Originally Posted by 4fans (Post 2765225)

Does United massage the awards to suit their purposes like Delta? I feel like that would be one of the challenges to doing mock bids here. You see a few iterations of the results, you finalize your bid, and then the company decides once it's complete to only fill half of those 777A positions which throws the entire bid in an entirely new direction.

I love looking at data and I would love the mock bid, but I see just as many people being disappointed as satisfied if it is implemented.

Originally Posted by 4fans (Post 2765225)

Does United massage the awards to suit their purposes like Delta? I feel like that would be one of the challenges to doing mock bids here. You see a few iterations of the results, you finalize your bid, and then the company decides once it's complete to only fill half of those 777A positions which throws the entire bid in an entirely new direction.

I love looking at data and I would love the mock bid, but I see just as many people being disappointed as satisfied if it is implemented.

Originally Posted by Winston (Post 2765279)

Along with each vacancy announcement United publishes a Min/Max bulletin which displays current staffing level projections vs. the minimum and maximum required in each BES (Base, Equipment, Seat). They are contractually obligated to award AT LEAST as many positions as needed to reach the minimum, but are at their discretion to award more. Secondary backfills will be concurrently awarded to bring all BES up to at least their minimum as required by vacated positions moving to fill adverstised primary vacancies.

Basically: whatever need is published in a vacancy announcement MUST be awarded, and many additional vacancies (and thus, awards) are created in the award process. Unfilled vacancies are made available to new hires.

Originally Posted by iaflyer (Post 2765252)

The basic Delta pilot requirements are currently this:
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Flight Time Requirements
Minimum of 1,500 hours of total documented flight time.
Minimum of 1,000 hours of fixed wing turboprop or turbofan time.
90% of the flight time logged in powered lift category aircraft (e.g. AV-8B, F-35B, and V-22) will be credited to the Delta Air Lines 1,000 hour fixed wing turboprop/turbofan requirement.
Minimum of 250 hours PIC in an aircraft categorized as an airplane.
The flight time logged in a powered lift category aircraft cannot be credited towards PIC aircraft time in accordance with 14 C.F.R. 61.159.
Minimum of 50 hours of fixed wing multi-engine time.
---

So my suggestion would be to find a fixed wing job until you reach those requirements. The regionals are busy hiring and would meet the fixed wing turboprop/turbofan time and all the other stuff once you upgrade.

It would be nice if you could fly that job while working on your Masters - don't know if it's online or not - but a masters would certainly help you get to the interview.

Good luck! There are many paths to Delta or other major airlines. It's definitely worth it!

Originally Posted by Winston (Post 2765279)

Along with each vacancy announcement United publishes a Min/Max bulletin which displays current staffing level projections vs. the minimum and maximum required in each BES (Base, Equipment, Seat). They are contractually obligated to award AT LEAST as many positions as needed to reach the minimum, but are at their discretion to award more. Secondary backfills will be concurrently awarded to bring all BES up to at least their minimum as required by vacated positions moving to fill adverstised primary vacancies.

Basically: whatever need is published in a vacancy announcement MUST be awarded, and many additional vacancies (and thus, awards) are created in the award process. Unfilled vacancies are made available to new hires.

Originally Posted by iaflyer (Post 2765413)

We are always above the minimum required staffing I believe. So the company could just say, "sure, we'll award what we need to reach the minimum. Which is zero. That's the minimum we'll award, up to what's in the AE."

Doesn't solve the issue of not everything being awarded.

Originally Posted by EyeKon (Post 2765289)

Sorry, forgot to mention that I'm a Piedmomt FO. Thanks for the reply!

Originally Posted by Speedbird2263 (Post 2765637)

I've tried to sparse through some info in various threads however I'm still not too sure of the timeframes. I'm curious to know of the probability of someone hired within the next year or two, holding WB CA with 30+ years to go.

Originally Posted by QuirkyJules (Post 2765640)

It seems like that would be determined largely by age at hiring rather than predictions of upgrade timing or hiring rates in the next couple of years. Barring any change in mandatory retirement age, it would require upgrading to WB CA by 35 years old. I don't know the average age at hire date but guessing you'd have to be a relatively young new hire for that to be possible even in the best of industry growth and upgrade scenarios.