E3 2015 Your AFAP

www.afap.org.au

Edition 3 || 2015

afap your

A Journal for Virgin Group Pilots

Virgin short haul survey results

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Welcome to

Your AFAP On 9 October 2015, the 56th AFAP Convention was held in New South Wales. In addition to addressing governance matters and working on refining the AFAP's rules and democratic structure, the Annual Convention provides a valuable opportunity for the various AFAP Councils to come together and share information about the issues they have faced throughout the previous 12 months.

This year’s Convention marked the creation of the AFAP's newest pilot council, the Tigerair Pilot Federation. Thanks to Tigerair pilots Capt Michael McCaull, Capt. Michael MacNamara, Capt. Warren Hutchison and Capt. Matt Sheppard who attended to represent the newly formed Tigerair Pilot Federation. This builds on last year’s Convention which saw the creation of the Cobham Pilot Federation.

This takes the number of pilot councils -or pilot federations - to nine.

This is a positive sign of the AFAP's diversity and continued growth.

Virgin Australia was well represented this year with many of your colleagues giving up their time to attend. Your Virgin Pilot Council (referred to as the Virgin Pilot Federation or VPF) was represented by Capt. George Kailis, Capt. Brett Loeliger, Capt. Wal Gowans Jr, FO Stuart Beveridge and myself.

Other Virgin Australia Group pilots contributing to Convention included Capt. David Booth (AFAP President), Capt. John Absolon (AFAP Trustee), Capt. Bryan Murray (AFAP Trustee), Capt. Wayne Jericho (MBF Trustee), FO Simon Brownscombe (MBF Trustee), Capt.

Kym Donaldson (MBF Trustee), FO Andrew Frost (Presentation on FRMS/CAO 48.1), Capt. Pete Swincer (VARA), and Capt. Richard Roberts-Thompson (VARA). Other Councils in attendance included Jetstar, Sunstate, Eastern, Regional Express, Cobham, Australian Helicopters and the National Council. The National Council is the largest AFAP Council as it represents all General Aviation AFAP members and all other members that are not represented by the above specific councils.

It is always interesting to listen to respective Council Chairmen reports as they detail the challenging Industrial Relations (IR) issues they have encountered in the past year. Some had experienced base closures or base reductions, redundancies and differing IR styles that we haven’t seen before. By having exposure to these other airlines we are able to stay abreast of industry change and new styles of management.

One concern that all Councils shared was uncertainty about the looming implementation of CAO 48.1 and the framework surrounding it. During convention, the AFAP industrial staff in conjunction with the AFAP's newly expanded Safety and Technical Consultants, Captain John MacDonald, Captain Marcus Diamond

and Captain Julian Smibert and Captain Peter Gardiner (Technical Director) conducted a discussion forum on the forthcoming CAO48.1 rule changes. These rules provide the new framework for all operators to adopt a FRMS. A presentation was provided by First Officer Andrew Frost, an AFAP member and Flight Operations Safety Officer from Virgin Australian Airlines. First Officer Frost has completed a Master’s Degree in FRMS, and his data from his research proved to be enlightening and very valuable to the forum. We anticipate that the implementation of CAO 48.1 will play a significant part in upcoming EBA negotiations.

It was interesting to note that any FRMS requires scientific data to validate its risk management yet at the same time we are now seeing some operators use their FRMS as means of industrial bargaining (improved efficiencies). EBA negotiators in the future may have to rely on fatigue specialists to assist in negotiations and debunk unrealistic requests from operators that are looking to improve operational efficiencies under the guise of their FRMS. Following Convention the annual dinner was held. During the dinner, recently retired Captain Wal Gowans Snr was recognized with Honorary AFAP Membership for his contribution to the aviation industry and his loyalty to the AFAP after 44 years of membership.

On behalf of our members we would like to thank Captain Gowans for his support and once again wish him all the best in his retirement.

We were also grateful to have Australian and International Pilots Association (AIPA) President Nathan Safe and Executive Director Philip van Den Heever in attendance. The AFAP has been strengthening its connections with AIPA by working closely on Ausalpa Safety and Technical matters. Ultimately the ambitious aim is to extend this partnership with AIPA and form a single professional association and union covering all Australian commercial pilots. It won’t happen overnight but it’s heading in the right direction.

It was enlightening to discuss their recent experiences negotiating both the Qantas Short Haul and Long Haul Agreements in a timely and mutually beneficial fashion. Qantas Management and AIPA agreed to move away from the traditional position based bargaining (trade off bargaining) to a more open and symbiotic style of negotiation called interest based bargaining. This required both parties to be very honest and to invest genuine trust to advance the negotiations and emerge with a deal that satisfied both parties. To assist, Qantas management reduced involvement from their Human Resources department and empowered their Flight Operations department. We’ll have to wait and see what direction our own upcoming negotiations take.

We’ve included the results of the preliminary Short Haul/Narrow Body survey in this edition. In the New Year, after we receive the Company’s log of claims, we will distribute a secondary follow up survey with questions targeted to the specific issues at hand.

This will be the last edition of 2015. I wish all our colleagues a happy and safe Christmas and New Year. A big thank you to all who have assisted and contributed to “Your AFAP” this year.

Regards Captain Rod Aldridge VPF Chairman

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CASAs FRMS guidance is being redrafted for Jan 2016. The current material is based on ICAO

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CASA’s FRMS Checklist (Form 817) assessment tool is not mandatory but highly encouraged

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The data collection (reporting especially) and feedback into the FRMS will be a large part of the FRMS validation

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Pre CAO 48.1 transition “FRMS” such as Virgin’s can be adapted to the new regulations with appropriate risk management, training and safety assurance

Summary of presenters’ messages:

CASA FRMS Forum

captain MARCUS DIAMOND, AFAP safety & Technical Consultant & captain Rod Aldridge, vpf chairman

Mal Christie (ATSB) informed the forum that investigations Mal Christie (ATSB) informed the forum that investigations now include a fatigue data collection policy, with a 72 hr sleep-work history as the preferred timescale.

Dr David Powell (NZ) Flyingmedicine.com, gave a presentation on fatigue reporting.

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Reporting systems must be based on just culture and trust.

An open reporting culture and collaboration via the FSAG (fatigue safety action group or equivalent) is a good predictor of FRMS success

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Fatigue reports should not be used for individual investigation or discipline; the system must take a holistic view

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Reporting should not just occur when a duty is cancelled or ended rather crew must be encouraged to report predictively and proactively

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The following statement was made a number of times by a number of presenters:

“If crew are intimidated, then you do not and cannot have an FRMS!” •

11 Nov, 2015 - Swinburne University of Technology, Hawthorn VIC The AFAP recently attended this Forum. CASA are running an industry FRMS forum each year, in a sequence that follows the application, trialling and approval process. This forum was aimed at covering the expectations of an FRMS up to the trialling. The primary goal of the day was to “align industry and CASA expectations regarding FRMS outcomes required for an FRMS trial approval”. Apparently a number of FRMS applications received by CASA have proved to be deficient in certain areas. As a result, the forum served to educate the operators about CASA’s expectations.

“An operator should never question a crew’s fatigue state” “… fatigue is not a moral weakness rather it is a normal state….”

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Biomaths should not be used for “go no-go decision making”.

Biometrics must only be applied to group data

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Successful operators made the comment that “a scheduler shouldn’t have visibility of the biomath tool” the tool is not for day of ops assessment rather for modelling group data and schedules

The forum was chaired by CASA’s FRMS/CAO 48 lead Ian Banks who presented at the AFAP’s 2014 Convention.

Virgin was one of 33 operators in attendance. Additionally there were 21 CASA officers trained in FRMS, visiting international operators, consultants, researchers and pilot associations.

