Leadership on the flight deck sets those apart from the general pilot population—and there are ways to build your capabilities in this regard with greater assumption of authority along the way. We spoke with longtime FLYING contributor Pia Bergqvist about her journey from a well-rounded general aviation pilot to the left seat of a regional airliner—and, most recently, to the right seat of a Boeing 737 for a major U.S. airline. Her experience illuminates one way to accomplish the goal of becoming an airline pilot, and in this Q&A she shares her tips for being prepared when the opportunity knocks:

FLYING Magazine (FM): How did you know you wanted to pursue a career as a professional pilot, and specifically as an airline pilot?

Pia Bergqvist (PB): I grew up in Sweden and dreamed of being a pilot since I was 8 years old. Unfortunately, the challenge in researching the path to get there in the era before the internet, along with the fact that I was a woman desiring a very male-dominated profession, made my dream job seem unattainable.

• READ MORE: Airline Pilots Must Not Dismiss Mental Well-Being

I finally began pursuing my career in my late 20s. One of the first things I did was to become a member of Women in Aviation International, and I attended the conference in 2000. I remember visiting several airline booths and being blown away by all the women who were airline pilots. At that time, the one that stood out the most was FedEx, where I met a Swedish pilot who described her job. She flew all over the world, had lots of time off, and made enough money to live by the beach.

FM: When you committed to the pursuit, how did you identify the airline(s) you wanted to aim for? How did that choice affect your plans for training and what you needed to have on your résumé before applying?

PB: At the time when I started flying, I would have needed a significant amount of time flying as captain of a twin-turbine aircraft, preferably at a regional airline, before applying for a position with a major airline. While FedEx was my top choice, other attractive choices included United, American, Continental, and UPS, as they were all flying internationally.

I based my pick of potential regionals on advice from flight instructors at the flight school where I received all of my primary training—Justice Aviation in Santa Monica, California. The regional airlines of choice on the West Coast were SkyWest, Mesa, and American Eagle. I applied for my first airline job on September 10, 2001. As a result of the tragic events that followed the next day [on 9/11], I shelved my airline dream for nearly two decades.

FM: How did you build time before applying? What were the minimums when you made the application 20 years ago versus five years ago?

PB: When I first started flying, pilots were getting hired by regional airlines with as little as 1,000 hours of total time and a hundred hours of twin time. The industry was booming. I built most of my flight time through flight instruction before sending in my application with about 900 hours [under] my belt. I also built some twin time by flying from Torrance, California, to Nantucket, Massachusetts, and back in a Beechcraft Duchess.

At that time, the interview process was much more rigorous than it is today, and applicants had to have the written ATP test completed. Regionals also conducted cognitive tests and simulator evaluations.

• READ MORE: Airline Pilots Flying to Age 67?

Today, the FAA requires airline pilots to have at least 1,500 hours (or 1,000 through a limited number of approved flight training programs) and to complete an ATP-CTP training program before they can take the controls of an airliner—a change that resulted from the Colgan Air crash in 2009. Most airlines these days, whether regional or major, only require an application

and an interview. Whereas the major airlines used to require turbine PIC [pilot in command] time, some pilots are now hired with just a few hundred hours as a first officer.

FM: What tips do you have for that first interview?

PB: The most difficult part of getting hired with a major airline is actually getting to the interview stage. Stay in touch with the captains and flight instructors that you fly with. They will be a great resource when it comes time to apply as you will need several letters of recommendation. Meeting with the hiring teams at job fairs, meet-and-greets, and aviation conferences are also a good way to get your foot in the door.

There are many things that go into a successful interview. Make it clear that you really want to be there. Go in with a positive attitude. Dress well and make sure you’re groomed to look the part. Professional interview coaching companies, such as Emerald Coast, Cage Marshall Consulting, Raven Career Development, and Career Takeoff, are almost a must for a successful airline pilot interview. They will provide practice scenarios, targeted to your airline of choice, that will develop the confidence you need as you sit down to get grilled.

FM: How did initial training at the regional go? What tips would you give for a prospective pilot to help them prep for success in training?

PB: The initial training at the regional level can be very challenging. There are many new concepts that go into flying in a professional crew environment versus flying in general aviation.

Get familiar with the flows, callouts, and other procedures that are written into the company’s standard operating procedures [SOPs] manual as early as possible. The only way to learn these procedures is by constant repetition, so having a “paper tiger”—basically a printed version of the flight deck layout—and using it for chair flying is a very good way to get ready. Understand that it can take hundreds of repetitions to learn the proper procedures to an acceptable level. Just keep going.

Practice the flows, callouts, and procedures for normal, non-normal, and emergency operations until they’re perfect. And keep practicing them during times when you’re not in simulator training or the actual airplane. Being able to immediately and accurately execute emergency procedures is critical in those rare and unexpected situations, such as an engine failure.

