Background:
I am a current certified professional controller with over 20 years of experience working CONUS, OCONUS, military, and civilian Air Traffic Control
Problem 1:
ATC staffing shortages are directly impacting the safety and efficiency of the NAS resulting in massive losses in revenue generation and exponentially compounding both risks and safety issues. The current plan to hire more controllers will not ever outpace retirement and withdrawal numbers due to training bottlenecks and non-competitive salaries. Further compounding this issue is that due to the complexity and intensity of ATC many controllers will wash out months or years down the road costing the agency time and resources.
Current bottleneck 1:
ATC hiring process currently requires ALL off the street hired controllers to attend training in Oklahoma City. This training is largely viewed as not beneficial (due to the local training requirements that can’t be taught in a broad environment) furthermore the capacity of the schoolhouse limits throughput and results in hires being offered employment in geographic locations that are not ideal for their quality of life, and costs the agency millions of dollars in transportation expenses to get employees to the schoolhouse.
Solution 1:
ATC facilities level 7 and below are granted one training specialist position who’s sole purpose will be to train direct hires on local regulations and basic ATC knowledge. (this position will only be activated when there is a need and will be completive bidding from active facility controllers, while teaching the class controllers will earn 20% training pay and return to the boards once controllers are completed fundamentals)These facilities should be able to post direct local hiring offers in their immediate area with the job listing stating failure at any point in early training will result in termination of employment, and relocation expenses will not be paid resulting dramatic cost savings for the FAA .
Problem 2:
Air traffic controllers are resigning from the career field at lower level facilities due to non-competitive salaries, high geographic cost of living and inability to move to higher level facilities. Solution 1 would dramatically increase lower level facility controllers ability to move to higher level facilities once manning shortages catch up (approximately one year) Current ATC transfer policy is random at best, and corrupt at worst.
Solution 2:
Increase the rate at which experienced controllers accrue raises to match compensation with skills. This should be a straight numbered salary raise and not based on percentages as controllers at higher level facilities already receive substantial compensation. Additionally, give controllers with longer time at facilities priority when it comes to transfer requests.