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Attractiveness of Aviation The Singapore Situation
Dr Michael Lim
Director, Singapore Aviation Academy
Civil Aviation Authority of Singapore
Civil Aviation Authority of Singapore
A Regulator Civil Aviation Policy – Personnel licensing and airworthiness
Airport Economics Regulation
A Service Provider 2009 Best Air Navigation Service Provider (ANSP) by IATA
Singapore Aviation Academy – TRAINAIR Plus member
A Facilitator Aviation industry development
Presentation Agenda
Singapore Aviation – Our Reality
Understanding the Challenges
Grouping our Strategies
Measuring the Benefits
The Human Capital Crunch
4
The ‘Silver Tsunami’
Industry growth inconsistent with training
Training cost Brain drain Competing with other industries
Over 330,000
new pilots
Over 450,000 new
aircraft maintenance
personnel
Over 70,000 new air traffic
controllers
The
international
picture
In the
national
context
• Low unemployment < 2%
• Ageing population
• Growing economy and war on talent
• Rising educational profile
• Already high labor force participation rate @ 66.6%
Presentation Agenda
Singapore Aviation – Our Reality
Understanding the Challenges
Grouping our Strategies
Measuring the Benefits
A Customised Approach
• No “one-size-fits-all” solution
E.g. airlines and MRO will need different strategies
Need to customise to target audience: students or job seekers
• Beyond recruitment: NGAP vision must include helping those in the workforce realise
their potential, and continue to retain them and their experience
New Hires Existing Employees Older workers
• Starting salaries
(monthly)
• Benefits
• Career progression
• Training
opportunities
• Work environment
• Full salary package
• Work environment
• Relationship with
bosses and
colleagues
• Career progression
• Training opportunities
• Relationship with
bosses and
colleagues
• Respect
• Work environment
(including
convenience)
Target Audience Groups
Manpower Attraction
• Singapore’s pre-employment educational (PET) system is
robust and provides sufficient potential supply
• Challenge:
‘Leakage’ is significant
Mismatch in job expectations eg. MRO vs. design
7
• Overall pay packages are competitive
• Challenge:
Lower starting salaries for aerospace
apprentices
Total cash packages are high, but variable
components form a large portion
• Singapore pre-employment educational (PET) system has
higher weightage on academic training
• Practical (hands-on) training facilities and training
resources limited
Access to operating aircraft in a SAR 147 approved
environment
Specialised trainer requirements
8
VS
• Challenge:
PET system needs to balance objectives
Increasing practical training within PET involves
transferring more cost of training to PET system (govt-
subsidised)
PET system could be overtraining
PET grads may not join aviation industry
System may not be sustainable given leakage rate
Curriculum Gaps
• “Structured career progression” must reflect employee’s
contribution and be commensurate with compensation
• Challenge:
Some jobs are by nature high turnover positions with
limited career progression, e.g. service staff
Sensitive union issues on equal treatment
• Training for continued relevancy and competence
• Challenge:
Employers may be reluctant to train existing
employees as it increases their job mobility
Who bears the cost of re-training? Eg. course fees,
absentee payroll
Manpower Development and Retention
Presentation Agenda
Singapore Aviation – Our Reality
Understanding the Challenges
Grouping our Strategies
Measuring the Benefits
Ensuring Training Efficacy
Changing how we Regulate
Reaching out to the
Next Generation
Pro-Enterprise Regulation
• Introduced framework for industry consultations on policies and
regulations
• Close industry engagement
Regular industry briefings to update on changes to regulations
Industry - regulator dialogues and feedback sessions
• Targeted engagement with IHLs and private institutions
e.g SAR 147 consultation with schools for recognition of training
12
Changing how we
Regulate
Competency-Based Training
• Singapore’s national competency-based framework: Singapore Workforce
Skills Qualifications have been developed for aerospace MRO non-
certifying staff
In effect since 2007, widening industry acceptance
