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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
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
▪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
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
▪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
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
▪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
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
▪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?
Air Line Pilots Association, Int’l
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
Air Line Pilots Association, Int’l
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
Air Line Pilots Association, Int’l
Mentoring
From the FOM…
22
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
▪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
Air Line Pilots Association, Int’l
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)
Air Line Pilots Association, Int’l
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
Air Line Pilots Association, Int’l
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
Air Line Pilots Association, Int’l
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
Air Line Pilots Association, Int’l
Engaging the Next Generation
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
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
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
▪AirVenture at Oshkosh
▪Organization of Black Aerospace Professionals
▪National Gay Pilots Association
▪Women in Aviation Int’l
ALPA Pilot Outreach at Industry Events
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
Industry Collaboration for the Future
Online at AviationWorks4U.org
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
Cleared to Dream
Online at ClearedToDream.org
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
▪ 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
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
▪Pathways
▪Mentoring
▪ Industry outreach
Airlines continue to meet pilot supply needs
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
▪ 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)
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
▪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
Air Line Pilots Association, Int’l
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
Air Line Pilots Association, Int’l
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)
Air Line Pilots Association, Int’l
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
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
University* %
increase
2018
enrollment
2016
enrollment
The Ohio State
University 30.00% 260 200
Oklahoma State
University 30.00% 325 250
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 50.00% 90 60
University Enrollments Up
*Source 6th & 7th UAA Collegiate Aviation Guides
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
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 . . .
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
Leveraging Data, Technology, and Research
to Improve Airline Flight Training
Captain Jack Barker, PhD
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
Circa 1989
Leveraging Data, Technology, and
Research to Improve Airline Flight Training
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
▪ 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
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
▪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
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
▪Adaptive learning
▪Expertise
▪Decision making
▪LOSA
Research
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
New Hire Pilot Example
Data + Technology + Research
Air Line Pilots Association, Int’lAir Line Pilots Association, Int’l
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