One of the personally interesting aspects of this historic pilot hiring wave has been that, in my day job as a Boeing 737 captain, nearly every single week I encounter flight attendants who are commercial pilots, or are in flight training, or are considering taking the plunge.

This is a very welcome development that will do wonders to increase the diversity of our pilot corps, as well as help tear down lingering barriers between our pilot and flight attendant groups, an unfortunate aspect of our company culture. Management apparently agrees: Several years ago they created two accelerated hiring paths to the flight deck for our flight attendants, which has stirred immense interest among our cabin crew. The early participants are now at the qualification level where I’ll be flying with them soon, and I’m really looking forward to it. 

When I encounter anyone who is interested in flying professionally, flight attendant or not, I often suggest that they first go get their private pilot certificate before making any big commitments. Flying, and especially at the professional level, isn’t for everyone. Not everyone will enjoy it, and not everyone is cut out for it. Too many people discover this only after quitting their job and putting a lot of money and time into professional flight training. In my opinion, the time to discover whether a flying career is right for you is during primary training. My airline apparently agrees because it made a private pilot certificate a prerequisite for our basic flight-attendant-to-flight-deck hiring path (the advanced path requires a commercial certificate).

Similarly, I often suggest that those who are interested in taking primary flight lessons first go on a discovery flight, or introductory flight lesson, to make sure it’s right for them. Or better yet,  go on several discovery flights with multiple flight schools and instructors to gauge which is right for them. Most FBOs and flight schools offer 30-minute introductory lessons at a somewhat discounted rate, sometimes via a Groupon coupon. This has traditionally been intended to give the prospective learner a somewhat rosy picture of what piloting a small airplane is like, a quick hit of the good stuff to ‘get ‘’em hooked’ with none of the messy side effects. I have always thought, however, that students, instructors, and schools are better served by giving prospective aviators a realistic look at what learning to fly is like—and that they should treat the experience as an extended interview of a prospective instructor and flight school.

There is no standard format for a discovery flight. Every school, and in many cases each instructor, does it differently. Some conduct a preflight briefing; others do not. Some walk the student slowly through the preflight inspection; other instructors do it quickly themselves and get the student in the air ASAP. Some give the student significant instruction; others barely let the student touch the controls. Sometimes it varies based on the time available or by just how deeply a particular discovery flight (and perhaps instructor fee) has been discounted. When I was instructing, I knew a few CFIs who openly talked about discovery flights being a rare chance to manipulate the controls themselves for almost an entire flight. Based on recent conversations with discovery flight recipients, this still seems to be a common mindset. That’s a pity.

• READ MORE: That First Flight

I’m no longer an active flight instructor, but I make a regular point of taking nonpilots flying in my Stinson 108.  Whenever they show the slightest interest in learning to fly, I conduct their flight in the same fashion as the introductory flight lesson I was afforded at age 13, and the way I tried to perform discovery flights when I was an active CFI. This includes a ground briefing to explain what we’ll be doing, what they should watch out for, and what they can expect to learn and accomplish. Then I’ll spend a good 15 minutes talking them through the preflight inspection, getting their hands on fuel sumps, brake calipers, the oil dipstick, and cowling fasteners. Finally, we go flying for 30 to 60 minutes. I have them follow me on the controls during takeoff, then I level off and trim out and get right into the business of teaching the basics of aircraft control. This includes coordinated turns, which can be tricky in my Stinson, but everyone seems to get it after a few minutes. I fly a circular course, so we can get back home quickly if the student starts looking green. Every 10 minutes or so, I take the controls to show a scenic point of interest, giving the student a short break in concentration and an example to emulate. Our loop always ends over bustling Lake Union, for a spectacular view of downtown Seattle with the majestic backdrop of Mount Rainier.

I understand this is an idealized introductory flight lesson, one given at my leisure during ample free time, and not necessarily always realistic given the demands of instructor and training fleet scheduling. Not to mention the economic considerations of offering a discovery flight cheap enough to attract casual punters. For this reason, if you’re a prospective student, I would avoid those cheap, advertised 20-to-30-minute discovery flights, which are likely to involve little instruction and  insight into your prospective school or instructor. Instead, I would request a two-hour block of instructor time with a full 45 minutes of flight time. This will give you the opportunity to make a thorough evaluation.

When you show up 15 minutes before your scheduled start time, how is the atmosphere of the place? Harried and chaotic or organized and calm? Does somebody greet you promptly and appear to know what you’re there for? Your instructor may well be finishing a lesson with another student. How do they handle the transition? Is there a quiet briefing area, and do you notice other instructors briefing their students before their flights? Does your instructor explain what you’re going to do without resorting to jargon you don’t know? When you go out to the airplane, does your instructor seem rushed? Do they teach you the preflight or at least talk through what they’re looking at? Is the airplane beat up with apparently inoperative equipment?

While the instructor is taxiing out and taking off, do they explain what they’re doing? After takeoff, how soon do they give you control, and how do they handle the transition to active instruction? Rest assured, your aircraft control will be pretty rough at first, possibly enough to make most pilots squirm with unease. How does your instructor react? This is an excellent chance to gauge their patience. Are they paying attention to what you’re doing and how you’re doing it? Are they adjusting their instruction when you don’t understand something? Do they seem in a hurry to take the controls or to return to base? After the flight, do they give you a debriefing and a chance to ask questions? I’d suggest a frank discussion about the instructor’s experience, their students’ check ride pass rate, their career goals going forward, and the chances of them sticking around the flight school during your planned time frame for primary training.

Let’s say you do three of these introductory lessons at three flight schools with three instructors. At the end, you should have about 2.3 hours logged (which certainly counts towards PPL requirements), be getting pretty good at basic aircraft control, and have a good idea of the differences between flight schools and instructors. Hopefully, you’ve found one that you mesh with well. When you consider the considerable cost of ineffective instruction or having to switch schools or instructors midstream, I’d say these 2.3 hours of discovery flights should be money well spent.

The post Voyages of Discovery Can Be Money Well Spent appeared first on FLYING Magazine.

When the coronavirus pandemic hit in early 2020, the travel industry was among the hardest hit. Suddenly, drastic travel restrictions meant that demand for commercial air travel, cruises, hotels, and more disappeared virtually overnight.

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.

Airline pilot and instructor Sam Weigel takes a look at the recent accident involving a CFI and student who flew into a thunderstorm in a Piper PA-28 Cherokee and died. Weigel goes through the positive aspects of instructing and how the experience can give pilots great skills for future professional flying.

• READ MORE: NTSB Preliminary Report on Kentucky Fatal Crash Released

• READ MORE: Death by Time Builder

The post Instructing Isn’t for Everyone, but It Gives You Great Skills appeared first on FLYING Magazine.

Boeing has announced it will give a $100,000 grant to the Oklahoma Aviation Academy, a program within the Norman, Oklahoma, public school system aimed at training high school students for careers in aviation and aerospace.

Representatives from Boeing attended the Norman Public Schools Board of Education’s regular meeting to announce the grant. The company has previously supported the school district’s aviation program since it began in 2018. The grant is part of a wider program at Boeing to support STEM education and promote aviation programs in schools.

