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mexipilot84 12-26-2018 08:24 AM


Originally Posted by randomroute (Post 2731417)
It appears that Seift may not be the “cup of tea” for some pilots...the same way 121 night cargo or expatriate contract flying might not be the “cup of tea” for other pilots. I’ve noticed through a quick scroll through of this thread-that there are a few names that keep popping up with negativity. Do they work at Swift? Where do they work? Why do they devote so much time to comment on a corporation that isn’t affected by their existence?



Lets be realistic, Swift isn’t a major league operation, so can you reallllly expect major league work rules and pay? It would seem that change can be affected from within, especially in the competitive regional flying market.Time will tell...



I was inspired to post tonight because of a comment about Mexipilot not being at Endeavor anymore...



...lets take a logical trip through a simple reasoning exercise. Endeavor is a top tier regional airline, with leading pay. They have a very selective recruiting team, which leads many to question (on the Endeavor sub-forum/board) ways to be more appealing or even receive notice from the HR department. If Mexipilot did work for Endeavor, and it is known, wouldnt the shady past of Swiftair and his flying ‘past/history’ make him an undesirable candidate for hire? Lets go further, if Mexipilot could make it through 121 AQP training at Endeavor (where he most certainly could be considered for a captain slot (as quite a few Air Wisconsin/Expressjet pilots have) and have an interview at Delta in a matter of months, why would he give those two lucrative prospects up to go back to Swift? Even further, if Swift were such a sweat shop, why would he return instead of going to any other regional airline?



The disconnect seems to be made in perception and personal opinion as opposed to reason. Alot of you ‘sweaty pitted’, ‘baggy shirt wearin’, ‘instagram flexxin’, ‘backpack wieldin’-Ivy League aviation scholars fail to realize in this industry that people can go wherever they want, to fly. As long as there are planes, there will be pilots to fly them. Your threshold for pay and QOL may not be the standard for another. There have been a few Swift pilots that have been hired into legacy airlines-so it cant be the sharthole some would like it to be, or make it appear to be.



I left for the “quick upgrade” opportunity they sold me that would maybe help me get to a major quicker. Of course none of that crap they sold was true. I’m naive for believing it as I left the regionals almost 4 years ago for the same BS of instability, but I rolled the dice. I gave it almost 6 months of multiple vacancy bids. I could not afford to wait at 9E anymore, it was costing me money to come to work. I stayed on with Swift as a contractor or day rate as They call it to help make ends meet. In less than 9 more months I would have been bankrupt. Can’t put my family through a gamble like that.

I just decided to come back full time because I wasn’t going to spend another 2 years as an FO at a regional then another 18 months waiting for a shot at DL. For that might as well take my chances on the street hire option, least I can pay my bills.

Swift isn’t perfect at all. They don’t understand the concept of pilot pay at different levels, it’s a difficult road ahead for them on the recruiting side. Have things gotten better? Yes, in some ways... have they screwed other things up in effort to fix something else? Yes all the time. They’re getting so big the operation is hard for them to keep up with, this includes all departments, payroll, scheduling etc.

I’m devils advocate for Swift I will tell you how it is, the operation is not without it’s issues. But how you handle it is on you. As I’ve mentioned a bunch of times this place isn’t for everyone, if you can roll through the punches, be patient and take advantage when you can then you’ll do just fine here.

When I call you and interview you I will give you the dirty, I’m not going to sell you Delta or southwest. This place has really good people and despite the frustrations we have a good time and make the best of it, that little family atmosphere is what makes this place fun to come to work.

Not sure what future the new owners have in mind, but I’m sure it will involve cleaning up the top portion of the management tree to clean up inefficiencies.

mexipilot84 12-26-2018 08:25 AM


Originally Posted by motorclutch (Post 2731495)
Plus u get to work for David Speaks. Fired for in competence from ABX. A true dumpster fire.



He’s not in scheduling anymore, it’s like they created a new job for him of “manager on duty”..... the new guy is trying despite resistance. I haven’t had to fight over a crap hotel yet since my return.

randomroute 12-26-2018 09:35 AM

I got high hopes for u ninjas we ‘gon see’
 
This isn’t Nazi ruled Germany...the exonomy is doing better than ever and each man/woman has the choice of where they want to work. If conditions are bad, leave. If you dont get free food, leave. If you can’t survive off of Swift pay, it seems passing over would be the logical decision. Do not be misled, not every airline will hold your hand and walk you through training. The market has changed drastically, but do not for one second believe that you are a “hot commodity”. There was a time when Delta pilots left Delta for charter flying and Virgin America, gell there was a time when Delta aspired to be as profitable and popular as Southwest! As a mayter of fact it was a legal aspiration! Now Delta tells Endeavor pilots that can’t hack their interview process that theh’ll have better luck at Sourhwest. ...there was also a time when United pilots had to goto Independence Air to fly a CRJ200 or North American to maintain 75/76 currency. EVERY company was a bad company before it was good. If you cant afford the gamble, dont play the game. Swift will not be at a loss if it can’t find/hire pilots...it’ll only force their hand to become more competitive.

