Good News on the Pilot Front

By Kathryn B. Creedy

  • Robust commercial pilot enrollments at universities
  • Time between graduation and airline hiring reduced from two years to 37 days
  • CFIs desperately needed
  • Pilot age rising to between 47 and 50
  • Pilot quality and shortage issues remain unresolved

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Cargo carriers are gaining interest from University of North Dakota students who said they would likely choose cargo operations as a career move, University of North Dakota Director Aviation Industry Relations Kent Lovelace told attendees at the Regional Air Cargo Carriers (RACCA) conference. But the industry needs to do more to get them in the door. He also noted the time it takes to get a job has shortened to months, not years.

However, it should not be assumed that robust enrollments and accelerating flight hours before graduation has solved the pilot shortage. It has not, according to numerous speakers at the World Airline Training conference in April. In fact, speakers at the conference advocated for overhauling how airline pilot training is done, streamlining the process using advanced learning technologies, getting students out of the classroom and re-designing training programs to better suit how students want to learn. Many speakers offered ways to do that while maintaining high training quality.

Using the results of the university’s latest pilot supply forecast, Lovelace reported students are now more aware of cargo operators as a career option and, more importantly, understand the quality experience cargo operations offer.

“We asked how likely they were to choose a regional cargo carrier and 53.8% said they were likely to do so,” said Lovelace, adding there are things cargo operators can do to improve those odds. “We also asked them to describe why they wouldn’t choose cargo carriers. Half the comments related to compensation with salary being a big influencer although quality of life is still big. Other issues include the type of aircraft, missing a social connection and wanting to work with people/passengers. Others said they didn’t want to work alone or fly at night. There is a misperception of how the industry actually operates. We have told them working for a cargo carrier in a single pilot operation at night over the mountains will make them a much better pilot.”

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Lovelace cited concerns there were no defined career pathways at cargo carriers. “They want to know they have a path to the next step,” he said. “They want to know what they need to do to have the quickest route to the major. Cargo carriers need to educate them on what is involved in flying for their airlines.”

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Applications and Certifications Up

“The good news is, according to the FAA, student pilot certifications are up a little, while private pilots and commercial certifications are both up for the second year in a row,” he said. “CFI certifications are up for the third year in a row. The only bad news is the age of the pilot population is also growing to between 46 and 50 for a commercial or ATP license and that is a little troubling.”

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For the Fall 2018, there are 800 new commercial flight major freshman and transfer admits, he reported. “Over a three-year period we have doubled our input of students because of all the opportunities that are now out there,” he said. “Opportunity equals demand. Our typical yield rate from such admissions is 60-70% and that translates to 500 new commercial flight majors.”

Lovelace also reported the reversal of a trend away from pursuing an airline pilot career. “A decade ago, students who wanted to pursue a piloting career was on the downslope,” he said. “Now it is rising. Interest in military careers, however, is way down.”

One of the biggest changes is the time it takes to get a job. “Among UND graduates the time between graduation and applying for the R-ATP is shorter,” he said. “It is down from two years to 37 days. That means they are achieving more flying time while they are in college so by the time they graduate they almost have the time accumulated to be hirable. Our December 2017 graduates had many who had nearly 1,000 hours. The students themselves are accelerating the process.”

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The shortening of the time between graduation and hiring has significant implications for safety as WATS speakers reported the more time between the two milestones, the greater the decline in pilot quality. Studies have found the further away a candidate is from the structured training environment they enjoyed in college or flight school, the more discipline and professionalism they lose. The trend toward hiring so soon after graduation is expected to improve pilot quality.

Training Industry in Desperate Need of CFIs

The university’s CFI class this summer has a record 50 students scheduled. “They are scheduling summer sessions to get flight courses done,” he said adding the same trends are being played out at Auburn and Embry Riddle. “We are up 35%, Auburn is up 30%, Middle Tennessee is up 19% and ERAU is up 20%. For the most part, all the collegiate programs are reporting a noticeable increase in enrollment of students wanting to fly professionally. In addition, the percent of international enrollment is down at our Grand Forks campus as we have shifted more of our contract student training to our facility in Mesa, AZ.”

All schools are reporting CFI staffing issues with top concerns focused on high turnover and the lack of multi-engine instrument (MEI) and initial CFI instructors. At UND the average CFI tenure is 13.9 months. It has only 171 of the 220 CFIs it needs to operate at an optimal levels. Only 17% have an MEI, with the university footing the $6,300 bill for MEI training.

Lovelace reported university resources are being stretched.