• READ MORE: Oklahoma Aviation Students Invited to Student Pilot Day Event

“Boeing is proud to support Norman Public Schools and the Oklahoma Aviation Academy,” said Alexandra Capellupo, director of Boeing E-7 Korea and Turkey. “As a leading global aerospace manufacturer, developing STEM excellence and future aviation talent in the state of Oklahoma is a high priority for Boeing, and we are excited to see how the OAA creates the next generation of aviators, innovators and aerospace professionals.”

The program seeks to capitalize on the Norman school district’s location to provide career opportunities for students by guiding them toward higher education and employment possibilities with partners in the industry.

Among the advantages the aviation program offers is college credit. Students can complete semesters of coursework and earn transferable credits to participating universities, colleges, and technical schools. Boeing said the Oklahoma Aviation Academy’s academic program “is the ideal platform for entering the School of Aerospace and Mechanical Engineering or the School of Aviation Studies at the University of Oklahoma.”

• READ MORE: Oklahoma Schools Celebrate Aviation-Focused STEM Curriculum

The program offers a range of other opportunities for students, including graduating with a private pilot certificate and two years of coursework toward a bachelor’s degree in aviation. The academy also supports students pursuing computer science, engineering, and technical careers.

The post Boeing Announces $100K Grant to Oklahoma Public School Aviation Program appeared first on FLYING Magazine.

Sheltair and Avfuel, prominent players in the aviation industry, have announced the six recipients of their second annual Future Takes Flight Scholarships. Each recipient will receive $5,000 to advance their education and careers in business aviation.

This year’s scholarship class includes dedicated individuals from various regions, each pursuing different aspects of the aviation field—Lei Huot, Joel Mink, Justin Hernandez, Katrina Kienitz, Bailey Pollard, and Kyle Keyser. The scholarships are intended to support areas of aviation education such as primary training or obtaining advanced pilot ratings, aviation technician training, or continuing education.

The recipients also bring diverse aspirations to the aviation field. Pollard, for example, aims to inspire the next generation of women in aviation by obtaining her instrument rating and commercial certificate. 

“It is truly an honor to be awarded the Sheltair and Avfuel: Future Takes Flight Scholarship,” said Pollard in a press release. “Receiving this scholarship will allow me to continue and complete my instrument rating after putting it on hold for a few years …This opportunity is putting me one step closer to having my dream become a reality.”

Keyser is pursuing a career in aerial firefighting, with a strong desire to support those working on the ground. Huot is pursuing a degree in aviation maintenance science and seeks to work on jet aircraft, potentially maintaining military aircraft, as her grandfather did. Mink’s passion for aviation has driven him to earn FAA airframe and powerplant certifications, with the ultimate goal of becoming an aviation maintenance technician. Hernandez’s scholarship will support his aviation studies as he aspires to become a professional pilot.

This scholarship program not only provides financial assistance but also encourages and supports individuals to achieve their career goals and make valuable contributions to the aviation industry. With their diverse backgrounds and career aspirations, these recipients represent the future of business aviation.

In its second year, the Sheltair and Avfuel: Future Takes Flight Scholarship program plays a crucial role in helping aspiring aviators pursue their dreams and achieve excellence in their chosen fields. Applicants interested in the next round of scholarships will have the opportunity to apply beginning in December, with a June 1 deadline. The selection process for the 2024 scholarship recipients will involve evaluating essay submissions and giving special consideration to applicants facing financial hardship. The winners of the next scholarship class will be announced at the NBAA’s Business Aviation Convention & Exhibition in 2024.

The post Sheltair, Avfuel Award $30K in Scholarships appeared first on FLYING Magazine.

The IADA Foundation has awarded several scholarships and grants designed to support future leaders in the business aviation industry. The foundation, which is a 501(c)(3) nonprofit group affiliated with the International Aircraft Dealers Association (IADA), offers the funding on an annual basis.

This year’s awards, valued at $5,000 each, included scholarships for six university students and grants for eight young professionals. Scholarship money goes to support the students’ college studies while grant funding goes toward education, learning, and leadership opportunities.

“These supersmart young business aviation pros and students who are building their business aviation resumes are the future of the resale industry, and the IADA team wishes them very rewarding careers,” said IADA executive director Wayne Starling. “We welcome their progress as they develop and hone their professional skills.”

• READ MORE: IADA To Award Business Aviation Scholarships to Students at 21 Schools

IADA business aviation scholarships, which take the form of monetary awards from $1,000 to $5,000, are designed specifically for students planning careers in corporate aircraft-related sales, marketing, finance, legal, and insurance fields. The foundation noted that applications are open to those attending colleges and universities that offer coursework in corporate aviation management, aerodynamics, aircraft systems, aviation safety, finance, business marketing, economics, and aviation business or management.

To be eligible, an applicant must be a full-time undergraduate student enrolled in a minimum of 12 credit hours per semester or a graduate student with a cumulative GPA of 3.0 or higher. Applications open annually in June and close September 1.

Grants are awarded to young professionals employed by IADA members in the business aviation resale industry.

Further information is available at https://iada.aero/scholar.

The post IADA Foundation Awards 2023 Business Aviation Scholarships, Grants appeared first on FLYING Magazine.

Regional carrier Mesa Airlines unveiled its new Independent Pilot Development (IPD) program on October 9—offering aspiring pilots a more streamlined approach to building flight time. 

Mesa’s “pay as you go” program requires pilots to purchase a minimum of 50-hour blocks at $60 an hour, which includes fuel and is based on a two-pilot flight deck occupancy. According to the airline, the program is offered to pilots who have obtained their commercial pilot certificate and instrument rating. 

“We are excited to launch Mesa’s Independent Pilot Development Program and offer aspiring pilots a safe and affordable way to achieve their aviation goals. We believe this is the fastest and most effective method to build required flight time,” said Jonathan Ornstein, chairman and CEO of Mesa Airlines. “This program is not only a time building program, but also a career development opportunity that prepares pilots for the challenges and rewards of flying for an airline.”

Pilots in Mesa’s IPD program will be flying brand new Pipistrel Alpha 2 aircraft—a cost-effective machine with advanced features such as dual flight controls, cutting-edge Garmin instrument panel, an 80 horsepower Rotax 912 engine, an autopilot system, and a ballistic parachute rescue system. 

The airline announced its partnership with Pipistrel last year with the purchase of 29 Alpha 2 Trainers and the option to buy an additional 75 aircraft over the next year for use in the program. Mesa touted the low operating costs of the Alpha 2 trainer, which according to the manufacturer, burns less than 2.5 gallons of ordinary mogas fuel per hour in the training role performing circuits. 

Mesa says pilots in the program will have a competitive advantage in the aviation job market as IPD offers airline training materials, advanced computerized based training, and pilot mentors. Additionally, the program is a fast track to reaching airline transport pilot (ATP) 1,500-hour flight time requirements, as pilots may fly up to 8 hours a day based on availability. Once they’ve obtained the mandatory hours, pilots will receive a preferred interview with Mesa or may choose to work for any airline.

