Prospective airline pilots can save $1000s by taking ATP test before August

Time is growing short for prospective airline pilots to take the written test for the Airline Transport Pilot license without taking a course that includes 10 hours of simulator training. As detailed in Examiner, on August 1 candidates for the written test will must have a graduation certificate from an approved course that will cost $15-20,000.

As Rick Durden pointed out on Avweb, the regulations as currently written provide a last chance for prospective airline pilots to take the ATP written without enrolling in the approved simulator course. As Durden points out, FAR 61.156, which spells out the requirements for the written test (“knowledge exam” in FAA parlance), does not contain any prerequisites for the test until after July 31, 2014. This means that a pilot who does not yet meet the requirements for the ATP can still take the test before August 1.

Once a candidate passes the written test, the results are good for two years. If the pilot met the flight experience and eligibility requirements within two years, he could take the checkride (“practical test”) and earn the ATP license without passing the FAA-approved simulator course. If the written test expires, the pilot must then pass the new ATP simulator course in order to retake the test.

The changes to the ATP are likely to exacerbate the pilot shortage that regional airlines are already experiencing. As the need for qualified pilots becomes more pronounced, Congress and the FAA are likely to issue regulatory changes to make it easier for pilots to qualify as ATPs. These changes are likely to be long in coming, however, and pilots who are close to meeting the requirements would be well advised to take the written test before August 1 if at all possible.

There are several traditional study methods for FAA knowledge exams. There are books available that familiarize test-takers with the questions in the FAA written test bank. There are also computer training courses that simulate taking the actual test on your own computer. Many vendors for these test prep services can be found on GlobalAir.com.

Given the short amount of time left to take the test, a classroom seminar might be the best solution. These courses often last one to two days and are essentially cram sessions for test-takers. ATP Flight School is one of several companies that offer one-day test preps at locations around the country. These “quickie” courses are perfect for busy professionals who don’t have a lot of time to study.

It is possible that the shortage of qualified pilots will force the FAA to change the regulations regarding the ATP, but there is no way of knowing how long those changes will take. In the meantime, a pilot who has already passed the ATP written may very well have an advantage in getting hired by the airlines.

Read the full article on Aviation Examiner

New FAA ATP rules will reshape airline hiring

On August 1, 2014, a new FAA regulation goes into effect that will reshape the way that airlines hire pilots. The Colgan Air crash in 2009 led to changes in the requirements for airline first officers. Previously, FOs were only required to hold a commercial pilot license. Under the new rules, effective in August 2013, first officers were required to hold an Airline Transport Pilot License. The last phase of the regulatory change, coming in less than two months, will change the requirements for the ATP.

The changes were detailed by Aviation International News last year. Under FAR 61.156, ATP candidates must graduate from an FAA-approved course that includes a minimum of 30 hours of classroom instruction covering a variety of aviation and airline topics and 10 hours in a FSTD (flight simulation training device) before taking the written exam. At least six of the simulator hours must be in a Level C (full motion) simulator that replicates a multiengine turbine airplane with a maximum takeoff weight of more than 40,000 pounds. This is equivalent to the size of a regional jet. The flight simulator requirement is going to cause problems for both airlines and pilots.

The combination of higher licensing requirements and low pay for entry-level airline pilots has already created a pilot shortage at 11 of 12 regional airlines according to the Wall St. Journal. According to the laws of supply and demand, when a commodity, in this case qualified pilots, becomes more scarce, the price, in this case wage, of the commodity goes up. So far, this has not happened in the airline industry, partly due to the prevalence of union contracts.

One airline that has been feeling the pinch is Great Lakes. The regional operator of 31 turboprop airliners that typically fly into small airports, Great Lakes Airlines pays its new first officers $16 per hour according to Airline Pilot Central. This isn’t as much as it sounds because pilots are typically paid by the flight hour. Great Lakes guarantees its pilots only 75 hours per month for a gross monthly paycheck of $1,200. This is the equivalent of $14,400 annually. To make matters worse, Great Lakes pilots are not paid at all during new-hire training, a process that can last up to three months. They also incur a training contract that requires them to pay $7,500 if they leave the company within 15 months.