“Instructors are leaving when they get close to 1,000 hours,” he said. “High turnover is a problem for the training community. The 18- and 12-month commitment we were asking for in exchange for free MEI, did not have a high acceptance rate. When we changed the commitment to 150 hours of twin instruction the acceptance rate went way up. Students are flying more while they are in school and are working as flight instructors their senior year and some in their junior year. If  they instruct  their senior year they have moved on to the next step in their professional piloting careers within five to six months after they graduate. Because there are so many opportunities we can’t provide enough incentives for them to stay and instruct. The training community needs more CFIs.”

UND has nearly 900 students on the flight schedule with 32% of its CFIs already at 750-1000 hours. Some 69% of MEIs have between 750-1000 hours. If the R-ATP rule were to change to 750, 40% of students would be without an instructor.

He cautioned the industry to be careful with efforts to lower the pilot hourly requirements of R-ATP with institutional authority from 1000 to 750. “We computed that would drop our production by 40% so it could have serious negative impacts for the training community to give you enough pilots down the road,” he said.

Lovelace echoed JetBlue Senior Vice President Warren Christie, who also spoke at the conference, in saying the number one reason for losing a student is cost, with most losses coming in the first to second year. The industry may need to consider financial solutions to mitigate the issue, he said.

 

Game Changer: Flight Safety Foundation Weighs in on Pilot Training

Independent safety experts are being ignored in favor of legislative politics

By Kathryn B. Creedy

In the pilot training and experience debate, little coverage is given to independent safety experts who call for an overhaul in the way we train pilots. In all the political rhetoric, the two sides – Colgan families, a labor union and legislators vs. the regional airline industry – often talk passed each other while independent safety voices are drowned out by politics as the pilot shortage worsens.

The Flight Safety Foundation (FSF), one of the most highly respected aviation safety organizations in the world, issued a Position Paper calling for science-based pilot training solutions versus relying on a minimum number of hours to assess pilot quality.

Disappointingly, but certainly not a surprise, coverage was limited to the issuance of the paper and failed to explore the subject further. In fact, no one has explored what aviation safety experts think is necessary, despite the wide-spread agreement by experts who have no other motivation for their efforts than safety.

FSF conclusions echo a 2015 report by the Office of Inspector General calling for an overhaul in pilot training to address concerns in how crews monitor aircraft in an automated age. It cited the Air Asiana crash in San Francisco, the crash of a UPS cargo jet in 2013 and the Colgan 3407 accident in Buffalo, noting crews were not properly monitoring the condition of the aircraft  and confirming training issues were not just restricted to regionals.

OIG also cited a 2010 Flight Safety Foundation study reporting 80% of the 30 veteran commercial airline pilots it studied flew manually under 10,000 feet but were unable to meet standards using only basic instrumentation if automation failed. Indeed, OIG and FSF recommendations are the same made by a score of speakers at last Fall’s Royal Aeronautical Society’s Maintaining Pilot Recruitment and Training Standards conference.

The question we should be asking legislators and ALPA is why they ignore the mounting evidence and the collective wisdom of what needs to be done from independent experts from around the world. They raise red flags on pilot training methodology that goes far beyond the petty war being waged by legislators on regionals.

Safety arbiters sidelined by politics

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The nation’s two safety arbiters – The Federal Aviation Administration (FAA) and the National Transportation Safety Board (NTSB) – openly admit they have been sidelined by politics in the wake of the Aviation Safety and FAA Reauthorization Act of 2010. This despite the fact during hearings on the bill before it passed, both rejected the idea hours alone are an appropriate metric of a pilot’s skill citing the fact all the pilots involved in regional and most commercial accidents had far more than 1500 hours.

FSF agrees. “It cannot be assumed that critical skills and knowledge will be obtained only through hours in the air,” said FSF President Jon Beatty, in releasing the Position Paper – Pilot Training and Competency. “A data-driven approach to pilot training is an essential element in continuing to improve the industry’s safety performance. Training must target real-world risk and ensure a progressive and satisfactory performance standard.”

Beatty countered assertions made as recently as the February 27th House Transportation and Infrastructure (T&I) Committee hearing the outstanding safety record was due solely to the 2010 law.

“The results speak for themselves,” ALPA President Tim Canoll testified. “In the 20 years prior to the 2010 rule, 1,100 passengers lost their lives in Part 121 accidents. Since the rule that has been reduced to zero.”

ALPA’s statement is misleading since the 1,100 including 9/11, TWA 800 and other accidents, but ALPA would have you believe they were all, with their myriad of causes, resolved by requiring every pilot to have 1500 hours and the new law. In fact, the 1500-hour rule did not become effective until 2013 with no accidents in the intervening three years. Seems the industry got the job done without it.

