Tuesday, March 11, 2008
Question:
I was recently "terminated" from a training program as a street captain with a regional airline. Due to, "lack of progression in pilot training". My background is all Part 91/135 co-pilot experience. I also recieved an "unsat" on the oral and what was otherwise a perfect training record. (I was told this will be on a PRIA report.) As of today I recieved an interview opportunity with [another airline] and a Part 135 company. (great news)
My question is...how do I present this to a potential employer? I have no violations or suspensions. My driving record is clear.
This regional airline made it sound like my career is over. Is it? Looking forward to hearing from you
Answer:
Of course your career is not over! If I had a nickel for every pilot I know that has failed training and continued on with a successful career I would be a rich woman!
You aren’t the first to fail training, nor will you be the last. Sure, it’s a blow to the ego…but certainly not a career buster.
Having said that, there is an appropriate way to approach the issue with your interviewers. Take responsibility and be accountable – it is after all YOUR bust. That bust resulted in termination of employment. The term “lack of progression” is a common catch-phrase for the cause of termination. It can also be an indicator that the employee poses a potential problem with skill level (particularly if it is associated with sim training.) In your case it appears – from what you have illustrated – that your bust occurred at the oral stage. Therefore my inclination is that the term was used as the typical “catch-all.”
So, when explaining the situation to an interviewer stick to the facts of what happened. You will want to illustrate what you have learned and most importantly - what you are doing to be sure this doesn’t repeat in the future. Quite simply, the interviewers want to know they aren't going to waste their training dollars on you for repeating the same mistakes. Be prepared – they are going to ask if you were afforded the opportunity of a re-take.
Yes, it will appear on your PRIA (Pilot Records Improvement Act.) If you were employed by an airline you must disclose where you worked. The new airline is required by law to request your training record from all places where you were employed as a pilot (PRIA.) You are also entitled to a copy of your training records - so at the same time you sign the release of those records to the new company also request a copy be sent directly to you. If you want to see your records before signing a release form and waiting for someone else to submit it you can visit the company and ask to review your training file. Your record is your record and you are entitled to view it. You may also call and request a copy be sent to you. They may charge you for this request, but it is worth it to know what exactly was written about you in your training file.
Good luck with your interviews!
Regards,
Lori Clark
I was recently "terminated" from a training program as a street captain with a regional airline. Due to, "lack of progression in pilot training". My background is all Part 91/135 co-pilot experience. I also recieved an "unsat" on the oral and what was otherwise a perfect training record. (I was told this will be on a PRIA report.) As of today I recieved an interview opportunity with [another airline] and a Part 135 company. (great news)
My question is...how do I present this to a potential employer? I have no violations or suspensions. My driving record is clear.
This regional airline made it sound like my career is over. Is it? Looking forward to hearing from you
Answer:
Of course your career is not over! If I had a nickel for every pilot I know that has failed training and continued on with a successful career I would be a rich woman!
You aren’t the first to fail training, nor will you be the last. Sure, it’s a blow to the ego…but certainly not a career buster.
Having said that, there is an appropriate way to approach the issue with your interviewers. Take responsibility and be accountable – it is after all YOUR bust. That bust resulted in termination of employment. The term “lack of progression” is a common catch-phrase for the cause of termination. It can also be an indicator that the employee poses a potential problem with skill level (particularly if it is associated with sim training.) In your case it appears – from what you have illustrated – that your bust occurred at the oral stage. Therefore my inclination is that the term was used as the typical “catch-all.”
So, when explaining the situation to an interviewer stick to the facts of what happened. You will want to illustrate what you have learned and most importantly - what you are doing to be sure this doesn’t repeat in the future. Quite simply, the interviewers want to know they aren't going to waste their training dollars on you for repeating the same mistakes. Be prepared – they are going to ask if you were afforded the opportunity of a re-take.
