GM1 ORGH.TRG.100(d) 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(d) Training and assessment programme *ED Decision 2025/007/R* **TYPES OF TRAINING FOR CONTINUED COMPETENCE** (a) **Recurrent training** (1) Recurrent training includes training in and assessment of the knowledge and skills that are necessary to perform GH tasks to the required standard. (2) When the GH organisation applies a recurrent assessment (or proficiency check) to ensure continued competence, the individual is informed in advance that they are subject to a recurrent assessment. The results of the recurrent assessment may lead to retraining in those areas where the individual has performed their tasks below the established level of competence, and not necessarily to full recurrent training. The results of the recurrent assessment and the subsequent retraining may serve as proof of recurrent training. (b) **Refresher training** addresses the gaps identified in the individual’s ability to perform their tasks to the established standards or provides updates related the latest changes in procedures, standards or regulations. It includes training in and assessment of the knowledge and skills appropriate to the individual’s function. It is conducted as follows: (1) After a pause in the execution of tasks between 3 and 12 consecutive months or upon identifying a lower level of performance in an individual’s execution of assigned tasks during a recurrent assessment. Refresher training is followed by an assessment of competence. (2) An individual undergoes update training when new or changed procedures or processes or amendments to the applicable regulations, which have not yet been included in the recurrent training, are implemented. The purpose is to ensure the continued competence of an individual following changes relevant to their tasks. (i) Update training can be provided regardless of whether the individual has worked continually in their assigned role or has been absent for a period. The training is developed and delivered following an analysis of the impact of the changes and observing the change management process. (ii) The update training can be delivered in various formats that include classroom sessions, online training, videos or formally documented briefings for employees. (iii) Examples of situations in which update training should be provided are following changes to operational procedures or the introduction of a new aircraft type to be serviced, new operating systems or new GSE, or a combination of these. (3) Update training and on‑the‑job assessment are conducted in the following cases: (i) when the individual has previously achieved the competence to perform a certain function but can no longer demonstrate the required competence; or (ii) when the individual has been absent from their operational role for between 3 and 12 consecutive months. (c) **Requalification training** is provided after a period of absence of between 12 and 24 consecutive months or when an individual does not perform their tasks to the established standards regardless of any interval of absence. Requalification training does not need to be identical to the initial training; only the gaps in the individual’s performance should be covered. Additionally, update training should be included. Requalification training ends with an assessment of competence to ensure that the individual has achieved the same level of competence as required after initial training.