QOL opinions
03-01-2020, 09:15 PM
#1
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Joined APC: Feb 2020
Posts: 32
QOL opinions
Hi all,
We are picking up a new aircraft soon to add to family/corporate fleet. This aircraft will not be based with the others we have existing in the north east and will be in the south/mid Atlantic region. So essentially an entirely new flight department on the ground at the new base (schedule/dispatch, finance, etc handled by parent office but maintenance, training are kept local with the flight crew) and we are self managing.
I am looking for ideas (beyond salary, as we are well above the average) to increase quality of life and ensure retention. This is a long range plane, benefits are A+ so keep in mind I am looking for things beyond 401(k) and insurances. One thing I intend to add and stole from another thread is a rider on our disability insurance that would ensure salary is paid if there is a loss of medical due to no fault of the pilot. Want to ensure a world class department and we plan to carry over any changes internally to our existing staff as well (2 planes in north east and 1 west along with 1 helicopter in the north east.) and have opened up an anonymous form for suggestions internally as well.
We are picking up a new aircraft soon to add to family/corporate fleet. This aircraft will not be based with the others we have existing in the north east and will be in the south/mid Atlantic region. So essentially an entirely new flight department on the ground at the new base (schedule/dispatch, finance, etc handled by parent office but maintenance, training are kept local with the flight crew) and we are self managing.
I am looking for ideas (beyond salary, as we are well above the average) to increase quality of life and ensure retention. This is a long range plane, benefits are A+ so keep in mind I am looking for things beyond 401(k) and insurances. One thing I intend to add and stole from another thread is a rider on our disability insurance that would ensure salary is paid if there is a loss of medical due to no fault of the pilot. Want to ensure a world class department and we plan to carry over any changes internally to our existing staff as well (2 planes in north east and 1 west along with 1 helicopter in the north east.) and have opened up an anonymous form for suggestions internally as well.
03-02-2020, 01:40 AM
#2
Gets Weekends Off
Joined APC: Feb 2017
Posts: 1,280
I've had this discussion a lot with the corporate pilot instructing I do.
People leave corporate for two reasons (mainly); schedule and pay.
Pay has gotten better, but still generally lags behind. Sounds like you pay well, though.
So now it's schedule. Nobody wants to be 'on call' for 28/30 days, and those 2 days off are floaters (oh, I need you tomorrow, so we'll move your day off to next week).
Your long range plane is going to likely have a bigger stretch of 'on' time. That's just the nature of the beast. But people want to know when they're on, and when they're off. And when they're off....they're off.
I've known a significant number of pilots who have gone to lower paying jobs because they just want a schedule they can count on.
If you can nail the schedule thing and keep the pay/benefits "A+" then you'll be one of those unicorn jobs that people talk about with a sparkle in their eye.
People leave corporate for two reasons (mainly); schedule and pay.
Pay has gotten better, but still generally lags behind. Sounds like you pay well, though.
So now it's schedule. Nobody wants to be 'on call' for 28/30 days, and those 2 days off are floaters (oh, I need you tomorrow, so we'll move your day off to next week).
Your long range plane is going to likely have a bigger stretch of 'on' time. That's just the nature of the beast. But people want to know when they're on, and when they're off. And when they're off....they're off.
I've known a significant number of pilots who have gone to lower paying jobs because they just want a schedule they can count on.
If you can nail the schedule thing and keep the pay/benefits "A+" then you'll be one of those unicorn jobs that people talk about with a sparkle in their eye.
03-02-2020, 09:01 AM
#4
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Posts: 32
Originally Posted by Bahamasflyer
When you mention disability insurance if one loses their medical, make sure it’s the same as what most of the airlines offer, meaning “own occupation” until age 65. Usually 60-70% of their salary.
03-02-2020, 09:08 AM
#5
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Originally Posted by JTwift
I've had this discussion a lot with the corporate pilot instructing I do.
People leave corporate for two reasons (mainly); schedule and pay.
Pay has gotten better, but still generally lags behind. Sounds like you pay well, though.
So now it's schedule. Nobody wants to be 'on call' for 28/30 days, and those 2 days off are floaters (oh, I need you tomorrow, so we'll move your day off to next week).
