Q: Do you believe the pilot shortage is real and based upon
projected retirements and the current number of new pilots entering the
industry? Also, do you believe that the "pay increases" will solve
the pilot shortage problem?
A: I believe that the pilot shortage
is a real and carefully thought-out and calculated issue effecting future air
carriers. I also feel as though
another primary deterrent from fixing the pilot shortage comes in the form of
an abysmal paycheck. Aside from retirements, employment retention is a damaging
factor at the regional level. With salaries typically beginning at $20,000 a
year, and working conditions being less than ideal at times, life at the
regionals is beginning to sound less and less appealing to aspiring pilots (Smith,
2017).
It
is exactly that reason that paves the obvious solution path of the pilot shortage:
increase yearly salaries and pilots will be more likely to apply for a job. If
regional carriers would implement more incentive for pilots to apply and actually
stay employed in means of paychecks,
bonuses, or other incentive packages, I believe they would fill the pilot
shortage gap in no time.
Q: With
the 1500-hour rule, regional airlines may be concerned with their hiring pool.
Why? What do you see as possible solutions?
A: It is obvious that the
implementation of the 1500-hour rule warrants more flight time and experience
for pilots. That being said, more hours does not automatically equate to better
and more proficient pilots. I can
gain a multitude of hours and experience in one aircraft, mindlessly doing the
same maneuvers everyday just to “pass the requirement,” but does that
necessarily make me a more knowledgeable and well-rounded pilot? The knowledge
and first-hand experiences of being a first officer or captain comes from
physically doing just that. While hours are important, I believe we are too
fixated on the number, and we should
be more focused on the quality of training. This is something regional airlines
may be concerned with in regards to the potential limited skill-sets and
abilities of their upcoming applicant’s.
Possible solutions to the implementation of
the 1500-hour rule could include an on-going certification process, as opposed
to an hour requirement. An increase of extensive and applicable hands-on training
in lieu of the hours would carry more weight, in my opinion. It doesn’t do
someone any good to receive their required hours in a Cessna if they aren’t
going to be flying that upon their job acceptance. Training should include
learning on the appropriate aircraft, ensuring the pilot is proficient in all inclement
weather scenarios (whether they’ll be flying in that conditions or not), maneuvers,
and all potential in-flight emergencies.
Q: Define professionalism in your own words.
A: Professionalism, to me, encompasses a myriad of components, to include representing yourself in a respectable and ethical manner, of whom displays proficiency and competency of a subject, as well as the ability to admit when you’re lacking in certain areas.
A: Professionalism, to me, encompasses a myriad of components, to include representing yourself in a respectable and ethical manner, of whom displays proficiency and competency of a subject, as well as the ability to admit when you’re lacking in certain areas.
Q: List two ways in which lack of professionalism was
demonstrated in this documentary.
A: The
Colgan Flight 3407 accident was a series of extremely unfortunate events that were
100% preventable. Management failed to conduct a thorough investigation of the
captain’s background. If the proper procedures were utilized, they would have
discovered the captain’s excessive failure rate on check rides throughout his
career, which in return could have prevented the Colgan incident if additional
training was conducted (at a minimum). Furthermore, it was later determined
that at that time, the utilization of the stick pusher system was not even
apart of the curriculum for simulator training (NTSB, 2009). Proper training
and verification would have significantly altered the outcome in the Colgan
case. Additionally, the flight crew exhibited traits unprofessional in nature,
and their admittance of in-proficiency could have prevented the final outcome
of the flight. If the captain chose to disclose his failed check rides and
admitted to being less proficient than he should have been, as opposed to
keeping his failures hidden, his past mistakes could have led to additional
training that put him up to par with the standards. According to the NTSB
report, the first officer admitted to having little to no experience in icing
conditions, not to mention her compromised health that evening. Both pilot’s
lack of communication, paired with their inability to conduct the appropriate
steps to recover from the stall, showed extreme levels of unprofessionalism.
Q:
Do
you feel that first year pilot pay and/or the compensation structure of a
regional airline is a contributing factor in the lack of professionalism
demonstrated in the documentary? Why or why not?
A: The money aspect should not dictate a person’s professionalism, and yet it has a tendency to deteriorate when a person is consistently faced with less than ideal work and living conditions. If an employee doesn’t feel they are being treated appropriately and with the same respect as everyone else, their quality of work will naturally decline. The same could be said if they don’t feel as though they’re being compensated adequately enough.
A: The money aspect should not dictate a person’s professionalism, and yet it has a tendency to deteriorate when a person is consistently faced with less than ideal work and living conditions. If an employee doesn’t feel they are being treated appropriately and with the same respect as everyone else, their quality of work will naturally decline. The same could be said if they don’t feel as though they’re being compensated adequately enough.
Q:
List two specific ways you plan to maintain and expand your
level of professionalism once you are employed in the job that you listed (must
be independent of the requirements of the job).
A: When I am flying, I will
certainly ensure I’m upholding and exceeding
all safety standards and practices expected of me by conducting my own weekly
on-the-job training exercises to stay proficient. In the military and many
other job titles, it is typical for people to preach about staying in your lane. More than the safety standards and training,
I would like to expand my knowledge to the areas I’m less familiar with by learning
more about the duties of the mechanics and the crew on the ground that work on my aircraft.
References
National Transportation Safety Board
(2009, February 12). Loss of Control on Approach, Colgan Air, Inc. Accident Report. Retrieved from
https://www.ntsb.gov/investigations/AccidentReports/ Reports/AAR1001.pdf
Smith, P. (2017, October 20). Fact
and Fallacy of The Pilot Shortage. Retrieved from
http://www.askthepilot.com/pilot-shortage/
I think your comment on compensation dictating professionalism is right on point. I also think it's a great idea as a pilot to increase your knowledge base on ground factors and other professions (like maitnenance) that directly effect your work in the air. A strong commitment to safety is definitely a mark of professionalism, especially in this field.
ReplyDelete