Avionics News February 2020 - 12

In this monthly column, Ric Peri of the AEA's Washington, D.C., office, informs members of the latest regulatory updates.

B Y

R I C

P E R I
A EA V I C E P R ES I D E N T O F G OV E R N M E N T & I N D U ST RY A F FA I RS

Management system
for human factors

uman factors management is not safety
management! Yes, the lack of attention to
human factors in a human-centric program
can and often does have a detrimental effect on the safe
outcome of any task. And yes, the safety regulators require
that human-centric businesses address human factors. But
more importantly, the lack of attention to human factors
will show in the lack of efficiency in the organization. I
suggest the effective management of human factors is instrumental in the success of any maintenance organization.
I would also submit that when you look at any successful
business, it has implemented, directly or indirectly, human
factors controls to encourage efficiency, minimize failure
and reduce rework.
The study of human factors in production dates back
nearly 100 years. There are reams of data that support
how looking at workflow, lighting and the work environment can have a positive outcome. For the sake of brevity,
I will focus on the 12 most-often cited areas within aircraft maintenance that have proven to be beneficial - The
Dirty Dozen.
Before we get into the specifics of the Dirty Dozen,
human factors have two critical but equal elements. One
is personal (fit for duty), the other is the organization's
management of human factors. Each element is dependent
on the other. The individual who is conscious of their
own limitations is at risk if they are not supported by the
organization and the support of their observations. And
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avionics news

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2020

the most-professional organization that has implemented a
thorough human factors program is at risk if the individual
dismisses these efforts.
Human factors rely on both the individual as well as the
organization implementing a robust management system
to support human performance.

H u m a n f a c t o r s re l y o n b o t h t h e
individual as well as the organization
i m p l e m e n t i n g a ro b u s t m a n a g e m e n t
system to support human performance.
Minus some obvious visual clues, the individual is the
only one to determine if he or she is "fit for duty." This is
where working within a "non-punitive" workplace comes
into play. If individuals are concerned their job is in jeopardy if they self-disclose their limitations, they are simply
not likely to report their shortcoming and therefore may
attempt to work in a less-than-ideal work environment.
On the other hand, if an organization has the most-robust
human factors management program as well as a strong
non-punitive workplace, but the individual lacks the ability to recognize and evaluate their personal limitations,
they again will attempt to work in a less-than-ideal work
environment.
In either case, the business risks efficiency and failures
leading to longer projects or tasks that require rework,

Avionics News February 2020

Table of Contents for the Digital Edition of Avionics News February 2020