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."