Easy Access Rules for Ground Handling (Regulations (EU) 2025/23 and 2025/20)

Regulation (EU) 2025/20

Annex to the Declaration (*)

(*)To be filled individually for each aerodrome where the organisation provides ground handling services under this declaration.

ED Decision 2025/007/R

INDUSTRY STANDARDS/GOOD PRACTICES TO BE DECLARED

See GM1 ORGH.GEN.125. The list is not exhaustive.

SUBPART DOC — DOCUMENTS AND RECORDS

Regulation (EU) 2025/20

(a)The ground handling organisation shall establish a document system and a record system as part of its management system.

(b)The ground handling organisation shall ensure that all documents and records and any associated amendments are accessible to the ground handling organisation’s personnel for duty purposes, and to authorities, or to other entities for audit or inspection purposes, upon request. The records shall be easily traced and retrievable throughout the required retention period.

(c)The documents and records shall be stored and secured to ensure protection from damage, alteration and theft.

(d)The documents and records shall be easily legible in any format they may be. The ground handling organisation shall specify in its documentation the method of disposal or deletion of the documents and records.

ED Decision 2025/007/R

GENERAL

(a)Documents and records may be kept in paper or electronic format, or a combination of both.

(b)Documents and records in paper format should withstand normal handling and filing. Computer systems should have at least one backup system.

(c)In the event of changes to hardware or software containing records, the GH organisation should ensure that all the necessary data continues to be accessible at least for the full period specified in point ORGH.DOC.105.

(d)The retention period for records starts when the record is created or amended.

ED Decision 2025/007/R

DATA BACKUP

It is recommended that the GH organisation ensure, whenever possible, that all computer hardware used for data backup is stored in good conditions and in a different location from that containing the working data.

Regulation (EU) 2025/20

(a)The ground handling organisation shall keep the records in accordance with the national requirements of the Member State(s) where the ground handling organisation provides its services.

(b)Notwithstanding point (a), the ground handling organisation shall keep the following records as follows or in accordance with other applicable requirements, whichever is longer:

(1)the ground handling organisation’s declaration and the AltMoC in use, for the period of validity of the declaration;

(2)written arrangements with other organisations, such as aircraft operators and aerodrome operators, for the purpose of safe provision of ground handling services, for as long as such arrangements are in effect;

(3)the ground handling manual and any other operational procedures, aerodrome operator procedures and instructions, and aircraft operator procedures and instructions, for as long as they are used by the ground handling organisation at that aerodrome, or for that aircraft operator;

(4)safety assessment reports including accident and serious incident investigation reports, for the lifetime of the ground handling organisation;

(5)personnel training certificates, qualifications, and, as applicable, medical records, driving on the apron authorisation or its revocation or cancellation, for at least 24 months after the end of a person’s employment;

(6)vehicle and GSE authorisations, preventive maintenance plan, and maintenance records, for at least 24 months after a vehicle is removed from operation;

(7)documents for the preparation and servicing of a flight, for 3 months.

Regulation (EU) 2025/20

(a)The ground handling organisation shall include the following elements in its ground handling manual:

(1)all necessary instructions, information and procedures for the safe provision of ground handling services, adapted to the operational and local context and the safety risk at each aerodrome;

(2)the operational procedures provided by the aircraft operators to which the ground handling organisation provides services;

(3)the aerodrome procedures provided by the aerodrome operator, to ensure compliance with the aerodrome requirements applicable to the ground handling organisation;

(4)the duties and responsibilities of the ground handling personnel;

(5)the ground handling organisation’s management system;

(6)the ground handling organisation’s process for the management of changes;

(7)the training programme of the organisation’s personnel involved in ground handling activities;

(8)the GSE maintenance programme;

(9)any other tasks within the scope of ground handling services mentioned in its declaration.

(b)The ground handling manual may consist of a set of separate documents interlinked by cross references.

(c)Aerodrome operators and aircraft operators performing ground handling services may integrate the ground handling elements in their existing manuals.

(d)The ground handling organisation shall ensure that any information taken from other controlled documents such as those referred to in points (a)(2) and (a)(3) or other documents that are relevant for the safe provision of ground handling services, and any amendment thereof, is correctly and timely reflected in the ground handling manual.

(e)The ground handling organisation shall ensure that the ground handling manual:

(1)is approved by the responsible person(s) assigned by the ground handling organisation, either in full or per parts, and there is evidence of this approval;

(2)is easy to read and is organised in a manner that facilitates its preparation, use and revision;

(3)is easily accessible to the personnel of the ground handling organisation and to thirdparty organisations, either in full or parts thereof, as relevant to their tasks and responsibilities, and the personnel are instructed on how to access and where to find the parts relevant to them;

(4)is available, including its latest amendments, to the competent authority in due time before an inspection or audit.

(f)The ground handling organisation shall:

(1)review the content of the ground handling manual periodically, ensure that it is up to date and amended whenever necessary;

(2)ensure that the procedures for amendment to and distribution of the ground handling manual are communicated to, and understood by, the personnel using the manual;

(3)develop and implement a process to manage and control the successive ground handling manual versions and make it visible in the manual;

(4)remove or clearly mark the obsolete parts;

(5)incorporate all amendments and revisions required by the competent authority, the aircraft operators to which the ground handling organisation provides services, the aerodrome operator, or by changes to its operation;

(6)disseminate operational instructions and changes thereof, as well as any other relevant information without delay to the personnel concerned.

(g)The ground handling organisation shall ensure that the work instructions and operational procedures match the relevant parts of the ground handling manual and are written or communicated in a language and manner that can be understood by the relevant personnel.