mexipilot84 12-26-2018 08:57 PM


Originally Posted by randomroute (Post 2731610)
This isn’t Nazi ruled Germany...the exonomy is doing better than ever and each man/woman has the choice of where they want to work. If conditions are bad, leave. If you dont get free food, leave. If you can’t survive off of Swift pay, it seems passing over would be the logical decision. Do not be misled, not every airline will hold your hand and walk you through training. The market has changed drastically, but do not for one second believe that you are a “hot commodity”. There was a time when Delta pilots left Delta for charter flying and Virgin America, gell there was a time when Delta aspired to be as profitable and popular as Southwest! As a mayter of fact it was a legal aspiration! Now Delta tells Endeavor pilots that can’t hack their interview process that theh’ll have better luck at Sourhwest. ...there was also a time when United pilots had to goto Independence Air to fly a CRJ200 or North American to maintain 75/76 currency. EVERY company was a bad company before it was good. If you cant afford the gamble, dont play the game. Swift will not be at a loss if it can’t find/hire pilots...it’ll only force their hand to become more competitive.



^thi**********

CriticalMach 01-02-2019 04:18 PM

Upgrade
 
Are year or less upgrades still happening?

mexipilot84 01-02-2019 04:37 PM


Originally Posted by CriticalMach (Post 2735504)
Are year or less upgrades still happening?



Yes, last upgrade class was on property about 6 months

CriticalMach 01-02-2019 05:22 PM


Originally Posted by mexipilot84 (Post 2735519)
Yes, last upgrade class was on property about 6 months

Thanks for the response. What’s the training pay like? Also, how much of extra flying is available to pick up on days off?

Hellafo 01-03-2019 06:38 AM


Originally Posted by CriticalMach (Post 2735538)
Thanks for the response. What’s the training pay like? Also, how much of extra flying is available to pick up on days off?

Straight pay since day one but if you upgrade they won't pay you until you have finished your Observation flight. Which can take up to 3 weeks.
Lots of extra flying.

TiredSoul 01-03-2019 10:00 AM


Originally Posted by CriticalMach (Post 2735504)
Are year or less upgrades still happening?

https://avatars.mds.yandex.net/get-p...ae0255ab6/orig

Only if you sign every bogus duty extension and don’t write up the airplane and are a good little mushroom overall.

CriticalMach 01-03-2019 04:19 PM


Originally Posted by TiredSoul (Post 2735891)
https://avatars.mds.yandex.net/get-p...ae0255ab6/orig

Only if you sign every bogus duty extension and don’t write up the airplane and are a good little mushroom overall.

I am curious if you're still at Swift Air??

mexipilot84 01-03-2019 08:40 PM


Originally Posted by CriticalMach (Post 2735538)
Thanks for the response. What’s the training pay like? Also, how much of extra flying is available to pick up on days off?



Full pay from day 1, they now pay for CBTs it’s like $900 something for it.

Open time is always there, they’re always struggling to fill it!

PilotnotPirate 01-03-2019 10:03 PM


Originally Posted by TiredSoul (Post 2735891)
https://avatars.mds.yandex.net/get-p...ae0255ab6/orig

Only if you sign every bogus duty extension and don’t write up the airplane and are a good little mushroom overall.

I do believe that you could say that six months ago, but not now, there’s been improvements across the board. Upgrades are on merit, captains who haven’t made the grade have been demoted. The training department is being reinvented. The airline has seen the problems of expanding too quickly and has taken the bull by the horns. It’s not perfect but they are on the right track, luckily there are people here who want to do the right thing and are slowly but surely improving the training culture. It’s getting better!
Hopefully pay and benefits will improve, we’ll have to see what happens when the new owners take over.

PICsf340 01-04-2019 05:29 PM

Pirate
 
Hey Pirate, PM sent

PICsf340 01-06-2019 05:24 PM

Retirement plan
 
Anyone care to share the details on Swift’s retirement plan?

mexipilot84 01-06-2019 05:52 PM


Originally Posted by PICsf340 (Post 2738080)
Anyone care to share the details on Swift’s retirement plan?



401K which started a little over a year ago. No matching yet. I think it’s via premier or prestidge something like that. Hoping once DOT approval of new owners come thru they’ll invest in this and employees.

randomroute 01-09-2019 07:13 AM

Quick Rundown
 
Swift Air is a supplemental 121 carrier. That means they need to have security programs similar to the TSA at any location they operate from. The Captain as the GSC is responsible for overseeing the screening of passengers, while the First Officer and Flight Attandants are responsible for using the “wand” and patting down passengers. The security training is much more in depth than any other company indoc lesson. This hinges largely on the fact that the security trainer is a program administrator and not a pilot. This does not mean that theres a lack of systems or indoc training, it means the security program is taken very seriously. If you dont like the prospect of touching your classmates as the TSA would during a screening or if you dont like the idea of being a passenger screener at the FBO...make that apart of your employment decision...

...You will be assigned approximately 50-60 hours (actual hours in front of a computer screen) of CBT prior to class. There is a $990.00 payment for those who complete all of this training prior to class starting...

...Sims are managed and operated by a vendor using Swift Air instructors who train to Swift’ evolving standards. There is a third party training program that is provided to help understand 737 systems operation and prepare you for your oral...