Summary of CASA’s comments •

The old CAO48 rule set and the various exemptions applied to it have deficiencies

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FRMS applications must have rules tailored to the organisations operations, it is not a wish list nor can it be a “cut and paste” of old rules or Standard Industry Exemptions

A pilot must have a confidential option on the form that de-identifies the report. The regulator and safety/fatigue manager can gauge the cultural health of the FRMS/SMS by the level of confidentiality requests. E.g. a 70% rate of confidentiality requests indicates a problem with the organisations culture. Biometric models should not be used for assessment of individual crew or a particular shift

Greg Fallow (NZ ALPA) discussed the Air New Zealand FRMS: •

Mature reporting example, top of descent reporting made very easy via iPad App accessible and encouraged, workload permitting

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ANZ engaged the workforce at an early stage via the FSAG. They are clearly “walking the talk” and have a mature FRMS/ SMS

CASA FRMS FORUM continued on page 5.

www.afap.org.au// 2015// Your AFAP

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ICAO & the revised pilot retirement age standard Joseph Wheeler, AFAP Aviation Legal Counsel ICAO’s Air Navigation Commission proposed the transition of the pilot upper age restriction from a Recommendation to a Standard on 28 March 2013 “to ensure recognition of 65 years under Article 33 of the [Chicago] Convention, for foreign licensed co-pilots operating in another State’s airspace”. Essentially, this was done to harmonise age limits for both co-pilots and PICs.

The ICAO Council adopted Amendment 172 to Annex 1 on March 3, 2014 and it became applicable on November 13, 2014: 2.1.10 Limitation of privileges of pilots who have attained their 60th birthday and curtailment of privileges of pilots who have attained their 65th birthday A Contracting State, having issued pilot licences, shall not permit the holders thereof to act as pilot of an aircraft engaged in international commercial air transport operations if the licence holders have attained their 60th birthday or, in the case of operations with more than one pilot, their 65th birthday.

Note.— Attention is drawn to 1.2.5.2.3 on the validity period of Medical Assessments for pilots over the age of 60 who are engaged in commercial air transport operations.

Thus, the practical limitations in the Annex now are: • Single pilot international operation – age limit 60 • Multi crew international operation – age limit 65 (copilot and PIC) This change to the Annex does not immediately disqualify individuals nor make previously lawful flights unlawful (although that may be the case in some circumstances).

Annexes to the Chicago Convention are designated “annexes” only for convenience.

Despite their name they are not part of the Chicago Convention and are not self-executing. The only exception is Annex 12 – Rules of the Air, which is directly binding for all flights over the high seas.

Australia did not incorporate the prior Recommendation in respect of an upper age limit for PICs so it was always doubtful whether it would do so in relation to this amendment which creates a

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Standard also affecting co-pilots. Australia notified its difference to ICAO on 24 July 2014: The age limit for pilots of aircraft engaged in international air transport operations for remuneration or hire is not implemented. All Australian Commercial air transport operation pilots over the age of 60 undergo enhanced risk evaluation through extra medical and flight review requirements.

Comment: Australia has national Anti-age discrimination legislation in place so [is] therefore unable to implement this standard.

The practical upshot of this is that foreign States do not need to permit pilots and aircraft who do not comply with the new Standard 2.1.10 to operate in their airspace.

Can this be enforced outside Australia?

There is no enforcement mechanism under the Chicago Convention for States who do not comply with, nor notify differences. It becomes a matter controlled by Articles 39 and 40 of the Convention. Essentially, non-compliant operations (here, where pilot licenses are held by crew of less than the standard prescribed in the Annex) are permitted if the State where the flight intends to operate somehow gives permission.

If a destination State does choose to enforce its right to not accept pilots whose age is above 65, then that is something which must be addressed proactively by individual airline companies in a suitable policy. A suitable policy by an airline would permit scheduled flights to continue using differently composed/aged crews, as long as long as doing so (by reference age) was not viewable as discriminatory in itself.

I suspect it would not be seen to be so if the view of foreign regulators is that they refuse to accept Australian pilots of certain ages in their ports.

VAI UPDATE PATRICK LARKINS, DEANNA CAIN AND SIMON MILLER, AFAP INDUSTRIAL TEAM Wide Body EA reaches Stalemate

Regrettably there has been little progress on the Wide Body EBA since the company first put forward the proposal to change the scope of the Long Haul EBA to a Wide Body Agreement covering both the B777 and A330 in February this year.

Despite only recently receiving a mandate from our membership (through a survey that showed an overwhelming proportion of survey respondents (77%) were in favour of pursuing a change in scope to a Wide Body/Narrow Body EA), the AFAP has actively engaged in this process with the company over the last 9 months, and has sought information and offered solutions to genuinely develop the proposal.

We are now becoming increasingly frustrated with the limited relevant information that has been made available to the bargaining representatives and the haphazard manner in which material is being provided. The company has not yet provided a comprehensive Wide Body document that articulates its positioning, leaving your negotiators unsure of exactly what the company is seeking to achieve.

Further, it is apparent that despite undertakings to the contrary, the company does not have the resources available at hand to make to ensure that this process is concluded in a timely manner.

As a result of AFAP correspondence to the Company’s Executive Level management outlining our frustration with the process, and advising that we saw little utility in attending future meetings until the company had provided a complete Wide Body document, the November EBA meetings were cancelled. AFAP representatives will be meeting with the Chief Operating Officer, Gary Hammes at the start of December to discuss how to progress the negotiations.

CASA FRMS FORUM continued from page 3.

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Greg was surprised that CASA did not believe it was a requirement for pilot representatives to be involved in FRMS planning and decisions.

CASA believe the FRMS is between CASA and the operator but are happy for pilot involvement. This is very clearly not the intent of ICAO, IATA and IFALPA.

Ben Cook (HSE3.com.au consulting) and Dr Adam Fletcher (integratedsafety. com.au) described the state of fatigue management in Australia and cultural problems within some of the organisations.

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Low work load duties such as dead-heading, airport waits for connecting flights, and commuting definitely factor in fatigue and should be incorporated in an FRMS.

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Fatigue tools were discussed.

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Controls and mitigators should be applied to pre-existing FRMS trials, to aid in validation for regulatory approval and system improvement process.

Importance of FSAG (Fatigue Safety Action Group or equivalent) The subject matter expert consultants stated that the active involvement of crew representatives is a must, via what ICAO refer to as a Fatigue Safety Action Group (FSAG). FRMS operators reiterated many times, that a successful FSAG involves open and transparent collaboration with the employees. Pilot representation on the FSAG should not be by management appointment rather interested and representative crew. Express Freighters Australia gave a long and detailed description of their successful “shadow FRMS” that has full collaboration and FSAG transparency within the organisation.

It is crucial that pilots as well as management are focused on enhancing safety rather than promoting industrial considerations or using the FRMS to pursue commercial/ productivity objectives.

In summary This was an excellent forum. CASA are presenting a positive approach to fatigue management and setting some high standards, however it remains to be seen whether they will require operators to meet these standards...

We are hopeful negotiations will resume before Christmas and that the negotiators will be provided with the full details of what the Company is seeking.

www.afap.org.au// 2015// Your AFAP

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VARA UPDATE

PATRICK LARKINS, DEANNA CAIN AND SIMON MILLER, AFAP INDUSTRIAL TEAM DECOMMISSIONING OF FOKKER F50

ATR SUB-COMMITTEE

In October the Company announced that the VARA F50 Fleet will be decommissioned following the expiry of its contract with the Western Australian Government to operate the Albany and Esperance routes on 27 February 2016.

Recently, the AFAP established an ATR Sub-Committee as a mechanism for VARA ATR pilots to represent AFAP members on issues that affect the ATR pilot group. The intention is that the ATR Committee will also have a formal link with the Virgin Pilots Council, providing access to information from across all parts of the Virgin Group.

Since this announcement the AFAP has, and continues to, participate in an extensive consultation process with the Company and SALPA about the impact of this decision on F50 pilots. From the outset the focus of these discussions has been to the full extent possible on avoiding the need for any forced redundancies.

The company has been prepared to consider all options to avoid forced redundancies including an accelerated leave plan, leave without pay, part-time positions and voluntary redundancy. All VARA pilots have recently been asked to participate in a nonbinding EOI process which the company has used to model likely movements and the likely take up of the above initiatives, and a formal bidding process is currently underway.

VARA pilots will have the ability to bid for a number of upcoming vacancies at VAI, VAA and VANZ as part of the integration provisions agreed in the new EBA, and we expect that access to these Group wide opportunities will greatly assist in absorbing the surplus pilots at VARA. The AFAP has been impressed with the extensive consultation process the company has been prepared to engage in and the amount of relevant information it has provided throughout. We will continue to work closely with VARA management to achieve the best possible outcome for our VARA members.

