JOB w/Coke in KFTY..

[Gumby]

At The Coca-Cola Company you can cultivate your career in a challenging and
dynamic environment. Our continuous growth and expansion has created a
demand for a Pilot -Captain for our aviation team based at Charlie Brown
Airport in Atlanta.

MINIMUM JOB REQUIREMENTS

Education
Four year college degree highly desirable.
Airline Transport Pilot license with multi-engine rating and type rated in
G-IV and/or G-V.
Possess a First Class FAA medical certificate.

Related Work Experience
· Previous experience as a Captain with domestic and
international flying.
· Current and qualified as a Pilot-in-Command in G-IV
and/or G-V aircraft.
· 5000 hours total flying time.
· 3000 hours turbojet aircraft time.
· 2000 hours Pilot-in-Command time.
· 1000 hours international flight time.

No aircraft accidents or incidents, or full explanation of circumstances.
No past or pending FAA violations or full explanation of circumstances.
Able to present for inspection all logbooks, licenses, and medical
certificate.

If you meet these requirements and are ready to become a member of the
Coca-Cola team, please email your resume to [email protected]. PLEASE
INCLUDE YOUR NAME, TOTAL FLIGHT HOURS AND TYPE OF RATING IN THE SUBJECT
LINE OF YOUR RESPONSE.

THE DEADLINE FOR APPLICATIONS IS JULY 18TH, 2003.


Function-Specific Activities

· Manage the flight crew to insure each trip is flown safely and
effectively.

· Evaluate all risk factors and adjust trip as necessary to maintain
highest degree of safety possible.

· Assemble and analyze various weather service data to ensure all
factors are considered when planning for all possible weather
contingencies.

· Research all pertinent data for trip planning and passenger needs to
ensure all requirements and contingencies are considered.

· Keep up to date with new procedures, policies, requirements, FAA, and
ICAO regulations.

· Select and implement the most efficient and comfortable routes and
altitudes within the structure of domestic and international airspace.

· Maintain a pleasant operational environment through use of CRM
techniques, stressing positive interaction with the crew, passengers, and
support personnel.

· Perform all post flight duties, including administrative requirements
and communicating pertinent problems to maintenance personnel.

· Complete assigned administrative duties in a timely fashion, (e.g.,
Jeppeson chart maintenance and general housekeeping).

· Fly the aircraft and regulate all crew activities serving as the
pilot-in-command.

General Activities

· Comply with government laws and regulations, and Company-specific
policies, procedures, and standards.

· Establish relationships and work effectively with internal
individuals/parties in order to meet one's own commitments effectively and
efficiently.

· Build and develop relationships with peers and others to exchange
feedback on product/service issues, identify and/or solve problems, assess
needs, and/or achieve business results.

· Ensure consistency and compliance of policies, procedures, and
standards to ensure consistent guidance and direction to the organization.

· Seek out new learning/development opportunities to enhance job
performance and skills.

· Take action to improve one's own knowledge and skills.

· Assimilate and apply new job-related information in a timely manner.

· Establish and maintain relationships with external
individuals/parties in order to protect and enhance the image of the
Company.

· Determine errors, omissions, or changes required in documentation
(i.e., manuals) related to policies, procedures, or standards by gathering
data from users, monitoring exceptions, and personal experience.

· Lead the development of changing or creating policies, procedures,
and standards.

Technical Knowledge
Complete knowledge and full application of complex unique procedures and
advanced principles, theories and concepts in specialty area.

General Competencies

· Leading a Successful Team: Using appropriate methods and a flexible
interpersonal style to help build a cohesive team; facilitating the
completion of team (e.g., department, project teams, etc) goals.
· Adaptability/Flexibility: Maintaining effectiveness when
experiencing major changes in work tasks or the work environment; adjusting
effectively to work within new work structures, processes, or requirements.
· Problem Analysis: Forming an opinion or making a decision through
careful testing of assumptions and facts; taking action that is consistent
with available facts, constraints, and probable consequences.
· Communicating Effectively: Conveying information and ideas in a
clear, meaningful, and timely manner; providing information to ensure
understanding; solicits input from the audience during the communication.
· Customer Focus: Making customers (external and internal) and their
needs a primary focus of one's actions; developing and sustaining
productive customer relationships; creating and executing plans and
solutions in collaboration with the customer.
· Managing Conflict: Identifying and addressing areas of disagreement
and conflict; arriving at constructive solutions while maintaining positive
working relationships.
· Thinking Systemically: Understanding the complexities and
interdependencies of information and events in order to develop more
effective solutions and ideas.

Function-Specific Knowledge & Skills

· Pilot Capability: Ability to fly a multi-engine jet aircraft in the
most demanding domestic and international operating environments. This
includes operating the aircraft during critical in-flight emergencies, and
in severe weather conditions day or night.
· Crew Management: Knowledge of policies and procedures relevant to
managing flight crew activity. Ability to regulate crew activities, both in
the air and during ground time. This includes balancing the needs of the
trip with the well being of the crew, and assuming responsibility for crew
readiness and a safe operating environment.
· Weather Analysis & Forecasting: Knowledge of ways to analyze various
weather service data to forecast conditions suitable for safe travel.
· Federal & International Aviation Procedures: Knowledge of all
applicable Federal Aviation Regulations (FAR), International Congress of
Aviation Organizations (ICAO) regulations, and the exceptions to all ICAO
regulations each foreign nation has while operating in their sovereign
airspace.


