And that, Kingpost, is where the nail has been hit firmly on the head, time and time again.
This Company has historically been saved from the brink by failing airlines over the years, just when it needed a large intake of new pilots. Now, however, might be a different story. If, as on a different thread running, the packages are getting better and better in the US, there is no reason why many will stay in EK, let alone join. My concern though, is rather than do the right things to retain and attract good pilots, the minimum will be done and rules and regulations altered. There is absolutely no way that aircraft will be allowed to be parked. SVP'S & DSVP's will not jeopardise their fat salaries for that so will bring in 'temp' measures to cope with the crisis. Sickness policy for cabin crew, no resignation accepted this month due to admin constraints, 30 days leave allocation. These are just some of the examples of a system that's barely trying to keep up, let alone plan for the future. We will see more of these policies and some, no doubt, will conveniently become permanent. This is based on previous history and, as far as I know, there has been no cultural change in senior management to suspect it will be otherwise.
My final concern is what this thread is all about. Unfortunately, because of all of the above, the type of person joining now is not what they were 10-15 years ago. Not worse, just different. Most are still very good operators and are keen with generally good handling skills from previous LC's. However, they often don't have the previous command time that many F/O's used to have and they don't have the overall experience. They come here with 2500 hours and spend the next 4 years being 'Emiratised'. They're exposed to an increasing number of demotivated captains, often creating a perception that the slightest rule deviation will result in disciplinary action or, worst still, dismissal. You only have to witness the content of some of our ACR's (Arse Covering Report's) to see this. Training for them is based on an assessment of their procedural compliance and knowledge rather than the practical application, using airmanship and resilience. These evaluations are increasingly being undertaken by inexperienced trainers themselves who do not have the confidence or experience to apply common sense. 60 trainers left last year on the Boeing alone, either voluntarily or were asked to go. After 4-5 years the F/O is now expected to breeze an interview in which the skills of airmanship, practical applications of SOP's and resilience are being tested. Is it hardly any surprise then that when we need 200 upgrades this year on the Boeing, 20 have already failed their interview and we're only just into February. Interview failure rate is well over double the normal 10%.
Of course, F/O's need to play their part too. Turning up to interviews late, dirty shirts, non standard uniforms, long hair, unprepared in knowledge. It hardly makes for a good first impression. The same impression when guys turn up for ground school refresher training unprepared and indifferent to having to be in the classroom.
Ultimately, it comes down to attitude. Whilst some F/O's are far from being at the standard they think they're at, the Company has the biggest burden and responsibility to retain and nurture a culture of high professional standards. They can't just verbalise it or print it in SAFA, that actually have to implement it. This starts at the recruiting stage which in turn, will be based on terms and conditions being offered. Offer a poor package, expect to get one in return.
From the sidelines, it's like watching a sports game unfold, never knowing what surprise will shock you next. The problem is, many of us have been watching this same game unfold for the last 15 years. I wonder how many will still be on the field when the final whistle blows!
Harry