But such reality doesn’t stop ALPA. When asked for a comment on the FSF report, ALPA spokesperson Corey Caldwell sent this: “While ALPA appreciates the work that went into the white paper, we are disappointed that the Flight Safety Foundation chose to omit the fact that since Congress passed the Airline Safety and Federal Aviation Administration (FAA) Extension Act of 2010, there have been zero fatal passenger airline accidents in the United States. In the two decades prior to enactment of the law, which strengthened pilot training and qualification requirements, more than 1,100 people died in U.S. passenger airline accidents. This change in the law and associated rules have moved the United States into an environment where flight training, flight time, and demonstration of competency are well balanced – and has resulted in safer skies.”

On the contrary, FSF, rather than omit the relationship between the law and the safety record, addressed it head on.

“[The industry’s] outstanding safety record is attributed to a variety of factors and the diligent efforts of thousands of aviation professionals around the world…,” said the FSF press release. “It is not the result of any one factor, including any particular change in the hours requirement for pilot experience.” (My emphasis.)

In fact, it put credit for our safety record where it belongs.

Big data important to aviation safety

FSF cited the collection and analysis of safety data and information as key to mitigating risks before they lead to accidents. That risk-based approach clearly is successful and applies just as much to pilot training as any other aspect of aviation safety.

The regional industry has been saying for years the experience garnered by flying banners, reporting traffic and instructing is actually doing more harm than good based on data on how new hires fared in training. This was later confirmed by academic studies showing the quality of some pilots has deteriorated because they lose the professionalism and discipline so important to NTSB. As a result, regionals have increased their training footprint from 10 to 15 sessions.

“Pilot experience, which also is an important safety factor, historically has been associated with the number of flight hours accumulated over a pilot’s career,” FSF said. “What often is overlooked, however, is the quality of flight time and how it is accumulated. Was it in single- or multi-engine aircraft? In visual or instrument conditions? In a structured, professional environment, or in an often less intense, general aviation environment? The type of experience and the flight environment must be considered to provide meaning to the [flight hours] number.”

FSF’s final conclusion is simple: “[FSF] believes the pilot career path we have today will not take us where we need to go tomorrow. It is time to take a data-driven, pragmatic approach. The industry has reached a crossroads in determining how pilots need to be selected, hired, trained and mentored for career growth. Changes need to be made if the industry is to continue its stellar safety performance in an era of expected rapid growth in many regions of the world.”

Being bold

FSF’s Position Paper, the OIG report, the collective wisdom of global experts and concerns raised by the regional airline industry itself, demand we put politics aside and clear a path for the future.

“The industry needs to be courageous and bold to make these changes and not simply rely on the ways of the past,” Beatty concluded. “Through these changes, the industry can continue to serve the needs of the airlines while enhancing safety standards on behalf of the traveling public.”

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Science Over Politics: Confirm Landsberg to NTSB

Congressional questioning of NTSB nominee reveals Congressional hyprocricy

By Kathryn B. Creedy

A slightly refreshing breeze wafted through Capitol Hill recently during Senate hearings on the nomination of Bruce Landsberg to the National Transportation Safety Board (NTSB). He comes to the post after a distinguished career as president of the AOPA Foundation, executive director of the AOPA Foundation Air Safety Institute and long years ferreting out the cause of fatal accidents and offering up solutions to prevent future accidents.

Why is he so refreshing? He bluntly called the 1500-hour rule a solution in search of a problem and the lack of pilot qualifications a non-issue, echoing numerous other aviation safety experts, including the NTSB, who have dared to say the same thing.

 

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NTSB Nominee Bruce Landsberg took fire from senators for his comments the 1500-hour rule is a solution in search of a problem.

Of course, this opinion raised the ire of senators who asked for an explanation. Most vocal was Senator Tammy Duckworth (D-Ill) who attempted to score political points by lambasting the nominee’s position.

The hearings also served to expose Congressional hypocrisy.

Ironically, Duckworth outed her own contradictory positions on aviation safety since it is Congressional meddling that has inserted politics into aviation safety.

Congress sends mixed signals on NTSB

“Congress has given NTSB a unique mission to prioritize safety above all other concerns,” said the Senator from Illinois. “And NTSB’s role in providing clear guidance to Congress and the public on what is the safest course of action, irrespective of costs or political hurdles, is incredibly valued.”

Congress should heed its own advice – prioritize on safety above all other concerns – including politics that falsely suggests Congress is looking out for aviation safety. For the past seven years, it has preferred politics over safety and studiously ignored studies warning the rule has been counterproductive and actually compromises safety.