FM: What was upgrading to captain like?

PB: When it came time for me to move from the right seat to the left seat, it felt very much like it felt to become a flight instructor. I questioned whether I was really ready to be the one in charge of the ship.

The key to success was channeling what I had learned from the captains who I enjoyed flying with as a first officer. So, pay close attention to what the captains do to get the airplane off the gate; how they deal with challenging situations with passengers, gate agents, and rampers; what they do if there is an maintenance issue or emergency, and so on. The schoolhouse upgrade training is great, but the more experience you have seeing how the real-world operations go, the better.

The training is basically identical to the first officer training, albeit with different flows and more responsibilities. Often, captain candidates are paired with first officers through the training and check rides. Your partner can make or break you, in either seat, so do your best to find a good one.

FM: When did you know you were ready to apply for the next step, the majors?

PB: Most people in the industry consider [this to be] an unprecedented time in airline pilot hiring. Everyone I flew with, whether captains or first officers, at the regional airline was talking about moving on.

There were many first officers I flew with who moved on before I did. There were some things in my personal life that held me back, and I thoroughly enjoyed my time at the regional airline, [but] it was time to move on. The working conditions, destinations, pay, and retirement plans are more attractive at the majors, even with the huge pay bump we got at the regionals in 2022.

I was proud to be a regional airline captain. But now I feel like I have reached the pinnacle of my career.

FM: How did you approach that training differently, knowing what you know now?

PB: I found the training at the major airline much more relaxed. Perhaps it was because I was more prepared and ready for the hard work that is required of pilots in airline training departments. But it appeared to me that the level of respect at the major airline was higher.

At the regional level, there were hard limits on how many extra hours of training pilots could receive or how many events could be unsuccessful before they let a trainee go. As a result, the stress level was high.

From my very loosely gathered data, it appears that about 15 percent of the trainees at my regional airline were let go for one reason or another. That stressor didn’t exist at the major airline where I trained. We were made to feel very welcome and part of the family.

FM: What qualities do you think pilots need to cultivate to shine in a sea of candidates for the same role?

PB: Be professional, both in appearance and the way you handle yourself. Be prepared. Make sure you keep current on company SOPs, FARs, and instrument procedures, how to interpret weather data, and other details that you should be familiar with as a professional pilot. Build relevant flight time. Volunteer with aviation organizations to show your passion for the profession.

If you’re applying for a major airline job, go the extra mile and visit a job fair, conference, or meet-and-greet to get your name on the radar. Keep in touch with people you’ve met, and treat people with kindness and respect. Before an interview, seek help from one of several airline interview prep companies, but find a way to be yourself.

The stakes are way too high to just “wing it.”

This Q&A first appeared in the March 2024/Issue 946 of FLYING’s print edition.

The post Pro Track: Finding Your Way to an Airline Pilot Career appeared first on FLYING Magazine.

While the industry has seen significant peaks and lulls over the years, the current state shows pilot hiring climbing to previously unseen levels, with 2023 forecasted to surpass the hiring that occurred in 2022.

Aircraft manufacturing giant, Boeing, anticipates a global demand of 649,000 new pilots over the next 20 years. The Arlington, Va.-based manufacturer believes the commercial North American sector will need 129,000 pilots, while China and Eurasia will necessitate even more. 

Future and Active Pilot Advisors (FAPA) has tracked pilot hiring with the major carriers since the 1990s. The organization anticipates the hiring trend to continue this year, marking yet another record in the number of pilots hired by major carriers in a year. FAPA categorizes the major carriers as Alaska, Allegiant, American, Atlas, Delta, FedEx, Frontier, Hawaiian, JetBlue, Southwest, Spirit, United, and UPS. Regional carriers and corporate operators are not included in the data detailed below.

Regional carriers will need to continue hiring pilots who meet the Airline Transport Pilot certificate (ATP) requirements or the Restricted Airline Transport Pilot certificate (R-ATP) requirements. Corporate operators have different requirements set forth to hire pilots, however, many hire at the same requirements that regional carriers do. 

Record Hiring

In 2021, major carriers hired 5,426 pilots according to FAPA, with United Airlines hiring the most at 1,280 pilots. At the time, this was the largest number of pilots hired in a single year. 2022 on the other hand brought unfathomable numbers.

Last year, 13,128 pilots were hired by the majors. This represented an increase of 142% in one year. So far in 2023, the major carriers are on track to break that record as well, with FAPA anticipating over 13,000 pilots set to be hired. Through August, 8,920 pilots have been hired, leaving four more months in the year for additional growth. 

