Recruiting and training Air Traffic Control Officers (ATCOs) is a rigorous process involving theory, simulation, and live training. While the digital transformation of Air Traffic Management (ATM) introduces new challenges, it also presents opportunities to enhance the training and recruitment process.
The Air Traffic Management (ATM) world is digitally transforming with the adoption of automated, and now Artificial Intelligence/Machine Learning (AI/ML), solutions in the Air Traffic Control Tower (ATCT) cabin.
In a short timespan, ATM has moved from paper to electronic flight strips, from the windows of Visual Control Rooms (VCRs) to the videowalls of Virtual/Remote Control Rooms. From creating the Aeronautical Fixed Telecommunication Network (AFTN) (X.25 system for the ATM world) to the established Aeronautical Message Handling System (AMHS) (X.400/500 systems).
In our need to improve system interoperability and digitalize ATM, we have integrated Air Traffic Control Officer (ATCO) console displays, introduced more user-friendly Human Machine Interfaces (HMIs), and made data more accessible through digital Aeronautical Information Systems (AIS). Today’s Air Traffic Control Towers (ATCT) feature Information Management Systems that can verify and validate data, seamlessly integrating our previously dedicated radar displays with meteorological data and airfield ground lighting HMIs.
Operational impacts of digitalisation
All of these enhancements have been welcomed by the ATM world and ATCOs, as long overdue improvements that allow ATM to contribute and actively participate in the global demand for an efficient, sustainable, and enhanced aviation industry.
Along with these promising solutions, the introduction of interoperable systems and instant information available at the fingertips of the ATCOs has added a layer of complexity to the operations and management of our airspace. This has put focus on the need in supporting ATCOs through a human-centric approach while adopting these digital enhancements.
The operational complexities extend to the training of new recruits and existing ATCOs that are already managing air traffic in this ever-evolving environment. New terminology must be learnt, and new tools integrated into long established ways of working, necessitating a flexible and adaptable training process, while maintaining human centricity.
The need to enhance the ATCO recruitment and training process
The recruitment and training process for ATCOs is demanding and challenging. Most ATCO positions require a high school diploma or equivalent at entry, but many prospective ATCOs bring an associate or bachelor's degree in a related aviation discipline.
Both recruitment and training involve a combination of three methods: theoretical courses, simulation/pseudo-environment and on-the-job training – all of which can range from one to three years.
However,while the training fundamentals are the same, the journey to becoming an ATCO is different for everyone. Just as no airport or country can have the same approach to air traffic control and airspace management, the approach to ATCO recruitment and training may differ between airports, organisations and nations, around these three methods.
This already adds some variation in ATCO training, before considering the different digital ATM solutions across states or airports. In our pursuit of greater interoperability and ATM digitalization, we have integrated Air Traffic Control Officer (ATCO) console displays, introduced more user-friendly Human Machine Interfaces (HMIs), and made data more accessible through digital Aeronautical Information Systems (AIS). Today’s Air Traffic Control Towers (ATCT) feature Information Management Systems that can verify and validate data, seamlessly integrating our previously dedicated radar displays with meteorological data and airfield ground lighting HMIs .
Soon, our airspace will restructure to combine with U-space – adding another module to the training process as we explore digitalisation and automation of procedures to support large numbers of drones safely accessing airspace from an operating ATCT.
Mirroring operational training in recruitment training
In the face of all this, there is a clear need to enhance our training, and adapt our simulation environments and recruitment processes to match the demands of the ATM world. Indeed, there are lessons and approaches we can take from the operational space that we can apply in training and recruitment.
Beyond the training allowed for in the Operational Readiness Activation/Airport and Transition (ORAT) phase of digitisation – that is to familiarise ATCOs and Network Managers to technological enhancements – we can now also consider the insertion of enhanced courses in the recruitment and training processes.
By using the same automated systems and digital tools, from cross-industry benchmarking in an operational ATCT, and applying them to our ATCO training and recruitment, we can provide benefits to both operations and training and recruitment. Helping to improve in the adoption of these enhancements while navigating the complexities of the ATM’s digital transformation.
