TURKISH TECHNIC INC'

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TURKISH TECHNIC INC.

• Maintenance Stream - Maintenance Personnel
• Supply and Demand
• Transition from Vocational Schools to
• Real MRO World
• Can TAMYAMAN
• Training Management Turkish Technic Inc.

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Transition from vocational schools to real MRO
world

• Turkish Technic is the leading MRO company in
• Turkey and with the large scope of capabilities,
  the
• company is an important experience source for the
• A/C maintenance personnel. Considering this
• property as a mission, Turkish Technic aims to
• search the talented youngsters among technical
• school students and define a career plan for
  their
• progress.

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Agenda

• Civil Aviation Schools in Turkey
• Criteria of Techinician Hiring
• Technician Scholarship and Hiring Process
• Career Planning
• Training Programme
• Summary

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Civil Aviation Schools in Turkey

• Civil Aviation Colleges
• 3 different colleges in different cities of
  Turkey
• Nearly 120 students graduate from these schools
  annually
• Civil Aviation High Schools (Vocational Schools)
• 4 different high schools in different cities of
  Turkey
• Nearly 150 students graduate from these schools
  annualy
• Other Technical Colleges
• Graduates of vocational Schools who afterwards
  attended two-year technical colleges in the field
  of Mechanical and Electrics/Electronics are
  considered especially for positions in the
  workshops of Turkish Technic

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Criteria of Techinician Hiring Step 1

• Applications are either collected through
  independent HR companies or through open
  advertisements
• English examination is held by a Language School
  of a reputable university in Turkey
• Personality surveys and ability tests are held by
  independent HR companies
• Evaluation of all these tests and surveys are
  collected and examined together with the
  personnel qualifications and academic records.

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Criteria of Techinician Hiring Step 2

• Interviews with the selected applicants are held
  by related department management and human
  resources division personnel
• Summary of our selection criteria
• Experience
• Academic Records
• English Language Knowledge
• Personal qualifications

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Technician Scholarship and Hiring Process

• Besides our normal hiring process, we have
  initiated a scholarship program, in order to
  evaluate and support talented youngsters in
  technical schools and help them to develop
  themselves as well educated technicians.
• This program started 2 years ago and still
  continuing with 40 plus scholarship holders
  annually.
• Scholarship holders are selected among sophomore
  and senior students of the mentioned aviation
  schools and Aeronautical Engineering departments
  of the universities
• The ones with suitable qualifications are hired
  as candidate A/C technicians.

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Criteria For Scholarship Holders - 1

• Internship Records
• Internship of every student is evaluated by
  Intern
• Surveys which are filled by technicans who work
• together with these students. The results of
  these
• surveys are collected in Training Management
• Departments intern database. These results are
• taken in consideration before giving
• scholarships to applicants, if the student has
• been an intern in Turkish Technic during his/her
  school life.
• Continuous improvements are going on with more
  experience built on this area. A well designed
  talent building internship program with carefully
  arranged score cards is under development

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Criteria For Scholarhip Holders - 2

• Recommendations of Intern Responsibles
• Besides inturn surveys, special recommendations
• of our technicians about the interns are
  evaluated.
• By this way, we try to discover the special
  talents.

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Criteria For Scholar Holders - 3

• Academic Records
• Students of civil aviation schools with higher
• grades are invited to become interns in
• Turkish Technic, and their capabilities are
  tracked
• during this internship period. A technical
  instructor
• is also appointed as a mentor for each student
• during this period.

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Criteria For Scholar Holders - 4

• Teacher Recommendations
• Another factor in choosing scholar holders is the
• recommendations of the instructors in aviation
• schools.
• Sometimes these recommendations can help us to
• find out students with high tool or equipment
• using abilities but average scores.

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Career Planning

• Hired A/C technician candidates are located in
  departments suitable with his/her qualifications.
• Every position in Turkish Technic has a career
  plan considering
• Academic background
• Aviation / Company experience
• Job description
• Long term target

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Career Planning

• For example
• 3 years of aviation/company experience under
• EASA-145 organization is required to attend to a
• A/C type training (B1 or B2).

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Training Programme

• First, all hired technician candidates enter our
  orientation program.
• Then, all necessary initial/recurrent trainings
  are planned according to the Training Manual of
  Turkish Technic.
• Turkish Technic Training Manual consists all
  necessary trainings regarding aviation
  regulations for every title and position.

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Training Programme Optimum Technician
Development Process

• The disadvantage of hiring technicians with
• different academic backrounds is having different
• training needs for everyone regarding
• EASA part66 modules.
• We aim to overcome this problem by defining a
  minimum required training level for our
  technicians, and providing each of them a
  training program right after their orientation
  trainings, in order to reach the determined level
  before they start to work in their departments.

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Training Programme - Methods

• Theoretical recurrent continuation trainings
  are presented through two different channels
• Classroom trainings
• E-Learning Trainings
• Internet Based (akademi.thy.com)
• Intranet Based (Maintenance Authorization
  TRaining Information System-MATRIS)
• Practical trainings are generally given on A/C
  and component shops. Some of the practical
  trainings we provided on maintenance simulators.

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Training Programme E-Learning

• Currently all of the necessary theoretical
  recurrent trainings are presented by e-learning
  method for our technicians at outstations
  (excluding the trainings with practical parts)
• Since April 2008, 15000 manhour of recurrent
  technical trainings are given by e-learning to
  Turkish Technic personnel (non-technical
  trainings are not included to this value).

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Training Programme - E-Learning

• If we plan a 5 day/year training per person
  program for our 200 outstation technicians, our
  profit by e-learning method will be a total of
  all listed items
• 2002 airplane tickets for the trainee
• 20051000 persondays, perdiem and accomodation
  cost for the trainee
• 2002 airplane tickets for the substitute
  technician
• 20051000 persondays, perdiem and accomodation
  cost for the substitute technician

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Training Programme - E-Learning

• Short Term E-Learning Targets
• We aim to distribute e-learning trainings for all
  departments. Currently 6 of the mandotary
  requrrent trainings are given by e-learning as an
  option.
• We also aim to use E-learning method to shorten
  our A category type trainings
• Currently, these trainings are
• 5 days classroom 5 days OJT courses
• We aim to present some parts of these trainings
  by
• e-learning and then present the courses as
• 1 day classroom training 5 days OJT training

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Training Programme New initiative

• Two main sources of employment
• Aviation schools and colleges (the main bulk)
• Other vocational schools and tech.
• Question How one can shorten the time required
  for their full involvement in the actual
  maintenance work. Fire and Forget Condition

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Training Programme New initiative

• Design a 6 month-1 year program for the graduate
  of aviation schools. After brief theoretical
  training well planned practical program, guided
  by practical instructors and assessors in
  specially designed OJT facilities, should be
  followed.
• Observe and grade the students skills, work
  ethic, knowledge and team spirit during this
  period.
• Employ only the ones showing satisfactory level
  of success
• Arrange a special loan program to fund this
  training

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Training Programme New initiative

• ADVANTAGES
• Saves money
• Makes sure that entry level employees have
  certain and well known qualifications
• Prevent costly mistakes in hiring process that
• Increases the quality and strength of company
  culture

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Summary

• Our goal is to follow sophisticated internship,
  hiring, scholarship and career planning systems.
• We support this system with the up-to-date
  training methods and applications.
• We search for the people with high potential and
  give them the opportunity to work with the
  experienced personnel. By this way, we target to
  get the maximum possible qualified maintenance
  personnel.
• Design special programs to ensure the quality
  level of entry level.

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Thank You For Listening
ctamyaman_at_thy.comwww.turkishtechnic.com