Freight Operators Buck the Trend

It is not all positive news though. Cargo giants FedEx and UPS are currently seeing a post-COVID decline in operations. According to ch-aviation, FedEx has accelerated the retirement of the carrier’s MD-11 aircraft with a fleet retirement year of 2028. Trans-Pacific flying is being cut by 30% for the Memphis, Tenn.-based carrier, and overall flight hours are being reduced transforming the company’s operation to have more presence on the ground. FedEx hired two pilots in January of 2023 and zero since. UPS started the year with nine hires, four in February and none since. 

On the flip side, passenger carriers are hiring at rates never before seen. Year-to-date totals for the big three include American Airlines bringing aboard 1545 pilots so far this year, Delta Air Lines with 1790, and United Airlines hiring 1813 pilots. American had the largest class month out of all the carriers, bringing aboard 284 pilots in May alone per FAPA. 

Hiring droughts in the past have correlated with major world events involving a decline in air travel. Immediately following Sept. 11, 2001, carriers furloughed pilots for years without recall. Hiring then resumed after those who had been furloughed had returned, however, some carriers waited longer than others. American Airlines, for instance, hired zero pilots from 2002 to 2012, a period of 10 years.

Many of the carrier’s pilots spent years furloughed awaiting the call to return to the job they had worked years to earn. This was a similar story for those at other carriers during the time period as well. Delta and United did not hire pilots again until 2007, lasting only two years before another year of zero pilots added to the ranks. The post-2007-2008 financial crisis showed 30 pilots being hired across the major carriers in 2009, all of which were by JetBlue.

Looking Ahead

The past two and half years show a very different picture compared to the ones painted just a decade ago. The United States Bureau of Labor Statistics believes that between 2022 and 2032, there will be around 16,800 openings for airline and commercial pilots each year over the course of the decade. This number accounts for retirements and attrition across the industry and other workforces. United Airlines alone is expecting to add 10,000 pilots over the course of the decade. 

Major carriers are also addressing one of the largest barriers to entry into the industry: cost. The big three carriers are making strides to bring those without experience in the field into the workforce. Delta Air Lines has partnered with a Florida-based flight school to create the Propel Flight Academy. The carrier is offering financial assistance as well to help students get into the cockpit at an accelerated pace. United Airlines also has its own in-house flight school in Arizona. American has the American Cadet Academy, partnering with CAE to give those without experience a path into an American Airlines cockpit. 

United also just announced a new way for military aviators to transition into the civilian sector. Applicants need not have an ATP certificate, just the minimum requirements to possess one. Scott Kirby, United’s CEO stated “Launching this program is a win-win: our airline gets direct access to some of the best, most talented aviators in the world, and military pilots – and their families – get the time they need to plan their civilian career while still serving.”

While there is no magic ball to query for what the future will hold, the aviation industry needs pilots. 

Editor’s Note: This article first appeared on AirlineGeeks.com.

The post U.S. Pilot Hiring on Track to Eclipse 2022 Levels appeared first on FLYING Magazine.

Tecnam is focused on what it considers a neglected segment of the air transport market where there is room for growth. Many short-haul operators serving small, remote airports use aging fleets of aircraft that were designed decades ago and no longer meet modern customers’ expectations, the company said.

The P2012 STOL can be set up with seats for nine passengers and two crew members. Its maximum takeoff weight is 8,113 pounds and it can be configured for passengers, cargo, or a variety of combinations.

• READ MORE: FAA Certifies Tecnam P2012

For decades, STOL aircraft markets have left operators with few options for supporting and expanding their operations, the company said. “Tecnam’s response to meeting the needs of these businesses is a modern aircraft that addresses current needs with an innovative solution,” said Giovanni Pascale Langer, Tecnam’s managing director.

The P2012 STOL’s competitors include well-established models like the Britten-Norman BN-2 Islander, Cessna 208B Grand Caravan, and de Havilland Twin Otter. Tecnam said a comfortable, well-equipped interior will set the P2012 STOL apart from other aircraft in the segment. The airplane will have a window for each passenger, USB ports, air conditioning, individual fresh and hot air outlets, reading lights, seat pockets, and cup-holders.

“Tecnam took up the challenge of providing a modern, safe, and efficient solution to one of the most demanding aircraft commercial missions: the STOL mission,” said Francesco Sferra, P2012 sales and business development manager and experimental test pilot at Tecnam. He also said the new aircraft can outperform its older rivals while meeting today’s more stringent regulations for commercial ops.

At its MTOW, the new aircraft’s ground run is 900 feet, while clearing a 50-foot obstacle on takeoff requires 1,395 feet. At a maximum landing weight of 8,003 pounds, landing over the obstacle takes 1,180 feet with a ground roll of  510 feet.

Tecnam said the aircraft completed flight tests earlier this year and will begin the validation process next year.

The post Tecnam Introduces P2012 STOL To Serve Challenging, Remote Airports appeared first on FLYING Magazine.

