Sunday, September 29, 2013

Leveling the Global Aviation Playing Field


The airline industry in the United States is highly competitive, constantly changing, and is facing challenges from a global market that sustains many airlines directly over a distinct breaking point; between thin profits and bankruptcy.  The market place for air travelers shows many volatile qualities affecting ticket purchases that are hard to predict and can very easily be harmful to vulnerable airline companies.  As new competition enters the global market to compete with airlines in the U.S., they will face even greater threats to their ability to produce a profit.  Cost cutting reveals a competitive edge when used conservatively; unfortunately many airlines have over used this technique in an effort to sell more airfare at the cost of quality and service.  With thousands of factors combining to create elusive profits and a difficult environment for airlines and their employees, it is imperative changes be implemented that will provide long term relief and level the playing field for the American airline industry to have a fair competitive stance in a rapidly changing global market.
As the world is brought closer together with air travel increasing in both reach and capacity, airlines will need tempered relationships with foreign countries.  Early in the 1990’s the U.S. negotiated the first Open Skies Agreements (OSA) with foreign countries to expand flights and markets to other countries.  With the ultimate goal of creating more business for American employees in the airlines and reduce costs to air carriers, these agreements were made with the European Union, Japan, and India to name a few.  These agreements between nations allow commercial operations to conduct business with limited government intervention, free market competition, and fair and equal opportunities for companies to compete.  Some countries (such as the United Arab Emirates) provide their airlines tax free business benefits as part of national aviation policies; this creates a distinct disadvantage for any transient countries.  Promotion of these agreements as well as revision of already existing OSAs to identify these exploits would be a crucial task in creating more even footing in the competitive market.  Government regulation may be what is required to keep countries from taking advantage of these agreements that provides some airlines a distinct competitive edge through exploitation.
Another significant source of airline revenue loss is caused by Passenger Protection Regulations.  The Department of Transportation created these regulations in hopes of creating better travel experiences for the flying public and protecting passengers.  This regulation incurs penalties and costs on airlines (such as tarmac delays) without allowing for causes of delays that are not within the airlines control, such as weather or inadequate airport facilities.  Regardless of the cause of delays or routing changes, the airlines bear the fines and penalties.  These additional costs serve to drive up ticket prices and do not create a more positive experience for the traveler.  Revisions need to be made to create passenger protection within reason.  Airlines cannot be expected to control the weather, or pay the same fees regardless of aircraft size and type of operation.  Enforcement to control air traffic based on airport capacity and type of aircraft operations would serve to expedite air traffic with a more efficient use of limited airport property.  There are many factors this regulation does not account for and creates an unfair direct cost to air carriers who in turn increase ticket prices: negating the original intent of the regulation to protect the flying public.
Concerning the future of the airlines, The Export-Import Bank is going to be influential to the industry.  The Bank is responsible for financing deals both foreign and domestic that will promote American jobs and manufacture of goods on U.S. soil.  The Bank has a responsibility, however, to determine that any proposed financing will not potentially be harmful to American workers or their jobs.  Loans have been granted to foreign countries by the Bank for the purchase of aircraft from manufacturers such as Boeing.  While this is beneficial to aerospace workers in the U.S. in the short term, these aircraft are ultimately being delivered to foreign airline companies in direct competition with U.S. carriers.  Even though this has been considered an unintended consequence, it should be thought of as a form of negligence; these aircraft are being delivered to foreign airline competitors.  As a result our country’s air carriers may lose air routes and jobs creating a ripple effect to impact other aspects of the aviation industry.  Careful planning and research on the Bank’s part can support the U.S. economy and serve to level the playing field for our domestic air carriers, however it should not be allowed to subsidize foreign companies that pose direct competitive threats.



References
Driskill, M. (2013, April). Delta air lines inc. has sued the Export-Import Bank of the United States over loan guarantees given to support purchases of Boeing Co's widebody planes by certain foreign airlines, according to a court filing. Reuters. Retrieved from http://www.reuters.com/
Air Line Pilots Association, International (2013) Leveling the Playing Field for U.S. Airlines and Their Employees. Retrieved from http://www.levelingtheplayingfield.alpa.org
Micco, A., Serebrisky, T. (2006). Competition regimes and air transport costs: The effects of open skies agreements. Journal of International Economics, 70, 25-51.

Schoonover, M. (2011). Oversold, delayed, rescheduled: Airline passenger rights and protections. Journal of Law & Policy, 35, 519-545.

Sunday, September 22, 2013

The Looming Pilot Shortage: Reality . . . or Not?