Yes, it will appear on your PRIA (Pilot Records Improvement Act.) If you were employed by an airline you must disclose where you worked. The new airline is required by law to request your training record from all places where you were employed as a pilot (PRIA.) You are also entitled to a copy of your training records - so at the same time you sign the release of those records to the new company also request a copy be sent directly to you. If you want to see your records before signing a release form and waiting for someone else to submit it you can visit the company and ask to review your training file. Your record is your record and you are entitled to view it. You may also call and request a copy be sent to you. They may charge you for this request, but it is worth it to know what exactly was written about you in your training file.
Good luck with your interviews!
Regards,
Lori Clark
Felony convictions regarding professional pilots
Question:
Lori,
I read your reply to the wife who's husband had a burglary record three years ago. My case is different. When I was 19 back in 1976 I was convicted of delivery of cannabis ( 2 counts). I plead guilty to one count and they dropped the other. It was like 2 ten ounce bags, (was getting it for a friend, STUPID) back then it was anything over seven ounces was a felony. Today it would be a misdemeanor. My record has been clean since and I think I am of good character. I don't think I fall under CFR 14. What do you think? Should I just be straightforward with them up front and see what they say, or hope that the record is so old (32 years) that they won't pay any attention to it. This is a stupid thing I did as a kid and I hope it won't kill my dream. Hope you answer. Thank you!!!!
Answer:
Your conviction may show up on your record, in which case I would recommend ordering your own background check to see what is there. If it is listed you must disclose it to the airline and of course be prepared to discuss it in your interview.
BUT, with regard to your specific question about disqualification it doesn’t appear to be a disqualifier. Note* My determination is based on the date of the conviction, not the charge. The charge you stated “delivery of cannabis” doesn’t appear to be the actual charge – perhaps drug trafficking or distribution?
It appears to me that this conviction is not a factor with regard to the 28 disqualifying offenses. In paragraph two of 14 CFR 107.31 it specifically states the conviction must be on or after 12/6/1991 AND subparagraph (d) further illustrates it must be within 10 years of your SIDA application to be a disqualifier.
Long and short: in my opinion it is not a disqualifier for obtaining unescorted access authority for a SIDA badge. That doesn’t mean that you won’t have to disclose the event as it still may appear on your FBI background check, just that it isn’t a show stopper for you.
14CFR107.31 excerpt
2) When a CHRC discloses a disqualifying criminal offense for which the conviction or finding of not guilty by reason of insanity was on or after December 6, 1991, the airport operator must immediately suspend that individual's authority.
(d) Disqualifying criminal offenses. An individual has a disqualifying criminal offense if the individual has been convicted, or found not guilty of by reason of insanity, of any of the disqualifying crimes listed in this paragraph in any jurisdiction during the 10 years before the date of the individual's application for unescorted access authority, or while the individual has unescorted access authority.
Visit:www.access.gpo.gov for more information and the complete CFR.
Regards,
Lori Clark
Lori,
I read your reply to the wife who's husband had a burglary record three years ago. My case is different. When I was 19 back in 1976 I was convicted of delivery of cannabis ( 2 counts). I plead guilty to one count and they dropped the other. It was like 2 ten ounce bags, (was getting it for a friend, STUPID) back then it was anything over seven ounces was a felony. Today it would be a misdemeanor. My record has been clean since and I think I am of good character. I don't think I fall under CFR 14. What do you think? Should I just be straightforward with them up front and see what they say, or hope that the record is so old (32 years) that they won't pay any attention to it. This is a stupid thing I did as a kid and I hope it won't kill my dream. Hope you answer. Thank you!!!!
Answer:
Your conviction may show up on your record, in which case I would recommend ordering your own background check to see what is there. If it is listed you must disclose it to the airline and of course be prepared to discuss it in your interview.
BUT, with regard to your specific question about disqualification it doesn’t appear to be a disqualifier. Note* My determination is based on the date of the conviction, not the charge. The charge you stated “delivery of cannabis” doesn’t appear to be the actual charge – perhaps drug trafficking or distribution?
It appears to me that this conviction is not a factor with regard to the 28 disqualifying offenses. In paragraph two of 14 CFR 107.31 it specifically states the conviction must be on or after 12/6/1991 AND subparagraph (d) further illustrates it must be within 10 years of your SIDA application to be a disqualifier.
