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Dream Liner (Boeing 787)
 Dream Liner (Boeing 787) |
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| Boeing Rename 7E7 Dreamliner to an official model disignation of B-787 Dreamliner which will carry 200-250 passengers on routes between 7,200 and 8,000 nautical miles (13,334-14,816 km).The airplane will use 15 to 20 percent less fuel for comparable missions than any other wide body airplane. It will also travel at speeds similar to today’s fastest wide bodies, about Mach 0.85. Production will begin in 2005. First flight is expected in 2007 with certification, delivery and entry into service occurring in 2008. New 787DreamLiner will become the first commercial jet to be made with most of its primary structure consisting of composite materials.Some of the composite materials that will be used include graphite and toughened epoxy resin, and TiGr, a titanium/graphite composite. The graphite/epoxy material will make up the bilk of the composite materials used in the 787, while the titanium/graphite composite will be used for the wings.Titanium is a strong metal known for its light weight and durability. Graphite is a stable form of carbon. Boeing 787 (Dream Liner) will be the most advanced and efficient commercial airplane in its class and will set new standards for environmental responsibility and passenger comfort. The Engines, Boeing’s demands will intend to make B787 (Dream Liner) significantly quieter and cleaner , more fuel efficiency and cheaper to maintain. A new generation of aircraft requiring a new generation of engine. Boeing is requiring engines producing up to around 70,000 lb. of thrust. The engine manufacturers are talking about reducing the number of compressor stages, reducing bleed air or shift away from using bleed air to pressurized cabin air and shift away hydraulic systems toward nearly all electric aircraft. All of those under study and final results are still unknown. B787 will has approximately of Carbon fiber laminated composite materials around 57% of the main structure and 24% aluminum alloy, 11% titanium, and 8% steel. The 787 will have two 250kW generators to provide power for pressurization, deicing and hydraulic pumps. The 787 will have wireless IFE system, the aircraft’s interior will be broken up into broadcast areas. The 787 will have 5000 psi hydraulics system. As of today (June 2005), Air Canada = 14, Air China =15, Air India = 27, Air New Zealand =2, All Nippon Airways =50, Blue Panorama =4 (Italy), China Eastern =15 , China Southern =13, Continental =10 , Ethiopian =5, First Choice =6 (UK), Hainan Airlines =8, Japan Airlines =30, Korean Airlines = 10, North West Airlines = 18, Primaris Airlines =20, Shanghai Airlines =6 , Vietnam Airlines =4 , Xiamen Airlines =3 , ANA is the first customer that selected B-787. B787 has maiden flight on 15 December 2009 and The first 787 is supposed to be delivered to All Nippon Airways of Japan by september of Year 2011 which delayed from the schedule morethan 2 years. |
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| PRELIMINARY SPECIFICATIONS OF BOEING B-787 (DreamLiner ) | |||
| 787-3 | 787-8 | 787-9 | |
| Passengers(3 Class Config.) | 289 | 223 | 259 |
| Cargo loading | n/a | 5 pallets + 5 LD3s | n/a |
| Range | 3500 nm (6,500 km) | 8500 nm.(15,700 km) | 8300 nm.(15,400 km) |
| Number of engine | 2 | 2 | 2 |
| Engine types | GEnx, / RR Trent 1000 | GEnx, / RR Trent 1000 | GEnx, / RR Trent 1000 |
| Engine Thrust | 55,000-70,000 lbs | 55,000-70,000 lbs. | 55,000-70,000 lbs. |
| wing span | 168.76 ft.(51.61 m) | 192.27 ft. (58.8 m.) | 192.27 ft. (58.8 m.) |
| Length | 182 ft.(56m) | 182 ft (56m.) | 202 ft.(62m) |
| Operating speed | 0.85 mach (1019 km/h) | 0.85 mach (1019 km/h) | 0.85 mach (1019 km/h) |
| Cruising altitude | n/a | n/a | n/a |
| Max.take off weight | 299,916 lbs. | 452,500 lbs. | 500,000Lbs. |
| Max.landing weight | n/a | n/a | n/a |
| Operating weight empty | 242,000-252,000 lbs. | 242,000-252,000 lbs. | 242,000-252,000 lbs. |
| Max.payload | n/a | n/a | n/a |
| Max.fuel capacity | n/a | n/a | n/a |
cockpit B787 Dream liner |
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| 1 nm.(nautical mile) = 1.15155 miles, 1 kt (knot) = 1.15155 mile / hr. 1 mach = 761 mph.(SL,ISA) |
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The Boeing 777-200
| Type |
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Long and ultra long range widebody airliners
| Schematics |
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| History |
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Boeing’s advanced widebody 777 twin incorporates more advanced technologies than any other previous Boeing airliner, and has been progressively developed into increasingly longer range developments.
