Challenge · Part-145

Too few mechanics, too slow to qualify

The technician shortage isn't coming — it's here, for years. The organisations that cope are the ones whose people become productive fastest and stay productive longest.

Mechanics at work in a maintenance hangar — every qualified hour counts.

The situation

Small, sharp authorizations make staff productive step by step instead of after one long training path.

Boeing's technician outlook puts the global need at hundreds of thousands of maintenance technicians over the coming decades. Whatever the precise number, every MRO feels the local version: hiring is slow, and every mechanic you have is needed on aircraft — not in classrooms.

That creates a genuine dilemma. Broadly cut authorizations demand long training paths: months in which a new hire is neither fully trained nor productive. But narrowing what people may do feels risky when records are managed by hand — so organisations default to long, broad, slow.

And the recurring load compounds it: continuation training alone consumes one to two full days per mechanic per year — usually as whole days off the floor.

Why it keeps happening

Broad authorizations, long runways

The wider the authorization, the longer until anyone holds it — and until they produce.

Small scopes need fine control

Task-sharp authorizations are only safe when the system tracks exactly who may do what. Spreadsheets can't.

Training eats whole days by default

Without the tooling to split and spread it, recurrent content is delivered in day-blocks.

How cimoio.aero solves it

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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Manager team dashboard

Managers see the qualification status of their whole team.

Managers see who is in their team and whether everyone is fully qualified — green when all is in order, a warning sign when a qualification is about to expire. One click on an employee shows which qualification expires when and which training should be organised, so managers keep their team operational without asking the training department.
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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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