...Hotel and travel accommodations are taken care of by the company and you can keep any award points/miles. There is no travel home on the weekends. There is no travel home provided by the company unless you are starting or finishing a required training program. The ground school instructor is a retired American Airlines pilot and he will make sure you know what you need to know to get through Indoc. He is a standup guy, good sense of humor. He new manager of training is also ex-AA. The sim instructors are great. Ex-initial cadre SWA and legacy Continental. The head of standards is ex-UAL. There is a wealth of experience available to new hires and yes they all know Swift is going through growing pains and understand there are some procedures that could be updated but all in all they are subject matter experts and will make sure you are capable of flying the fleet safely and coherently. FOQA is coming and will further advance the training and standards experience.

Pay

Swift pays what is indicated on the latest table on the profile page. OVERTIME IS ONLY PAID ON DAYS A PILOT ELECTS TO WORK WHEN HE IS SCHEDULED TO BE OFF. THERE IS NO PAY MULTIPLIER ONCE THE GUARANTEE IS EXCEEDED. If you want to make 150%, you need to work on your day off. If you want to make money, you need to work your on your day off. You may fly __ hours a day...it’ll be at straight time, UNLESS it is on your day off. This is not the typical pay standard that you may be used to...make that a part of your employment decision...

...There is a bonus to attract more pilots, it is only offered to new hires and is paid out according to the plan indicated on the Swift Air APC profile...

Upgrades

Swift has a good mix of pilot backgrounds, some have qualifying 121 hours, others do not. Upgrades at this time APPEAR to be at the discretion of the Chief Pilot, and the green light of check airmen that may fly with you. Swift needs pilots, but in particular pilots that come from structured 121 operations and have been typed or experienced in other complex operations that require safe and logical decision making. No one greenlights illegal decision making. If someone tells you to rob a bank, you’d refuse and be able to cite a host of reasons why you wouldn’t. If someone tells you to fly to an airport at night without lights or visibility reported on a METAR, you should able to explain why you can’t/wouldn't. They have plenty of pilots that have come from 36th street wild west operators and they have realized that is no longer a viable option. Subsequently some of those pilots have been removed and/or demoted. Smart pilots, particularly captains, that have good judgement and working knowledge of industry standards can turn this place around operationally and prevent some of the more obvious and inexcusable types of accidents/incidents from occurring...Swift needs good leaders, are you ready to lead? Without ACARS? Without a check airman? With a pilot that maybe flying his first jet in the right seat? Into any of the WORLD’s airports? Have you ever flown in a non-radar environment at night without CPDLC or decent HF clarity and had to deviate for weather?...This isn’t a regional, domestic, continental carrier, you have a worldwide database on your ipad....make that a part of your employment decision...

People

This is perhaps the most relative/subjective category that can exist at any operator. The Chief Pilot is a character and a pilots’ pilot. He has your back and wants you to call him if you’re in a bind. The recruiting team is accommodating and fair. They dont paint pretty pictures and lie about the future-unlike other carriers. Swift is rapidly expanding and the existing body does as much as they can to meet demand. You may fall through the cracks but at its current size you are more than just a number (for the time being)...make that a part of your employment decision.

Aircraft

They are airline ordered and retired 737’s. They will have some faults but are maintained as best as an “in-demand” and “on-demand” fleet can be. Mechanics are aboard most flights to maintain operational integrity. Ive flown brands new corporate jets and clapped out CRJ’s, at the very least Swift provides mechanics that can address any write ups on the spot. If something is unsafe, don’t agree to it’s repair. Make that a part of your employment decision...

...Swift operates the 737-300/-400/-800. Training is based around the classic -300/400 models with differences of the NG series taught after the check ride as LOFT. Theres different numbers for all 3. Deal with it, if a Delta pilot can fly the 757/767, and a SWA pilot can fly (up until retirement) the -300/-400/-700/-800/Max, then what excuse do you have to not know a few numbers?...make that apart of your employment decision...

In conclusion the pilots Ive met are great. Theres no real egotism or God-like superiority demonstrated-If there is call the Chief Pilot, he wants to know and will rectify any suspect behavior to continue healthy grwoth. Can you say the same for where you’re at? And please dont be presumptuous and assume I’m a company man, Im just a guy like you trying to find a slot in the cog that is American Aviation. Theres no guarantee for anyone, but rather than stick around and wait for a call and be apart of the massive crowd that is more like a rat race, Ill stake a claim (permanent or temporary) in the lot that has the best soil. Hourly wage and popularity will always change so it’s best to use other assessors.

If you want to be a Delta pilot, dont come here.
If you want to be a United pilot, dont come here.
If you want to work for AA/FedEx/UPS/etc. Dont come here.
If you think you can get a quick type and leave-please dont come here.
However, if you feel like your experience and training and skillset is finely tuned and has culminated to a point that you have something valuable and lasting to offer, apply. This is one of the few airline operators that is growing exponentially and in need of leaders and those who can help make it a company that has not yet existed in the supplemental market share.

mexipilot84 01-09-2019 11:03 AM


Originally Posted by randomroute (Post 2739518)
Swift Air is a supplemental 121 carrier. That means they need to have security programs similar to the TSA at any location they operate from. The Captain as the GSC is responsible for overseeing the screening of passengers, while the First Officer and Flight Attandants are responsible for using the “wand” and patting down passengers. The security training is much more in depth than any other company indoc lesson. This hinges largely on the fact that the security trainer is a program administrator and not a pilot. This does not mean that theres a lack of systems or indoc training, it means the security program is taken very seriously. If you dont like the prospect of touching your classmates as the TSA would during a screening or if you dont like the idea of being a passenger screener at the FBO...make that apart of your employment decision...



