Challenge · Part-145

Your qualification experts are retiring

The colleague who knows which training leads to which authorization — and which provider can deliver it by next month — is leaving. The knowledge was never written down.

An experienced training coordinator handing over knowledge to a successor.

The situation

Qualification knowledge moving from one expert's head into system structure.

In most maintenance organisations, qualification management was carried for twenty or thirty years by a small number of people. They know which training satisfies which qualification, which qualifications carry each authorization, which provider offers the course, roughly what it costs, and whom to call when it's urgent. Almost none of it is documented — it lives in their heads, their inboxes and their networks.

Now they retire, and the knowledge leaves with them. Building it up the old way took three to four years of shadowing — and the successors of today neither have that time, nor the appetite for a role that consists of maintaining lists and remembering exceptions.

The result: decisions get slower, errors creep in, and the organisation discovers how dependent it was on people it never made redundant plans for.

Why it keeps happening

The knowledge is a network, not a document

Training-to-qualification-to-authorization chains, provider options, prices, workarounds: writing it down was never anyone's task.

Onboarding takes years the calendar doesn't have

3–4 years to independence was acceptable once. It isn't anymore.

The role deters successors in its old form

Nobody joins to become the human database. The job has to change to be filled.

How cimoio.aero solves it

Plan training programs

Build comprehensive programs from individual trainings.

Create comprehensive training programs, such as an A320 type rating course, made up of several individual trainings. Each training in the program gets its own resources, such as trainers, rooms, hangar slots or an aircraft. Examinations are planned as separate steps of the program with their own examiners and rooms, so theory, practice and assessment stay in one structure.
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Manage internal trainer

Turn employees into trainers and plan them like any resource.

Make employees internal trainers, record their trainer qualifications and assign them to trainings. Trainers are scheduled like other resources, so you see who is available. In their own trainer portal they find their upcoming sessions, participant lists and course material.
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Simulate deployment of new authorizations

See what is missing before you assign an authorization.

Simulate what would happen if an employee received a new authorization, without actually assigning it. You see which qualifications would be missing, which trainings would have to be completed and by when the authorization could realistically be reached.
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