The economic reality is that there are too few pilots who are willing to work for the wage that Great Lakes is offering. In March, USA Today reported that the airline was suspending flights to some destinations due to the shortage of pilots. In spite of this, the airline and the pilot union cannot come to an agreement on raising contractual wages.

Great Lakes is not alone. A Wall St. Journal analysis found that the average regional airline first officer earns $22,400. Five years later, if the pilot is still a first officer, the average base pay would only be $35,100.

This brings us to the question of the flight simulator training to earn the ATP. AIN estimates that the new training rule will cost ATP applicants “thousands of dollars.” In truth, the cost will be probably be on the order of $20,000. Simulators are not plentiful and they are not cheap. The obvious question is why any pilot would pay $20,000 for a job that only pays $15,000.

The most obvious answer is that airlines should hire pilots who meet ATP requirements and provide them with the training required to pass the ATP written test and checkride as a part of the new-hire curriculum. After all, airlines are providing new hires with simulator training already. The problem is more acute for airlines like Great Lakes that operate airliners that weigh less than 40,000 pounds.

Minimizing the impact of the changes to the ATP is only half the battle. To attract new hires, regional airlines will be forced to raise wages to compete with other industries. To gain the experience and flight time needed to earn an ATP will still take years and thousands of dollars in training costs. Many of the traditional “time-builder” flying jobs, such as flying checks, no longer exist. It will be difficult and costly for neophyte pilots to gain the 1,500 hours required for the ATP. The entry-level jobs at the airlines will have to become more attractive to encourage prospective pilots to make the commitment in time and money.

There are several possible outcomes to the airline pilot crisis. One is that Congress will issue a legislative fix when the problem becomes so extensive that airline lobbyists and passengers alike demand a solution. An easy way to fix the problem would be to expand the restricted ATP license. Currently, the restricted ATP is available only to graduates of specific “institutions of higher education” or military training. Congress and the FAA could expand the list of acceptable institutions to include FAR 141 training schools. The unrestricted ATP could be earned after being hired by an airline and passing the initial simulator training.

Another helpful fix would be to eliminate the requirement to train on a 40,000 pound aircraft simulator for pilots who will fly smaller airliners. There is no reason that pilots of airplanes like the Beech 1900s that are operated by Great Lakes would need to train on a high performance jet that is more than twice the weight of the plane that they will actually fly in airline service.

If congressional help is not forthcoming, there is little doubt that the changes will drive up airline ticket prices. Regional airliners are already more expensive to operate than larger planes on a per seat basis. As ticket prices increase, more passengers will elect to either drive to their destination or to a major airline hub where fares are lower. This will lead to less airline service into many smaller destinations.

As regional airlines are squeezed by increasing labor costs on one side and shrinking revenues on the other, they may become targets for takeovers. One possibility is that regional airliners will be absorbed into the major airlines that are now their code share partners. It might make more sense for the name brand airline to control the hiring process and establish pay scales for regional jets and turboprops than to keep outsourcing to third parties. This would also allow the airline to exercise more quality control over its brand and customer service. The change would require agreement of pilot unions and the adjustment of scope clauses in their contracts. Absorption of regional jets into mainline carriers could introduce a new golden age of regional jets.

A final possibility is that some airlines will consider ab initio (“from the beginning”) training. The concept of hiring prospective pilots and training them from zero hours to the cockpit of an airliner is one that has been used by the U.S. military and some foreign airlines for years. Lufthansa operates a flight school in Goodyear, Arizona to train prospective pilots for airline service. Boeing is currently partnering with Emirates Aviation College in Dubai on an ab initio course that will take cadets from zero hours to an ATPL in 16 months. Ab initio training would allow airlines to utilize long-term planning for personnel needs rather than scrambling to hire pilots as positions become open.

The future of airline hiring and the ATP license is uncertain, but the airlines definitely need qualified pilots. The need is immediate and will persist for the foreseeable future. The new ATP requirements make the pool of available and qualified pilots smaller, which will have the effect of making the pilot shortage worse. If corrective steps are not taken, canceled flights will soon become much more common.

