CommutAir Rumors and Info
09-24-2017, 04:51 AM
#4381
Gets Weekends Off
Joined APC: Jun 2016
Position: jungle jet
Posts: 101
Originally Posted by hslightnin
The instant upgrades aren't likely to come back. We are post growth now, and when / if we get the MOU converted to a contract for 21 more ERJs thats only 50% growth. We won't see long upgrades, because attrition is through the roof, but street captains IMHO isn't going to happen.
Most of the FO's on property are going to be eligible to upgrade in the next 8 months, and close to half in the next 4.
We don't need to hire a single person for the next 3-4 months. But in Feb. / March we need to have a class of 30 FO's show up.*
*Who can make it though training, not guys, who were not recommended to be hired by the pilot interviewer
Most of the FO's on property are going to be eligible to upgrade in the next 8 months, and close to half in the next 4.
We don't need to hire a single person for the next 3-4 months. But in Feb. / March we need to have a class of 30 FO's show up.*
*Who can make it though training, not guys, who were not recommended to be hired by the pilot interviewer
There is still a ton of hiring to do here, even assuming zero additional growth beyond 40 airframes.
That being said, we have a lot of issues to fix before we can start attracting new people in the door. The training backlog is gone, biggest hold up now is people needing extra training. Zero wait from sim to IOE.
The problem is going to be attracting anyone new in the door once we ramp up again. Between the negative reputation of the last few months, and the fact that new hires the next few months will likely sit on reserve for a bit as we do the transition, I just hope we haven’t done immeasurable damage to our recruiting efforts.
Time will tell.
It’s still a good place to work, I enjoy my job and get to work with some great people. Lots of opportunity for very junior pilots to contribute, either as instructors, union volunteers, in the office doing interviews or in recruiting. Guys walking in the door now might just have to wait a year to do so now, instead of walking in off the street.
09-24-2017, 07:07 AM
#4382
Gets Weekends Off
Joined APC: Nov 2016
Posts: 296
What makes CommutAir better or even equal to any other DC/NY carriers? The people are great and the job is the job, but people are treated poorly on the line. The higher ups can smile and **** sunshine all day. You'll still get paid $0 while babysitting their airplane on your 4 hour delays to Newark. Line holders are still getting extended into days off a few times each month and can't get their days off back. And I've never heard of any other company that takes a trip from a line holder for IOE, and then puts the line holder on airport reserve for all those days. So much for that commutable trip, Mr. Line Holder. Seniority seems to mean very little here.
It's great that the training delays are finally gone for now. But as long as these work conditions exist I don't see how we can attract enough people to grow. There are plenty of other options in DC and NY with better soft pay and working conditions. Instant upgrades were the only thing that got the pilot list as big as it is. The target is moving and we're falling behind.
It's great that the training delays are finally gone for now. But as long as these work conditions exist I don't see how we can attract enough people to grow. There are plenty of other options in DC and NY with better soft pay and working conditions. Instant upgrades were the only thing that got the pilot list as big as it is. The target is moving and we're falling behind.
09-24-2017, 08:06 AM
#4383
Gets Weekends Off
Joined APC: Feb 2009
Position: Clueless Regional Jet
Posts: 150
Not only are there dozens of QOL issues that need to be fixed but rumor of a few downgrades will make it real hard to recruit. I have never seen a company just waste so much good news. These people could turn a million dollar lotto ticket into an IRS audit.
09-24-2017, 08:15 AM
#4384
Layover Master
Joined APC: Jan 2013
Position: Seated
Posts: 4,311
Originally Posted by Saucy Dingo
What makes CommutAir better or even equal to any other DC/NY carriers? The people are great and the job is the job, but people are treated poorly on the line. The higher ups can smile and **** sunshine all day. You'll still get paid $0 while babysitting their airplane on your 4 hour delays to Newark. Line holders are still getting extended into days off a few times each month and can't get their days off back. And I've never heard of any other company that takes a trip from a line holder for IOE, and then puts the line holder on airport reserve for all those days. So much for that commutable trip, Mr. Line Holder. Seniority seems to mean very little here.
It's great that the training delays are finally gone for now. But as long as these work conditions exist I don't see how we can attract enough people to grow. There are plenty of other options in DC and NY with better soft pay and working conditions. Instant upgrades were the only thing that got the pilot list as big as it is. The target is moving and we're falling behind.
It's great that the training delays are finally gone for now. But as long as these work conditions exist I don't see how we can attract enough people to grow. There are plenty of other options in DC and NY with better soft pay and working conditions. Instant upgrades were the only thing that got the pilot list as big as it is. The target is moving and we're falling behind.
