Originally Posted by
Soxfan1
Long term resource planning and insuring instructor staffing levels are sufficient (including pay/QOL improvements via a new contract to help recruit and retain instructors and bring in top tier new hire candidates that need less sim time) is the very definition of the companies responsibility.
We have been short staffed for over 4 years. Plenty enough time to secure more sims or raise the bar on an industry leading contract.
What is the definition of a top tier new hire candidate?
Short staffed perhaps but I have yet to see it affect operations to a bleeding point. These people know what they’re doing in my opinion but to each his own. Is there room for improvement? Perhaps but that’s anywhere.
Contract and pay, well sure we could use more pay and many would agree and also disagree with me.
Also people use the regionals as a transition to something else unless there are those who REALLY want to stay at a regional because of their own individual reasons.