As Mesa and other regional carriers have struggled to retain talent, news of the IPD program is a game-changer. During last month’s annual Regional Airline Association conference in Washington, D.C., it was apparent that nearly all regional carriers were grappling with retaining pilots—especially Captains who are being lured by higher pay and more desirable opportunities at major carriers.

To combat the shortage, the RAA has been lobbying for expanded pilot workforce development programs and increasing the pilot retirement age from 65 to 67 years—a controversial issue being debated in the industry. 

While it could take years for regional airlines to recover, Mesa is banking on its IPD program to accelerate time building and make a dent in recruiting more pilots. 

The post Mesa Airlines Launches New Time Building Program for Aspiring Pilots appeared first on FLYING Magazine.

Avelo Airlines announced on Tuesday that it is increasing compensation for its pilots for the fifth time since the company launched in April 2021.

According to the airline, its first-year hourly pay rate for captains starts at $240 and first officers at $131. The pay rate is capped at 12 years, coming to $298 per hour for captains and $201 per hour for first officers. Avelo reports that it also offers a 125 percent pay incentive when pilots fly 75 hours or more.

• READ MORE: Avelo Airlines Becomes the Nation’s Newest Passenger Carrier

“The pay increase we are announcing, combined with the other exceptional benefits and quality of life Avelo offers, will continue to make Avelo a very attractive destination for pilots,” said Avelo Airlines chairman and CEO Andrew Levy. “Our pilots play a critical role in Avelo’s future, and we look forward to welcoming many more of these outstanding aviation professionals to our airline in the months and years ahead.”

Headquartered in Houston, Avelo operates a fleet of 16 Boeing 737-700s and -800s with plans to add at least five additional aircraft next year. Its pilot roster stands at nearly 170 employees. The airline stated that it is accepting applications for direct-entry captains and first officers.

“At Avelo Airlines, pilots hire pilots,” said Avelo COO Greg Baden. “This is an exciting opportunity for both direct-entry captains and young professional aviators to get in on the ground floor of an incredible journey as they continue their careers.”

Avelo is also set to open a new pilot and flight attendant training center in Orlando, Florida, at the beginning of 2024.

The post Avelo Airlines Increases Pilot Compensation appeared first on FLYING Magazine.

One of the best parts of being a flight instructor is when you help someone return to the cockpit—it can be intimidating, however, when that someone is an airline pilot who wants to fly general aviation aircraft again. CFIs and airline pilots who wish to return the fold can get some tips for making this happen at a free online #MasteryNotMinimums presentation designed to give instructors and airline pilots the tools they need to make the transition.

The presenters are Gary Reeves, 2019 Instructor of the Year, and retired American Airlines pilot and FLYING Magazine contributor Les Abend.

According to Abend, there can be an intimidation factor on both ends of the education spectrum. The CFI may feel intimidated because the person sitting next to them in the cockpit has thousands of hours more than they do, and the airline pilot may be intimidated as they don’t know what they may have forgotten. For starters, the sight picture from the cockpit is different: please don’t try to flare 20+ feet over the runway in a single-engine trainer.

According to Reeves, this program is an open forum for all to discuss how instructors can do five specific things to help the airline pilots come back faster, be more confident, share their experience, and earn their “GA Type Rating.”

The event will be held Wednesday, October 11, 5-6:30 p.m. PDT. Pre-registration is encouraged.

The event will be recorded. For more information visit https://pilotsafety.org/ga-.

The post Webinar Aims to Help CFIs Help Airline Pilots Return to GA appeared first on FLYING Magazine.

I’ve been trading texts with a good friend of mine—an airline pilot we’ll call “Scott”— regarding the flying career of his 27-year-old daughter, “Karla.” Ever since she decided to start flying in her late teens, Karla has had the goal of eventually working for Scott’s airline and would ideally like to fly a trip with him before he retires in a few years.

To this end, she attended a university with a popular collegiate aviation program that has an official relationship with said airline and whose alumni are well represented in its ranks. While in school, she took a semester to do a flight operations internship with Scott’s airline. And after instructing for a few years to build her flight time, Karla was hired at her dream airline’s wholly owned regional airline, which has a flow-through agreement in place by which its r pilots advance to the mainline carrier in seniority order, albeit at a metered rate.

By all appearances, Karla would seem to have done everything right, and in normal times I think her career moves would have made sense given her goals. But the past two years have not been normal times. Karla has been at her regional airline for 13 months now and is becoming increasingly frustrated by the perception that she’s stuck there with no way to advance. She’s still a ways from upgrading to captain and will need to be in the left seat for two years before she is eligible to flow to mainline.

Meanwhile, Scott’s airline has been hiring historically huge numbers of pilots—2,500 per year—many of whom have similar qualifications to Karla. They are not, however, hiring from her regional outside of the restrictions of the flow. By going to her dream airline’s associated regional, Karla has unwittingly put herself at a huge disadvantage. Now she is watching in frustration as the mainline ranks fill up with young, ever-senior pilots. She fears the music will stop on this hiring cycle before she has a seat. 

This has been a common hiring dynamic at the airlines for years before the existence of ubiquitous flow agreements: Major airlines have long been loath to sap pilots from their associated regionals and add to their staffing woes, much preferring to poach pilots from competing carriers’ regionals. During the current pilot shortage, a common workaround has been to go from a regional airline right seat to a low-cost carrier like Spirit, JetBlue, or Frontier (all of which were reduced to hiring low-time regional first officers by mid-2021), where one becomes attractive again to mainline recruiters. Scott’s airline has hired quite a few pilots from Karla’s regional by way of Spirit or Frontier, sometimes pausing there for as little as six months. However, over the summer the job market has tightened just enough for the low-cost carriers to get pickier, and they are avoiding pilots who they think will not stick around. Karla has applied to all the low-cost carriers without success. Her college, internship, father, and current regional all betray her mercenary intent.

I can sympathize with Karla’s dilemma. I too was “stuck” at the regionals after 9/11—for a full decade as it turned out. For many pilots of my generation, it’s wryly amusing to see ambitious twenty-something pilots scramble to escape the (now well-paid) regional airlines after as little as one year of employment in the sector. But to be honest, I feel that, in a perverse way, I was almost lucky to be stuck in place when I was. Yes, I was making little money without much hope of advancement, but most everyone was in the same situation. The majors were hiring precious few, so I didn’t have to worry about missing the boat, and that helped me enjoy my time at the regionals. In comparison, today’s regional pilots like Karla have every reason to worry that they are getting left behind and growing increasingly desperate to avoid that fate. It’s a little sad to see.

I’ve advised Scott that if Karla can’t attract the eye of a low-cost carrier, she should change her focus to the other two legacy major airlines. Chances are they are all too happy to poach pilots from Karla’s regional. Even though these airlines aren’t the one Karla’s been dreaming about working for all these years, they have similar fleets and contracts, her flying opportunities and earning potential will be on par, and her seniority progression might be a little better. And once she’s on property at a mainline career, Scott’s airline might come calling after all. 

