The Performance Management System Of Tower Units In The CQ ATC Branch Optimization Study

Air Traffic Management Bureau of China Civil Aviation Administration of China has issued a medium and long-term strategic plan for the Air Traffic Control（ATC）system to accomplish two goals by 2030,namely,to establish a modern air traffic management system and a performance-based organization.Therefore,performance management is the main focus of ATC in the future.Due to the special characteristics of the ATC industry and the difficulty of quantifying the work of air traffic controllers,the performance management of the ATC system is still being explored and advanced.This paper takes the performance management system of tower controllers in the CQ ATC branch as the research object,analyzes its problems and causes,optimizes it with modern management knowledge,and builds a performance management system that meets the actual front-line operation,so as to improve controllers’ motivation and business level and enhance the quality of civil aviation operation.This paper investigates the front-line controllers in the tower control room of the operation department through questionnaire survey and interview research,as well as the opinions and views of their leaders and business backbones on the performance management system.Through the analysis of the survey results,it was found that there are many problems with the performance management system of tower controllers in the CQ ATC branch,including the lack of scientific and reasonable performance assessment indicator settings,the limited amount of performance bonuses,the lack of obvious motivational effect on employees,the imperfect communication and feedback mechanism,the weak performance coaching,and the lack of proper application of assessment results.In this paper,the management by objectives（MBO）and the key performance indicators（KPI）method are combined to determine the assessment indicator.Drawing on advanced international experience,taking into account safety,efficiency and service,the controller’s performance appraisal indicators are optimized by adopting outcome indicators that reflect the objectives and process indicators that affect the achievement of the objectives.Taking the solo-flight controller as a typical example,on the basis of which the assessment indicators of the other three types of controller positions are added,subtracted and revised,the indicator weights are determined with the hierarchical analysis method,forming a relatively complete performance assessment indicator system.According to the performance feedback and interview,the feedback process is optimized,the performance appraisal feedback form is prepared,and the importance of performance feedback and coaching is emphasized.For the application of results,the optimization methods were proposed focusing on job promotion and personalized training,which can fully and effectively motivate employees in a sustainable manner.By combining the general theory of performance management with the actual situation of the CQ ATC branch,this paper proposes methods and ideas to optimize the performance management system for units,especially the indicator system designed for different control positions and the application of assessment results focusing on job promotion and personalized training,which provides new ideas for the performance management of ATC units in other regions with certain reference.