QUOTE=BVT94;2064503]Here's a history lesson for you..JUNIOR...
Pay-For-Training:
Should You Pay To Play?
Reprinted for the
Airline Pilot Job Monthly, Oct 95
AIR, Inc. realizes that pay-for-training is a highly controversial subject among pilots. Therefore, our staff feels obligated to inform our readers of the pros and cons of these programs so that they can make individual decisions which they believe are best for themselves. Only with accurate information can this be accomplished. Our views expressed in this article do not imply that AIR, Inc. endorses or encourages pay-for-training.
Pay-for-training is a concept that emerged in the early '90s during the last recession when airlines were looking for ways to save money. Pay-for-training is where a pilot pays for his initial training when hired on with an airline. Many regionals and a few jet regional and national carriers make new-hire pilots pay for their initial training. The cost ranges from $7,000 to $16,000 depending on the type of training received.
Many new companies started or tried to start operations during that time period and decided that they could defer the high cost of training to the new-hire pilots. Furthermore, the regional airlines experienced tremendous growth during the recession as more and more of the larger affiliates relied on the smaller carriers to provide feeder service. As a result, regional pilot hiring soared and many regionals joined the pay-for-training bandwagon.
FlightSafety International (FSI) is the forerunner of pay-for-training and currently has the largest client base representing 16 regional, jet regional and national carriers. These include: Air Vegas, ASA, Business Express, Chautauqua, Chicago Express, Commutair, Continental Express, Downeast Flying Service, Executive Jet Aviation, Jetstream, Lonestar, Lynx Air Int'l, Mohalo Air, NW Express One, Paradise Island and
Valujet.
Of the 25 total airlines represented by FSI since '92, an average of 15 of these companies hired pilots thru FSI between 1992 and 1994. Through August of 1995, 9 FSI airlines have hired pilots. In 1992 FSI airlines hired 334 pilots, 583 in 1992, 553 in 1994 and through July 1995 - 643. By the end of 1992 FSI was screening and training new-hire pilots for 13 client companies. That list grew to 19 in 1993, to 24 in 1994 and so far in 1995 two additional carriers have joined FSI for a total of 26. During this 3 1/2 year period, six companies left FSI, two through bankruptcies and the remainder for various other reasons. Also, in 1994, Continental Express furloughed new-hire pilots before they completed their training. FSI was able to place all but two of those furloughed pilots with other client carriers and they have had a high success rate with placing other displaced pilots as well.
FSI requires a $300 evaluation fee. Applicants come in for testing, a simulator ride and an interview. If they pass this phase then the individual file is passed along to a client company providing the individual meets the minimum/competitive requirements. If the company wants to interview the applicant, they will invite him/her in. If selected, the candidate returns to FSI for training at which time payment is due and runs from $7,000 to $9,000.
Comair selects most of its new hire pilots from the Flight Academy's Airline Qualification Program (AQP). The academy charges $300 for a 2-day screening. If selected, applicants go into a pool awaiting a call for an interview. If interviewed and selected by Comair, then the candidate returns to the academy for training paying approximately $11,000. The Academy reports that 100% of the pilots completing the AQP program are placed with Comair. The Academy also completes initial screenings for Great Lakes.
Other programs operate similarly, but other than FSI and Comair, most do not guarantee a job and candidates must complete a full training course before they are considered for employment. This can leave them having paid up to $15,000 for a type rating course and at the end only get an interview, but not the job.
Training contracts are different from up-front payment plans in that they are designed to motivate new hire pilots to stay with a carrier for a specified period of time. The pilot only pays should he/she leave before the designated contract end date. Most contracts last for one to two years and the value of the contract declines with each month the pilot remains on the line.[/QUOTE]
Don't waste your time trying to reason with an idiot, he is just bitter because he was rejected by SWA. He's actually to stupid to understand what PFT is yet he keeps blabbing about it. He is sad and pathetic.