...You will be assigned approximately 50-60 hours (actual hours in front of a computer screen) of CBT prior to class. There is a $990.00 payment for those who complete all of this training prior to class starting...



...Sims are managed and operated by a vendor using Swift Air instructors who train to Swift’ evolving standards. There is a third party training program that is provided to help understand 737 systems operation and prepare you for your oral...



...Hotel and travel accommodations are taken care of by the company and you can keep any award points/miles. There is no travel home on the weekends. There is no travel home provided by the company unless you are starting or finishing a required training program. The ground school instructor is a retired American Airlines pilot and he will make sure you know what you need to know to get through Indoc. He is a standup guy, good sense of humor. He new manager of training is also ex-AA. The sim instructors are great. Ex-initial cadre SWA and legacy Continental. The head of standards is ex-UAL. There is a wealth of experience available to new hires and yes they all know Swift is going through growing pains and understand there are some procedures that could be updated but all in all they are subject matter experts and will make sure you are capable of flying the fleet safely and coherently. FOQA is coming and will further advance the training and standards experience.



Pay



Swift pays what is indicated on the latest table on the profile page. OVERTIME IS ONLY PAID ON DAYS A PILOT ELECTS TO WORK WHEN HE IS SCHEDULED TO BE OFF. THERE IS NO PAY MULTIPLIER ONCE THE GUARANTEE IS EXCEEDED. If you want to make 150%, you need to work on your day off. If you want to make money, you need to work your on your day off. You may fly __ hours a day...it’ll be at straight time, UNLESS it is on your day off. This is not the typical pay standard that you may be used to...make that a part of your employment decision...



...There is a bonus to attract more pilots, it is only offered to new hires and is paid out according to the plan indicated on the Swift Air APC profile...



Upgrades



Swift has a good mix of pilot backgrounds, some have qualifying 121 hours, others do not. Upgrades at this time APPEAR to be at the discretion of the Chief Pilot, and the green light of check airmen that may fly with you. Swift needs pilots, but in particular pilots that come from structured 121 operations and have been typed or experienced in other complex operations that require safe and logical decision making. No one greenlights illegal decision making. If someone tells you to rob a bank, you’d refuse and be able to cite a host of reasons why you wouldn’t. If someone tells you to fly to an airport at night without lights or visibility reported on a METAR, you should able to explain why you can’t/wouldn't. They have plenty of pilots that have come from 36th street wild west operators and they have realized that is no longer a viable option. Subsequently some of those pilots have been removed and/or demoted. Smart pilots, particularly captains, that have good judgement and working knowledge of industry standards can turn this place around operationally and prevent some of the more obvious and inexcusable types of accidents/incidents from occurring...Swift needs good leaders, are you ready to lead? Without ACARS? Without a check airman? With a pilot that maybe flying his first jet in the right seat? Into any of the WORLD’s airports? Have you ever flown in a non-radar environment at night without CPDLC or decent HF clarity and had to deviate for weather?...This isn’t a regional, domestic, continental carrier, you have a worldwide database on your ipad....make that a part of your employment decision...



People



This is perhaps the most relative/subjective category that can exist at any operator. The Chief Pilot is a character and a pilots’ pilot. He has your back and wants you to call him if you’re in a bind. The recruiting team is accommodating and fair. They dont paint pretty pictures and lie about the future-unlike other carriers. Swift is rapidly expanding and the existing body does as much as they can to meet demand. You may fall through the cracks but at its current size you are more than just a number (for the time being)...make that a part of your employment decision.



Aircraft



They are airline ordered and retired 737’s. They will have some faults but are maintained as best as an “in-demand” and “on-demand” fleet can be. Mechanics are aboard most flights to maintain operational integrity. Ive flown brands new corporate jets and clapped out CRJ’s, at the very least Swift provides mechanics that can address any write ups on the spot. If something is unsafe, don’t agree to it’s repair. Make that a part of your employment decision...



...Swift operates the 737-300/-400/-800. Training is based around the classic -300/400 models with differences of the NG series taught after the check ride as LOFT. Theres different numbers for all 3. Deal with it, if a Delta pilot can fly the 757/767, and a SWA pilot can fly (up until retirement) the -300/-400/-700/-800/Max, then what excuse do you have to not know a few numbers?...make that apart of your employment decision...



In conclusion the pilots Ive met are great. Theres no real egotism or God-like superiority demonstrated-If there is call the Chief Pilot, he wants to know and will rectify any suspect behavior to continue healthy grwoth. Can you say the same for where you’re at? And please dont be presumptuous and assume I’m a company man, Im just a guy like you trying to find a slot in the cog that is American Aviation. Theres no guarantee for anyone, but rather than stick around and wait for a call and be apart of the massive crowd that is more like a rat race, Ill stake a claim (permanent or temporary) in the lot that has the best soil. Hourly wage and popularity will always change so it’s best to use other assessors.



If you want to be a Delta pilot, dont come here.

If you want to be a United pilot, dont come here.

If you want to work for AA/FedEx/UPS/etc. Dont come here.

If you think you can get a quick type and leave-please dont come here.