On one hand, she lauds the impartiality of the NTSB yet ignores the opinion of then-board chair Deborah Hersmann, who testified against the 1500-hour rule. By criticizing Landsberg, she again signals this supposedly impartial, do-what-is-best-for-safety agency should not do its job in applying science to this controversial rule.

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Senator Tammy Duckworth (D-Ill) There is so much to admire about Senator Duckworth but her stance on aviation safety is not one of them.

Likewise, she, conveniently uses NTSB’s impartiality as a reason to oppose Landsberg but then, just as conveniently, ignores it when those at NTSB – the real arbiters of aviation safety – who testified an arbitrary minimum number of hours is a poor metric of pilot quality. Congress also ignored protests by the FAA, which echoed Hersmann’s testimony that there have been many accidents where pilots had 20,000 hours and still made mistakes. The FAA’s Office of Accident Investigation and Prevention (AVP) found little relationship between the 1,500-hour requirement and airplane accidents.”

In questioning Landsberg’s contentions about the 1500-hour rule, Duckworth, in fact, is violating her own stated desire to keep politics out of the NTSB because she does not like what it says. This is ironic, especially since the two pilots involved in the crash had far more than 1500 hours. In fact, the Colgan accident had far more to do with commuting than hours, which immediately became victim of the Congressional and ALPA politics despite NTSB findings commuting was an issue in the Colgan accident.

To his credit, Landsberg said he believed in “performance-based regulation as opposed to an arbitrary, one-size-fits-all rule.”

Indeed, that is exactly how aviation safety was once governed. Apply rules in a common-sense way to fit the operation. What would work for the major airlines would not necessarily work for the regionals or general aviation so tailor the goal to meet the differences in the operation so safety can be improved at all levels.

That is not what happened in 1994 after the industry experienced four accidents – two at the major airlines and two at regionals. Conveniently ignoring the mainline accidents, ALPA again went after the regionals and turned on its head the reasoning that there is no such thing as a one-size-fits-all safety regulation. The result was more abandoned communities.

Landsberg elaborated on his comments, saying all pilots (that means both before and after the rule) face the same certification requirements. He added pilots could take different paths to prove their skills, just as members of other professions don’t all go to the same schools.

“I don’t want this to be construed as I’m not in favor of high standards. I am,” Landsberg testified. “But I think it becomes no degradation of safety — that’s my litmus test — that people can meet the performance requirements as opposed to just saying you have to have 1,500 hours no matter what.”

Finally, he promised legislators he would “give independent safety recommendations on flight training without regard to industry wishes or political considerations,” according to Politico’s Morning Transportation Report (MTR). Let’s hope so.

Just the facts, Ma’am

Duckworth also needs to get her facts straight. MTR reported Duckworth cited 154 accidents in the eight years before the rule. The NTSB cited only six, three of which had nothing to do with pilot skills but were mechanical.

I queried Duckworth’s office suggesting such an important data point would have shown up before. I was right to question the gentle lady from Illinois. Turns out it was not the number of accidents but the number of fatalities illustrated by a chart, you guessed it, supplied by ALPA, according to her spokesperson Mark Copeland. Hardly an unbiased party given its entire effort was specifically designed to create a pilot shortage to win back regional flying for major airline pilots, however economically nonsensical that is.

Duckworth said the lack of accidents after the rule was proof enough that the rule worked, a favorite message from ALPA. But, anyone who has been in aviation safety for more than a minute knows there is always more to the story and restricting your argument to a single factoid is inaccurate if not, as in this case, purposely misleading.

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Source: Office of Tammy Duckworth Numbers don’t lie. They do if you leave out the rest of the story.

A quick look at the chart reveals a few things. First, is attributes the lack of accidents since 2010 solely to the 1500-hour rule. You will note that no accidents – regional or larger – happened after 2009. But the rule did not go into effect until 2013. What happened?

Airlines were incorporating safety procedures such as safety management systems and other data-centric safety programs along with new technology in addition to the industry-led increased training footprint which added roll upset and stall recovery, two recommendations from the NTSB. These are recommendations aimed at the entire aviation industry, by the way, not just regionals, because pilot skills have been cited as causative in larger airline accidents. Ms. Duckworth and ALPA conveniently ignore the hard industry work because it had nothing to do with hours.

ALPA titled this chart Numbers Don’t Lie, ironic since it ignores one simple truth – the industry got the job done without the 1500 rule. But that doesn’t fit to ALPA’s narrative which also does not recognize industry efforts to increase safety in the immediate wake of the Colgan accident. If Duckworth and ALPA were truly honest they would have pushed the vertical dash line to the right to 2013 when the 1500-hour rule became effective.

