Pilot Supply at the Regional Airlines: Airline Response to the Changing Environment and the Impact on Pilot Hiring

Regional airlines facing pilot supply challenges have responded to the rapidly changing environment by increasing pay, adjusting lifestyle factors, and enhancing career pathway opportunities. The purpose of this research is to provide a current view of the status of airline hiring at regional airlines, given the changes in pay and other factors, and to explore the impact of increased pay on the airlines\u27 ability to meet hiring goals. Data for analysis was collected through interviews of pilot recruiting personnel from the largest regional airlines. Results reveal that increased pay at regional airlines has positively impacted the carriers\u27 ability to meet hiring goals for first officers. In addition, airlines have made efforts to improve pilot lifestyle and create opportunities for career pathways to the majors. While these efforts are currently allowing most interviewed airlines to meet hiring goals, concern remains that this may be a short-term fix. This research contributes to the discussion of the role of pay as it relates to pilot supply, provides a current snapshot of regional airline hiring, and presents discussion of the short term and long term issues related to the pilot supply

ICAO Aviation System Block Upgrades: A Method for Identifying Training Needs

The ICAO launched the Aviation System Block Upgrades (ASBU) framework to support the modernization of global air navigation. The ASBU framework was designed to address the need for a globally interoperable system in an environment of increased traffic demand. In order to successfully implement the components of the ASBU, obstacles must be overcome. One primary area of concern is meeting the demand for properly trained personnel. The purpose of this research is to develop a method to identify the training needs associated with the implementation of the ASBU modules. This research will review the development and components of the ASBU framework and obstacles to overcome. The end product, a gap analysis template, is provided to be applied for further research to identify training needs associated with the implementation of this worldwide safety initiative

Pilot Supply at the Regional Airlines: Airline Response to the Changing Environment and the Impact on Pilot Hiring

Regional airlines facing pilot supply challenges have responded to the rapidly changing environment by increasing pay, adjusting lifestyle factors, and enhancing career pathway opportunities. The purpose of this research is to provide a current view of the status of airline hiring at regional airlines, given the changes in pay and other factors, and to explore the impact of increased pay on the airlines ability to meet hiring goals. Data for analysis was collected through interviews of pilot recruiting personnel from the 10 largest regional airlines. Preliminary results reveal that regional airlines are meeting hiring goals but airlines remain significantly challenged to meet those goals. Increased pay has enhanced hiring and airlines have made efforts to improve pilot lifestyle and create opportunities for career pathways to the majors. While these efforts are currently allowing the airlines to meet hiring goals, concern remains that this may be a short-term fix. Concerns were raised over the long-term problem of building the pipeline of those pursuing a professional pilot career. Concerns expressed in this area include training costs, the need for an alternative pathway to the right seat, efforts to get the word out to potential pilots regarding career opportunities and benefits, etc. This research will contribute to the discussion of the role of pay as it relates to pilot supply, provide a current snapshot of regional airline hiring, and present, from the perspective of regional airline recruiters, the short term and long term issues related to the pilot supply problems

New Road for Training: Committing to the provision and sustainability of aviation training excellence in Africa

Aviation is growing its footprint in Africa. It\u27s one of the fastest growing aviation markets in the world. Predictions are that the next 10 years may see an annual growth of 7.5 percent. With that growth comes the need for thousands of aviation professionals to be training in line with international standards. But forecasts and research predict a significant shortage of qualified personnel in all aspects of aviation in Africa