ED Decision 2025/007/R

GENERAL

(a)The GH manual or parts of it may be presented in any form, including electronic form. In all cases, the GH organisation should ensure that the manual is accessible, usable and reliable.

(b)The GH manual should be such that:

(1)all parts of it are consistent and compatible in form and content;

(2)it can be easily revised;

(3)the parts that address GHspecific processes and activities are clearly marked or separated so as not to be confused with other parts applicable to other domains if the organisation applies an integrated management system and holds other certificates, approvals or authorisations, or declares that it performs other activities in the scope of Regulation (EU) 2018/1139;

(4)its content and revision status are controlled and clearly indicated.

(c)The GH manual should include a description of the process for its amendment and revision, specifying:

(1)the person(s) who may approve amendments or revisions;

(2)the specific conditions for temporary revisions and/or immediate amendments; and

(3)the methods by which all personnel and organisations, including the service providers contracted by the GH organisation and performing GH tasks, are advised of amendments to the manual.

(d)The GH manual’s content may be based on, or refer to, industry standards and good practices.

(e)The GH manual may contain parts of, or refer to, other relevant controlled documents, such as the aerodrome manual of the aerodrome where the GH organisation provides services, other manuals, industry standards or good practice material. If the GH organisation uses material from another source, that material should either be copied and included directly in the relevant part of the GH manual or the GH manual should contain a reference to the appropriate section of that applicable material.

(f)A translated version of the relevant parts of the GH manual is an accepted means of complying with the related relevant requirements. In any case, the persons who will use the manual or its translated parts should be able to read and understand them. The GH organisation should ensure that the translated version is always the most recent version of that document.

(g)The content of the GH manual should be reviewed to determine any necessary updates not later than every 24 months, to ensure that it remains current.

ED Decision 2025/007/R

CONTENT OF THE GH MANUAL

(a)The GH manual should cover the following main topics, either as a single document or in several documents that are crossreferenced with one another (the order and numbering of the topics may vary; other topics may be added as well):

(0)administration and control of the GH manual;

(1)management system of the GH organisation:

1.1.organisational structure, including accountability and responsibilities,

1.2.personnel,

1.3.description of the management system, including:

1.3.1.SMS, including the ERPand emergency procedures of the aircraft operator(s)and aerodrome operator(s),

1.3.2.management of change,

1.3.3.compliance monitoring process, including an audit programme and procedure for continuing improvement,

1.3.4.procedures for reporting to the competent authority and other organisations, including notifying and reporting accidents, serious incidents, occurrences and nearmiss events and sharing safetyrelevant information,

1.3.5.procedures related to the consumption of alcohol, psychoactive substances and medicines,

1.3.6.documentation and recordkeeping system;

1.4.safety assurance of services contracted to organisations not subject to a certification or declaration scheme or an authorisation regime under an (EU)aviation regulation;

(2)training, assessment and qualification programmes for GH personnel:

2.1.identification and description of training standards and objectives,

2.2.required qualifications/competencies for each GH function/role,

2.3.training gap analysis — process and procedures,

2.4.training and assessment programme for each GH function/role in the organisation,

2.5.additional training (as defined by the GH organisation and as applicable for each GH function/role, which may be nonoperational training,

2.6.conditions (qualification criteria) for trainers/instructors and assessors;

(3)standard operational procedures and other guidance or instructions for each type of GH service provided, including:

3.1.procedures and instructions for the GH organisation,

3.2.procedures and instructions for the aerodrome operator,

3.3.procedures and instructions for the aircraft operator(s),

3.4.airside safety;

(4)GSE:

4.1.operation of GSE, including safety elements,

4.2.maintenance programme,

4.3.maintenance and repair instructions,

4.4.servicing information, troubleshooting and inspection procedures;

(5)dangerous goods tasks and procedures for each GH function/role;

(6)security procedures;

(b)The standard operational procedures mentioned in paragraph 3 of the GH manual should cover the following GH operations, as applicable, depending on the services provided by the GH organisation:

(1)passenger handling;

(2)baggage handling;

(3)aircraft servicing:

3.1.safety on the apron/ramp and safety and operation of GSE and other vehicles used for GH services,

3.2.hand signals for GSE,

3.3.aircraft refuelling and defuelling — that is, intoplane fuelling services at the aerodrome,

3.4.aircraft toilet servicing,

3.5.potable water servicing,

3.6.aircraft cleaning,

3.7.aircraft deicing and antiicing,

3.8.safe operations in adverse weather conditions;

(4)turnaround activities:

4.1.aircraft arrival,

4.2.aircraft chocking,

4.3.aircraft coning,

4.4.aircraft access doors,

4.5.aircraft loading and unloading,

4.6.aircraft departure,

4.7.aircraft pushback,

4.8.aircraft towing,

4.9.longterm aircraft parking;

(5)load control process:

5.1.principles,

5.2.tasks,

5.3.responsibilities,

5.4.the load control process itself and operational procedures including mass and balance calculations and load planning,

5.5.messaging and communication procedures,

5.6.documentation;

(6)ground supervision;

(7)cargo operations.

(c)The interfaces with the aerodrome operators and the aircraft operators should be highlighted in each section where they are established.

ED Decision 2025/007/R

GH MANUAL

(a)Organisations may use different names for this manual, as the concept is not new. Depending on the type of organisation that provides GH services, this document may have different names, such as ‘ground operations manual’, ‘operations manual’, ‘ground service manual’ and ‘ground handling service manual’.

