Succession Planning for Pilots

Pilots are ultimately responsible for cargo, which can be people.

Airlines are very careful about the competence and capabilities of their pilots because pilots are responsible for the safety of hundreds of lives on any given flight. Some airlines require their pilots to retire as early as 60 to avoid age-related impairments, such as vision degradation. Consequently, open positions with tremendous responsibilities result from senior pilots' retirement.

Training

Before older pilots retire, the airline or the private jet owners can implement flight simulation training for junior pilots by sharing resources with partner airlines or renting facilities. The sooner junior pilots begin training for worst-case scenarios, the more practice they will have before they take over.

Identifying Potentials

Hiring managers and airline corporate executives should implement a policy that allows managers to constantly review performance appraisals to identify potential candidates for succession. Retiring pilots and senior executives can recommend junior pilots that can fill their positions. Or, managers can follow a success factor analysis by examining pilots' characteristics and job performance regularly.

Apprenticeship

It's not uncommon for larger airlines to place junior pilots with senior pilots on flights. In this copilot role, junior pilots learn directly from senior pilots in a working environment. On shorter flights, the teacher can turn control over to the junior pilot and serve as his copilot to observe and provide feedback, which will prepare the junior pilot for longer flights on his own.

References

• "Effective Succession Planning: Ensuring Leadership Continuity and Building"; William J. Rothwell; 2005
• U.S. Department of Homeland Security: Final Report on the Regional Communications Interoperability Pilots

Resources

• State of New Jersey: New Jersey Maritime Pilot & Docking Commission