Alaska Air Hiring
01-08-2018 | 10:22 AM
#2841
Gets Weekends Off
Joined: Jan 2014
Posts: 134
Likes: 0
Technically it’s Performance-Based Pay (PBP) so the percentage changes throughout the year. Right now it’s 5% for regular employees and 7.5% management. As the metrics drop so does your %.
Correct me if that’s wrong.
Correct me if that’s wrong.
01-08-2018 | 11:01 AM
#2842
Works Every Weekend
Joined: Apr 2006
Posts: 1,210
Likes: 0
It's not profit sharing. It's "Performance based pay."
There are several metrics they use to determine the payout, and the goalposts move every year. For 2017:
- Safety. Do not exceed a goal number of slide deployments or other safety events.
- Loyalty. Sell credit cards.
- Costs. Be below a threshold for CASM.
- Customer Satisfaction. Score high in polls.
- Profit. Meet targets for total profit.
Any misses impact the payout. If everything is maxed out, we get 10%. If anything isn't at the maximum, we get less regardless of profit. In times of record profit we've received less than 10% based on other factors. This plan is inferior to most actual profit sharing plans, and consistently yields lower dollar-amount payouts than our competitors.
There are several metrics they use to determine the payout, and the goalposts move every year. For 2017:
- Safety. Do not exceed a goal number of slide deployments or other safety events.
- Loyalty. Sell credit cards.
- Costs. Be below a threshold for CASM.
- Customer Satisfaction. Score high in polls.
- Profit. Meet targets for total profit.
Any misses impact the payout. If everything is maxed out, we get 10%. If anything isn't at the maximum, we get less regardless of profit. In times of record profit we've received less than 10% based on other factors. This plan is inferior to most actual profit sharing plans, and consistently yields lower dollar-amount payouts than our competitors.
01-08-2018 | 11:52 AM
#2843
Gets Weekends Off
Joined: Feb 2013
Posts: 725
Likes: 0
From: Port Bus
It's not profit sharing. It's "Performance based pay."
There are several metrics they use to determine the payout, and the goalposts move every year. For 2017:
- Safety. Do not exceed a goal number of slide deployments or other safety events.
- Loyalty. Sell credit cards.
- Costs. Be below a threshold for CASM.
- Customer Satisfaction. Score high in polls.
- Profit. Meet targets for total profit.
Any misses impact the payout. If everything is maxed out, we get 10%. If anything isn't at the maximum, we get less regardless of profit. In times of record profit we've received less than 10% based on other factors. This plan is inferior to most actual profit sharing plans, and consistently yields lower dollar-amount payouts than our competitors.
There are several metrics they use to determine the payout, and the goalposts move every year. For 2017:
- Safety. Do not exceed a goal number of slide deployments or other safety events.
- Loyalty. Sell credit cards.
- Costs. Be below a threshold for CASM.
- Customer Satisfaction. Score high in polls.
- Profit. Meet targets for total profit.
Any misses impact the payout. If everything is maxed out, we get 10%. If anything isn't at the maximum, we get less regardless of profit. In times of record profit we've received less than 10% based on other factors. This plan is inferior to most actual profit sharing plans, and consistently yields lower dollar-amount payouts than our competitors.
01-08-2018 | 12:29 PM
#2844
On Reserve
Joined: Oct 2017
Posts: 23
Likes: 0
It's not profit sharing. It's "Performance based pay."
There are several metrics they use to determine the payout, and the goalposts move every year. For 2017:
- Safety. Do not exceed a goal number of slide deployments or other safety events.
- Loyalty. Sell credit cards.
- Costs. Be below a threshold for CASM.
- Customer Satisfaction. Score high in polls.
- Profit. Meet targets for total profit.
Any misses impact the payout. If everything is maxed out, we get 10%. If anything isn't at the maximum, we get less regardless of profit. In times of record profit we've received less than 10% based on other factors. This plan is inferior to most actual profit sharing plans, and consistently yields lower dollar-amount payouts than our competitors.
