That looks like my skin in Dakar about 3 weeks ago pre departure-no malarone and no deet as I didn't think about it- DUH-pre dawn. Airplane was full of those buggers. Still got my fingers crossed.

Agree completely.

So this would be a pay-per-view event I assume? :D

Carl

I bid a reserve line for Oct. This is the first time I will have done reserve under this system...

Looking for some help in how to bid my Golden X-days. I looked all over I-crew and could not find the right place.

Any help would be much appreciated.

Heyas,

Regarding the re-hash of the AE vs APA process. For pilots, the award process is about where they want to be. For the company, it's about putting people where they need to be:

Let's summarize:

AE

Pro:
1) Relatively infrequent. Prevents 'churn' in the bottom of categories

2) Relatively inefficient. Company is required to overstaff positions to compensate for "staffing lag".

3) HUGE training window permits company to plot out training cycles long term.

4) Built up angst provides for plenty L&G posts


Con:

1) Unpredictable. Could happen any time. More frequent means more churn, though.

2) Once an award is made, it can be canceled

3) Infrequency of awards can strand people in bad situations for long periods.

4) Time between the award and flying in new position is essentially random, and could be up to 1 year from award. Makes # 3 worse.

5) Training period is unpredictable and timing of it is beyond control.

APA

Pros:

1) Predictable. Bids every month.

2) Frequency allows for observation of "the flow"

3) Conversion happens on a strict timetable 3.5 months out. You KNOW when you will be in your new position.

4) Training is predictable because of #3. Can be manipulated by changing/removing bid for a few months.

5) If awarded, you "own" it. You now must be displaced from your new position.

6) Efficient for the company, which, like single engine taxiing, means more profit sharing.

Cons:

1) MAY induce some level of churn at the bottom of each category. This may or may not be mitigated by training costs.

2) Requires a modicum of planning.

3) Continual bids mean the company has to micro manage training cycles to be extremely efficient and timely. (is this really a con?)

4) No "bid" angst. What would we talk about?

Comments: Saying we like the AE process precisely because it is inefficient (overstaffing) is in stark contrast to the 100s of posts about single engine taxiing and how that's good for the company. Pick one PoV and stick with it.

The problem with the APA system is that it requires a fairly high level of continual adjustments on the part of the company, and even then, chances are you are going to be short 5-10 heads in any given position. Without the overstaffing that the AE system has, this would cause problems unless some kind of temporary position system was set up to fill vacancies on a last minute basis.

For those unfamilar, the TDY bids at NWA worked thus:

1) Normal APA bids closed on the 5th, 4 months prior to the effective date. Results published on the 20th, 3.5 months out.

2) Company works the results, takes into account vacation, training, mil leave, ect, and figures out if they need spares.

3) 35 days prior to the bid month, Temporary bids closed, and were awarded with the bid list for the bid month (~4-5th).

4) Pilots awarded temp bids bid BEHIND the pilots who held permanent bids. They also got free hotels and positive space to work,

On a different topic, other issue was the split category system, block and reserve. Now I am no particular fan of that system other that if you got bumped from a block holder position, you could elect to displace to where ever.

While we don't have that at DAL, the problem remains...we have a lot of commuters who depend on holding a block, and would prefer holding blocks even if it meant bidding down to another AC. Sometimes you're too senior for an MD, but too junior to remain a line holder or get a VD. If you commute, that sucks.

What I propose is that we negotiate a "displacement threshold". If you fall below a certain percentage, you can elect to displace. The threshold would be an average of the 12 rolling months blockholder percentage.

Just some ideas...

Nu

In iCrew, think it is the same place in eCrew.
Bids
Initial Bids
Last option PBS Reserve Golden days.

Icrew bids then initial bid then golden x days

Every Month I do the same thing. It's hidden, I will go see if I can find it for you. Standby.......

Actually, when I used to short call as a commuter I would get approval to commute in during the first 2 hours of the short call window (assuming I didn't have the 4 AM or so short call) and could usually commute out the same day. If I were to get SC credit it might be worth it to take short call. Don't really want to sit Reserve again but you never know. Also, i am not one of those (like a lot of senior WB Captains I have met that believe that junior guys have to pay their days like they did). Anywhere from 15-20% of the company is on reserve (some by choice, some not) and there is no reason to make sure those guys are screwed to "pay their dues".

Mem9Guy,

Like PilotFrog & Rudder said:

I-Crew
Initial Bid
PBS Reserve Golden Day Bids

I always end up in the training golden day section for some reason. I guess I am missing the logic.....:o

As you have stated you have a contractual right to commute in during your first two hrs of your SC.

As I have stated in the past, I would not mind creating some sort of option for pilots that commute or those who live in base to opt out of SC on their first fly day. I know this does not mean much to the guy who is sitting reserve for 18 days in a row, but it is a start. Maybe we could do a 14-16 hr window for a conversion to SC. It would allow anyone to commute in at any time and make it for the start of the period.