VIRGIN RECRUITMENT PROCESS FOR VARA PILOTS VARA pilots who have recently applied for positions as a second officer on the B777 and a first officer on the B737 at VANZ have been required to undertake a rigorous recruitment process akin to that of an external pilot. This is not in the spirit of the Group Integration model afforded to VARA pilots under the EBA and we will be attending a meeting with the GMGFO to discuss our concerns.

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An election between 9 of the nominees for the 7 positions on the SubCommittee has been held, with the results as follows:

First Officer Damon Anderson First Officer Salah Bahmad First Officer Sean Button First Officer Mark Hinton First Officer Tom Hodgetts Captain Richard Roberts-Thomson Captain Mark Stelzl

Congratulations to each of the elected members.

We are grateful for the willingness of the each of the nominees and members of the ATR Sub-Committee to contribute their time and effort on behalf to assist the ATR pilot group, and look forward to working with the Sub-Committee to represent and advance the interests of AFAP ATR pilots.

tigerair UPDATE PATRICK LARKINS, DEANNA CAIN AND SIMON MILLER, AFAP INDUSTRIAL TEAM TIGERAIR PILOT FEDERATION MOVES FORWARD

Having launched the AFAP Tigerair Pilot Foundation (TPF) in July, the TPF met again in September to determine the specific roles to be undertaken by its office-bearers, and to discuss current issues affecting Tigerair pilots.

The creation of the TPF within the AFAP provides a formal pilot representative structure for the over 120 AFAP members at Tigerair, meaning that the AFAP now has a dedicated body through which the interests and rights of AFAP Tigerair pilots can be advanced.

The September meeting determined that the TPF’s office-bearers will be assisting AFAP Tigerair members in the following roles: • • • • •

Captain Mike McCaull – Chair & Welfare Officer Captain Mike MacNamara – Vice-Chair & Membership Officer Captain Matt Sheppard – Secretary, AFAP Convention Representative & Welfare Officer Captain Warren Hutchinson – Safety & Technical Officer First Officer Gerard O’Connor – Assistant Secretary & Communications

The creation of the TPF also took a further step at the AFAP’s 56th Annual Convention at Tweed Heads in October.

Amongst its other business, the Convention considered a motion proposing an amendment to the AFAP’s Rules to formally allow for the TPF’s creation as a pilot representative body, like other AFAP Pilot Councils.

AFAP WINS ADDITIONAL PUBLIC HOLIDAYS FOR VICTORIAN TIGERAIR PILOTS IN 2015

The AFAP recently pursued the company for additional public holidays for Victorian-based Tigerair pilots as a result of the additional 2 public holidays declared in Victoria earlier this year, namely Easter Sunday and AFL Grand Final Eve. Under Clause 21.1 of the Agreement full-time pilots are entitled to 36 days of annual leave, which is specifically made up of 25 days paid leave and 11 days of substituted public holidays. With the addition of Easter Sunday and AFL Grand Final Eve, Victoria had 13 gazetted public holidays in 2015. We brought this inconsistency to the attention of the company and sought confirmation as to how pilots would be compensated.

The Company has confirmed that Victorianbased pilots will consequently receive an additional 2 days of annual leave, backdated to take effect from when these public holidays were declared (specifically 17 February and 18 August 2015), increasing a pilots 2015 annual leave entitlement to 38 days. Details of when and how these extra days will be credited are still the subject of discussion with the Company.

TIGERAIR TO IMPLEMENT STANDARD INDUSTRY EXEMPTION The Company recently announced that CASA has approved Tigerair operating under the standard industry exemption to CAO 48 which was revoked following the airlines grounding in 2011.

This approval came as a surprise to the AFAP in light of CASA’s repeated advice that no further Exemptions will be granted pending the introduction of 48.1. The increased flight and duty limitations under the Exemption will have a direct impact on flight duties for Tigerair pilots and the AFAP is seeking a clear understanding from the company as to the extent of this impact.

The AFAP has written to the Company expressing our concern regarding the lack of consultation about the implications for members and the Company has agreed to meet with the TPF in December to review any changes to roster patterns built under the Exemption. We will also be writing to CASA to understand its reasoning behind the change in policy and whether its rationale is likely to have wider implications for the approval of Fatigue Risk Management Systems in the future.

The increased public holiday entitlement for Victorian-based Tigerair pilots is a terrific outcome for these pilots.

The Convention unanimously passed the motion, meaning that the TPF will now be officially recognised under the AFAP’s Rules as the dedicated body through which the interests and rights of AFAP Tigerair pilots can be advanced.

In addition, at Convention, the inaugural TPF Chair, Captain Mike McCaull took the opportunity to provide a report to Convention delegates on recent developments at Tigerair.

www.afap.org.au// 2015// Your AFAP

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THE FUTURE OF THE WOMEN’S NETWORK In 2010 the Women’s Network was established to provide a forum to identify and pursue industrial and professional issues relevant to our female pilot members.

In 2005 there were 67 female AFAP members. Since the launch of the Women’s Network, our numbers have grown significantly to over 250 female members.

As we see more female pilots enter the aviation industry, the AFAP Women’s Network continues to grow.

Captain Louise Pole, Convener of the Women’s Network, is passionate about the involvement and representation of female pilots.

“For many years I have been the sole female participant at AFAP events and at the council and Executive level. As more and more female pilots enter our profession my motivation to address the lack of representation has continued to grow.”

Pleasingly, since the launch of the Women’s Network a number of female members have been elected to positions within the AFAP. Captain Rebecca Bryan (Rex Council) and Captain Belinda Ruddock (Cobham Council) are both serving as elected committee members in their respective pilot councils.

“The addition of Rebecca and Belinda has been crucial for the diversity of our organisation.”

The Women’s Network has been an excellent forum so far and still has great potential to further assist female pilots.

Captain Pole has a vision for the future.

“My objective for the Women’s Network from the outset was to develop a forum to encourage female pilots to contribute to and participate in Federation activities. Additionally, I am committed to inspiring knowledge and confidence in pilots across the industry.”

Her vision entails: • Female members participating in network meetings in all states of Australia • Female representatives on all councils of the AFAP • Experienced female mentors available to members • A strong support system for the female members in their career progression • Improved professional development member programs • Increased Safety & Technical resources to explore women’s issues in aviation

On 1 September 2015, the Women’s Network held the first Assertive Management Training course for AFAP women members. International leadership and communication specialist, Karen Phillips, conducted an interactive workshop in Brisbane which created a positive and constructive environment to learn new skills in handling challenging situations in both professional and personal lives.

The feedback we received from the women in attendance was extremely positive and we are looking to further extend the program to all AFAP members.

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“The Women’s Network has been an excellent resource for me personally and professionally, I strongly encourage all members to become involved.”

In the next five years Captain Pole would like to see an increase in the participation of female pilots and the further achievement of support systems for female members.

Assertive Management Training

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With increased involvement and more women stepping up into leadership positions in the AFAP, Captain Pole strongly believes these goals can be achieved.

Captain Louise Pole, AFAP Vice President Administration & Finance

pacdeff 2015 conference First Officer Stuart Beveridge

Captain marcus diamond

On 25 - 27 August the Pacific & Australasian CRM Developers and Facilitators Forum (PACDEFF) was held in Brisbane.

The AFAP sponsored a lunch at the biennial Safeskies 2015 Conference.

From small beginnings, PACDEFF has now grown as an event to an impressive size, with around 320 attendees from all around the world.

Attendees to the event included representatives from major airlines, military, regulators, investigators, leading academics and expert consultants.

The Conference theme was ‘Training for Change’. It was preceded by the Sir Reginald Ansett Memorial lecture and Dinner at Parliament House, Canberra.

The calibre of presentations made for a highly successful forum showcasing the latest in human factors, CRM and safety research, regulation and operations. Topics presented included: • • • •

Human Factors & CRM programs, projects and integration (Emirates, Qantas, NASA, Lufthansa, Jetstar, RAAF, Hawaiian Airlines) NTS Competency Standards (CASA, Cathay Pacific) Research on multi-tasking, distraction and vigilance Pilot mental health (including a short notice presentation by HIMS Australia)

The AFAP was a major sponsor of the event, and was represented

by Technical Director Capt. Peter Gardiner and Safety & Technical Delegate First Officer Stuart Beveridge. Delegates from our wider AusALPA organisation were also in attendance.