Equipment Operated
Gulfstream IV, Gulfstream V

Job Conditions
Office environment, aircraft cockpit, overseas locations, hotels

Travel
Travel 100% of the time

Relocation
Relocation costs are budgeted for this position.


The Coca-Cola Company is an Equal Opportunity Employer that values the
diversity of its employees, customers, and consumers.




Donald Baldwin <[email protected]>
________________________________________
To unsubscribe, search the Air Mail archives, or for more information, please visit http://www.nbaa.org/airmail

 

[sydeseet]

SWEET!!!!! If only they needed FO's though. Patience.......

 

[NJAowner]

And don't drink Pepsi

True story which probably happended more than once.

I was with a high level exec. at Coke several years ago and he had just come back from an interview with a prospect for a high level finance position. He made it through several rounds of interviews (including at the CEO level) and was about to be offerred the position. They all went out to dinner at Pano's & Paul's in Atlanta, the waiter takes drink orders -- what would you a like? -- "a Diet Pepsi" rolled off his lips very naturally with out thinking. Oh -- how a career can go down in flames very rapidly. The job offer was never made.

Word of advise to all concerned -- know your Coke brands --
Coke not Pepsi
Sprite not 7-up
Minute Maid not Tropicana
Dasani not Aquafina or Evian

Good luck!

 

[FL000]

SWEET!!!!! If only they needed FO's though. Patience.......

They hired 5 F/Os just about a year ago. I guess no one in-house can upgrade yet.

 

[T-Gates]

That is like people that get thier resumes shot down becuase they FedEx them to UPS or UPS them to FedEx.

My father, who works at UPS Corporate HQ, said that he worked out a 2 million dollar contract with this contractor to do some web work. The contractor said he would send my Dad the paperworK. Low and behold, my father is sitting at his desk and gets a phonecall:

"Hello?"

"Hello, we have a FedEx man here at the front desk with a package that needs your sigature..."

Needless to say the contractor lost the contract.....

--03M

 

[slickmagneto]

Any chance this position opened because the captain got tired of running a flight school?

 

[G4G5]

Anyone have any insight as to the conditions at Coke. Pay, number of days flying. Do they require office time, on the beeper all the time. How many aircraft?

Any info would help.

Thanks.

 

[2000flyer]

They hired 5 F/Os just about a year ago. I guess no one in-house can upgrade yet.

Two or three of the newhire FOs from last year were very, and I mean VERY low time pilots. Two that I know of had less than 1000TT, no or minimal jet experience and not one had EFIS/FMS experience. I talked to a senior CA there and he said two really struggled to get through FSI and that will be some time before any have the time/experience to upgrade. That is a quote from him.

Good luck to those who apply. I've heard more positive than negative comments about the job.

Regards,
2000Flyer

(pardon any typo's....European keyboards are really screwed up!)

 

[fokkerjet]

They hired 5 F/Os just about a year ago. I guess no one in-house can upgrade yet.

Odd. You would have thought that they would have hired better qualified people so they would not have to go outside the Department to fill a Captain slot. I take it that Coke doesn't upgrade by senority?

 

[2000flyer]

The CA I spoke with said they were entering some sort of agreement with a college on hiring interns, then after a year offering a position to the best one. Thus, he said, would give Coke a new pilot every year after the first two years.

He also mentioned there was no rime or reason as to whom got hired in the last round. When they advertised the job on their website, they got 3000 resumes the first day and it shut down their server. He was very surprised to see some low timers getting interviews with all the "qualified" resumes in the pile.

I would believe that they do promote on seniority, however, if the most senior FO that was hired only flew, lets say 400 hours last year, he still has a very low total time and time in type.

I was also told there were a few CAs who are very unhappy with the situation. I guess they're feeling the pressures of trying to keep the new FOs ahead of the airplane amoung their other duties. I don't know if thats sour grapes or what, just something I heard.

2000Flyer

 

[Gumby]

Coke...

I had heard pretty much the same stuff from some other flt. depts at KFTY. The TT of these new hires was very scary, considering the qualified folks out there. These guys were telling me that the old "EOE" profile was used...

 

[Timebuilder]

Any chance this position opened because the captain got tired of running a flight school?

Probably.

More than likely, he was tired of being forced to hire applicants based on standards other their ability as pilots.

What a surprise.

 

[fokkerjet]

If they do use some sort of senority system, you would think that anyone taking a captain position now would run into some sort of animosity issue with the junior crewmembers sooner or later. Think how it might be serving as captain over the 5 f/o's now, only having to wait for them to upgrade before you yourself can move up in senority, then having to serve as f/o to each of them after they do upgrade, and then you making more money then any of them because you had been captain longer.