In its lawsuit, the U.S. Equal Employment Opportunity Commission—which is tasked with enforcing civil rights laws against workplace discrimination—said SkyWest forced a former employee named Sarah Budd to work in a hostile work environment with coworkers and at least one manager who made crude sexual comments and jokes. When Budd complained, the agency alleges the airline retaliated by forcing her to resign through its inaction in addressing her complaints adequately.

In a statement, SkyWest said it has “zero tolerance for discrimination or harassment of any kind and has established processes in place to follow up on any reported concerns,” according to an Associated Press news story.

Allegations of Harassment

Budd worked for the airline from 2007 to 2019 in various roles, with her last being as a parts clerk at the airline’s Dallas/Fort Worth facilities. The EEOC lawsuit states that Budd was harassed by coworkers and the maintenance department supervisor in the parts and maintenance divisions, and that it ultimately interfered with her work.  

“The sexual harassment included crude sexual comments, jokes, gestures, and mimed assaults directed at Budd,” the agency said in its filing, describing the alleged sexual harrassment endured by Budd. The EOCC said the environment in which Budd was forced to work was one in which “coworkers also made a number of comments making light of rape, suggesting engaging in rape, or arguing that rape victims were lying for attention.”

In its statement, the EEOC said that when Budd reported the issues to management in September 2019, little was done to remedy the situation. Sensing no reprieve after her supervisor allegedly said “any action by him in response to Budd’s complaint would likely put an even larger target on her back,” Budd ultimately took an unpaid medical leave, which lasted from October to December 2019.

No Signs of Change

When Budd returned to work in December, the suit states that the environment had become more hostile, with coworkers continuing to make jokes. Budd ultimately asked her supervisor for a part-time schedule. Days later, when she recounted her coworkers’ behavior to her maintenance supervisor, the EEOC suit alleges that the supervisor responded that “Budd would need to either work her schedule or apply for leave. Otherwise, she could not continue to be an employee.” 

After escalating the situation to the human resources department, the airline placed Budd on administrative leave in February 2020. At the same time, the airline’s employee relations manager recommended mandatory sexual harassment training for all employees. 

However, in May 2020, when Budd, still on leave, inquired about when she might be able to return, the manager informed her that all employees had not completed the training, so she could not yet return. Ultimately, Budd said she felt forced to resign in May 2020 because the airline failed to return her to work and stopped communicating with her about when she could reasonably expect to resume.

EOCC: ‘Everyone Deserves To Feel Safe at Work’

In its filing, the EOCC said the course taken by SkyWest left Budd “out of the workplace indefinitely with no opportunities to further her professional growth, career advancement, or other inherent benefits of continuing her active employment.” Moreover, the agency said Budd’s extended leave denied her equal opportunities in employment.

The EOCC said its suit comes on the heels of a failed settlement negotiation with SkyWest. On behalf of Budd, the EEOC said it is seeking back-payment, damages, and for the courts to order SkyWest to stop engaging in discriminatory treatment in the future.

In a statement, EEOC trial lawyer, Alexa Lang, said, “Everyone deserves to feel safe at work, and no one should be pushed out of her workplace by pervasive jokes about sexual violence.”

The post Feds Sue SkyWest Airlines for Alleged Sexual Discrimination appeared first on FLYING Magazine.

Sam’s got tips for choosing a regional airline, including pros and cons about flow-throughs and what they could do for your career progression. They can add a layer of predictability to your career. 

Also, Sam offers a brief history and background on the issue, including his personal perspective. 

The post Can Airline Flow-Through Agreements Benefit Your Pilot Career? appeared first on FLYING Magazine.

Even though airlines’ passenger capacity has not fully recovered to pre-pandemic levels, travelers have rushed back to the sky, and many airlines cannot keep up. In its report, Embraer suggests that the industry would eventually recover from the pandemic slump by 2024 and that demand for air travel would grow 3.2 percent annually over the next 20 years. Last year, the company predicted a slightly higher growth rate of 3.3 percent but said this time that the disruption caused by the Russia-Ukraine war caused it to trim its expectations.

Various Trends Drive Growth

The protracted rebound from the pandemic has kept many remote-work policies in place, which means companies have figured out how to stay productive without face-to-face interaction. Furthermore, with a tight labor force and the unemployment rate of 3.6 percent at a nearly 50-year low, according to the Bureau of Labor, companies in the aviation sector are grappling to find enough workers to meet demand. Embraer cites this corporate embrace of remote work as a plus for its business, which means its airline customers will prefer lower-capacity aircraft. 

However, as it stands, the airline customers who currently operate many Embraer jets are regional airliners who’ve struggled with an extreme pilot shortage that has caused them to park their airplanes because there are not enough pilots to fly them. American Airlines ([NASDAQ: AAL] said its business suffered when it parked 100 regional jets in June. Therefore, Embraer is betting on mainline carriers adjusting their fleet strategy to meet its digitalization and regionalization prediction.