Long and short: in my opinion it is not a disqualifier for obtaining unescorted access authority for a SIDA badge. That doesn’t mean that you won’t have to disclose the event as it still may appear on your FBI background check, just that it isn’t a show stopper for you.
14CFR107.31 excerpt
2) When a CHRC discloses a disqualifying criminal offense for which the conviction or finding of not guilty by reason of insanity was on or after December 6, 1991, the airport operator must immediately suspend that individual's authority.
(d) Disqualifying criminal offenses. An individual has a disqualifying criminal offense if the individual has been convicted, or found not guilty of by reason of insanity, of any of the disqualifying crimes listed in this paragraph in any jurisdiction during the 10 years before the date of the individual's application for unescorted access authority, or while the individual has unescorted access authority.
Visit:www.access.gpo.gov for more information and the complete CFR.
Regards,
Lori Clark
Friday, March 7, 2008
Driving records
Question:
Hi Lori,
I am in the process of applying to airlines on airline apps. The question that comes up is about my driving record. I am more than willing to be completely honest about my record but I really can't because I don't have any recollection about when I received speeding tickets and one for failure to yield. I don't remember dates or even years for that matter.
So my question is what record will the employers receive and how do I get my hands on that report and is there some organization that I can pay to research the same stuff that the airlines will research and just see what comes up. Can I just pay the same company for the same data that the airlines will receive?
Again I am more that willing to be honest but exact dates! I can't remember what I had for breakfast this morning.
Thank you
Answer:
Not remembering dates, believe it or not, is not an excuse. So, request your driving record from the Dept. of Motor Vehicles from each state where you lived and/or were licensed. If nothing appears then make an educated guess as to when the ticket was issued.
The airlines cannot request a copy of your state driving record on their own - this is why they ask you to bring it with to the interview. So what an airline sees on your state driving record is what you provide. Not all airlines will request to see your driving record.
Although the rule of thumb is that the driving record shows five years of history, each state has a different set of rules. Some will "drop" violations from your record in a given amount of time and others do not. It is completely up to the state's chief driving official.
However, airlines are required by the PRIA to request the NDR (National Driver Register) and will do so via a release signed by you.
Reporting to the NDR is voluntary by the state and not all states report. What is reported to the NDR is egregious behavior - not your simple speeding ticket.
According to the NDR what is reported is: "...information about drivers who have had their licenses revoked or suspended, or who have been convicted of serious traffic violations such as driving while impaired by alcohol or drugs. State motor vehicle agencies provide NDR with the names of individuals who have lost their privilege or who have been convicted of a serious traffic violation."
For more information on the NDR visit: The National Highway Traffic Safety Administration.
Hope this helps!
Regards,
Lori Clark
Hi Lori,
I am in the process of applying to airlines on airline apps. The question that comes up is about my driving record. I am more than willing to be completely honest about my record but I really can't because I don't have any recollection about when I received speeding tickets and one for failure to yield. I don't remember dates or even years for that matter.
So my question is what record will the employers receive and how do I get my hands on that report and is there some organization that I can pay to research the same stuff that the airlines will research and just see what comes up. Can I just pay the same company for the same data that the airlines will receive?
Again I am more that willing to be honest but exact dates! I can't remember what I had for breakfast this morning.
Thank you
Answer:
Not remembering dates, believe it or not, is not an excuse. So, request your driving record from the Dept. of Motor Vehicles from each state where you lived and/or were licensed. If nothing appears then make an educated guess as to when the ticket was issued.
The airlines cannot request a copy of your state driving record on their own - this is why they ask you to bring it with to the interview. So what an airline sees on your state driving record is what you provide. Not all airlines will request to see your driving record.
Although the rule of thumb is that the driving record shows five years of history, each state has a different set of rules. Some will "drop" violations from your record in a given amount of time and others do not. It is completely up to the state's chief driving official.
However, airlines are required by the PRIA to request the NDR (National Driver Register) and will do so via a release signed by you.
Reporting to the NDR is voluntary by the state and not all states report. What is reported to the NDR is egregious behavior - not your simple speeding ticket.
