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145.A.30 requires the organisation to appoint an accountable manager and sufficient personnel with appropriate knowledge, training, and experience to plan, perform, supervise, inspect, and certify maintenance work.
What it means in practice
Every Part 145 organisation must appoint an accountable manager who has corporate authority for ensuring the organisation can be funded and managed to comply with the regulation. This person is ultimately responsible for the maintenance organisation, though they may delegate functions. The organisation must also have sufficient qualified personnel to carry out all the maintenance, planning, and quality functions required for its approved scope of work.
The regulation requires that human factors principles are considered in the organisation's staffing and work practices. Personnel must receive initial and continuation training that includes human factors training. The organisation must have a competence assessment system to verify that all staff involved in maintenance, management, and quality functions maintain the knowledge and skills needed for their assigned tasks.
Key requirements
The accountable manager must be identified and must have overall responsibility for the organisation's compliance with Part 145. A sufficient number of staff must be available to plan and carry out maintenance without undue pressure. The organisation must establish a competence assessment and management process covering all personnel who carry out or directly support maintenance tasks. Human factors training is mandatory for all personnel.
The regulation also requires that the organisation demonstrate to the competent authority that it has adequate staffing levels relative to the planned workload. This means having evidence that staffing levels are assessed and adjusted to match seasonal or workload variations.
Common compliance gaps
Staffing shortages are one of the most common audit findings. Organisations often fail to maintain adequate staffing levels during peak periods or during staff absences, leading to undue time pressure on maintenance personnel. Another frequent gap is inadequate continuation training records or competence assessments that exist on paper but are not actually conducted in a meaningful way.
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