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Pilot Hiring

The Leading Edge, Fall 1998

by Jim Barnes, Coordinator
 
Resumption of Interviews

Interviews resumed in August at a rate of 12 per day, 5 days per week. The success rate has been very strong, in fact stronger than the one in four average from last year. This is likely due to not interviewing for nine months causing a relatively large group of very highly experienced applicants at the top of the Aeronautical Experience Score. I suspect the average success rate will drop to around that which was realized last year. The flight Officer Selection Steering Committee (FOSSC) will continue to monitor the success rate closely to prevent re-creation of a pool. The goal is still to be job offering six to eight weeks in advance. 

The high success rate has given the company the ability to arrange class sizes and dates to provide for scheduling flexibility at TK. The company has increased the size of the classes in November. November will have 84 newhire pilots, and December will then have but one class of 21. 
 

This will provide the company with the ability to minimize the number of pilots and PIs that are at TK over the holidays. There is NO change to the total number of new hires for the last two months, simply a front loading in the month of November. 

The company will return to weekly classes in January. 
 

Interview Standardization

The technical evaluation of the interview has been further standardized by being based upon the ATP and FE writtens, both of which are required to apply. The focus is on operational situations and not obscure information. This results in a very standard technical evaluation for all applicants, with identical standards. 

The training sessions that took place for the Interview Captains (ICs) and Employment Representatives (ERs) focused on an interview that is oriented to operational issues and greater standardization, as well as increasing the role of the ICs during the interview. 
 

Hiring Projections

The most recent projections for pilot hiring reflect little change from that reported last quarter. The company is currently projecting 835 new hire pilots for calendar year 1999, with 65-75 per month. 
 

Simulator Evaluation

Beginning this month, applicants will be required to fly both the FRASCA and the DC-10 simulator. The FRASCA score will be the one that counts during this period. The purpose for this is to provide data to validate the use of the DC- IO for the flight skills evaluation. Once sufficient data has been gathered, and assuming proper validation, a date will be set to change the simulator to the DC- IO. 
 

Temporary Employment Representatives

Due to permanent staffing levels at DENEV as directed by WHQ, the company is once again using temporary ERs in the pilot interview process. Despite the action of the MEC last year in opposition to the practice of using temporary ERs, there has been no resolution to this practice. The problem is not with the individuals or with DENEV, but rather with staffing allotments provided from WHQ. #