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Pilot Hiring

Jim Barnes, MEC Coordinator 

The Leading Edge, Spring 1999


Hiring Projections and Planning
As was the case last quarter, the projected number of new hire pilots for the year continues to fluctuate frequently yet still in the 500- 800 range.  What has changed is the lack of timely information flowing from WHQ to DENEV.  As of this writing WHQ has only provided firm information about class sizes for the month of April.  The lack of planning information leaves DENEV in a position of guessing how many to be interviewing for classes in future months.  Manpower planning had agreed to provide information at least two months in advance, which is really the minimum for DENEV to properly plan so as to avoid establishment of pools or unfilled classes.  This is not happening.

The inability to adequately plan makes it impossible for DENEV to schedule new hires for classes six to eight weeks in advance as the Flight Officer Selection Steering Committee (FOSSC) established as a goal.  The six to eight weeks was established to allow DENEV sufficient time to complete all required background checks, as well as to prevent creation of future pools.  It allows the new hires enough time to arrange their personal schedules to be able to devote the time required for indoctrination and initial training, as well as time to complete the pre-study material, and provide reasonable notice to their current employer.

Flight Operations Support at DENEV
I am very pleased to report the very strong support that Captain John Szakach is providing for the Interview Captains (IC) and the selection process, on behalf of Flight Operations.  Capt.  Szakach has brought strong leadership, high energy, and a strong degree of integrity to the entire process.  The overall quality of the process has been greatly increased since Capt.  Szakach's assumption of the role of manager of the ICs.  Captain Szakach's contribution has been far and away the best support from Flight Operations to the selection process.

Interview Captain Staffing and Training
As the current interview rate, 45 per week, only requires one half as many ICs as we currently have, the group of ICs has been split into two groups, spread evenly amongst the domiciles and equipment types.

One group will remain active for a six-month period and then the other group will become active.  This was done because the level of interviewing is not sufficient to keep all ICs proficient.  Also due to the rapidly changing interview rates that we've seen over the last year or two, it was felt this was the best way to maintain a group that could respond to another rapid increase in numbers.  No increase is currently anticipated, but it is desirable to have the ability given the fact that we had the trained ICs.

In early February, a three-day IC training session was conducted for the first group of the ICs.  The first part was recurrent training to get this group, who is the current active group, up to speed following several months of inactivity.  The second part of the session was a well-organized session designed to gain input into the interview process.  This was an excellent training session, thanks to the efforts of Captain Szakach.  The FOSSC was in attendance to observe the process.  Another similar session will be held for the second group of ICs in April.  I believe that information and input gained from these sessions will greatly aid in further improvement to our interview and selection process.#