This additional funding is part of the FAA’s Aviation Workforce Development Grants program, which provides support to aviation-related education programs. The $80 million in pilot development grants is part of a broader $240 million pool intended to also recruit aircraft mechanics and aviation manufacturing workers.

According to Yahoo Finance, an early version of the bill included $120 million in total funding, but that number was doubled with an amendment introduced by Georgia Senator Raphael Warnock. “This is a long-term issue,” he said during an interview.

‘The Pilot Shortage Myth’

The roughly $55 million in new funding comes as the Air Line Pilots Association (ALPA) – the world’s largest pilots union representing over 77,000 aviators—says the pilot shortage “isn’t real.” The labor group even goes as far as saying that the shortage is a so-called “myth,” instead pointing fingers at airline leadership.

“So, although we don’t have a pilot shortage, we do have a shortage of airline executives willing to stand by their business decisions to cut air service and be upfront about their intentions to skirt safety rules and hire inexperienced workers for less pay,” ALPA says on its website.

Despite the rhetoric, regional carriers say they aren’t quite out of the pilot supply woods yet with some offering lucrative bonuses for direct-entry captains. In a recent presentation, the Regional Airline Association (RAA)—a trade group—said, “We can’t believe we have to say this, but an abrupt, temporary hiring disruption—driven entirely by an abrupt aircraft delivery disruption—is not the same thing as fixing the pilot shortage.”

Some in Washington also believe the so-called pilot shortage isn’t over. During a press briefing at Austin’s Bergstrom airport on Tuesday, Texas Senator and Senate commerce committee ranking member Ted Cruz said he ‘absolutely’ still believes there’s a shortage, adding that Congress should have done more.

“So this bill…takes modest steps in the direction of addressing the pilot shortage, but I wish we had been able to take more, and I’m going to continue working to take even bolder steps,” he added.

Cruz strongly supported raising the airline pilot retirement age from 65 to 67, which failed after a narrow party-line vote. ALPA and other pilot unions opposed the increase.

“The pilots union has an interesting position on this. It’s one of the very rare circumstances I know of where a union picked some members over other members,” Cruz said at the briefing.

Diversity Push

With the bill now passed, the FAA will be tasked with distributing the funding as grants to flight schools and other institutions. Sen. Warnock said he pushed to include provisions in the bill to distribute some of the funding to ‘underrepresented populations’ in the aviation sector.

“I’m making the business case for diversity,” Warnock told Yahoo Finance. “It’s in our enlightened self-interest to find that talent and create a robust pipeline so that they can become pilots.”

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

The post Congress Shells Out Millions to Aid Pilot Shortage appeared first on FLYING Magazine.

I’ve written about this process in broad terms before, but there is one aspect I would like to focus on: honing your ability to tell a good story and refining your repertoire of stories for interviews.

Most aviation interviews include a group chat that may include chief pilots, check airmen, recruiters, HR reps, line pilots, and perhaps even nonpilot employee representatives. This is commonly referred to as the panel interview, and for many pilots, it is the most stressful part, especially if the panel is large. Many of the questions during the panel interview take the form of, “Tell me about a time you…,” and you are expected to reply with a short illustrative anecdote from your career or life.

• READ MORE: Pilot Mental Health Remains the Last Taboo in Aviation

Some people were born with a natural gift of gab—many of us were not. That’s OK. You weren’t born with the natural ability to fly, either—you gained the skill the hard way, through learning, practice, and experience. Talking about yourself in a relaxed, authentic manner is a skill like any other. It can be taught, learned through trial and error—or for the lucky few, acquired by osmosis, by growing up around other good storytellers and subconsciously adopting their techniques. Most of us get better at it throughout our lives because we accumulate more interesting stories and tell them enough times to hone them well.

This isn’t something that you can pick up the night before your interview. If you’re only belatedly finding out about the panel interview and you have one next week, best arrange for a jam session with an aviation interview prep service, such as Cage Consulting or Emerald Coast. This isn’t a bad idea anyways, because most people are poor judges of how they sound and look to others.

Less expensively, but also less expertly, you can rope your friends or colleagues into being your practice audience and giving you feedback. This can be a fruitful (and FAA legal) use of free time in cruise flight. But if you’re shy and prefer to judge yourself, a GoPro or other camera set up on a tripod at eye level and 10 feet away will be brutally honest. The main thing is to make a conscious effort to practice. It’s best to start early.

• READ MORE: After a Training Fail, What Comes Next?

If you “got the gouge” for a particular employer’s interview, you’ll have an idea of what questions they may ask, but they’ll likely switch up things on occasion, and there’s a good chance you get at least one completely random question. Rather than focus on specific questions, you should develop a repertoire of stories concerning a broad range of events throughout your life and career.

Your stories should, whenever possible, be no longer than two or three minutes long. A good story will include a brief setup, a well-paced narrative, and a definitive conclusion. You should obviously avoid stories that paint you as a clueless lout, but they should show humility and growth. A bit of humor of the self-deprecating variety is often helpful. I’ve often joked that I never let the truth get in the way of a good story, but interview stories should be mostly true. Outright fabrications are usually glaringly obvious. Paring details for the sake of narrative and brevity, however, is both expected and necessary.