(b)The ‘GH manual’ is a generic name for the document or the set of documents used by the GH organisation to support it in discharging its responsibilities for the safe provision of GH services in compliance with the applicable requirements. It contains all the necessary instructions, information, policies, procedures for the provision of services, the training programme, the description of the organisation’s management system and the performance of duties by personnel, as well as for the operation and maintenance of the GSE used.

(c)The GH organisation has full freedom to decide how the content of its GH manual is integrated into its documentation system. For example, the GH manual could be either:

(1)a standalone document;

(2)a set of separate documents containing processes and procedures that cover its management system, with crossreferences to one another; or

(3)integrated in another of its existing manuals.

ED Decision 2025/007/R

OTHER RELEVANT CONTROLLED DOCUMENTS

(a)Other relevant controlled documents that the GH organisation may use to develop its GH manual could be those developed by various organisations, such as ICAO, the competent authorities, aerodrome operators, aircraft operators, aircraft manufacturers and GSE manufacturers, or documents such as industry standards or manuals published by industry associations and organisations.

(b)Examples of documents that may be used:

(1)ICAO Annexes, documents and manuals;

(2)the manuals of the operators of the aerodromes where the GH organisation provides services;

(3)aircraft operators’ operations manuals;

(4)deicing manuals;

(5)aircraft fuelling manuals;

(6)aircraft manufacturers’ manuals;

(7)IATA documents and standards, such as but not limited to those referred to in GM1 ORGH.GEN.125;

(8)IBAC documents and standards for GH provided to business aviation operators;

(9)SAE standards for aircraft deicing/antiicing on the ground;

(10)good practice documents developed by the GH operations safety team;

(11)operational procedures for safety stacks at aerodromes;

(12)GSE manufacturers’ manuals.

ED Decision 2025/007/R

ACCEPTABLE CONDITION OF A GH MANUAL

The acceptable condition of a GH manual implies the following criteria, considering human factors principles. The list is not exhaustive:

(a)It is legible, the layout is clear and the content is organised in a logical way.

(b)The text and pictures, diagrams or charts are unambiguous, leaving no room for interpretation.

(c)The language is concise, coherent and easy to understand.

(d)Abbreviations and acronyms are spelled out in a list in the document in which they are used.

(e)Charts and diagrams are clear and easy to follow.

(f)If colour codes are used, they are explained in the manual and clearly differentiated.

(g)If any parts of the GH manual are translated, the translations do not contain operational errors that may jeopardise safety and they are up to date.

(h)Symbols are explained.

SUBPART TRG — TRAINING OF GROUND HANDLING PERSONNEL

Regulation (EU) 2025/20

(a)As part of its management system, the ground handling organisation shall develop and implement a training and assessment programme for its personnel, to ensure they achieve the necessary competence to perform their tasks to the standards and objectives established in accordance with point ORGH.GEN.110(c) and to ensure continued competence of personnel.

(b)The training and assessment programme shall:

(1)define training standards and objectives based on the specific tasks and duties for each ground handling function, operational procedures, operational context, and the hazards and associated safety risks inherent in each ground handling function;

(2)establish the required level of competence and develop the training programme to achieve it;

(3)include a training needs analysis that is performed before enrolling an individual for initial training; this step shall be used to enable recognition of any previous training completed by an individual, when relevant to the assigned function and tasks;

(4)cover knowledge, skills, and attitudes commensurate with the generic and specific tasks for each ground handling function as follows:

(i)the knowledge component shall be based on standard operational procedures related to the ground handling function, aircraft operator procedures, relevant aspects of the aerodrome procedures, and, as applicable, operations in adverse weather conditions, winter operations and night operations;

(ii)the skill component shall address the technical and human skills to ensure that the individual achieves the practical abilities to correctly perform the tasks specific to their role and the development of skills shall also address the operatorspecific procedures;

(iii)the attitude component shall aim at preparing the individual to perform their tasks safely and efficiently, with the understanding and willingness to contribute to maintaining safety of operation at a high standard;

(5)establish a process to assess the level of achieved competence as regards the components referred to in points (2), (3) and (4), at the end of training;

(6)cover initial training, including onthejob training, and continued competence training.

(c)Taking into account the tasks and responsibilities specific to the individual functions, the training and assessment programme shall cover the following elements:

(1)aviation basic knowledge;

(2)specific training per type of ground handling activity;

(3)the organisation’s safety management system and safety management elements;

(4)airside safety and working around the aircraft including hazards posed by other operators on the apron;

(5)operation of GSE and any installation, facility or equipment provided by the aerodrome operator for the provision of ground handling services;

(6)human factors;

(7)turnaround process;

(8)reporting of safety events;

(9)dangerous goods;

(10)operational procedures of the aircraft operators relevant for the assigned specific ground handling function;

(11)local operational procedures and programmes of the aerodrome operators relevant for the specific ground handling function;

(12)any other training required by other applicable provisions of Regulation (EU) No 139/2014, Regulation (EU) No 965/2012 or Commission Implementing Regulation (EU) No 923/2012²³.

(d)The ground handling organisation shall ensure, as part of its training and assessment programme, the personnel’s continued competence by maintaining their knowledge, skills and attitudes to a level that enables them to perform their tasks in accordance with the standards and objectives established by the ground handling organisation in accordance with point ORGH.GEN.110(c). This shall be done by conducting the types of training referred to in points (e) to (h), each concluding with an assessment phase.

(e)Recurrent training shall be performed no later than every 36 months. Recurrent training may be completed at any date within the last 3 calendar months of the recurrence interval, and then the new interval period may start at the date of completing the last recurrent training.

