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8. Canadian Aviation Safety Seminar (CASS 2003)

Canadian Aviation Safety Seminar (CASS 2003)

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Slide 1

Aviation Human Resources: The Core of our Industry Presented by Captain Dennis Dolan IFALPA Principal Vice President Professional Affairs

Aviation Human Resources:
The Core of our Industry

Slide 2

Overview “A pilot's point of view on how to “A pilot's point of view on how to develop a develop a successorship successorship program program that will assure a smooth that will assure a smooth transition from the current transition from the current generation of pilots to the next generation of pilots to the next generation.”

After re-reading the Transport Canada proposal for the seminar, it seems to me they are asking for a pilot's point of view on how to develop a successorship program that will assure a smooth transition from the current generation of pilots to the next generation. The literature also suggests that the new generation will be difficult to entice into the aviation business because of their generational characteristics (I'm no authority on this subject, but looking at some of today's youth, they are probably correct).

Slide 3

Initial Considerations It is the pilots' viewpoint about how pilots It is the pilots' viewpoint about how pilots should be dealt with in the should be dealt with in the successorship successorship plan, i.e. plan, i.e. How and When they should be recruited, How they should be trained, How they should be transitioned into airline business.

With that thought, it seems to me that we can build our own version of how this should all be done, purely from an altruistic standpoint. Therefore, in the initial Considerations' I would state the obvious that this is, in fact, the pilots' viewpoint about how PILOTS should be dealt with in this successorship plan, i.e., how and when they should be recruited, how they should be trained, and how they should be transitioned into the airline business. In that regard, I believe there are several fundamental issues that should be addressed.

Slide 4

Career Interest Interested stakeholders need to start a program at an early stage to foster career interest, This program needs to plant the seeds of interest in potential future pilots, Planting the seeds of a career needs to begin when the individual is still very impressionable.

First, assuming the Canadian government wants to achieve relative self sufficiency in developing their own pilots from Canadian nationals, they need to start a program at an early stage that begins to plant the seeds of interest in potential future pilots. Something like a Civil Air Patrol squadron that interests youngsters in flying and airplanes at a relatively young age, much like the Boy/Girl Scouts program. The Canadians may already have such a program, and if they do, then it needs to be actively advertised to the younger generation and a recruitment effort into commercial aviation attached as a part of it. I am a firm believer that you can also develop career concepts by sending specially trained volunteer professionals (pilots, airline managers, etc.) to give presentations to children in primary school grades. Planting the seeds of a career need to begin when the individual is still very impressionable, and it is especially important in professions that don't get a lot of TV exposure, such as aviation (there are no sitcoms or weekly series on airline pilots or airport managers). Essentially, we need to take the career to those that will embrace it, and help them see why it can be rewarding and fulfilling.

Slide 5

Career Rewards There is a need to demonstrate the key elements of the piloting career to those that will embrace it and help them see why it can be rewarding and fulfilling. The many inconveniences of the career are balanced by compensation and life style inducements.

One essential area which must be addressed is in the area of “a rewarding and successful career”. Given the thrust of the industry to significant pay cuts, slowed promotion, increased duty days and less opportunity for fatigue relief during and prior to flights, one wonders why a young pilot would choose large aircraft flying over the far more satisfying (from a joy of flying point of view) bush type of operation offered in Canada, or for that matter over a career in the military. The significant reduction in inducements to pursue a career in large aircraft will by necessity impose significant strains on the selection and completion rates of ab initio candidates.

Like it or not, future aircraft will require crew. How the requisite level of quality is maintained must be determined today, or the effects will be felt 10 or 15 years into the future when many of today’s pilots have retired or given up the piloting profession as being too hard for the rewards on offer. Flying large transport aircraft is seldom referred to as a “fun” thing to do. It is a good way to earn a living for someone who loves to fly. The many inconveniences are balanced by compensation and life style inducements. Take away that side of the equation and something must give.

Today we can put in place a system of recruitment and qualification which will insure maintenance of current levels of safety. Inability to attract sufficient candidates will be a sure indicator that the balance is about to be upset.

Slide 6

Training Requirements The program would be advertised as an entrée into a future airline career provided that: The individual could meet the requirements for airline flying, The individual could pass the necessary medical and aptitude testing.

Second, they should develop a program at the university level tailored to teach young people how to fly (and fly correctly, using good operational techniques and practices--in other words, teach 'good habits' early on). This program would be advertised as an entree into a future airline career provided the individual could meet the requirements for airline flying, such as the passing the necessary medical and psychological testing.

Slide 7

Training Cont. The Airlines, the Government and the University should collaborate on the curriculum for such a program so: They can develop and cultivate the desired end product, Tailor the student's curriculum for a career in commercial airline flying, And train the student to a specific piloting standard.

The airlines, the government and the university should collaborate on the curriculum for such a program so they can develop and cultivate the desired end product--a pilot tailored to go into commercial airline flying that has been trained to a specific standard. In other words, a known quantity. A successful completion of this level of training would then put the applicant in a position to be competitive for a job at a commercial carrier by transitioning into the carrier's ab initio training program.

Slide 8

Ab-Initio Program The program should be structured to deal with the issue of “bad habits” It be a complete education program into the Commercial Airline business, A possible need for more training for new pilots, A two track program of initial training could be developed: 1st track – for university students who have already been educated in the airline culture 2nd track - for those pilots that have gained their prior aviation experience elsewhere.

Admittedly, not all future pilots could be developed through such a program, but this program would ensure a core of applicants from which to draw upon that have been given a defined level and type of training. These pilots would form a good 'backbone' for the entire airline from the standpoint of pilots. To deal with those pilots who have not gone through such a program, the government should develop a set of standardized training requirements for flight instructors that will help minimize the 'bad habits' issue of those pilots who receive more of a non-regimented type of training (when contrasted to the above regimen).

Third, the actual airline ab initio program should be structured in such a way that it can deal with the 'bad habits' issue, as well as be a complete indoctrination into the commercial airline business. Given that there may need to be more training for some new pilots than others, perhaps a two track program of initial training could be developed. One track would be for the university students who have already been indoctrinated into the airline culture, whilst the other could be for those pilots that have gained their prior aviation experience elsewhere.

Slide 9

Advanced Procedures Finally, any program has to be designed to instil the philosophy and culture of the specific airline into the employee. Key factors are: Human Relations Flight Operations Crew Resource Management Pilot in Command

Finally, any program has to be designed to instill the philosophy and culture of the specific airline into the new employee. Human Relations and Flight Operations need to play big roles here. From the flight operations side the emphasis needs to be on such issues as CRM and exercising good judgment as pilot in command, etc.

Slide 10

Corporate Culture Following the successful graduation of the pilot at the completion of training, the adoption and support of the foregoing practices would allow the pilot and airline to make the most effective use of the training undertaken.

Following the successful graduation of the pilot at the completion of training, the adoption and support of the foregoing practices would allow the pilot and airline to make the most effective use of the training undertaken.

Slide 11

Corporate Culture Cont. The benefits to all concerned are: The safe and harmonious integration of people into their workplace and, The establishment of a suitable and necessary discipline required for operation in today’s airline commercial transport environment.

The benefits to all concerned are:

the safe and harmonious integration of people with their workplace and,

the establishment of suitable and necessary discipline required for commercial operation in today’s airline transport environment.

Slide 12

THANK YOU

Date modified:

2010-05-11

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