The company also said that increasing focus on sustainability and the aviation industry commitment to be net-zero by 2050 presents an opportunity for airline customers to prefer its aircraft. “New green technologies tend to focus on smaller-capacity aircraft where innovations are refined before introduction on larger platforms. In this context, smaller airplanes are a key element for more sustainable air travel while also enhancing connectivity,” the report said. 

The final highlight is based on the rise of e-commerce experienced in the pandemic. This has caused the cargo jet market to multiply. Embraer has positioned itself for that market and recently launched a passenger-to-cargo conversion program for some of its aircraft. The company predicts that the growing e-commerce market will expand for smaller-capacity, all-cargo jet aircraft, especially for regional routes.

Projection By the Numbers

Embraer predicts that there will be a global demand for 10,950 new aircraft with a capacity of up to 150 seats representing a market value of $650 billion. The company also predicts that the fastest growing region would be the Asia-Pacific region, which is expected to grow 4.3 percent annually, followed by Latin America—4 percent—and Africa, at 3.8 percent. 

Moreover—and similar to the Boeing Commercial Market outlook for Asia (which states that Asian markets account for roughly 40 percent of long-term global demand for new airplanes)—Embraer projects that 42 percent of revenue for regional jets would come from the Asia-Pacific region. That is more than the 38 percent expected from Europe and North America combined. 

However, while the Asia-Pacific region might account for most of the revenue, Embraer expects North America to lead the way in deliveries with over 2,740 jets, representing nearly 32 percent of all deliveries. 

Finally, as the company has indicated plans to build a sustainable turboprop, it also predicts that the Asia-Pacific market would lead the way in deliveries, with as many 960 turboprops, or 42 percent of those to be built over the period going to that region. That is more than double the 400 expected to go to North America over the same period.

The post Embraer Releases 20-year Market Outlook appeared first on FLYING Magazine.

Announcing the deal, the company said it worked with “the Air Line Pilots Association (ALPA) to reach an agreement to greatly enhance pilot pay structure, adding incomparable value to pilots’ compensation, standard of living, and career progression.”

We are pleased to announce PSA is now the highest paid regional in the airline industry! Benefits also include: 121 Longevity match, FO pay starting at $90/hour, Captain pay starting at $146/hour, 200% pay credit for LCA, 5 year flow to American Airlines. https://t.co/2fomMe50MT pic.twitter.com/lNJ8pTXvOq

— PSA Airlines (@PSAAirlinesInc) June 16, 2022

The terms of the deal are similar to what American Airlines’ two other regional partners, Piedmont and Envoy, announced earlier this week, which will make American’s regional pilots the highest paid across the regional airline industry. Specifically, first officers will see first-year pay starting at $90 an hour, up from $51, while first-year captains will earn $146 an hour, up from $78. PSA, Piedmont, and Envoy pilot wages are now 50 to 70 percent higher (57 percent on average) than the next highest paid regional carrier, Endeavor, the wholly owned regional carrier for Delta Air Lines (NYSE: DAL). With bonuses, PSA said its pilots can now expect to earn 10 percent more over the next five years than their peers at leading low-cost, ultra-low-cost, and cargo carriers.

The pilots who benefit the most are line check pilots, who will receive a 200 percent pay credit. At the same time, full-time simulator instructors, proficiency check pilots, and aircrew program designees will also see a significantly increased pay credit. 

PSA’s enhanced flow structure will also match that of its American Airline’s wholly owned peers, which promised they would pay the 20-year captain’s rate to any pilot who hadn’t been offered a position at American Airlines by the end of their fifth year of service.

This latest move by American to shore up its workforce comes after the airline said it had to park nearly 100 airplanes because it couldn’t find enough pilots at the regional level to fly them. Moreover, two U.S. senators who serve on the Senate Commerce Committee, which monitors the aviation industry, have called on the Department of Transportation to begin holding airlines to a higher standard amid these cancellations. 

After nearly 2,800 flights were canceled over Memorial Day weekend by multiple airlines, Senators Richard Blumenthal and Edward J. Markey said they appreciated that airlines needed to increase their staff to meet the public demand for travel, but that flight cancellations were burdensome to the public. 

“Such occurrences pose significant hardships to the traveling public,” the senators said in a statement. “We urge the airlines to take all necessary steps to mitigate those disruptions.”

With American’s regional partners’ pay now rivaling that of the first-year salary of the four major carriers, in addition to their one-to-one matching compensation scheme to recruit pilots from other airlines, other regionals could follow their lead soon to attain or retain pilots.

The post PSA Airlines Joins Piedmont and Envoy in Boosting Pilot Pay appeared first on FLYING Magazine.

