Managing Human Resources in EASA Part-145 and Part-CAMO Organisations

The 710,000-technician 20-year demand outlook • five drivers of the shortage • regional demand breakdown • beyond licensed engineers — the rest of the workforce HR owns • three specialised families HR must know: sheet metal / structural repair, composite repair, NDT • NDT under EN 4179 — levels, method codes, vision, currency, recertification • the cost of not hiring — operational and audit impact • sourcing strategies for specialised roles • retention — hiring is half the battle.

Course objectives • who this course is for • course map and visual conventions.

Why HR sits inside the EASA system • the regulatory pyramid • Basic Regulation 2018/1139 in plain English • Reg 1321/2014 — the eight annexes • matching organisation type to regulation • AMC, GM and alternatives • EASA and the National Authority • how HR plugs into the EASA system • Just Culture and the Safety Management System • information security — Reg 2023/203 • adjacent regimes HR must respect.

Why "approved organisation" is a regulatory term • Accountable Manager — the legal apex • Nominated Persons in Part-145 • Nominated Persons in Part-CAMO • combining or separating Nominated Person roles • certifying staff — Part-145 • support staff — Part-145 • Airworthiness Review Staff — CAMO • Continuing Airworthiness Manager (CAM) • Compliance Monitoring Manager (CMM) • Safety Manager and the SMS function • independence of compliance and safety • small org versus large org structures.

Why Part-66 exists • the six licence categories at a glance • Category A — line release for minor scheduled tasks • Category B1 — mechanical, the workhorse • Category B2 — avionic systems • Categories B3, C and L • basic knowledge vs aircraft type training • aircraft type ratings and currency • group ratings • On-the-Job Training (OJT) • reading a Part-66 licence • common screening errors • third-country licences • HR licence verification workflow • writing a Part-66 role job description.

What Part-147 is — and isn't • two streams of approval • reading a Part-147 approval certificate • why HR cares — the link back to Part-66 • evaluating external training providers • HR checks before booking external training • Part-147 organisation vs CBT-only vendor.

Why mandatory training exists • continuation training — the 2-year cycle • Human Factors training • Fuel Tank Safety (FTS / CDCCL) • EWIS — Electrical Wiring Interconnection Systems • SMS awareness training • HR role in enabling continuation training.

145.A.30 — the article that governs every Part-145 HR decision • Accountable Manager — qualifications, authority, succession • "sufficient" personnel — what AMC actually says • workforce planning against approval scope • Nominated Persons — the post-2021/1963 structure • the Maintenance Manager — scope and limits • CMM and Safety Manager in Part-145 • certifying staff qualifications — the detail • specialised tasks — NDT, welding, GVI, borescope • authorisations — issue, scope, limitations • authorisation suspension and revocation — HR role • continuation training — the 2-year cycle • personnel records — content, retention, access • the MOE Section 1 — where Nominated Persons live • writing a Part-145 certifying staff JD.

CAMO.A.305 — the article that governs every CAMO HR decision • Continuing Airworthiness Manager (CAM) — qualifications • Compliance Monitoring Manager (CMM) in CAMO context • Safety Manager (SM) in CAMO context • Airworthiness Review Staff (ARS) — qualifications • ARS privileges — recommendation vs issuance of the ARC • personnel performing CA tasks • contracted personnel — when CA staff are not employees • continuation training for CAMO staff • the CAME — where Nominated Persons of a CAMO live • key differences vs Part-145 • writing an Airworthiness Review Staff JD.

Why competency is the second assessment • the three articles that make competency mandatory • qualification vs competency vs authorisation • the KSA model • competency assessment lifecycle • documentation — what counts as evidence • linking competency to authorisation • the bridge — where competency data informs HR • aligning competency with appraisals, pay and bonuses, recognition and awards • the two firewalls — Just Culture and GDPR • common pitfalls and red flags for auditors • competency defined in EASA guidance • licensing vs competency courses • EASA does not approve individual courses • Part-147 — what it actually covers • competency training — what HR actually checks • building competency — the regulatory procedure • specialised competency training — sheet metal, composite repair, NDT • sheet metal training programme structure • composite repair training — the OEM route • NDT training under EN 4179 — the pathway • the Responsible Level 3 — in-house training authority • OJT for specialised tasks — assessor accreditation • continuation training for specialised roles • Make vs Buy — in-house training vs OEM-route procurement.

The HR lifecycle viewed through the EASA lens • workforce planning against approval scope • regulatory-aligned JD anatomy • sourcing strategies for niche aviation roles • screening — the documentary evidence pack • licence verification with the NAA • onboarding and familiarisation • authorisation issuance — HR documentation role • authorisation maintenance, suspension, restoration • off-boarding — records, returns, NAA notifications.

Why fitness for duty is a safety topic • Reg (EU) 2018/1042 — where D&A is EU-mandated • national D&A regimes — variability HR must map • HR's role in a D&A programme • Fitness for Duty (FFD) beyond D&A.

What is a "change" under Part-145 and Part-CAMO • personnel changes requiring exposition amendment • the MOE amendment workflow • the CAME amendment workflow • Form 4 — where it still applies.

What auditors actually look at in HR records • top five findings under 145.A.30 • top five findings under CAMO.A.305 • the HR audit-readiness checklist • what's changed, what to watch.