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Your instructor/evaluator group will ultimately act as the front line for the ACRM training program.  Consider using a group of these instructor/evaluators to help in preparing the organizational presentations.  At the very least, have instructor/evaluators review your presentations before you show them to management or training department supervisors.
Organizational presentations should include a set of higher- level objectives, additional lower-level objectives, primary development and implementation steps with dates, organizational requirements, and organizational benefits.  The higher-level objectives might include some of the following:
. Standardized form of CRM crew training.
. Standardized form of CRM assessment.
. Improved CRM skill and performance development.
. Improved integration of CRM with technical training.
Additional, lower-level objectives might include:
. Updating critical briefings.
. Updating the Quick Reference Handbook (QRH).
. Improved CRM assessment training for instructor/evaluators.
. Improved reliability of instructor/evaluator ratings.

Ensuring Ongoing Management,Union,and Inspector Commitment
Once initial organizational involvement has been established, steps should be taken to further develop and ensure ongoing management, union, and Principal Operations Inspector (POI) commitment. Each airline has a different management structure
.Management should be informed about the types of questions that can be addressed by CRM performance data.
and a unique relation with union and POI, but some common steps can be taken to build a strong commitment for the ACRM training program.
On the management side, an important step is to develop an understanding of what will be achieved under ACRM training, and then provide regular reports to show the progress and trends. In developing the preliminary understanding it can be helpful to provide data on current trends in training, and if CRM data is not available, use technical data such as maneuvers to demonstrate the type of crew and instructor data that will be collected.  At many airlines this may be the first carefully evaluated CRM program linked to crew performance and SOP.  In such cases, management should be familiarized with the methods that will be used to collect CRM performance data and the types of questions that can be answered with that type of data.  Use the commitment-building presentations to identify the types of reports most useful to management.  One important outcome of this process is to develop strong commitment for the ACRM program from top management on down.
On the union side, consider getting one or more union representatives involved in the development as early as possible in the process.  In the preliminary meetings it should be established that ACRM offers a much more complete form of CRM training that is well integrated with the technical.  Further, crew assessments under ACRM are objective, based on SOP, and well specified based on observable crew behaviors.  Work closely with at least one representative, and invite them to fly or ride the new LOE or LOFT.  Also invite them to be present at the ACRM crew training course and at crew assessment sessions such as the LOE or line check.  Invite union feedback and keep them informed as the program develops.
　
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本文鏈接地址：Developing Advanced Crew Resource Management (ACRM) Training: A Training Manual(17)