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Even though the airlines are in business to transport people from one place to another, they could not function without the help of many people on the ground, including those who take reservations and sell tickets, as well as those who help keep the airplanes operating on schedule.
The airline operations office at the airport is a very busy place. The schedule coordinators is surrounded by banks of phones, teletype machines, computers, and charts. The pressure of the job can be intense. A 40-hour work week, with shift work, is normal.
schedule coordinators are responsible to maintain and monitor flight crew coverage by adhering to FARs, policies and procedures, and the Collective Bargaining Agreements. Ensures each scheduled flight is legally covered with the appropriate crew compliment.
The schedule coordinator is responsible for processing and recording all crewmember schedule adjustments. In scheduling crews, the schedule coordinator maintains crew records and must consider many factors: sick calls, vacations, days off, flight hour limits, types of aircraft for which a crew is trained, and seniority bids or choices of flights selected by crew members. Coordinates flight crew coverage with System Operations Control center to protect the integrity of the market schedule. Answers sick calls received from crewmembers; completes the necessary schedule adjustments and provides reserve coverage, as needed. Assists crew coordinator in crew-related decisions. Processes and completes reserve assignments and notifications for current and following day Tracks, schedules, and notifies crew coordinator and crewmembers of crew rest delays. Makes last-minute changes to crew hotel reservations/cancellations and transportation arrangements, as necessary, during irregular operations.
In addition to the crew responsibilities, the schedule coordinators also makes decisions affecting the seating arrangements on the aircraft, turnarounds, estimated times of arrival, and unscheduled stops. He or she also determines aircraft availability, based on servicing and maintenance requirements. Monitors FLIFO and coordinates with the crew coordinator to maintain an on-time schedule, preventing or minimizing crew delays and misconnects. Processes legality reports, including validation and Illegal Trip Reports. Provide outstanding customer service to every crewmember. Provides schedule information to crewmembers. Identifies potential crew operational conflicts, notifies crew coordinator of such issues, and assists with solution development. Keeps track of the whereabouts of aircraft and crews; receives and relays reports of delays due to weather and mechanical problems; estimates times of arrival; gives orders for substitution of aircraft when required, and handles the scheduling problems that arise when flights must be diverted to alternate airports. Participates in shift turnover briefing, providing updates and a review of the current day s operation, including notifications still pending, open trips, irregular operations in progress, and a review of the schedule validation; reviews shift checklist to ensure all duties and responsibilities are complete; signs off and turns over to next shift during briefing.
Typical Requirements and/or Experience
Undergraduate degree or equivalent experience/training. Previous work experience in a customer service position andprevious scheduling experience may be desired. Schedule coordinators must have excellent analytical and organizational skills, outstanding verbal and written communication skills; excellent interpersonal skills and effective team player. Ability to function effectively in a fast-paced, dynamic, and stressful environment. Strong computer skills are required. Outstanding decision-making and problem-solving skills, ability to handle multiple projects and effectively re-align priorities . Familiarity with FAR's preferred. Ability to work varied hours.
A high school diploma or GED is required and a college degree with a major in air transport operations is useful preparation, but is not mandatory.
Married and unmarried men and women, with or without children are eligible. Persons who are widowed or divorced, also are eligible.
It is the policy of most aviation companies to provide equal employment opportunity to all individuals regardless of their race, creed, color, religion, sex, age, national origin, disability, military and veteran status, sexual orientation, marital status, or any other characteristic protected by state or federal law. Most aviation companies are strongly committed to this policy, and believe in the concept and spirit of the United States law.
Most aviation companies are committed to assuring that:
All recruiting, hiring, training, promotion, compensation, and other employment related programs are provided fairly to all persons on an equal opportunity basis without regard to race, creed, color, religion, sex, age, national origin, disability, military and veteran status, sexual orientation, marital status or any other characteristic protected by law;
Employment decisions are based on the principles of equal opportunity and affirmative action;
All personnel actions such as compensation, benefits, transfers, training, and participation in social and recreational programs are administered without regard to race, creed, color, sex, age, national origin, disability, military and veteran status, sexual orientation, marital status or any other characteristic protected by law, and;
Employees and applicants will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have exercised any right protected by law.
Most aviation companies believe in and practice equal opportunity and affirmative action. All employees are responsible for supporting the concept of equal opportunity and affirmative action and assisting the company in meeting its objectives.
Most aviation companies maintain Affirmative Action Plans for minorities, women, disabled persons and veterans.
EEOC has jurisdiction of the prohibitions against employment discrimination codified in Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967, Sections 501 and 505 of the Rehabilitation Act of 1973, Titles I and V of the Americans with Disabilities Act of 1990 and the Civil Rights Act of 1991. These laws prohibit discrimination based on race, color, sex, religion, national origin, age and disability.
The Office of Special Counsel (OSC) and the Merit Systems Protection Board (MSPB) enforce the prohibitions against federal employment discrimination codified in the CSRA. The OSC will defer those bases of discrimination under EEOC's jurisdiction to the respective federal agency and its EEO process. The CSRA also prohibits employment discrimination in the federal government based on marital status, political affiliation and conduct which does not adversely affect the performance of the employee, none of which are within EEOC's jurisdiction. Moreover, the law defines ten other prohibited personnel practices in the federal government, all of which fall under the jurisdiction of the OSC and the MSPB. See Prohibited Personnel Practices at http://www.osc.gov/ppp.htm.
Additional information may also be found on the the EEOC web site located at http://www.eeoc.gov/
Opportunities for Advancement
The schedule coordinator, after starting as a clerk with responsibilities in one or two areas, can advance to assistant schedule coordinator, senior schedule coordinator, and then chief of schedule control. He or she also may work up to a position in the dispatcher's office as general dispatch clerk or an operations planner.
Outlook for the Future
The aviation industry has gone through periods of tremendous success and innovation, and periods of intense challenges. Today, aviation plays a critical role in our economy and the future of aviation will depend on business and personal travel, aviation fuel costs, and government subsidy and intervention.
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