Pilot Careers Aspiration Study

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1 Pilot Careers Aspiration Study Prof. Kent Lovelace, UND Dr. Becky Lutte, UNO Dr. Elizabeth Bjerke, UND Copyright by Authors

2 Purpose of the study Analyze the career aspirations of college aviation students/recent graduates with a focus on if and how the FOQ regulation has impacted their career decisions compared to a previous study completed in 2013 when the new regulations were being proposed. Examine what motivates a young person to pursue a flying career at a given airline over another airline Copyright by Authors

3 Survey Participants started the survey 1160 completed 62 different education/training institutions started the survey 820 completed 49 different education/training institutions Copyright by Authors

4 Survey Participants 2013 Demographics Gender Male 89% Female 11% Mean Age 24.4 years Mean Flight Time hours CFIs 24.8% 2015 Demographics Gender Male 91 % Female 9% Mean Age 23.3 Mean Flight Time CFIs 24.7% Copyright by Authors

5 Survey Participants % % Freshman freshman Sophomore Sophomore Junior Junior Senior Graduate % Senior Graduate % Recent Grad. Recent Grad. Does Not Apply Does Not Apply Copyright by Authors

6 Survey Comparison Preliminary Results Copyright by Authors

7 Original Career Goal 2013(n=1328) 2015 (n=801) Airline Pilot 67% Airline Pilot 69% Aerial Application 3% Aerial Application 1% Air Taxi 4% Air Taxi 3% Corporate Pilot 14% Corporate Pilot 11% Military Pilot 12% Military Pilot 11% CFI 1% CFI 1% Other Other 6% Copyright by Authors

8 Long Term Career Goal 2013 (n=1419) 2015 (n=797) Airline Pilot 54% Airline Pilot 60% Aerial Application 2% Aerial Application 1% Air Taxi 5% Air Taxi 3% Corporate 19% Corporate 17% Military 5% Military 5% CFI 2% CFI 2% Other 13% Other 12% Copyright by Authors

9 Impact of the FOQ Rule % (n=1428) Still plan airline Career 8% 42% Think twice about airline career 33% No Longer Plan to fly for the Airlines due to the rule Never planned to fly for an airline Copyright by Authors

10 Impact of the FOQ Rule % (n=801) Still plan airline Career 8% 28% 48% Think twice about airline career No Longer Plan to fly for the Airlines due to the rule Never planned to fly for an airline Copyright by Authors

11 Qualitative Themes: Why have career aspirations changed? (391 comments) FOQ Rule (126) Higher required hours Costs associated with training/building time (79) ATP CTP Financial considerations (57) Pay vs. cost of career preparation Exposure to other aviation related careers (51) Life style (37) Job conflicts with family life Concerns over job stability (9) Copyright by Authors

12 If the flight time qualifications required for first officers are lower in another country, how likely would you consider relocation to that country to take a flight position sooner than you would be eligible in the US? 2013 (n=1340) 2015 (n=778) 35.00% 30.00% 25.00% Very Unlikely Unlikely 35.00% 30.00% 25.00% Very Unlikely Unlikely 20.00% 15.00% 10.00% 5.00% Undecided Likely Very Likely 20.00% 15.00% 10.00% 5.00% Undecide d Likely Very Likely 0.00% 0.00% Copyright by Authors

13 If you were offered starting pay at $10,000+/month for a non- US carrier how likely would you consider an entry level flying position at a non-us airline if it required relocation to another country? (n=778) 60.00% 50.00% 40.00% 30.00% 20.00% Very Unlikely Unlikely Undecided Likely Very Likely 10.00% 0.00% Copyright by Authors

14 What will most influence your decision when selecting a regional airline to apply to for a pilot position? Select the top three N= Salary Base Location Upgrade Time Pathway to a Major N=793 Equipment Pilot Pathway at Univ. Not Applying Hiring Bonus Copyright by Authors

15 $5,000 Bonus Vs. $10,000 Bonus $5,000 (n=788) Median for those willing to commit =1.505 years $10,000 (n=787) Median for those willing to commit = years 1 year 1 year 2 Years 2 Years 3 Years 3 Years 4 Years 4 Years Would not sign Would not sign How long would you be willing to guarantee employment? How long would you be willing to guarantee employment? Copyright by Authors

16 Guaranteed Interview vs. Seniority Number with a Major Airline Guaranteed Interview at a major by the regional carrier (n=789) Median for those willing to commit = 2.43 years A seniority number at a major by the regional carrier (n=788) Median for those willing to commit = years 1 year 1 year 2 Years 2 Years 3 Years 3 Years 4 Years 4 Years Would not sign Would not sign How long would you be willing to guarantee employment? How long would you be willing to guarantee employment? Copyright by Authors

17 What is the single most effective action that regional airlines can take to recruit you as a pilot? Top 9 Responses Better Pay (303) Financial support (77) Fast Upgrade (47) Treat people well (47) Path to Major (43) Location of bases (41) University pathway (41) Campus visits (38) Change ATP rules (34) Schedules (34) Copyright by Authors

18 Single most effective open response categories Better pay (303): specific to salary Financial support (77): included comments such as pay off debt/loans, pay for hours, pay for ATP, etc. Quality of life categories: Treat us well (43) Schedules (34) Benefits (25) Location of bases (25) Path to Major (43): included seniority number, guaranteed interview Campus visits (38): included comments such as students wanting the airline to sell them on why they should choose that particular airline, come to campus and present University Pathway (41): pipeline program with regional Copyright by Authors

19 Single most effective action that regional airlines can take to recruit you as a pilot. Example student comments Many on pay/financial assistance A salary that I can use to both live off of and pay back loans at the same time. Provide a pay incentive that covers reasonable living expenses and justifies the extreme costs associated with pilot training. Pay for hours, ATP, student loans, etc. (financial support category examples) Pathway to a major Some regional airlines have gateway programs with Universities, these are hard to overlook due to their incentives for continuing to bigger airlines. Quality of Life: The most effective action a regional airline can recruit me with is having a location that I like with a good work environment and is likely to help me move to a major airline. Treat us how we would like to be treated. A valuable employee and not a number. Copyright by Authors

20 Single most effective action that regional airlines can take to recruit you as a pilot. Example student comments Woo us: sell your airline at campus visits Presentation, presentation, presentation. They really need to work on selling it to people By forming personal relationships at the college level. sell me on their whole airline Convince me that a career at the regional is worth all the time and money involved in getting to that stage. ATP CTP Regional airlines could provide the ATP-CTP course as part of their new-hire training programs. It's just not feasible for students who have paid tuition and flight fees to also pay for an additional training course out of pocket. Higher pay, lower required hours.warm WEATHER. Copyright by Authors

21 Conclusions No significant change in airline career aspirations since 2013 No large increases in those aspiring for a long term career as an airline pilot. 8% of respondents no longer plan to fly for an airline or are thinking twice about flying for an airline (28%) due to rule change Large numbers of aspiring pilots willing to fly overseas Salary, quality of life factors, upgrade time and defined career paths that lead to hiring at a major airline identified as most influential to attract new pilots Copyright by Authors

22 Thank You Kent Lovelace: Becky Lutte: Copyright by Authors

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