Psychologists for GF FOs and Cadets
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Psychologists for GF FOs and Cadets
GULF AIR TO LEAD INDUSTRY IN PILOT EVALUATION AND SELECTION
Gulf Air, flagship carrier of Abu Dhabi, Bahrain, Oman and Qatar, has become the first airline in the Middle East to implement the evaluation of non-technical abilities as an essential part of their pilot selection procedures.
As well as being expected to reach the highest standards of technical ability, all Gulf Air First Officers, pilot recruits and cadets will now be subject to an assessment by qualified aviation psychologists, in order to confirm that they possess the personality characteristics and operational attitudes appropriate for an airline pilot. These checks are intended to ensure good progress in flight training, and are linked to a broader programme within the company to promote Crew Resource Management (CRM) principles as a further means to improve safety and proficiency.
Gulf Air's new pilot evaluation procedures are the result of nearly 12 months development. The procedures have been specially designed in conjunction with the Aviation and Space Psychology Department of the German Aerospace Centre (DLR), one of the world's leading independent organisations involved in the selection of operational aviation personnel.
Captain Peter Weiss, Gulf Air's Vice-President Operations, who masterminded the development of the new procedure, commented:
"In close collaboration with the DLR, Gulf Air has designed and implemented a system of pilot evaluation and selection for flight training that is comparable to those adopted by any of the most forward thinking international airlines.
"As well as helping to reduce failure rates during initial training, resulting in significant cost savings, this is one of the single most effective methods of developing top quality pilots."
Some major Western carriers, as well as other leading airlines, have already adopted similar systematic pilot selection procedures and have benefited from lower rates of failure during flight training.
Gulf Air's working agreement with DLR, which has 50 years experience in aviation and space psychology and is responsible for the selection of all German airline pilots, as well as astronauts for the European Space Agency, will eventually have far reaching implications for Gulf Air, Captain Weiss added:
"All pilots, cabin crew, ground staff and air traffic control personnel work in a challenging environment. As part of the new CRM programme, the principles of assessment and training currently being adopted for pilots will be expanded to apply to other personnel. The aim is to help all our staff to be better equipped to operate in high pressure and often critical situations," he said.
In the first 12 months of the new selection programme, approximately 180 pilots will be assessed. The procedures employed will depend upon their entry level or current position in the company, and last between one and three days:
'Ab initio' applicants (with no previous aviation experience) undergo the full selection process, involving interviews, questionnaires, and psychomotor apparatus tests, while direct-entry pilots undergo concise versions of the aptitude and personality assessment, before interview, in addition to a simulator assessment.
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Reaction for GF072 perhaps?
Gulf Air, flagship carrier of Abu Dhabi, Bahrain, Oman and Qatar, has become the first airline in the Middle East to implement the evaluation of non-technical abilities as an essential part of their pilot selection procedures.
As well as being expected to reach the highest standards of technical ability, all Gulf Air First Officers, pilot recruits and cadets will now be subject to an assessment by qualified aviation psychologists, in order to confirm that they possess the personality characteristics and operational attitudes appropriate for an airline pilot. These checks are intended to ensure good progress in flight training, and are linked to a broader programme within the company to promote Crew Resource Management (CRM) principles as a further means to improve safety and proficiency.
Gulf Air's new pilot evaluation procedures are the result of nearly 12 months development. The procedures have been specially designed in conjunction with the Aviation and Space Psychology Department of the German Aerospace Centre (DLR), one of the world's leading independent organisations involved in the selection of operational aviation personnel.
Captain Peter Weiss, Gulf Air's Vice-President Operations, who masterminded the development of the new procedure, commented:
"In close collaboration with the DLR, Gulf Air has designed and implemented a system of pilot evaluation and selection for flight training that is comparable to those adopted by any of the most forward thinking international airlines.
"As well as helping to reduce failure rates during initial training, resulting in significant cost savings, this is one of the single most effective methods of developing top quality pilots."
Some major Western carriers, as well as other leading airlines, have already adopted similar systematic pilot selection procedures and have benefited from lower rates of failure during flight training.
Gulf Air's working agreement with DLR, which has 50 years experience in aviation and space psychology and is responsible for the selection of all German airline pilots, as well as astronauts for the European Space Agency, will eventually have far reaching implications for Gulf Air, Captain Weiss added:
"All pilots, cabin crew, ground staff and air traffic control personnel work in a challenging environment. As part of the new CRM programme, the principles of assessment and training currently being adopted for pilots will be expanded to apply to other personnel. The aim is to help all our staff to be better equipped to operate in high pressure and often critical situations," he said.
In the first 12 months of the new selection programme, approximately 180 pilots will be assessed. The procedures employed will depend upon their entry level or current position in the company, and last between one and three days:
'Ab initio' applicants (with no previous aviation experience) undergo the full selection process, involving interviews, questionnaires, and psychomotor apparatus tests, while direct-entry pilots undergo concise versions of the aptitude and personality assessment, before interview, in addition to a simulator assessment.
-End-
Reaction for GF072 perhaps?
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I think EK have a "strait" one for all whacko test where as GF have got the DLR who are supposedly "experts" in aeronautical whacko tests. The question is how much input and reliability have these tests got in deciding if you can poke a tube of aluminim around the sky?