(f)Refresher training shall be performed when an individual cannot demonstrate the required competence in the assigned function or has not performed tasks in the assigned function for 3 to 12 consecutive months. The content and the delivery form of refresher training shall be adapted to the length of the pause. Refresher training may be performed also as a form of seasonal variations of activities.

Update training shall be performed, as a subcategory of refresher training, in any of the following cases:

(1)an individual is assigned new tasks or a new ground handling function;

(2)there are amendments to the regulations that directly affect the execution of their tasks;

(3)there are new processes, procedures, or changes to the operational environment.

(g)Training to requalify an individual shall be performed when there are gaps in the individual’s performance identified during daily operation or when an individual has not performed tasks in the assigned function for 12 to 24 consecutive months. It shall include training on the identified gaps in performance and an assessment of competence.

(h)Retraining as per the initial training programme shall be performed when an individual has not performed tasks in the assigned function for more than 24 consecutive months.

(i)The ground handling organisation shall ensure that the persons providing training and conducting the assessment are competent on the subject to be instructed and have skills to deliver the training and conduct the assessment effectively.

(j)The training and assessment programme shall be included in the organisation’s ground handling manual and shall be reviewed regularly for improvement.

ED Decision 2025/007/R

GENERAL

(a)The training and assessment programme should be flexible enough to cater for specific needs related to the delivery method, such as online training or classroom training.

(b)Training and assessments may be delivered either internally by the GH organisation’s qualified instructors or externally by a qualified training provider. If the delivery of the training and assessment programme is contracted to an external provider, the responsibility for the standards and quality of the programme remains entirely with the GH organisation.

(c)The GH organisation’s training and assessment programme should include the following elements:

(1)the process for conducting a training gap analysis and criteria to enable crediting of training received by an individual from other organisations prior to employment at the current organisation;

(2)defined training objectives and targets for training and assessment for the trained GH functions;

(3)a training and assessment plan enabling the development of knowledge, skills and attitudes (KSAs) components and ensuring errorfree learning;

(4)standards for training material, including procedures of the aircraft operators to which GH services are provided, and progress monitoring;

(5)a nonpunitive staff competence evaluation and a training concept based on realistic elements;

(6)qualification criteria as required for the trained function;

(7)a description of methods and intervals for recurrent assessment and subsequent retraining;

(8)criteria for the competence and qualifications of instructors and assessors;

(9)a description of procedures for evaluation of the training process; provision of feedback, including anonymous feedback; and improvement of the training process to ensure that the training objectives are met.

(d)The knowledge and skills components of training should go hand in hand. The attitude component should be integrated as early as possible into the training process.

(e)The training and assessment programme should reflect the daily tasks performed by the trainees. The assessment should be conducted using live or simulated operations, to confirm that the individual being trained can perform the tasks correctly.

(f)Training and assessment using online tools should be conducted onsite to ensure the validity of the results.

(g)The GH organisation should allocate a sufficient amount of time for the completion of the required training courses.

ED Decision 2025/007/R

ASSESSMENT

(a)Assessments should address the required KSAs.

(b)When conducting an operational assessment to validate or revalidate a person’s competence, the individual should be assessed against the current operational procedures of the organisation. The assessment should be without error, and sufficient questions should be asked to check the underpinning knowledge of the employee.

(c)Written evidence of an assessment should specify which elements were assessed, when they were assessed and the results of the assessment. Where the operational assessment shows a performance failure or lack of knowledge, the instructor/assessor should retrain the trainee to both correct their performance and fill any knowledge gaps.

(d)Upon successful completion of the assessment phase, the training and assessment should conclude with the issuance of a document confirming that the trainee has successfully completed the training and is qualified for the function in which they received training.

(e)The GH organisation should establish procedures:

(1)for a situation in which an individual fails the assessment;

(2)to ensure that the instructor/assessor reviews the incorrect answers together with the trainee in order that the trainee’s knowledge is 100 % error free on leaving the learning environment.

ED Decision 2025/007/R

TRAINING PROGRAMME FOR SMALL GH ORGANISATIONS

(a)A small GH organisation should ensure that its personnel receive training based on the tasks and safety objectives associated with their role.

(b)The training should be based on the operational procedures applied by individuals in their daily activities and should include, as applicable, specific instructions of the aircraft operator and the aerodrome operator.

(c)Practical training may be replaced by onthejob training, where the individual may perform assigned tasks under supervision.

(d)The training should be completed by a final assessment of the individual’s competence to perform their assigned tasks in accordance with the relevant standards and safety objectives and to ensure errorfree learning.

(e)Training to ensure continued competence should be provided, as applicable, in accordance with point ORGH.TRG.100(d).

(f)The training may be provided internally or by a third party.

(g)Training and assessment using online tools should be conducted onsite to ensure the validity of the results.

ED Decision 2025/007/R

ASSESSMENT AND ERRORFREE LEARNING

(a)It is recommended that some assessments be conducted in pairs or groups, to allow trainees to assess themselves by comparing themselves to others and to avoid subjective assessment. Criteria should be clearly identified to indicate when a standard has been met. For example, the correct responses to questions should be available for any assessor marking an exam.

(b)The development and assessment of skills and attitudes within a group could be based on tasks allowing interaction during communication, workload management, problemsolving and decisionmaking, and teamwork.

(c)An individual’s attitude is developed and monitored along with the knowledge and skills components of training. Their attitude is closely linked to their motivation. It can be assessed based on the quality of their participation in the training or by designing exercises that require them to use attituderelated competencies, such as communication, situational awareness, problemsolving and decisionmaking. The attitude component monitors the development of an individual’s awareness of their role in maintaining and improving safety, and in fostering a safety culture.

