WATS 2019 United Airlines pilot sourcing · Airbus A319 75 Airbus A320 99 Boeing 737 329 Boeing 757...

WATS 2019

United Airlines pilot sourcing

May 2019

Today’s speakers

Captain Mike McCaskyOverview: Pilot Hiring at United

Captain Chuck HogemanMentoring and PL111-216

2

Captain Rob Thomas ALPA Mentoring Program

Captain Jack Barker, PhDLeveraging Data, Technology, and Research

WATS 2019

We are changing the way people feel about United through a customer-focused strategy and our core4 service framework …

3 WATS 2019

#1 SafeWe protect

ourselves, each other

and our customers

from harm and injury.

#2 CaringWe show that United

appreciates everyone by

being welcoming, kind

and compassionate with

our customers and

fellow employees.

#3 Dependable We develop trust by

being reliable and

consistent with the

quality of our

performance.

#4 Efficient We create excellence by

conducting ourselves in

an organized and

effective way.

Proud to have the world’s most comprehensive route network

4 WATS 2019

We’re growing fast and expanding routes: United grew 4.9% in 2018 – that’s more than our combined

growth over the last decade.

With 100+ new domestic routes and 21 new international

routes since 2017, we’re giving customers more

opportunities to get where they want to go.

Offering better connectivity and consistency:We’re unlocking value at United by developing greater

schedule and fleet consistency, creating new bank

structures, and dynamically shifting our schedules and our

network to better meet demand.

Optimizing aircraft and configurations:We deploy the right aircraft on the right routes with the right

configuration, in order to provide customers what they want.

United’s fleet

5 WATS 2019

Airbus & Boeing

fleetAircraft type

Aircraft count

(YE 2019)

Airbus A319 75

Airbus A320 99

Boeing 737 329

Boeing 757 74

Boeing 767 54

Boeing 777 94

Boeing 787 48

TOTAL 803 Mainline

575 Regional

2019 deliveries: 40

United “Age 65” retirement forecast

Pilot hiring update▪ 2019: 354 to date (500-700 planned for 2019)

– 54 Furlough Returns remaining

▪ 2018: 612 (1055 interviews)

▪ 2017: 294

▪ 2016: 502

▪ 2015: 1041

▪ 429 Career Path Programs hires to date since 2016

– 2015: Program started

– 2016: 20 CPP hired (4% of total new hires)

– 2017: 93 CPP hired (32% of total new hires)

– 2018: 201 CPP hires (33% of total new hires)

– 2019: 109 CPP hires to date (30.5% of total new hires)

Career Path Programs

▪ Defined path to United parallel to traditional hiring

▪ United Express pilots notify of interest to be part of the United Career Path Program during open enrollment windows at each partner

▪ Training, dependability and discipline records are reviewed by United’s Board of Review before exiting program in company seniority order

▪ University Career Path Programs with Metro State University (Denver) and the University of North Dakota – more to come

Strategic view of United’s pilot career path development

United Airlines

Express CPP C5, XJT, ZW, YV

UniversityCPPs

High School / Flight School Aviation Engagement

Our Express CPP feeds

identified and qualified

pilots directly to United

The LAT (Lufthansa Aviation

Training) CPP feeds identified

and qualified aviation pilot

instructors to C5, to United

Our Pilot Career Path to

United starts with our

University CPP programs

We continue to supplement our off-

the-street hiring with MIL, Corporate,

Regional and Furlough returns

Phase

1

Phase

2

Phase

3

Spark a passion for

aviation with HS

students

2018: 4 million

passengers fed to United

from United Express

New-hire landscape at United

▪Junior Bases: EWR, SFO, LAX

▪New Hire Fleets: 737, 320, 757/767

▪New Hire Training Footprint:

–Basic Indoctrination: 9 days

–Fleet Training: 26 days

▪Captain Upgrade 4-7 years

10

Key attributes for a United pilot

▪ Decision Making

▪ Safety Focus

▪ Accountability/Integrity

▪ Workload/Stress Management

▪ Professionalism

▪ Teamwork

▪ Dependability

▪ Verbal/Written Communication Skills

▪ Problem Solving

▪ Ambition/Learning Approach

▪ Adjustment

Captain Chuck Hogeman

13 WATS 2019

▪ Finding the future professional pilot for United

▪ The “New Generation” of Airline Pilots

▪ The need for structured training background and

future success

▪ Building Flight Time Hours

▪ The change in dynamics from PL111-216

▪ The need for mentoring

The “Eco-System” for United

Air Line Pilots Association, Int’l

Pilot Mentoring and Industry Outreach

Captain Robert Thomas

Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l

▪ August 1, 2010 Congress required FAA to:

–Convene an Aviation Rulemaking Committee (ARC) to develop

procedures for:

▪Pairing experienced pilots with new hires

▪Establishing professional development committees made up of:

–Air Carrier management

–Labor union or professional association

▪Modify upgrade training to include mentor, leadership & command

training

Pilot Mentor Training and Requirements


▪PPD NPRM (aka “Mentoring”)

▪Published for comment Oct 7, 2016

–Comment deadline January 5, 2017

–Final Rule not yet published

▪NPRM accompanied by 2 draft Advisory Circulars

–Air Carrier Pilot Mentoring (LEaP at United)

–Leadership and Command Training for PIC (Captains at United)

Pilot Professional Development (PPD) NPRM


▪Formally assigned mentor to mentee

–long-term (e.g. 1 yr./probationary period)

▪ Informal mentoring (e.g. trip pairing, etc.)