Women in Aviation: A Workforce Report

Aviation industry forecasts reveal the depth of the need for qualified personnel worldwide and the projected growth of the industry. Over the last five years, the industry has experienced average year over year passenger traffic growth of 6.5%, resulting in “unprecedented” financial prosperity for North American airlines (Boeing, 2018a). North American air carriers have accounted for more than half of the global industry prosperity in the last five years (Boeing, 2018a). The growth is attributed to multiple factors including lower air fares, higher standards of living in large emerging markets such as China and India, new airline business models, and growth in travel and tourism (Boeing, 2018a). The trend is expected to continue with a forecast growth rate of 4.7% average passenger growth over the next twenty years. (Boeing, 2018a). To meet that need, Boeing is forecasting that the number of jet airplanes in the commercial market will nearly double through 2037 (Boeing, 2018a). Growth in general aviation (GA) is also impacting the industry. In 2018, general aviation aircraft shipments experienced an increase of 5% for piston aircraft, 5.2% for turboprop aircraft, and a 3.8% increase in business jets (General Aviation Manufacturers Association [GAMA], 2019). While the overall GA fleet is forecast to remain relatively stable through 2039, growth in turbine and rotorcraft fleets is anticipated while fixed wing piston aircraft are forecast to decline (Federal Aviation Administration [FAA], 2019a). The number of GA hours flown is projected to increase in the same time period (FAA, 2019a). With the anticipated growth in both GA and commercial markets, operations at FAA towers are projected to grow .9% a year through 2039 (FAA, 2019a). The FAA also anticipates growth in the area of commercial space operations (space launch activities other than military and civilian government such as NASA) (FAA, 2019a). Such expansion in commercial space flight will result in increased FAA activity in the areas of approval for equipment, training, technicians, inspections and other related activities. As a gauge of the level of current activity in this area, the “FAA currently conducts as many as 400 pre-flight/reentry, flight/reentry, and postflight reentry safety inspections per year” (FAA, 2019a, p. 35). One of the fastest growing market segments in aviation continues to be Unmanned Aircraft Systems (UAS). In the short time since UAS registration went into effect (December 2015), there are over 900,000 registered UAS, compared to just over 212,000 registered active GA aircraft (FAA, 2019a). A highly trained workforce to meet the needs of the expanding industry remains essential. As an example of the growing need, between 2018 and 2037, Boeing forecasts a need for 790,000 new pilots, 754,000 new technicians, and 890,000 new cabin crew (Boeing, 2018b). Women in the aviation workforce are a vital resource for meeting the personnel needs. Before exploring the number of women in aviation, it is interesting to begin with a look at women in the U.S. workforce. The number of women in the workforce in the U.S. has increased over the past several decades (Toossi & Morisi, 2017). Women made up about 1/3 of the workforce in 1950 compared to 46.9% of the workforce in 2018 (Toossi & Morisi, 2017; Bureau of Labor Statistics [BLS], 2018). The gender gap is excepted to continue to narrow (Toossi & Morisi, 2017). In addition, the women’s labor force is projected to become more diverse, “reflecting greater racial and ethnic diversity” in the next ten years (Toossi & Morisi, 2017, p. 18). It is also interesting to note that the proportion of women ages 25 to 64 in the labor force who hold a Bachelor’s degree and higher increased from 11% in 1970 to 42% in 2016 (BLS, 2017). By comparison, the number of men ages 25 to 64 in the labor force who hold a Bachelor’s degree and higher was slightly more than doubled during the same time frame, reaching just over 36% in 2016 (BLS, 2017). Currently there is insufficient data on the number of women in the aviation workforce. While solid information is available on some segments of the industry, through FAA data for example, it remains a challenge to get a baseline of information in many segments in the industry. Data sources such as the Bureau of Labor Statistics and member participation in aviation specific professional groups has been targeted to attempt to fill these gaps. The purpose of this report is to provide a comprehensive study of the number of women in the aviation workforce. When able, data from multiple sources are provided. In addition, the work will provide a baseline so future reports can be developed to establish and monitor trends in the workforce. At a time when the industry is facing unprecedented shortages of qualified personnel, understanding these key gaps in the workforce can lead to strategies to not only expand the workforce but also enhance diversity