The 777 was originally conceived as a stretched 767, but Boeing instead adopted an all new design. Notable 777 design features include a unique fuselage cross section, Boeing’s first application of fly-by-wire, an advanced technology glass flightdeck with five liquid crystal displays, comparatively large scale use of composites (10% by weight), and advanced and extremely powerful engines. The 777 was also offered with optional folding wings where the outer 6m/21ft of each would fold upwards for operations at space restricted airports.
The basic 777-200 as launched in October 1990 was offered in two versions, the basic 777-200 (initially A-Market) and the increased weight longer range 777-200IGW (Increased Gross Weight, initially B-Market). The IGW has since been redesignated 777-200ER.
The 777-200 first flew on June 12 1994, with FAA and JAA certification awarded on April 19 1995. The FAA awarded full 180 minutes ETOPS clearance for PW4074 -200s on May 30 that year. First customer delivery was to United Airlines in May 1995. The first 777-200IGW/ER was delivered to British Airways in February 1997.
The 777-100X was a proposed shortened ultra long range (16,000km/8635nm) model, dropped in favour of the 777-200LR (originally 777-200X) design study. Boeing claims the 777-200LR will be the longest ranging airliner, capable of flying 16,417km (8865nm) – 18 hours flying time. It will achieve this with awesomely powerful 489kN (110,000lb) thrust GE90-110B1 turbofans, a significantly increased max takeoff weight and optional auxiliary fuel tanks in the rear cargo hold. Other changes include 2m (6.5ft) raked wingtips, new main landing gear, structural strengthening and optional overhead crew and flight attendant rest stations above the cabin. The 777-200LR was launched in 2000, but is now delayed until 2006.
The stretched 777-300 is described separately.
| Powerplants |
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777-200 – Two 329kN (74,000lb) Pratt & Whitney PW4074 turbofans, or 334kN (75,000lb) General Electric GE90-75Bs, or 334kN (75,000lb) Rolls-Royce Trent 875s.
247 tonne MTOW version – Two 345kN (77,000lb) PW4077s, or 338kN (76,000lb) GE90-76Bs or 345kN (77,000lb) Trent 877s.
777-200ER – Two 374kN (84,000lb) PW4084s, or 378kN (85,000lb) GE90-85Bs, or 373kN (84,000lb) Trent 884s; or 400kN (90,000lb) class PW4090s, GE90-90B1s, or Trent 890s; or 409kN (92,000lb) GE90-92Bs.
777-200LR – Two 489kN (110,000lb) GE90-110B1s.
| Performance |
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Typical cruising speed 905km/h (490kt).
777-200 – Range 229 tonne MTOW 7000km (3780nm), 233 tonne MTOW 7778km (4200nm), 247 tonne MTOW range 9537km (5150nm).
777-200ER – 263 tonne MTOW range 11,037km (5960nm), 286 tonne MTOW range 14,316km (7730nm).
777-200LR – Max range 16,417km (8865nm)
| Weights |
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777-200 – Empty 139,025kg (306,500lb) or 139,160kg (306,800lb), max takeoff optionally 229,520kg (506,000lb), or 233,600kg (515,000lb), or 247,210kg (535,000lb).
777-200ER – Empty 142,430kg (314,000lb) with 374kN/84,000lb engines, 143,015kg (315,300lb) with 400kN/90,000lb engines, max takeoff optionally 263,085kg (580,000lb) or 286,897kg (632,500lb).
777-200LR – Max takeoff 341,105kg (752,000lb).
| Dimensions |
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777-200 – Wing span 60.93m (199ft 11in), or folded 47.32m (155ft 3in), length 63.73m (209ft 1in), height 18.51m (60ft 9in). Wing area 427.8m2 (4605sq ft).
| Capacity |
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Flightcrew of two. Passenger seating for 305 in three classes or up to 440. Underfloor capacity for up to 32 LD3 containers.
| Production |
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Total 777-200 orders received as of early 2003 452, with 379 delivered
Boeing 777ER Specs
The backbone of the Emirates fleet, we currently have more than 70 Boeing 777-300ERs, with many more on order.
| Passenger capacity | 3 class – 364 / 358 / 354 2 class – 427 / 442 |
| Wingspan | 212 ft 7 in / 64.8 m |
| Length | 242 ft 4 in / 73.9 m |
| Height | 61 ft 5 in / 18.7 m |
| Cabin width | 19 ft 3 in / 5.86 m |
| Engines | GE90-115BL1 |
| Thrust | 115,540 lbs |
| Maximum range | 7,880 nautical miles / 14,594 km |
| Cruising speed (Mach) | 0.84 |
| Cruising altitude | 43,100 ft |
| Three class Private Suite seating chartThree class seating chartTwo class seating chart | |
Airbus Record Order Intake for 2011 Beats Boeing on A320neo
Airbus SAS, the world’s biggest planemaker, extended its lead over U.S. rival Boeing Co. (BA), with 11-month orders already topping its annual record following the introduction of the A320neo.