(d)Errorfree learning should not be understood as meaning that a trainee must pass every exam with a score of 100 %. It means that the assessor discusses the incorrect answers with the trainee to correct any misunderstandings, while their original exam mark remains unaltered. If the trainee fails an exam, they are required to complete a resit.

ED Decision 2025/007/R

TEMPORARY AND LEASED GH PERSONNEL

Temporary and leased GH personnel are included in the scope of point ORGH.TRG.100.

ED Decision 2025/007/R

STEPBYSTEP PROCESS FOR TRAINING AND ASSESSMENT PROGRAMME DEVELOPMENT

Step 1. Perform a training gap analysis — what is the level of training and qualifications of the trainee in the relevant function before training, and what should it be after training?

Step 2. Set the training objectives, based on the safety objectives to be achieved by that GH function. These are usually expressed in general sentences.

Step 3. Set the training targets, based on the tasks specific to the GH function established in Step 1 (see examples of safetycritical functions in GH below). These are expressed through specific sentences that detail what the trainee should be able to do at the end of their training. The training targets should be realistic — that is, things that the individual is usually expected to do during their daily activities. They should also address the operational risks to be mitigated through training.

Step 4. The tasks that the trainee should be able to perform are usually described in their job profile. The choice of tasks will determine the conditions under which the meeting of training targets has to be demonstrated. Those conditions represent the operational and environmental context in which the operations take place and the tools used for the execution of the service (equipment, systems, etc.). Multiple tasks can and should be integrated into one exercise or one assessment scenario.

Step 5. Develop the training and assessment programmes based on the development of KSAs. Create exercises based on real tasks from daily operations and reflecting the operational context of the aerodrome in which the GH organisation provides services. To create realistic exercises, the trainer should use the GH manual and specific procedures of the organisation, including the procedures provided by the aircraft operators to which services are provided, safety data from reported events and the organisation’s tools, equipment or GSE, as required. Elements of the applicable regulations should also be integrated into the course and exercises.

Step 6. Design the training plan for each phase of training and determine the minimum number of hours to be allocated to the training (both theoretical and practical) and the phases of assessment, including onthejob training and allowing sufficient time for training delivery, learning, testing and retraining.

Step 7. Develop the assessment process and tools, tests, the pass/fail grading system, the procedures for errorfree learning and the procedure for retraining.

Step 8. Develop a feedback tool for the trainees.

Step 9. Assess the training process, identifying areas for improvement to better address the risks and targets. Improve the training and assessment programme.

ED Decision 2025/007/R

TRAINING GAP ANALYSIS AND CREDITING OF PREVIOUS TRAINING

(a)During the training gap analysis, the GH organisation should consider the mutual recognition and crediting of the GH training and skills attained by individuals in the interest of facilitating mobility across the GH industry workforce. This mutual recognition and crediting of previous training should be based on a common training syllabus and the alignment of assessment methods and marking.

(b)The training gap analysis should be performed to each individual before enrolling them for training.

(c)The GH organisation should develop a procedure for crediting training received by an individual from a previous organisation. The procedure should include measures to assess the following, as a minimum, and this assessment should be stored as part of evidence of the individual’s training record:

(1)the content of the previous training;

(2)whether the previous training was delivered by suitably qualified personnel or organisations;

(3)whether the knowledge and skills required for the execution of the operating procedures trained during the previous training were based on the same industry standards, best practices or common procedures used among several GH organisations or selfhandling aircraft operators.

(d)Evidence of an individual’s previous training should be recorded where it exists.

(e)Where previous training delivered by suitably qualified personnel or organisations is found to satisfy the training standards of the GH organisation, including the functionspecific training, onthejob and continued competence training, that previous training may be credited, and the GH organisation may apply only a differences training to cover the specific elements. Such a difference training should cover all items not credited from previous training.

(f)The GH organisation continues to remain responsible for all the training required by Subpart ORGH.TRG, regardless of whether the training is provided by itself, another GH organisation or a contracted training provider.

(g)The GH organisation should be satisfied that at the end of the training gap analysis, crediting of previous training and, if necessary, application of differences training, the individual is competent to perform the assigned tasks in accordance with the objectives and standards established by the organisation and included in its GH manual.

ED Decision 2025/007/R

ONTHEJOB TRAINING

Onthejob training is a component of the training programme conducted in the operational environment. It combines the KSAs acquired during the previous phases of training in a realistic environment. This component of training is different from the development of skills, which is carried out in a training environment.

ED Decision 2025/007/R

TRAINING COURSES BY GH ACTIVITY

(a)GH training courses should cover the following, as applicable to the specific function and assigned tasks:

(1)passenger handling, including the provision of assistance to passengers with reduced mobility (PRMs):

(i)training required by Regulation (EC) No 1107/2006 (applicable to PRM),

(ii)training on dangerous goods,

(iii)as applicable, training on the movement of persons on the apron in accordance with Regulation (EU) No 139/2014; and

(iv)as applicable, training on the operation of equipment (ambulift, medilift, etc.) used for PRM boarding and disembarking;

(2)baggage handling;

(3)ramp handling and aircraft arrival and departure activities;

(4)aircraft towing/pushback;

(5)aircraft ground deicing/antiicing;

(6)aircraft refuelling/defuelling;

(7)aircraft exterior cleaning;

(8)potable water servicing;

(9)lavatory servicing;

(10)aircraft loading/unloading and stowage and securing of load;

(11)loading supervision;

(12)operation of GSE, operation of elevating equipment and hand signals for GSE guidance;

(13)operation of PBBs;

(14)turnaround coordination, for those performing the specific turnaround coordination function and, for all GH personnel involved in GH activities on the apron during turnaround, awareness training on safety in turnaround activities;

(15)operation of aircraft doors (cabin and cargo compartments);

(16)cargo acceptance;

(17)handling of ULDs;

(18)ULD buildup;

(19)activities specific to cargo and mail handling not listed above;

(20)departure control systems and any other IT tools and equipment used by the GH organisation and required by the operational procedures of the aircraft operators;

(21)allweather operations and operations in winter conditions, as applicable.

