改革开放以来，我国民航事业从机队规模、法律法规、安全标准、航线结构等方面都取得了长足的进步。在航班运输量、旅客出行量快速增长的今天，空中交通管制行业面临着工作强度巨大、安全责任重、人员储备短缺等问题。随着管辖扇区内的中小机场投入使用，通用航空和空军训练活动频繁，国际航班不断增加，这些因素令空中交通区域管制员的工作复杂程度逐年加大，民航安全形势面临巨大挑战。

在面临运行安全和效率的双重压力下，作为空中交通运行的指挥枢纽——空中交通管理局，需要在人员甄选的源头进行重点把关。因此，利用科学的模型与方法对一线人员存在问题进行讨论与分析，提高区域管制员甄选水平与培训工作效果成为了现在亟待解决的问题。通过参考科学的模型与方法并结合学员实际情况，在招聘过程中甄选合适人员，在分岗过程中满足人岗匹配，提升管制员绩效水平，培训工作做到科目设置有针对性，提升培训效果，降低培训成本。

本文以胜任力模型理论为理论基础，通过一线工作真实情况以及存在问题，对空中交通区域管制员职能进行分析，利用行为事件访谈法对绩效优秀者进行访谈，同时做开放性问卷补充胜任力特征，利用问卷调查法统计获取各项胜任力特征得分，随后通过SPSS软件对于问卷结果的信度与效度进行检验，然后对胜任力模型进行主成分探索性因子分析，最后通过专家打分法和层次分析法确定各特征的权重，获得具有19项胜任力特征的空中交通区域管制员胜任力模型。

将区域管制员胜任力模型应用于管制员甄选与学员培训工作中，在甄选环节中针对胜任特征制定简历筛选参考标准、面试问题与模拟机实操环节。全面考察应聘者的知识、技能与内在动机，从而提高区域管制单位人员甄选水平。在学员培训方面，根据胜任力模型与学员自身特点，找出学员的技能盲点，设计理论与实操课程，培养优秀工作习惯以及扎实专业知识，同时利用拓展课程提高学员自信心与安全责任意识。在学员岗位安排上，参照胜任力模型，将管制员个人能力与相应工作难度的岗位进行匹配。

Since the reform and opening up, China ’s civil aviation industry has made great progress in terms of fleet size, laws and regulations, safety standards, and route structure. With the rapid growth of flight traffic and passenger travel, the air traffic control industry is facing problems such as huge work intensity, heavy safety responsibility, and shortage of personnel reserves. With the use of small and medium-sized airports in the jurisdiction, frequent training activities for general aviation and the Air Force, and the continuous increase in international flights, these factors have increased the complexity of the work of regional air traffic controllers each year, and the civil aviation safety situation is facing great challenges.

Faced with the dual pressures of operational safety and efficiency, the Air Traffic Management Authority, the command hub of air traffic operations, needs to focus on the source of personnel selection. Therefore, using scientific models and methods to discuss and analyze the existing problems of front-line personnel, and to improve the selection level of regional controllers and the effectiveness of training have become urgent issues to be resolved. By referring to scientific models and methods and combining with the actual situation of the students, select suitable personnel during the recruitment process, meet the job matching during the job separation process, improve the performance level of the controller, and make the training subject targeted and improve the training effect. To reduce training costs.

Based on the theory of competency model theory, this article analyzes the functions of air traffic controllers based on the real situation and existing problems of front-line work, uses behavioral event interviews to interview outstanding performers, and uses open questionnaires to supplement competency characteristics.Use the questionnaire survey method to obtain the competency characteristic scores, then use SPSS software to test the reliability and validity of the questionnaire results, then conduct the principal component exploratory factor analysis of the competency model, and finally use expert scoring methods and levels.The analysis method determines the weight of each feature, and obtains an air traffic area controller competency model with 19 competence characteristics.

The regional controller competency model was applied to the selection of controllers and the training of trainees. In the selection process, reference standards for resume selection, interview questions, and simulation machine operations were formulated for competency characteristics.Comprehensively examine the candidate's knowledge, skills and intrinsic motivation, so as to improve the level of selection of personnel in regional control units.In terms of student training, according to the competency model and the characteristics of the students, identify the blind spots of the students 'skills, design theoretical and practical courses, cultivate excellent work habits and solid professional knowledge, and use the expanded courses to improve students' self-confidence and safety responsibility awareness.Regarding the position of trainees, referring to the competency model, the controller's personal ability was matched with the corresponding job difficulty.