For those who are applying to the regional airlines, I think Karla’s case should be considered as a cautionary tale. If your end goal is a particular major airline, think long and hard about whether you want to work for any of its associated regional airlines. Be especially wary if it has a flow-through agreement in place. Flows have a time and place—and  I was hired at my major airline via a flow-through. But in this hiring cycle, they are velveteen handcuffs.

The post Stuck at the Regionals: The Downside to Flow Agreements appeared first on FLYING Magazine.

Former American Airlines Chairman and CEO Doug Parker is starting a nonprofit, according to a Linkedin post on Monday. Parker, who served as CEO of America West, US Airways, and then American for 22 years, said the new charity will “remove the barriers that exist for underrepresented young adults to have rewarding careers in aviation, particularly as pilots.”

Parker’s organization will be named Breaking Down Barriers (BDB).

Parker’s post says that he hopes to create additional opportunities for underrepresented individuals across the aviation sector. “We believe BDB can create an enormous opportunity to transform the lives of underrepresented groups and their communities. That is work worth doing,” the post adds.

The former airline leader has appointed Dana Donati as the CEO of BDB. A former Assistant Chief Pilot for Republic Airways, Donati has wide-ranging experiences across the pilot recruitment and training sectors. Most recently, she served as CEO of United’s Aviate Academy.

• READ MORE: United Graduates First Class from Aviate Pilot Academy

“Dana is one of the most highly regarded women in commercial aviation, a talented pilot that most recently was CEO of United Aviate Academy. We are beyond fortunate to have Dana to lead this important cause,” Parker said in his Linkedin post.

Managing the Pilot Shortage

With U.S. airlines on track to hire a record number of pilots in 2023, Parker’s announcement adds to a growing list of creative solutions to attract talent in the aviation industry. All three major U.S. airlines have different pathways to becoming a pilot, sometimes starting from the most basic Private Pilots License (PPL).

While not out of the woods yet, the pilot shortage has begun easing a bit, according to AVweb. Consultancy firm Oliver Wyman said the North American airline industry is short 14,300 pilots, which is down from 16,900 last year. However, part of this change is due to a slew of regional aircraft being parked. The firm states that regional flights have dropped 36% since 2019 and restoring to that level would require 6,000 more pilots.

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

The post Former American CEO Starting Nonprofit to Promote Aviation Careers appeared first on FLYING Magazine.

Professional pilot and FLYING contributor Sam Weigel updates the progress on his hangar home project and details some of the possibilities that come with international nonrevenue travel.

Weigel also answers a burning question from a member of the FLYING V1 Rotate audience: Will my tattoos keep me from getting a job with one of the majors? 

• READ MORE: 6 Things to Know Before Launching Professional Flight Training

• READ MORE: How to See the World for Free and Occasionally Sleep in Airports

The post Will Tattoos Prevent a Pilot from Being Hired at a Major Airline? appeared first on FLYING Magazine.

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

The National Business Aviation Association (NBAA) says business aviation pilots saw average pay raises of about 12 percent in the last year. 

The association’s annual compensation survey also found that the average salary increase across all positions was 7.22 percent. 

Dr. Christopher Broyhill, who helped conduct the survey, said it confirms industry scuttlebutt. “We’re hearing a lot of anecdotal stuff about pay raises out there and people getting more money for these positions, but that pretty much anchors it, shows that what we’re hearing is true.”

• READ MORE: Pilot Career Earnings Top $13M, According to Flight School

The survey took a deeper dive into various forms of pilot compensation and discovered that retention bonuses for senior captains averaged $27,000. 

Broyhill said business pilots have the airline pilot shortage to thank for their fatter wallets. “We’re seeing the results of airline pressure on wages in our industry because people are having to pay pilots more to keep them from leaving and going to the airlines or going to other operators who lose people to the airlines,” Broyhill said.

• READ MORE: BLS Data Shows Strong Salaries for Airline and Commercial Pilots

The post Survey: Business Aviation Pilot Salaries Up 12 Percent appeared first on FLYING Magazine.

Three months ago, I wrote a V1 Rotate primer to the wild and wonderful world of non-revenue travel, a benefit that all U.S. Part 121 passenger airlines and many freight carriers offer their employees, including pilots. This week, we’re going to talk about another form of travel benefit that is specific to pilots and is offered by every Part 121 carrier and some Part 135 operators. 

Jumpseat privileges are typically available mere days after receiving your employee badge, yet some employers do a minimal job of instructing new hire pilots in their use. Jumpseating is an area where it’s very possible to step on toes and even get yourself in trouble if you run afoul of the rules and etiquette, so it’s worth becoming familiar with the process early on.

A jumpseat is an extra seat in the cockpit (or sometimes two, particularly on A320s and widebody aircraft) that is intended for use by check airmen conducting line checks, FAA observers, or relief pilots in an augmented crew. When jumpseats are empty, which is often, airlines in the U.S. and Canada make them available for use by off-duty pilots—both their own employees and those who fly for other airlines, for both commuting and for personal travel. This is important because normal non-revenue travel requires that a passenger seat be empty. In the post-COVID travel boom, it’s not at all unusual for flights to be 100 percent full, and then the jumpseat is the best seat on the plane—nevermind that it’s often cramped and poorly padded. Without the use of the jumpseat, commuting would be far more difficult.

• READ MORE: 6 Things to Know Before Launching Professional Flight Training

I should note that the seats in the cabin normally used by the flight attendants are also known as jumpseats. Many aircraft have more cabin jumpseats than standard flight attendant crew. The extras are usually available for use by commuting flight attendants—or, in their absence, by “on-line” pilots [e.g. those employed by the operating airline].

Jumpseating, as a verb, refers to more than occupying an available jumpseat. It encompasses the use of jumpseat privileges. This can be on your own airline or on another carrier with which your employer has a reciprocal jumpseat agreement. It can refer to use of the cockpit jumpseat, a cabin jumpseat, or “flowing back” to an available passenger seat. In every case, the use of jumpseat privileges is considered a professional courtesy extended by the flight’s captain at his or her discretion. This makes it distinct from non-revving, and is where a lot of the unwritten etiquette (and potential for ruffled feathers) comes into play. Additionally, when jumpseating you are considered an additional crew member, which is another area with potential pitfalls.

The first of these is dress. Here, airline policies vary somewhat. You will never go wrong jumpseating in uniform. Most airlines accept business wear. Many (but not all) accept business-casual and 95 percent of the time, you’ll be okay in slacks, a polo or button-down shirt, and reasonably dressy shoes. Wear sneakers and you’re straddling the line and might get called out. Do not be the schmuck who shows up in jeans and a T-shirt because the flight “unexpectedly filled up.” Also keep in mind that you are subject to the very same rules regarding alcohol as if you were working the flight. At some airlines, it is 12 hours from bottle to throttle—or bottle to jumpseat.