(b)For other training courses — for example, in the areas of dangerous goods, security and vehicle driving, the intervals for recurrent training established by the relevant regulations apply.

ED Decision 2025/007/R

SAFETY AND SMS TRAINING

The safety and SMS training should cover the following elements:

(a)Mitigation of safety risks in the following GH activities, as applicable:

(1)turnaround coordination;

(2)aircraft chocking;

(3)positioning and removal of GSE;

(4)passenger boarding and disembarking;

(5)operation of aircraft doors (cabin and cargo), as applicable;

(6)aircraft refuelling, including the initial intervention in the event of a fuel fire, the use of fire extinguishers, and summoning of the rescue and firefighting service in the event of a fire or major fuel spill;

(7)aircraft loading and unloading;

(8)aircraft pushback/towing;

(9)aircraft deicing/antiicing.

(b)Safety and awareness training specific to working safely on the apron and around aircraft with other GH organisations, particularly during potentially highrisk activities such as aircraft refuelling.

(c)Knowledge of aspects of the SMS tailored to the responsibilities associated with the GH functions, with a focus on hazard identification, safety risk assessment and risk mitigation. The SMS training should include practical exercises, mainly to enable trainees to practice hazard identification and safety risk assessment, and to enhance the understanding by frontline personnel of the purpose of safety management and safety culture.

(d)Safety culture and a just culture.

(e)Safety reporting, including the reportable events detailed in Commission Implementing Regulation (EU) 2015/1018. The focus should be on understanding why it is important to report safety events or nearmiss events and how to use the reporting tool.

(f)The GH organisation should also comply with the training requirements applicable to it and included in Regulation (EU) No 139/2014, particularly point ADR.OR.D.017 and the related AMC1 ADR.OR.D.017(a);(b) and ADR.OR.D.017(c);(d) on SMS training.

ED Decision 2025/007/R

TRAINING ON THE OPERATION OF EQUIPMENT, FACILITIES OR INSTALLATIONS PROVIDED BY THE AERODROME OPERATOR

(a)All personnel using equipment, facilities or installations provided by the aerodrome operator for the provision of GH services should receive safety training relevant to their tasks for the operation of such equipment, facilities or installations.

(b)Such equipment, facilities or installations include but are not limited to the following:

(1)deicing/antiicing facilities,

(2)centralised baggage handling system,

(3)PBBs,

(4)equipment for the boarding and disembarkation of PRMs.

(c)The training for the operation of the relevant equipment, facilities or installations should be delivered in accordance with the instructions provided by the aerodrome operator or, if available, the manufacturer of that equipment, facility or installation.

ED Decision 2025/007/R

AWARENESS TRAINING ON AIRCRAFT REFUELLING/DEFUELLING

(a)The GH organisation should ensure that the personnel performing various tasks around the aircraft during turnaround undergo a minimum level of safety awareness training, with a focus on safety risks of apron operations during aircraft refuelling/defuelling and the associated safety precautions.

(b)The organisation should have means of checking that personnel understand and apply the safety precautions at all times when working around the aircraft during refuelling/defuelling.

ED Decision 2025/007/R

OTHER TRAINING COURSES

(a)The training programme should include training on the following areas, as applicable to individuals’ specific GH functions and assigned tasks.

(1)Accident/incident investigation

(2)Root cause analysis

(3)Any additional training as required by the aircraft type and the type of technology and energy used for aircraft propulsion

(4)Ramp resource management (RRM), which is teamrelated training for personnel and their supervisors executing GH tasks on the apron during aircraft turnaround. The objective of this training is to ensure effective communication on the airside, the safe provision of services and effective use of all available resources — people, equipment and information — to optimise ground and flight safety and the efficiency of aircraft turnaround. Elements of RRM may be included in other GH training courses, such as those relating to human factors or safety, or RRM training may be delivered as a standalone course.

(b)Other training courses that should be included in the training programme, as applicable to individuals’ specific GH functions, may be required for compliance with other regulations. Examples of such courses are:

(1)FOD, in accordance with Regulation (EU) No 139/2014;

(2)airside driving, in accordance with Regulation (EU) No 139/2014;

(3)control of pedestrians, in accordance with Regulation (EU) No 139/2014;

(4)operating in lowvisibility conditions and winter, in accordance with Regulation (EU) No 139/2014;

(5)aviation security;

(6)emergency response procedures, as appropriate to assigned roles and in accordance with aircraft operators’ and aerodrome operators’ manuals and procedures;

(7)various software used by GH organisations and necessary for individuals to perform their tasks in accordance with the established standards and objectives.

