On the whole topic of “assessments,” I think that Gulf Air needs to reassess its upgrade policy and how it will fit in with the introduction of Embraer Jets.
The recalled and updated versions of the January 2010 pilot newsletter are as vague and disturbing as they are poorly thought-out.
Gulf Air seems to be a unique industry example of pilots actually being penalized by seniority. Some of the most senior FO’s will be sent from the senior, wide-body fleet to the most junior narrow-body equipment for what looks to be at least 1½ years waiting period (in the case of Group B) before undergoing a command assessment on that type. I imagine that the First Officer will be presented a 2 or 3 year bond which will have a rather insulting standard preamble of
“WHEREAS- The Company and the Trainee both believe that it is mutually beneficial to each of them. . .” Furthermore, there is no outline of what happens then if the pilot were to not pass his command assessment. Would he be sentenced to serve out the bond on the Embraer until he becomes eligible for transfer to the A320 and then the wide-bodies in turn?
When I talk to colleagues at other airlines, they express some surprise at Gulf Air’s approach to upgrades. In the words of one colleague at a major European airline, “our airline interviews you as a future Captain. If you pass the job interview, they feel you are capable of becoming a Captain. The upgrade process then is purely a training issue.”
When other airlines introduce a new, “junior” type of aircraft to the fleet, do the upgrade and new type training all in one shot. Why does Gulf Air feel that this is such a unique problem? Could this just be a lack of confidence in the capabilities of the Company’s First Officers? Or is this what it is starting to feel like- a
hazing ritual to be indoctrinated as a Gulf Air Captain?
In summary, in some of the dark corners of Gulf Air there still is company loyalty amongst pilots. In these opening days of the year 2010, this loyalty is being severely tested by the Company.