• READ MORE: How to Pace Your Flight Training Like a Pro

Procedures for “listing” for the jumpseat also vary. Some airlines allow you to simply show up at the gate and present your credentials to the gate agent, and they will list you on the spot. Others require you to list yourself online or by phone. You need to do your research beforehand, particularly when jumpseating on any carrier for the first time. The Air Line Pilots Association (ALPA) App, available for both iOS and Android, is an excellent resource for jumpseat policies and procedures. It can be used by any airline pilot, not just ALPA members.

Whether listed or not, identify yourself to the gate agent as a flight deck jumpseater. They will verify your employment credentials (I’m being intentionally vague here; the process is anyways fairly opaque to the pilot). Once checked in, wait nearby until the end of boarding unless the gate agent invites you to board earlier. If the pilots arrive at the gate after you, this is an excellent time to introduce yourself to the crew and ask the captain for a ride, so long as they’re not late and harried.

When there are multiple jumpseaters, each airline has a priority list to determine who gets the seat or seats. Check airmen and FAA observers get first whack at the flight deck jumpseat. After that comes on-line jumpseaters; these might be sorted by seniority, time of listing, or time of check-in. Next often comes pilots who work for associated carriers (regional pilots on their mainline partner or vice-versa). And finally, unassociated off-line jumpseaters, usually in order of check-in time.

Once all revenue and non-revenue standby passengers have been cleared, the gate agent will go down the list of jumpseaters. They will normally first fill any unused passenger seats (“flow-back”), then the flight deck jumpseat(s), and finally any extra cabin jumpseats (for on-line pilots only). In the case of both on-line and off-line jumpseaters, the gate agent may ask the on-line pilot if they’re willing to take a cabin jumpseat to get the others on. It’s good karma to accept—or better yet, volunteer. The entire system of jumpseating is essentially built on “we’re all in this together.”

No matter which seat you are assigned, so long as you are traveling on jumpseat authority (and haven’t switched over to a non-rev listing), you are still a jumpseater. This means that as you reach the aircraft door, introduce yourself to the lead flight attendant and ask to speak to the pilots. Entering the cockpit, wait for the crew to finish any checklists or briefings, then introduce yourself and ask the captain if you can catch a ride. Have your company ID, boarding pass/jumpseat form, and FAA certificate and medical all ready at hand. If you have been assigned the flight deck jumpseat and haven’t jumpseated on that model of aircraft before, tell the captain this so they can brief you on how to deploy and stow the jumpseat, use of the audio panel and oxygen mask, and emergency egress procedures.

• READ MORE: Soft and Short Field Operations: Relevant to Professional Pilots?

While jumpseating, you are considered part of the crew. In the flight deck, observe sterile cockpit below 10,000 feet and keep your phone off and stowed the entire time. Though not required, it’s good form to don a headset and monitor ATC as you observe the crew and scan for traffic. I’ve saved several crews from potential pilot deviations while jumpseating, and I’ve had several sharp jumpseaters save me from embarrassing mistakes. Falling asleep on the jumpseat is a bit of a faux pas, though it’s understandable when it happens to tired pilots who have just finished a trip.

If on a flight attendant jumpseat, you are an oddity to the passengers and are a prime candidate for a live stream. Don’t nap or read in passenger view, and keep the phone stowed. If you were lucky and snagged that last empty first class seat while wearing civvies, keep in mind that booze is off-limits even to jumpseaters in passenger seats.

Lastly, I will note that use of the flight deck jumpseat internationally is usually restricted to on-line pilots (except at some cargo carriers)—but off-line pilots can still jumpseat overseas if there are passenger seats open. You will have to check in at the ticket counter, outside of security, and you may need to get a supervisor involved as many overseas ticket agents are unfamiliar with jumpseat procedures.

Once you are hired at a carrier that has jumpseat agreements, your union’s jumpseat committee is an excellent source of information and can answer any questions you have. If the subject interests you, volunteering for the jumpseat committee is a low-pressure entry into union work. 

The post A Seat To Jump For appeared first on FLYING Magazine.

Attention all aspiring female helicopter aviators: The 2024 Whirly Girls International scholarship season has begun. 

Members are invited to apply for more than $500,000 of helicopter training and educational scholarships made possible by the Whirly-Girls Scholarship Fund.

The awards are funded by donations from private individuals and industry leaders, including Airbus, Bell Helicopter, Robinson Helicopter Co., CAE, FlightSafety International, and Garmin. 

• READ MORE: FLYING Media Group Launches Internship Opportunities

To be eligible for a scholarship, applicants  must be a female member of the Whirly-Girls organization in good standing. Funds are available for both experienced and newly certificated pilots and helicopter maintenance technicians as well as those seeking initial ratings.

Scholarship awards cover training expenses for courses including turbine transitions and advanced aircraft certificate, commercial flight training, software use, and advanced ratings and certificates.

In addition to financial need, scholarship winners will be selected based on a wide variety of criteria and achievements in aviation, reliability, motivation and commitment to success, dedication, and the ability to accept responsibility.

Whirly-Girls was founded in 1955 by Jean Ross Howard Phelan, who together with 12 other women helicopter pilots wanted to create an organization where female pilots could share information and camaraderie. The organization offered its first scholarship in 1968.

Applications for 2024 scholarships may be found here. The deadline to apply is October 1.

The post Whirly-Girls Accepting Applications for Helicopter Training Scholarship appeared first on FLYING Magazine.

American Airlines (NASDAQ: AAL) pilots will soon be bringing home more money as their new contract with the carrier has been ratified. 

On August 21 the pilots, represented by the Allied Pilots Association (APA), accepted a new four-year agreement that includes a pay raise of 40 percent over the next four years. According to the airline, the contract “will deliver more than $9 billion of compensation and quality-of-life benefits to American’s 15,000 pilots.”

• READ MORE: United’s New Deal with Pilots to Offer Pay Increases Up to 40 Percent

“[It] is a really great day for our pilots and airline,” said American Airlines CEO Robert Isom. “This agreement will help American immediately expand our pilot training capacity to support underutilized aircraft and future flying and provide our pilots with more opportunities to progress in their careers. We’re grateful for the company and APA negotiating teams who worked diligently and collaboratively to reach an agreement we’re proud of and one our pilots deserve.”

• READ MORE: American Airlines Offers To Match Delta Pilot Pay Raise

APA officials noted the contract had been four years in the making. As the post-COVID travel boom exacerbated the pilot shortage, pilots sought additional compensation. In addition, they noted their previous pay was not in line with industry standards, given the majority of major airlines’ profitability.

The post American Airlines Pilots Ratify New Contract appeared first on FLYING Magazine.

Editor’s Note: This story originally appeared on Plane & Pilot.

Have you ever thought about getting your A&P? Maybe you want to learn more about aircraft systems to become a better pilot. Perhaps you would like to save money doing maintenance on your own aircraft. Or maybe you’re looking for a career change or retirement job. Whatever the motivation, many pilots have considered getting their mechanic’s certificate but don’t know what is involved or how to begin. Getting your A&P just might be more accessible than you think.

Why Get Your A&P?