According to the NDR what is reported is: "...information about drivers who have had their licenses revoked or suspended, or who have been convicted of serious traffic violations such as driving while impaired by alcohol or drugs. State motor vehicle agencies provide NDR with the names of individuals who have lost their privilege or who have been convicted of a serious traffic violation."
For more information on the NDR visit: The National Highway Traffic Safety Administration.
Hope this helps!
Regards,
Lori Clark
Sunday, March 2, 2008
Presentation Vs Job Performance In An Interview
Recently Michael Homula, of Bearing Fruit Consulting, read my article "In An Interview, What Message Is Your Body Language Sending?" and responded with an insightful post on his blog regarding common practice, and common mistakes, performed by interviewers far and wide. Here is the link if you are interested in reading his post. In his post, he asserts that the best employees are more focused on result oriented job performance, therefore often do not perform well in an interview and that interviewers are more concerned with interview performance than actual job competence.
I completely agree with Michael’s assessment of many human resource departments and their representatives who conduct interviews. It is unfortunate that interviewers fall back on a primal perception of a candidate rather than to evaluate actual job performance and the ability to perform in a new workplace.
Why does this happen? We can formulate as many assumptions are there are people in this world, but the sad fact of the matter is interviewers relying on perception is actually commonplace.
My opinion as to why this occurs in an interview is twofold.
First, it has been only in recent years that the Human Resources department is becoming recognized and valued as a viable contributing entity to an organization. Historically, HR has been the department where employees were dispensed when employers had no idea where else to assign them. Many HR departments were, and in many cases still are, comprised of “friends” of top executives. Some of these folks may very well be qualified for the position they hold, but in many cases, they may not be qualified. If the unqualified superior possesses any insecurities regarding their own position they are subject to hiring people into the department who will not “show them up” and thus not hold the requisite skills or training for the department. This unfortunately results with a trickle down of under qualified subordinates who lack proper insight to a behavioral based interview evaluation. Again, historically the Human Resources department was considered an inconsequential entity to the entire organization and a relatively safe department to employ friends. Thankfully, the notion of unimportance for this department, and vocational field, is changing.
Second, I believe there is a lack of training for the people conducting interviews. Particularly in aviation, I have witnessed a widespread lack of training for those HR representatives (and pilot interviewers) on proper interviewing methods, techniques and evaluation.
Not all interviews are unsuccessful at evaluating a candidate’s job performance and it is worth noting that it seems, albeit ever so slowly, recognizing the need for behavioral interview training for interviewers is on the rise in Corporate America.
In the aviation world, some airlines have implemented evaluation procedures that I believe are more in line with evaluating the pilot candidate’s viability accurately. FedEx, Southwest, Frontier and SkyWest airlines implement a section of their interview that physically places the candidate in a situation for them to resolve utilizing their piloting skills. Each airline has a different name for this section of the interview, often termed “SBI” (Situational Based Interview) or” LOI” (Line Oriented Interview.) This portion of the interview places the candidate in a paper mock-up of the airplane’s flight deck, complete with a First Officer and sometimes a jump-seater. The idea is to simulate an actual flight. Then a particular occurrence, or emergency, ensues and the candidate, acting as Captain of this mock flight, responds to the emergency. This is a role-play where each person acts out the scenario. In essence, the resolution process that the candidate executes shows the interviewers a piece of their potential job performance.
Personally, I believe this is one of the best forms of evaluation for an airline pilot candidate as it allows the candidate to demonstrate performance capability and gives the interviewer a more accurate picture of the candidate. It illustrates one of the most important factors of the skill of an airline pilot, which is how they handle an emergency or high-pressure situation in the air. Of course, this is not a complete picture of the candidate and a face-to-face interview is still necessary to determine company “fit.” This is where Michael and I agree – interviewers need training.
Although Michael and I agree with regard to interviewer training, it does not negate the fact that these instinctual fallbacks of evaluation still exist. Hence, I took to writing an article on how to recognize and conquer your own physical demeanor in an interview. Sadly, with current times and the slowly evolving HR world, we, as job candidates, are saddled with the responsibility of ensuring that the interviewers are not distracted with knee-jerk reactions to our personal presentation so that they may see our skills and performance capabilities.