Your long range plane is going to likely have a bigger stretch of 'on' time. That's just the nature of the beast. But people want to know when they're on, and when they're off. And when they're off....they're off.
I've known a significant number of pilots who have gone to lower paying jobs because they just want a schedule they can count on.
If you can nail the schedule thing and keep the pay/benefits "A+" then you'll be one of those unicorn jobs that people talk about with a sparkle in their eye.
People leave corporate for two reasons (mainly); schedule and pay.
Pay has gotten better, but still generally lags behind. Sounds like you pay well, though.
So now it's schedule. Nobody wants to be 'on call' for 28/30 days, and those 2 days off are floaters (oh, I need you tomorrow, so we'll move your day off to next week).
Your long range plane is going to likely have a bigger stretch of 'on' time. That's just the nature of the beast. But people want to know when they're on, and when they're off. And when they're off....they're off.
I've known a significant number of pilots who have gone to lower paying jobs because they just want a schedule they can count on.
If you can nail the schedule thing and keep the pay/benefits "A+" then you'll be one of those unicorn jobs that people talk about with a sparkle in their eye.
03-02-2020, 11:09 AM
#6
Gets Weekends Off
Joined APC: Mar 2012
Posts: 230
Loss of Medical Insurance
I am implementing a loss of medical insurance with our fight department as well. It is a great benefit that really is necessary to help retain pilots. Check out Harvey Watt. That is who I decided to go with. There are many options that are fairly inexpensive, but of course like AD&D insurance, the cost is age-based. I had to sit down and explain this to my boss in detail. AD&D is almost worthless for pilots. The loss of a medical could be from an infinite number of things, most of which would not allow you to collect from an AD&D policy. With this coverage, pilots are covered for just about anything that causes you to be deemed medically unfit to fly. There are many options for how long the coverage lasts and how long you will have to wait to begin collecting, but I like the fact that there are some pretty good options to choose from to both cover the pilot and make it affordable.
03-02-2020, 12:52 PM
#7
Gets Weekends Off
Joined APC: May 2010
Position: Baja Vermont
Posts: 5,177
Don’t scrimp on expenses. If a crew is going to spend an extended period away, QOL becomes are we at a hotel we feel safe and cared for? Catering. I’ve known operators that have questioned the FA over buying fruit at a Whole Foods rather than the local supermarket. For Heaven’s sake, he or she are preparing the meals, not buying really expensive pre-packaged meals.
Nothing says, we don’t care more than trying to save $5, or even $500 on a jet than costs $8,000 an hour to operate.
GF
Nothing says, we don’t care more than trying to save $5, or even $500 on a jet than costs $8,000 an hour to operate.
GF
03-02-2020, 01:31 PM
#8
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Posts: 32
Originally Posted by PICsf340
I am implementing a loss of medical insurance with our fight department as well. It is a great benefit that really is necessary to help retain pilots. Check out Harvey Watt. That is who I decided to go with. There are many options that are fairly inexpensive, but of course like AD&D insurance, the cost is age-based. I had to sit down and explain this to my boss in detail. AD&D is almost worthless for pilots. The loss of a medical could be from an infinite number of things, most of which would not allow you to collect from an AD&D policy. With this coverage, pilots are covered for just about anything that causes you to be deemed medically unfit to fly. There are many options for how long the coverage lasts and how long you will have to wait to begin collecting, but I like the fact that there are some pretty good options to choose from to both cover the pilot and make it affordable.
03-02-2020, 01:33 PM
#9
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Joined APC: Feb 2020
Posts: 32
Originally Posted by galaxy flyer
Don’t scrimp on expenses. If a crew is going to spend an extended period away, QOL becomes are we at a hotel we feel safe and cared for? Catering. I’ve known operators that have questioned the FA over buying fruit at a Whole Foods rather than the local supermarket. For Heaven’s sake, he or she are preparing the meals, not buying really expensive pre-packaged meals.
Nothing says, we don’t care more than trying to save $5, or even $500 on a jet than costs $8,000 an hour to operate.
GF
Nothing says, we don’t care more than trying to save $5, or even $500 on a jet than costs $8,000 an hour to operate.