The Air Line Pilots Association International (ALPA) is the largest airline pilot union in the world and represents more than 64,000 pilots at 39 U.S. and Canadian airlines. It has proven to be a powerful advocate for benefits for its pilots, from rest rules to compensation. Separately, the Regional Airlines Association (RAA) represents 17 North American regional airlines and 280 associate and non-airline members. This includes manufacturers of products and services supporting the regional airline industry. Considering that more than 41 percent of all scheduled flights in the U.S. are operated by regional airlines, the people that ALPA and the RAA represent overlap. 

In a perfect world, these two organizations should be able to work collectively, but a recent dust-up between the presidents of the two associations shows that a deal could be far off.

ALPA to RAA: ‘Reject This Dangerous Flight Path.’

On Wednesday, ALPA president Joseph DePete fired off a scathing letter to Faye Malarkey Black, president and CEO of RAA, scolding the RAA for some of its recent efforts to address the pilot shortage, and sharing the letter publicly via Twitter.

@ALPAPresident Capt. Joe DePete sent a letter to @RAATweets urging an end to their lobbying efforts to weaken #aviation safety rules for #pilot training & experience. Read the letter: https://t.co/U0JwxN9fsc (1/2) pic.twitter.com/CdTpqigNda

— Air Line Pilots Association (@ALPAPilots) June 15, 2022

“I am writing to urge you to turn your attention away from lobbying to weaken critically important, lifesaving pilot training and experience rules,” DePete wrote in the letter. “Instead, focus on helping your member airlines attract and retain the best and brightest aviators.”

The RAA has recently campaigned for more inclusive solutions to improve the pilot shortage. One of its claims is that  when regional airlines have to cancel routes to small cities because they can’t find pilots to fly their airplanes, it weakens local economies.  In alignment with RAA’s proposals, Republic Airways recently petitioned Congress for an exception to the 1,500-hour rule related to the recruitment and hiring of pilots. At the time, it drew the ire of some industry groups, including ALPA, that leveled several charges against Republic, including that the proposal, if approved, would be detrimental to safety. 

As then and now, in this letter, DePete maintains that the regional airlines mismanaged resources and federal funding. He said the RAA and its “affiliates squandered the opportunity to ready their operations and training programs for the post-pandemic surge in travel,” but instead of owning up to that, they wanted to compromise safety.

“Rather than address the pay, career progression, and work-rule issues faced by many regional pilots,” DePete said, “Republic has asked the federal government for permission to cut safety training requirements in half as a way to attract and retain pilots. They want to do this rather than addressing the underlying economic deficiencies of how the airline treats its workers.”

It seemed the impetus for DePete’s letter came from the recent announcement that ALPA and two regional airlines that operate as American Airlines partners, Piedmont and Envoy, negotiated 50 percent pay increases for their first officers and captains. That pay bump would make those pilots the highest paid at the regional level.

Indeed, while seemingly chest-thumping this news to the RAA, he said, “the recent deals ALPA helped negotiate with two of your members—Envoy and Piedmont—offer a great starting point to seriously address the pilot supply challenges you say your members face.”

DePete’s closing message to Black was, “I respectfully urge you to reject this dangerous flight path.” Instead, for the sake of good business and safety, he said the organization should focus on “coming to the bargaining table ready to negotiate contracts that provide pilots with competitive compensation packages, career progression enhancements, and strengthened work rules.”

From one perspective, ALPA’s approach has been beneficial to pilots. Its collective bargaining power has ensured pilots’ wages have increased while providing other benefits such as rest rules, mental health programs, and other perks. At the same time, its safety claims related to the 1,500 hour don’t tell the whole story.

RAA Responds: ‘ALPA Has Lost Its Way’

Not to be outgunned, Black fired back the next day on the RAA’s behalf, saying that ALPA had “lost its way.”

Black said in her letter to DePete, “This disgraceful attack represents the latest in ALPA’s consistent battle against reality and marks a new low in your war against the regional airlines that employ many of your members and provide the only source of air service for most of the country.”

ALPA has maintained that the 1,500-hour rule that Congress enacted after the Colgan Flight 3407 accident has made the skies safer. Black begged to differ, adding nuance to ALPA’s claims, especially regarding the legitimacy that the shift in hiring requirements for pilots from 250 hours to 1,500 hours has actually reduced the accident rate.

“ALPA conflates time building with training,” Black said, adding that even ALPA previously held the same position.

“ALPA once agreed with us on the inappropriateness of relying on hours as a proxy for experience,” Black explained, referring to a 2010 letter by the union that pointed out that a “high-time” pilot sitting in an airliner could still be “low-experience,” especially if most of their time came from flight instructing.

Black went on, surgically, to rebuff other claims ALPA has made in its apparent about-face since its 2010 letter. For instance, she pointed out that ALPA has campaigned on “distorted data” that selectively paints a safety narrative while saying that “every airline CEO who has addressed the pilot shortage is lying…because they want to make aviation less safe.”

