Corporate pay falling behind
04-25-2017 | 06:30 PM
#51
Gets Weekends Off
Joined: May 2010
Posts: 5,244
Likes: 2
From: Baja Vermont
Old line, Zap, but try pushing it up the corporate chain where pilot pay may equal or exceed that of the approving officials. The fact is an airline can pay because it's vital to their revenue; a jet is just a cost at most corporations. The PE guys pay because no one is watching them and they put their families on board.
GF
GF
04-26-2017 | 05:45 AM
#52
Gets Weekends Off
Joined: Jun 2008
Posts: 454
Likes: 0
From: PIC Challenger 605
I have to agree with Galaxy Flyer on this one. Major Airline pay is going to be on par with or above Vice President/President/CEO pay at a lot of corporations. It just isn't going to happen outside of the Fortune 50 or possibly 100. It will remain cheaper to pay well below that and just type new guys every 2-3 years. Department manager or Chief Pilot pay will go up because they need to keep experience around for those positions, but line pilot? Not so much.
So how does the 91/135 side stem the attrition? My opinion is that QOL is going to have to drastically improve. Known days off and scheduled vacations would be a great perk and would cost very little to implement. It doesn't matter if a pilot only works 10 days a month if he/she can't schedule a vacation.
So how does the 91/135 side stem the attrition? My opinion is that QOL is going to have to drastically improve. Known days off and scheduled vacations would be a great perk and would cost very little to implement. It doesn't matter if a pilot only works 10 days a month if he/she can't schedule a vacation.
04-26-2017 | 10:12 AM
#53
Line Holder
Joined: Feb 2008
Posts: 753
Likes: 8
From: B-737
I have to agree with Galaxy Flyer on this one. Major Airline pay is going to be on par with or above Vice President/President/CEO pay at a lot of corporations. It just isn't going to happen outside of the Fortune 50 or possibly 100. It will remain cheaper to pay well below that and just type new guys every 2-3 years. Department manager or Chief Pilot pay will go up because they need to keep experience around for those positions, but line pilot? Not so much.
So how does the 91/135 side stem the attrition? My opinion is that QOL is going to have to drastically improve. Known days off and scheduled vacations would be a great perk and would cost very little to implement. It doesn't matter if a pilot only works 10 days a month if he/she can't schedule a vacation.
So how does the 91/135 side stem the attrition? My opinion is that QOL is going to have to drastically improve. Known days off and scheduled vacations would be a great perk and would cost very little to implement. It doesn't matter if a pilot only works 10 days a month if he/she can't schedule a vacation.
04-26-2017 | 01:26 PM
#54
Line Holder
Joined: Dec 2015
Posts: 55
Likes: 0
Some departments are figuring it out. A buddy who works for a large 91 Dept just had their base salary brought up $40-$50k across the board, plus bonus incentives (+ the great benefits & retirement they already had). He's now in line with a min credit airline guy/gal, and he loves his job, so he's happy. Like someone said - a lot of corporate folks who love the job aren't expecting 100% parity with airline pay, just high enough salaries to compliment the other things that make them love and stay in 91.
04-27-2017 | 05:14 AM
#56
Gets Weekends Off
Joined: Feb 2013
Posts: 210
Likes: 0
From: BD-700A
I would be curious to hear how you've halted attrition. Unlike some people, I'm not a "corporate" guy or an "airline" guy - I'm just a pilot. I've done both 121 and Corporate and can appreciate the different inherent advantages and qualities of each. I was certainly willing to retire from my current department if it would have been even remotely close from a financial perspective. But even though we operate large cabin airplanes, it still makes sense to go. I had one carrier in mind in particular where I've always wanted to work and that's where I am headed. (!!). I'm sure I'll miss many of the perks of the corporate job, but I am looking forward to many of the aspects of 121 flying that I enjoy as well.
(And I am pushing 50 also)
(And I am pushing 50 also)
-4 weeks vacation (New Hires)
-Compensation in the 90% (IBM)
-Yearly LTI/STI's (20k/10k)
-5 pilots to a frame
-Business class tickets both domestically & internationally
-Yearly Retention Bonus
When questioned about cost, I'm happy to provide the invoice for an initial @ CAE MMU.
04-27-2017 | 05:23 AM
#57
Furloughed Again?!
Joined: Aug 2007
Posts: 4,948
Likes: 109
From: Boeing 737
The only other thing I might add is a severance. After watching several pilots be laid off out of seniority at my corporate job (with no opportunity for recall) clearly a severance check equal to at least a year's salary would be in order. It's a financial disincentive for the company to lay off indiscriminately. And since there is no seniority system and nobody knows who will be let go and when (and there for can't plan for it the way a junior airline pilot might) a severance would ease the pain and potentially allow the pilot to maintain their quality of life while finding and training for another job and potentially relocating.
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04-27-2017 | 07:50 AM
#58
New Hire
Joined: Feb 2016
Posts: 9
Likes: 0
I currently work for a fortune 100, with great benefits and retirement with pay at the middle/low side of the NBAA survey. (They like running lean) Needless to say I have more time off than I've ever had and enjoy the added responsibility that comes with a corporate gig. I do not plan on going anywhere regardless of how much the airlines are paying, but would like to get some extra $$ out of the horse before she's put out to pasture in the event of another recession. That being said, we do an annual compensation analysis that gives us a fairly predictable raise every year, I'm just curious at how other fortune 100 companies are approaching this to get those 40k bumps that were previously mentioned.
04-27-2017 | 09:26 AM
#59
Line Holder
Joined: Dec 2015
Posts: 55
Likes: 0
I currently work for a fortune 100, with great benefits and retirement with pay at the middle/low side of the NBAA survey. (They like running lean) Needless to say I have more time off than I've ever had and enjoy the added responsibility that comes with a corporate gig. I do not plan on going anywhere regardless of how much the airlines are paying, but would like to get some extra $$ out of the horse before she's put out to pasture in the event of another recession. That being said, we do an annual compensation analysis that gives us a fairly predictable raise every year, I'm just curious at how other fortune 100 companies are approaching this to get those 40k bumps that were previously mentioned.
04-27-2017 | 11:52 AM
#60
New Hire
Joined: Feb 2016
Posts: 9
Likes: 0
In the case i referenced, it was partly (as others pointed out) the cost of losing people and sending new people to type training - basically becoming a rating factory. That company is now valuing their people and kind of kicking the NBAA salary numbers to the curb in exchange for having happy pilots for the long term.
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