Keeping pilots flying to remote areas

Ever since the first flight into Kathmandu of a Beechcraft Bonanza in 1949 and the rapid development of civil aviation, Nepal’s terrain has necessitated the use of Short Takeoff and Landing (STOL) aircraft that serve small mountain airstrips.

Building roads and infrastructure to connect remote communities was always expensive, and until recently many districts were only accessible through STOL airfields, or by foot.

Despite a growing road network over the years, STOL operations continue to be a vital lifeline to isolated settlements in the mountains.

Royal Nepal Airlines Corporation began its operations in 1958 with World War II vintage DC-3s, but for shorter airfields it inducted the de Havilland DHC-6-300 Twin Otters in 1970. At one point, Nepal’s flag carrier had an assortment of 19 aircraft, including nine Twin Otters and three Pilatus Porter PC-6 STOL aircraft.  

The airline also briefly flew the STOL-capable Harbin Y-12E in 2014 and has only two airworthy Twin Otters. However, it was the STOL operations of Nepal Airlines 50 years ago that laid the foundation for the entry of private domestic STOL operators.

The government’s open skies policy in the 1990s dismantled the monopoly of the state-owned Nepal Airlines, heralding the privatisation of Nepal’s domestic aviation market and the arrival of many STOL-only airlines, of which Sita Air, Summit Air, and Tara Air are still operating today.

However, flying STOL aircraft has become a less preferred job option for pilots, and flight crew retention has become a challenge for them.

After initial progression, STOL pilots typically encounter career stagnation and face two alternatives: remain in the same company with the same flight responsibilities, or take on additional management responsibilities with fewer flight hours.

The rapid expansion of non-STOL flights by other domestic operators has created a third option: career enhancement with higher salaries. While employees tend to remain in organisations as long as they receive continuous, nominal salary increases, the lack of STOL pilot bonuses can make alternative jobs more attractive. 

As a result, the STOL pilot has the choice of remaining satisfied with the financial and social aspects of a current job, or seek alternative non-STOL pilot options on ATRs, Q400s, and CRJ of other domestic airlines. The higher salary of STOL pilots is a dominant factor affecting retention. 

Pilots join the aviation industry for the glamour, salary or career prospects of flying jet aircraft. Pilots choosing to remain in STOL operations typically prioritise salary over career prospects, while pilots who leave STOL operations choose career prospects as their primary motivation.

As they get older, a pilot’s priorities also change, although there does not seem to be a correlation between age and retention as a STOL pilot. Other factors, such as safety, compensation and benefits, and non-monetary factors like supervisor relations can affect the retention of STOL pilots.

Communication, incentive structures and a guanxi network can be helpful in pilot retention as appropriate to the organisation’s cultural context and leadership style. However, the departure of pilots can cause significant economic loss to the airlines which invested substantially in their training.

A survey of STOL pilots currently flying and those who had quit for better opportunities elsewhere found that while sufficient salary was necessary to retain pilots, the reasons for pilots leaving depended on whether they were family-oriented or extrinsically motivated.

Additionally, the responses suggest that STOL pilots did not view salary, bonuses, incentives, medical benefits and annual leave as separate components of salary but rather tended to see all these as a total package of monetary and non-monetary benefits.

STOL pilots typically draw a base salary for a predetermined number of flight hours that they need to fly, which can range between 40–60 hours a month, after which they receive an hourly rate for every extra flight hour. In addition, when deputed out of the base station, they receive a daily meal allowance and daily night-stop allowance.

The salary has been structured to incentivise them to fly more flights willingly, even though Civil Aviation Authority of Nepal (CAAN) regulations restrict pilots to a maximum of 1,000 flight hours a year and 100 flight hours a month. STOL pilots typically approach 100 hours a month during the peak season and 40–50 hours a month off-peak.

Since the STOL pilot’s salary is based on the flight hours, there is a tendency to push the acceptable limits during marginal weather. Furthermore, even though STOL pilot salaries are lower than non-STOL pilots, their standby hours waiting for weather improvements in airfields with few navigational aids are significantly higher than non-STOL pilots.

Hence the challenge of retaining STOL pilots must also be seen in the broader context of the expansion of the road network. The new STOL airfield construction spree due to political pressure has not increased passenger demand.

Domestic airlines flying STOL aircraft like Twin Otters, LET410s, and Dornier Do228 subsidise their Nepali passengers by charging higher USD rates on tourist sectors like Lukla, Jomsom or Jufal. Therefore, STOL operators in Nepal are not in a financial position to offer competitive salaries, incentives, and bonuses to their pilots, which can impact their retention. 

On the other hand, STOL pilots with managerial responsibilities in an airline tend to be retained by the airline better than other pilots.

In the past, STOL pilots used to be paid more than their counterparts flying bigger non-STOL planes. Nevertheless, broader options in non-STOL airlines in Nepal and overseas show that salary alone is no longer a sufficient factor in recruitment and retention of STOL pilots. 

Operators therefore have to fulfil other retention factors to keep STOL crew motivation and retention high.  

Captain Ajay Pradhan has over three decades of experience in STOL operations and has completed his doctorate on retention of Nepali STOL pilots from Australia.