Moreover, Black took the opportunity to state that ALPA wasn’t living up to its stated ideals, which include increasing the supply of diverse pilots into the pipeline. She said every effort to do so has gotten the union’s cold shoulder, or as Black puts it, “on Capitol Hill, ALPA has become the party of ‘no.’”

While there is a litany of other concerns she addressed, such as ALPA’s position on better financing for students, expanding the retirement age, or even hiring qualified international workers, the most contentious remains ALPA’s changing position on the 1,500-hour rule. Black pointed out ALPA’s 2010 comment, in which the union said, “We concur with the recent statement by the Flight Safety Foundation that the public deserves ‘a more sophisticated solution’ than a blanket move to 1,500 hours. We believe that the law’s flight-hour credit provision is entirely justified based on the quality of experience and not merely quantity of experience.”

Nearly a decade after the FAA rule was enacted, there is no consensus that the increase of total time required for pilots, aside from generally being more experienced, directly correlated to safety.

On a more conciliatory note, in her letter’s conclusion, Black called for ALPA and RAA to work together and regroup for the sake of the industry.

“We miss our once strong safety partnership and encourage you to abandon your misleading discourse and ad hominem attacks, roll up your sleeves, and join us in protecting the future of our industry.”

The post Presidents of Regional Airline and Air Line Pilots Associations Argue Over Hours-Reduction Proposal appeared first on FLYING Magazine.

After all, regional airlines in the U.S. operate 41 percent of all scheduled flights in the U.S. While they say their inability to attract pilots has forced numerous cancellations, requests to be exempted from the 1,500-hour requirement are being brushed aside. 

The FAA hasn’t officially taken a position, though CNBC reports they have at least acknowledged the request.

Strong Union Pushback

In response to Republic’s recent appeal, the Air Line Pilots Association (ALPA)—the world’s largest airline pilot union, which represents more than 62,000 pilots at 38 airlines—as well as the Allied Pilots Association (APA)—which represents pilots for American Airlines—pushed back sharply.

In a statement, APA president Capt. Eric Ferguson chided Republic’s claim, which he described as “foolish.” 

“Regardless of Republic Airways’ claims that its training program would provide an equivalent level of preparation, it cannot realistically compare to the training that U.S. military aviators undergo,” Ferguson said.

In its initial appeal, Republic requested an exemption that allows selected civilian pilots who complete its rigorous “Republic R-ATP” program to apply for an airline transport pilot certificate concurrently with a multiengine airplane type rating with a minimum of 750 hours of total flight time as a pilot. 

The airline said its Republic R-ATP would resemble the military-based training pathway more closely but would be even safer than the military’s version with a revised civilian approach.

However, citing a compromise in safety, Ferguson objected. 

“Anyone who doubts the value of the 1,500-hour rule should be reminded of its dramatically positive impact on the safety record of U.S. airlines,” he said. To drive his point, Ferguson added that “the period preceding the rule was marked by a series of fatal accidents. Since the rule took effect, major U.S. carriers have experienced a total of one in-flight fatality. The 1,500-hour rule must be preserved for safety’s sake.”

Voicing its support, ALPA tweeted, “We couldn’t agree more.” Contrary to Republic’s claim, it said the U.S. had produced a surplus of pilots.

We couldn’t agree more. The rule was created to increase #aviation safety and has done just that with a 99.8% reduction in airline fatalities while the U.S. has produced more than enough, even a surplus of, #pilots to meet U.S. airline hiring demand. https://t.co/BOWxFiIaL7 https://t.co/mVZ9GWvVfH

— Air Line Pilots Association (@ALPAPilots) May 18, 2022

Leaders Can’t Get on the Same Page

That notion is also where some of the confusion lies. Arguing its case, ALPA has said despite claims of a pilot shortage, “there are currently about 1.5 certificated pilots relative to demand, according to Federal Aviation Administration and Bureau of Labor Statistics data.” 

Instead, it has charged airline executives with mismanagement and a penchant for wanting to “skirt safety rules and hire inexperienced workers for less pay.” Plus, even though many pilots opted to retire going into the pandemic to help airlines cut costs, ALPA charged that airlines were positioned sufficiently for growth coming out of the pandemic. Instead, it said they are using the 1,500-hour requirement as a scapegoat for “bad business decisions” for why they have to cut routes.  

All this is continuing to be quite a head scratcher, and it’s hard to say who is right. Played out a different way in a recent U.S. Senate hearing that featured the aviation subcommittee, stakeholders across the industry gave testimonies about developing the aviation workforce for the 21st century. 

With some of the mentioned players present, it seems the tale of the six blind men and the elephants has taken another form—with each identifying a different element. For instance, ALPA’s representative, Paul Ryder, a first officer and master executive secretary for the United Airlines union unit, said the focus should be on “aligning federal funding for pilot academic education and training.”