No one will argue there should be zero fatalities, but, using Duckworth’s own yardstick, Landsberg is right. The rule is a solution in search of a problem. 

What also bothered me about Duckworth’s misrepresentation was the assumption regionals were hiring 250-hour pilots. While that may have been allowed under the old rule. Does she have stats to suggest they actually were?

Why would airlines hire 250-hour pilots when there has been a surplus since the late ‘90s. The industry has been warning about pilot shortages for decades but it dodged three major pilot shortage threats, which meant airlines had the pick of the litter.

When pilot supplies tightened in the late ‘90s, the economy nose-dived with the Dot.com bust. That was followed shortly thereafter by 9/11 and the serial bankruptcies and industry consolidation that ensued when pilots were screaming about furloughs.  Regionals were able to find plenty of pilots with plenty of time. The industry did not truly stabilize until about 2014/15 and so, too, did airline employment which was followed by true industry growth that was more than just recovery from the Great Recession.

Erring on the side of true honesty in this debate you should know regionals were advertising for 250-hour minimum for right-seat pilots. Even so, the fact that Colgan pilots had many more than 1500 hours makes that irrelevant, as noted by both the NTSB and FAA when they said pilots with thousands of hours still make mistakes.

Focusing on the goal – improved safety

Landsberg has yet to be confirmed which is a shame. During the RACCA annual meeting in 2016, NTSB’s Deputy Director Office of Aviation Safety John DeLisi made it clear the yeoman work done by the commercial aviation industry has paid dividends in improved safety. He said this allows the board to concentrate on general and business aviation.

Landsberg’s experience in this area is needed and he would be a valuable asset to the board’s efforts. The sooner he is confirmed the better.

 

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Regional operators vital to UPS operations, small communities

 

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By Kathryn B. Creedy

Few understand the critical nature of regional air cargo operations in the United States better than UPS, which delivers more than 2.7 million packages by air on an average day. The express giant relies on these partners to deliver time-sensitive shipments, including medical supplies and other life-sustaining products to local hospitals around the country. Its regional partners, most members of the Regional Air Cargo Carriers Association (RACCA), also help it fulfill the demands of online shoppers who increasingly expect fast delivery for their orders.

With multiple regional carriers serving small-town and medium cities around the world, UPS has 100 gateways just in the United States in addition to hubs at Ontario, CA, Rockford, IL, Louisville, KY, Philadelphia, PA, Columbia, SC and Miami, FL. And it is working with regional carriers to ensure the next generation pilot pipeline.

“Regional cargo carriers are an important part of the UPS network,” said UPS Spokesperson Jim Mayer. “They are an important part of our network throughout the US, in less populated areas where it is impractical to use a UPS cargo jet or to ferry packages over the road. Without regional carriers, large geographic areas of the country would not have access to UPS’s express network, which offers next day delivery nationwide. Because of the distances involved, ground transportation is not a feasible alternative. In order to be delivered by the following day, the volume must go by air. Healthcare shipments to rural hospitals are an example of the critical packages carried by regional cargo carriers.”

Mayer pointed to one route that could not be served without its regional air cargo partners. “One of our longer feeder aircraft flights is Winnemucca, NV (WMC) to Ely, NV (ELY), to Salt Lake City (SLC), UT,” he said. “An express package shipped from Winnemucca would go via small feeder air carrier to Salt Lake and, depending on the final destination, would head via a UPS jet to our regional hub in Ontario for Western delivery or our Worldport hub in Louisville, for delivery to the rest of the country. WMC to SLC is 353 miles or a five-hour drive. Given the distance, it is not possible for a package shipped from Winnemucca and transported over the road to make it to SLC in time to make the connection with the UPS jet. Transportation by small feeder aircraft is the only feasible way to ensure that package is delivered overnight.”

Developing programs for the pilot pipeline

The relationship with “Big Brown” and regional carriers goes far beyond how regionals deliver for UPS, however. UPS and Ameriflight, one of the largest regional cargo carriers, recently announced their intent to expand a pilot development program put in place earlier this year. Ameriflight, along with all regional carriers, has had a difficult time staffing its pilot corps.

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There are two phases to the gateway program with Phase One being for UPS interns who fly for Ameriflight for a number of years and then flow back to UPS Airlines. “Phase Two of the program is for any current or future Ameriflight pilot who wants to eventually move on to UPS and much larger aircraft,” said Ameriflight CEO Brian Randow. “We feel it will be a true success in helping with the pilot shortage. Phase Two will be completed by the end of the year and pilot selection begins in January.”

