This one is kinda "eh" for me as well....

Pros:
If you had a line, you had a line. For a commuter, this was HUGE. Even if there was not enough flying, you'd be a "blockholder without a block", and you were given the option to sit "time available" in base at a higher guarantee or ultra-long-call reserve at home (the times I sat it they got me space positive to work half the time, too).

Cons:
Eliminated short term flexibility. If you wanted to play the reserve game over holidays, you could sharp shoot AE system, but it took some work & luck.

Unfortunately, you can't look at just this one aspect of the NWA way of doing things. Part and parcel of the B/R system was the APA system (monthly bidding of permanent positions) and the TDY system. (actually called temp bids). They were all intertwined from a staffing perspective.

The temp bids always went VERY senior, despite the fact that you bid behind everyone who held a permanent position where you temped. Positive space to and FROM work and hotels all month, so you can see why that was popular.

Kinda minor, but along with the above, the company produced what was known as a "pref up list". It was basically a list of everyone bidding a position, and what number preference it was on their "card". Far, far more useful than the "senior preferencing positions" in iCrew. Made scoping the alternatives easy peasy. Coupled with the regular monthly bids, and knowing exactly when you'd be going to training/in your new position, it took the angst completely out of the whole bidding process.

Nu