Another important fact to remember is that some candidates have trouble communicating appropriate answers. People are human and rely on effective communication for better understanding of a candidate’s skill and potential job performance so without proper behavioral interview training of the interviewer and communication training for the candidate; the interview could be a bust for no good reason.
Regards,
Lori Clark
I completely agree with Michael’s assessment of many human resource departments and their representatives who conduct interviews. It is unfortunate that interviewers fall back on a primal perception of a candidate rather than to evaluate actual job performance and the ability to perform in a new workplace.
Why does this happen? We can formulate as many assumptions are there are people in this world, but the sad fact of the matter is interviewers relying on perception is actually commonplace.
My opinion as to why this occurs in an interview is twofold.
First, it has been only in recent years that the Human Resources department is becoming recognized and valued as a viable contributing entity to an organization. Historically, HR has been the department where employees were dispensed when employers had no idea where else to assign them. Many HR departments were, and in many cases still are, comprised of “friends” of top executives. Some of these folks may very well be qualified for the position they hold, but in many cases, they may not be qualified. If the unqualified superior possesses any insecurities regarding their own position they are subject to hiring people into the department who will not “show them up” and thus not hold the requisite skills or training for the department. This unfortunately results with a trickle down of under qualified subordinates who lack proper insight to a behavioral based interview evaluation. Again, historically the Human Resources department was considered an inconsequential entity to the entire organization and a relatively safe department to employ friends. Thankfully, the notion of unimportance for this department, and vocational field, is changing.
Second, I believe there is a lack of training for the people conducting interviews. Particularly in aviation, I have witnessed a widespread lack of training for those HR representatives (and pilot interviewers) on proper interviewing methods, techniques and evaluation.
Not all interviews are unsuccessful at evaluating a candidate’s job performance and it is worth noting that it seems, albeit ever so slowly, recognizing the need for behavioral interview training for interviewers is on the rise in Corporate America.
In the aviation world, some airlines have implemented evaluation procedures that I believe are more in line with evaluating the pilot candidate’s viability accurately. FedEx, Southwest, Frontier and SkyWest airlines implement a section of their interview that physically places the candidate in a situation for them to resolve utilizing their piloting skills. Each airline has a different name for this section of the interview, often termed “SBI” (Situational Based Interview) or” LOI” (Line Oriented Interview.) This portion of the interview places the candidate in a paper mock-up of the airplane’s flight deck, complete with a First Officer and sometimes a jump-seater. The idea is to simulate an actual flight. Then a particular occurrence, or emergency, ensues and the candidate, acting as Captain of this mock flight, responds to the emergency. This is a role-play where each person acts out the scenario. In essence, the resolution process that the candidate executes shows the interviewers a piece of their potential job performance.
Personally, I believe this is one of the best forms of evaluation for an airline pilot candidate as it allows the candidate to demonstrate performance capability and gives the interviewer a more accurate picture of the candidate. It illustrates one of the most important factors of the skill of an airline pilot, which is how they handle an emergency or high-pressure situation in the air. Of course, this is not a complete picture of the candidate and a face-to-face interview is still necessary to determine company “fit.” This is where Michael and I agree – interviewers need training.
Although Michael and I agree with regard to interviewer training, it does not negate the fact that these instinctual fallbacks of evaluation still exist. Hence, I took to writing an article on how to recognize and conquer your own physical demeanor in an interview. Sadly, with current times and the slowly evolving HR world, we, as job candidates, are saddled with the responsibility of ensuring that the interviewers are not distracted with knee-jerk reactions to our personal presentation so that they may see our skills and performance capabilities.
Another important fact to remember is that some candidates have trouble communicating appropriate answers. People are human and rely on effective communication for better understanding of a candidate’s skill and potential job performance so without proper behavioral interview training of the interviewer and communication training for the candidate; the interview could be a bust for no good reason.
Regards,
Lori Clark
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