A recurring theme from the many presentations over the 3 days was ‘complexity’ (see page 10 for Dr. Wayne Martin’s research). The increasing complexity of front line operator’s jobs (even with the best intentions) is evidently hampering human performance, and it was widely communicated that this must be addressed. Conversely, increased systems reliability and the manner of information presentation is bringing with it issues of vigilance/boredom, discouragement of critical thinking, and the degradation of basic skills and awareness. A balance must constantly be considered throughout all facets of the industry.

There were presentations on contemporary training philosophies and methods, examples of Safety Research in Europe and Check and Training methodologies in rotary wing.

Some interesting presentations included investigations by a University on remote piloting of long haul aircraft and the status of cadet programs in Australia.

Emirates Senior Vice President Group Safety gave a summary of his airlines safety activities.

Reports were delivered from the heads of CASA, ATSB and the ADF. A full list of the program and speakers profiles can be found here. http://safeskiesconference.com.au/ program/?IntCatId=27 A webcast of all the Safeskies 2015 presentations are available for viewing. http://webcast.gigtv.com.au/ Mediasite/Catalog/catalogs/safeskies-2015 The AFAP’s Aviation Legal Counsel Joseph Wheeler noted a conference highlight was Mr Forlin’s keynote which entertainingly touched on numerous legal updates.

Notably, airlines considered to be leading in the field have incorporated Human Factors and CRM in every part of their operations, wherever it can be practically applied. Successful programs have been able to generate a business case for their resources and expenses; while safety outcomes may be difficult to quantify, the accompanying efficiency gains can prove a solid and tangible argument for directing the necessary resources.

For further information regarding the PACDEFF Conference, please email stuart.beveridge@afap.org.au.

Aviation Legal Counsel Joe Wheeler and prominent Aviation Law Barrister Gerard Forlin QC at Safeskies 2015

www.afap.org.au// 2015// Your AFAP

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Pilot Perceptions of the Effects of Change & Complexity in the Australian Airline Industry Dr Wayne Martin, PhD, FRAeS, Virgin Australia In an effort to increase our involvement in the Safety & Technical domain, the AFAP regularly supports the work of a number of researchers in the fields of aviation safety and human factors. In recent past, the AFAP has provided varied levels of assistance to research projects such as:

over 85% suggesting that complexity had increased and that procedural and regulatory change had done nothing to simplify operations. Nearly 40% of pilots also thought that those changes had not improved safety, while 23% felt that they had improved safety.

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Scientific evidence for Flight Duty Times (Masters thesis by Andrew Frost, UNSW)

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The Nature & Structure of Airmanship (PhD thesis by Kirstie Carrick, Univ. of Newcastle)

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The development of blood testing for organophosphates (Dr. Clem Furlong, Univ. of Washington, USA)

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Global Airline Pilot Health Survey (Harvard Univ., USA)

75% of pilots felt that they didn’t always understand the rationale for changes and were strongly of the opinion (84%) that procedural and regulatory changes were sometimes written in such a way that they were open to different interpretations by pilots. Additionally, 83% of pilots suggested they sometimes had difficulty in locating procedural and regulatory information. This may be associated with the industry transition towards electronic manuals, however this was not clear from the data.

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Leadership Training for Captains (Masters thesis by Rod Stone, Griffith Univ.)

Also recently, a research project which investigated the effects of added complexity and continual change was conducted by Virgin pilot and AFAP member, Dr. Wayne Martin, who is a post-doctoral researcher at the University of Southern Queensland. Being by far Australia’s largest representative body of professional pilots, the AFAP assisted in his research by providing access to our 4000+ members in order to conduct a broad survey. Members’ participation in such surveys is not only greatly appreciated by researchers such as Wayne, but also instrumental in providing real-world insights that inform continued improvements to air safety. His report follows.

The project culminated in an online survey of Australian airline pilots which was disseminated through the three pilot associations. The survey consisted of fifteen multichoice questions and one open question where pilots were given the opportunity to make comments if they wished to.

The results were in line with expectations, however the level of response was higher than expected, with 792 pilots completing the survey. Of the 753 pilots who responded to the question on the type of operation they were involved in, around 80% were from short haul operations and 20% from long haul.

Respondent age was spread pretty evenly between the 30’s, 40’s and 50+’s, with a smaller response rate from those under 30. The following sections provide a summary of the main survey results.

One of the stronger responses was in pilots’ perceptions of increased complexity over the last few years, with

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Around half of pilots felt that there was sometimes time pressure prior to departure which impacted on their ability to prepare for the flight and also that there was a potential for external agents to create distractions during preflight duties.

Around two-thirds of pilots felt that aviation regulations and procedures were not necessarily risk-managed appropriately.

Qualitative data suggested that these concerns were often related to multiple changes in close succession, where individual changes may have been risk-assessed, however the holistic impact of multiple changes may not have been considered adequately.

Pilots also felt that there was too much change, with around 80% indicating that they felt there were too many regulatory and procedural changes. This would likely be reflected across all employee groups and is highly indicative of a dynamic, safety-driven industry with continual macroeconomic pressures to be efficient and competitive.

Of the open comment question responses there were 221 pilots who took the time to make comments. Of these the major themes were of too much change, the increasing complexity of the job, and the safety implications of these. Pilots also noted the changes which often eventuated following other peoples’ incidents, which appeared to be ‘kneejerk’ reactions which added further layers of complexity to their already complex job.

Lack of understanding of the rationale for changes and the way they were written was also noted with some vigour.

Overall the responses were very much as expected. Research shows that all humans harbour some level of resistance to change (RTC), with a continuum between early adopters and very slow, or non-adopters. Within the aviation industry, which enjoys a professional culture, there is likely to be more of an early adoption bias, however the endemic change in the

aviation industry, which seems somewhat normalised, can still have the ability to induce elements of change fatigue.

The results of the survey, and the research project overall, indicate that further consideration for the rate of change, and the way in which change is implemented, are worthy of future consideration across the aviation industry.

Engaging pilots in the change process, holistically looking at the risks associated with multiple changes in close proximity, and the careful writing of changed procedures to ensure common understanding, would enhance change management across the industry going forward.

Further research to clarify the effects of change and complexity with respect to more and more widespread electronic manual use, could also prove useful in clarifying issues for consideration in change management processes across the industry in the future.

new brisbane afap office The AFAP has recently moved offices in Brisbane. We are now located at SUITE 10, 137-143 RACECOURSE RD ASCOT QLD 4007 Please stop in the office anytime.

www.afap.org.au// 2015// Your AFAP 11

VIRGIN VAA SURVEY RESULTS The AFAP Negotiating team recently conducted a preliminary survey of VAA members in relation to the current Short Haul Agreement.

Over 50% of members completed the survey, providing us with a comprehensive understanding of the issues that are important to pilots for the purposes of preparing our log of claims in the Narrow Body EBA negotiations which are now underway.

Out of the total survey responses completed, 59% were from Captains, 37% First Officers and 4% Check Captains, with solid representation from pilots across all resource groups.

Overall pilots are very satisfied with the current EBA. The overwhelming majority of members state a priority to protect their existing conditions with fair and reasonable improvements and pay increases over a protracted EBA negotiation process where a range of claims and trade-offs are pursued. However pilots identified a number of key areas that need addressing including ETOG, the PBS, overtime and credit system, annual leave and fatiguing rostering practices which we will expand on below.

REM & OVERTIME B737 pilots are overall more satisfied with the current remuneration package than E-Jet pilots, however both groups identified similar improvements to the remuneration package as a whole, such as:

Overtime system based on duty time not flight time.

Improved superannuation provisions

Introduction of DTA as a means to encourage more efficient rostering practices

Enhanced overtime credit system including recognition for paxing, extended time on ground & V-Learn courses

Narrow body fleet pay

There was a high level of satisfaction with the current When asked for their preference, pilots overwhelming supported overtime threshold reflecting a fair base line and very little all pilots within the Virgin Group having their years of service appetite to reduce the overtime threshold at the expense recognised for the purpose of remuneration when moving to of base salary. Respondents were strongly in favour of a of the u support aanother ll pilots part within the Group.

Virgin Group having their years of service recognised reasonable salary increase and maintaining the current OT or the purpose of remunera=on when moving to another part of the Group? trigger.

Would you be in favour of...