Often the panel’s questions are of a sort that could be seen as an invitation to talk about the deficiencies of former employers or coworkers (“Tell me about a time you disagreed with a supervisor.”) Don’t fall for this trap: Your overall tone should be positive and focus on your own actions, deficiencies, growth, and strengths. The last thing you want to show is simmering resentment. When a story necessarily involves a company or supervisor doing something underhanded, unsafe, or illegal, do not name them. On the other hand, liberally name mentors, coworkers, and supervisors who have been a positive influence. There’s a decent chance someone on the panel knows them.

• READ MORE: How Professional Pilots Can Survive Probationary Periods

Your stories shouldn’t all be aviation-related. Many of the questions won’t directly concern flying, and using anecdotes from your life outside of aviation can help demonstrate a wider variety of interests and talents. This can be particularly helpful when the panel includes nonpilots. In that case, you should also limit your technical jargon or include explanatory asides.

When telling your stories, try to appear relaxed even if you’re not, and try to sound like you haven’t rehearsed even though, ideally, you have. The trick is to write down only the outline, and then never tell the story exactly the same way twice. Pretend you’re telling it at a bar, and the next time at church, and the next time on a date. Use a timer and work out the ideal pacing. Try to eliminate “uhs” and “umms,” inserting pauses instead where needed. As you become more comfortable with a story, incorporate natural-feeling hand gestures, and use a camera to check your corresponding facial expressions.

Here are some sample questions to get you started at developing your repertoire of stories. I’ve included a version of a story I’ve told in several interviews as well, as an example.

• “Tell me about a time you helped a coworker.”
• “Tell me about a time you were interviewed and didn’t get hired for a job.”
• “Tell me about a time that a coworker made you uncomfortable.”
• “Tell me about a time you solved a difficult problem.”
• “Tell me about a time you felt out of your depth.”
• “Tell me about a time you failed a test or course.”
•  “Tell me about your proudest moment.”
• “Tell me about a time you broke a FAR.”
• “Tell me about a time you were uncomfortably low on fuel.”
• “Tell me about a time you declared an emergency.”
• “Tell me about a time you diverted to an alternate.”
• “Tell me about a time you thought the system was unfair.”
• “Tell me about a time you disagreed with a dispatcher (supervisor of flight, etc.).”
• “Tell me about a time you had a conflict with a [captain/first officer].”
• “Tell me about the best job you ever had.”
• “Tell me about a time you stayed at a job you disliked.”
• “Tell me about a time you witnessed sexual harassment/racial discrimination.”
• “Tell me about the best teacher you ever had.”
• “Tell me about a time the customer was wrong.”
• “Tell me about a time you went above and beyond.”
• “Tell me about a time you were scared.”
• “Tell me about a time you were fatigued.”
• “Tell me about a time you grounded an unairworthy airplane.”
• “Tell me about a time you were asked to do something illegal or unsafe.”

An example of my response: 

“Early in my career, I was flying canceled checks at a Part 135 company that’s no longer in business. They were sort of a mom-and-pop, fly-by-night operation, and they were nice people and tried hard, but you never knew if your next paycheck was going to clear. Anyways, late one night in Las Vegas, I had an electric fuel pump fail on a Piper Navajo, and, since that’s a nondeferrable item, I called my boss, who we’ll call Jim, at 2 a.m. I woke him up, and he was understandably grumpy, telling me to just open the fuel cross-feed, use the left electric fuel pump to start the right engine, and then press on to Burbank on the engine-driven pump.

“I thought about it for a second and realized, yes, that would work—but it was pretty severely illegal and would also leave me with a single point of failure in a heavy airplane over high terrain. I told Jim that and said I wasn’t willing to do it. He just growled, ‘Fine. Don’t move. I’ll be there in three hours,’ and hung up. 

“Sure enough, just as the sky is getting light, Jim roars up with another Navajo, gets out without a word, and starts tossing bags out of my plane. I join in and a few minutes later we’re panting next to a small mountain of bank bags and Jim just points at them, grunts, ‘Take those to Burbank,’ jumps in the broken Navajo, and blasts off. I was pretty shaken up. The whole way to Burbank, I was wondering if I just got myself fired. 

“The next day I came to work half expecting to be sent home, and I was kinda OK with that. I’d thought about it during the night and decided that no job was worth my life or my certificate and that I didn’t want to work for anyone who required me to put either at risk. The funny thing is, Jim greeted me cheerfully and didn’t say a single word about the incident. In fact, he never mentioned it again. I think once he calmed down and had some time to think about it, he realized he’d rather have a safety-conscious pilot than a risk-taker even if it was occasionally inconvenient. Since then, whenever I have to make a hard decision that I know might upset coworkers or supervisors, I think back to that night in Las Vegas.”

The post How to Ace an Airline Interview by Telling a Good Story appeared first on FLYING Magazine.

In this edition of V1 Rotate, FLYING contributor Sam Weigel brings us on a cross-country flight to Northern California and discusses what it all means and what you can expect going forward.

• READ MORE: How Professional Pilots Can Survive Probationary Periods

The post Is This the End of the Pilot Shortage? appeared first on FLYING Magazine.

In a recent social media post on X (formerly known as Twitter), the world’s largest pilots union—which represents more than 77,000 pilots at mainline and regional carriers—pushed back against ongoing legislative efforts to raise the retirement age from 65 to 67.

