Originally Posted by
tunes
their pay might be a significant jump if they arent playing the scheduling games on the B side. They are absolutely 'working' a whole lot more as a NB A than a WB B....that's where you have to decide what's more important to you: the pay, or the QOL.
Great analysis, most WB B make more
per day than they would as NB A. Taking rough numbers from 777 vs 73N you would go from 7 hrs x 250 down to 5:15 @ 285. If you work the same hours per month, you get a monthly pay raise by working more days in the month. 84 hours of pay is 12 days on the 777 and 16 days on the 73N.
Originally Posted by
FL370esq
"Low %" protects you if the company decides not to award all of the posted vacancies which is not uncommon when they post for a new category. Let's say they post 40 vacancies for SEA220A and you want to be top half. Put "50" in the Low % column rather than "20" in the Low # column. If the company only elects to fill 30 of the 40 posted vacancies, Low # (20/30) just put you at 66.7% rather than top half.
So the denominator in the % calculation is the actual size of the category after the bid, not the staffing formula number? For example LAX 777 is shrinking by attrition. If someone bids 50%, will it be 50% of the category size after attrition or 50% of the 22.3.D. number? The number on 23.D.3 is the current size, but they have announced plans not to backfill, thus shrinking by attrition.