I've been at Envoy 3.5 years and commute from west of the Rockies. I've been NYC, DFW, and ORD based. I've never come in a day early, or had to stay a day late, with the exception of the 6 weeks after IOE when I took red eyes to get to NYC before being awarded DFW.

I've posted this before, but here goes again. I don't agree with the pre assigned RAP's for reserves. I hope we win the arbitration and it gets changed. But, after a couple months building seniority, you can proffer out of the early starts. You won't have to come in a day early if you proffer for a late trip or late airport standby. Same goes for line holders. I don't bid around commutability because the trip trade window allows me to trade every sequence into a commutable one.

I know guys don't like putting this out there because they think it hurts our leverage with the company. The company doesn't care. They need new hires and complaining about the commutability of the schedules hasn't made them change anything.

I think the company should improve the schedules because they want to make this a good place to work. Based on the union scheduling committee email last month, we should expect improvements. But let's not pretend like we're all coming in a day early and leaving a day late every week. It just doesn't happen very much.


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I'm glad they are moving on to greener pastures and current pilots get to enjoy the seniority bump but i have to point out the same thing I did for my fellow Piedmont pilot. This agrument assumes the 13 people resigning are always senior to you, which WILL NOT be true. You will move up to a mid seniority position where that 13 will decrease to an unknown number because people will be more inclined to wait to flow rather than attend job fairs, aggressively network, etc., in order to move on. If the pilot shortage worsens to the point that its just raining legacy airline jobs on everyone then sure, it can be expected for you to always have attrition from the top but that is yet to be seen. It is undeniably misleading to a prospective newhire to count attrition within a flow prediction imho.

 

How is that metric determined? Is it tied to hiring like PDT or a percent of new hire classes at AA like Envoy?

 

The number we flow monthly is tied to a baseline of 5 a month/60 annually. We can increase the number based upon active captains. I think it was for each additional 60 or 62 captains we have on property we increase the number by 1. To a max of 8 a month.


As cited earlier we are supposedly in talks to increase the number, but I think given the current staffing levels the company isn't inclined in do anything right now for obvious reasons.

 

Please re-read my post more carefully.

It says that 8 of the 13 will be flows. These will always be senior to you. The other 5 will be outside attrition senior to you, and is an average. In your first year or two, it will be 25+ per month. In your third and fourth year, it will be 8-10. Then, it will eventually go to zero as you get closer and closer to flow. That is where I was getting the average of 5 per month.

You will move up a few hundred spots very quickly, and then it will slow down.

 

Who cares about the flow? They are gonna throw money at you and there's a left seat waiting for ya. That's what PDT is offering! Don't have to sell it now.
Get the PIC and get on to a Mainline Carrier! The flow is a nice card to pull out if you don't get a call from the other 3 big carriers.

 

^^^^ says the guy who flowed...

 

And what's your point????? Look if I had a chance to go to a Regional that had.....

A) A fast upgrade Time (Less then a year)
B) Signing Bonus and working for a WO'ed at the Largest Airline in the world.
C) A flow thru with a Job waiting for me.

You damn right I would go!!! What's your defense on why you shouldn't??

 

What are the reserve rules like at PSA? How long are the call out times?

 

Short call reserve is 2 hour callout, long call is 12 hours.