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,

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