New Hire Numbers
07-24-2016 | 03:56 AM
#51
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Management is not worried about it either because it hadn't been a problem and nothing in their applicant pool or the percentage they are able to hire suggests it's going to be a problem.
07-24-2016 | 05:46 AM
#52
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I dont understand why we aren't interviewing more people from Fromtier, Spirit, JetBlue, ME3, etc
07-24-2016 | 05:49 AM
#53
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Out of over 2400 pilots hired we have had exactly two pilot no shows for class. Out of the last 746 pilots hired 16 have left for all reasons. Our take rate for pilots offered jobs is above 90%.
The forum is worried about hiring, management not so much for the next few years.
07-24-2016 | 05:58 AM
#54
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You should see the qualifications of guys I have written letters for. Only one out of 12 even got a interview. They are not hiring rotary only guys. They are hiring guys with dual backgrounds and always have.
Out of over 2400 pilots hired we have had exactly two pilot no shows for class. Out of the last 746 pilots hired 16 have left for all reasons. Our take rate for pilots offered jobs is above 90%.
The forum is worried about hiring, management not so much for the next few years.
Out of over 2400 pilots hired we have had exactly two pilot no shows for class. Out of the last 746 pilots hired 16 have left for all reasons. Our take rate for pilots offered jobs is above 90%.
The forum is worried about hiring, management not so much for the next few years.
07-24-2016 | 06:03 AM
#55
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07-24-2016 | 06:22 AM
#56
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They want 540 in a four months....my guess...they only hit 480-500.
I think it's odd they advertised a big AE in August, but now we are getting a smaller AE preemptively in July, while saying we'll have a big AE in the fall. The big time training waterfall is hitting, and I think they'll have problems keeping up. I'm sure they are wanting some kind of relief in a new TA. That kind of stuff is not a free giveaway. Hiring/training shortage is a problem they made worse on their own despite warnings from Flight Ops.
I think it's odd they advertised a big AE in August, but now we are getting a smaller AE preemptively in July, while saying we'll have a big AE in the fall. The big time training waterfall is hitting, and I think they'll have problems keeping up. I'm sure they are wanting some kind of relief in a new TA. That kind of stuff is not a free giveaway. Hiring/training shortage is a problem they made worse on their own despite warnings from Flight Ops.
The positions posted on the July 2016 AE bid will be focused on augmenting staffing on the narrow- body fleets in preparation for a larger AE bid that we anticipate posting in October or November. Based on recent staffing trends and bidding behavior, we need to utilize all available narrow-body simulator capacity for training. This is a departure from the previous practice where training was focused on a just-in-time method designed to meet peak season (summer) schedule demands. We will continue to use a version of the just-in-time training process for all Wide-body positions and narrow-body Captain positions because training time is shorter in these categories than on new-hire positions. The added staffing will also have the benefit of supporting increased rotation construction buffers and future operational reliability initiatives.
Over the past few Advance Entitlement (AE) awards, Crew Resources continues to see a significant number of pilots surprised by their awards. As the pace of new aircraft deliveries and pilot retirements accelerate, we expect all pilots who are awarded an AE to be prepared to go to training once it is scheduled. To achieve your desired outcome of an AE, please review the tips below:
If you are not actively looking to bid off of your current fleet, please remove any standing bids.
Crew Resources provides a recap following most AE postings. This recap is a snapshot of what
occurred on a specific AE. The results are not indicative of how a future AE may be processed. A good example of this is the request for a training bypass. Every training bypass is reviewed manually and each request granted alters subsequent scenarios. If a pilot with a 2018 retirement date was granted a training bypass on the March AE, that date is not predictive for the May AE or any future AEs. All pilots requesting a training bypass should expect to train on their awarded fleet.
There will be more opportunity for Delta pilots over the next few years than there has been in a generation. The foundation of the AE process is best summed up in the phrase “Bid what you want, want what you bid.”
If you are not actively looking to bid off of your current fleet, please remove any standing bids.
Crew Resources provides a recap following most AE postings. This recap is a snapshot of what
occurred on a specific AE. The results are not indicative of how a future AE may be processed. A good example of this is the request for a training bypass. Every training bypass is reviewed manually and each request granted alters subsequent scenarios. If a pilot with a 2018 retirement date was granted a training bypass on the March AE, that date is not predictive for the May AE or any future AEs. All pilots requesting a training bypass should expect to train on their awarded fleet.
There will be more opportunity for Delta pilots over the next few years than there has been in a generation. The foundation of the AE process is best summed up in the phrase “Bid what you want, want what you bid.”
Last edited by Trip7; 07-24-2016 at 06:39 AM.
07-24-2016 | 06:37 AM
#57
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From: Decoupled
Yes, go read it very carefully. It was written by a lawyer and there are large holes in the numbers. That SD felt the need to even address the issue shows there is a problem.
There used to be a three to six-month poolie delay. In order to fill the holes in the classes created by post interview decliners, they are offering to move up start dates to all who can take them. The poolie delay is reportedly down to three weeks.
SF, I realize the pool will shrink with increased class size and frequency. We are running at red line and there is pressure on the new hire numbers. The question is how deep does the problem go? I suspect it's deeper than we believe.