However, if you feel like your experience and training and skillset is finely tuned and has culminated to a point that you have something valuable and lasting to offer, apply. This is one of the few airline operators that is growing exponentially and in need of leaders and those who can help make it a company that has not yet existed in the supplemental market share.



Nicely said, couldn’t have said it better

hav3atps 01-09-2019 12:45 PM


Originally Posted by randomroute (Post 2739518)
Swift Air is a supplemental 121 carrier. That means they need to have security programs similar to the TSA at any location they operate from. The Captain as the GSC is responsible for overseeing the screening of passengers, while the First Officer and Flight Attandants are responsible for using the “wand” and patting down passengers. The security training is much more in depth than any other company indoc lesson. This hinges largely on the fact that the security trainer is a program administrator and not a pilot. This does not mean that theres a lack of systems or indoc training, it means the security program is taken very seriously. If you dont like the prospect of touching your classmates as the TSA would during a screening or if you dont like the idea of being a passenger screener at the FBO...make that apart of your employment decision...

...You will be assigned approximately 50-60 hours (actual hours in front of a computer screen) of CBT prior to class. There is a $990.00 payment for those who complete all of this training prior to class starting...

...Sims are managed and operated by a vendor using Swift Air instructors who train to Swift’ evolving standards. There is a third party training program that is provided to help understand 737 systems operation and prepare you for your oral...

...Hotel and travel accommodations are taken care of by the company and you can keep any award points/miles. There is no travel home on the weekends. There is no travel home provided by the company unless you are starting or finishing a required training program. The ground school instructor is a retired American Airlines pilot and he will make sure you know what you need to know to get through Indoc. He is a standup guy, good sense of humor. He new manager of training is also ex-AA. The sim instructors are great. Ex-initial cadre SWA and legacy Continental. The head of standards is ex-UAL. There is a wealth of experience available to new hires and yes they all know Swift is going through growing pains and understand there are some procedures that could be updated but all in all they are subject matter experts and will make sure you are capable of flying the fleet safely and coherently. FOQA is coming and will further advance the training and standards experience.

Pay

Swift pays what is indicated on the latest table on the profile page. OVERTIME IS ONLY PAID ON DAYS A PILOT ELECTS TO WORK WHEN HE IS SCHEDULED TO BE OFF. THERE IS NO PAY MULTIPLIER ONCE THE GUARANTEE IS EXCEEDED. If you want to make 150%, you need to work on your day off. If you want to make money, you need to work your on your day off. You may fly __ hours a day...it’ll be at straight time, UNLESS it is on your day off. This is not the typical pay standard that you may be used to...make that a part of your employment decision...

...There is a bonus to attract more pilots, it is only offered to new hires and is paid out according to the plan indicated on the Swift Air APC profile...

Upgrades

Swift has a good mix of pilot backgrounds, some have qualifying 121 hours, others do not. Upgrades at this time APPEAR to be at the discretion of the Chief Pilot, and the green light of check airmen that may fly with you. Swift needs pilots, but in particular pilots that come from structured 121 operations and have been typed or experienced in other complex operations that require safe and logical decision making. No one greenlights illegal decision making. If someone tells you to rob a bank, you’d refuse and be able to cite a host of reasons why you wouldn’t. If someone tells you to fly to an airport at night without lights or visibility reported on a METAR, you should able to explain why you can’t/wouldn't. They have plenty of pilots that have come from 36th street wild west operators and they have realized that is no longer a viable option. Subsequently some of those pilots have been removed and/or demoted. Smart pilots, particularly captains, that have good judgement and working knowledge of industry standards can turn this place around operationally and prevent some of the more obvious and inexcusable types of accidents/incidents from occurring...Swift needs good leaders, are you ready to lead? Without ACARS? Without a check airman? With a pilot that maybe flying his first jet in the right seat? Into any of the WORLD’s airports? Have you ever flown in a non-radar environment at night without CPDLC or decent HF clarity and had to deviate for weather?...This isn’t a regional, domestic, continental carrier, you have a worldwide database on your ipad....make that a part of your employment decision...

People

This is perhaps the most relative/subjective category that can exist at any operator. The Chief Pilot is a character and a pilots’ pilot. He has your back and wants you to call him if you’re in a bind. The recruiting team is accommodating and fair. They dont paint pretty pictures and lie about the future-unlike other carriers. Swift is rapidly expanding and the existing body does as much as they can to meet demand. You may fall through the cracks but at its current size you are more than just a number (for the time being)...make that a part of your employment decision.

Aircraft

They are airline ordered and retired 737’s. They will have some faults but are maintained as best as an “in-demand” and “on-demand” fleet can be. Mechanics are aboard most flights to maintain operational integrity. Ive flown brands new corporate jets and clapped out CRJ’s, at the very least Swift provides mechanics that can address any write ups on the spot. If something is unsafe, don’t agree to it’s repair. Make that a part of your employment decision...

...Swift operates the 737-300/-400/-800. Training is based around the classic -300/400 models with differences of the NG series taught after the check ride as LOFT. Theres different numbers for all 3. Deal with it, if a Delta pilot can fly the 757/767, and a SWA pilot can fly (up until retirement) the -300/-400/-700/-800/Max, then what excuse do you have to not know a few numbers?...make that apart of your employment decision...

