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8/18 Class

Old 10-02-2019, 10:20 AM
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Default 8/18 Class

Anyone here in the class that started on 8/18? Curious as to where they are in the training timeline.
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Old 10-02-2019, 11:44 AM
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Originally Posted by PossibleDeviation View Post
Anyone here in the class that started on 8/18? Curious as to where they are in the training timeline.
Not from that class but if I had to guess I would say they are sitting at home. Indoc from 19-30, systems from 2-13 September then at least 2-3 weeks off before cpt, this would put them at home.
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Old 10-02-2019, 05:19 PM
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Can confirm, I’m sitting at home. One guy is already in CPT, and a few others are in CPT observations. We got proposed CPT/sim schedules at the end of systems, and the wait times for the start of CPT ranged from 4 to 8 weeks. Some of those schedules have already changed though (moved up...not back).

Last edited by MTGL; 10-02-2019 at 05:35 PM.
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Old 10-03-2019, 09:29 AM
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Started at the end of July, CPT starts this weekend into mid next week then sim third week of October into November first week, IOE should be right after.

I’d say a total timeframe of 4-5 months from the time you start. It’s not the airline’s fault on the timeframe because sim slots are a headache to come by right now with the volume of training going on across the regionals and also they need instructors.
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Old 10-03-2019, 09:53 AM
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Originally Posted by IDriveJets View Post
It’s not the airline’s fault on the timeframe because sim slots are a headache to come by right now with the volume of training going on across the regionals and also they need instructors.
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.
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Old 10-03-2019, 10:33 AM
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Originally Posted by Soxfan1 View Post
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.
This person gets it.
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Old 10-03-2019, 10:34 AM
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Originally Posted by Soxfan1 View Post
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.
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Old 10-03-2019, 10:44 AM
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Originally Posted by IDriveJets View Post
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.
A top tier candidate is someone who has actually flown an airplane more than 50 hours in the past year....

“Hasn’t affected the operation”? You must be very very new or just forgot about how last summer we were cancelling 10+ flights a day due to staffing. Then United slashed our flying and brought Expressjet over.
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Old 10-03-2019, 12:36 PM
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What is the definition of a top tier new hire candidate?

Look back to the hiring minimums during times when the ratio of pilots to jobs was inverse. It’s not perfect but for many regionals it served well to reflect the likelihood of not just passing training but doing it within the footprint. I’m not advocating for surplus pilots again - simply pointing out that when a company can set higher standards however they see fit to - that training success rates are better. So if we had a leading contract and a line out the door for interviews and class dates like some regionals - I am confident that pass rates would go up and training footprints would go down. And that would solve the underlining problem that is the topic of this thread.

Short staffed perhaps but I have yet to see it affect operations to a bleeding point.

You have completed 4 weeks of ground school so far at AWA per your post history if I’m correct. Can you honestly say that you have had the opportunity to see it affect the operation?

It has been near, at, or past the bleeding point on so many occasions over the past 4-5 years I couldn’t even count. And full disclosure I wasn’t here for the very start of the mass exodus of FOs when AA was not being extended but did experience enough of it to know that other than the flip flops of short FO or short CA or both - it’s ebbed and flowed continuously since with the only temporary relief coming when a/c were parked and or flights given away to other regionals. When you get on the line ask CAs how early in the year they have hit their 10 JMs or how many years they maxed out as both FOs and as CAs.



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.

We agree to disagree. I do hold leadership responsible for planning and operational control.

Contract and pay, well sure we could use more pay and many would agree and also disagree with me.

I can’t imagine the list of those whom would “disagree” with you that a contract and pay is needed would be very long

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.

Look I get that - I do - but I dislike it as an excuse to NOT make things better during our time here and to leave it better for those behind us. This pilot group is filled with great pilots who can’t get a call because of nothing more than their unfortunate timing on entering this industry. Many great pilots who intended ZW to be a transition to something else as you said. It could happen to any of us so be ever cognizant of that threat.

Don’t take any of this the wrong way. I just wanted to counter a few of your statements from the perspective of someone that has been out on the line for a bit albeit not as long as many here that I believe would agree with me.

If you still believe this all in one year, let me know and I’ll buy the first round!
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