Carriers placed 1,378 aircraft orders through November after subtracting cancellations, the Toulouse, France-based company said on its web site. That includes about 1,200 firm orders for A320neos, which offer more fuel-efficient engines than the existing A320 series. Boeing’s tally stands at 518 planes in the first 11 months.
An employee loads an Engine Alliance (EA) LLC GP7200 aero engine onto a transporter at the Airbus SAS factory in Hamburg. Photographer: Jason Alden/Bloomberg
Airbus has topped Boeing’s deliveries every year since 2003. While aircraft makers get the majority of payment upon delivery, new purchase agreements carry initial pre-delivery payments of as much as 5 percent upon signature, with 20 percent of the sales price being paid out in stages before delivery, boosting cash and providing capital for investing in planes.
The shares of Airbus (EAD) parent European Aeronautic, Defence & Space Co. have gained 26 percent this year, outpacing the 10 percent increase in the value of Boeing stock. EADS was little changed as of 4:30 p.m. in Paris, trading at 22.04 euros a share. Boeing shares rose as much as 47 cents, or 0.66 percent, to $71.56 in New York and traded at $71.50 as of 10:37 a.m. in New York.
Boeing is lagging on orders partly because the Chicago- based company hasn’t yet started taking firm orders for its 737 MAX, a version of the 737 that will offer new engines and enter service in 2017, two years after Airbus’s A320neo.
MAX Engines
Boeing decided to offer the MAX, which will carry more fuel-efficient engines from CFM International, a joint venture of General Electric Co. (GE) and Safran SA (SAF), to fend off the A320neo and help capture half of a $2 trillion market in the next 20 years.
The unit of European Aeronautic, Defence & Space Co. delivered 477 planes through November, including 371 single- aisle aircraft, 78 widebody planes, and 22 double-decker A380 jets. Airbus incurred 143 cancellations. Boeing delivered 387 planes through October, according to its web site.
Boeing says it has won 700 commitments from nine customers for the MAX though will only accept firm orders when the performance guarantees and pricing of the promised plane have been set. Jim Albaugh, chief executive of Boeing’s commercial jet division, said Nov. 13 that discussions on pricing and performance may be wrapped up before year end.
Random thoughts about Airbus, Boeing and related issues
We’ve been traveling on business all week and naturally the conversation was all aviation. We spoke with lessors, aerospace analysts, hedge funds and private equity. In what amounts to a data dump, here is what is being discussed “out there.” This is in no particular order.
- The new outbreak of ad wars between Airbus and Boeing is viewed largely with eye-rolling and disdain that two world-class companies are behaving like two year olds.
- Nobody, but nobody we talked with believes the public numbers advanced by either Airbus or Boeing.
- Boeing will have virtually a new airplane with the 737 MAX by the time it’s done, similar to the design creep of the 747-8 and the magnitude of change between the 737NG and the 737 Classic.
- Airbus pulled a coup with the NEO, forcing Boeing to do the MAX….
- But there is some sentiment that Airbus and Boeing should have resisted doing a re-engine and stuck with the the current airplanes. Airbus should have let Bombardier proceed with the CSeries for the niche 100-149 seat market unchallenged, having bigger fish to fry.
- Bombardier doesn’t know how to effectively sell the CSeries and it is unwilling to cut deals that would sell the airplane.
- Operating leasing is a ticking time-bomb, largely (but not entirely) due to book values of the aircraft on the balance sheet far exceeding current market values.
- Boeing claims the 787-10 will “kill” the A330-300. The market agrees–but only by the middle of the 2020 decade. Boeing can’t deliver enough 787-10s to make a dent in the global fleet before then. By then, the A330 will be about 30 years old and broadly at the end of its natural life cycle anyway. So what’s the big deal?
- Airbus is doing a good job enhancing the A330 to keep it competitive with the 787.
- There remains skepticism that the LEAP engine development is proceeding well. The buzz on the street is CFM still has a lot of challenges with the development.
- There is some feeling the MAX will be late–not because of any concrete knowledge, but because of Boeing’s performance on the 787 and 747-8 programs.