In conclusion the pilots Ive met are great. Theres no real egotism or God-like superiority demonstrated-If there is call the Chief Pilot, he wants to know and will rectify any suspect behavior to continue healthy grwoth. Can you say the same for where you’re at? And please dont be presumptuous and assume I’m a company man, Im just a guy like you trying to find a slot in the cog that is American Aviation. Theres no guarantee for anyone, but rather than stick around and wait for a call and be apart of the massive crowd that is more like a rat race, Ill stake a claim (permanent or temporary) in the lot that has the best soil. Hourly wage and popularity will always change so it’s best to use other assessors.

If you want to be a Delta pilot, dont come here.
If you want to be a United pilot, dont come here.
If you want to work for AA/FedEx/UPS/etc. Dont come here.
If you think you can get a quick type and leave-please dont come here.
However, if you feel like your experience and training and skillset is finely tuned and has culminated to a point that you have something valuable and lasting to offer, apply. This is one of the few airline operators that is growing exponentially and in need of leaders and those who can help make it a company that has not yet existed in the supplemental market share.

Laid out well Brian. Thanks for that..

JungleJetDriver 01-09-2019 01:07 PM

Now that’s the kind of description we’re looking for on all these forums. Thank You.

TiredSoul 01-09-2019 01:15 PM


Originally Posted by JungleJetDriver (Post 2739748)
Now that’s the kind of description we’re looking for on all these forums. Thank You.

Unfortunately most of it sprinkled with rainbows.
Their business plan will not change.
Which is buying written off airplanes and flying them till the wheels come off.
Nothing will change, change costs money.

randomroute 01-09-2019 03:45 PM

...and then there’s Maude...
 

Originally Posted by TiredSoul (Post 2739755)
Unfortunately most of it sprinkled with rainbows.
Their business plan will not change.
Which is buying written off airplanes and flying them till the wheels come off.
Nothing will change, change costs money.


...mostly rainbows. Its probably best to not point out any specific inconsistencies in order to perpetuate your disgruntled nature and risk exposing your poor busniess sense and virtually unlimited employment opportunities (domestically and internationally) in the face of continued self-inflicted abuse.

TiredSoul 01-09-2019 03:55 PM


Originally Posted by randomroute (Post 2739838)
...mostly rainbows. Its probably best to not point out any specific inconsistencies in order to perpetuate your disgruntled nature and risk exposing your poor busniess sense and virtually unlimited employment opportunities (domestically and internationally) in the face of continued self-inflicted abuse.

Go on...
See how far you’ll get in your career with a violation or a 121 bust on your record.
Trust me I went there with nothing but good intentions.
I managed to escape without either one.
If you must, get the 73 type and bail with 500hrs on type.

randomroute 01-09-2019 04:03 PM


Originally Posted by TiredSoul (Post 2739843)
Go on...
See how far you’ll get in your career with a violation or a 121 bust on your record.
Trust me I went there with nothing but good intentions.
I managed to escape without either one.
If you must, get the 73 type and bail with 500hrs on type.


And there we have it, so tell us...If you came to Swift with a spotless record, and left with a spotless record what happened to get you so wound up that you quit (assumption) and just post doom and gloom? Did they tell you to do something illegal and unsafe? Did you comply? Can you read taxiway signs? Do you know the difference between a taxiway and runway? I think im starting to figure out what happened here...if you are flying a part 25 turbojet over 12,500lbs you are required crew. If there is operational complexity you dont agree with, I hope you would speak up? I hope you wouldn’t jeopardize your life or career just to satisfy some imaginary person that you feel has their thumb on your back? Tell us what happened. Qualify your statements, if not, you’ll continue to seem like an ex-employee that was traumatically molested (and yes molestation doesnt just have to be sexual guys jeeze).

hav3atps 01-09-2019 06:24 PM


Originally Posted by hav3atps (Post 2739729)
Laid out well Brian. Thanks for that..

Disregard. My mistake.

mexipilot84 01-09-2019 06:42 PM


Originally Posted by TiredSoul (Post 2739843)
Go on...

See how far you’ll get in your career with a violation or a 121 bust on your record.

Trust me I went there with nothing but good intentions.

I managed to escape without either one.

If you must, get the 73 type and bail with 500hrs on type.



I can say they’re doing their part to try and keep this place safe. Definitely the increase in presence in the safety department, LOSA and getting FOQA program going. As mentioned they have demoted people who are becoming operationally unsound.

It’s not all rainbows and gum drops, this place has its challenges and it definitely helps with great personnel with fresh blood and perspective coming on board. They’re stepping up training, panam definitely screwed the pooch on good quality training and seems our own instructors now are definitely bringing a good quality control to the process, many with previous 737 experience at southwest or other majors.

It has a long way to go, but seems they’re making pace to change a lot of their old ways. New support staff, better recruiting methods, increased occ oversight, safety dept. growth. Im sure after DOT approval of the company purchase they will continue to invest in the company infrastructure, they have no choice at this point but to fix their foundation if they will continue to grow. I think the rough summer proved it.

FLYMIA 01-10-2019 11:17 AM

Just curious if the Gov't. shutdown is affecting you guys on the repatriate flights? Haven't looked too much into it but figured ICE would probably fall in the category of essential gov't. work and those guys are probably still working even without their paycheck tomorrow. Not sure how Swift gets paid through their contract but hopefully it's an uprfront type deal.

mexipilot84 01-10-2019 02:21 PM


Originally Posted by FLYMIA (Post 2740403)
Just curious if the Gov't. shutdown is affecting you guys on the repatriate flights? Haven't looked too much into it but figured ICE would probably fall in the category of essential gov't. work and those guys are probably still working even without their paycheck tomorrow. Not sure how Swift gets paid through their contract but hopefully it's an uprfront type deal.