Industry HR systems adjusting to changing CBT style of training delivery and
assessment
13
• Singapore’s experience with CBT:
Requires radical change in
instructional tools and delivery
Requires significant support and
advisory
Needs to be regularly updated in
line with industry changes
Assessment is as key to its
success as training
First fruits: MPL implementation in SG
– Multi-Crew Pilot Licence
– ST Aviation Training Academy granted ATO approval in Oct 2009
– Partnership with airline to conduct MPL trial
– 6 cadets completed training and assessment and currently flying
– Full regulations and requirements for MPL developed in 2011
Ensuring Training Efficacy
Baby Boomers Gen X Gen Y Gen Z
Understanding the Generations
14
Ho
w t
hey l
earn
Classrooms and lectures
Books and manuals
PowerPoint
CDs, videos
Learning through play
e-Learning
Wikis, blogs, podcasts
Simulators
Social media
Collaborative tools
Virtual reality
Mobile learning
Games
Age
49 – 67
Year of Birth
1946 to 1964
Age
37 – 48
Year of Birth
1965 to 1976
Age
19 – 36
Year of Birth
1977 to 1994
Age
0 – 18
Year of Birth
1995 onwards
Ensuring Training Efficacy
A Dynamic Model:
- Configurations for varying needs
15
Engage and Enrich Trainees
Empower Instructors
Competency-based Framework
e-Learning Virtual
classroom Games
Mobile learning
Social media tools
Learning management
system
Instructor Development Framework
Constant upgrading of
simulators
Training
methodologies
Ensuring Training Efficacy
Youth Outreach
16
Primary
Schools Secondary Schools
•What is Aviation? •What is the contribution of Aviation? •What jobs are available?
Build Awareness
Junior Colleges
•What is interesting about Aviation? •What are the career paths? •What specialisation to choose?
Grow Interest
Universities
Polytechnics
Vocational
Institutions
Recruitment
Ages 13-17 Ages 7-12 Ages 17-19 Ages 17-25
Reaching out
Youth Outreach Strategies
17
Lvl 1: Education and Awareness:
- Industry guides, career information
- Website information
- Mass media eg. Social media
platforms, TV, newspapers
Entrenching
Lvl 3: Entrenching Interest:
- Aviation Student Clubs
- Aviation Student Ambassadors
- Aviation Student Challenges
- Seminars for industry and aviation students
to network
- Supporting industry internships
Awareness
Understanding
Lvl 2: Engagement and ‘Touch Time’:
- Mass outreach activities such as
Open Houses, Career Fairs
- Regular school activities eg. Aviation
Learning Journeys and site visits
Reaching out
18
Reaching out
AVIATION LEARNING JOURNEYS
•Launched in Jan 2011
•Over 2,000 students from secondary schools have experienced the ALJ
•95% indicate they have learnt more about the industry and its opportunities
•100% satisfaction rate amongst National Education teachers so far
Reaching out
Aviation Discovery Camps
Reaching out
Establishing long-term partnerships
• 5-year partnership with the Singapore Scout Association (SSA) to
expand Air Scouts programme and other aviation related activities
• For a start, SSA has rolled out 2 initiatives, namely the
(i) 2-day Young Aviators Badge programme and
(ii) Establishment of Aviation/Air Scout clubs in schools
Reaching out
Incentives to spur NGOs and industry to
drive more youth outreach
Aviation Youth Outreach Seed Fund
• Aims to support aviation-related youth
outreach events and initiatives lasting
up to 2 years
• Supports the creation of sustainable
outreach and engagement platforms to
promote aviation and its many careers
• Eligibility: any industry association,
company, school, society or student
group involved in aviation-related
activities
Reaching out
Presentation Agenda
Singapore Aviation – Our Reality
Understanding the Challenges
Grouping our Strategies
Measuring the Benefits
Positive Change in our Stakeholders
24
Closer and more consultative relationship with schools
CAAS’ feedback sought on school curriculum
Govt – Industry partnership to support industry growth through
regular consultation
Students are engaged by industry earlier in their formative years
and retain a ‘lasting impression’
Greater industry take-up of civil aviation management
programmes
Greater interest in competency based training to improve
training relevancy
Thank you
Copyright © 2013 CAAS.
No part of this presentation may be used,
circulated, quoted, or reproduced for
distribution outside CAAS without prior
written permission.