Every line holder is a reservist. It's unreal. And this says nothing to what it's like when you are actually on reserve. I go to layovers expecting to not have a room, because it happens that often. Waiting an hour in the lobby to sort it out? That's a normal day for me. This last week I averaged three deadheads per revenue flight. Every month I am extended and have to file to get my day off back on a day that I didn't want it.
Now, I still wouldn't recommend Mesa, but in the NYC/DC area, why would you choose C5? Honestly. Endeavor, Air Wis, Republic, Piedmont....
If management wants pilots, they have to open their eyes before it's too late. Almost no one on the line is happy. All the magic of growing is gone, people are beat up, most of the laughter is in commiseration over how bad it is. There is little optimism. There is nothing to encourage retention. This management team needs a game-changer to encourage both new hires and keep current pilots.
09-24-2017, 12:54 PM
#4385
Gets Weekends Off
Joined APC: Dec 2016
Posts: 171
Originally Posted by YLpilot
Not only are there dozens of QOL issues that need to be fixed but rumor of a few downgrades will make it real hard to recruit. I have never seen a company just waste so much good news. These people could turn a million dollar lotto ticket into an IRS audit.
09-24-2017, 06:25 PM
#4386
Gets Weekends Off
Joined APC: Jan 2016
Posts: 450
If you live ANYWHERE near NYC/DC area, go to Republic, Air Whisky, Endeavor, Envoy. Do not go to C5 expecting to have a QOL you deserve. If you enjoy being treated like sshhitt, being on reserve as a line holder, and being extended into days off all the time, then by all means go to C5.
09-25-2017, 09:20 AM
#4387
Gets Weekends Off
Joined APC: Nov 2016
Posts: 296
Originally Posted by backtoregionals
If you live ANYWHERE near NYC/DC area, go to Republic, Air Whisky, Endeavor, Envoy. Do not go to C5 expecting to have a QOL you deserve. If you enjoy being treated like sshhitt, being on reserve as a line holder, and being extended into days off all the time, then by all means go to C5.
09-25-2017, 09:48 AM
#4388
New Hire
Joined APC: Apr 2017
Posts: 3
Originally Posted by Sink Rate
Long read: But Food for Thought
A guide to attract new hire pilots to CommutAir (C5); (And waiting longer will only make matters worse)
1. Institute a flat FO pay rate of $50/hour (1)
2. Remove sign-on bonus for non-prior part 121 new hires.(2)
3. Keep and increase sign-on bonus for prior part 121 (and those with qualifying time for upgrade) and implement a Street Captain new hire program ASAP.(3)
4. Captain pay parity across the board regardless of equipment (e.g. same pay on DHC-8 and ERJ-145)(4)
5. Create opportunities for pilots approaching ATP minimums(5)
6. Crew scheduling and reserve rules(6)
(1) A higher Flat pay rate with no longevity for years of service; both attracts new hires and encourages those current FOs to advance their careers and strive to upgrade. A modest annual increase 3-8% should be applied to the $50 rate to keep up with the current labor market.
(2) Let the higher pay rate speak for itself. The added stability in pay is worth more than a one-time bonus. New C5 Compelling Story; higher base pay, growth, stability. (No bonus gimmicks)
(3) C5 is already hiring street captains; make it official with a defined program. Get more interest and attract more new hires. A bonus is required here. To motivate current 121 candidates to leave an established stable airline is difficult; C5 needs to make it an easy decision.
(4) Add stability to the pilot group and reduce training costs (training overhead). Maintain a well staffed DHC-8 fleet for an orderly draw down. Keep the DHC-8 fleet productive (generating revenue and covering flying) and make it a home, all be it temporarily, for pilots until it's gone. Pilots are the commodity; once hired and well compensated their interests are mutually aligned with management to fly hours and earn money. Then transition to the ERJ-145 fleet, if C5 has the pilots, the aircraft will come.
(5) A difficult nut to crack; Provide a bonus/scholarship/internship program to aid low-time pilot build flight time (last ~200-500 flight hours before ATP eligibility). Bring them on as “flight interns” give them United Non-Rev benefits, company (not flight) seniority, pair them with an HR and pilot mentor, and drive them to get their hours and get on the line flying ASAP.
(6) The secret is out. C5 reserve rules and crew schedule practices are not on par with our peers in the industry. Spending 100% of your reserve month on “airport standby” assignment, “operational extensions” for line holders, “conditional reserve” assignments for everyone, and not making pilots whole when a published day-off is violated(1) are just abusive scheduling practices. And the secret is out; pilots are sharing their experiences with their peers in industry and those coming into the industry, this type of reputation needs to be corrected ASAP. Management and Crew Scheduling needs to staff the airline appropriately and provide real financial incentives to have crew members on off days to pick-up additional flying in lieu of forcing; airport standby, operational extensions, and conditional reserve. (1) Days-off violated should be compensated with an increase in accrued vacation of (3.75 or actual block, whichever is higher, @ 150%). In this way the company can still staff the airline in the event of a major weather event and the crew member is still made whole during the annual vacation award.
