ATS is not just a maintenance repair and overhaul (MRO) shop for commercial aerospace; it also creates solutions around workforce shortages.
“When you complain, you make yourself a victim. Leave the situation, change the situation, or accept it. All else is madness.”
— Eckhart Tolle
“When you complain, you make yourself a victim. Leave the situation, change the situation, or accept it. All else is madness.”
— Eckhart Tolle
Thus, there are complainers, and there are doers. Aviation Technical Services (ATS) is aware of the workforce situation, but Everett, Washington’s successful commercial airline MRO facility is doing something about it. The company’s hangar can house ten Boeing 737s indoors. Seth Jacobsen, director of technical training and AMT development, said he loves it when people first tour ATS because of its size. Although smaller than the Boeing Everett plant, it is still massive. As a maintenance repair and overhaul (MRO) shop, they need many maintenance technicians and mechanics on staff to conduct work.
Chief People Officer Dayna Eden had a long healthcare career before entering the aerospace industry. She feels that from a human resource perspective, healthcare and aerospace have much in common through “quality, safety, and compliance.” She said ATS customers are commercial airlines that must follow aircraft maintenance schedules with oversight from the FAA. Additionally, they conduct work to overhaul aircraft when airlines need to replace seats, Wi-Fi, lavatories, etc.
Public Relations Manager Sherry Bergstrom added, “Maintenance work scopes grow as the aircraft ages.” ATS maintains narrow-body aircraft, primarily Boeing 737s, and parts for both narrow and wide-body aircraft. They also can conduct airframe modification work for wide-body aircraft outside the facility utilizing tent structures. They also have mechanics in Moses Lake who handle custom interior work for VIP aircraft. Bergstrom stated that they also do Airbus airframe maintenance for the A320 family. She said that being next to Boeing facilitates access to technical data.
Eden commented that many customers are commercial airlines, but they also work for government, cargo, and charter operators.
Bergstrom noted that the latter work allowed them to keep employees busy during the pandemic when commercial airlines were barely flying.
From a hiring perspective, Eden observed, “I think hiring principles are generally consistent across most industries. You are looking for someone who will add to your culture and complement your existing team. What’s different is the drastic shortage of aircraft technicians. I didn’t have anything of the same scale in healthcare. It’s a huge challenge.”
Eden said she loves “coming to work every day to work with a talented team of HR professionals who share a passion for creating a great workplace. It’s a team effort and a joy to work with the people I work with across three states.”
ATS has about 800 employees and contractors in Everett, with about 50 in Moses Lake. They have 1300 employees between Kansas City, Missouri, and Dallas/Fort Worth. “We primarily need aircraft technicians at every level, including those with zero experience to those with 20-plus years of experience. We also have quite a few openings in logistics and procurement,” Eden observed.
From a skill set perspective, aircraft mechanics utilize an in-house apprenticeship program. ATS will take “those with an interest and aptitude for working with their hands, but they don’t need experience. We also need people with avionics and flight control experience.” She said there is a balance between having master leads and apprenticeships, so they have people to conduct training and manage apprentices.
Retirements and the aging workforce continue to be challenging, particularly in the aerospace industry. Eden remarked, “We will do almost anything and everything to find candidates.”
To that end, they have partnered with Sno-Isle TECH Skills Center in Everett for training through their apprenticeship program. Kareen Vincent, aerospace maintenance and manufacturing program instructor with Sno- Isle, works with high school youth in the program. She has been with the school since 2018 but was previously in a naval contract, and with Boeing in Everett. She said, “To become an aircraft mechanic, you must get certified in airframe and powerplant (A&P).” She teaches physics and math to the apprentices, and then they go to ATS for supervised instruction. She said they become certified at ATS while earning a living wage. “High school students are earning (while) job training. It is a win-win for everyone involved. That’s what’s so amazing for a company like ATS, and they are growing capable human beings.”
Vincent said they have 24-28 students per session and average about 54 students per year who complete the program. She noted that many students learn about the program as early as 8th grade or sooner, depending upon older siblings. Also, Sno-Isle offers classes every summer where younger students can earn a half credit. With 24 programs, youth have many opportunities to gain an introduction to different careers.
Vincent stated that she is motivated to help today’s youth: “When I was in high school, no one believed in me. I had no mentors.” She explained that she doesn’t want others to go through the same difficulty. She added that many kids don’t “gravitate to the trades” but that “a place like ATS gives you everything in one shot, including a pathway to a federal license. You can’t lose.” She concluded, “I’ve never seen a bigger group of eager children in my life; I’m so glad to be a part of it.”
Jacobsen also draws inspiration from the work of training the next generation of aircraft mechanics. He’s been with the company for five years and said, “I like watching our apprentices grow and succeed. That is hands-down the most fun. We have had quite a few graduates, and (they are) getting certificated; it is really, really fun.”
Jacobsen came from Horizon Air as an A&P mechanic. He mentioned he’s been in many roles over the years, but all in maintenance. He said, “There are not enough skilled aircraft mechanics to go around. We have an apprenticeship program to train those who don’t have those skills. We train them ourselves.”
He explained that all new hires at ATS undergo a two-week initial training to learn MRO fundamentals. They go through what it’s like to be on the floor, read and understand tasks from the Boeing manuals, understand the aircraft parts, safety wiring, riveting, etc. “They are comfortable when they walk out on the factory floor.”
ATS does some aftermarket modifications for Boeing, and their location is handy for conducting routine maintenance on aircraft because it is an aerospace hub. “Everything arrives here by air, but they don’t all fly to Paine Field. Sometimes, if they go to SeaTac, the aircraft will fly to Everett for maintenance,” Jacobsen said.
“The most satisfying part is seeing apprentices succeed. They will go through the program, graduate, and then move to master mechanics.” He loves hiring former apprentices as instructors in his department. Three employees in the department have been former apprentices. He said that is proof of the apprenticeship process — to take people to the state of leadership and instruction for others. He added, “We have had people go on to master and lead mechanic’s roles, which is a continual feedback loop from apprentice to leadership.” Most trainees are very excited about the training in the large factory environment. The lead walks trainees onto the aircraft on the first day. “There is an awe factor,” Jacobsen said.
He concluded that people should consider careers in MRO because there is always something to learn and a way to grow. Many career options exist, and “You never get bored.” There are long-term employees with the company — some have worked 30 to 40-years there. He said people see the company as being like a family, and that encourages people to stay, “It is a great place to work, a great place to start a career, and a great place to grow up long-term.”
ATS has graduated 150 apprentices in its program since they started, and approximately half have become certified with the FAA.
Eden added that they partner with Everett Community College, local military resources, AJAC and ATEC. “We are constantly looking for hiring sources and partnerships.” Their director is charged with fostering partnerships with external organizations and she noted that they would also like to add more women to the company.
She observed that about 11 percent of their workforce comprises former military personnel or active reservists, but that more work needs to be done to enable easier transitions for military personnel departing to civilian careers.
Finally, with ATS, the big question aside from hiring, is how to keep employees happy through providing a great work environment. Eden remarked that some of these elements include safe and supportive basics; then there are “nice to have” benefits; and lastly, she emphasized that the “people skills of leadership” are essential. “The soft skills matter to people to make them feel welcome and wanted and cared about.”
ATS has accepted and done something about the workforce shortage, which seems like a great industry overhaul story!
Contact
If interested in a career at ATS visit: www.atsmro.com/careers/
For general inquiries, email: info@ATSmro.com
