My, oh my, how the times have a’ changed.
I’ve been doing the airline gig now for almost 20 years, more than 16 of which was were the regionals. When I got my first job, it was the norm to have pilots pay for the own training. In my case, it was a check made out to the Comair Aviation Academy, for $10,995, plus another $2,000 in lodging and food during that training. To make things worse, I didn’t officially get hired until after I had passed thecheckride. Instead, I was in an aircraft-specific “training course.” This was a common practice for companies to work around prohibitions in union contracts that forbid—on paper—pay-for-training policies.
Once I got on line, I was making $16.79 an hour, with a 75-hour guarantee. My first full calendar year (1997) saw me make $14,605 dollars—which included a $7-an-hour raise for the final six weeks of the year—a net pay for the year of less than $1,000.
For years, first-year pay at the regionals was an embarrassment, and while the percentage increase in years two and three were substantial, it was still pretty lousy, especially if you were the lone bread winner. Today, the regionals are reaping what they (and their major airline partners [both management and pilots]) have sown: the long-awaited pilot shortage is finally here, and it’s hitting the bottom line. Flights are canceling, and airplanes are getting parked for a lack of crews.
The airlines are responding. Understand that the regionals can’t just raise pay for two reasons: Union contracts must be collectively bargained, and a regional gets its revenue from its major partners. Even if they have wanted to raise pay, they can’t do so until they get assurance from their major affiliates that they will be reimbursed for the added costs. Only when both of these provisions are met can pay raises be implemented.
Of late, the solution has been for regionals to offer some sort of bonus to new hires. This gets them around the collective bargaining issue, and it also allows them to dictate the terms of the bonus.
Loan repayments also are an option. For instance, Envoy offers both $5,000 and $10,000 bonuses, depending on whether or not you are coming from an affiliate flight school. However, the bonuses require the pilot to agree to a two-year commitment. Even Skywest, which took over Comair’s position as the regional of choice, is offering a $7,500 bonus. In fact, Skywest has recently been doing a lot of recruitment-by-mail, sending post cards to pilots on the FAA registry in the hopes that they might be interested in a job. They are casting such a wide net that they are even recruiting some of their own pilots!
The result of all of this has been a dramatic effect on first-year pay. According to ATP’s website, the average first year pay is now more than $30,000, and in a couple of cases, it approaches $40,000. It’s by no means a king’s ransom, but it’s a vast improvement over days gone by. There is still a long way to go to get pilot pay where it needs to be, especially considering how many pilots the industry needs to attract and convince to make the investment in a flying career over the next couple of decades.
But this is a start.—Chip Wright