Flight Operations Department

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PILOT APTITUDE TESTING POLICY

PILOT APTITUDE TESTS are psychometric tests specifically designed to assess competencies of pilots. The results form important references for the Management to develop training plans to assist pilots recognize their strengths and develop their weaknesses in order to attain enhanced safety and productivity in new positions.

GENERAL

PAT results assist in highlighting competencies of pilots which facilitate the individuals to understand their capabilities and further help in professional and personal career development.

PURPOSE

⇒ To identify strengths and area of improvement of pilots

SCOPE OF ACTIVITY

⇒ To prepare a development plan for pilots for achieving a company required standard ⇒ To determine suitability for a particular position

1. Management Pilot Appointment (first time)

CATEGORY FOR ASSESSMENT

2. Training Appointment (first time) 3. Command Upgrade 4. Fleet Transfer (New type introduction to the Company only e.g. A380, not required for type variant transfer)

⇒ PAT will be a requirement for pilots joining the company as part of the recruitment process, in addition to all pilots falling into the above categories

GUIDELINES

⇒ New hire pilots mentioned above, not meeting the company PAT requirements will be considered unsuitable for employment. ⇒ The present role / position of any existing pilot not meeting the company PAT criteria will not be affected. ⇒ All pilots employed before 01 March 2013 are encouraged to volunteer to take the PAT,will be allowed to do so and unsuccessful completion of PAT will have no impact on their existing role / position ⇒ Different colours denotes the strength of the grade; • GREEN – High grade • BLUE – Above Average grade • HIGH YELLOW – Average grade (No safety issues, only minor training) • LOW YELLOW or AMBER– Below Average grade ( Safety issues/ training issues) • RED – Low Grade ( Safety issues/training)

Flight Operations Department

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In order to preserve the confidentiality of PAT assessments, for those individuals graded HIGH YELLOW or above only a SUMMARY of strengths and areas for improvement will be disclosed to Fleet Managers and Senior Managers Fleets. A record of such PAT results will be maintained in a confidential file by HR. Individuals scoring LOW YELLOW, AMBER or RED will be referred to the company psychologist, who will be furnished with a full copy of the PAT assessment for evaluation. Again the PAT results will be maintained by HR in a confidential file.

CONFIDENTIALITY

⇒ Pilots being considered for a Management position or selected for Command Upgrade or Fleet Transfer to a new type (to the company) will be rostered for PAT (will be shown on roster as PAT)

PROCEDURE

⇒ Pilots will be contacted by Symbiotic Team who conducts PAT on behalf of the company. ⇒ PAT assessments will be conducted at a suitable location. ⇒ PAT will comprise of a cognitive test, an interview and personality questionnaire

PROCEDURE FOR PILOTS WHO OBTAIN RESULT IN GREEN, BLUE or HIGH YELLOW

⇒ As a general rule Green, Blue or High Yellow results indicate suitability for the position.

⇒ The results from the tests are presented to the company in the format as described in the above confidentiality section.

⇒ Results of grades denoted in Green, Blue and High Yellow will be sent to the respective Fleet Managers who will be responsible for debriefing the individual on strengths and areas for improvement and if deemed necessary assign development courses. Thereafter the summary reports will be forwarded to VPFO / CPF

Flight Operations Department

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PROCEDURE FOR PILOTS WHO OBTAIN RESULT IN RED, AMBER or LOW YELLOW

⇒ As a general rule, RED, AMBER or LOW YELLOW indicates that the candidate is unsuitable for the position at the time of the test.

⇒ These results will be reviewed by the CPF and/or VPFO who will brief the pilot and then forward the results to QRMC for further psychological review.

⇒ The recommendations of the QRMC Psychologist along with the PAT Results and other performance records e.g. Training reports and personal file records will be reviewed by CPF and/or VPFO or their designee who will determine an appropriate course of action. The Senior Manager (Fleets) or his designee will then conduct a debrief of the pilot and direct that the recommendations be implemented.

This can include, but is not limited to; • Remedial training requirements ( if appropriate) • If appropriate, an indication that remedial action is not being considered and that the candidate is frozen in their current position • Minimum time and requirements for a retest a) Command Upgrade – To be determined by respective Fleet Manager, but one year minimum prior to reassessment. (PAT considered part of the Command Upgrade assessment process.)

b) Fleet Transfer –To be determined by respective Fleet Manager, but minimum of 6 months.

c) Training - To be determined by respective Fleet/Training Manager, but minimum of 6 months

d) Management – To be determined by CPF/VPFO/CFOO but minimum 6 months prior to be considered for another management position.

e) New Hire - Not recommended for employment