 

Read the full article on Aviation Examiner

New FAA copilot rules in effect

A new Federal Aviation Administration rule that requires copilots on U.S. airlines to have additional training and flight experience is now in effect. The final rule, required by the Airline Safety and Federal Aviation Administration Extension Act of 2010, was published in the Federal Register on July 15, 2013.

Previously, first officers on scheduled airline flights were only required to hold a commercial pilot license. The commercial license requires a total of 250 hours flight time. Under the new rule, airline first officers are required to hold an airline transport pilot license. The ATP requires 1,500 hours of flight time. Pilots must be at least 23 years old to earn an ATP.

The rule also includes provision for some pilots to obtain a restricted ATP with fewer than 1,500 flight hours. To qualify for the restricted ATP, pilots must be at least 21 years old and must either be a military trained pilot or hold a bachelor’s or associate’s degree in an aviation major.

There are other requirements in the new rule as well. First officers in scheduled airline service must also hold a second class medical certificate. If the aircraft requires three or more pilots, the first officer must also have a type rating for the specific aircraft type to be flown and a first class medical certificate. Airline captains were previously required to hold an ATP, a type rating, and a first class medical certificate. A new requirement under the rule is that captains must have a minimum of 1,000 hours in air carrier operations.

The new rule was passed by Congress after the February 12, 2009 crash of Colgan Airlines/Continental Connection Flight 3407 in Buffalo, N.Y. The NTSB report faulted pilot training at the regional airline as a factor. The new rules also come in the wake of the July 6, 2013 crash of Asiana Airlines Flight 214 in San Francisco. Although the NTSB is still investigating the accident, early indications are that the crew training may have played a role in the accident according to Politico.

Kevin Kuhlman, professor of aviation and aerospace science at Metropolitan State University of Denver, is not sure that the rule change will be worthwhile. “It seems logical that more hours equals safety,” he argues in the Denver Post, “but the reality is that it is the quality of the training not the quantity that matters. That’s what the (Asiana Airlines) and Colgan accidents really show.”

Kuhlman also is concerned that the new requirements may lead some pilots to falsify their flight times. Pilot flight times are maintained largely by an honor system in which pilots log their flight hours in a personal log book. It is only when pilots are finally hired by commercial operators that their times are tracked by others. Even then, the company only keeps track of flight time earned by the pilot while at that particular company.

Another potential problem is that the more stringent requirements for an airline career may dissuade people from beginning an aviation career, especially after a decade of wage and benefit cuts for airline employees. When paired with looming retirements as hundreds of airline pilots reach age 65, the new rule may trigger a severe shortage of pilots qualified to fly airliners.

Originally published as National Aviation Examiner

How to prepare for an airline interview

Many aviation industry observers predict that U.S. airlines are on the cusp of a shortage of qualified pilots. The shortage is the result of a large number of looming retirements at U.S. airlines and a new FAA rule scheduled to go into effect this August that will increase the flight experience requirement for airline pilots. The pilot shortage may present a unique opportunity for prospective pilots who have the required qualifications to be considered by the airlines, but first would-be airline pilots must pass the airline’s interview process.

An airline interview is unlike an interview at a non-aviation company. An airline interview is usually a single event, unlike interviews at non-aviation companies which can involve two, three or more interviews before an offer is made. In some cases, the airline interview may take place over several days and involve multiple meetings.

The first step in preparing for an airline interview is to research the company. The prospective applicant should be aware of recent news stories about the company, have an understanding of the company’s history, and be familiar with the company’s leaders. Much of this information can be found on the company’s website, on aviation trade sites such as Aviation Week, or news sources like the Wall St. Journal. Often, company websites allow users to sign up to receive press releases via email. A directory of sites relating to aviation employment can be found on GlobalAir.com. Learn about the company’s culture as well. An interview with Southwest, Virgin America or JetBlue will require a different approach than an interview with Delta, United or US Airways.