The impending pilot shortage that has been predicted and is being followed by many will likely be a non-event for the industry; more accurately it is an annunciator requiring attention and a few logical actions.  This particular shortage of qualified pilots is expected to exhibit the need for 95,760 pilots over the next 20 years (Higgins et al. 2013).  One prime contributing factor is the increasing number of airline pilots retiring upon or near their 65’Th birthday.  According to Higgins et al. (2013) an estimated 45,000 airline pilots in the next 20 years will retire, while there is currently an estimated 18,000 regional pilots available for airlines to hire from.  This event will cause staffing problems for the regional airlines twofold: loss of qualified personnel to the airlines and difficulties fielding candidates with appropriate experience.  This issue in regards to regional companies is further complicated with the newly implemented airline transport (ATP) certificate requirements.  Expected major airline growth is also predicted to concurrently worsen the pilot shortage predicament.  As additional aircraft are put into service a corresponding number of pilots will be required, Higgins et al. (2013) calculated an aggregate staffing ratio of 14.44 airline pilots for each aircraft in service.  As more aircraft are added to major airline fleets and a greater number of pilots are recruited to fly them it is very likely to perpetuate problems within the regional carriers. 
There is evidence to support an imposing pilot shortage to come in the next two decades if the industry continues on its present course.  Should the industry be unyielding to accommodate the future and precautions not taken to account for the expected changes of growth, retirement, rising training costs, and ATP training requirements then surely airlines will be forced to reduce routes and flights for lack of pilots.  The looming pilot shortage predictions in all likelihood will prove false in time; the industry will adapt (likely at cost to the regional airlines) with a combination of innovative flight schools, signing bonuses, gateway programs, and reductions in training costs to attract the qualified pilots needed.  As an airline manager one solution would be generating incentives in the form of sponsoring accomplished students with scholarships, and creating opportunities for career advancement.  In addition attracting future aviation professionals may be accomplished by providing a portion of the required flight training as motivation to seek airline employment.
The demand for pilots is fueled by a globally expanding market, new air routes are being created continuously as air traffic volumes rise.  As aviation industries spread to these regions growth exhibits exponential qualities by increasing business connectivity and creating millions of jobs, and at the same time encouraging the tourist industry.  This explosive rise has driven demand for air travel in a part of the world that is not equipped to directly foster the airline industry.  Boeing expects Asia Pacific airlines to purchase 12,820 new aircraft over the next 20 years and data supplied by Higgins et al. (2013) shows 45% of commercial written tests are being taken by foreigners; together these facts illustrate the source of pilot demand expected in the years to come.  As Boeing is directly involved in the supply of aircraft they have a vested interest to see the proposed pilot shortage solved; by using their global reputation to draw attention to the issue itself will expedite solutions.






References
Boeing. (2013). Long-term Market Outlook.  Retrieved from
http://www.boeing.com/
Glenn, P. (2013, May). The pilot shortage crisis is nigh! . . . Or not. AVweb. Retrieved from http://www.avweb.com/
Higgins, J., Lovelace, K., Bjerke, E., Lounsberry, N., Lutte, R., Friedenzohn, D., ... & Craig, P. (2013). An Investigation of the United States Airline Pilot Labor Supply.
Lowe, P. (2012). FAA official warns industry: expect 'painful' pilot shortage. Aviation International News, 44(19).
Preudhomme, J. D. (2012). The new FAA ATP requirement and pilot staffing considerations for commercial airlines and training institutions. Department of Aviation, University of Missouri, Warrensburg, Missouri.

Sunday, September 15, 2013

Pilot Certification and Qualification Requirements for Air Carrier Operations


Pilot Certification and Qualification Requirements for Air Carrier Operations

With the passing of the new Federal Aviation Administration (FAA) rules concerning airline pilots, the requirements have been increased significantly.  Pilots completing a Part 141 program like Eastern Michigan University (EMU) with a bachelor's degree in aviation must have a minimum of 1,000 hours before applying for a Restricted Airline Transport Pilot (ATP) Certificate to gain a second in command seat.  Students will also be required to obtain 10 hours of simulator training, six of which must be in a full-motion simulator meeting 'level C' standards. 

There are few 'entry' level jobs left available to pilots graduating a 141 program.  Graduates will be competing for any time building jobs left available to them; flight instructing, small cargo, and aerial patrol provide only so many seats.  One issue will be graduate stagnation.  Without regional airlines hiring commercial pilots with 250 hours, new pilots will be competing for jobs to log hours.  A second side affect will be a loss in student enrollments.  The new amount of hours required to be logged is intimidating, and will likely steer prospective students to a different career.

The new rule is a response to the Colgan Air crash in Buffalo, New York, a good many factors were involved in that accident, but the FAA has singled out the relatively low experience the two pilots of that flight had logged in the accident airframe.  In an effort to improve safety and give first officers more knowledge and experience before flying an air carrier operation, the FAA is requiring more flight time.  Before, a commercial pilot with 250 hours was a candidate for a first officer position with a regional carrier.  The new rule requires an ATP license, and at least 1,000 hours (if graduated from an approved program).  Additionally first officers must log another 1,000 hours as an airline first officer before flying as a captain.

