For Client Technical Managers (CTMs) and Administrative Managers (CAMs), the selection of training is critical. It is the bridge between regulatory compliance, operational safety, and workforce competence.
Consider the need for a structured methodology designed to ensure your training outcomes are compliant, contextualized, and cost-effective.
Why This Guidance Matters
A well-executed TNA does more than satisfy an auditor. It ensures that every training hour aligns with:
- Regulatory Requirements: (EASA, ICAO, FAA).
- Internal Documentation: Your specific MOE, CAME, SMSM, and ERP.
- Operational Reality: The actual jobs your staff perform every day.
This document guides you through the decision-making process, helping you determine when to train in-house, when to outsource, and how to maintain control over external content to ensure it reflects your company culture.
This practical reference guide provides a roadmap for:
The 10-Step TNA Process
From defining roles and assessing current competence to validating content and measuring effectiveness. This step-by-step approach ensures no gap is left unchecked.
Step 1: Define Roles and Responsibilities
Identify staff with regulatory roles (e.g. Certifying Staff, CAMO Engineers, SMS Coordinators, Auditors).
Step 2: Identify Required Competencies
Define required knowledge and skill levels for each role (based on EASA AMC/GM and internal job profiles).
Step 3: Assess Current Competence
Evaluate current competence using interviews, surveys, observation, or testing.
Step 4: Review Internal Documentation
Ensure current versions of key documents are reviewed to align content with organisational procedures.
Step 5: Define Training Gaps
Highlight discrepancies between required competence and actual performance. Prioritise high-risk areas.
Step 6: Determine Delivery Method
Assess the most suitable format based on complexity, cost, interaction needs, and availability.
Step 7: Decide In-House vs Outsourced
Assess internal capability, resource availability, and frequency of delivery to determine optimal source.
Step 8: Define Training Objectives and Scope
Clarify expected learning outcomes and any specific Customisation needs.
Step 9: Validate and Approve
Ensure internal technical authority reviews and signs off on final training scope and content.
Step 10: Implement, Monitor, and Review
Deliver the training, collect feedback, assess effectiveness, and update TNA records as needed.
Delivery Format Decision Matrix
Consider which format works best. The guide compares Classroom, Webinar, and Online training based on:
- Content Complexity
- Need for Interaction
- Geographic Dispersion
- Cost per Delegate
In-House vs. Outsourced Strategy
Learn how to leverage external Subject Matter Experts (SMEs) while maintaining the integrity of your Quality Management System (QMS). We provide specific protocols for managing outsourced training, including the use of Non-Disclosure Agreements (NDAs) to share your specific case studies.
The TNA Checklist
A quick-reference tool to validate your training plan before execution.
✓ Define regulatory job functions
✓ List required competencies (regulatory + procedural)
✓ Assess current knowledge/skills
✓ Review internal manuals (MOE, CAME, SMSM, ERP)
✓ Identify training gaps and priorities
✓ Select delivery method (cost vs impact)
✓ Decide in-house or outsourced delivery
✓ Confirm document sharing under NDA (if external)
✓ Define scope and measurable objectives
✓ Validate content via internal technical authority
✓ Deliver, evaluate and review effectiveness
Key Insight: “When outsourcing training, sharing internal documents (MOE, CAME) under NDA is strongly recommended to ensure training content accurately reflects your internal practices.”
Next Steps
ARTSA aims to define universal standards of regulatory training, encourage adherence to these standards, provide a platform for professional development, and foster global cooperation among regulatory training organizations. See www.artsa.aero