Obtaining your mechanic certificate, more commonly known as an A&P, for the airframe and powerplant ratings on it, offers many advantages. As pilots, we all need to understand how the systems on our aircraft operate. Beginning with initial flight training, we need to understand how the aircraft, engine, electrical, and other systems function—or malfunction—to ensure a safe outcome in any situation. Having a deeper understanding of aircraft systems can help you make better preflight or en route decisions or simply help you to operate your aircraft more efficiently and take better care of it.

For aircraft owners, the biggest attraction is the cost savings from doing your own maintenance. Even if it’s something you can’t do yourself, you’ll be better informed to evaluate and make decisions about the work your mechanic recommends. In addition to doing your own maintenance, having your mechanic certificate can create the opportunity for some extra income, working part time as aside gig or retirement job.

• READ MORE: King Schools Launch New Aviation Maintenance Program

If you are interested in a career change, there’s never been a better time to find work in aviation maintenance. While the pilot shortage has been widely publicized, alls ectors of aviation are desperate to fill mechanic slots as well. General aviation shops are especially shorthanded, causing lengthy delays in scheduling annual inspections, engine overhauls and other maintenance for aircraft owners.

Requirements

The requirements for obtaining an aircraft mechanic certificate are outlined in 14 CFR Part 65 Subpart D. You must be at least 18 years old; read, write, speak and understand English; and complete the required testing. No medical is required. Like pilot certificates, a mechanic certificate is issued with no expiration date. To maintain currency, you must work as a mechanic or in a supervisory capacity for six months out of the preceding 24 months.

As with pilot ratings, the experience, knowledge and skill requirements are outlined in the FARs and the newly-revised Airmen Certification Standards (ACS), which replaced the existing mechanic practical test standards on September 21, 2022. Applicants must demonstrate experience and knowledge in a range of subjects under three categories: general, airframe and powerplant. The general portion includes topics such as basic math and physics, materials, basic electricity, an understanding of the FARs, and safety. Airframe topics include fuel systems, assembly and rigging, landing gear, sheet metal, and more. Powerplant subjects cover everything engine-related, including piston and turbine powerplant operation, ignition systems, fuel and lubrication, and propellers.

After acquiring the required knowledge and experience, applicants must pass a knowledge (computer-based) test with at least 70 percent for each category. After passing the knowledge test, the applicant will schedule their “check ride,” that is, the oral and practical test (O&P) with a designated mechanic examiner (DME). You must pass the oral and practical tests within 24 months after taking the knowledge test.

The mechanic certificate cannot be issued for general alone; it must be combined with either an airframe or powerplant rating for initial certification. After that, you can complete a separate knowledge and O&P test for the other rating. While getting both airframe and powerplant ratings is not required, as a practical matter, most people do obtain both to give them the knowledge and privileges to work on the entire aircraft.

Privileges and Limitations

Like your pilot certificate, a mechanic certificate is a license to learn. The FAA has designed the requirements to ensure a broad foundation in aviation maintenance. With your ticket in your pocket, it is up to you (or your employer) to seek out information and training specific to the aircraft or equipment you will be working on.

The privileges and limitations of a mechanic certificate are outlined in 14 CFR part 65. Mechanics can perform maintenance, minor repairs, minor alterations and 100-hour inspections as permitted by their rating—airframe and/or powerplant. A&Ps may not work on certain equipment, such as propellers and avionics, which must be serviced at an appropriately certified repair station. Major repairs, major alterations and annual inspections must be performed by a mechanic holding an Inspection Authorization rating (IA).This is an additional rating that can be added after three years’ experience as a mechanic and passing an additional knowledge test.

Knowledge

To become an A&P—also called an AMT, or aircraft maintenance technician—you will need to build a foundation of maintenance knowledge. The Part 147 Airmen Certification Standards detail the specific items you must know and understand. The FAA publishes general, airframe, and powerplant handbooks covering all the required material, and they are available for free in PDF format on the FAA website or can be purchased in paperback from various retailers. Test prep programs and apps are available to help you study for the written and oral tests.

Experience

Part 65.77 states that prior to taking the knowledge tests, applicants must have “at least 18 months of practical experience with the procedures, practices, materials, tools, machine tools, and equipment generally used in constructing, maintaining, or altering airframes, or powerplants appropriate to the rating sought” or a minimum of 30 months’ practical experience for both airframe and powerplant. This experience is typically interpreted as the equivalent of working full-time hours for the given period of time.

Two pathways exist for gaining the knowledge and experience you need to become an A&P: attending a Part 147 AMT school or on-the-job training (OJT) through civilian or military experience. The path that works best for you depends on your individual situation. If you have already served in the military in certain aircraft maintenance roles, you can use your time in the service toward the experience requirements. You will need to present specific documentation of your time to the local Flight Standards District Office (FSDO) for review. Additional information about what is required can be found on the FAA website Experience Requirements page.

The on-the-job route appeals to many people because it can be the most cost-effective way to gain necessary experience because you are getting paid while working in a maintenance facility. The rates for apprentices or mechanic’s assistants are at a lower, entry level of pay than for certified mechanics. However, you have the opportunity to gain valuable industry experience and connections, which are especially helpful if you plan to seek future employment in the field. OJT can be part of a formally structured program at a large repair station or employment working at your local FBO. In some cases, if you are rebuilding or restoring your own airplane under the supervision of an A&P, you can log that time, too.

Whatever your situation is, you are responsible for carefully tracking the hours worked and type of work you do. The FAA does not specify a particular format for documenting your time. You can use an electronic spreadsheet or written log. Maintenance logbooks, just like pilot logbooks, are available from aviation shops and online retailers. Whatever format you choose, you must include the following information: type of maintenance task performed, amount of time spent on each task, and validation by a certificated Airframe and/or Powerplant Technician. Just like the military pathway, when you have completed your experience, you will need to present your documented time to the FSDO for review to receive a signoff to take the knowledge test. The on-the-job training route provides interesting, real-word experience, as you never know what type of work might roll into the hangar.

However, depending on the type of shop you work at and the position you hold, you may get to see a wide range of maintenance issues that meet many of the FAA requirements, or your work may be focused on a narrower range of jobs on specialized systems or equipment. Whatever the case, it is up to you to seek experience with the range of tasks the FAA expects. Similarly, it is up to you to gain the knowledge required through self-study, test prep books and apps, online courses or other instructional tools and prepare for the written, oral and practical tests.

Because it can be a challenge to piece together the necessary experience in a working shop, many people choose the school route. Aviation Maintenance Technician Schools (AMTS) are technical programs that operate under the requirements of Part 147 and design their instructional programs to meet the requirements of the Part 147 ACS. AMTS may be run by for-profit companies, public and private universities, community colleges or other technical schools.

The big advantage of the school setting is that the curriculum is designed to cover the range of FAA-required subjects and tasks in a structured, organized manner. The maintenance ACS dictates the specific knowledge, skills and risk management elements required to pass the knowledge test and O&Ps. Part 147 AMTS programs typically take around two years of full-time attendance to complete, but the actual schedule varies by school. These programs prepare you for the knowledge, oral, and practical tests.

