Flying Cheap: The Regionals and Professionalism

There is a pilot shortage resulting from what Noel McDermott called, a "perfect storm" which is inclusive of projected retirements out of the airlines and the current number of new pilots entering the field/being certified (Withrow). McDermott is a First Officer for Compass Airlines and he believes that “to a pilot right now, the world is your oyster” (Withrow). The frenzy of factors contributing to the pilot shortage include seasoned pilots retiring out of the airlines, new pilots being certified at slower/lower rates, and a general deficiency of newcomers in the field. Young people are not taking up aviation as potential career opportunities and the influx of student pilots is not rising to meet the demand and projected future demands of the industry (Fortune). Training is grossly expensive and when starting pay at regionals is laughable, the option is less attractive a potentially comfortable career. These population factors are then paired with increased government regulations such as the 1500-hour ATP rule, which bottlenecks the pipeline.
This myriad of industry issues results in an overall industry pilot shortage.
One factor that has been posed as as leading cause of the crisis is pilot pay. This has been a point of contention in the regional airlines where first year pilot pay is notoriously lean. The prospect of long hours and low pay likely dissuades many from even entering the field. How, then, might the problem be solved?
Pay increases will not immediately fix the issue. The gap between how many pilots are flying and how many pilots are needed will likely take several years to fill in.  Pay increases will contribute to a resolution but they are not the solution. In the spirit of a "perfect storm" of contributing factors, the shortage will require input from multiple angles to be resolved.

In regards to the 1500-hour rule, regional airlines may well be concerned that their hiring pools will be slim. As it stands right now, possible solutions for pilots include attending certified flight programs that can offer a Restricted ATP (R-ATP)  to graduates.
Possible solutions for the regional airlines themselves includes the obvious course of sponsoring student pilots, providing scholarships, and abetting the financial pains of flight training to pilots willing and able to fly for the regionals upon eligibility.  
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Professionalism, to me, is the qualitative measure of both a pilot's bearing and their skill set.

A lack of professionalism was demonstrated in the Colgan case in 2 distinct areas-
  1. Crew: The crew exhibited symptoms of illness and fatigue but persisted with operations despite these warning signs. Due to commuting and travel exhaustion, they were not performing at their highest caliber and were therefore letting safety slip to the side. A low level of situational awareness in regards to these symptoms displayed a lack of professionalism from the crew.
  2. Management: The management personnel of Colgan allowed for an overworked, underpaid crew to conduct operations contrary to safety precautions and the company’s own SOPs. A lack of adequate supervision and monitoring of these corporate cultural issues displayed a lack of professionals and attention to detail on behalf of the Colgan management.
A lack of professionalism as demonstrated in the Colgan case may well have been facilitated by the then-deficient compensation structure of the regional airlines. First year pilot pay especially discredits the value of the crew to the regional company and allows for an absence of professionalism. Colgan, as a company, was unprofessional in their treatment of first year pilots. The crew themselves acted unprofessionally in their latent acceptance of accumulating red flags pre-crash.

I will maintain and expand my own professionalism in these 2 ways-

1. By always learning. A good pilot is always learning. Even once I am established in my field and my individual job, I will always ensure I am operating with maximum awareness of my aircraft, conditions, and all related factors.  This looks like consulting with mentors, listening and talking to my peers in the field, studying, researching, and keeping tabs on developments that may affect my work and my performance.

2. Staying committed to safety. This means following checklists, adhering to safety standards, etc. The future of the entire industry, not just the regionals, is dependant on our collective dedication to the safety of the flying public. A commitment to safety is integral to professionalism in aviation.


References

Withrow, S., & Azam, M. (2017, April 19). The Pull of the Pilot Shortage. Retrieved January 18, 2018, from https://lift.erau.edu/pilot-shortage/
Fortune. Small Airports Could Soon Be Doomed Thanks to America’s Growing Pilot Shortage. (n.d.). Retrieved January 18, 2018, from http://fortune.com/2017/10/16/pilot-shortage-airports-tickets-flights/

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