Spread the Money Around AA/WO
10-11-2017, 03:27 PM
#11
Gets Weekends Off
Joined APC: May 2008
Posts: 339
Originally Posted by Joliet
I was really hoping someone who knew what was going on at the regional level would comment, or give an opinion.
Management knows flow isn’t going to stop junior pilots from leaving to other airlines. They know they have to at least match Endeavor. Regurgitating low level recruiter/chief pilot nonsense at envoy isn’t going to help. Totally different at PSA and Piedmont.
Management knows flow isn’t going to stop junior pilots from leaving to other airlines. They know they have to at least match Endeavor. Regurgitating low level recruiter/chief pilot nonsense at envoy isn’t going to help. Totally different at PSA and Piedmont.
10-11-2017, 04:44 PM
#12
You scratched my anchor
Joined APC: Feb 2011
Posts: 4,876
Originally Posted by Joliet
I was really hoping someone who knew what was going on at the regional level would comment, or give an opinion.
Management knows flow isn’t going to stop junior pilots from leaving to other airlines. They know they have to at least match Endeavor. Regurgitating low level recruiter/chief pilot nonsense at envoy isn’t going to help. Totally different at PSA and Piedmont.
Management knows flow isn’t going to stop junior pilots from leaving to other airlines. They know they have to at least match Endeavor. Regurgitating low level recruiter/chief pilot nonsense at envoy isn’t going to help. Totally different at PSA and Piedmont.
10-11-2017, 07:55 PM
#14
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Joined APC: Dec 2013
Position: A320 CA
Posts: 2,297
Are you suggesting a seniority number before you're on property (at AA that is)? Hell no...You'd be cutting in front of off the street guys. I wish we didn't have any flow, but I'm not King. Yes Al, I'm a fighter pilot, but I would like to see our OTS as about 1/3 Mil (even mix of fighter/heavy), 1/3 regional, 1/3 part 91/135.
Having mostly flow/military new hires leads to a homogeneous pilot group. I'd rather see some diversity...for improved contract negotiations and SOP improvements. As the saying goes "if everybody is thinking alike, nobody is thinking"
Having mostly flow/military new hires leads to a homogeneous pilot group. I'd rather see some diversity...for improved contract negotiations and SOP improvements. As the saying goes "if everybody is thinking alike, nobody is thinking"
10-11-2017, 11:25 PM
#15
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Joined APC: Oct 2015
Position: Gear slinger
Posts: 2,898
Originally Posted by PRS Guitars
Are you suggesting a seniority number before you're on property (at AA that is)? Hell no...You'd be cutting in front of off the street guys. I wish we didn't have any flow, but I'm not King. Yes Al, I'm a fighter pilot, but I would like to see our OTS as about 1/3 Mil (even mix of fighter/heavy), 1/3 regional, 1/3 part 91/135.
Interestingly enough there are some in management circles who see issuing seniority #s to WO pilots as the long term solution to keep the WOs staffed during the pilot shortage (since they’re already AAG employees). No Idea now it would work but in typical fashion if the pilot group is against it, management is probably for it.
10-12-2017, 05:15 AM
#16
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Joined APC: Dec 2013
Position: A320 CA
Posts: 2,297
Originally Posted by Otterbox
Interestingly enough there are some in management circles who see issuing seniority #s to WO pilots as the long term solution to keep the WOs staffed during the pilot shortage (since they’re already AAG employees). No Idea now it would work but in typical fashion if the pilot group is against it, management is probably for it.
Interestingly enough, I've heard the same idea for giving Miltary pilots a seniority number while they are still on active duty (not at AA). I'm just as firmly against that as well.
10-12-2017, 05:30 AM
#17
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Joined APC: Sep 2013
Posts: 2,450
Originally Posted by Otterbox
AA firmly believes the flow is a primary retention/ recruitment tool to keep its Wholly Owned regionals staffed and thus its domestic flying highly profitable.
Interestingly enough there are some in management circles who see issuing seniority #s to WO pilots as the long term solution to keep the WOs staffed during the pilot shortage (since they’re already AAG employees). No Idea now it would work but in typical fashion if the pilot group is against it, management is probably for it.
Interestingly enough there are some in management circles who see issuing seniority #s to WO pilots as the long term solution to keep the WOs staffed during the pilot shortage (since they’re already AAG employees). No Idea now it would work but in typical fashion if the pilot group is against it, management is probably for it.
10-12-2017, 06:25 PM
#18
Line Holder
Joined APC: Aug 2013
Position: E9 FO
Posts: 75
Didn't NWA administer the hiring process at XJ and CP when they had flows? I think it was the same exact interview and the applicants had to meet NWA's minimum qualifications.
Who determines the process for AA's WO newhire selection? I'd guess more about quantity than quality at this point. Where's the quality control for these entitled to future AA class spots?
Who determines the process for AA's WO newhire selection? I'd guess more about quantity than quality at this point. Where's the quality control for these entitled to future AA class spots?
10-12-2017, 07:47 PM
#19
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Joined APC: Aug 2010
Posts: 248
Originally Posted by Monkey Wrench
Who determines the process for AA's WO newhire selection? I'd guess more about quantity than quality at this point. Where's the quality control for these entitled to future AA class spots?
10-13-2017, 03:29 AM
#20
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Joined APC: Sep 2013
Posts: 2,450
Originally Posted by Bob Loblaw
The WO airlines determine who they hire, and seniority determines who flows. Survive their gauntlet long enough, you get to go to AA.
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