The next step in preparation is to find out what the company’s interview process is like. Several websites offer “gouge,” or details of their experience, from previous interview candidates. One of the most popular such sites is AviationInterviews.com, but other sites such as Will Fly for Food offer interview gouge as well. Job seekers can also use forums on websites such as FlightInfo.com to ask questions of current employees or others who have interviewed with the company. Airlinepilotcentral.com is a good source of information on many aviation companies and also has forums.

There are two types of questions on an aviation interview. First, there are normal human resource questions. These questions are of the “getting to know you” type. Examples would be “tell me about yourself” and “what are your strengths and weaknesses?” The second type of question to be expected is the technical question. Technical questions include subjects such as systems on the aircraft that you currently fly, the Federal Aviation Regulations, and how to brief an instrument approach.

Some companies concentrate on human resource questions while others tend toward technical questions. In most cases, companies ask both varieties of questions. In some cases, there are even separate interview sessions for each type of question. A sample list of general interview questions can be found online here, but interview gouge sites often report the questions most recently asked of interviewees.

Many companies also put prospective new hires through a simulator evaluation. Normally the sim ride is a simple evaluation of the pilot’s flying abilities to help the company determine whether the applicant would have problems in training. In many cases, the simulator evaluation covers basic maneuvers like climbs, turns, descents, ILS approaches, and holding patterns. Some companies, especially those that require that applicants already be type rated in the airplane to be flown, may have more in-depth simulator screenings with engine out maneuvers. To find out exactly what your experience will entail, check the gouge.

Some companies also require their applicants to take a written test. These tests often consist of basic aeronautical knowledge with multiple choice questions similar to those that might be found on the instrument and Airline Transport Pilot written exams.

Once you have determined what to expect on your interview, the next step is to start studying. A good method is to make a list of questions found on the interview gouge sites. Go down the list, answer the questions and then study your answers. For longer answers, write your answer in outline form. Don’t try to memorize the answer word for word, just remember the points that you want to make. Practice answering the questions out loud. Start in front of a mirror and then have your family and friends quiz you.

Many applicants also choose to go to a professional interview coach. There are several companies that special in helping applicants prepare for airline interviews. These services put the applicant through a mock interview and then critique their performance. Especially if the interview is with a company where hiring is very competitive, the experience of a mock interview can be valuable. Two companies that provide coaching for aviation interviews are Clark Aviation Consulting and Aviation Interview Prep Services. Other coaching services may be mentioned in interview gouge.

Pilots who are not accustomed to flying a simulator should definitely take a simulator prep course. If possible, the sim prep should take place in the same type of simulator in which the interview will take place. Follow the interview simulator profile as closely as possible, especially if it involves a complex maneuver like the ILS approach into Louisville, Ky. with a quick missed approach turn and holding pattern that was used in the simulator evaluation for a major cargo carrier. Again, check the gouge for referrals from previous applicants.

With preparation and study, you will have an excellent chance of becoming the next airline new hire. If you don’t get a job offer, don’t give up. Some companies, notably Southwest and FedEx, like to hire applicants on the second or third interview. As with anything, practice makes perfect and more interviews will improve your presentation. If all else fails, keep trying with other companies until you get your chance to hop in an airline cockpit.

Originally published on Examiner.com:

http://www.examiner.com/article/preparing-for-an-airline-interview

American Eagle offers signing bonus as pilot shortage looms

In an email to prospective job seekers on Friday, American Eagle Airlines announced that it is offering a $5,000 signing bonus for newly hired pilots. At present, Eagle plans to hire 600 new pilots in 2013. New FAA rules require that new airline pilots meet Airline Transport Pilot license standards.

American Eagle notes that American Airlines, its parent company, is planning to hire 2,500 pilots over the next five years. Approximately half of the current list of Eagle pilots is expected to be hired by American or other major airlines.

The $5,000 bonus is paid at the beginning of training and requires a two year commitment to Eagle. According to Airline Pilot Central, American Eagle’s first year pay is $25 per hour with a 75 hour reserve guarantee. This works out to about $22,500 for the first year, not including the bonus. Pay is relatively flat for turboprop first officers, but FOs on jets, the majority of the fleet, will see an increase to $34 per hour and about $30,600 annually for the second year. Currently, the most junior captain has a hire date of May 2006, but as the major airlines ramp up their hiring, upgrades could potentially move much faster.

