Does Delta know you spend this much time on the net? I have been in a
state of immersion over the past few weeks trying to see where CRM will be
in a few months so by the time the Air Force mails out the final product we
won't be too far out of date. From our past conversation I have to agree,
from all I have seen we are moving in a skills oriented direction. I think
this is by far the best approach for a skills oriented group (that is the
way we spoon feed all our curricula) like military pilots. A well
facilitated annual classroom format that gives instructor pilots the skills
to hone in the simulator and take back to the flightline to practice in
front of and teach students. I will begin with your suggestion of listing
the categorizations and gleaning skills approaches from each. My biggest
question is how do you get this across in an hour? My videos to cover the
8 topics from the AFI are planned to be 1-3 minutes in length, and some
will need to cover more than one skills objective (not to mix concepts,
outcomes, and skills like you mentioned) because of time constraints. Keep
in mind I am talking about the classroom portion only. I also feel a need
to address mission specific issues as well. The T-1's will be in a
separate class from the T-37/T-38's. With that in mind I feel the T-1's
could benefit by some CRM in the automated cockpit training and the
T-37/T-38's could benefit likewise by some formation resource management
training. I also want to address some effective briefing and debriefing
techniques (that enhance CRM skills) for the instructors to use on the
flightline when they fly with students, and if at all possible a small bit
of cultural deference issues to ensure the IPs do at least some research
into the culture of the foreign student they are flying with to get an idea
how to best approach individual training. I know, it is a lot for an hour
but I could use some help with prioritization. Is there any chance I could
see the course outline you use to get the skills training done in an hour?
I know this is a busy month for you but I figured I'd ask anyway. Thanks
Vince, I look forward to speaking with you in the future. I also have some
questions that would be better done over the phone. So let me know when
you will be switching to the low rent blue uniform so we can chat. Thanks
Capt Andy Newman
CRM at large, AETC
----------
> From: Vince Mancuso <70232.1005_at_CompuServe.COM>
> To: crm developers group <crm-devel_at_db.erau.edu>
> Subject: Management Skill Oriented Simulations
> Date: Monday, February 03, 1997 9:25 PM
>
> On January 28, Skip Mudge Wrote in response to comments on Andy Newman's
message
> on Primary Flight Training Instructor / Student Interaction.
>
> I write this to primarily provide Andy and others a perspective and some
> specific tools for building Mission Oriented Simulation Training.
>
> Skip States:
> "I disagree with your concept that there are "CRM Sorties". My position
is that
> CRM is and must be evident in all situations...CRM, to be effective, just
become
> habitual...Good CRM is not a toolbox of skills and techniques."
>
> One of the first figures in the Air Force Instructor's Handbook is
Bloom's
> Taxonomy of Educational Objectives. It highlights a predictable
progression
> from the lowest level (recall and recognition) to the highest level
(exercise of
> learned judgement). It is noble to set ones sights on the highest
educational
> objectives for CRM. First, however, the training designer has to
identify
> specific Management Skill Objectives then decide to what level they will
be
> taught (See Bloom). One must build and refine skill on the way to
developing
> habits and expertise. Then the training designer has to identify the
best
> training methods for bringing the student to the desired proficiency
level (See
> Bloom for Proficiency Levels). I agree totally with Dave and Andy's
premise
> that THERE ARE CRM Sorties. I write them every day. These are
simulations
> that have identified specific Management Skill Objectives to be trained.
These
> Management Skill Objectives are often combined with other technical and
> procedural objectives but our LOFT sessions are designed to elicit
specific
> management skills and are written to support management skill objectives.
>
> The biggest challenge for most of the industry is identifying specific
> management skill objectives for skill training. Many have identified the
major
> categorizations that they want to train (communications, decision making,
> workload management, etc.) but they have not stated the position specific
> desired learning objectives / expectations within each of these
categories.
> About 2 years ago at Delta we specifically identified these outcomes and
are now
> building our training, evaluations, and line audits to specifically focus
on
> these outcomes. One of my Graduate Students, Bart Stine, is currently
writing
> his Graduate Research Project on how to derive these desired learning
outcomes
> for single seat fighters. One of the spin-offs that I would like to see
from
> this project is a concise "How To" guide for developing position specific
> Management Skill Outcomes/Expectations for any position. This is why
many CRM
> initiatives have stalled at the Classroom Awareness Training phase is
because
> there have not been Position-Specific Skill Based Expectations from which
to
> build training and evaluation systems.
>
> My suggestion to the folks like Andy in AETC and throughout the industry
who
> are starting to design Mission Oriented Simulations:
>
> 1. Take a blank piece of paper and write each of the Management
categories from
> AFI 22-3643 or your organizations categorization on the page with some
space in
> between each. Be careful about using categorization schemes that mix
concepts,
> outcomes, and skills. Group dynamics is a concept... Situation Awareness
is an
> outcome. The categorization should only be skills (identifable action
verbs).
> If it is not a skill than it doesn't belong in CRM Training. Have a
separate
> bin for human performance awareness topics and store concept objectives
there.
> 2. Under each of these categories write: The (specific pilot position)
should:
>
> 3. Under each of these "Pilot Should" Statements write a few
expectations of
> what the pilot should do for that specific category
> 4. Have a few "Expert Pilots" review this list of position specific
> expectations
> 5. Use this set of Management Skill Expectations as your core document
for
> deriving your Management Skill Objectives
> 6. Pick one or two of these management skill expectations as the desired
> learning outcome(s) for your simulation
> 7. Build simulations with operational complexities that will require the
pilots
> to use the management skills you have identified for that training
sortie.
>
> The art of debriefing these is best addressed separately. Building them
will
> keep you busy for some time. For Andy and the folks in AETC.... Maj.
Alex
> Bapty has a prototype template for designing MOST event sets that I
created for
> him and he can send to you. I will be working with Maj. Bapty to design
> instructor training for maximizing MOST/LOFT debriefs. More to
follow.....
>
> Hope this Helps Andy.....
>
> Best Regards,
>
> Vince Mancuso, Ph.D.
> Delta Air Lines Training and
> Reserve Advisor to the CRM Manager at AETC Headquarters
>
>
>
>
>