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Old 02-07-2016, 04:36 PM
  #511  
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any thoughts on the 10K/12 month training contract in order to upgrade?
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Old 02-07-2016, 06:28 PM
  #512  
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Originally Posted by KaizerShizer View Post
any thoughts on the 10K/12 month training contract in order to upgrade?
The plus side: it's a one time, pro rated charge. It's also concurrent with the new hire training contract. If you upgrade quickly, it's not tacked on to the other end.

The downside: I have heard from FOs that it may keep them from wanting to upgrade.

The reality: it's a business decision. There was some increased attrition from newly upgraded captains - that costs money. This is a mechanism to get people who WANT to stay there to say yes to an upgrade.

If a training contract keeps you from coming here, that's fine. I came here with the expectation that I would pay the bucks if a better deal came along.
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Old 02-07-2016, 07:34 PM
  #513  
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Originally Posted by Toonces View Post
The plus side: it's a one time, pro rated charge. It's also concurrent with the new hire training contract. If you upgrade quickly, it's not tacked on to the other end.

The downside: I have heard from FOs that it may keep them from wanting to upgrade.

The reality: it's a business decision. There was some increased attrition from newly upgraded captains - that costs money. This is a mechanism to get people who WANT to stay there to say yes to an upgrade.

If a training contract keeps you from coming here, that's fine. I came here with the expectation that I would pay the bucks if a better deal came along.
12 month comitment makes sense by explain the 10k? Salary reduction? Contract buy out?
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Old 02-08-2016, 03:25 AM
  #514  
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Originally Posted by captfavreau View Post
12 month comitment makes sense by explain the 10k? Salary reduction? Contract buy out?

I don't think I understand the question. If you upgrade, you sign a new note. If you leave the company before 12 months, you owe a pro rata share of that note.


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Old 02-08-2016, 03:58 AM
  #515  
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Do not count per diem as "income". It isn't.
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Old 02-08-2016, 07:36 AM
  #516  
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Originally Posted by HwkrPlt View Post
Do not count per diem as "income". It isn't.
I understand, but as a flight instructor and other jobs I've worked in the past traveling, if there is no per diem , there is my paid salary and then I pay out of pocket to eat.

So regardless of per diem or not I still eat, so If I flight instruct for 20k a year and pay for food versus, get paid 30k a year and paid 8k per year to eat, you can look at it however you want, but thats an 18k increase for me.
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Old 02-08-2016, 10:14 AM
  #517  
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Originally Posted by Toonces View Post
I don't think I understand the question. If you upgrade, you sign a new note. If you leave the company before 12 months, you owe a pro rata share of that note.


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Answered it thanks
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Old 02-09-2016, 03:34 AM
  #518  
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Originally Posted by captfavreau View Post
Answered it thanks
This must be a new thing... There was never an upgrade contract while I was there.

That being said, you can easily walk out the door the next day and not pay a dime.

I know many people who have left. And have never paid anything.. Some owners $6,000... Some significant less.
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Old 02-09-2016, 02:29 PM
  #519  
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I think that's the case at most companies with these types of agreements. It probably depends more on the terms you departed.


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Old 02-09-2016, 05:35 PM
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Sorry, not trying to be disrespectful, but I don't get the attraction to Planesense for new FOs. Regional alternatives are not perfect, but the hiring conditions have never been this attractive for new ATPs....

These days, get 1500 hours and you have plenty of alternatives to a Pilatus job paying $30K. Get a signing bonus, starting pay is better than it used to be (upgrades with better pay could be faster than in the past), typically several basing choices (or the ability to bid a different base in a few months) and, in some cases, go fly an E175 or CR7/9 with a flow-through (career path) to a legacy. Not perfect, but Envoy and PSA come to mind for flow-throughs. And you don't have to pick a default crappy regional these days - they are all improving their terms and scrambling for pilots. Piedmont and Commutair, for example, have made some big changes in their offers lately. If terms suck, fewer pilots will apply or stay...

Again, not a slam on Planesense which is a growing, established operator on the East Coast (the PC-24 will be cool). Just trying to understand the thought process and considerations for potential newbies.

Can someone who has recently made the jump from a regional to Planesense elaborate on the attraction of a PC12 FO job versus today's various regional alternatives? Airlines aren't for everyone... But with many more choices these days, what makes Planesense a good place to work vs the alternatives? What do you like about your job?

Last edited by David Puddy; 02-09-2016 at 06:14 PM.
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