics: Airplane




102 Aircraft Mechanics: Helicopter




103 Aircraft Mechanics: Avionics



6. คำอธิบายหน่วยสมรรถนะ (Description of Unit of Competency)


          This skill unit requires application of supervisory and personnel management skills in the performance of all aviation maintenance activities. It covers the competencies required to supervise maintenance activities, apply human resource management practices applicable at the supervisor level, and contribute to workplace training and competency assessment during planned or unplanned maintenance. Work may be done individually or as part of a team.


7. สำหรับระดับคุณวุฒิ
1 2 3 4 5 6 7 8

8. กลุ่มอาชีพ (Sector)


7232 Aircraft Mechanics


9. ชื่ออาชีพและรหัสอาชีพอื่นที่หน่วยสมรรถนะนี้สามารถใช้ได้ (ถ้ามี)
N/A

10. ข้อกำหนดหรือกฎระเบียบที่เกี่ยวข้อง (Licensing or Regulation Related) (ถ้ามี)
N/A

11. สมรรถนะย่อยและเกณฑ์การปฏิบัติงาน (Elements and Performance Criteria)
หน่วยสมรรถนะย่อย (EOC) เกณฑ์ในการปฏิบัติงาน (Performance Criteria) รหัส PC
101503.01 Plan, implement maintenance for teams and provide guidance, monitor maintenance quality. 101503.01.01 Able to identify, organize workload and interpretmaintenance tasks from available maintenance data or schedules in accordancewith enterprise procedures, able to allocate maintenance tasks to appropriateteam members with consideration of individual’sexperience and qualifications. 101503.01.01
101503.01 Plan, implement maintenance for teams and provide guidance, monitor maintenance quality. 101503.01.02 Able to provideguidance to staff, appropriate to the maintenance task and individual’s experience, including the communication of relevantmaintenance data and procedures, check activities and guide personnel toensure that maintenance is performed in accordance with the applicabledocumentation. 101503.01.02
101503.02 Perform human resource management activities and workplace training tasks at the supervisor level. 101503.02.01 Able to identify and respond to Human factors affectingjob performance,to minimize the possibility of maintenance errors,to maintainsound teamwork through an awareness of contributing factors and to maintainsound employment relations. 101503.02.01
101503.02 Perform human resource management activities and workplace training tasks at the supervisor level. 101503.02.02 Able to deliver On-job training through the reinforcement of knowledge andskills gained in off-job training and guiding theirapplication to specific on-job maintenance tasks, and tocomplete the Supervisor’s Verification portion of theWorkplace History Sheets of the Log of Industrial Experience and Achievement. 101503.02.02

12. ความรู้และทักษะก่อนหน้าที่จำเป็น (Pre-requisite Skill & Knowledge)
N/A

13. ทักษะและความรู้ที่ต้องการ (Required Skills and Knowledge)

(ก) ความต้องการด้านทักษะ

N/A

(ข) ความต้องการด้านความรู้

N/A

14. หลักฐานที่ต้องการ (Evidence Guide)


(a) Performance Evidence




          Evidence required to demonstrate competency in this unit must be relevant to and meet all of the requirements of the elements and performance criteria under the specified conditions of assessment, and must include:




          planning and implementing team maintenance activities




          application of all relevant WHS procedures




          observing human factors in team maintenance activities




          providing guidance to team members




          human resource management at team level




          using and compiling the Log of Industrial Experience and Achievement, including an understanding of:




          • purpose of the Log




          • its structure and content




          • responsibility for making entries therein




          • responsibility for the certification of entries




          • explaining the training and competency assessment process, and of the role of supervisors in assisting workplace competency assessors.




          It is essential that maintenance requirements are fully identified and that all applicable aspects of supervision, supervisor level human resource management and involvement in workplace training and competency assessment are identified and applied.




(b) Knowledge Evidence




          Evidence required to demonstrate competency in this unit must be relevant to and satisfy all of the requirements of the elements and performance criteria and include basic knowledge of:




          applicable Commonwealth, state and territory WHS regulations, and enterprise WHS instructions




          the correct use of applicable items of PPE




          the requirement for Confined Space Entry Permits and related training




          applicable MSDS




          Air Transport Association (ATA) 113 Specification for Maintenance Human Factors Guidelines, and of the following human factor elements:




          general factors, including:




          • weaknesses in task design and support




          • motivation and attitudes, task demands and limitations in performance




          • cooperative work, communication and leadership




          • allocation of resources, workload, work conditions and double standards




          aspects relating to the task, including:




          • physical and mental work




          • features of the task which limit efficiency or safety performance, including constraints such as signing-off and shift changeover; time pressures, information sources, trouble shooting methods, tools and equipment




          • task performance levels: skill-based, rule-based and knowledge-based; and the limitations encountered in each category




          • complex and interrelated aircraft systems




          limitations of individual performance, including:




          • the sources and effects of fatigue, detection and countermeasures




          • vision and lighting




          • hearing and noise




          • memory - short and long term




          • claustrophobia and acrophobia




          the influence of external factors, including:




          • maintainability of aircraft




          • guidance availability




          • social environment




          • physical environment, including the effects of extremes of heat and cold, and countermeasures (e.g. limited periods of exposure); noise and fumes; motion and vibration




          the causes of variability in human performance, including:




          • effects of arousal




          • limitations of perception




          • limitations of memory, and management of these




          • limitations of decision-making




          • limitations of motor-functioning




          • information processing




          factors that degrade performance, including:




          • risk motivation




          • individual differences (e.g. depth of training and experience)




          • health




          • alcohol and drugs




          errors in maintenance tasks, including:




          • omissions, incorrect installation and wrong parts




          • assumptions




          • error management by minimization, capture and tolerance




          human factors within groups, including:




          • the distinction between groups and teams; coordination and synergy




          • types of groups: horizontal (same level of personnel) and vertical (different functions)




          • group characteristics; reducing overall task time; coordination




          • team characteristics; performance exceeds sum of individual performances




          • factors which lead to effective working in groups and teams: interaction, participation, open communication, clear expectations, shared leadership and self-assessment




          • team building




          • communication: the process and feedback




          organizational aspects, including:




          • functions and dysfunctionality




          • double standards: professionalism, procedures and time pressure




          • organizational culture, professional culture and work-group culture; and peer pressure




          violation of regulations, procedures and processes, including:




          • organizational failure: latent failure, error-provoking conditions and unsafe acts




          • organizational learning




          • maintenance error management program


15. ขอบเขต (Range Statement)


          This part allows for different work environments and conditions that can affect performance. Essential operating conditions that may be present (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) are included.




          Maintenance data or schedules include:  




          • Maintenance records




          • Manufacturers’ maintenance manuals and servicing schedules




          • Computer maintenance data systems




          • Service bulletins




          • Airworthiness Directives (ADs)




          • Modification incorporation instructions




          • Repair instructions




          • Observations and feedback from maintenance personnel and aircrew via Technical Log entries




          • Aircraft Maintenance Organization (AMO) internal work instructions or directives




          Required resources include:  




          • Personnel




          • Spares




          • Lubricants




          • Consumables




          • Tools




          • Special equipment




          • Personal protective equipment (PPE)




          • Associated equipment including various items of ground support equipment




          • Considerations regarding resources also include:




          • required numbers of personnel and their availability




          • personnel qualifications, experience and authorizations




          • availability of the listed resources




          Guidance in maintenance activities includes:




          • Fault diagnosis procedures




          • Troubleshooting




          • Damage assessment




          • Assessment of repair cost effectiveness




          • Assessment of replacement options




          Human factors affecting job performance include:




          • Individual health and disability




          • Social psychology




          • Time pressure and workload




          • The physical work environment




          The possibility of maintenance errors is minimized through:




          • Varying the extent of supervision according to the nature of the task and work conditions




          • Allowance for qualification and experience levels within the team




          • Allowance for human error and "Murphy’s Law" (‘If something can go wrong, it will.’)




          Employment relations at supervisor level include:  




          • Resolution or referral to management of complaints and difficulties




          • Resolution of conflict within the team




          • Absence of team members from the job




          • Maintenance of discipline in the performance of maintenance tasks




          • Allowance for cultural diversity within the team




          • Knowledge of relevant sections of industrial awards, enterprise agreements, and conditions of employment and service that apply to the particular workplace




          Maintenance activities include:  




          • Planned maintenance




          • Unplanned maintenance




          • Configuration changes




          •   Modification incorporation




          • Minor repairs




          Prescribed instructions, policy, procedures and/or regulatory requirements include:   




          • Manufacturers’ operating and maintenance manuals




          • Quality procedures and work instructions




          • WHS policies and instructions, including material safety data sheets (MSDS)



          • Management directives 


16. หน่วยสมรรถนะร่วม (ถ้ามี)
N/A

17. อุตสาหกรรมร่วม/กลุ่มอาชีพร่วม (ถ้ามี)
N/A

18. รายละเอียดกระบวนการและวิธีการประเมิน (Assessment Description and Procedure)


          • The assessment are composed of paper exams , interviews, and practical demonstrations, which the paper exam is the main testing. The selection of interviews and practical demonstrations are depending on the assessors’ judgment.




          • Competency should be assessed under supervision, without intervention in the work environment, and/or by use of approved simulated activities, covering the full range of maintenance supervision, supervisor level human resource management and assistance with workplace training and competency assessment, as provided for in the Range of Conditions.




          • Evidence is required of underlying knowledge and skills in the supervision of maintenance activities, and in the associated compliance with airworthiness regulatory requirements. The ability must be demonstrated to apply supervisor level human resource management processes during supervision activities, deliver workplace training, and to record experience and evidence for competency assessment associated with completion of the Log of Industrial Experience and Achievement.




          • An individual cannot be evaluated as competent until it can be demonstrated to the satisfaction of the workplace assessor that the relevant elements and performance criteria of the unit of competency are being achieved under supervision, without intervention on a maintenance supervision task that includes application across the Range of Conditions of the following:




          • using maintenance data or schedules




          • identifying required resources




          • providing guidance in maintenance activities




          • allowing for human factors affecting job performance




          • minimizing the possibility of maintenance errors




          • applying employment relations at supervisor level



          • delivering on-job training.



ยินดีต้อนรับ