Unrelated to Airbus and Boeing, our colleague Addison Schonland has this first-hand accountof Isreal’s Iron Dome.
Psychometric testing in interviews
Psychometric testing in interviews
Employers often use psychometric testing to vet potential employees and help them understand a little more about your personality and ability to fit into the role they are offering – and this type of testing is becoming increasing popular.
Some tests are paper-based, others are computer-administered. Firms might create the job and people specifications, and then use personality and ability tests on candidate shortlists; or might use the test to create candidate shortlists in the first place.
Why not just interview?
Recruiting the wrong person can be a very expensive mistake! Conversely, recruiting the right person can transform an organisation for the better. Some personal characteristics, such as team-working skills, reasoning ability and personal empathy, are difficult to assess at interview and testing can be a more reliable indicator. Importantly, psychometric tests can minimise recruitment bias on the basis of gender, race and disability and may also allow the interview to be tailored for the individual. In short, these tests can make the recruitment process fairer to the employer and the applicant.
Types of test
Ability/aptitude tests
These are designed to assess the skills/knowledge you possess that are important for the job and come in many forms. With technical jobs, they might involve specialist questioning or practical testing. You would probably be told beforehand if this kind of test were to be conducted, so you can prepare by
- Finding out what you will be tested on
- Revising it
- Looking at sample questions
- Doing practice tests
Some aptitude tests may assess your potential to learn rather than testing specific skills. These are usually multiple-choice questionnaires, with definite right and wrong answers, and your work is generally timed. The most common types of aptitude tests include:
- Numerical tests, which test your mental agility and how quickly you understand numbers. It may be worth reminding yourself of times tables, percentages, fractions and long multiplication. You may be asked to complete a sequence of numbers, state the largest fraction or interpret date tables.
- Verbal tests, which may assess how you respond to written text. For example, you may be presented with a paragraph of text and asked to interpret the information.
- Logical reasoning, which usually involves spotting patterns. Practice reading complicated texts about subjects you do not understand. Practice extracting the main points from passages of information and summarizing their meaning.
Personality/motivation questionnaires
These measure your attitude, motivation and work style. These tests are designed to assess your typical behaviour, preferred way of doing things and how you are likely to behave in various situations. Employers use them to help them find people with characteristics that may be particularly suitable for a particular position.
Tips
- Be yourself, as you don’t know exactly what qualities the interviewers are looking for. They may be looking for a variety of different personalities rather than just one profile. Personality questionnaires usually contain checks to test whether or not you are being consistent, so try to answer as honestly as you can.
- Put down the answers that immediately spring to mind, rather than spending time pondering their meaning.
- Do not worry about your answers. Your interview and CV also provide important information about you, so your tests results will not represent the be all and end all.
- As there are no right or wrong answers in personality tests, you can’t revise for them. However, to ensure you don’t suffer from last minute nerves, you can undertake some practice questionnaires ahead of your interview, which are available free-of-charge from many websites.
General advice for taking psychometric tests
- Get a good night’s sleep the evening before the test and plan to arrive in good time, with a positive frame of mind.
- Inform the administrator if you are on medication that makes you drowsy.
- Read the questions carefully.
- The test may have some practice questions at the start. Make sure you understand these thoroughly before the test itself begins and, if you do not, ask the administrator to explain them.
- If you have a disability and require special provisions, you should contact the employer in advance.
- If you get stuck on a question, move on to the next one. However, do not abandon a question prematurely, if with a few extra seconds you might have solved it.
- If you change your answer, make sure your final choice is clear.
- Don’t waste time checking each answer thoroughly until you are absolutely convinced it is right.
- If you are not sure of an answer, put down your best guess and move on. However, avoid wild guessing – especially if marks are taken off for wrong answers.
Don’t forget…
Ask for feedback on your test results. Even if you are not hired, it can be useful to learn a bit more about yourself and how you come across to others. Asking demonstrates that you consider their tests to be important and useful.
Negotiating the best starting salary
Understandably, many people find discussing salaries uncomfortable and embarrassing during an interview. However, most interviewers expect some bartering and, if it motivates you to put more into the job, it is worthwhile for both the applicant and the employer. More than any other negotiation, a starting salary must result in a win-win situation.
Tips for negotiating the best starting salary
Know your value
Prior to the interview, research the company and salary range for the position you are applying for. Conduct a salary research so you can understand your market value by:
- Comparing salaries in job adverts – remember different locations might attract higher or lower wages
- Checking out online salary surveys (e.g. http://www.ukrecruiter.co.uk/salary.htm)
- Contacting people in the same job or industry to ask what other companies pay.
