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Alaska Air Hiring

Old 01-08-2018, 11:22 AM
  #2841  
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Technically itís Performance-Based Pay (PBP) so the percentage changes throughout the year. Right now itís 5% for regular employees and 7.5% management. As the metrics drop so does your %.

Correct me if thatís wrong.
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Old 01-08-2018, 12:01 PM
  #2842  
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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.
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Old 01-08-2018, 12:52 PM
  #2843  
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Originally Posted by pete2800 View Post
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.
The more I learn about this place, the more I just shake my head in disbelief.
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Old 01-08-2018, 01:29 PM
  #2844  
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Originally Posted by pete2800 View Post
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.
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.
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Old 01-08-2018, 02:57 PM
  #2845  
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Originally Posted by EA CO AS View Post
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.
6 of one, half a dozen of the other. Talking about a 5% target is nothing more than an attempt at managing expectations downward. The potential for 10% is there, and the potential to be paid less than the maximum despite record profits is also there, which makes this program inferior to others.

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.
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Old 01-08-2018, 04:09 PM
  #2846  
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Originally Posted by EA CO AS View Post
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.
Another scam with shady math and fudge factors at management's whim. When have we, the front line employees, ever received 10%? With record profits on the back of employees, the company will always find a way/excuse to pay out less. DAL, SWA, and others receive much higher $$$ amounts than us. Ounce for ounce, Alaskan Airways turns the highest profits, thanks to hard working employees. Puzzle palace has definitely succeeded in disenchanting its workforce. Crap in crap out. No worries though, management will still get their bonuses and strap on their golden parachutes. EA, y'all keep smokin' management's pole real good, yah heya! Take some of that 7.5% and replace your worn out knee pads and oh, buy yourself a bigger butt plugs while you are at it.
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Old 01-08-2018, 05:03 PM
  #2847  
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Originally Posted by Smokeyzz View Post
I read in some old forum that Alaska conducted hair tests for nicotine/ maybe drugs. Do they still conduct these and do they still require pilots to be non smokers?
Not a hair test. Its a mouth swab.

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Old 01-08-2018, 06:33 PM
  #2848  
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Originally Posted by miker1 View Post
Not a hair test. Its a mouth swab.
You only have to be a non-smoker to get hired. Once you're in, no one cares. That said, the overwhelming number of AS employees are non-smokers.
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Old 01-08-2018, 07:46 PM
  #2849  
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Originally Posted by 2loud View Post
EA, y'all keep smokin' management's pole real good, yah heya! Take some of that 7.5% and replace your worn out knee pads and oh, buy yourself a bigger butt plugs while you are at it.
eassssy. Resorting to high school-ish name calling just makes you and your posts less credible.
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Old 01-08-2018, 09:16 PM
  #2850  
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Originally Posted by Smokeyzz View Post
I read in some old forum that Alaska conducted hair tests for nicotine/ maybe drugs. Do they still conduct these and do they still require pilots to be non smokers?
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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