The UPS-Ameriflight Pilot Gateway Program is the first in the major/regional cargo industry, and helps to address that shortage.

“Promoting pilot careers is important for the long-term health of the aviation industry, and this program is a unique strategy to help ensure highly skilled pilot staffing into the future,” Capt. Roger Quinn, UPS Airlines Director of Training.

The practice of developing pilot gateway programs has gained increasing popularity amongst regionals and the UPS/Ameriflight effort means Ameriflight pilots who successfully complete the program qualify for the guaranteed interview with UPS Airlines, subject to its hiring needs and the candidate meeting all program and hiring requirements. Ameriflight has similar arrangements with Allegiant Air, Omni Air and Frontier.

While specific details for Phase Two have yet to be completed, Phase One of the UPS/Ameriflight Gateway Program offers a path under UPS Airline’s Intern Program. After completing a UPS internship, pilots get Part 135 flying experience at Ameriflight while preparing for a potential career at UPS. Pilot candidates get the benefit of UPS mentorships with the giant freight operator’s flight-qualified management team and chief pilots.

“We are particularly excited about this partnership with UPS and the opportunity it affords us,” says Ameriflight Chief Operating Officer Bill Poerstel. “This agreement will allow us to turn UPS interns into Ameriflight pilots, ultimately helping to support UPS for years to come.”

After completing the UPS internship, pilots are eligible for employment at Ameriflight where they gain the type of experience – keeping to schedules, decision making and building hours – that airlines are looking for. Pilots who work for regional carriers are seen to be far better prepared for an airline career than those who build their hours in non-airline pursuits such as towing banners or traffic reporting.

Regional cargo operators and large integrators such as UPS have created a symbiotic relationship not only to serve the critical, life-saving needs of the medical community as well as consumers but to encourage pilot careers and ensure a steady pipeline of professional pilots into the future.

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The care and feeding of the NeXters you want to hire

By Kathryn B. Creedy

During the annual meeting of the Regional Cargo Carriers Association in Scottsdale, Dr. Mark Taylor regaled attendees about the characteristics and issues of GenXers/Millenials, how they differ from previous generations and what recruiters can do about it.

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Source: Dr. Mark Taylor

As I read over his comments, I couldn’t help but remember an old friend from the bookshelf – If You Give a Mouse a Cookie. The story is about a mouse who takes more and more – If you give a mouse a cookie…He’s gonna want a glass of milk….

It struck me that this might just be a way to recruit and engage potential and current employees. If there were a bottom line to Dr. Taylor’s comments is that NeXters – those born between 1987 and 2005 – it is the fact they want a mission. Give them a mission and they will focus on how they can contribute to that mission.

Understanding what makes them tick

So, what is a recruiter to do? First understand where they are coming from and the fact that we created them by insulating them from the dangers and realities we perceived in the world. We also overindulged them by giving them trophies for participation rather than achievement. This resulted in an inflated vision of their importance and their value but also created fragile egos that must now be stroked.

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NeXters have fragile egos but overinflated sense of their skills and abilities.

They are a fragile and anxious preferring technology to socialization. That means employers have to socialize them and teach them the realities and expectations of the workplace without discouraging them. They are tech oriented, used to high stimulation and multitasking but that doesn’t necessarily translate into effective contributions to the company.

The mission for regional cargo operators is to help them understand your role in the economy and how they can not only maintain that link between Amazon and a consumer’s order but deliver important medical supplies that can save lives. But that has to be laced with a healthy dose of the NeXter’s perspective which means they want to know one thing — WIIFM – what’s in it for me.

It must be understood that their number one goal is economic because their situation is compounded by high college debt. While high salaries are hard to do, companies can focus on the mission and their role.

What’s in it for them? The value of cargo carriers is they give pilots the type of experience that airlines demand. They gain schedule, PIC and leadership/decision-making experience that airlines want in their new hires. They gain the discipline and airline culture that they can’t find as a flight instructor, traffic reporter or by flying banners. Working for you makes them more marketable.

There are a few things that are important to know about the talent that is out there. The personal leadership, interpersonal skills and institutional knowledge which characterized Baby Boomers is retiring and taking everything with them. Indeed, according to Taylor, they had no one to whom they could pass it on to because GenXers didn’t want the added responsibility or commitment that came with it. That means these boomers can play an important role in mentoring the NeXters, who want to be involved in the mission.

What characterized GenXers was their work-to-live mentality compared to Baby Boomers who were all about the big picture and contributing to the success of the organization. Boomers were live-to-work but the GenXers swung the pendulum too far in the opposite direction. They were loath to take on responsibility much less the big picture. They also rejected President John F. Kennedy’s message – ask not what your country can do for you but ask what you can do for your country.

