Proposed Solutions Range From Airline Partnerships, To Faster Training

One of the most pressing issues in the aviation industry today is the challenge to the pilot supply pipeline as employers who used to require 1,000 hours or more of flight experience now hire pilots graduating from collegiate programs with as few as 250 to 300 hours.

"Previously, a student who fulfilled requirements for both the requisite FAA ratings and a baccalaureate degree at an educational institution remained at the institution as an instructor for two or three years, thereby acquiring experience, seasoning, maturity, and log book time before applying to a regional carrier," said Dr. Tim Brady, dean of the College of Aviation at the Daytona Beach campus of Embry-Riddle Aeronautical University. "The new circumstances are risking ‘eating the seed corn,’ employing young flight instructors before they have a chance to train the next generation of pilots."

As part of the 2008 National Training Aircraft Symposium held at Embry-Riddle in March, the university hosted a workshop of employers and peer institutions to explore strategies that would effectively mitigate what many feel is a full-blown crisis in the pilot supply chain.

At the workshop, educators spoke of current best practices, some in partnership with employers. Some of these institutions use the latest technologies: glass cockpits, FAA industry training standards, and advanced simulation. Scenario-based training and education strategies better qualify pilots in less calendar and log book time, prepared to serve their institutions as instructors as early as their junior year.

Industry representatives spoke about strategies to provide a defined pathway for students, exposing them to the industry as early as their sophomore year through internships, interviews, and logical education and career progression that includes postgraduate service as instructors at their institutions.

A case in point is the recently announced JetBlue University Gateway Program, a collaboration of JetBlue Airways, Cape Air, Embry-Riddle, and the University of North Dakota. This program defines a pathway for students toward employment with a major carrier, starting in the sophomore year. It includes internships, undergraduate and postgraduate CFI service at the university, experience-building with the regional carrier, and culminates with employment at the major carrier.

"This is a program that provides a systematic process to qualify pilots for the industry," said Captain Dave Bushy, chief operating officer of regional carrier Cape Air. "It provides employers with an opportunity to really know and shape the professional and leadership qualities of student participants, and it provides students with a development career path they can count on. Additionally, it gives education institutions a reliable cadre of instructors to train the next generation of pilots."

The Embry-Riddle workshop at NTAS was attended by 48 educators from 18 institutions and representatives from seven employers, 15 training equipment suppliers, four trade groups, and six professional flight-training providers. Three nations were also represented. This diverse group of professionals was well-equipped to debate issues and provide insights into opportunities for mitigating the pilot supply challenge.

The highlight of the workshop was a longitudinal research project presented by Professor Antonio Cortés of Embry-Riddle. The study explores the "yield" and cost of employing pilots from various sources, ranging from accredited baccalaureate programs, military retirees, professional flight schools, and fixed-base operators. One major regional carrier is already participating in the study, providing de-identified data that suggests the best yield and lowest cost in the employment and subsequent promotion process results from a disciplined baccalaureate program subjected to the rigor of Aviation Accreditation Board International scrutiny. Several of the employers present at the workshop indicated interest in joining the study.

"One conclusion from the workshop is that in times such as the present, when employers urgently need to fill their rosters, they will hire as necessary and absorb the higher cost and failure rate from all sources," said Cortés. "If the Pilot Yield Study shows current preliminary data is valid among many employers, a hiring practice is justified to maintain the supply from the highest yield and lowest long-term cost suppliers. Namely, employment practices to preserve the pipeline from accredited baccalaureate education institutions is a good idea, and ‘eating the seed corn’ is a bad idea."

FMI: www.erau-ntas.com