A guide to attract new hire pilots to CommutAir (C5); (And waiting longer will only make matters worse)
1. Institute a flat FO pay rate of $50/hour (1)
2. Remove sign-on bonus for non-prior part 121 new hires.(2)
3. Keep and increase sign-on bonus for prior part 121 (and those with qualifying time for upgrade) and implement a Street Captain new hire program ASAP.(3)
4. Captain pay parity across the board regardless of equipment (e.g. same pay on DHC-8 and ERJ-145)(4)
5. Create opportunities for pilots approaching ATP minimums(5)
6. Crew scheduling and reserve rules(6)
(1) A higher Flat pay rate with no longevity for years of service; both attracts new hires and encourages those current FOs to advance their careers and strive to upgrade. A modest annual increase 3-8% should be applied to the $50 rate to keep up with the current labor market.
(2) Let the higher pay rate speak for itself. The added stability in pay is worth more than a one-time bonus. New C5 Compelling Story; higher base pay, growth, stability. (No bonus gimmicks)
(3) C5 is already hiring street captains; make it official with a defined program. Get more interest and attract more new hires. A bonus is required here. To motivate current 121 candidates to leave an established stable airline is difficult; C5 needs to make it an easy decision.
(4) Add stability to the pilot group and reduce training costs (training overhead). Maintain a well staffed DHC-8 fleet for an orderly draw down. Keep the DHC-8 fleet productive (generating revenue and covering flying) and make it a home, all be it temporarily, for pilots until it's gone. Pilots are the commodity; once hired and well compensated their interests are mutually aligned with management to fly hours and earn money. Then transition to the ERJ-145 fleet, if C5 has the pilots, the aircraft will come.
(5) A difficult nut to crack; Provide a bonus/scholarship/internship program to aid low-time pilot build flight time (last ~200-500 flight hours before ATP eligibility). Bring them on as “flight interns” give them United Non-Rev benefits, company (not flight) seniority, pair them with an HR and pilot mentor, and drive them to get their hours and get on the line flying ASAP.
(6) The secret is out. C5 reserve rules and crew schedule practices are not on par with our peers in the industry. Spending 100% of your reserve month on “airport standby” assignment, “operational extensions” for line holders, “conditional reserve” assignments for everyone, and not making pilots whole when a published day-off is violated(1) are just abusive scheduling practices. And the secret is out; pilots are sharing their experiences with their peers in industry and those coming into the industry, this type of reputation needs to be corrected ASAP. Management and Crew Scheduling needs to staff the airline appropriately and provide real financial incentives to have crew members on off days to pick-up additional flying in lieu of forcing; airport standby, operational extensions, and conditional reserve. (1) Days-off violated should be compensated with an increase in accrued vacation of (3.75 or actual block, whichever is higher, @ 150%). In this way the company can still staff the airline in the event of a major weather event and the crew member is still made whole during the annual vacation award.
Are you reading this message board? Regrettably, pilot moral is getting lower every day. (And pilots are leaving) Abusive management tactics under the guise of “operational necessity” is ruining good faith. Pilots are your assets and are your best recruiters.
The time to change the path is NOW. Stop the “fixation” on the problem(s) right in front of you, step back and be a strategic management team. Long-term fixes take time and strategic thinking to implement.
Rumors of downgrades: If these come to pass during the aircraft displacement, it will be the most damaging management misstep in the last 3-years. Growing airlines don’t downgrade. Potential new hires can look over past missteps by management, I don’t think they would over look this. Don’t downgrade.
1. Institute a FO pay rate of $50/hr
2. Bonuses are not required if market leading payrates are instituted
3. To staff 61 aircraft you are going to need street captains in the coming months (Run the numbers proactively), create a program now. Don’t downgrade.
4. Captain pay parity would have avoided many problems in the coming weeks and months.
5. New programs for pilots approaching ATP mins; needed to be in place months ago. Start them NOW, don’t wait, you need your share of new pilots from the market place. CFI, MIL, Etc.
6. Work Rules; C5 is shooting itself in the foot. Work with the pilot group to create meaningful work rules and incentivize for coverage. Look at your peer groups, pilots are jumping for joy at other airlines to pick-up open time when its voluntary and they make a little extra money. We need Chief Pilots and Management that care about their pilots/employees, that care about making the airline a better place to work NOW (not tomorrow), so pilots actually stay, and that provide real incentives to bring on new pilots.
09-25-2017, 11:44 AM
#4390
Line Holder
Joined APC: Aug 2015
Posts: 90
Originally Posted by Busdriver91
Commutair doesn't even seen to be attending any of the upcoming job fairs. From my perspective it appears they are purposely screwing things up so bad that their actual objective is to fail.
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