▪Who is Mentored:

–New hires

–Transitions to a new aircraft

–Returning from an extended period of leave

–PICs who have recently upgraded

▪ Initial & recurrent training of the trainers/mentors

Mentoring Program Key Attributes


▪Both Mentors & Mentees should be provided guidance on: – If being mentored is mandatory

– To what extent confidential information must be shared with the company

– Required topics to mentor

– Why mentoring is important

– Goals of the mentoring program

– Effective mentoring

– Conflict resolution & Professional Standards

– When to mentor

– What makes a good mentor

– Different styles of mentoring

New Hire Mentor Training


▪Per the Draft Mentoring AC

mentoring involves:

–career support and development

–psychosocial support, and

–role modeling.

▪What mentoring is not:

–Mentoring is not training

–It must not be used to reduce training footprints

What is Mentoring?


Why are we mentoring pilots?

▪ Diverse backgrounds of pilots operating in a complex operational and

regulatory environments

▪ Increased training volume, responsible growth, and retirements

▪ Captains are mandated to mentor by law, our FOM, and the ALPA Code

of Ethics

▪ We want to carry on our traditions and ways; ensuring a future of ALPA

pilots at United


Mentoring

“He will regard himself as a debtor to his

profession and ALPA, and will dedicate

himself to their advancement.”

“He will cooperate in the upholding of the

profession by exchanging information and

experience with his fellow pilots.”

ALPA Code of Ethics

21


Mentoring

From the FOM…

22


▪Airline–Productive employees

–Reduce training issues

–Lower attrition

▪Pilots–Success assimilating into the airline

–Reduce stress and adjustment times

▪Regulator–Fewer regulatory issues

–Increased safety

Mentoring Benefits


ALPA Mentor Committee Statistics at

United▪ Mentors at United

– Current active mentors – 118 (~8 : 1 ratio)– 50 Mentors scheduled to train in June

▪ Coordinators– Current – 13

▪ New hires assisted– 2458 since 6/2015– 2019 - 309 New hires to date – 2018 - 621 New hires – 966 new hires currently on probation (includes medical & military leaves)


ALPA Mentor Program Mission

▪To provide each new hire with a mentor to guide them

through their probationary period

–All new hires received a mentor

–Returning pilots are provided a mentor if requested

▪To make the new hire feel welcome at United

▪To produce a self-sufficient pilot that by the end of

probation is capable United pilot and ALPA participant


Role of the Mentor– Provide meaningful accurate advice that follows

the FOM, FM, and Contract

– Foster professionalism and teamwork among the pilot group

– To provide guidance in areas that may be confusing or where no guidance may exist

– Fill in knowledge gaps that the formal training process is not designed to cover

– To pass on personal experience that will make the new hires probationary period successful and enjoyable


New Hire Contact Phases

▪ Phase 1– During or at end of basic indoc and prior to sim

▪ Phase 2– Post sim and prior to IOE

▪ Phase 3– Post IOE

▪ Phase 4– A month after finishing IOE (6 month) and prior to first CQMV/CQLOE

▪ Phase 5– 8 month mark

▪ Phase 6– Completion of probationary period


Engaging the Next Generation


ALPA’s Education Committee Outreach

▪11 ACE Clubs

▪3,909 students in 2014 calendar year

▪7,161 students in 2015 calendar year

▪12,046 students in 2016-17 academic year

▪15,541 students in the 2017-18 academic year

▪18,445 students in the 2018-19 academic year

▪Representing aviation at STEM events nationwide

▪www.AviationWorks4U.org www.ClearedtoDream.org

ALPA Promotes the Pilot Profession

http://www.aviationworks4u.org/

http://www.clearedtodream.org/


▪AirVenture at Oshkosh

▪Organization of Black Aerospace Professionals

▪National Gay Pilots Association

▪Women in Aviation Int’l

ALPA Pilot Outreach at Industry Events


Industry Collaboration for the Future

Online at AviationWorks4U.org


Cleared to Dream

Online at ClearedToDream.org


▪ Detailed contract comparisons

▪ Expert industry overviews

▪ Hiring process guidance

▪ ALPA’s ACE Clubs

▪ Interview success stories

Guiding the Next Pilot Generation

Online at ClearedToDream.org


▪Pathways

▪Mentoring

▪ Industry outreach

Airlines continue to meet pilot supply needs


▪ Introduced several formal academic

pathways

▪ Airline Transport Pilot Certificate

Training Program (ATP-CTP)

▪ Quality over quantity

▪ Recognizes value of flight experience

▪ Military, 4-Year, and 2-Year

institutions receive additional credit

▪ Stabilizes Flight Instructor (CFI)

attrition and provides opportunity

for excellent skills development

First Officer Qualification Requirements (FOQ)


▪ALPA supports airlines establishing a variety of pathways for pilots

as long as they meet current regulatory requirements.