Students who successfully complete the program receive certificates of completion that authorize them to take the knowledge tests. College and university programs also provide opportunities to earn associate’s or bachelor’s degrees by completing additional general education requirements.

When selecting a school, be sure that it is an FAA Part 147-approved program. The FAA website has a search engine that allows you to search for AMTS by state. Because all schools must meet Part 147 requirements, you will learn the same content wherever you go. Factors such as location, cost, schedule and school facilities vary, so you should research and visit the programs that interest you and choose the one that best fits your needs.

Tuition can range widely from $17,000 to $40,000 or more for a two-year program depending on the type of institution. Additional costs include tools, books, lab or materials fees, and testing fees.

Keeping Costs Down

While the costs of attending an AMTS may leave you with sticker shock at first glance, if you know where to look, you can find many ways to defray the expense. By choosing your program carefully, you can cut the overall tuition expense before you even start. All Part 147 AMTS teach the same FAA-required content and prepare you to get your mechanic certificate. Community colleges are usually the most cost-effective, as they have lower per-hour tuition rates than other types of schools, especially for in-district students. Because only a few AMTs operate in each state, you may live in an area served by a community college without a maintenance program. If this is the case, the community college in your district may have a charge-back or joint agreement with a nearby school that has an AMTS, allowing you to attend that school at in-district rates.

Retirees can do even better. In many states, senior citizens can enroll in and attend credit courses at community colleges tuition-free on a space-available basis (additional college, lab or testing fees are not covered). Restrictions vary widely and may limit which programs are eligible for this discount, either by policy or due to high demand and lack of available slots in the program. However, if the program rules and space allow, it is possible to earn your A&P for drastically reduced costs.

Discounted tuition may be available to veterans and active members of the military. Veterans can contact the individual school for information about using their GI bill benefits to pay for tuition. Financial aid, loans and grants are available at most institutions for military personnel, veterans and civilians.

Perhaps one of the best-kept secrets is the number of scholarships available—and you don’t have to be a perfect student or a young person to be eligible. If you’re willing to put in a little time to search for them and apply, there’s money to be found. National organizations such as the Association of Women in Aviation Maintenance (AWAM) and National Business Aircraft Association (NBAA) and numerous maintenance and manufacturing companies offer scholarships every year. Check out the organizations’ websites to learn more.

Sometimes the best place to find scholarships is close to home. While the local organizations may offer smaller dollar amounts, every little bit helps. Most colleges have lists of scholarships available to their students set up by alumni or other donors. Scholarship money frequently goes unclaimed because of lack of qualified, or even any, applicants. Look to your local airport or groups in which you are already involved. Local chapters of national organizations, aviation clubs and museums may offer scholarships—and if you are already involved in these groups, you’re more likely to be considered. 

Getting Started

So, you’ve decided to get your A&P? Where do you begin? For an overview of requirements and answers to frequently asked questions about becoming a mechanic, visit the FAA website.

Next, talk to mechanics and pilots you know. Networking is a great way to learn more about the opportunities out there and anyone who can help guide you. Your own local mechanic may be looking for help in the shop or know someone who is. Plus, they will be able to give you some insight on the industry and day-to-day work.

If you are interested in going to an AMTS, start by searching for Part 147 schools in your area. Then, check the school website and contact the program administrator for information about the program requirements, costs and enrollment.

Ready to start learning? Check out the Part 147 ACS to learn more about the specific knowledge and skills you need. You can start reading up on them in the Aviation Maintenance Technician General, Airframe (Vol. 1 & 2) and Powerplant (Vol. 1 & 2) handbooks.

Editor’s Note: This story originally appeared in the NOV/DEC 2022 issue of Plane & Pilot magazine.

The post What Does It Take to Become an A&P? appeared first on FLYING Magazine.

Looking back over the progression of professional flight training, there are a few things that airline captain Sam Weigel now wishes that he knew then.

This week, Weigel details six of those.

For one, use of the trim is a skill to be honed early and used often. “Early in your training, get in the habit of constantly trimming and you’ll find the flying much easier,” Weigel says.

For another example, go-arounds shouldn’t be considered failures, either, according to Weigel. He says all his scary landings stemming from botched approaches during training could have all been prevented with a timely decision to just go around.

“Let me tell you something that will make things easier,” he says. “An approach is a maneuver that ends in either a landing or a go-around, and either is a perfectly normal outcome.” 

• READ MORE: Grass Strip Landings with a Pro

The post 6 Things to Know Before Launching Professional Flight Training appeared first on FLYING Magazine.

Over the last few months, I’ve seen a lot of chatter online about the pace of flight training—both from students who feel theirs is excessive and those bemoaning their perceived slow progress. 

I’ve also seen a lot of pilots in accelerated training programs complain about getting severely burned out on flying, often about the time they hit 200 hours (as little as three months in). The major theme underlying both discussions is haste, an almost universal sense that the clock is ticking on the pilot shortage and, if you don’t want to miss out, you’d better grind your butt off and get your chair before the music stops.

Reinforcing this zeitgeist are ubiquitous tales of 24-year-olds getting hired at the likes of United and Delta just a few years after sailing through their own zero-to-hero programs. For many who have thrown themselves into the training mill over the past two years, this is the career standard to which they aspire and the motivation that keeps them going. It’s also an effective bait for flight training organizations to dangle before aspirants’ eyes, convincing them their reward will be well worth the premium associated with signing on the dotted line.

When discussing the ideal pace of flight training, there are a few basic assumptions that need to be plainly stated. Yes, seniority matters a great deal at the airlines: regional, legacy and low-cost, passenger and cargo, union and nonunion. Yes, getting hired earlier gives you greater control over your life with a wider array of options to make good money or command a good schedule (or if you’re senior enough, both). Yes, this is a cyclical industry, and every hiring boom is inevitably followed, at some point, by lean times. Yes, the airlines have added many thousands of young, forever-senior pilots to their ranks in the past few years.

However, anybody getting into this career needs to accept that there is a great deal out of their control and also recognize there are a lot of acceptable career outcomes that don’t involve being a widebody airline captain by your 40s. Yes, the industry is cyclical, but you can’t time it. Nobody in the industry saw 9/11 coming. Nobody predicted the regional hiring boom of 2007 would abruptly cease in 2008. When COVID-19 hit, absolutely no one foresaw it leading directly to record-shattering hiring within 18 months. Personally, my timing couldn’t have been much worse, getting my ratings just in time for 9/11 and the “lost decade” that followed. This simply meant I was on the leading edge of the next upswing. Actually, there’s no such thing as “bad timing” in this career. There are the few that get lucky and the many that ride the waves as best they can, sometimes to places they never saw themselves going.

Which brings me to the airlines. I personally think we’re past the crest at the majors. To be sure, the legacy airlines will likely continue to hire as elevated retirements continue for some years, but most of the captains (and most certainly the widebody captains) for the next three decades are already on property—young and forever senior. Low-cost carriers still have enough attrition and growth that there’s a bit more opportunity available. Startups and regionals probably offer the most possibility of advancement, but long-term pay and stability will always be major question marks with these carriers.