“The pilot shortage isn’t real,” the ALPA said in the post. “In fact, there’s a surplus of airline pilots. Yet Congress is considering raising the pilot retirement age to 67, which will hurt air travel.”

The union has strongly opposed proposals to raise the mandatory retirement age, citing a slew of potential operational and training issues.

In February, the Senate Commerce Committee voted 14-13 to reject a proposal raising the mandatory retirement age for airline pilots. Both ALPA and the Allied Pilots Association (APA)—which represents American Airlines pilots—say that similar proposals are still on the table in Congress.

The pilot shortage isn’t real. In fact, there’s a surplus of airline pilots. Yet Congress is considering raising the pilot retirement age to 67, which will hurt air travel. Learn what’s at risk from this ill-conceived plan. https://t.co/8J9v5GWC9o #Avation #Airlines #Flying pic.twitter.com/SZ0VVflqPB

— Air Line Pilots Association (@ALPAPilots) April 18, 2024

“The argument hinges on a false claim that there’s a pilot shortage, even though there are more than enough pilots to meet current demand, with plenty more in the training pipeline,” ALPA said in a recent Politico report. “Raising the retirement age from 65 to 67 to address this fake pilot shortage is nothing more than an ill-conceived plan to a fake problem.”

Despite ALPA’s claims, consultancy firm Oliver Wyman expects the gap between pilot supply and demand to be around 13,300 by 2032, which is a 23 percent improvement from the group’s 2022 projections. In 2023, the FAA also issued a record number of Airline Transport Pilots (ATP) certifications.

Regional Airlines Still Struggling

Regional carriers continue to be some of the hardest hit by a shortage of pilots. In a recent presentation, the Regional Airline Association (RAA)—a trade group—said it “can’t believe we have to say this, but an abrupt, temporary hiring disruption —driven entirely by an abrupt aircraft delivery disruption—is not the same thing as fixing the pilot shortage.”

The RAA claims that an aging pilot workforce coupled with aircraft delivery woes at mainline carriers is only temporarily moderating the pilot shortage. Several regional airlines continue to shell out lucrative sign-on bonuses, especially for captains as they look to retain pilots in the left seat.

On Thursday, regional carrier GoJet announced a new bonus structure for direct-entry captains with up to $200,000 “paid out within the first 12 months without any contractual obligations or strings attached.” The company says that captains will have the ability to earn over $400,000 during their first year of employment. ALPA represents GoJet pilots along with aviators at several other regional operators in the U.S. and Canada.

“We can hire first officers. I think almost every regional airline right now has a stack of first officers,” said CommuteAir CEO Rick Hoefling during an October 2023 interview with AirlineGeeks. “The problem is building their time at the same time you’re attriting out captains at a pretty high rate in the industry. We went from a pilot shortage to a captain shortage now in the industry. So the pendulum is starting to move.”

Major airlines—including Southwest, Delta, and United—have slowed or completely halted pilot hiring in 2024.

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

The post Pilot Shortage ‘Isn’t Real,’ ALPA Says appeared first on FLYING Magazine.

Fearless when it comes to busting into places where other—often more competent—flyers and writers are reluctant to go, I decided to give it a try. After all, who has more firsthand knowledge of what happens when this very real, deep-rooted part of us is sabotaged by events such as a denied medical or insurance, a financial problem, or even something as weird as flying under a bridge? (And, no, I didn’t turn my transponder off!)

It can’t be “genetic.” After all, there were no powered airplanes until 120 years ago and, for many years after Wilbur and Orville figured it out in 1903, few people flew or owned one. Then, beginning with ex-World War I flyers who became the daredevil barnstormers and mail pilots of the 1920s and ’30s and feats of Lindbergh, Earhart, Post, and other household names, publicity and interest grew. In the years following World War II, a bunch of “little” airplanes appeared that were simple enough that almost anybody could learn to fly. And aviation was more accessible, affordable, and hugely popular.

Sporty’s Pilot Shop founder Hal Shevers told me one time, “Marf, we lived through the ‘Golden Era of General Aviation.’” And he was right. The 1950s, ’60s, and ’70s were the glory days before airplane prices exploded—as did tomes of onerous regulations and complex airspace restrictions—and insurance requirements, maintenance costs, and manufacturer liability issues mushroomed. Sadly, it was those liability issues and an unacceptable accident rate that began to choke private and small business aviation in the ’80s and ’90s.

But the die-hards stayed with it, forming flying clubs and partnerships, buying and renovating old airplanes, or building experimental models themselves. It was costly, but their obsession made them find a way.

• READ MORE: Let Me Tell You About Tom

Now there’s a desperate need for pilots. With that comes the danger of “enticing” applicants who lack the deep-seated desire and passion but are beguiled by the salaries and prestige that go with being an airline pilot. Flight training schools and universities are eager to enroll students who qualify for generous scholarships— some from the airlines themselves. Others are attracted by the ease of borrowing huge sums to complete “fast-track” training with the promise of an interview and likely a job in the right seat of an airliner. What isn’t advertised is that flight training dropout statistics average 80 percent.

A genuine interest in and aptitude for flying airplanes is a huge blessing for those becoming professional pilots. Despite the growing need for more pilots, it is vital that airline companies don’t lower hiring standards—as has been accused—and put marginally qualified new hires in their cockpits by maybe thinking experience will “fix” the problem.

