GM1 ORGH.TRG.100(i) Training and assessment programme

• ED Decision 2025/007/R found in: Ground Handling (GH) (2025/23 and 2025/20) (Nov 2025)

##### GM1 ORGH.TRG.100(i) Training and assessment programme *ED Decision 2025/007/R* **MENTORS** A trainer is a competent person who officially delivers training to employees. An OJT trainer is a competent person who enables the delivery and aids in the development of theoretical knowledge and practical competence within the operational environment. A newly trained person may need support to build their experience in live operation. This support may come in many forms, such as from a trainer, an OJT trainer or a coach or mentor. In all cases, the person helping develop the newly qualified person’s experience should be trained, qualified and current in the task they are supporting. Mentors can assist and guide the newly qualified persons on technical matters and on a social (integration) level. A mentor could also contribute to a new employee’s development of the desired attitude. Below is a list of situations in which a mentor could provide support, as well as competencies that are desirable for them to have. The list is for guiding purposes, as one person is not expected to meet all these criteria: (a) core tasks: (1) provide technical expertise: (i) help with developing and maintaining competencies; (ii) support the learning process; (iii promote the safety culture; (iv) provide feedback; (v) act as a point of contact; (2) promote social integration: (i) share information on the purpose of the organisation; (ii) communicate existing agreements and point out their importance (safety regulations, breaks, etc.); (iii) promote equality by building a safe and honest relationship with the trainee; (iv) guide the trainee in the organisation’s network; (3) guide and motivate (new) employees optimally, in line with the agreed commitments; (4) maintain their own skills and expertise, as well as their qualifications to perform the operational skills that they mentor in; (5) apply means developed by the GH organisation for the execution of the mentoring function (by developing or using a checklist, information folder, etc.) in coordination with the safety manager and the supervisor. (b) competencies: (1) knowledge: (i) knowledge and expertise in one’s own role; (ii) knowledge about the structure of the organisation; (2) skills: (i) be able to lead by example; (ii) be able to listen actively; (iii) be able to motivate; (iv) be available; (v) be able to communicate efficiently; (vi) be able to recognise non‑verbal signals; (vii) be able to provide feedback; (viii) show respect; (ix) stimulate autonomy; (3) attitude: (i) willing to invest time; (ii) mature and experienced; (iii) patient; (iv) prepared to give trust; (v) prepared to be co‑responsible for someone’s development; (vi) self‑confident; (vii) trustworthy; (viii) impartial; (ix) tolerant; (x) motivated.