The solutions lay entirely within Management's scope of responsibility. They can easily settle the contract and improve working conditions for new hires. The one problem that is out of their control, but entirely self-induced is the narrow body/wide body fleet mix. That won't go away.
Once new hires are on the property, fully trained and the glitter begins to wear off, you will see quite a few will quietly disappear to work elsewhere.
I am a senior wide-body captain. There are rumors of developing plans for poaching of our international captains. If those come to fruition, I'll seriously look into it. There is no reason to stay here if there is something better.
There used to be a three to six-month poolie delay. In order to fill the holes in the classes created by post interview decliners, they are offering to move up start dates to all who can take them. The poolie delay is reportedly down to three weeks.
SF, I realize the pool will shrink with increased class size and frequency. We are running at red line and there is pressure on the new hire numbers. The question is how deep does the problem go? I suspect it's deeper than we believe.
The solutions lay entirely within Management's scope of responsibility. They can easily settle the contract and improve working conditions for new hires. The one problem that is out of their control, but entirely self-induced is the narrow body/wide body fleet mix. That won't go away.
Once new hires are on the property, fully trained and the glitter begins to wear off, you will see quite a few will quietly disappear to work elsewhere.
I am a senior wide-body captain. There are rumors of developing plans for poaching of our international captains. If those come to fruition, I'll seriously look into it. There is no reason to stay here if there is something better.
07-24-2016 | 06:52 AM
#58
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- The number of people who have no showed for interviews
- The number who got CJOs and chose another airline
- The REAL number of no shows to class. There are ways they can fudge those numbers, depending on how they want to color it.
Bottom Line: Everybody is hiring, and everybody has people leave for another job. Just recently SWAPA posted numbers from SWA that said they have lost roughly 10 percent of their new hires in 2016, 26 new hires to be exact.
Strictly by the numbers, if you come to Delta you have well over a 50 percent chance to get a 717, MD, or a Bus. Now if you go to United, AA, SWA, FDX, or UPS you are GUARANTEED to get a better hourly paying aircraft than the 717, MD, and Bus at DAL. Some may say...but, but AA has MD80s and E190s....we'll both of those are getting retired and you don't get those aircraft as a new hire. But, but SWA has a lower 401K setup...there are still some better items to counter balance that argument...and I'm not getting into that right now.
New hires now see what their earning potential is, and they see what DAL mgmt tries to offer, especially when it comes to fleet...MD, 717, and soon to be CSeries.....a bunch of narrow bodies that will offer little to nothing compared to our peers....and small widebody future progressions. At UAL, another passenger carrier, you can be on a 777 inside of two years, and a 787 inside of three years. UAL just had a vacany bid where they had over 150 widebody FO seat openings. But, you can say because of our fleet we are doing the best financially.....okay, then I say, why doesn't management pay us and treat us accordingly? Industry leading.....Steve Dickson?
The marketplace for pilots is increasing...it has increased...and the price of our morale is on the trading block as well. Delta keeps trying to lowball it.
Would CE Woolman continually try to undercut his pilots while raking in record profits while he gives himself astronomical raises......didn't think so.
But, but, what do you mean undercut.......gut Profit Sharing, sick leave that is a joke(let's punish a few to get back at a few for allegedly abusing sick leave....and get in my records...this isn't the Soviet Union.....DONT THINK SO),vacation pay, time, training pay, hourly rates. I could list more, but I don't want carpal tunnel. Very successful progressive companies like Google offer QOL improvements and pay, because THEY KNOW how important people are to their operation.
But, but the new TA has updated sick leave....yeah and the sun is still hot, and the new sick leave still sucks.
07-24-2016 | 06:55 AM
#59
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From: A350 Both
07-24-2016 | 07:32 AM
#60
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There has been no shift in AE strategy by flight ops. They had planned the first A350 bid for Aug. that was based on getting 15 airframes in the first 18 months. They needed 450 A350 pilots on the line for those airframes. There is very limited A350 training capacity so they needed to start that training well in advance of the first line flights next June. With the reduction to 11 airframes in the first 18 months they now need only 330 pilots in that time frame and no longer have to front load the pipeline.
The other wide body bids are on hold waiting a update from marketing on the flying. The international outlook is not all that great so I expect the new plan will not be better for us.
The part below is simply conjecture on my part. It was announced at last winters roadshows that the summer 17 block hours on the 747 would be very close to this summer and not only would they not displace but would have to post some bids to cover retirements. With recent developments perhaps they are rethinking that. Originally they had hoped to time the big 747 displacement to coincide with the A350 bids. Doing so reduces training events substantially. They may have a opportunity to go back to that plan. That's not good news for us however smart if the marketing plan for next summer can be flown with fewer or no 747's.
The other wide body bids are on hold waiting a update from marketing on the flying. The international outlook is not all that great so I expect the new plan will not be better for us.
The part below is simply conjecture on my part. It was announced at last winters roadshows that the summer 17 block hours on the 747 would be very close to this summer and not only would they not displace but would have to post some bids to cover retirements. With recent developments perhaps they are rethinking that. Originally they had hoped to time the big 747 displacement to coincide with the A350 bids. Doing so reduces training events substantially. They may have a opportunity to go back to that plan. That's not good news for us however smart if the marketing plan for next summer can be flown with fewer or no 747's.
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