Flight schools advertise that you’re guaranteed an airline interview by successfully completing their “fast-track” programs. They’ll guide you through the process of logging 1,500 hours of flight and simulator time. Simply sign up, pay something close to $100,000, pass an FAA medical, get a student certificate, and take the dual for solo and solo cross-country signoffs. You’ll learn enough in ground schools to pass the FAA knowledge exams and log enough time and have the skill to pass a private pilot check ride. Ditto for the instrument, commercial, multiengine, and CFI certificates and ratings. And they assure you this can be accomplished in “only seven months.” Then you instruct for the school, earning between $15 and $50 per hour until you accumulate the necessary 1,500 (or, in some cases, 1,200) hours to apply for the right seat with an air carrier. All this is possible in two to three years with no guarantee of actually being hired…and not living in your parents’ basement.

One major carrier has pledged that 50 percent of its new hires will be “people of color and females.” Its program offers scholarships from the Latino Pilots Association, National Gay Pilots Association, Organization of Black Aerospace Professionals, Professional Asian Pilots Association, Sisters of the Skies, and Women in Aviation International. It is hoped that making the training available inspires young people—regardless of sex, color, ethnicity, people who may never have had the opportunity to learn about aviation—to embrace the training. That’s laudable, so long as it doesn’t exclude anyone.

A retired airline pilot friend commented: “Anyone who remembers the Colgan [Air] crash at KBUF [Buffalo, New York, in 2009] should understand the significance of airlines hiring qualified pilots. That accident was a ‘perfect storm’ of pilot incompetence, management failure, weather, and other factors causing the deaths of a planeload of people. Aviation is inherently dangerous, and when incompetent pilots are given the controls of an aircraft filled with people, the situation becomes an accident waiting to happen.”

Here’s a poignant quote from an article in FLYING Magazine in July 1953: “Ten-thousand articles have been written about the ebb of aviation enthusiasm and activity in the land. Apathy to aviation is just one of many indications that 20 years’ education that ‘the world owes me a living’ has wrought havoc with our individual spirits. We babble about Social Security and prate in terms of masses and promise ‘extended benefits.’ …It means we’ve had a flameout of the fire that molded us and gave us power. We’ve stopped running to meet life because that takes faith and courage and pride.”

It was written by no less a personage than Gill Robb Wilson, one of the magazine’s founders and editors, and a World War I combat pilot in France, devoted patriot, founder of the Civil Air Patrol, writer, and poet (and, curiously, a Presbyterian minister). I think his comments apply to young men and women today who look upon aviation training and airline flying as a quick road to success, prestige, and security.

I recently took Theo, a neighborhood kid, up in the Cessna 180 because he’s crazy about aviation and airplanes. Theo is intelligent and amazingly knowledgeable because he reads everything in sight about airplanes and pilots. He’s just beginning high school but, when I asked him if he’d thought about college, he named a large “degree plus aviation training mill” in Florida. I suggested maybe he think about a degree in engineering, business, or whatever at a good college while learning to fly “the old-fashioned way” and then instructing to learn and build time. He’s wired for an airline career, and he’ll make it—with the passion for it well in place.

This column first appeared in the November 2023/Issue 943 of FLYING’s print edition.

The post Need for Pilots Should Not Take the Place of Passion appeared first on FLYING Magazine.

“Increasing the pilot retirement age will disrupt airline operations, raise ticket prices, upend collective bargaining agreements, create a cascading and costly training backlog, and put the United States out of compliance with international standards,” said ALPA President Captain Jason Ambrosi in a statement.

“This is a weird union issue,” commented Senator Ted Cruz during the hearing, citing a push from some union members supporting the age hike.

• READ MORE: Airline Pilots Flying to Age 67?

Supporters of the change argued it would address the pilot shortage and allow experienced pilots to continue flying, citing rising life expectancy and advancements in healthcare.

“We strongly encourage preceding that type of change with appropriate research so that the FAA can measure any risk associated with that policy and define appropriate mitigations,” FAA Administrator Mike Whitaker wrote in a letter to Congress earlier this week.

Last year, the U.S. House of Representatives voted 351-69 on an FAA reauthorization bill that included an age hike to 67 for airline pilots. Thursday’s move by the Senate is part of a broader reauthorization bill, which includes an increase in safety inspectors and air traffic controller staffing.

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

The post U.S. Senate Committee Moves to Reject Pilot Retirement Age Hike appeared first on FLYING Magazine.

Through the Voluntary Retired Return to Active Duty Program (VRRAD), the Air Force is seeking up to 1,000 retirees to return to active duty for a variety of special duty positions, including pilot, air traffic control, airfield operations, and combat systems.

The program began accepting applications Thursday. 

• READ MORE: Air Force Offers New Round of Aviator Retention Incentives

“[Under] this VRRAD program, the period of active duty service is limited to no more than 48 months,” the Air Force said in a statement. “Personnel will only fill vacant active duty authorizations. “Retired applicants selected for extended active duty can expect to return to active duty anywhere from four to six months from their date of application.”

The move comes as the Air Force continues to grapple with personnel shortfalls, including a persistent shortage of about 2,000 pilots. In September, the service said it had again missed its annual aviator training goal after reporting a shortfall of training 120 airmen for fiscal 2023. 