▪ALPA supports pathways that contain no gaps to ensure the a clear

path of training, qualifications, experience, and career progression.

Recruit - College – Instructor – Fee For Departure - Mainline

▪ Large carriers are investing in pathways – and working with ALPA –

to ensure a sustainable pilot supply and compete in the marketplace.

Multiple Pathways to Reach Right Seat


Major Airline hiring expected to remain

steady

-

1,000

2,000

3,000

4,000

5,000

6,000

2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018

Esti

mat

ed n

um

ber

of

pilo

ts h

ired

at

Maj

or

airl

ines

Major Airlines hired approximately 4,606 pilots

in 2018 (which was the 3rd highest

total since 2000)

Source: FAPA.aero, ALPA EFA

2000 5,105

2017 4,988

2018 4,606 2016 4,113

2015 3,429

2001 3,408

2014 3,053

2007 2,766

2006 2,443

2005 2,301

2008 1,299

2004 1,199

2013 1,084

2003 854

2002 851

2011 748

2012 553

2010 408

2009 30

Major Airline Pilot Hiring

by Year (High-Low since

2000)

Air Line Pilots Association, Int’lSource: ALPA membership data and ALPA E&FA research for non-ALPA carriers

Includes United, Delta, American, Southwest, FedEx, UPS, Hawaiian, and Alaska

Retirements at large jet carriers will increase

demand for new pilots, on top of forecasted

capacity growth


0

5,000

10,000

15,000

20,000

25,000

2018 2019 2020 2021 2022 2023 2024 2025

Source: ALPA membership data and ALPA E&FA research for non-ALPA carriers

Includes United, Delta, American, Southwest, FedEx, UPS, Hawaiian, and Alaska

Forecasted Retirements at U.S. Mainline

Passenger & Cargo Carriers (Cumulative)


There were +1,184 more ATP's and R-ATPs issued in

2018 than major airline pilots hired

-1,000

1,000

3,000

5,000

7,000

JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC

NU

MB

ER

OF

PIL

OT

S

ATPs Issued vs. Major Airline Pilot Hiring

(CUMULATIVE)

January 2018 thru December 2018 (as reported)

ATP-AMEL R-ATP Major Airline Pilot Hiring 2018 by Month

2018 ATP’s and R-ATP’s issued (5,788)

2018 US Major Airline Pilots Hired (4,604) 4,604

ATP/R-ATP issuances have outpaced Major airline hiring in 3 of the past 4 years

ATP-ME Issuances

0

5,000

10,000

15,000

20,000

25,000

30,000

35,000

40,000

2013 2014 2015 2016 2017 2018 2019YTD(3/2019)Initial ATP - ME Restricted ATP

16,590

10,241

25,977

2,796

30,367

36,155

Cumulative ATP Certificates Issued (with restricted ATP) since July 2013

37,663

*FAA, airplane multiengine land

Over 37,660 ATP’s in last 5.75 years

1,203

2,190

787

1,363

1,762

This represents ~35% of the Active ATP-ME certificates today


University* %

increase

2018

enrollment

2016

enrollment

The Ohio State

University 30.00% 260 200

Oklahoma State


Community College

of Beaver County 45.33% 327 225

Western Michigan

University College of

Aviation 14.83% 991 863

The University of

Oklahoma 13.77% 190 167

South Dakota State


University Enrollments Up

*Source 6th & 7th UAA Collegiate Aviation Guides


All stakeholders in aviation share the responsibility in making improvements to ensure we:

–Retain U.S. pilot supply ecosystem

–Promote the pilot career path

–Outreach and mentoring

In Summary . . .


Leveraging Data, Technology, and Research

to Improve Airline Flight Training

Captain Jack Barker, PhD


Circa 1989

Leveraging Data, Technology, and

Research to Improve Airline Flight Training


▪ Improve training through outcome performance data (AQP & SMS)

▪Use New Hire background data to provide enhanced learning

opportunities

– Single pilot military flying

– Not actively flying prior to hire

– Part 91, Part 135, Other 121 Airlines

▪Use assessments (DiSC/HPI) to understand learning style

– One size/method does not fit all

– Variation in distance learning/classroom methods

▪ Previous training lesson data can provide both instructor and

student focused training areas

▪Adaptive Learning can be used to target training needs

Data


▪Computer Based Training has been used for years, but is it always

as effective as the classroom training it replaced?

– We need better validation

– Can allow for variation in learning styles

▪ Training is almost certain to incorporate new technologies such as:

– AI solutions

– Next generation fixed based training devices

– Virtual Reality, Augmented Reality, Mixed Reality

– Smart grade sheets

▪ Address any areas identified where new technologies result in a

lack of equivalent capabilities

– Use of as many training methods and media as possible is likely best

Technology


▪Adaptive learning

▪Expertise

▪Decision making

▪LOSA

Research


New Hire Pilot Example

Data + Technology + Research

WATS 2019 United Airlines pilot sourcing · Airbus A319 75 Airbus A320 99 Boeing 737 329 Boeing 757...

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