ED Decision 2025/007/R

AWARENESS TRAINING ON SAFETY IN TURNAROUND ACTIVITIES ON THE APRON DURING AIRCRAFT REFUELLING AND DEFUELLING

It is recommended that the training material supporting AMC4 ORGH.TRG.100(c) follow the JIG standards and cover the following aspects as a minimum:

(a)for all GH personnel performing tasks around the aircraft at the same time (during turnaround):

(1)the work environment and the importance of situational awareness in staying safe and keeping others safe;

(2)the dangers of fuelling — what can go wrong during aircraft refuelling (e.g. ground damage or incidents involving hydrant pits or fuel trucks);

(3)fuel spillage;

(4)fuelling safety zone;

(5)how to stop a fuelling vehicle if the operator is incapacitated;

(6)emergency stop button;

(b)for personnel performing tasks related to fuelling operations, in addition to the elements of point (a):

(1)fuel knowledge and basic safety, bonding, public protection, fire classification and extinguisher types, control of access to storage areas, fire safety and misfuelling prevention;

(2)regular testing and checks of fuel, hoses and electrical bonding;

(3)procedures for ensuring fuel quality in storage or prior to refuelling (as appropriate);

(4)manoeuvring of elevating platforms;

(5)securing the fuel truck to prevent movement during fuelling;

(6)walkaround of the fuel vehicle before moving;

(7)fire extinguishers, including handheld fire extinguisher training;

(8)operation of fuel truck or other equipment used for refuelling/defuelling;

(9)aerodromes’ local procedures;

(10)human factors, including elements of enhancing situational awareness;

(11)additional elements necessary for fuelling supervisors.

ED Decision 2025/007/R

HUMAN FACTORS AND HUMAN PERFORMANCE

(a)General elements guiding the design of training programmes to develop knowledge and skills in relation to human performance can be found in the Human Factors Training Manual (ICAO Doc 9683). However, it should be taken into account that the ICAO documents are not specifically based on the human factors in GH.

(b)Human factors training is intended to enhance attitudes conducive to safe and efficient GH operation. The development of soft skills such as those listed below increases the likelihood of the candidate successfully completing the training programme and acquire the desired competence:

(1)interpersonal, communication and language skills,

(2)ability to be a team player,

(3)ability to work well under pressure and manage stressful situations,

(4)capacity to focus and avoid distractions.

(c)Training to develop situational awareness addresses and mitigates the incorrect or inadequate perception of individuals in an aerodrome and GH operational environment. It also addresses the risks of complacency when performing routine/repetitive tasks.

Recognition of and knowledge about what constitutes a threat or a hazard in the operational environment is an essential part of deciding on the most appropriate action. This should be part of the initial and ongoing training for GH personnel, but reduced training opportunities and staffing or other resource issues can often mean that the personnel are not fully cognisant of the potential dangers of their working environment. At the other end of the continuum, longerserving personnel may find that the risk of working around aircraft has become normalised, creating a perception of familiarity and invulnerability.

There are many theories that explain how people perceive risks, and how they process risk information and make decisions or take actions based on that information, both consciously and unconsciously. The key findings from the literature that are relevant to GH activities are that:

(1)people are not good at estimating or evaluating risk;

(2)people who underestimate risk are more likely to take risks;

(3)people often overestimate their own capability or invulnerability and underestimate the severity of outcomes;

(4)the perception of risk becomes normalised over time.

(d)Training objectives: In order to take appropriate action in any given situation, the individuals are expected to:

(1)have a good understanding of the risks associated with working around aircraft;

(2)be able to accurately perceive risk — this involves providing a correct assessment of the likelihood and severity of the impact of a risk, which is subjective and is based on what people know and think (cognition), how they feel (emotion), and their experience, age and characteristics, and patterns of behaviour, as well as the environmental and sociocultural context;

(3)understand the impact of the working environment on the cognitive processing of risk information;

(4)understand the difference in individual risk appetite and perception and the normalisation of risk over time.

ED Decision 2025/007/R

RAMP RESOURCE MANAGEMENT

(a)RRM and communication, including language proficiency (languages used in accordance with point GH.OPS.030), use of standard terminology, hand signals, visual communication, distraction from outer sources (e.g. mobile phones) are all factors that may lead to unsafe situations in the airside operational environment if they are improperly managed or mastered.

(b)Training on RRM is a mitigation measure to ensure the safety of GH services on the apron, in addition to the implementation of the standard operational procedures and compliance with the GSE requirements. The RRM training syllabus supporting document (NLR-TR-2012-483-tr)²⁴ may be used as a basis to develop RRM training elements.

(c)The ultimate goal of RRM is to prevent aircraft accidents through reducing errors during the aircraft turnaround process and managing the effects of errors that still occur. The purpose of the RRM training is to:

(1)decrease the number of instances of aircraft/equipment damage and personal injuries;

(2)increase awareness and recognition of human factors and their effect on aircraft turnaround;

(3)improve safety barriers against human error;

(4)decrease disruption to operations;

(5)increase efficiency;

(6)increase individuals’ awareness of being part of a larger and more efficient team.

(d)The effectiveness of the RRM training is enhanced if it is:

(1)based on the operational environment,

(2)integrated into the current HF training as much as possible,

(3)realistic and practical,

(4)scheduled outside peak hours.

(e)The RRM training is expected to cover the following key areas of risk, which are all found in interfaces and communication between the individuals or stakeholders involved in aircraft handling activities:

(1)between the members of a team of stakeholders involved (e.g. a loading team),

(2)between different stakeholders (e.g. aircrew and GH personnel, aerodrome operator personnel and GH personnel),

(3)between humans and technology (e.g. computerised turnaround coordination, interpretation of a docking system display),

(4)between humans and procedures (e.g. approaching an aircraft during the arrival process),

(5)between humans and the environment (e.g. weather conditions, low visibility, slippery apron).

