by cowpatz » Sun Oct 31, 2010 10:13 am
Just to digress further but still related to the safety culture theme.
The whole issue of pilot training etc has been spurred on recently as a result of the Colgan crash at Buffalo in February 2009, which killed 50 people after two badly trained and fatigued pilots lost control of a Q400 turboprop.
They made some very, very basic handling errors.
In NZ there is a think tank in progress as to how we train our pilots. The military contribution has all but dried up and that leaves the civil sector.
With the odd exception this involves a brand new C cat instructing students with no real experience base. There are very few career GA instructors. Getting A cat instructors trained and retained is a real challenge.
If you couple all this with the profile of a Generation Y pilot it does start sounding alarm bells.
. Want success quickly and pay-packet to match
· Do not see the need to earn credibility or work their way up the corporate ladder
· Do not want to do menial tasks, but instead crave challenging and creative responsibilities
· Have little loyalty to companies, but are loyal to their peers
· Likely to work for only two to three years with any one employee
· Likely to change careers six times in their working life
· Cynical, questioning and live for ‘now’
· Expect training programs, time off to travel and flexible working hours (Foundations Consulting 2006)
Anecdotal feedback suggests that self preparation, research and technical curiosity are often lacking as is patience and acceptance of procedural constraints.
Importantly there appears to be a lack of commitment to the pilot monitoring task (non flying pilot) at the same level as that of the pilot flying.
Unfortunately gen Y stereotypes would appear largely to be incompatible with the the social welfare outcomes of employment contracts at low cost carriers or typical methods of discipline, so the task facing flight managers is substantial.
The low cost base carrier formula has certainly had an impact on pilots. Most pilots now have no representation at board level as they usually had in the past. Air NZ had a pilot rep but that went in the late 70's.
In the drive for reduced costs the pilot and all his associated training overheads just got lumped into the "just another aircraft worker category".
Then came "performance based management" or in other words the manager gets a performance bonus based on reducing costs. This is a strong driver in eroding any restrictive work practices (or protections as I would call them).
This can affect all areas of an operation and could mean, for example, carrying defects for longer before rectification or having pilots flying back of the clock operations with a minimum crew compliment and perhaps even removing the restrictions on arduous tour of duty combinations ie. a late start one day followed by an early start the next with a long day of duty and many sectors (cumulative fatigue).
The only resistance to this is either legislation or pilot resistance. The later has been reduced with airlines attempts to break unions or employ pilots on individual contracts with no seniority position list. In other words a grace and favour approach...very dangerous. Now there is talk of airlines employing new hire abinitio pilots off the street to go thru in house training programs. This may involve restrictive bonds and contracts and this could indirectly affect the future decision making (especially those that could result in a significant financial impact on the company).
Any opposition, even operational, could be met with "your fired".
No airline will ever be 100% safe. If it was it would never fly. It is achieving an acceptable compromise that is the issue and with current competitive and economic drivers dictating events you can see which end of the safety scale that compromise will gravitate towards.
This will only be tempered by regulatory oversight, transparency and individual professionalism and vigilance....at all levels.
Last edited by
cowpatz on Sun Oct 31, 2010 10:20 am, edited 1 time in total.
Remember the 50-50-90 rule. Anytime you have a 50-50 chance of getting something right, there's a 90% probability you'll get it wrong!
