The aerospace industry is projected to grow significantly over the next 20 years. This unprecedented growth is expected to be driven by commercial aircraft, which is expected to double during that time span. One of the biggest threats to the expected growth is the shortage of mechanics. Boeing predicts airlines in North America will require 189,000 new mechanics by 2037. Mechanics are essential to aircraft safety and the growth of the aerospace industry. Nearly 30% of aircraft mechanics are near retirement age and current hiring initiatives have fallen short to replace them.
Aviation Technical Services (ATS) is the largest independent MRO on the west coast has started a new initiative to train new mechanics and support the aviation industry make reach their new hire goals.
Aviation Technical Services (ATS) recently announced that it has launched an innovative approach to recruiting, hiring and training entry-level mechanics called the Apprenticeship Program. It is designed to find the next generation of talent at ATS as it – along with the entire MRO industry – faces a skilled labor shortage. The idea is to attract new recruits to the aerospace industry and encourage them to consider new career pathways in order to provide a sustainable and engaged workforce.
As the global aviation industry faces a rise in demand, the number of aging maintenance technicians leaving the workforce is projected to outpace the number preparing to enter it for most of the next decade. For ATS, this brings the essentially of hiring, training and retaining a skilled workforce into urgent focus in order for the company to continue providing the best possible customer service.
"The Apprenticeship Program is an investment in the company’s number one resource: our People,” said Dayna Eden, Chief People Officer. “The Apprenticeship Program is an excellent way for people who want to get started in the aviation industry and launch their careers all while getting paid to do so. This initiative meets people where they are at, assists them in getting their license, provides a transparent promotion process, and communicates clear career pathways so that technicians can experience long term growth at ATS.”
The program supports new apprentices through their first eighteen to twenty four months on the job at which time they would receive their A license. Academy Trainers work with Apprentices regularly providing them with the training and tools they need to progress through the levels. Apprentices will progress at their own pace because the program is not based on time, but on competency as measured by the progression criteria. No matter where they start the system is set up for success and long term growth at ATS. Apprentices are coached on both the technical side and in personal development in order to continually develop and advance aviation technicians at every level.
The People Department launched the Apprenticeship Program by partnering with local high schools, technical and community colleges, work source events, and government agencies located near each of the ATS sites in Washington, Missouri and Texas. Some mechanics who already have their A&P Certificate will also receive an invitation in the mail encouraging them to enter the Apprenticeship Program.
Although the program officially launched at the end of January, it has been in development for over a year. It is one of several initiatives under the banner of the ATS Academy within the People Department. The ATS Academy is focused on the learning, training and development of ATS Employees and houses the Leadership Training program, the Performance Outreach program and the Retention, Engagement and Culture team.