Last month, Aviation Week reported that an industry coalition has requested that the Government Accountability Office study the looming pilot shortage. The combination of increasing airline retirements and decreases in the number of pilots trained by the military and civilian schools is leading to a shortage of trained and experienced pilots that is first being felt by the regional airlines.

The shortage may force regional airlines to increase their pay to try to lure pilots away from more lucrative charter and corporate jobs. The signing bonuses may be the first attempt of the regionals to do so without having to amend union contracts.

Originally published on Examiner.com:

http://www.examiner.com/article/american-eagle-offers-signing-bonus-as-pilot-shortage-looms

FAA rules may lead to pilot shortage

 

On February 12, 2009, Colgan Airlines/Continental Connection Flight 3407 crashed near Buffalo, N.Y. killing 50 people, including one person on the ground. Part of the legacy of this crash was new regulations by the Federal Aviation Administration to increase the flight hour requirements for pilots at regional airlines.

In February 2012, the FAA issued a notice of proposed rulemaking that would increase the flight experience requirement for pilots at FAR 121 airlines to 1,500 hours by requiring first officers to hold the same airline transport pilot license that is currently required of airline captains. In the past, first officers were only required to hold a commercial pilot license. This license required only 250 hours of flight experience.

The FAA proposal created two exceptions. Graduates of aviation colleges and universities and military pilots could earn an ATP certificate with restricted privileges with less than 1,500 hours. Military pilots would need 750 hours and aviation degree holders would need 1,000 hours. The restricted ATP would allow these pilots to serve only as first officers and not as captains.

The new requirements are slated to go into effect next year and some already predicting that the rules will lead to a pilot shortage. USA Today notes that the new rules come at the same time as a new wave of airline retirements. Five years ago the FAA raised the mandatory retirement age for airline pilots from 60 to 65. Pilots who were granted an extension their careers are now facing retirement. As a result, the supply of pilots on airline rosters will be decreasing at the same time that the supply of qualified replacement pilots becomes more limited.

While there are many furloughed professional pilots, many of these are either no longer current or are not willing to work for the wages offered by regional airlines where many of the openings will be. Typical first year pay at a regional airline is about $21,000 according to pay scales posted on Airline Pilot Central.com. Second year pay depends on the aircraft but can be in the $30,000 range.

Similarly, the new FAA rules will present a significant barrier to pursuing an airline career. Prospective pilots will likely be hesitant to spend the time and thousands of dollars that it takes to earn a pilot license if it means years of building flight time at low-paying jobs before they even qualify for an entry-level airline job, which will not pay well in itself for the first few years.

The logical solution for the airlines would be to pay more to attract more qualified pilot applicants, but the problem here is that the airline industry is heavily unionized. Airlines cannot unilaterally alter the collective bargaining agreement to pay new-hires more. They have to follow the process of negotiating with union representatives and having the new agreement approved by an election of the union members. Union members would most likely not approve increased pay rates for new-hires without inducements such as more pay for senior pilots. Over the past decade, many airline unions have granted concessions in pay, benefits and work rules that they will certainly work to gain back if given the opportunity. Conversely, labor is already significant portion of airline operating costs that airline managements will work to keep as low as possible.

One way around union negotiations that some airlines have used in the past is to offer a signing bonus to new hires. Rather than increasing the hourly rate, the company will offer lump-sum payments. For example, Airline Pilot Central reports that Republic Airways is currently offering a $5,000 signing bonus, paid in two lump sums. Pilots receive half of the money midway through training and the other half when their training is complete.

In the meantime, Airline Transport Professionals, a national chain of flight schools, notes that “Today, regional airlines are hiring every qualified pilot they can recruit at about 800 hours” of flight experience. Pilots hired now will be grandfathered under the new FAA rules, so airlines are recruiting while they can. This provides a good opportunity for low-time pilots to start a career as a professional pilot.

Read this article on Examiner.com:

http://www.examiner.com/article/new-faa-rules-may-lead-to-pilot-shortage?cid=db_articles