Treading carefully

Today, the NeXters, as Dr. Taylor calls them, are the Xers 2.0 and they exhibit what recruiters already know – quality of life is all important to them.

“NeXters and Millennials are same age cohort,” he said. “X came before but are not better or worse. X came up in a tough time to be a kid and tend to be adaptable pragmatic scrappers. Very direct and task oriented. My only concern is that their task orientation may not inspire NeXters at the mission level, and that they may be a little too blunt with NeXters. NeXters can do great things if properly inspired and have a great future because they are so skilled and in demand.”

NeXters are adaptable, however. They must be engaged with both important tasks and with people. They are willing to accept additional responsibility and have a healthy mix of motivations which combines what is in it for them with the willingness to contribute to the cause.

They, said Taylor, want to change the world and, because they don’t know how, it is up to employers to help them do it. He advised talking about the mission at the company level, the department level and their task level and how it all contributes to the mission.

Taylor said the most important thing is to get them involved quickly with people and meaningful tasks. Employers should also let peers establish the work expectations.

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Source: Dr. Mark Taylor

“Employers only have to train one employee,” he said. “Then that employee, who is also a peer, can train the others. It is much more effective since they might respect what the hear from someone that is like them.”

He also cautioned against rushing them ahead of their abilities but, instead, gradually increasing responsibilities. NeXters also want a positive atmosphere which is why Silicon Valley has been so successful – it creates a positive atmosphere and sees to the needs of employees that helps them be more productive.

Taylor also cautioned that criticism should be replaced with effective correction given the inflated self esteem but fragile egos these employees have. He also said employees hold the balance of power – they can quit – because they are in greater demand than ever before so these techniques are becoming increasingly important.

Employers, he advised should defer rewards like starting bonuses but that is easier said than done in today’s hiring environment. Such rewards are here to stay and must be offered to remain competitive.

He advised hiring fast because there are a lot of opportunities out there for the most qualified and in-demand applicants. Of course, operators already know that from viewing the empty seats in training classes for new hires that decided not to show up because of a better opportunity. But constant communication from the interview on could help bridge the gap between interview and reporting for duty. Each communication should emphasize the mission and their role in completing that mission. These constant touch points help to build a relationship and by extension a nascent loyalty. It helps them feel needed.

Taylor makes three main points about hiring and working with NeXters:

  • Recognize that they are less experienced with workplace structures, expectations and “authority” issues than earlier cohorts
  • They need to connect with positive people (peers and mentors) who are free with praise and encouragement, especially early
  • They need to understand and buy into the mission/purpose of the company.  How does this company make the world a better place?

He advised companies might consider something between an internship and full-time employment to help them ease into the workplace and to help the company evaluate and socialize them. Maybe half time at lower pay with a three-to six-month bonus when they go full time.

“The whole deficit of pilots and pilot students is somewhat mystifying,” he said. “I would love to fly and am getting my mind around that too few young people seem interested. What we did with STEM for a similar problem was reach back to high school or even earlier so that is something companies should consider. Develop a model to start Flying Clubs in high schools, connected with local pilots and instructors to engage and mentor prospects early.

In fact, this “reach-back” strategy is perhaps one of the most important things any aviation company can do – promote themselves in their local communities, become embedded in local schools since superintendents nationwide are now scrambling to create STEM programs that offer meaningful life experience. It is in fostering the aviation interest in the next generation that will reap the largest rewards because that close relationship will create the loyalty that otherwise may not be there.

Ameriflight sees airline workforce crisis

Pilot shortage puts break on economic growth

By Kathryn B. Creedy

What would you say about a company that had to pass on a 12% growth opportunity, which would yield 60 new, high-quality jobs? Crazy, right?

Well, this is the case for Ameriflight, which is suffering the worst pilot shortage in its history. Without enough pilots, it is unable to grow its business for its major customers, which include FedEx, UPS and DHL.

Dallas-based airline Ameriflight is an illustration of what ails a critical part of our economic infrastructure, the cargo industry — specifically the small-package cargo delivery systems that connect consumers with their online orders and the medical community with life-saving medicines that cannot be shipped by ground. In fact, it is likely that that package you ordered online may not get there as fast as it does now.ameriflight-logo-fathead-high-res-transparent“I see air cargo continuing to grow which will significantly increase demand for additional lift,” said President and CEO Brian Randow. “We are constantly asked to do more, and are watching very closely as Amazon adds a fleet of 40 new 767 cargoliners to the industry. As online shopping continues to grow, more and more overnight demand will be needed. Additionally, the U.S. economy is starting to see positive growth driving demand for air cargo up. The problem is there aren’t enough pilots to meet the demand.”