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Seems the problem re. the DLR testing in GF is that of belling the cat. Apparently, the seniors want the testing to begin with the juniors, and vice-versa.
The changes in seniority rules will compound the matter.
On the other hand, after the testing by DLR, on the lines of Lufthansa, is there hope that one day GF pilots will go on strike ?
The changes in seniority rules will compound the matter.
On the other hand, after the testing by DLR, on the lines of Lufthansa, is there hope that one day GF pilots will go on strike ?
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.........so much for the space psycology deptt of the DLR.
One can understand these tests for fresh recruits with no aviation experience , but i'm told they recently told of a Capt with over 20 years experience and a accident free record that he should have never been a pilot-now thats a bit far fetched. Don't you think!!
One thought Lufthansa consultancy had been hired to help Gulf Air regain it's past glory and attract the fare paying public -but these guys seem to be wasting everybody's time.
One can understand these tests for fresh recruits with no aviation experience , but i'm told they recently told of a Capt with over 20 years experience and a accident free record that he should have never been a pilot-now thats a bit far fetched. Don't you think!!
One thought Lufthansa consultancy had been hired to help Gulf Air regain it's past glory and attract the fare paying public -but these guys seem to be wasting everybody's time.
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What can you do about it ?
I agree that Airlines use psychometric test to screen their candidates, but these test need to be done in a serene manner.
To be credible, the candidate needs to be debriefed about the results of the test, in writing.
After all flying an A 320 for company A, B or C does not change the fact, that, the job basically remains the same.
I can not see any reason why, a candidate that has flown the A 320 successfully for many years, would suddenly be inapt for psychological reasons ?
The aforementioned test are not exact science, if you put three psychiatrist around the table, and you can be sure they will never reach an agreement.
The best environment to test a pilot, is the simulator environment, not only do you asses the piloting and technical skills of the candidate,but also his personality traits.
Combined with elaborated intelligence test and psychometric test, you should be able to come to a fair assessment.
Maybe these test should be done by the CAA as part of your ATPL, in the end, it's the CAA that issues your licence, NOT the airline you work for.
The process of hiring a pilot would then only concentrate on the question, does this pilot fit in our organisation or not ?
The current situation may put question marks behind the fact, should this pilot be entitled to a licence or not.
A responsibility of the CAA and not the Airline.
Making these test accessible at an early stage to people who want to become a pilot, might be a good thing to start with.
After all, the same principle applies when you want to get into university.
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Smooth Trimmer
I agree that Airlines use psychometric test to screen their candidates, but these test need to be done in a serene manner.
To be credible, the candidate needs to be debriefed about the results of the test, in writing.
After all flying an A 320 for company A, B or C does not change the fact, that, the job basically remains the same.
I can not see any reason why, a candidate that has flown the A 320 successfully for many years, would suddenly be inapt for psychological reasons ?
The aforementioned test are not exact science, if you put three psychiatrist around the table, and you can be sure they will never reach an agreement.
The best environment to test a pilot, is the simulator environment, not only do you asses the piloting and technical skills of the candidate,but also his personality traits.
Combined with elaborated intelligence test and psychometric test, you should be able to come to a fair assessment.
Maybe these test should be done by the CAA as part of your ATPL, in the end, it's the CAA that issues your licence, NOT the airline you work for.
The process of hiring a pilot would then only concentrate on the question, does this pilot fit in our organisation or not ?
The current situation may put question marks behind the fact, should this pilot be entitled to a licence or not.
A responsibility of the CAA and not the Airline.
Making these test accessible at an early stage to people who want to become a pilot, might be a good thing to start with.
After all, the same principle applies when you want to get into university.
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Smooth Trimmer
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One must agree that if you knew a pilot personally and then was told he failed his phsyco test,with your observation of his attitudes and complacency,you are prone to believe the test is quite accurate in pin pointing the same in that individual !!!!
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Ansett had the dreaded psych test in the old days and TAA didn't. Both airlines employed the odd pilot you wouldn't allow to clean the aircraft,let alone fly it! Total waste of time IMHO. However,in this day and age with "parker pen" log books,computerised licences and scanners, I guess you have to establish some form of bottom line for recruiting.
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It sounds like pure politics to me - Nothing more.
Fair enough - testing new applicants before recruitment could serve some practical purposes, if only to ensure that cadets are more accurate clones of eachother, and will fit into the company's mould.
Testing experienced pilots though? If the head-shrinker with his degree in psycho-voodoo thought a skipper with 20 years experience to be unsuitable for the job, what are they going to do about it? Not a lot, I'd guess, and I'd bet my life savings on that (Presently standing at about -£8000)
Pie
Fair enough - testing new applicants before recruitment could serve some practical purposes, if only to ensure that cadets are more accurate clones of eachother, and will fit into the company's mould.
Testing experienced pilots though? If the head-shrinker with his degree in psycho-voodoo thought a skipper with 20 years experience to be unsuitable for the job, what are they going to do about it? Not a lot, I'd guess, and I'd bet my life savings on that (Presently standing at about -£8000)
Pie
