36%
Learning is a leading retention measure.
36% of employers used more learning and development to retain staff — joint highest with flexibility and wellbeing support.
AHRI · Australian Work Outlook, March 2025 ↗HR · Maintenance · Training managersAircraft engineer retention.Give good people
Aircraft engineer retention.Give good people
a future with you.
Turn career progression into a reason to stay. Help your aircraft engineers work towards their next licence, category, exclusion removal or type rating — with training built around the experience they already have.
Engineers training engineers.
Part of Sigma Aerospace Group.
The case for investing in your people
Progress is a powerful reason to stay.
Training belongs in the retention conversation. It gives people a visible future, and gives your operation a way to build the capability it will need next.
43%
No development?
No thanks.
43% said they would turn down a job offer if it offered no career development opportunities.
Robert Half · 1,000 Australian office workers; surveyed November 2023, published June 2024 ↗7in 10
Learning builds
a stronger connection.
Seven in ten people said learning strengthened their connection to their organisation.
LinkedIn · Workplace Learning Report 2024, global learner research ↗Cross-industry research, not aircraft-engineering-specific results. These figures describe practices and attitudes, not a guaranteed improvement in retention.
Make the opportunity real.
Pair the training with protected study time, useful workplace experience and a clear conversation about the role it can lead to. Jobs and Skills Australia’s 2026 research reinforces the value of learning that develops skills people can actually use at work.
A development offer with somewhere to go
Four ways to move good people forward.
Historically, turning “we’ll support your training” into a practical offer has meant untangling qualifications, exams and experience requirements. Our RPL and gap training packages bring those moving parts into an individual plan.
01Certificate IV→First CASA licence
Back their next step into licensed work.
Recognise existing aeroskills competency, then plan the gap units, knowledge exams and practical experience needed for the chosen licence pathway.
For your operationDevelop licensed capability from the AMEs who already know your operation.
Explore CASA licence pathways
02One category→Broader capability
Help a good engineer do more.
Support an additional category or subcategory through an individual review of existing units, exams and experience. Each engineer starts from their own evidence.
For your operationPlan broader skills coverage around your fleet and maintenance needs.
Explore RPL & gap training
03Licence exclusions→Wider scope
Remove the limits that hold them back.
Start with the exact exclusion codes on the licence. We identify the relevant training and evidence pathway, including packages for multiple exclusions.
For your operationWork towards the systems coverage your team needs.
Explore exclusion removal
04Existing licence→Another aircraft type
Connect their career to your next aircraft.
Plan type theory, practical training and OJT requirements around the engineer’s licence and your aircraft. Include type training in the development conversation.
For your operationBuild a path towards the aircraft capability your operation needs next.
Explore aircraft type trainingTraining supports the pathway. Licence issue and changes still depend on the applicable regulatory requirements, including exams and experience where required. Type ratings and employer authorisations are separate steps.
A person, not a standard packageBring the complicated histories.
Recognition of prior learning + the right gap training
Different backgrounds. One clear way forward.
Old qualifications. Mixed licences. Military experience. A course started years ago. You’re unlikely to surprise us.
We look at what each AME has already achieved, assess the evidence and identify what is still needed for the chosen outcome. Credit where it’s earned. Training where it’s needed. A plan that makes sense to the engineer and their manager.
How RPL & gap training worksTheir starting point
Certificate IVExisting CASA licenceDefence experienceOverseas qualificationsPart-completed study
Individual evidence reviewExperience + qualifications + goal
Their training plan01Credit for demonstrated competency02Specific learning & assessment gaps03A route to the chosen outcome
For the engineer
A next step they can see.
Clear evidence requirements, training and assessment support, and study that can be planned around work.
For the manager
An offer you can put into practice.
Agree on the scope, fees, study time and workplace support. Set useful milestones and review progress together.
From the people doing the work
Support they actually feel.
Career support only works if engineers can use it. These are excerpts from our existing student testimonials.
I felt that Sigma had a genuine vested interest in my career development
The overall structure reflected strong process design and respect for the candidate’s time.
The guidance was clear, timely, and very helpful throughout.
Individual experiences, shared in their own words. More about studying with Sigma ↗
Choose your own AME path
Any destination.Any outcome.
One team can have many next steps. Start with the person and the work — then choose the pathway that fits.
LicencesQualificationsExclusionsType training
Build our team’s planA selection from our course catalogue. Entry requirements, scope, practical access and scheduling vary by course.
Make it part of the offer
A training plan. A retention conversation.
Give people something more concrete than “we’ll look at it next year”. Start with a few engineers, or bring us a wider team development brief.
- 01
Choose the capability.
Agree on the roles, licences and aircraft coverage your business needs — and what your engineers want next.
- 02
Make the support tangible.
Consider employer-funded assessment and tuition, protected study time, mentoring and access to suitable work.
- 03
Recognise the progress.
Set milestones, review the training plan and connect new capability to meaningful work and progression.
Building the next generation as well?
Explore apprentice training
Partner with Sigma Aerospace College
Keep the experience. Grow the capability.
Let’s build a training-based retention plan for your aircraft maintenance team.
Tell us about your people, the work you need to cover and where you want to take the business. We’ll help you turn that into practical training options.
Useful things to include
- Team size, locations and aircraft types
- Current qualifications or licence categories
- The outcomes you want to support
- Timing, rosters and an indicative budget
Prefer to talk it through?
Call the training team · (02) 8526 8826 ↗
Start with your team
Enquire about a retention plan
One engineer or a whole operation. Let’s work out the next step.