Wow. In my regional that would be extremely worrisome since that would mean that we weren’t preparing PRIA reports on anyone for their new employers, strongly implying they were leaving the field altogether.


A “pure” fact. Well thank goodness. I’d hate it if it were an “impure” fact. And an “excessive” amount too. I must say, that is impressive. Excessive in what regard? Do you believe that JB is taking people that aren’t up for the job or what? And - seriously - you have an excessive number of people still in the right seat after 3-4 years? What’s that all about?

If your HR people aren’t actually tracking the people who move on by their PRIA reports and using that info in your recruiting efforts, it’s only because they believe that it would NOT be helpful in your recruiting. There is nothing classified about aggregating that data or any violation of the Privacy Act by pooling it anonymously and using it that way. If your HR department isn’t making that info readily available to your pilot group as a whole, that’s surprising, and would perhaps suggest they aren’t real proud of it or don’t believe it would help your pilot group morale.

Because I assure you, they HAVE that data.