Why it matters

So what if small package and regional airlines can’t find captains and first officers to pilot their planes? That means that, without pilots for such airlines as Ameriflight and the rest of its brethren in the regional air cargo industry, air cargo cannot expand even as online ordering is exploding. It means that some communities will be out of reach of the long arm of package delivery services.

An acute pilot shortage has already meant more than 30 communities have lost their connection to the global air service with the resulting negative impact on their economies. And, it means that both regional passenger and cargo carriers have to turn away business because they simply cannot find pilots.

It won’t stop there, however, because experts expect U.S. low cost and major airlines will have to stymie their growth plans for the same reason, putting a considerable break on the overall economic growth. Delta’s recent pronouncement that it may hire 25,000 pilots is laughable since there are only about 18,000 pilots in the entire regional airline industry from which they get many of their pilots.

“We had the opportunity to bid on 15 new routes in the last year,” said Randow. “But we had to turn down the bidding. Those new routes would have meant a 12% increase in business and hiring 20 pilots, 30 aviation maintenance technicians and 10 line service and administrative personnel.”

“We’ve been short pilots for the past year,” he continued. “We’ve been forced to turn away new business, and get very creative in finding ways to cover our existing business. Our studies suggest that a pilot looking for a new flying job gets four offers before accepting one. We hold new-hire classes each month. For those classes, 25% of the pilots that accept a position do not show up. When we ask them why, they tell us they got another offer that they liked more.”

Pay no longer an issue

Ameriflight is one of the largest members of the Regional Air Cargo Carriers Association (RACCA), employing 450 full time and 90 part-time and temporary staff while its 163 aircraft fly nearly 80,000 flights annually.

Some say the problem is pay but that’s baloney. New-hire salaries average above $60,000 annually in the regional industry. This is a new phenomenon as federal regulations have severed the pipeline between fledgling pilots and professional flying jobs. In fact, regional airlines are rivaling their major-carrier counterparts in the double-digit percentage increases in pilot pay during the latest pilot contract cycle.

Surprisingly for such a high-tech, high-skill profession, pilots are paid by the hour. Today, new-hire regional pilots are averaging between $40 and $80 per hour, according to Airline Pilot Central. That rate would be the envy of many middle class workers.

ameriflight-metroliner

Ameriflight, like many airlines, is boosting pay by 30%, expanding signing bonuses and offering $20,000 retention bonuses. Its starting salary for new hires may be $44,000 but, with bonuses and credits, salaries average $55,000 to start a career that has the potential to pay over $200,000 annually. And, pilots only have 80 hours of flying duty per month with major carriers.

Ameriflight created a world-class recruiting department, expanding from a single recruiter to a seven-person department focusing on providing opportunities for students at its 10 partner schools.

It created the Ameriflight Pulling for the Future Scholarship Program in 2016 and awarded $21,500, providing much needed funding for students.

It has established new flow-through agreements with Omni Air, Allegiant Air and Frontier Airlines through which pilots can not only be hired by Ameriflight but be streamlined to airline partners when they are ready. Ameriflight is now working closely with current customers to develop new flow-through programs that have already seen pilots move to the major cargo carriers.

Pilots demand better quality of life 

But pay is not the only consideration for would-be pilots. In a significant departure from previous generations, pilots worry as much about quality of life as they do about pay, which has resulted in a seismic shift in employment policies at airlines.

“Quality of life basically means days off and the ability to live in the place of their choosing,” said Randow. “Our goal is to get to a pilot schedule that is four days on and three days off each week. We are working with our partners to create schedules that are four-day work weeks based on flight schedules that operate Monday afternoon to Friday morning giving the pilot Friday afternoon to Monday morning off.”

Randow, however, is not standing still. Last year, in an effort to centralize operations in the middle of the country, Ameriflight completed its move from Burbank, CA, to Dallas.

“Our focus in 2016 was to increase safety performance, improve employee satisfaction, define and improve how we do business and upgrade the tools we use,” Randow said, adding the company could not have accomplished what it did without strong support from its major customers. “We invested over $1 million in a new pilot training program, redefined our pilot work rules, and either promoted from within or brought on new leadership in many key positions. This is a new Ameriflight positioned to succeed in these very challenging times.”

The millions who shop online do not think about the cargo industry, despite the fact it moves $5.7 trillion worth of goods worldwide ever year. That is 35% of the world trade by value, according to the International Air Transport Association (IATA). Consumers take for granted that the order they placed last night will arrive in a couple of days. But the growing shortage of pilots puts all that in jeopardy.