• READ MORE: United Zeroing In On Military Pilots as Air Force Tempts Them to Stay

“The VRRAD program is a strategic enabler to embrace experienced talent, tapping into a valuable resource of retired members to fill critical roles to close the gap against our peer competitors,” Lieutenant General Caroline Miller, the deputy chief of staff for Manpower, Personnel and Services, said in a statement.

Those who come back to service through the program will return to their grade at retirement and will be ineligible for other programs, such as aviation bonuses or promotion, Air and Space Forces magazine reported. 

• READ MORE: Air Force Pilot-Training Numbers Come Up Short of Aspirations

The service is seeking commissioned officers in the grade of captain through lieutenant colonel, saying that while all who are eligible may apply, it is targeting the following specific fields:

• 11X – Pilot
• 12X – Combat Systems
• 13B – Air Battle Manager
• 13H – Aerospace Physiologist
• 13M – Airfield Operations
• 13N – Nuclear and Missile Operations
• 14X – Information Operations/Intelligence
• 15X – Operations Analysis and Weather
• 16X – Operations Support
• 17X – Cyber Operations
• 18X – Remotely Piloted Aircraft
• 19Z – Special Warfare
• 21X – Logistics
• 31P – Security Forces
• 32E – Civil Engineering
• 35P – Public Affairs
• 38F – Force Support Officer
• 61X – Scientific/Research
• 62X –Developmental Engineering
• 63X – Acquisition
• 64P – Contracting
• 65X – Finance
• 71S – Special Investigation

The program limits retired enlisted to those in the grade of staff sergeant through senior master sergeant in the following targeted fields:

• 1C171 – Air Traffic Control
• 2G071 – Logistics Plans
• 2T377 – Fleet Management & Analysis
• 3F071 – Personnel
• 3P071 – Security Forces
• 4A271 – Biomedical Equipment
• 4E071 – Public Health
• 4N071 – Aerospace Medical Service
• 4R071 – Diagnostic Imaging
• 7S071 – Special Investigations
• 8R000/8R200 – Recruiter(s)

More information about the VRRAD program may be found here. 

The post Critical Staffing Shortage Prompts Air Force to Recruit Retirees appeared first on FLYING Magazine.

According to data from FAPA – a pilot career advisory group that’s been tracking hiring trends across 13 major U.S. airlines for over 30 years – United hired 270 pilots in October 2023, the carrier’s highest amount of new hires in a single month. This boils down to nearly 70 new hires each week.

Last year, the airline hired 2,500 pilots, making 2022 a record-setting year for new aviators on United’s property. The 270 new hires in October bring United’s total to 2,296 new pilots so far this year.

In a statement, United told AirlineGeeks that October 2023 was one of the biggest months for pilot hiring in its history.

“In support of our United Next plan, we set out to hire 2,300 pilots this year alone and are on track to exceed that total. We hired over 260 new pilots in October, which is one of [our] highest months ever, and are already working on filling new hire pilot classes in early 2024,” a spokesperson for the airline said.

Trending Above Other Airlines

Across the board, major U.S. airline pilot hiring trended down slightly in September and October 2023. Ultra-low-cost carrier Spirit announced it would be halting all pilot hiring indefinitely. Even for pilots already on their properties, FedEx and UPS management recently told pilots to look for jobs at regional airlines.

So far in 2023, United has been hiring an average of 227 new pilots each month, the highest of any airline in FAPA’s data. Atlanta-based Delta Air Lines is a close second at 224 new hires.

With the COVID-19 pandemic wreaking havoc on pilot training throughput, airlines have been forced to think a bit outside the box to attract and retain new aviators. United has been trying to weather this storm with its Aviate Academy in Arizona.

According to The Denver Post, the airline has also made a $100 million investment to expand its pilot training center in Denver, Colo., which is the largest of its kind worldwide. In addition, some of the carrier’s new hires can bid for higher-paying Boeing 777 and 787 first officer positions after completing initial training.

Not Out of the Woods

Even with a record number of first officers entering its ranks, United and its peers still aren’t out of the woods just yet. A broader pilot shortage has pivoted to a captain shortage where retaining pilots in the left seat has become increasingly more challenging.

United CEO Scott Kirby acknowledged the issues surrounding captain hiring in the company’s Q2 2023 earnings call according to Reuters. “It’s the first time that I’ve ever known it to happen in the airline industry,” he said. “It is going to impact capacity in the fourth quarter.”

Regional carriers can hire so-called ‘direct entry captains’ with the right number of hours. Mainline airlines are restricted to hiring only first officers, but upgrade times to the left seat have become increasingly shorter in recent years. A January 2023 report in Aero Crew News showed that some Delta first officers could move to the left seat in as little as 4.5 months.

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

The post United Doubles Down on Pilot Hiring, Sets New Record appeared first on FLYING Magazine.

According to data from pilot career advisory group FAPA, major U.S. airlines hired a total of 2,116 pilots between September and October. The group’s data includes hiring trends from 13 U.S. airlines, including Delta, American, and United, along with smaller carriers such as Spirit, Frontier, and JetBlue.

Cargo operators FedEx and UPS are also included in the data but have not hired pilots since at least February.

