I was wondering if that would play out in our favor. We can't handle more blips. Fine, but we have people that need to travel so as long as a blip is a blip, we'll use something bigger for that one blip.

I like Alfa's idea, carry over RAW score. This way the bottom pilots aren't completely hosed month after month in the effort to reward senior pilots in category with a month off.

Say if you get to bucket 3 or 4, you get 1/2 your points applied at the beginning of the next month.

And I think the RAW score bucket size should be a mathematical equation and not a blanket year round same size thing. A little seniority, fine, 100%, no.

As I was talking to one of the most senior DC9Bs on RES, even though he benefits from it NOW he won't benefit from it if he tries to move up in planes.

Put it this way, say 20% of RES will have it rough no matter what the system is, leaving 80% for a shot at some QOL. Of that 80%, would you rather have a) all of them having a "good" QOL or b) have 10% having an excellent QOL and the rest downgraded to fair or poor to make that happen?

I'm for A because I would rather talk about moving up to the 73N then moving down to the 717. I'd rather talk later about going to the ER then staying on the 717 until I'm 50% or better on the 88. That's just me.

Could someone shed some light on the flow through process at Delta? Im curious about the numbers of flowthroughs and dci that would show up when the hiring starts due to the new contract. I knew there was some limits in there, just dont remember what they were

Thanks in advance

I guess everyone moved up a notch when Delta shut the doors on Comair.

Delta has the option to have all their new hires be dci flows/ssp, or a very small percentage of their new hires being flows/ssp. It all depends on what management wants. My guess would be DAL classes will be 50% DCI, 50% military, 1% boomer.

Ok. Thx. I thought there were limits in there

There are limits, 20-30 a month each from 9E/Compass.

Wasn't the current system the result of recent SOT recommendations to insert seniority back into the reserve system and was highly applauded at the time? I agree there needs to be some tweaking of the buckets. Your points about other aspects of the pre- BK reserve system are very germane, as was someone else's about being senior doesn't mean you don't have to fly. Also more globally PWA improvements have to benefit the entire pilot group. Seniority matters, it doesn't mean you get to decrease the QOL of others junior to you so you can improve yours. Fail.

When I read that I thought the exact thing. They new why they were getting into when they chose to displace/move into that position. Does it suck that pure domestic 76/75 flying is gone, sure!!! It doesn't change the fact they had other options and instead of choosing those they're trying to make bigger changes that affect more people and in my opinion negatively.

SEA-CPH? Does that sound like a money maker to anyone? I have a hard time seeing that route filling up a 777/787, but what do I know? I expect we will see many more head-scratcher city pairs as EK's giant WB orders keep rolling in. They have to fly them somewhere. I see lots of money losing seats being dumped into questionable markets in our future. But, at least they have hot flight attendants.

True, but CPZ taps out at 1/4 of their (small) list per year too. So if DL hires classes every or almost every month and 500-600 total (what we've been hearing) they could run classes with half "off the street" the first 4-5 months of the year and 100% off the street the last 7 months. One year of agressive hiring and the 9E flows are tapped out, though there would still be the guaranteed interviews, etc of course.

IOW plenty of room for off the street hires looks very, very likely. Which is, if I had to guess, exactly where the company wants to be.