The new Code of Federal Regulations (CFR) 61.160, like almost every other regulation, is aimed at improving safety.  Although the FAA is continuously looking for ways to make flying ever more safe, their hand is forced by serious aviation accidents to implement a change that will prevent another occurrence, because to do nothing at all would be far worse.  This regulation will bring new pilots to the airlines with an expanded knowledge base and more experience, a solid foundation of pilot skills before joining the airlines, I am confident this will enhance safety.  Additionally focus has been directed to flight captain qualifications and crew resource management skills; this will undoubtedly create a more efficient cockpit working environment.  Essentially we can expect airline flight crews to come in to the airlines prepared, skilled, knowledgeable and professionally trained to manage a flight deck more efficiently than before, able to mitigate hazardous conditions and ultimately increasing safety.

Although the recently promulgated regulation is intended for safety there will be a handful of unintended consequences, and the regional airlines will likely feel it the hardest.  The industry’s shortage of qualified pilots is a complicated issue that will intensify as a result of the new regulation.  The lack of experienced pilots available for air carrier operations begins with a large number of them reaching age 65 when they will have to retire.  A reduced budget for militarily trained pilots has limited some great candidates for the airlines as well.  Here is the pinch: airlines have frequently used regional carriers to recruit pilots from, and the availability of qualified aviators for these positions will be in short supply.  Training costs to attain 1,500 hours (or 1,000 hours and bachelor’s degree) is significantly higher than previously required and will lessen student enrollment while increasing the time it takes to become an ATP.  The issue is further inflamed when prospective pilots for the regional carriers learn the average starting salary is around $20,000 a year.  Each of these circumstances combine to illustrate the gravity of the pilot shortage, and this is hardly a complete list of the industry’s challenges.  One solution may be that charter or regional companies allocate the resources to train pilots to the ATP level.  Another possible answer: increase the salary for professional pilots beginning at regional, charter, or air taxi companies to attract the needed personnel.  These two options, along with other avenues being explored, have two common traits; encourage pilots to attain their ATP certificate and incur costs upon regional air carriers.




References

Bernard, M. (2012 September/October). Real Learning through Flight Simulation. FAA Safety Briefing. Retrieved from www.faa.gov/news/safety_briefing/
Federal Aviation Administration. (2013). FAA Boosts Aviation Safety with New Pilot Qualification Standards [Press release]. Retrieved from http://www.faa.gov/news/press_releases/news_story.cfm?newsId=14838
Goglia, J. (2013, July 31). What do entry-level regional pilots and McDonald’s workers have in common? Forbes. Retrieved from http://www.forbes.com
Maxon, T. (2013, July 10). Re: FAA will require airline pilots to have at least 1,500 flight hours [Web log post]. Retrieved from http://aviationblog.dallasnews.com/2013/07/15604.html/
National Transportation Safety Board. (2010). Loss of Control on Approach Colgan Air, Inc. (NIH Publication No. 10-910401). Retrieved from http://www.ntsb.gov/doclib/reports/2010/aar1001.pdf
Thurber, M. (2013, September 1). New training rule to cost upcoming ATPs thousands of dollars. Aviation International News. Retrieved from http://www.ainonline.com
 

Friday, September 6, 2013

Introduction



Hello fellow aviation enthusiasts,
  My name is Joe Shonk.  Aviation has been a passion of mine for as long as I can remember.  Like all of you I am truly excited to complete the milestone of graduating and becoming a part of the aviation industry.  It has been an interesting, educational, rewarding, and most of all expensive voyage getting to this point in my career, and I look forward to life with a college degree in my hands.  

  When I was eight years old I caught the ‘flying bug’ after a family friend took me for a ride in his Cessna 152.  Busing tables and delivering papers, I was able to save enough money to attend the Air Academy in Oshkosh Wisconsin and completely by accident I was there during the Air-venture airshow.  Consequently I came home knowing what I was going to do with my life.  Before I graduated high school, and even before I had a drivers’ license, I was a certified private pilot.  Figuring out what I wanted to be when I grew up took almost no time at all, surprisingly, I discovered attending college is remarkably expensive even more quickly.  After high school I worked a number of different low wage jobs to afford part-time status in school, this went on for five years of slow academic progress and long hours for short paychecks.  At age 23 I enlisted in the Air National Guard at Selfridge Michigan, and took a 9 month break from flying and school to attend basic military training and the Air Force Technical training program to become an A-10 Crew Chief.  The military has given me the drive and discipline (not to mention the funding) to complete my degree at 22 credit hour semester leaps at a time.  Upon graduating I will be a full time Crew Chief at Selfridge, my first job to return a sense of satisfaction, maintaining A-10’s at mission-capable status.  This position will grant me a great opportunity to stay in contact with the members of our squadron, to better prepare myself for my ultimate goal: a fighter pilot position.  Some mornings don’t come soon enough, there is still so much to do.

  Thank you for reading, I’ll see you in class.

It is possible to fly without motors, but not without knowledge and skill” -Wilbur Wright