However, in other testimony, Jonathan Ornstein, chairman and CEO of Mesa Air Group, a regional carrier, came from another angle. While he didn’t call for an outright repeal of the 1,500-hour rule, he suggested that provisions of quality over quantity could be made in light of advances in training technique and technology. 

Ornstein pointed out what seems to be an inconsistency of reasoning that more flight hours were the best measure of competence when framed against the operations of foreign carriers who also operate in the U.S.

“While the U.S. is generally considered a leader in aviation safety, it is interesting to note that no other country in the world has these regulations. Not a single one,” Ornstein said. “Every day, foreign pilots who would be deemed unqualified to fly for a U.S. carrier fly wide-body international aircraft into JFK and LAX.”

What’s more, major airlines have relaxed their degree requirements, which is a provision that would generally allow pilots with 1,000 hours to earn the R-ATP. 

Altogether, these events are setting the stage for an epic tug of war with the only rule being that every person is for themselves.

Good News for Pilots? 

Where does that leave qualified pilots seeking to get into the industry? If the shortage worsens while airlines try to grow, what seems like a tailwind of better compensation will be more like a jet stream. One clue of that came from JetBlue’s CEO Robin Hayes, who spoke Tuesday at the Bank of America Securities 2022 Transportation, Airlines, and Industrials Conference. 

“I think you’re going to see pilot wage inflation over the next several years until the supply-demand equation is in better balance,” he said. 

With all the other major airlines pilot union groups in labor talks to improve their contracts, pilots could experience a pay bonanza. This suggests that the pushback against lowering the entry requirements for pilots to increase supply might be more related to wage protection.

Kit Darby, the aviation consulting expert who tracks compensation, seems to think so. Darby published his recent Major Airline Pay Summary report this week, suggesting that now was the time to re-engage with the industry, even for dormant pilots. After all, being a pilot remains an excellent way to make a living.

So, where does that leave Republic? It’s hard to say.

The post Industry Officials Can’t Agree on How To Fix the Pilot Shortage appeared first on FLYING Magazine.

The 19-passenger ES-19 — designed for a maximum range of 400 km (250 statute miles)—is scheduled to enter service in 2026. Its powertrain includes lithium-ion batteries driving four electric motors turning six-blade propellers. The Heart aircraft is part of the aviation industry’s movement toward reaching zero carbon emissions. 

Garmin debuted its G3000 in 2009 with a 5.7-inch diagonal touchscreen controller, a flight management system, and integration with several weather, terrain, and traffic systems. The display projected for the ES-19 also includes audio and visual feedback and animation to guide pilot inputs and make flying easier. 

Although the G3000 is an off-the-shelf avionics suite originally intended for traditional aircraft, Garmin said any modifications that might be required for an electric-powered airplane would be relatively minimal. 

“One of the interesting things with the ES-19 is it’s a high-wing, 19-seat airplane so there’s a lot of things we don’t have to customize, that we’re very familiar with,” said Alex Bennett, Garmin’s director of aviation OEM and defense sales.

“The cooling systems for those types of drive trains become important—so we have to relay that information,” Bennett told FLYING. Overall, he said, “it’s a great fit and a great starting point for them, so they can focus on other parts of their certification.”

ES-19 Has Backing From United Airlines

Earlier this year, United Airlines and Mesa Airlines ordered 200 ES-19s with an option to buy 100 more. Both airlines have made large investments in the OEM as well. 

“It’s an honor to have our G3000 integrated flight deck chosen for the ES-19 and to work alongside the Heart Aerospace and United Airlines teams in their commitment to long-term sustainability by reducing aviation’s carbon emissions,” said Garmin vice president of Aviation and marketing Carl Wolf in a press release. The ES-19 has “the potential to enable more universal access to air travel and a broader network of short-haul flights.”

A typical flight for the airplane would be San Francisco (KSFO) to Modesto City-County Airport (KMOD), which is about 120 km (about 65 nm), Heart says on its website.

The company says it plans to finalize the airplane’s design by 2023 and conduct its first flight in 2024. Type certification is expected in the last half of 2026.  

Heart was founded in Gothenburg, Sweden, in 2018 as a spin-off from a research program funded by the Swedish government. Last year, it was awarded a 2.5-million euro grant from the European Investment Council.

Joby’s eVTOL To Include the G3000

This isn’t Garmin’s first foray into avionics for electric flight. 

In February, California-based electric, vertical takeoff and landing (eVTOL) manufacturer Joby Aviation announced it had chosen the G3000 for Joby’s six-motor, four passenger, hovering air taxi.

In July, Joby’s demonstrator eVTOL achieved an important milestone, successfully flying 154.6 sm on a single battery charge. The aircraft is expected to win FAA type certification in 2023. 

The post Heart Aerospace Picks Garmin G3000 for Its Electric Regional Airliner appeared first on FLYING Magazine.