Cabin Crew

There isn't any standard performance assessment system which is especially accepted for cabin crew by all airlines. Different performance criteria and performance assessment methods are being used in practice. The main reason of reflection on performance systems stems from adopting of different business models due to different strategies by Traditional Airlines, Low Cost Carriers and Regional Airlines. The number of cabin crews and demand to cabin crews are increasing in parallel with the development of Airline Industry in Turkey and in the World. The duration and cost of training which is given to inexperienced cabin crews to meet the cabin crew requirement in airlines, is higher than the transfer of experienced cabin crews. Moreover, the orientation process of the newly started cabin crew is a problem to be ensured the sustainability of service quality. The transfer of experienced cabin crew by Airlines is also preferred in terms of protecting the quality of service besides providing advantages in terms of cost and duration. Cabin crew members can work in different positions from bottom to up respectively as a cabin attendant, cabin chief, check purser, instructor and administrator etc in cabin crew department. The increasing competition among the airlines due to rapid growth in airline industry contributes to improve of cabin crew salaries and social rights. To be started to work with a lower seniority and position than their experience due to lack of information about past performance levels of cabin crew who is being transferred to another airline which operates in same country or different country for better salary and social rights etc. is a problem that needs to be solved. The common and work-specific main and sub performance criteria should be determined in the sustainable performance assessment system which is intended cabin crews in different airlines. Common performance criteria for all airlines can be defined as Corporate Awareness, Team spirit and Collaboration, Analysis and Problem solving, Continuous Learning and Personal Development, Effective Communication and Customer Focus. Sub criteria of these common main criteria should also be determined. For example, the Effective Communication main criteria should consist from Right Communication with the Team and Passengers, Welcoming with a Smiling Face and Serving the Passengers with a Smiling Face all the entire flight. In addition, main and sub criteria related with business model should be determined such as in-flight sale of catering products. It is very important that determination of weight ratios of main and sub performance criteria for both common and work-specific in the sustainable performance assessment system model. Sustainable Performance Assessment System Model will eliminate the problem of the achieving different performance scores among the cabin crew who works in same performance level in different airlines due to different performance criteria and different weight ratios of performance criteria. The support and use of the Sustainable Performance Assessment System by airlines with coordination of IATA, will solve the problem of the cabin crew starting to work with lower seniority and position compared to their experience. An identity number which is given by IATA and uploading the personal performance score with weight ratios of related Airline's main and sub performance criteria with this identity number to the data base established in IATA and can be avaliable to monitor by the airlines which is being transferred and cabin crew themselves is necessary to provide an effective and efficient Sustainable Performance Assessment System. In addition, the Sustainable Performance Assessment System Model can be used for the recruitment of the cabin crew as well as appointing to the most appropriate position.

Simulation-based medical education consistently finds debriefing to be the most important element in providing effective learning. Yet, there are limited studies that demonstrate the outcomes of debriefing on simulation-based resuscitation learning in the non-medical community. This mixed-method study examined the effects of debriefing methods (DIAMOND vs Customary) in 2 simulation experiences on 130 cabin crews' resuscitation knowledge, technical & non-technical skills. The quality of debriefing was assessed using a survey followed by analysis through face interview. The findings showed that there was no significant effect on the usage of different debriefing method by both groups on the retention of all variables, F (3,123) = .540, p = .656, partial 2 = .013. The DIAMOND debriefing was showed to be more quality as perceived by the DASH-SV scores, t =-6.244, df = 98, p = <.001. Elements such as Cognitive, Methodology & Psychosocial were reported to promote the retention of knowledge and skills among the participants. Despite not generating a statistically significant difference, this study reports important information about the influence of structured debriefing with additional investigations conducted with improved designs are needed to provide further evidence and perceptual effectiveness of structured debriefing.

Introduction: Diverse tools dedicated to the assessment of various NTS components during cardiopulmonary resuscitation have been published for medical professionals, nevertheless there are no precise measures for the assessment of emergency resuscitation relevant in the context of non-medical community. The aim of the study is to combine and develop a valid and reliable nontechnical skills (NTS) tool for basic life support emergency resuscitation training via simulation learning for flight attendant. Methods: (1) Selection and combination of relevant items into a draft instrument with a UKM specialist team. (2) Obtaining the expert's review from various specialty for content validity. (3) Instrument testing through pilot study on five recorded simulated case scenarios involving four different elements of nontechnical skills (teamwork, communication, decision making & situation awareness) which were demonstrated in a medical emergency (acute myocardial infarction) (4) Obtaining the internal consistency & inter-rater reliability of the instrument. Results: Through expert review, selected items had been found to have an excellent total content validity index of 1.00. A single mean of both raters yielded a good internal consistency of 0.77. Strong correlations of both ratings from raters in each video ranging from 0.69 to 0.93 (p < .05). There was a good inter-rater reliability (ICC 0.68) and a good agreement (Kappa 0.62 – 0.81) among raters. Conclusion: The CETAM was found to be a reliable and valid instrument and should be beneficial for the measurement of NTS, nevertheless further evaluation is required to fully determined its properties before reaching definitive conclusion.