ICAO Aviation System Block Upgrades: A Method for Identifying Training Needs

Since the mid-1970s, air traffic growth has expanded two-fold once every fifteen years (ICAO, 2013). The ICAO Global Air Navigation Plan (GANP) is a roadmap to achieve a “vision of an integrated, harmonized, and globally interoperable air traffic management (ATM) system” (ICAO, 2012, p. 1). A component of the GANP is the Aviation System Block Upgrades (ASBU), a framework for achieving that vision. A collaborative approach led by ICAO between public and private organizations and member states resulted in the development of the ASBU framework. However, obstacles exist for successful implementation. One area of concern is the need for training of qualified personnel including air navigation service providers, flight crews, and those responsible for safety oversight. While the ICAO strategy has the potential to enhance global interoperability through such means as information sharing and management, more efficient flight paths, and improvements to airport operations, obstacles must first be overcome. The purpose of this research is to develop a template that can be used to identify the training needs associated with the implementation of the ASBU modules. The template can be applied by selected groups within individual ICAO member states to determine a customizable training plan allowing the state to maximize benefits from implementing ASBU modules

Aviation Outreach Model and Gap Analysis: Examining Solutions to Address Workforce Shortages

The purpose of this research is to examine aviation outreach programs to identify best practices and areas for improvement in the endeavor to recruit youth to the aviation industry. The research includes creation of a model of aviation outreach and development and application of an aviation outreach gap analysis design. Three programs are analyzed, Women in Aviation Girls in Aviation Day, Experimental Aviation Association Young Eagles, and Aircraft Owners and Pilots Association High School Aviation Initiative. Each program takes a unique approach to recruiting youth and the strengths and weaknesses, based on the aviation outreach model, are discussed. Results of the research reveal that each of the three outreach programs should be considered a best practice. Recommendations for aviation outreach are provided with emphasis on increased attention to outcome measures. This research contributes a new method to assess outreach programs, a critical task in the effort to create solutions to the global aviation workforce challenges

Forest vegetation management: France (chap.4)

Current practices and problems of forest vegetation management in France are described in the context of research on alternatives to herbicides.FORET;PEUPLEMENT FORESTIER;VEGETATION;CONCURRENCE VEGETALE;LUTTE;MODE DE TRAITEMENT;LUTTE PHYTOSANITAIRE + MAUVAISE HERBE;CONTROLE DE LA VEGETATION;PESTICIDE;HERBICIDE;LUTTE PHYTOSANITAIRE;IMPACT SUR L'ENVIRONNEMENT;DYNAMIQUE DE VEGETATION;HISTOIRE;GESTION FORESTIERE;ECOSYSTEME;FRANCE;VEGETATION FORESTIERE;GESTION;ALTERNATIVES AUX HERBICIDES;ADVENTICE;SPECIES COMPOSITION

Airline Pilot Supply in the US: Factors Influencing the Collegiate Pilot Pipeline

In the era following the First Officer Qualification (FOQ) rule change, regional airlines are struggling to meet hiring needs. Prior to the rule change, pilots were willing to fly for regional airlines at low pay as a stepping-stone to a career at major airlines. Since the rule change, higher minimum qualifications requiring a greater investment for aspiring pilots appear to have impacted the appeal of this career path. This study explores that claim with the purpose of understanding the impact of the FOQ rule change on the career aspirations of collegiate aviation flight students and examining student perceptions of the regional airline career path. To address these issues, a survey of collegiate aviation flight students was conducted. The results showed that the FOQ rule change has negatively impacted the airline pilot career plans of a portion of collegiate aviation students. The primary concerns voiced were the increased time and investment needed to meet the new requirements and the negative perceptions of the regional airline career path. Regarding perceptions of the regional airline path, pay was consistently the top concern of aspiring pilots, followed by quality of life factors and the desire for a clear path to the major airlines. In addition, large numbers of aspiring pilots indicated that they are willing to fly overseas for better career opportunities. These results provide new insight into multiple factors influencing the collegiate pilot pipeline