A Low Point

In September, 1,001 pilots were hired, per FAPA’s data, marking the second-lowest month of hiring so far in 2023. June 2023 reported the fewest hired pilots at 958. October 2023 saw a modest increase of 114 new hires when compared to September.

Both September and October 2023 fell below 2022 hiring trends during the same period. In comparison, U.S. airlines hired 1.105 and 1,243 pilots in 2022 for the respective months, representing 232 fewer year-over-year.

Despite the shifting trend, major U.S. carriers are still on track to eclipse 2022 pilot hiring numbers overall. FAPA’s data indicates that 11,050 pilots have been hired to date in 2023,

A Shifting Pilot Shortage?

In late October, ultra-low-cost carrier Spirit announced it would stop hiring pilots until further notice. The airline lost nearly $158 million in Q3 2023. Coinciding with this announcement, FAPA’s data shows a drop off in Spirit’s pilot hiring from August 2023.

While some carve-outs exist at airlines to hire direct-entry captains, the vast majority of hiring pertains to first officers. After gaining time and seniority at a carrier, first officers can later transition to the left seat. However, finding pilots interested in upgrading to captain has proven to be a challenge at some airlines.

“For a year now, at least for us, the issue has not been hiring pilots, and the issue has not been pilot attrition. So that’s not a concern. The issue has been on the upgrade front,” shared Sun Country president and chief financial officer Dave Davis during the company’s Q3 2023 earnings call. At Skift’s Aviation Forum in early November, the Minneapolis-based airline’s CEO Jude Bricker shared that his top-earning pilot made $750,000 in 2022.

Regional carriers are particularly not immune from retaining captains. “It’s actually a captain shortage. We don’t have a first officer shortage…we’re producing lots of ATP certificates across the country,” said CommuteAir CEO Rick Hoefling during an interview with AirlineGeeks.

On the cargo side, both FedEx and UPS have stopped hiring as of early 2023. Leadership at these carriers has even advised pilots currently on the payroll to look at other opportunities outside the company, including at regional carriers.

Some Positive Trends

Even with some reductions in overall hiring, a few airlines are still setting milestones. In October, Allegiant had its second-highest hiring month on record for 2023, bringing in 43 new pilots.

Also in October, United broke its own hiring record with 270 new pilots. This marks the largest hiring month for the carrier in 2022 and 2023. So far in 2023, United hired the most pilots of any major U.S. airline at 2,296.

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

The post U.S. Pilot Hiring Plateaus in September and October appeared first on FLYING Magazine.

Original estimates predicted that it would take years for travel demand to rebound to pre-pandemic levels. In fact, in the first months of the pandemic, the most ambitious estimates indicated that demand would start in 2023. Others projected it might take an additional year or two on top of that.

Airlines responded promptly. Hundreds of airplanes were grounded per airline, amounting to thousands in the United States alone. If American Airlines, the largest airline in the world by fleet size, had grounded a number of airplanes proportional to the drop in demand, they alone would have grounded somewhere between 800 and 900 airplanes; arguably the only thing preventing such a unilateral drop was passenger airlines’ shift to operating cargo flights with their planes to meet the high demand for shipments of medical equipment.

Pictures soon arose of airports where dozens of planes were parked in orderly rows on what would have otherwise been active runways and taxiways, not to be used for over a year. Stories arose of commercial flights with half a dozen people flying on planes built and configured for nearly 200, and some airlines made up the difference by flying fewer flights and blocking middle seats for passenger comfort.

Flight crews also faced challenges. Pilots, flight attendants, and ground service personnel were initially furloughed en masse, eventually able to receive a paycheck because of multiple government bailouts through the CARES Acts.

Still, airlines did not stop trying to find ways to cut their personnel costs, and the cheapest solution they found, considering how long experts estimated the travel downturn would last, was to offer older pilots within a few years of retirement age early retirement packages. After all, some of these pilots would retire before travel would (as estimated) return, so it was beneficial for them to take extra compensation immediately and for the airlines, who would have fewer senior pilots at the top of the pay scale.

That staffing solution was a reasonable idea at the time; all things considered, it was the best thing airlines could do to protect their bottom lines as they prepared for what had all the indications of being a years-long hibernation. For a while, it worked, and, in time, airlines managed to stabilize their situations as best as possible.

Post-Pandemic Travel Rebound

However, in late 2021, something remarkable happened. About two years after the COVID-19 virus was first identified in China, passenger throughput data started trending upward. At first, it was a slow trend. In October 2021, TSA screened 1 million passengers in a day—still a far cry from the 2.5 to 3 million they’d screen every day in 2019, but also the first time more than 1 million passengers flew since U.S. lockdowns began in March 2020.

Data fluctuated up and down around the magical seven-figure mark, but the overall upward trend was undeniable. As time progressed, the industry passed other milestones: airlines arose from financial challenges, airplanes returned to service, routes were reintroduced, and even international travel started to show signs of life again.

And, before anyone could blink, those positive trends started to snowball, and flying returned more rapidly. Soon, every parked airplane was brought back into service. More airplanes were brought out of storage in desert boneyards. But as much as the capacity for travel increased, it still felt one step behind the demand. People wanted to travel so much that airlines even brought back the jumbo jets—the Airbus A380s and Boeing 747s—that they had so recently planned to retire for good.

