Originally Posted by
JamesNoBrakes
How would you gauge someone for an upgrade? Um, just what I said before, you open it up to applications, HR reviews them, person gets an interview, goes through a sim, is graded and valued based on many things, a board makes a selection. You think this is impossible? It works for all sorts of skilled labor, like Doctors, etc. I'm not talking about corporate flight departments, I'm talking about the rest of the business world, literally.
We're currently upgrading 20-30 per month. Our interview teams are in SLC and DEN. We have many other bases. You're suggesting that the company pay for deadheads to SLC and hotel rooms for 100+ pilots to every month for interviews for captain positions? This works in regular companies because they're not promoting 30 people per month and their employees can drive themselves to their interviews at the office which is probably 20 minutes from their house. It's not quite the same for airline pilots who are based thousands of miles away from headquarters.
If you think any airline is going to spend that kind of money just so they can weed out a few bad captains (but still upgrade the majority) you're crazy.