Eye-on-HMI – how digital tools can support ATCOs in training
If technological enhancements can be used to enhance and increase efficiency in the operational ATC, then there is also an opportunity to enhance and support the ATCO training and recruitment process through digital means. For instance, using digital tools such as our Eye-on-HMI©, an eye-tracking technology to assess and improve human-machine interactions within a Visual, Approach or even Virtual, Control Room.
Consider the numerous monitors/displays (and therefore HMIs/SCADAs) in a Virtual Tower, or the overload of information in a Virtual Tower Centre – where multiple out-of-the window videowalls are enhanced with vehicle tracking and tagging within each of the Remote Tower Modules. On top of this, there is the impact on ATCOs of all the dynamic and static aeronautical data, the ATC Voice Communications Control Systems, radar screens and the remote monitoring and control systems needed for operations to be more efficient and have integrated, interchangeable and compatible HMIs.
By collecting eye-tracking data with Eye-on-HMI© glasses, it is possible to analyse human factors and present the information through a comparison dashboard tailored to the specific needs of air traffic management. In an operational environment, this approach can optimise and customise the ATC, Approach Centres’ and Virtual Centres’ consoles for optimum use. But expanding beyond this it also works as an assessment tool for the training of ATCOs (current or new).
Applying Eye-on-HMI © to training and recruitment offers practical insights into an operator’s cognitive abilities, with a view to providing a more tailored training experience and helping those recruiting to understand the impacts of our digitalised ATM landscape on future ATCOs.
The use of eye-tracking to refine training modules
Eye-on-HMI © provides detailed information about which screens or pieces of information the user is more focused on. It offers data on ‘average fixation time’ and provides insights into fatigue through pupil diameter analysis that could assist trainers in determining which training modules may have become redundant due to the new operational environments or need further improvement.
Elsewhere, tracking eye movement sequences and heatmaps can highlight areas where trainees or even trainers may have overlooked information or experienced periods of fatigue – offering visual and numerical insights to support efficient and human-centred training goals.
Eye-on-HMI's © ability to collect data on focus times and predominant areas/HMIs of attention, can highlight which training modules may need additional attention from trainers. It also assesses reaction times to events, to ensure operators can see and respond to relevant alarms and messages – a crucial aspect for qualification tests.
Embracing virtual reality for a safe learning environment
Another example of applying digital ways of working to training and recruitment lies in the rapid implementation of Virtual Control Rooms across the globe. The idea of virtual working methods and systems could be applied to training and recruitment through virtual reality training - taking simulation environments to another exciting level of possibilities.
Experienced ATCOs are familiar with attending regular training sessions to remain up to date with the latest technologies, procedures, and best practices. ATCOs could undergo virtual reality training to simulate real-world scenarios, allowing them to practice and develop their skills in a safe and controlled environment. This could have the added benefit of more flexible, and mobile training, that in time could reduce investment costs associated with a simulation rooms/facility.
In our pursuit of greater interoperability and ATM digitalization, we have integrated Air Traffic Control Officer (ATCO) console displays, introduced more user-friendly Human Machine Interfaces (HMIs), and made data more accessible through digital Aeronautical Information Systems (AIS). Today’s Air Traffic Control Towers (ATCT) feature Information Management Systems that can verify and validate data, seamlessly integrating our previously dedicated radar displays with meteorological data and airfield ground lighting HMIs.
The role of ATCOs has been critical in the aviation landscape, and in the era of enhanced, digitalised, automated, and virtual air traffic management systems – that role has only grown more complex. The recruitment and training of ATCOs today requires a comprehensive approach that focuses on competency-based recruitment, psychological assessments, simulation-based assessments, and continuous professional development.
In this, we must consider how training, simulations and recruitment should change to meet these developments – and how digital tools and enhancements, already benefiting the operational space, can be utilised to improve and support training to deliver a more human-centric experience for both trainers and trainees.
.jpg)
.jpg){kind=logo}
.png)