250

7% 7% Recognise group Yes service

84% 84%

200

150 Do not No recognise group 100 service 50

93% 93% 0

12

Your AFAP// 2015 // www.afap.org.au

10%

10% 10% 6%

6% 6%

A reasonable A lower Increasingthe the A lower A reasonable salary Increasing base base salary salary increase with a overtimethreshold thresholdwith asalary increase and overtime lower overtime and maintain the for lower overtime foraahigher higherbase base maintain the current threshold current OT trigger threshold OT trigger salary salary

The AFAP is well aware of the increased number of V-­‐learn courses being on pilots nd that tnumber he current 4.5 hours credit consistently per year identified does nthe ot following Respondents Theimposed inadequate recognition fora the increased of V-learn improvements they would like to see to the modules imposed on pilots during the life of the EBA has been a reflect the hours spent by pilots on V-­‐learn courses. Which of the following is current overtime system: common criticism of the current overtime system. The majority of your povertime referred opDon to addr respondents favoured applying an increased credit over additional rostered time off as a way of addressing this.

Ability to opt in and

Protections for

A requirement that the opt out of rostered rostered overtime overtimemust roster Dme for Company compleDon of V-­‐Learn courses

Rostered time off 43% 43%

Overtime credit

Enhanced Increased hourly rate Applying an overtime increased overDme credit system including to apply to rostered credit for compleDon of V-­‐learn recognition for paxing, over time courses extended time on

57% 57%

ground and V-Learn courses

Work rules On the whole, pilots indicated a moderate level satisfaction with the Virgin Australia work rules.

There was consistency in the feedback regarding work rules pilots felt required greater clarity or improvement. The main areas of concern included:

Clarify reassignable reserve rules especially around Reserve 48

Circadian rhythm within trips Late finishes followed by early starts around DDOs. Rostering of late finishes and early starts before and after DDOs

Greater accountability in relation to extended time on ground

Buffers to prevent the company rostering to the maximum FDP limits

ld you support a reduction in the current maximum flight and dutyperiods FDP matrix) if it resulted in less time at home (i.e. daysoff/blank days) each roster period?

Respondents overwhelmingly opposed a reduction to the current maximum flight and duty limitations if it resulted in less time at home each roster period:

More consideration and protection for circadian rhythm disruption

5.38% 5.4%

Support Yes reduction

94.6% 94.62%

Pilots consistently identified the following changes to work rules to assist in fatigue mitigation in the workplace:

No not Do support reduction

Eliminate roster patterns starting with early sign on and finishing with late sign offs

Business Class duty travel, in particular prior to operating

Not rostering to the maximum flight and duty limits – buffers!

Better crew resting facilities at airports/ Lounge access

Address the current extended time on ground issue

Greater protections following BOC duties

www.afap.org.au// 2015// Your AFAP 13

Stand by duty Satisfaction with the current rules and protections surrounding the utilisation of pilots on standby duty has increased from the previous EBA, but respondents still recommended a consistent theme of rules and protections that need addressing including:

Protections around sign off time prior to DDOs

The ability for the company to contact pilots outside of a duty period to assign a reserve duty

Ability to do Res A in a pilot’s domicile

Ability to bid for Res48

FDP limitations following a callout from stand by duty

Bid satisfaction around reserve rosters Greater availability of Res 48

Enhanced bid options around reserve rosters such as the ability to bid for late or early reserve duties and bidding for RES 48 duties.

Minimum 15 hour rest at home base provision to apply to rest periods between standby duties

Extended Time on Ground Extended time on ground featured heavily in all aspects of the survey. The general message from members is that the current turn around times between sectors are excessive, fatiguing and unacceptable.

What dWhen o you think the limit oasked n turnaround 1me between sectors should be? pilots were to designate an appropriate limit on

250

turnaround time between sectors the overwhelming majority of respondents identified two hours as an acceptable limit.

Pilots were typically rostered an ETOG of two hours or greater at least 1-3 times on their most recent non-reserve roster.

In your most recent non-­‐reserve roster, how many 3mes are you rostered an ETOG of two hours or grea

49%

140

120

69% 69%

200

100

150

32%

80

60

100 40

7% 50

14% 14%

13% 13%

0

4% 4% 0

One hour hour One

Two hours Two hours

Three hours Three hours

6%

20

00

1-­‐3 1-3

A large majority of pilots would accept an increase in overnights to address ETOG, however virtually all pilots indicated they would not accept a reduction in time on ground if it resulted in less days free of duty.

Pilots were asked if they would support a reduction in time on ground if it resulted in:

YES

NO

An increase in overnights

79%

21%

An increase in paxing

33%

67%

A reduction of days free of duty

3%

97%

Your AFAP// 2015 // www.afap.org.au

7-­‐9 7-9

9> 9>

Number of times rostered an ETOG of two hours or greater

Four hours Four hours

Was this indicative of rosters over the past year?

14

4-­‐6 4-6

6%

66% YES

24% NO

10%

DON’T KNOW

LIFESTYLE Respondents indicated a moderate satisfaction with their lifestyle under the agreement.

The statements to the right were identified as changes pilots would like to see to the current agreement to improve lifestyle.

Enhanced buffers around DDO’s, including sign off protection prior to a DDO

Greater availability of and access to annual leave slots

Pilots were asked how often they nominate DDO/blank days.

Ability to opt in and out of rostered overtime

Better pilot utilisation on a day by day basis leading to an increase in blank days as originally intended.

Limitations around rostering to maximum FDP limits

Greater transparency around access to part time arrangements

More regard for circadian rhythm in rostering practices, in particular the rostering o early starts followed by late finishes leading into DDOs

8%

18%

ALWAYS

The majority of respondents would not be prepared to trade the guaranteed minimum 11-12 DDO’s for an increase in base salary.

USUALLY

49%

OCCASIONALLY

Improve PBS

25%

NEVER

In relation to Priority Days Off (PDOs) 70% of pilots used their

allocation PDOs and 25% usein any.

Would you trade any of the guaranteed minimum 11-­‐12 DDO's for afull n increase n any b ase How iof m PDOs did ydidn’t ou use the past year? salary?

8%

Would trade days off Yes, provided provided the salary the salary is increase increase is sufficient

9%

sufficient Would not trade days off any No inunder circumstance any

25% 25%

Two Two One One None None

5% 5% 70% 70%

circumstance Don’t know s

83%

We recognise that the PBS is a critical component of pilots being able to have some control over their lifestyle.

Overall pilots reported a low level of satisfaction with the current bidding system.

The following represent improvements to the current bidding system that were consistently sought by respondents:

Enhanced bidding options such as avoid/desire overtime, and easier accessibility to pairings through the PBS

Consistent application of rules around calculation of satisfaction scores for reserve rosters and other manually built rosters

Satisfaction scores to reflect any manual manipulation of roster post roster optimisation

Greater transparency around individual bid satisfaction scores

Introduction of a rotational based bidding system for greater predictability around roster bed outcomes

www.afap.org.au// 2015// Your AFAP 15

The current paxing levels under the 2011 Agreement are far In relation to accessing flexible work arrangements, pilots Currently, access to part-­‐1me work arrangements are priori1sed for those with genuine carer responsibili1es. Pilots are excess the EBA targets of 1.5%. A significant majority of indicated they wanted retain the current of first then able that to access flexible work ato rrangements based on a first system in first served system. Would you in favour access of to fl exible work arr system. respondents indicated they favoured an appropriate overtime in-first served rather than move to a seniority based credit in recognition of the increased duty time spent paxing.

Views of Paxing levels

Seniority

Yes, it should be based on seniority

33.58% 33.6%

My current level of paxing would be acceptable if I received an appropriate overtime credit

First in first served

No keep current Irrespective of whether I receive an overtime system of first in first credit for paxing, I want my paxing levels to be served as low as possible

66.42% 66.4%

77%

18%

5%

Don’t know

LEAVE Pilots generally reported a low level of satisfaction with the current annual leave bidding system.

Recommended changes to the annual leave bidding system that featured prominently amongst pilot responses included: The ability to place any unwanted leave in the leave bin, including leave that was compulsory assigned

Investigation of an alternative system such as a rotational based ‘squirrel cage’ system to provide greater ability to predict and plan leave

Pilots were asked if they would support the creation of a Would you support the crea=on of a leave bank of days, whereby a pilot would sacrific leave bank days,ewhereby a pilot wouldAFAP sacrifice one from their leave of balance very four years to provide pilot representa=ves access day from theirrepresent leave balance every four years toinves=ga=ons provide members (e.g. to aMend safety as pi AFAP pilot representatives access to days to represent members. This idea was strongly endorsed.