They’re still running. The work for ICE is done via a contractor so they pay Swift. The guards are government contractors forget the name of the company. I’m sure the actual ICE agents are the ones that will be affected via pay.

PICsf340 01-11-2019 06:05 AM

Schedule
 
Ccan someone give me an idea as to what the schedule is like? Are new hires on reserve, or do they start out flying immediately? How many days off in a row can one expect? Are there opportunitues to pickup additional legs on days you already fly? Any other info regarding how scheduling works would be appreciated.

mexipilot84 01-11-2019 09:32 AM


Originally Posted by PICsf340 (Post 2740955)
Ccan someone give me an idea as to what the schedule is like? Are new hires on reserve, or do they start out flying immediately? How many days off in a row can one expect? Are there opportunitues to pickup additional legs on days you already fly? Any other info regarding how scheduling works would be appreciated.



12 hard days off, MIA has been experimenting this month with 15off. This month has been a 4on 4off pattern for the most part. I’d say expect 4-6on. Reserve here is mixed into people’s schedules so you might fly 2 days and have a day of rsv. With how short they are you will more thank likely fly regardless. They put out a couple of reserve lines this month and of course became a senior thing, as those guys don’t want to fly. 99% of MIA is day trips, so commuters will need a crashpad.

You can pick up as much as you want within the legality of 117. Right now as the work rules stand you’ll only get 150% or more on work done on off days. On an off day you can pick up home based trips or IWA trips and they’ll airline you out there from home.

Bidding is just bidding on lines. They send out a packet and you bid based upon what days you want or type of flying. MIA now is pretty balanced out so lost lines are a mix of Cuba and CCS flying, gives everyone an opportunity to credit decently.

Home basing you’ll be lucky to fly 40hours. We don’t do a lot of flying during hockey season. Summer when we do vacation flying is when we can fly a lot and make money.

mexipilot84 01-11-2019 09:33 AM

Looks like they’re looking to upgrade 10 FOs according to COOs email. So good things for those that meet time requirements.

TiredSoul 01-11-2019 10:36 AM


Well let’s see

- unapproved parts (admitted by MX)
- need permission from MX control for a write up.
- MX work done by one where two are required.
- C/D checks done in Peru but planes went back to GSO to fix whatever wasn’t done.
- Going into Haiti without RNAV doing ‘visual’ approaches. Handbuilding RNAV arrivals with Lat/Long for ‘situational’ awareness.
- Same at an airport in PR. One day an ASAP report was filed despite great pressure on the individual not to do it and guess what....my flight there the next day was cancelled and we never flew there again. How come if that was ‘legal’ as was claimed?
- Massive fine from the FAA for not doing PRIA checks for a year.
- 3 chief pilots in a year
- current CP certainly does not stand behind his pilots. Inept cowboy who fell into this position by process of elimination.
- downgrade used to penalize not because you’re incompetent.
- abusive LCA’s that “prepare you for the weakest captains” yet they’re the ones that continue to rubber stamp the weakest captains. LB being one of them.
- same captain investigated by the FAA multiple times yet no action from the company.
- standardization is just a word
- fatigue is just a word
- mission completion regardless is encouraged behavior.
- complete and utter incompetence at scheduling.
- nepotism, daughter of the CEO used to work at scheduling and knowing nothing about 117/121 rules.
Later moved to HR I believe.
- people fired from other (NW36th) airlines being put in management positions.
- incompetent cabin crew left in Lead positions despite multiple complaints.

Then all the daily incompetence:

- waiting for fuel for an hour for a flight that goes every day at the same time for the last 4 years yet nobody ordered fuel.
- waiting for an hour for catering, same reasons.
Yet crew gets a hate email for delays.
- tail swapping a -300 for a -400
- not tail swapping for an APU out of service while knowing that the APU was bad since the night before.
- everything outsourced to the lowest bidder.
- hotels 45 min away so your 11 hr rest period turns into a 6 hr sleep opportunity. Capt says it’s ok, we do it all the time, take one for the team...again.
- constant fudging of W&B. How?
Reduce # of heavy bags or not count heavies period.

Any of this sound familiar?
Of course everything could have changed overnight with the same people remaining in the same positions.
That’s all I gotta say about that.
Swift is like a box of chocolates...
Best of luck with the new owner ..wink wink.

captjns 01-12-2019 05:59 AM

1 Attachment(s)

Originally Posted by TiredSoul (Post 2741142)
Well let’s see

- unapproved parts (admitted by MX)
- need permission from MX control for a write up.
- MX work done by one where two are required.
- Going into Haiti without RNAV doing ‘visual’ approaches. Handbuilding RNAV arrivals with Lat/Long for ‘situational’ awareness.
- Same at an airport in PR. One day an ASAP report was filed despite great pressure on the individual not to do it and guess what....my flight there the next day was cancelled and we never flew there again. How come if that was ‘legal’ as was claimed?.........

Best of luck with the new owner ..wink wink.