There are several metrics they use to determine the payout, and the goalposts move every year. For 2017:
- Safety. Do not exceed a goal number of slide deployments or other safety events.
- Loyalty. Sell credit cards.
- Costs. Be below a threshold for CASM.
- Customer Satisfaction. Score high in polls.
- Profit. Meet targets for total profit.
Any misses impact the payout. If everything is maxed out, we get 10%. If anything isn't at the maximum, we get less regardless of profit. In times of record profit we've received less than 10% based on other factors. This plan is inferior to most actual profit sharing plans, and consistently yields lower dollar-amount payouts than our competitors.
This year, admittedly, won't be as great, projected to come in at around 7.5% of pay once all is said and done.
But saying you get 10% and if you miss, everything goes down, is incorrect. You get 5% to start, and it can go up 2X, or down, depending on performance.
01-08-2018 | 01:57 PM
#2845
Works Every Weekend
Joined: Apr 2006
Posts: 1,210
Likes: 0
The plan is based on a payout of 5% of base pay if the targets are met, with the 10% being based on the maximum 'stretch goals' being met. These targets are set by the BOD - who are also paid by them, so they have a vested interest in seeing them be achievable - and averaging north of 9% over the last few years is pretty darn good once you add all the multipliers up.
This year, admittedly, won't be as great, projected to come in at around 7.5% of pay once all is said and done.
But saying you get 10% and if you miss, everything goes down, is incorrect. You get 5% to start, and it can go up 2X, or down, depending on performance.
This year, admittedly, won't be as great, projected to come in at around 7.5% of pay once all is said and done.
But saying you get 10% and if you miss, everything goes down, is incorrect. You get 5% to start, and it can go up 2X, or down, depending on performance.
Question: If PBP is a great deal for the employees, why did management implement it? Because they want to give higher-than-market compensation to their employees? If that's the case, why couldn't they agree to market-based pay and scope for their pilots? Nah, PBP is just as substandard as the rest of our compensation package.
Also, I'm still awaiting a rebuttal from you on my reply to your "pay or scope" thread.
01-08-2018 | 03:09 PM
#2846
Gets Weekends Off
Joined: Aug 2009
Posts: 396
Likes: 0
The plan is based on a payout of 5% of base pay if the targets are met, with the 10% being based on the maximum 'stretch goals' being met. These targets are set by the BOD - who are also paid by them, so they have a vested interest in seeing them be achievable - and averaging north of 9% over the last few years is pretty darn good once you add all the multipliers up.
This year, admittedly, won't be as great, projected to come in at around 7.5% of pay once all is said and done.
But saying you get 10% and if you miss, everything goes down, is incorrect. You get 5% to start, and it can go up 2X, or down, depending on performance.
This year, admittedly, won't be as great, projected to come in at around 7.5% of pay once all is said and done.
But saying you get 10% and if you miss, everything goes down, is incorrect. You get 5% to start, and it can go up 2X, or down, depending on performance.
01-08-2018 | 04:03 PM
#2847
Line Holder
Joined: Feb 2006
Posts: 279
Likes: 0
01-08-2018 | 05:33 PM
#2848
Banned
Joined: Nov 2013
Posts: 4,378
Likes: 0
From: 7th green
01-08-2018 | 06:46 PM
#2849
Gets Weekends Off
Joined: Aug 2011
Posts: 171
Likes: 0
eassssy. Resorting to high school-ish name calling just makes you and your posts less credible.
01-08-2018 | 08:16 PM
#2850
On Reserve
Joined: Dec 2017
Posts: 32
Likes: 1
Seriously? I should hope nicotine addiction isn't a problem for you. Get help if it is or apply somewhere else. The last thing I would look forward to with my 29+ years is some nervous addict experiencing agitated nicotine withdrawal and/or foul up the airplane with cigarette lung exhaust next to me or while non-revving in back. Gross! Get help before you drop dead from this ridiculous habit. And God forbid this happens in any flight deck. Seriously, with all the knowledge that exists today regarding smoking and nicotine and associated dangers and risks, why would a pilot smoke? Duh-um!
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