It seems to me that when you go to the outside the department for captains because of one set of problems, you create a different set of problems, the big one being morale.

 

[G4G5]

Seniority is not the issue that it is at the airlines.

You switch every leg from the left seat, in fact the best pilots I have flown with were as comfortable from the right seat (training CA's). As long as they are paying you the coin who cares what they call you? I can't pay the rent with a title.

You get over it pretty quick. The reality is that the SIC winds up doing the bags on a Gulfstream, which in most cases gives you more face time with the boss. Besides if you are PIC and make a crappy landing, well........

My point is the days of the hard seniority list are over. All the good departments I have worked for have put that aside. You reach a point where 4000 or 7000 hours who cares?

 

[fokkerjet]

Seniority is not the issue that it is at the airlines.

You switch every leg from the left seat, in fact the best pilots I have flown with were as comfortable from the right seat (training CA's). As long as they are paying you the coin who cares what they call you? I can't pay the rent with a title.

You get over it pretty quick. The reality is that the SIC winds up doing the bags on a Gulfstream, which in most cases gives you more face time with the boss. Besides if you are PIC and make a crappy landing, well........

My point is the days of the hard seniority list are over. All the good departments I have worked for have put that aside. You reach a point where 4000 or 7000 hours who cares?

That's not true. In our department we go by seniority with regards to pay and upgrades. Everyone is hired into the F/O position, and will stay in that position until a Captain slot is vacated. For some F/O's in our department, they have waited 10 plus years before the upgrade. This past year we 'bid" on equipment, with the senior pilots getting first choice. Vacations the same way. If it came down to layoffs, last hired, first fired. I'm sure you don't believe that it's right for someone junior to you to make more than you? That doesn't fly no matter what system your former departments operated by. Oh ya, the seniority system is still alive and well!

As far as switching seats, we are no different. Bags are also tossed by BOTH pilots, not just by the F/O. Matter of fact, I even help the F/A's pick up the trash, duties permitting. A seniority system has nothing to do with working as a team, does it?

 

[G4G5]

My former department dumped the whole Capt and Fo thing a while back. Why should some pilot who was hired one week after the other have to play FO to that guy for the next 25 years?

Once you get to 7-8000 their is little difference between that and a 11-13000 hour guy. So why make the jr guy play fo because he got here a couple of years later?

Their just isn't enough turn over in the good departments. Having a guy spend the better part of his career as an FO just isn't fair. It's builds anomosity among pilots, creates friction and a class structure that just isn't required.

The last fortune 5 company I worked for had a minimum time for CA then that was it. You were now considered a trip manager and you ran the trip. Next week/Day/Month whenever (mostly according to the scheduler) I would be the trip manager, and so on. We were all equal. It worked out great.

Another place I flew at had hard fo's and ca's but no real seniority list (only for vacations and time off) That was alright but a guy could still wind up 10 years+ as an Fo.

I also apent at time at a department that had an airline seniority structure. Of all three this was my least favorite. Guys who had 8 or 9 years were forever pissed at the guys who got in just 6 months prior to him.

At a major they can retire anywhere from 1 to 3 guys a day so even the most jr guy can expect to see the light someday. If you were the last guy in the door at a good department you could be spending your entire career as an FO and that's not right.

 

[G4G5]

Anyone with the inside scoop at Coke please feel free to email me. Thanks

 

[fokkerjet]

The last fortune 5 company I worked for had a minimum time for CA then that was it. You were now considered a trip manager and you ran the trip. Next week/Day/Month whenever (mostly according to the scheduler) I would be the trip manager, and so on. We were all equal. It worked out great.

So, if the scheduler didn't like you, there's a chance you would never be a "trip manager"? I like our system better.

We average about 5 pilots per airplane in our department, so flying with another captain rarely ever happens, except for international trips that require a third crewmember. When someone is hired into our department, they are hired with the understanding that they will probably sit for many years before upgrade. We don't usually hire older, high time pilots either, usually somewhat inexperienced pilots that mature during that period. Some pilots have left over the years, but mainly to go to the airlines, and those of us who have remained have no problem with the system because it 's a very fair system. Nobody jumps ahead of anybody and we all know our career progression because we all have a "seniority number" so to speak.

 

[G4G5]

Nope. The data was reviewed quaterly by the chief pilot and if one pilot did not get his fair share than an inquiry was made and rectified.

This way the scheduler has no choice but to treat all pilot equal and every pilot got his/her fair share. Needless to say I like this system best of all.

No games or politics.

It also allowed us to hire the most qualified for the position, you didn't need to worry about hiring a young guy because he was going to have to sit in the right seat for a while or hurting somones career expectations because we they were the last one in the door.

You hired the best and we all had the same expectatiions. Everyone pulled their equal weight or you felt it at review time. I haven't found a better system yet.

Back to Coke anyone know the number of pilots that they have?

 

[fokkerjet]

If your department operated more than 2 types of airplanes, how did your managers determine who flew what? What about vacations or days off, what if more people requested time off than what the schedule would permit, how was that handled? Any cutbacks, who was laid off first?