Try this and address your issues to a forum that may care. Not being flip.

Parma3980 01-13-2019 10:36 AM

Whaa
 

Originally Posted by TiredSoul (Post 2741142)
Well let’s see

- unapproved parts (admitted by MX)
- need permission from MX control for a write up.
- MX work done by one where two are required.
- C/D checks done in Peru but planes went back to GSO to fix whatever wasn’t done.
- Going into Haiti without RNAV doing ‘visual’ approaches. Handbuilding RNAV arrivals with Lat/Long for ‘situational’ awareness.
- Same at an airport in PR. One day an ASAP report was filed despite great pressure on the individual not to do it and guess what....my flight there the next day was cancelled and we never flew there again. How come if that was ‘legal’ as was claimed?
- Massive fine from the FAA for not doing PRIA checks for a year.
- 3 chief pilots in a year
- current CP certainly does not stand behind his pilots. Inept cowboy who fell into this position by process of elimination.
- downgrade used to penalize not because you’re incompetent.
- abusive LCA’s that “prepare you for the weakest captains” yet they’re the ones that continue to rubber stamp the weakest captains. LB being one of them.
- same captain investigated by the FAA multiple times yet no action from the company.
- standardization is just a word
- fatigue is just a word
- mission completion regardless is encouraged behavior.
- complete and utter incompetence at scheduling.
- nepotism, daughter of the CEO used to work at scheduling and knowing nothing about 117/121 rules.
Later moved to HR I believe.
- people fired from other (NW36th) airlines being put in management positions.
- incompetent cabin crew left in Lead positions despite multiple complaints.

Then all the daily incompetence:

- waiting for fuel for an hour for a flight that goes every day at the same time for the last 4 years yet nobody ordered fuel.
- waiting for an hour for catering, same reasons.
Yet crew gets a hate email for delays.
- tail swapping a -300 for a -400
- not tail swapping for an APU out of service while knowing that the APU was bad since the night before.
- everything outsourced to the lowest bidder.
- hotels 45 min away so your 11 hr rest period turns into a 6 hr sleep opportunity. Capt says it’s ok, we do it all the time, take one for the team...again.
- constant fudging of W&B. How?
Reduce # of heavy bags or not count heavies period.

Any of this sound familiar?
Of course everything could have changed overnight with the same people remaining in the same positions.
That’s all I gotta say about that.
Swift is like a box of chocolates...
Best of luck with the new owner ..wink wink.

Apparently you haven’t worked anywhere else. Most of this is standard stuff no matter who you fly for

nitefr8dog 01-14-2019 11:17 AM


Originally Posted by Parma3980 (Post 2742178)
Apparently you haven’t worked anywhere else. Most of this is standard stuff no matter who you fly for

Not really....not even at ABX. It still sucks just not for those reasons.

PICsf340 01-15-2019 08:58 AM

Home based schedule
 
I know that most bew hires will get MIA most likely. I am curious though as to what kind of schedules the home based guys are getting. It doesn’t seem like they do nearly as much flying. Is there a lot of sitting around hotels, or is it more airport standby?

mexipilot84 01-15-2019 09:25 AM


Originally Posted by PICsf340 (Post 2743402)
I know that most bew hires will get MIA most likely. I am curious though as to what kind of schedules the home based guys are getting. It doesn’t seem like they do nearly as much flying. Is there a lot of sitting around hotels, or is it more airport standby?



We don’t do airport stby unless they want us to rescue a plane and have us sitting to wait. There’s a lot of sitting around at hotels depending on the season. Just depends on aircraft rotation. Sometimes might spend 2-3 nights in a city especially if you’re doing team flying in the west coast. Expect night flying.

During the summer doing vacation flying for the most during the weekends it’s 13 hours overnights with maybe 2 days sitting at some city Monday thru Wednesday.

You’re lucky during hockey season to fly 40hrs. Summer is when you can make money on home basing or unless you go to Europe.

TiredSoul 01-16-2019 12:55 PM

In my day Swift would do their upmost to avoid you exceeding min guarantee.

mexipilot84 01-16-2019 03:06 PM


Originally Posted by TiredSoul (Post 2744320)
In my day Swift would do their upmost to avoid you exceeding min guarantee.



Man they sure didn’t like you.... Swift PTSD.

We have people timing out for their 1000hrs in 365 days. So not sure what happened to you.

symbian simian 01-21-2019 07:44 PM


Originally Posted by Parma3980 (Post 2742178)
Apparently you haven’t worked anywhere else. Most of this is standard stuff no matter who you fly for

I have flown ACMI/91/91K/135/121, 2 decades, NO, this is not standard...

randomroute 01-23-2019 09:02 PM

doodoo stick
 
Homebased lines for February average 12 days off with working stretches of upto 9 DAYS (including travel days). Trips are tentatively planned and subject to change. Remember you’re only getting paid for block time here. If you sit in a hotel and dont fly you're collecting guarantee. There appears to be no one breaking guarantee on the home-based schedule.

I would recommend pilots to steer clear of Swift until an announcement of increased pay is made. If you can afford a major pay cut and can wait for a captain upgrade you may be able to make a living.

Guarantee is 60x$66= $3960/month
...$3960x12= $47,520.

Can you survive off of that amount? After taxes are taken out? After you factor in costs of living on the road? Is the 737 that spectacular?


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