Understand the disconnect between our flight operations management and the network & marketing management that dictate what flying we perform.

Our flight operations management is highly motivated and enthusiastic about the work we perform. They desire happy employees and want the highest quality work from those employees in exchange. They support our operation and give 110%. I like working for them and am happy to go the extra mile for our airline and our customers. Together, we think we make a difference. We are both prostrate to marketing and network management.

Marketing and Network run the "brand." They decide which division or partner will create their productive capacity. Their decisions are driven by revenue and cost. They don't particularly care if it is a Delta 747 or an Air France A380. Neither do they care whether it is a 757, or a NextGen CRJ. None are old school Delta. None have the nostalgic sensibilities that cloud our judgement. Their considerations are mathematical, pure and simple.

Delta's flight operations management has more in common with Comair's flight operations management than they do the network and revenue men. As a labor group, we have failed to realize our commonality with the Comair pilots, who saw their flying outsourced and diversified until they were a shadow of their former selves.

That's why I'm not particularly excited about old-gen tech aircraft for mainline pilots. I know what it takes to win the beauty contest with revenue and network management ... we need efficient, current generation equipment to compete.

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In contrast, both FedEx and Emirates are vertically connected throughout their corporations. Their senior management sees a real value to performing their own work to ensure the quality of their product. They perceive this quality as essential to their success. They are enthusiastic, top to bottom, in their own operation.

Contrast this to Delta network management who described Go Jets as "the best... ." For reference, GoJets is a division of Trans States, which was fired as a DCI carrier by Leo Mullin's team for sub par performance.

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New hires would be foolish to come to a division of a Company where management outsources labor on a pure economic basis. They will only be valued as the commodity they are. Their loyalty and enthusiasm for their employer will be unrequited. They would be much better off with an employer who is "in it to win it."

In 2007 Delta did reconnect to the core values to power their way out of bankruptcy. However shareholders demanded a deal and the deal they got was entirely rational from an economic perspective. Delta moved further towards becoming a brand management company ... . Try to find a pair of Levi's made in San Francisco ... the only reason the odds are better for finding a Delta pilot flying Delta passengers is because of ALPA and because of scope.

 

Before I digest Bar's post, even the Feds on the line are openly talking about 717s to DAL but saying the announcement was supposed to have been made earlier this week.

Gotta go.

 

Interesting quote from ANA's President:

 

In regards to outsourcing- ahem, FedEx does it, too:



FedEx Express... Connection?


Oh, and Emirates seems to do the outsourcing thing as well with even bigger jets:

 

I think fedex only outsources with caravans.

Emirates outsources with some acmi's for the haj.

 

Aren't announcements usually made on Friday's? We will see....

Baja.

 

Check out the tail number on that 727. That's Morningstar Air Cargo.

Atlas does quite a bit of Emirates flying year round.

 

There seems to be a few folks on this forum that have quality information, or maybe not. I've heard the Roger statistic of how SWA is 11% ahead of us, and the explantation. I did a little research using Form 41 data from the DOT. Here's what I found:

Average 2010 Wages and Salaries

http://web.mit.edu/airlinedata/www/2...0PERSONNEL.htm

Delta $142,800
SWA $166,573

Total 2010 Compensation (wages, benefits, and payroll taxes), i.e. more than what we see in our W2

http://web.mit.edu/airlinedata/www/2...Equivalent.htm

Delta $186,095
SWA $206,000

So I know it's 2010 data, and both airlines have received pay increases since then. Delta received a 4% pay increase each Jan. 1, and 6.52% and 4.8% profit sharing in 2010 and 2011. SWA has received raises as well.

It seems from my perspective that this contract will have to exceed SWA to have much support.

From the Form 41 data, the average Delta pilot will need to make an additional $24,000 in Wages and Salaries, or looking at from total compensation (perhaps unfairly because of payroll taxes), we need to retain any advantages in benefits with total compensation per pilot increasing about $20,000 ($206,000-$186,095).

I think this is a valid analysis of us compared to SWA and a way to measure if we meet or exceed SWA?

 

I think you fire people on Fridays, you document dump Friday night and if you're some sort of freak with good news you do it Tuesday.

Or that's why White Houses do no matter who's in charge.

 

That's why we should favor Southwest and RAH scope.