(e)It is recommended that the RRM training reflect the operational context at the aerodrome(s) where the GH organisation provides services. It isalso recommended that the RRM training be included in or closely linked to training related to human factors.

(f)The following learning objectives of the RRM training covering components of KSA can be used (source indicated in point (b)).

ED Decision 2025/007/R

ENSURING CONTINUED COMPETENCE BY APPLYING RECURRENT TRAINING AND RECURRENT ASSESSMENT

(a)Recurrent training, conducted no less frequently than every 36 months, should be based on the initial training syllabus. The recurrent training should end with an assessment that acknowledges individuals’ continued competence. For certain types of GH activities, recurrent training should be performed at shorter intervals. Aircraft ground deicing/antiicing recurrent training should be performed in accordance with SAE AS6286.

(b)The GH organisation may also apply, when suitable for the size of its operation, recurrent assessment and subsequent retraining as a method of maintaining the competence of its personnel and ensuring that their knowledge and skills remain at the required level. A recurrent assessment is the equivalent of a proficiency check in other aviation regulations.

(1)When applied, the recurrent assessment should check KSAs simultaneously and should be performed at regular intervals, which are relevant to the operational context but shorter than 36 months from the previous training and assessment. A recurrent assessment does not need to cover all the tasks and responsibilities of an individual in one go; however, they should be assessed in their entirety within 36 months of the previous assessment.

(2)The recurrent assessment should be performed in an operational environment, during usual activities, by an appropriately trained supervisor, using a checklist based on the individual’s daily tasks. The minimum score to pass a recurrent assessment and achieve competence should be 90 %.

(3)The GH organisation should develop checklists to be used by assessors when performing recurrent assessments. These checklists should be based on the tasks and duties associated with the function assigned to the individual being assessed and should also include or have an associated score sheet.

(4)Subsequent retraining following a recurrent assessment should address areas where the individual performed their tasks below the established level of competence or where their performance was uncertain or below the required standard. Providing subsequent retraining that covers the full initial training syllabus should remain at the discretion of the supervisor and the nominated person responsible for the GH organisation’s training.

(c)The GH organisation may apply a combination of points (a) and (b), in which the recurrent assessment is performed at shorter intervals than 36 months, and the recurrent training performed every 36 months is adjusted in length and level of detail compared with the initial training syllabus.

ED Decision 2025/007/R

TYPES OF TRAINING FOR CONTINUED COMPETENCE

(a)Recurrent training

(1)Recurrent training includes training in and assessment of the knowledge and skills that are necessary to perform GH tasks to the required standard.

(2)When the GH organisation applies a recurrent assessment (or proficiency check) to ensure continued competence, the individual is informed in advance that they are subject to a recurrent assessment. The results of the recurrent assessment may lead to retraining in those areas where the individual has performed their tasks below the established level of competence, and not necessarily to full recurrent training. The results of the recurrent assessment and the subsequent retraining may serve as proof of recurrent training.

(b)Refresher training addresses the gaps identified in the individual’s ability to perform their tasks to the established standards or provides updates related the latest changes in procedures, standards or regulations. It includes training in and assessment of the knowledge and skills appropriate to the individual’s function. It is conducted as follows:

(1)After a pause in the execution of tasks between 3 and 12 consecutive months or upon identifying a lower level of performance in an individual’s execution of assigned tasks during a recurrent assessment. Refresher training is followed by an assessment of competence.

(2)An individual undergoes update training when new or changed procedures or processes or amendments to the applicable regulations, which have not yet been included in the recurrent training, are implemented. The purpose is to ensure the continued competence of an individual following changes relevant to their tasks.

(i)Update training can be provided regardless of whether the individual has worked continually in their assigned role or has been absent for a period. The training is developed and delivered following an analysis of the impact of the changes and observing the change management process.

(ii)The update training can be delivered in various formats that include classroom sessions, online training, videos or formally documented briefings for employees.

(iii)Examples of situations in which update training should be provided are following changes to operational procedures or the introduction of a new aircraft type to be serviced, new operating systems or new GSE, or a combination of these.

(3)Update training and onthejob assessment are conducted in the following cases:

(i)when the individual has previously achieved the competence to perform a certain function but can no longer demonstrate the required competence; or

(ii)when the individual has been absent from their operational role for between 3 and 12 consecutive months.

(c)Requalification training is provided after a period of absence of between 12 and 24 consecutive months or when an individual does not perform their tasks to the established standards regardless of any interval of absence. Requalification training does not need to be identical to the initial training; only the gaps in the individual’s performance should be covered. Additionally, update training should be included. Requalification training ends with an assessment of competence to ensure that the individual has achieved the same level of competence as required after initial training.

ED Decision 2025/007/R

RECURRENT ASSESSMENT

(a)The recurrent assessment programme is used for meeting the following objectives:

(1)identify the responsibilities of the assessors and the assessment methods, tools and procedures;

(2)include procedures to be applied if the personnel do not perform their tasks at the required standards.

(b)The recurrent assessment is performed during realtime activities (onthejob performance) and is based on realistic tasks specific to the role.

(c)The individuals being assessed are informed in advance of the date of the assessment and the expected assessment conditions.

(d)The assessment provides anonymous and confidential results and recommendations of corrective measures.

(e)The frequency of the recurrent assessment is driven by safety events, accident/incident reports, errors noticed or reported in the execution of operational procedures, changes to regulations or aircraft operators’ manuals and the results of regular, nonpunitive competence evaluations.

(f)Recurrent assessment and retraining are documented for recording and inspection purposes.