80.00%

72% 72%

70.00% 60.00%

Better allocation of point values to different times of the year

50.00% 40.00%

28% 28%

30.00%

Provision of more annual leave in popular periods

Greater availability of ad hoc leave

No assignment of leave in the ballot

20.00% 10.00% 0.00%

Yes Yes

No No

In terms of what issues are most important to pilots as part of these negotiations, remuneration, job security, PBS and work rules were ranked the highest. In order of most importance pilots listed:

16

1. Pay increases/ remuneration package

6. Rest provisions

2. Roster and preferential bidding system

7. Extended Time on Ground

3. Work rules

8. Annual Leave system

4. Job security provisions

9. Access to part-time or flexible work arrangements

5. Career progression opportunities

10. Duty travel

Your AFAP// 2015 // www.afap.org.au

check captains Check Captains Respondents identified the following improvements they would like to see to their current working conditions: Equal pay for Check Captains irrespective of aircraft type

Increase in check Captain loading

Overtime and Draft payments to include the applicable Check Captain loading

More personal flying

Check Captains on reserve to be utilised for Check and Training duties only

The AFAP negotiating committee would like to thank all of the members who participated in the AFAP’s Preliminary EBA survey. The results have been helpful in highlighting differing opinions amongst pilots but most importantly, the majority view on the significant issues that influence remuneration and lifestyle The survey results will form the basis of our Log of Claims that are currently being developed by your negotiators, including legal and industrial staff. A considerable amount of time and resources have already been spent preparing these claims and we are happy to report that they are well advanced.

We intend to follow up with an expanded and more tailored survey once we have received the company log of claims, and anticipate that a comprehensive set of claims will be finalised by the AFAP early in the new year. We will be working closely with VIPA to identify areas of commonality and determine the best approach to addressing our respective members concerns and desires.

Your negotiating team is committed to efficient negotiations, however we will not accept a speedy resolution that does not reflect the wishes of or which disadvantages our members.

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If you have any questions please contact Virgin Captain Michel Durand 0400 873 128 or email m.durand@supernovaled.com.au www.afap.org.au// 2015// Your AFAP 17

TWU Sweetheart Deal Reinforces Need for One australia Pilot Union Pat larkins, Senior industrial officer Late last year Cobham was awarded the new $640 million Government contract for Airborne Search and Rescue (SAR) services using Bombardier Challenger CL-604 special mission jet aircraft. The contract falls under the Cobham Special Mission Business Unit and the AOC holder is Surveillance Australia Pty Ltd. Surveillance Australia Pty Ltd is also the employer for Dash 8 pilots working under the existing Cobham Coast Watch contract.

AFAP members at Cobham viewed the SAR contract announcement positively and quite reasonably expected that this new contract, set to commence operation in August 2016, would create opportunities for the pilot group. Given Cobham has three existing pilot enterprise agreements and the AFAP is a party to each of these, the pilot group also expected to have some say in the negotiation of the terms and conditions for the new enterprise agreement covering the SAR contract.

The AFAP were shocked to learn that the Company instead has done a secret ‘cut price’ deal with the TWU, excluding the AFAP from the negotiations. The agreement, known as a ‘greenfields’ agreement, provides lesser terms and conditions than the current Cobham pilot agreements. In terms of the rates of pay, most existing Dash 8 pilots would take a wage cut if they were to transfer to the new SAR jet operation.

Under the Fair Work Act, a Company can do a greenfields agreement where they have a new project or undertaking, and no employees have yet been engaged to perform work. A Company is only required to negotiate with a union that “is entitled to represent the industrial interests of one or more of the employees who will be covered

18

Your AFAP// 2015 // www.afap.org.au

by the agreement, in relation to work to be performed under the agreement.”

Even though the TWU is not a specialist pilots union, its rules are broad and they are entitled to represent pilots. As such, the Company did not need to negotiate with the AFAP. However, the Company still needed the TWU to play ball and they did.

We are very disappointed that the Company and TWU has seen fit to deny Cobham pilots any say in the terms and conditions under which they will be working. At the time of print the AFAP has secured a hearing in the Fair Work Commission to challenge the validity of the proposed greenfields agreement.

The recent TWU involvement at Cobham reflects a trend of TWU interference in pilot EBA negotiations to the detriment of the interests of pilots. At Tigerair negotiations in 2014, despite not being involved at any stage of negotiations, the TWU objected to the approval of the EBA. When challenged to explain the basis of their objections, the TWU withdrew their complaint, but not before they held up the implementation of pay rises for Tigerair pilots for several months.

At Jetstar negotiations during 2014, the TWU supported the first offer from the Company, which was then voted down by 95% of the pilot group. The AFAP negotiating team subsequently negotiated a dramatically improved EBA package which was then voted up and is now in operation.

At Cobham, the TWU have successfully negotiated deals to remove pilot’s access to the MBF or other fund of their choice, despite the inferior entitlements under the Company loss of licence policy. The TWU has done this because it is more concerned with

undermining the AFAP, even at the expense of pilot’s entitlements.

Finally, at VARA EBA negotiations which concluded earlier this year, the TWU agreed a deal with the Company (again without consulting with the AFAP when we had worked jointly in negotiations for over 2 years) that included a 2 year pay freeze for pilots. The resulting EBA left the ATR pilot group some 15-20% behind the earnings of pilots at Q-Link.

The above examples reinforce the need for Australian pilots to belong to a unified specialist pilot representative body. The above examples of TWU involvement in EBAs reflects the fact its primary motivation is membership, and that it is not dedicated to advancing the working conditions and professional standards of pilots.

Further, unlike general unions such as the TWU, the AFAP provides specialist advice in the case of an aviation accident or incident and; safety and technical input to companies, government and other bodies to help shape and respond to regulatory change in the aviation industry and; access to loss of licence cover.

The AFAP have also strengthened our connections with the Australian and International Pilots Association (AIPA) with the ultimate aim of forming a single professional association and union covering all Australian commercial pilots. We are already working closely with AIPA on the safety and technical front.

In short the recent deal at Cobham reinforces that multiple unions in the workplace are not in the interests of Australian pilots.

MBF case study

Captain damian cresp

Profile Name Captain Damian Cresp Nationality Australian Age 60 Current Location Victoria MBF Benefits Refund of Contributions

AVIATION CAREER My flying training commenced in May 1978 at a flying school in Cessnock, NSW. After obtaining my Commercial Licence through this flying school, it was off to Mt Isa where my first job was flying a Cessna 206 to cattle stations in NT and North QLD. From there it was back to Melbourne in September 1981 to add a Class 1 instrument rating to my qualifications.

In November 1981, I commenced my first airline job with Murray Valley Airlines (MVA) based in Mildura, Victoria. It was a great honour to be selected and qualified as the Flight Operations Manager and Chief Pilot in November 1986, a position I held for 16 years. Later, MVA became Sunstate Airlines (Mildura) which was subsequently bought by Australian Airlines (TAA).

The airline’s name was changed to Southern Australia Airlines in 1989 and was part of the Australian Airlines regional group along with Sunstate QLD and Eastern NSW. In the early 90’s, Australian Airlines was sold to Qantas and the three sister airlines became the Qantas Regional Group After a period of 21 years with MVA/Sunstate/Southern, that part of my career ended when in October 2002 the airline was “merged” into Eastern. I resigned and took a redundancy rather than work for Eastern.

After a short break, I joined Virgin in February 2003 as a B737 First Officer and upgraded to Captain March 2005.

In February 2015, it became time to hang up the wings. The days were too long and the body was struggling. I retired from flying after a wonderful career in which I worked with and met so many fantastic people.

At the age of 27 I joined the MBF and remained a member until my retirement, a period of over 30 years.

WHAT was youR experience like with the MBF throughout your career?

My dealings with the MBF over the years have been a pleasant experience. Any queries were always answered promptly providing good information for decision making with respect to this necessary cover.

The staff has always been courteous and very knowledgeable. The fund has matured over the years in its ability to change with the times, particularly in the area of ageing pilots. The benefits improved greatly as the years went past.

Congratulations on your retirement Captain Damian Cresp why is loss of licence cover important?

