Selling A Culture Continued from page 13 Paul Capistrant Assistant Chief Pilot, Flight Operations Department, Solairus Aviation, Petaluma, California Petaluma, California-based Solairus Aviation is a major business aircraft management firm, employ- ing 400 pilots out of a total staff of 600. The company currently has over 150 aircraft at 40 locations under management, of which 40 percent are operated under its Part 135 charter certificate. Paul Capistrant, the com- pany’s Assistant Chief Pilot, Flight Operations Department, noted that Solairus Aviation tends to draw experienced pilots, a group in which the shortage has not had the impact it has on airlines seeking pilots for entry level positions. But, he added that the competition for experienced pilots will get even keener as demand increases. “We understand that an increas- ing number of pilots are interested in working for a specific company for reasons other than a job with pay,” he said. “While pay is important, today more pilots are increasingly selective with respect to quality of life issues and are much more concerned with work/life balance.” For instance, Capistrant explained, because every operation is unique, pilot applicants want to know about the typical schedule they would fly, how long they would be away from home and what kind of advanced notice they will get to fly trips. “Since hiring has become more competitive, pilots now have more leverage with respect to those questions.” Aviation Business Journal | 4th Quarter 2018 Today, in business aviation, said Capistrant, there are two types of operations—business flight operations that offer careers, and those opera- tors where the pilot will gain experi- ence and then move on to something perceived to be better. “The key to offering a position that the pilot sees as long-term is the ability to provide a salary on which a family can be supported, along with benefits such as a health insurance package, or a 401K plan,” Capistrant stressed. “But just as important to many is the company culture, and the key to that is ‘an environment of effective communication’ espe- cially among lead pilots, the aircraft owners, as well as the company’s management. It is vital that commu- nication exists among those groups, so that any issues that come up can be addressed sooner, rather than later.” He added that with attracting the next generation of pilots—whether a Part 135 or Part 91 operation—it is important that the industry provide positive examples of where a career in the field could lead. “It really starts with the colleges,” he said. “However, unlike the airlines which are aggres- sively recruiting at the college level, there are not too many people rep- resenting charter and management companies doing that. It is mainly because, for a charter operation, you’re talking about experienced pilots. That removes an opportunity to recruit on college campuses since the newly-graduated pilot does not have the experience necessary to fly charter.” Mentoring, said Capistrant, is very important. “You can mentor a (new-hire) pilot to help them move from the right to the left seat and to encourage them to take on extra projects, such as safety management,” he said. “Then, identify those indi- viduals who will want to participate in the company beyond just being a pilot and allow opportunities for that kind of participation to be available. When doing that, you create a sense of ownership.” Capistrant also pointed out that operators need to establish a proac- tive and transparent succession plan- ning process, focused on filling slots as people leave or retire. “Maybe what we should do is develop apprentice- ship programs so pilots can be moved along, with the idea that at some point they will assume more respon- sible positions with the company. We need to show them that a career with a specific company is more than just the next type rating.” Todd Duncan Chairman, Duncan Aviation, Lincoln, Nebraska With just over 2,300 team mem- bers, three major maintenance repair and overhaul (MRO) facilities, plus another 26 engine and avionics technical support locations, Duncan Aviation is the largest independently- owned MRO organization in the U.S. catering exclusively to busi- ness jet operators. Based in Lincoln, Nebraska, the company, according to its Chairman Todd Duncan, offers a full line of airframe maintenance and modifications, heavy engine overhauls, component repair, paint and interior work on any size busi- ness jet, from the smallest Learjets Continued on page 16 15
