That's all great and all, but you are fundamentally failing in your analysis in entirety as far as APC is concerned.

This is the APC Hierarchy of Needs:

1) Highest PUBLISHED HOURLY rate. This is the fundamental basis for any APC weenie measuring contest.

2) The shortest path to upgrade. The juniormost upgrade the better. If you can upgrade at 99.5% on your master seniority list, that's pure APC gold. It's the total time to 4th stripe that's paramount and the shortest timeframe always wins.

3) In order to reflect APC values the best, Southwest upgrades must be calculated as follows:
- you must use 50% on the master seniority list as your junior upgrade spot starting point.
- you must use 0% growth rate; advanced users may use other matrices such as ASM's to calculate growth rates. Using actual and/or projected hiring numbers to derive the pilot seniority list growth projection is highly frowned upon and not in line with the APC values.
- only Age 65 attrition is allowed to be considered.

4) APC Hierarchy of Needs always looks back in time to derive the APC-acceptable answer. For example, it is the gospel truth on APC that a newhire FO won't see ATL for 10 years. Conversely, no FO will upgrade in less than 15 years unless something drastic happens. Anything short of those values represents a miracle.

I am missing a few, and for that I apologize. I do hope that this provides a good starting point.

Hope this helps...