GF
03-03-2020, 05:30 AM
#10
Gets Weekends Off
Joined APC: Dec 2016
Posts: 663
Originally Posted by NYFinExec
Hi all,
We are picking up a new aircraft soon to add to family/corporate fleet. This aircraft will not be based with the others we have existing in the north east and will be in the south/mid Atlantic region. So essentially an entirely new flight department on the ground at the new base (schedule/dispatch, finance, etc handled by parent office but maintenance, training are kept local with the flight crew) and we are self managing.
I am looking for ideas (beyond salary, as we are well above the average) to increase quality of life and ensure retention. This is a long range plane, benefits are A+ so keep in mind I am looking for things beyond 401(k) and insurances. One thing I intend to add and stole from another thread is a rider on our disability insurance that would ensure salary is paid if there is a loss of medical due to no fault of the pilot. Want to ensure a world class department and we plan to carry over any changes internally to our existing staff as well (2 planes in north east and 1 west along with 1 helicopter in the north east.) and have opened up an anonymous form for suggestions internally as well.
We are picking up a new aircraft soon to add to family/corporate fleet. This aircraft will not be based with the others we have existing in the north east and will be in the south/mid Atlantic region. So essentially an entirely new flight department on the ground at the new base (schedule/dispatch, finance, etc handled by parent office but maintenance, training are kept local with the flight crew) and we are self managing.
I am looking for ideas (beyond salary, as we are well above the average) to increase quality of life and ensure retention. This is a long range plane, benefits are A+ so keep in mind I am looking for things beyond 401(k) and insurances. One thing I intend to add and stole from another thread is a rider on our disability insurance that would ensure salary is paid if there is a loss of medical due to no fault of the pilot. Want to ensure a world class department and we plan to carry over any changes internally to our existing staff as well (2 planes in north east and 1 west along with 1 helicopter in the north east.) and have opened up an anonymous form for suggestions internally as well.
The first thing I thought was this job posting is almost exactly proving the theory I postulated for my old employer as I gave my resignation and began an airline career after over two decades in private aviation. The theory was/is that due to the “pilot shortage” there will be TWO types of corporate jet owners: A) operators like you that are focused on retention and and continuity, and B) fractional/charter providers that are focused on cost predictability. If my former employer would’ve been serious about providing the same things you claim to be offering I would’ve never left.
However there was one thing that stuck out about your posting...the type rating requirement. I’ve said the “pilot shortage” isn’t real (in coprporate Aviation) until people begin to waive the type rating requirement. The idea that a department with a budget in the $10’s of millions would limit their search to a fraction of the quality candidates that exist just to save a few bucks is a head-scratcher. You (and others) may have convinced yourselves you’re adding a level of safety but airlines the world over are hiring people with fewer hours than you require (by a factor of 4) and zero jet time and successfully implementing them into two pilot crews in airplanes bigger than you are operating. If you hire a pilot with 5,000 hours and 4,500 multi you should be reasonably assured that they will be successful in training and provide you safe air travel so long as you look at the quality of that time, regardless of the type they flew.
To finish, I’ll add a constructive suggestion for things you can add to sweeten the pot. Guaranteed time off, 401(k), and a preplanned severance. You mention a 10/10 schedule, that’s not unreasonable. But if my 10/10 schedule seems to always have me working on days that I find important then the predictability of the schedule is useless to me. There needs to be a way that several times a year a pilot can say, “I need that day off” and get it.
You didn’t ask for direct compensation suggestions but I have to point out that 6% match is a little light. I was getting more than that at the corporate job that I left. Airlines are hitting the 15-16% mark so maxing out each year is fairly easy. If you’re a financial exec I don’t need to explain to you that if you that even if you pay me $350,000 annually but only match 6% I can’t reach the max even if I do my part and contribute the max the IRS allows. Obviously that leaves my taxable income higher than it needs to be.
And as to the severance suggestion, you are offering a lot of compensation but corporate pilot jobs don’t have the best track record when it comes to longevity. I don’t mean to insult your financial position, I hope you own this airplane(s) forever, but if I was working for you I would be planning my financial future based on some assumptions. If my kid was in private school and I hadn’t been saving for college because of the promise of post-secondary tuition and I end up on the street I have to totally devastate my kid and plans for the future.
Long post, hope something in it was worthwhile for you. Good luck.
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