Retention
03-19-2022, 03:18 PM
#621
Lineholder
Joined APC: Mar 2013
Position: Death by Powerpoint
Posts: 447
Full on interviews. I spoke personally to someone that got one of the poolside ones. He said they were well aware he had 24 hours to prepare and tailored their interview to such.
Americans interview is stupid laid back to begin with anyways. It’s nothing at all compared to Delta or even United.
Americans interview is stupid laid back to begin with anyways. It’s nothing at all compared to Delta or even United.
03-19-2022, 05:14 PM
#624
Gets Weekends Off
Joined APC: Apr 2006
Position: Sofa Stress Tester
Posts: 614
Many here think this retention is just a shot in the dark. Has anyone considered or thought up what the criteria might be in order for the company too consider this program a success or failure. Going on the criteria that this program is to encourage captains to remain with EDV for 2 years. And by what has been mentioned by other members this will produce 2 Captain qualified F/O's. So what ratio would consider this program a success? 1:2 is an outstanding ratio, so unquestionably by EDV metrics this would be a success. But what about 1:1.5 or 2:3 ratio? How about 1:1.3 or 3:4? Obviously a 1:1 in my opinion would be a fail, due to having no room for variation.
Another Metric we should consider is, who are the prime candidates who would opt into such program. Obviously, I believe that crewmembers who currently live in base would be more likely to sign up. But what about those outside of base? What reason would they have to sign up? I'm going on the basis that money alone is not a reason to sign a 2 year contract in the current hiring conditions.
I do exclude those who are about to either flow or have CJO's, who sign up for the extra cash since that would fall under exception clause for repayment.
Interested in the discussion.
Another Metric we should consider is, who are the prime candidates who would opt into such program. Obviously, I believe that crewmembers who currently live in base would be more likely to sign up. But what about those outside of base? What reason would they have to sign up? I'm going on the basis that money alone is not a reason to sign a 2 year contract in the current hiring conditions.
I do exclude those who are about to either flow or have CJO's, who sign up for the extra cash since that would fall under exception clause for repayment.
Interested in the discussion.
03-20-2022, 06:23 AM
#625
Porco Rosso
Joined APC: Apr 2018
Posts: 2,522
Many here think this retention is just a shot in the dark. Has anyone considered or thought up what the criteria might be in order for the company too consider this program a success or failure. Going on the criteria that this program is to encourage captains to remain with EDV for 2 years. And by what has been mentioned by other members this will produce 2 Captain qualified F/O's. So what ratio would consider this program a success? 1:2 is an outstanding ratio, so unquestionably by EDV metrics this would be a success. But what about 1:1.5 or 2:3 ratio? How about 1:1.3 or 3:4? Obviously a 1:1 in my opinion would be a fail, due to having no room for variation.
Another Metric we should consider is, who are the prime candidates who would opt into such program. Obviously, I believe that crewmembers who currently live in base would be more likely to sign up. But what about those outside of base? What reason would they have to sign up? I'm going on the basis that money alone is not a reason to sign a 2 year contract in the current hiring conditions.
I do exclude those who are about to either flow or have CJO's, who sign up for the extra cash since that would fall under exception clause for repayment.
Interested in the discussion.
Another Metric we should consider is, who are the prime candidates who would opt into such program. Obviously, I believe that crewmembers who currently live in base would be more likely to sign up. But what about those outside of base? What reason would they have to sign up? I'm going on the basis that money alone is not a reason to sign a 2 year contract in the current hiring conditions.
I do exclude those who are about to either flow or have CJO's, who sign up for the extra cash since that would fall under exception clause for repayment.
Interested in the discussion.
Any pilot (particularly CAs) willing to shoulder a small amount of short-term financial liability should take the money while keeping their apps out anyway.
The metric for failure will be less about a concrete number and more about how many planes we need to park this summer. None is a big win. Just some 200s would be a small win. Parking any dual-class would be a failure.
03-20-2022, 07:45 AM
#626
Gets Weekends Off
Joined APC: May 2016
Posts: 213
So it looks like we are officially out of CA eligible (and willing) FOs for upgrade. 88 spots on the vacancy, 18 secondary spots unfilled, 9 of those earmarked for new hires. Company did a great job of letting everyone know they would be waiving all minimums, but failed to mention that there would be street CAs this bid. That breaks training freezes. I bet there is more than one new 200CA that would have appreciated a heads up!
03-20-2022, 07:47 AM
#627
Gets Weekends Off
Joined APC: Sep 2017
Posts: 833
So it looks like we are officially out of CA eligible (and willing) FOs for upgrade. 88 spots on the vacancy, 18 secondary spots unfilled, 9 of those earmarked for new hires. Company did a great job of letting everyone know they would be waiving all minimums, but failed to mention that there would be street CAs this bid. That breaks training freezes. I bet there is more than one new 200CA that would have appreciated a heads up!
03-20-2022, 07:53 AM
#629
Gets Weekends Off
Joined APC: May 2016
Posts: 213
I was actually thinking the other way around - 200CA that would have preferred the 900, but didn’t know that they would be released from the freeze on this bid. You can pull you bid before the final, you can’t rebid. But yes, I agree - bid what you want, want what you bid.
03-20-2022, 04:30 PM
#630
Gets Weekends Off
Joined APC: Feb 2022
Posts: 118
Many here think this retention is just a shot in the dark. Has anyone considered or thought up what the criteria might be in order for the company too consider this program a success or failure. Going on the criteria that this program is to encourage captains to remain with EDV for 2 years. And by what has been mentioned by other members this will produce 2 Captain qualified F/O's. So what ratio would consider this program a success? 1:2 is an outstanding ratio, so unquestionably by EDV metrics this would be a success. But what about 1:1.5 or 2:3 ratio? How about 1:1.3 or 3:4? Obviously a 1:1 in my opinion would be a fail, due to having no room for variation.
Another Metric we should consider is, who are the prime candidates who would opt into such program. Obviously, I believe that crewmembers who currently live in base would be more likely to sign up. But what about those outside of base? What reason would they have to sign up? I'm going on the basis that money alone is not a reason to sign a 2 year contract in the current hiring conditions.
I do exclude those who are about to either flow or have CJO's, who sign up for the extra cash since that would fall under exception clause for repayment.
Interested in the discussion.
Another Metric we should consider is, who are the prime candidates who would opt into such program. Obviously, I believe that crewmembers who currently live in base would be more likely to sign up. But what about those outside of base? What reason would they have to sign up? I'm going on the basis that money alone is not a reason to sign a 2 year contract in the current hiring conditions.
I do exclude those who are about to either flow or have CJO's, who sign up for the extra cash since that would fall under exception clause for repayment.
Interested in the discussion.
I'm not sure what the last four month average is, but I bet it's around 60.
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