Fast 5: FEAM Expands Military Workforce Initiatives

Wayne Sisson, chief operating officer at FEAM Aero, is a United States Marine Corps veteran who previously worked as an aircraft electrician. He spoke with Aviation Week Network about the company’s new partnerships to recruit military talent with aviation maintenance experience and why these initiatives are a priority for its workforce pipeline.

FEAM Aero recently announced a new partnership with Aerotek focused on helping military personnel transition to the civil aviation maintenance industry. What will this partnership entail and how will it help service members looking to embark on this transition?

FEAM Aero was pleased to be selected by Aerotek in a partnership program where Aerotek provides scholarships to military men and women who have secured an FAA 8610-2 [an FAA application form to request authorization to test for a mechanic or parachute rigger certificate] whom they have recruited into FEAM. The scholarships cover the cost of the aircraft maintenance technical program which supports these veterans in obtaining their airframe and powerplant (A&P) license, which is essential in the transition from military to civilian aviation.

Last year, FEAM also announced several other veteran-focused partnerships, including with Orion Talent, the Defense Department Skillbridge program and the Army Partnership for Your Success program. How is FEAM utilizing these programs and partnerships to help recruit, train and retain talent?

FEAM is fortunate to work with several exceptional business partners—such as Aerotek, Veterans Alliance and Orion Talent as well as the Skillbridge and Army Partnership programs—who all provide seasoned and experienced men and women from our military who are transitioning into the civilian aviation sector. To help recruit, FEAM offers immediate employment (without the A&P license), provides hands-on aircraft experience and A&P study and practice test materials, and covers all costs associated with the written, oral and practical tests at one of the aviation maintenance technical schools, including pay, transportation, per diem and lodging. We believe that investing in our veterans will position them for success, and in return FEAM will benefit from their experience, leadership and loyalty.

Sources have previously told Aviation Week Network that service members face many challenges trying to transition to civil aviation, including disconnects in established pay and seniority levels, figuring out how to correlate military experience to the civilian world during job interviews and finding out what gaps need to be filled in terms of testing and certification. How is FEAM approaching these challenges?

We have found that nearly every aviation Military Occupational Specialty transitions into our MRO, and every one of these men and women bring value not only in flightline experience but in leadership, teamwork and discipline. Provided we see a winning attitude and a veteran aviator who wants to become a part of FEAM, he or she will have met the criteria. One of the unique elements in our 8610 program is that when a veteran successfully receives his or her A&P license, that person is immediately awarded a pay increase which honors their years of aviation experience while serving in the military, providing parity and alignment to our company pay program.

Approximately how many veterans are working for FEAM, and why is attracting military talent a priority for the company?

We take great pride in our team, which includes over 300 men and women who have honorably served our country. This number continues to grow, with 41 veterans currently enrolled in the 8610 program—14 of whom have recently earned their A&P licenses and another 10 in the final testing stage. Our founder and owner, Fred Murphy, is a veteran, as are several members of our leadership team. Many of us were also 8610s, giving us a deep appreciation for the value and skills veterans bring to our organization. By combining this exceptional talent with team members who have earned their A&P licenses through the traditional pathway—many with years of hands-on aircraft experience—we have built a truly winning formula.

Competition for MRO talent is tight, and military veterans in particular are likely to see interest not just from aviation companies and other technical industries, but also from defense contractors. What strategies is FEAM using to entice new workforce to join and stay with the company?

Over the years, FEAM has developed a strong workforce of highly skilled technicians. While some have moved on to new opportunities, we are fortunate to have many who continue to grow with us. Our approach is simple: we treat our team with respect and provide a seamless pathway for veterans transitioning into the civilian sector. Through competitive sponsorship and pay programs, along with opportunities for career advancement, we support their success.

In less than a year at Cincinnati/Northern Kentucky International Airport, our largest station, several veterans who recently completed the A&P program have already been promoted to lead and supervisor positions. This merit-based system creates growth opportunities not only for veterans but for our entire workforce.

Learn more about MRO industry workforce strategies and the factors impacting military aviation maintenance at Aviation Week Network’s upcoming MRO Americas conference and Military Aviation Logistics and Maintenance Symposium, April 8-10 in Atlanta.