I suspect many of those starting their training today—or really anyone still significantly below ATP minimums—will face significant stagnation at the airlines, which, with today’s work rules and pay rates, can still yield a pretty decent career. The smart move in that case, I think, will be to look beyond the airlines to other industry sectors, many of which are still quite hollowed out of experienced pilots because of attrition to the majors. This includes corporate aviation, the fractionals, air taxi operators, general aviation—and, interestingly, the military. These are sectors where seniority is not nearly as important and jumping between employers is much more common. Building qualifications (type ratings and time in type), networking, and keeping a clean training and employment record are how you advance. In other words, there’s no game of musical chairs here. You don’t have to stress about making a mad rush through training to grab that winning seniority number. That’s a particularly salient point when the mad rush is driving some pilots, well, mad—before their career has even begun.

I used to instruct at a flight school that offered accelerated courses often to students who came to California on a training holiday. We did a three-week private pilot course, a two-week instrument rating, and a five-day commercial-AMEL. This is fairly ambitious. It involved two flights per day, sometimes more when weather and maintenance caused delays, with all remaining time devoted to ground training or self-study. A distinct minority of students completed the courses in the allotted time. To be honest, they were freaks of nature: sharp as hell, overprepared, and possessed of unusual stamina and stubbornness. For the mere mortals, you could see the exhaustion set in and retention plummet over the course of the second week. They weren’t bad students or bad pilots by any means. They were basically human. Most of us can only drink from the firehose for so long.

There was a time—back when I was a broke kid scraping together $60 for an hour of dual in the Cessna 150 every month or two—when I would have killed for the chance to fly three or four times a week. Fortuitously, it turned out murder was unnecessary. I simply had to choose to rack up a mountain of student loan debt. But I still remember that morning in college when I woke up— after maybe four hours of sleep— and realized, with a disgusted groan, that I had to fly in a couple hours. Sixteen months after starting school, I had my CFI—which, compared to a flight academy, is glacially slow, but I was nevertheless severely burned out. I got a much-needed break—and a fateful introduction to airline life—with a flight operations internship at Trans World Airlines. Since then, I’ve completed several accelerated courses: CFII, MEI, and seaplane and glider ratings—and licensed skydiver training, which is truly drinking from a firehose. These were all intense but short—a 100-meter dash, if you will. They were nice challenges but too quick to burn me out. Trying to crank out your private, instrument, commercial and multi in six months or less is, by comparison, an Ironman Triathlon. If I’d chosen to go that route, I don’t know that I would have made it through.

I’m not saying nobody should go to an accelerated flight academy. It certainly has its place. Some people thrive well in that environment. Sometimes life circumstances only allow limited time for training. But I very much hate to see otherwise promising pilots become burned out on flying early in their careers—or even abandon their dream altogether—all because there’s a perception that you need to hurry through or you’ll miss the boat. It’s important to recognize there is more than one boat in this industry, especially at this point in the hiring cycle, and  there are a lot of different ways to get on one. The important thing is to find a way that works for you without leaving you exhausted and dreading the days you have to go fly.

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Without pilots to fly them, Boeing aircraft would be little more than large and very expensive lawn ornaments. The aerospace giant is helping ensure there will be pilots to fly their aircraft in the future by partnering with aviation organizations that provide scholarships for pilot training.

The organizations include the Aircraft Owners and Pilots Association (AOPA), the Latino Pilots Association (LPA), the Organization of Black Aerospace Professionals (OBAP), Sisters of the Skies, and Women in Aviation International (WAI). Boeing is donating $500,000 to fund 25 scholarships, the company announced during the recent EAA AirVenture air show.

“The demand for qualified and diverse pilots remains high at airlines worldwide,” said Ziad Ojakli, executive vice president of government operations at Boeing. “While becoming a pilot provides a lifelong career, access to training remains a barrier to entry for many. These organizations are helping the next generation of pilots realize their full potential while also showing communities that are historically underrepresented in the industry that a future in aviation is possible.”

Said Chris Broom, vice president of commercial training solutions for Boeing Global Services: “We are seeing more women and individuals from diverse backgrounds entering the pilot profession because of the mentorship and guidance that aviation organizations like these provide for early career professionals. The work they’re doing to implement changes needed to remove social and financial barriers to entry are critical.” 

• READ MORE: Embraer Offering 50 Tech Scholarships for Women 

The organizations receiving the money are grateful for the opportunity to help members overcome financial obstacles.

“It brings us great joy that Boeing has provided these scholarships to our members,” said Claudia Zapata-Cardone, LPA president, adding that the award will help their members overcome the financial barriers that often keep people from achieving their dreams of flight.

Added Stephanie Kenyon, WAI interim CEO: “WAI members appreciate the longtime scholarship support from the Boeing Company. This year during our WAI2023 conference in Long Beach, California, Boeing provided scholarships for career enhancement, manufacturing skills, and flight training. We know that scholarships change lives and provide our members with the financial resources to continue pursuing their aviation/aerospace dreams. As a nonprofit organization, WAI is thankful for Boeing’s commitment to help train the next generation of female aviators.” 

Noted Samantha Whitfield, executive director of the OBAP: “Funding flight training is often one of the greatest barriers for students of color pursuing a pilot career. Scholarship partners like Boeing provide the much-needed support to fuel the careers of aspiring aviators. OBAP is proud to join forces with Boeing as we seek to diversify the aerospace workforce now and in the future.”

Stephanie Grant, a United Airlines first officer and development director and board member of Sisters of the Skies agreed. The organization of professional Black female pilots committed to improving scholarship opportunities, mentorship, professional development, and outreach.

“Being able to support our members through scholarships like this helps offset the high cost of flight school and ultimately see these women become professional pilots,” Grant said. “With less than 200 Black female commercial airline pilots nationwide, we remain focused on increasing this number through the pillars of our mission.”

Mark Baker, president and CEO of the AOPA, said the collaboration with Boeing was “a true embodiment of that spirit and supports our mission of getting more people into the skies.”   

Workforce Need

Long-term demand for newly qualified aviation personnel remains strong. Boeing projects 602,000 new pilots will be needed to fly and maintain the global commercial fleet over the next 20 years.

In addition to the flight training scholarships, Boeing is also donating $450,000 to Fly Compton, a Los Angeles-based nonprofit organization that provides minority youth with careers in the aerospace industry.

• READ MORE: King Schools Launch New Aviation Maintenance Program

According to Boeing, the money will be used to increase the number of flight training classes offered to students in Compton and provide them opportunities to explore careers in the field of designing, building, and maintaining airplanes and drones.

“We are grateful for the tremendous support from our partners at Boeing,” said Demetrius Harris, Fly Compton president and executive director. “They continue to demonstrate an unwavering commitment to breaking down barriers for minority youth within the aviation industry. At Fly Compton, we know that lack of exposure, access to resources, and the high cost of flight training prevents underrepresented populations from exploring careers in aviation. We focus on eliminating these barriers to entry, and this funding package from Boeing helps us continue this important work.” 

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