Airlines have been able to handle aircraft returns to service just fine. What they haven’t been able to plan for quite as well is their staffing.

The Source of Captain Shortages

Remember that the first types of pilots to receive voluntary retirement packages were older pilots. An overwhelming majority of those pilots were captains; they were people who had spent decades building their skills and had reached the epitome of seniority and experience.

Fairly obviously, flights cannot operate without captains. These captains legally serve as the “pilot in command” (PIC), responsible for and the ultimate authority on the safe operation of a particular aircraft. It is their job to oversee the flight to make sure that everything is in order. They make countless decisions to determine that the airplane is airworthy and is capable of making a particular flight safely; that any mechanical discrepancies identified on the ground or in flight are appropriately dealt with; that the routing received from air traffic control is acceptable; and so many other things to make sure that the flight is completed safely and any necessary actions are taken to ensure that safety.

Captain Eligibility

The problem for airlines is that not just anyone can be an airline captain at a major air carrier. Even after a pilot becomes eligible for the license that permits them to fly for these major airlines (which itself requires 1,500 hours and a splattering of other requirements regarding cross country, night, and instrument flight), they need over 1,000 hours as an airline pilot at a major carrier before they can even be considered for a captain position.

“You can’t fly with two first officers,” aviation consultant Robert Mann told Reuters. “You have to have a captain.”

In order to fill the captain positions that were vacated by pilots taking early retirement packages, mainline airlines such as American, Delta, and United needed thousands of captain-qualified first officers (FOs) to upgrade to captain as soon as possible. Many first officers jumped at that chance.

But not every qualified first officer jumped at the opportunity. Some first officers had spent years as second-in-command on a particular fleet type and built up incredible seniority as a first officer. As they neared the end of their careers, these pilots did not want to sacrifice the control they had over their schedules as senior FOs to spend the end of their careers at the bottom of the captain seniority list.

“If I did that, I would’ve ended up divorced and seeing my kids every other weekend,” one United pilot told Reuters, referring to upgrading to the left seat.

Mainline Captain Shortages

This created an issue for major airlines. As quickly as they could upgrade qualified and willing FOs, they still struggled to fill all of the captain vacancies they had. Not only had many captains retired during the pandemic, still more were reaching the mandatory retirement age of 65 and were forced to retire during the travel bounceback. A vicious cycle had begun to make it highly difficult for airlines to fly.

In 2022, for example, United Airlines was unable to fill 50 percent of its captain vacancies because of the FOs’ reluctance to upgrade, amounting to nearly 1,000 captain positions that need to be filled. The same is true in 2023, as in June, the carrier reported that 96 of 198 captain vacancies were still vacant.

“It’s the first time that I’ve ever known it to happen in the airline industry. It is going to impact capacity in the fourth quarter,” CEO Scott Kirby said on an earnings call over the summer.

The airline has 5,900 captains and 7,500 first officers, per its union.

7,000 American Airlines pilots have declined upgrades, per union data obtained by Reuters. American’s union represents over 15,000 pilots.

Mainline vs. Regional Airlines

However, major airlines have one big advantage. To understand it, it’s important to understand the difference between a “mainline” airline and a regional carrier. If a route does not have enough demand to support regular flights from 150- to 200-seat jets, or if it’s worth it to an airline to fly smaller jets more often on a route to maintain competitively flexible schedules, a carrier will outsource to a regional airline to operate those smaller jets.

Only a certain selection of airlines in the U.S. rely on regional carriers. American, Delta, and United are the most visible. Any flight that is branded as “American Eagle,” “Delta Connection,” or “United Express” is operated by a third-party regional operator instead of the main airline. Alaska Airlines also uses regional carriers, though with slightly different brandings: its regional partners fly aircraft that bear both Alaska’s name and the regional’s, such as “Alaska Skywest” for the independent, national regional brand or “Alaska Horizon” for flights operated by wholly-owned subsidiary Horizon Airlines.

Using these regional operators allows major airlines to remain competitive without needing to pay for hundreds of extra planes. Instead, they pay regionals a certain fee per departure, and the regionals handle their own staffing and buy or lease their own aircraft.

Notably, during the pandemic, major airlines reduced the number of regional partners they worked with for this reason; for instance, ExpressJet stopped operating for months after United Airlines cut its contract in favor of another regional partner.

For many reasons, regional airlines are a fascinating case study in airline flying. How pilots view these regional carriers is one of those. With the exception of SkyWest, which operates in all but a handful of U.S. states, regional carriers are called such because they operate within a specific region of the country. With limited exception, Republic Airways operates almost exclusively east of the Mississippi River; CommuteAir, which beat out ExpressJet for United’s business, operates a few routes in the Midwest, Texas, eastern Canada, and the western U.S.; Horizon Air operates only on the West Coast.

This regionality makes these carriers a great option for pilots who want to be able to stay closer to home throughout their careers. However, many more pilots use regional airlines as a stepping stone to make them attractive applicants for major airlines. With time flying multiengine jets at big, busy airports in an airline environment, they can make themselves viable for further career opportunities at the mainline carriers.

The regionals faced the same challenges with more senior captains retiring early during the pandemic and needed first officers to upgrade to the captain position as soon as they were qualified to maintain smooth operations.