Loss of licence cover is very necessary to provide a peace of mind should you be overcome by a medical condition that disallows you to carry out the privileges of your pilot’s licence. Medical events can present themselves without warning.

Fortunately, I have never had to use the Fund due medical issues, but was close. This occurred when lifting my nav bag from behind my seat when leaving the aircraft, I tore a bicep tendon. In this circumstance I was covered by WorkCover and my downtime was reasonably short. If there had been any complications and the time extended, or if I had not injured myself at work, it was pleasing to know the added pressure of total loss of income was not a concern because of the MBF.

IS THERE ANYTHING ELSE pilots should know about mbf loss of licence Protection?

We all consider ourselves bullet proof and, “it won’t happen to me”. Well it can and it will. You need to consider how you and your family will survive and maintain a lifestyle if you are unable to earn the money you have been accustomed to.

The MBF must be a necessary part of your investment plan, a plan for yourself and your future and the future of your family.

Please note that many factors may have contributed to the results and benefits described; Australian Air Pilots Mutual Benefit Fund does not guarantee comparable results elsewhere. This information is of a general nature only and is not intended to be relied upon as specific financial advice. Please read the Product Disclosure Statement (available at www.aapmbf.com.au) before deciding if this product is right for you. No responsibility for loss by any person acting, or not acting, as a result of this case study will be accepted. Subject to the Rules of the Fund.

Trustee: Austair Pilots Pty Ltd AFSL 344259 ABN 34 005 111 731.

www.afap.org.au// 2015// Your AFAP

USA HIMS “Outreach” Team Seminar Captain Brett Loeliger 11-12 november 2015, sydney A very brief overview: The 2 day seminar provided valuable face to face, real life accounts of the HIMS concept and implementation.

The US HIMS “Outreach” Team consisted of 6 members each with long term involvement in the program. Since 1974 in the USA, over 5000 pilots have been treated by HIMS. Right now, a typical major US airline would have several hundred pilots undergoing treatment. 2% of pilots suffer from some type of addiction and require treatment.

The pilot presenters were very experienced as representing leadership of HIMS programs within Delta Airlines, United Airlines and Federal Express. Medical personnel attending, included the Deputy Federal Air Surgeon of the Federal Aviation Administration, and the current acting CASA Principle Medical Officer.

Captain Dave Booth and myself attended both days along with other fellow AFAP pilot reps from Qantaslink, Rex, Cobham, Jetstar, Tiger, Helicopters, and National Council.

AFAP legal/industrial staff, AIPA, Vipa, Aircrew Officers Association of Australia (Cathay) and NZHIMS reps were also in attendance.

The presentation topics included valuable information on: •

HIMS introduction and historical overview

•

Alcoholism: the disease

•

Substance use and misuse in the aviation industry, education, identification, intervention and treatment

•

HIMS: the FAA experience; a collaborative approach

•

HIMS: CASA regulations and perspective

•

Program structure, policies, monitoring, relapse, prevention and detection

•

Case studies

If there was a single takeaway message from the US HIMS Team, it was that caring for the health and welfare of pilots suffering from addiction is paramount.

20

Your AFAP// 2015 // www.afap.org.au

The history in the US tells us that prolonging detection and treatment for addicted pilots will result in long term pain and misery for the pilot concerned, as well as his/her family and friends. Pilots suffering from an undiagnosed substance abuse disorder also present a significant safety risk.

For more information please go to the HIMS Australia website www.hims.org.au and view the excellent videos on Addiction and the HIMS program overview.

Our next meeting is in February 2016 with a view to build on the recently signed Virgin HIMS MOU with the Company.

Human Intervention Motivation Study • an occupational substance abuse treatment programme • confidential support programme run by Pilots for Pilots

Accident & incident training // Captain george kailis The following is a summary of the Accident & incident Training that was provided the day prior to Convention 2015 This year we ran an updated course that was well represented by pilots from all areas of the aviation industry. The course outline presented by the AFAP Industrial staff was based on protecting the pilot’s interests following an accident or incident. Regulatory framework underpinning accident investigations was discussed and the legal ramifications these currently have on pilots.

The Australian Transport Safety Bureau (ATSB) was represented by Senior Investigator Eric Blankenstein who gave a presentation about the role of the ATSB and the process this department performs when conducting safety investigations relating to aviation.

Since 1938, the AFAP has developed and evolved its approach to pilot welfare following and an accident or incident by adopting a five point checklist to cover the serious elements that a pilot may experience.

The AFAP regularly advertise forthcoming A&I courses, so keep an eye out if you wish to participate in one of these valuable sessions that may protect you or one of your colleagues in the future.

If you are ever involved in and accident or incident, there are five basic steps you can follow until the AFAP can provide you with on-the-ground support: 1.

Protect people and get to safety

2.

Contact the AFAP on the 25hr Emergency Hotline +61 (0) 459 747 757

3.

Comply with DAMP

4.

Comply with reporting obligations, the AFAP should be consulted for advise when writing a report

5.

See a Doctor (you may be suffering from shock or Post Traumatic Stress)

Erik Blankenstein, Senior Transport Safety Investigator – Aviation, giving a presentation on behalf of the ATSB (Below) The Kingscliff Accident & Incident Trainee attendees

www.afap.org.au// 2015// Your AFAP 21

joining ausalpa’s safety & technical team captain marcus diamond, Afap S&T consultant On 10 November six new volunteers joined the Australian Air Line Pilots’ Association (AusALPA)’s Safety and Technical (S&T) to help enhance the safety and operational efficiency of the aviation industry.

We encourage every council to have a Safety and Technical volunteer to represent their employers groups’ interests.

What does being a Safety & Technical volunteer involve?

The role of a Safety & Technical Representatives is to advocate the position of the pilot profession in the safety and technical area through effective and efficient representation.

Volunteers are assigned to a particular Safety & Technical portfolio. Each Portfolio meets formally twice a year, as does the Safety and Technical Committee. Facilities are currently being set up so representatives can join meetings via Skype or telephone conferencing. However, most of the work is done by email.

The Portfolios are chaired by experienced representatives appointed by the AusALPA Board. These Chairs ask their Portfolio members to take on various jobs, including external representation, which may be to a national organisation, such as CASA, the ATSB or Airservices Australia or to an international body, such as the International Federation

of Air Line Pilots’ Associations in the agreed timescale and within budget.

They may also ask representatives to help draft a response to an official document (such as a CASA Discussion Paper) or to help research a particular topic. Allocation is based on individuals’ expertise, experience and level of training.

Before commencing this role, Safety and Technical Representatives complete a comprehensive training course. The one-day Introduction to Safety Volunteers explains the role, introduces volunteers to AusALPA, the International Federation of Air Line Pilots’ Associations and the International Civil Aviation Organisation; and how to participate and the administrative back up and procedures.

There are also specialist courses to prepare representatives for their delegated portfolio(s). AusALPA Safety and Technical staff and the other S&T reps further support representatives.

Get involved, and depending on your commitments, you can spend as much or as little time as a Safety and Technical Representative as you have available.

If you are interested in becoming a representative, please contact the AFAP’s Safety & Technical Team (technical@afap.org.au).

AusALPA represents more than 6000 Australian pilots through its Pilot Councils. AusALPA is itself a member association of the International Federation of Air Line Pilots’ Associations (IFALPA), which represents 100,000 pilots globally.

AusALPA promotes and implements IFALPA’s mission statement: “To be the global voice of airline pilots, to promote the highest level of aviation safety world-wide and to provide representation, services and support to all of its Member Associations.”

This is mainly achieved is through the Safety &Technical Committee and its seven Portfolios; Accident Analysis and Prevention (AAP), Aerodrome and Ground Environment (AGE), Aircraft Design and Operations (ADO), Air Traffic Services (ATS), Helicopters (HEL), Human Performance (HUPER) and Security and Dangerous Goods (SEC/DG) and, most importantly, through its S&T Representatives.

On the flight deck you are protected by safety standards that have been won by your Association through the hard work and dedication of its representatives, your predecessors. AusALPA influences aviation safety standards internationally through IFALPA, which links upwards to the International Civil Aviation Organisation (ICAO).