Say as little as possible
An interviewer will want to discuss salary as early as possible so they do not waste time with someone they cannot afford. They may also like to dwell on your past salary, in order to keep your salary expectations low. You need to delay the talk of salary as long as possible until you can convince them that you are the person they need. So:
- Avoiding discussing salary until you have a job offer. If you do, you could price yourself out of a job.
- Get the employer to disclose salary before you do.
- Do not disclose past salary. If pushed for a figure, you could say, ‘but of course, I wouldn’t accept that figure at today’s rate of pay’ or ‘but I took that lower wage in lieu of training’. Alternatively, ensure you include the entire value of the package that you received – not just the basic salary.
- If pressed by the interviewers about desired salary, try ‘What kind of salary range are you working with?’ or ‘I’d like to make as much as other employees with my qualifications’ or ‘What is a typical salary for this position?’ or ‘Until I learn more about the responsibilities I cannot make a meaningful suggestion, but will consider a reasonable offer’. Another strategy is name a pay range instead.
Sell your skills
Be prepared to talk about the skills and accomplishments that support the value you consider yourself to have.
Establish your target salary and absolute bottom line
Before you go into an interview, decide what salary you want to earn and what you are willing to settle for. It should be noticeably higher than what you earn now.
Your target salary should be at least 10–15% higher than the minimum salary you’d be willing to accept as this gives you some margin for negotiation. If you come down you should still end up with a salary at or higher than your minimum level.
Don’t be afraid to add extras into your wish list during the negotiation phase – you can then drop these if necessary to appear flexible.
Take into account the whole package
When presented with an offer, include:
- Basic pay
- Bonuses
- Company car
- Gym membership
- Shares/stock options
- Health plans
- Pension schemes
- Maternity/paternity allowances
- Life/health insurance
- Travel allowances and cost of traveling to work
- Meal reimbursement/discounts
- Clothing allowances
- Holiday allowances
- Other staff discount schemes
- Training provision/discount schemes
- Frequent flier/hotel points saving schemes.
There can be a wide discrepancy between a basic salary and the value of the total package – so ensure you are seeing the complete picture.
Make the negotiation a friendly experience
Make the employer feel that you are on the same side, working together to find a package to satisfy everyone’s needs. Don’t try to bully the employer into offering a better deal. Don’t bother telling one company about another offer that you have that’s higher paying, unless they ask what other offers you have had.
Never agree straight away
Be enthusiastic and appreciative when you receive a job offer but always ask for 24 hours to respond. This will allow you thinking time in case anything occurs to you after the adrenalin of the meeting.
So you didn’t get the offer you want – what now?
First, if a salary offer is made by letter, call to make an appointment to discuss it. Negotiating face-to-face is considerably more effective and likely to result in a positive outcome for you, because it shows you are prepared to put the time and effort into securing the right job. But if you feel you cannot do this, choose the medium of communication that you feel most comfortable with.
If the basic salary rate is strictly non-negotiable, try to achieve an increased amount in other bonuses or perks in the non-salary category. These might include a hiring bonus or relocation package, training that allows you to climb the earning ladder more quickly, extra holiday or a guarantee of promoting you after achieving certain milestones. Some people focus exclusively on salary when there may be other opportunities on offer that are far more valuable.
If you cannot negotiate a salary that you are happy with and you feel you need to decline the offer, do so on the best of terms. Treat every offer graciously, and don’t burn bridges with potential business contacts.
If you do get the offer you want, make sure you get it in writing, and the letter is signed! Make sure that the letter includes everything you have agreed.
B1 LICENSED ENGINEERS & B2 LICENSED ENGINEERS
Further information
B1 LICENSED ENGINEERS & B2 LICENSED ENGINEERS
Stansted
Applications are invited for the following positions based at our Engineering facilities at Stansted.
B1 LICENSED ENGINEERS AND B2 LICENSED ENGINEERS
This will be a hand’s on role which will require the successful candidates to undertake occasional off-base working and overseas travel. Relevant experience for the role should be demonstrated by a wide range of maintenance activities.
Strongly preferred EASA type ratings for this position are the A109, EC155, S92 or S76.
A flexible and professional approach to demanding schedules, sometimes with limited notice is also a pre-requisite of the role. Demonstration of supervisory qualities and experience will be sought at interview.
It is vital that all applicants;
1) Are acceptable to the CAA and other authorities as a nominated post holder
2) Hold an EASA maintenance engineers licence or other acceptable qualification
For more information and to apply please click on the ‘Apply Now’ button to visit the recruitment section of our websit
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