“And from a regional perspective, it’s really not a pilot supply issue at this point. It’s more of an issue of having first officers with the amount of time, the thousand hours that they need to graduate from the right seat to the left seat,” American Airlines Group CEO Robert Isom said during a Q3 2023 earnings call last week. He added that American itself isn’t seeing issues with filling captain vacancies, but noted struggles on the regional side. Unlike its competitors, American has three wholly-owned regional subsidiaries, including PSA, Piedmont, and Envoy.

The Captain Shortage at Regional Airlines

However, the regional airlines had an additional pressure. While mainline companies mainly worried about losing pilots to retirement, regionals also had to worry about losing pilots who got jobs at the mainline airlines. And these new hires were not limited only to the big three; regional pilots also leave for low-cost airlines like Southwest, Spirit, and Frontier.

As mainline companies lost first officers to captain upgrades, they suddenly found themselves in desperate need of new first officers to fill the second seat in the cockpit. These new first officers came overwhelmingly from the regional airlines, whether or not they were captains themselves.

Thus, regional airlines found themselves in the same predicament that mainline airlines did: in desperate need of captains and trying as hard as possible to convince first officers to make the switch. There is an additional challenge for them, though. Because of their experience at regionals, new pilots at mainline airlines often meet the legal experience requirements to be captains. As they build experience in a new airplane type with their new employer, they are legally eligible for a captain upgrade as soon as they are senior enough as first officers for the new airline to make the option available.

Regional airlines do not have that benefit. Many of their new hires are eligible to be airline pilots after spending years as flight instructors, aerial survey pilots, or flying for private aircraft owners. These new airline pilots need to fly 1,000 hours at their airline before the company can even think about upgrading them. As captains disappeared to new, better-paying airlines and new pilots came in with no captain-qualifying experience, regional airlines found themselves in a bit of a catch-22: they can’t fill their captain vacancies without qualified first officers, but they can’t get their first officers to be qualified because there are not enough captains to operate the flights that will get those first officers their experience.

Regional Airlines’ Response

While it is easy for mainline carriers to hire first officers that will be ready to upgrade soon—they are, after all, career-destination companies with thousands of applicants from a wide variety of regional, low-cost, and charter airlines—regionals do not have that benefit. They have such an imbalance of captains to first officers that they have been forced to cut upwards of 20 percent of their schedules to prevent mass flight cancellations. This has brought service losses at a significant number of smaller airports.

Regional carriers have offered signing bonuses worth tens of thousands of dollars to pilots who get hired directly as captains. This might be attractive to charter pilots looking to switch to airline flying. Certain types of charter experience meets the 1,000-hour captain experience requirement, and pilots might be attracted to an opportunity where they can build PIC time—such experience is itself very valuable—in multiengine jet aircraft, making them all the more qualified for management jobs (as a line check airman or chief pilot) or a position at a mainline carrier.

Industry-Wide Response

Steps have been taken, of course, to try to remedy these problems. Delta Air Lines announced a major update to its pilot contract in the spring, forcing United Airlines to follow suit over the summer. American Airlines introduced their own contract soon after. Officials say these deals will go a long way toward ensuring the mainline carriers are sufficiently staffed with captains moving forward, though it has yet to be seen how effective the new deals will really be.

Particularly, airlines hope that updates to work/life balance in these new contracts will be strong incentives for pilots to move to the left seat. As previously mentioned, the loss of seniority after a captain upgrade can be a significant turnoff for senior first officers who want to spend time with their families and avoid forced assignments.

“Junior captains are faced with amplified uncertainties in their flight schedules, on-call commitments, and sudden assignments, translating to reduced stability,” says Jainita Hogervorst, director of Aerviva Aviation Consultancy, a Dubai-based aviation recruitment consultancy.

“Such uncertainty in scheduling might trickle down to other issues, such as unsatisfactory work-life balance,” Hogervorst continued. “The evolving work-life balance landscape and societal attitudes towards career encourage a shift in working people’s attitude, pilots included.”

There have also been attempts to lower the minimum experience requirements for new airline pilots and raise the pilot retirement age, both by the federal government and individual airlines themselves. These calls have brought an outcry from flight crews, but their fates have yet to be determined.

“We can hire first officers. I think almost every regional airline right now has a stack of first officers,” CommuteAir CEO Rick Hoefling told AirlineGeeks at the unveiling of the regional carrier’s first Embraer E170 jet last week. “The problem is building their time at the same time you’re attriting out captains at a pretty high rate in the industry.”

“We went from a pilot shortage to a captain shortage now in the industry. So the pendulum is starting to move,” Hoefling added.

The International Civil Aviation Organization (ICAO) estimates a need for over 350,000 pilots by 2026 to sustain operations and fill captain slots around the world; consultancy firm Oliver Wyman estimates global aviation will be short 80,000 pilots by 2032. This comes after U.S. airlines are on track for record hiring numbers in 2023.

The massive shortage has been a benefit for aspiring pilots, and there has been a significant uptick in new student pilots as well as pilot certificates issued in recent years. The FAA issued thousands of commercial pilot certificates in 2022, and while some of those pilots will return to foreign markets for jobs, the additional pilots will be able to ease some of the burdens that airlines are facing.

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

The post Why Airlines Struggle to Keep Captains appeared first on FLYING Magazine.