22

Your AFAP// 2015 // www.afap.org.au

An Excerpt from AFAP’s HISTORY BOOK mary sheenan & sonia jennings; melbourne university publishing, 2010 Extract 3 – pages 11-14

By the end of the 1930s the AIAPN (AFAP) had been established on a firm basis and Australian civil aviation was on the road to becoming a well-regulated service. Fifteen airline companies employing more than 370 commercial pilots were offering regular services and Australia was connected to the centre of the Empire with three services a week. Aviation was expanding rapidly to meet the needs of an accepting and enthusiastic population.

But as late as 1939 only a fraction of the Australian population had ever flown. Their chance of experiencing the excitement of flight was to be delayed by the outbreak of World War II. War also forced the institute into abeyance, as pilots were drafted by the RAAF to fulfil their patriotic duty.

After war was declared, a specially created Department of Air requisitioned a number of aircraft to form the RAAF Reconnaissance Unit, including ANA’s Douglas DC-3s and Qantas’s flying boats, and pilots were called up for duty. For the first two years of the war the airlines that remained in operation faced a constant struggle to maintain regular services with diminishing aircraft numbers and pilots. When, in December 1941, Japan entered the war and began a rapid advance towards Australia, the situation changed dramatically. Civilian crews and aircraft became directly involved as reservists in many military operations, carrying and supplying troops, evacuating civilians and transporting large quantities of military material and documents. Places on flights were strictly controlled and most were reserved for people travelling in support of the war effort or on other essential business. During this time ANA was able to maintain most of its regular routes, although under the priority travel system almost all passengers were military personnel or travelling for military purposes. By contrast, Ansett Airways, which had been formed by Reg Ansett in 1936, gave up all its regular services to concentrate on servicing the United States’ aircraft fleet.

During the war years the expansion of civil aviation—in the number of passengers, the amount of freight and mail carried and the number of hours flown—enhanced the coffers of aviation’s entrepreneurial enterprises. Some companies, like ANA and Ansett, benefited, and new ones emerged, sometimes formed from the ruins of those that did not survive. By 1947 there were thirteen airlines operating in Australia. Besides changes in company formations, the war years had produced a vastly

improved infrastructure that included aerodromes and air traffic control. But there were problems, too, the biggest concern being the availability of aircraft. While the war created a surplus of aircraft after peace was declared, only some could be modified for civilian use. The war left one other legacy that was to prove of long-lasting importance to the AIAPN: a quantity of RAAF-trained pilots keen to develop a career in civil aviation. In the last two years of the war all Allied countries began to give thought to planning for a transition to peace. The institute joined with them in preparing for the onslaught of new members and what was expected to be the significant growth of civil aviation.

From institute to association

On 4 April 1943 Frank Roberts presided over a meeting of pilots held at Alkira House in Melbourne’s Queen Street. Roberts had been elected president of the AIAPN in April 1939, just months before Prime Minister Robert Menzies declared war on Germany in September, putting the institute’s activities on hold. When the institute meeting was called, 56 pilots were financial members, 17 of them in attendance charged with representing 25 by proxy. After declaring the meeting open, Roberts announced that the time was now opportune to reorganise in preparation for when the war was over. Competition for flying positions was expected with the post-war influx of RAAF pilots, giving rise to a concern that work conditions would deteriorate. The concern was valid: those holding commercial licences did reach more than a thousand by mid-1945, nearly trebling the 1939 figure. Added to the disquiet among institute members, the Labor government seemed convinced that government owned enterprises could contribute to a national economy better than private companies, and it continually expressed interest in nationalising air transport. The government’s socialist ideology encouraged pilots even more to band together to voice their interest collectively. One objective in reconstituting the organisation was to tackle the pre-war task of ‘building up the prestige’ of the institute and allowing it to be ‘accorded full recognition by the government, the Civil Aviation Department and other authorities’.

Another was to establish a superannuation scheme to benefit all members. Several decades would pass before this objective was realised in the 1960s. But President Frank Roberts was not to play a part in seeing this happen, nor would he play any further role in the institute’s history. Since he was then forty-seven years of age and ‘not directly engaged in flying’, he declared his intention to retire and ‘make way for someone more active’ in the profession. An election was conducted and the controls were handed over to vice-president Len Diprose.

Frank Leonard Roberts President 1939–43

Frank Roberts was born in Bendigo, Victoria, in 1896. He was an apprentice engineer with Victorian Railways when war was declared in 1914. Roberts enlisted in March 1916 and began training with the Australian Flying Corps at Point Cook in Victoria.

He joined the AFC’s second reinforcements as an air mechanic and completed his flying training in Britain in early 1918. Towards the end of the war Roberts was engaged in test flying at the Avro aircraft factory and in peacetime his skills in engineering and flying naturally led to a career in aviation. He began by conducting joy flights at Mascot in his Avro 504K, then ventured further afield to Queensland. The novelty of flying at this time allowed Roberts to earn a considerable sum of money. In June 1920 he flew the first official air mail between Lismore and Tenterfield in New South Wales. When his mail contract expired in June 1931, he moved back to Bendigo to establish Roberts Airways, where he offered instruction and

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managed a regular freight service. By 1935 he was a partner of Victorian and Interstate Airways based at Essendon, operating services between Melbourne, Deniliquin and Hay. This company diversified to supply ‘deluxe passenger equipment, furnishings and fittings’ for aircraft as well as servicing and repairs. Roberts was known inside and outside of the industry as a skilled and competent pilot, as well as an astute businessman. It was undoubtedly these qualities that led to him becoming the first elected president of the Australian Institute of Air Pilots and Navigators in April 1939. When World War II was declared Roberts enlisted with the RAAF and spent eight months training pilots in Britain.

On his return to Australia in 1943, Roberts recognised that a large number of RAAF trained pilots would be looking for employment in civil aviation after the war. He convened a meeting of the institute in April 1943 and impressed on those present the need to reaffirm the aims of the organization and plan for peace time. By

then Roberts was forty-seven and not ‘directly engaged in flying’, so stepped down from the presidency to ‘make way for someone more active’.

Frank Roberts continued with his aviation business interests until his retirement in 1969. In 1970 he received an OBE for a lifetime of service to aviation.

www.afap.org.au// 2015// Your AFAP 23

2015 ELECTED VPF REPRESENTATIVES

Rod Aldridge Capt. B737 VPF Chairman AIC Representative (Secondary) Editor Your AFAP

Scott Edwards Capt. B737 Membership

Brett Loeliger Capt. B737 Welfare

George Kailis Capt. B737 VPF Vice Chairman Editor Your AFAP

Wal Gowans Capt. B737

Steven Lunn Capt. B737 PBS Advisor Welfare

Captain Marcus K. Diamond Safety & Technical Consultant BscMelb

Stuart Beveridge FO E190 VPF Secretary Safety and Technical FRMS Governance (Primary)

Darren Gray Capt. B777 LH AIC Representative (Primary)

Darren Smith Capt. B737 PBS Advisor

Joseph C. Wheeler Aviation Legal Counsel MRAeS

David Booth Capt. B737 AFAP President SH AIC Representative (Primary) FDAP Governance Committee AusALPA President

Rowly Hipwell Capt. E190 AIC Representative (Primary) Communications

Deanna Cain Senior Industrial Officer LLB (Hons)

Captain John MacDonald Safety & Technical Consultant MCom Wol

Vaughan Bradshaw FO B737 VPF Convention Delegate Communications

Wayne Jericho Capt. B737 AAPMBF Trustee

Patrick Larkins Senior Industrial Officer LLB (Hons)

Captain Peter Gardiner Technical Director

Andrew Carson Capt. B777 LH AIC Representative (Secondary)

Joseph Kirchner Capt. E190 SH PWC Representative FRMS CAST Representative FRMS Governance (Secondary)

Simon Miller Industrial Advisor BA (Hons), LLB

Emma Young Business Development Manager BBA IBUS

Special thank you to all Virgin Group Pilots who wrote for this publication.

Chief Editors: George Kailis & Rod Aldridge Deputy Chief Editors: Emma Young & Serena Seyfort Contributors: Rod Aldridge, Stuart Beveridge, David Booth, Marcus Diamond, Wal Gowans, George Kailis, Patrick Larkins, Simon Miller, Steve Lunn, Brett Loeliger, Serena Seyfort, Joseph Wheeler, Emma Young Designed by: Emma Young & Serena Seyfort

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The views expressed in this journal in any article, letter or advertisement are not necessarily those of the Australian Federation of Air Pilots. The material in this publication may not be reproduced without the express written permission of the AFAP.