tom11011

What is the approximate breakdown of the 48 who quit? captains moving to legacies, fo's without delta seniority?

Dunkin

Has anyone on here been hired under the EtD program yet? It seems like they have only hired a dozen so far while attrition is 10 times that. What is the point of waiting 7 or 8 years (at best) to move on to Delta when you could upgrade in 18 months at Compass, PSA, or Mesa and potentially get an off the street interview in 3 or 4 years? They need to update the program and have time limits for one to flow up even if they haven't been in the left seat for 2 years, that might attract more applicants but no way am I commuting to LGA or JFK with only 11 days off/month for years and years hoping that I can somehow upgrade in the next decade.

AV8R

CR9 - 16 CA, 6 FO
CRJ - 15 CA, 10 FO

I believe most CAs are ssp guys. Not sure about FOs.

Lone Palm

There's a bunch of FO's with class dates in September at Compass.

Redbird611

Or they could, you know, just pay a wage that attracts and retains employees.

Mesabah

It's both pay and career progression, that is needed to attract candidates. Compass offers both, so they have no trouble filling classes, whereas 9E provides neither.

Delta needs to keep 9E going till the end of 2015, when the rate reset happens, after that they can shut us down. However, currently, we won't make it that far. Attrition will spike very hard in the fall, and continue into next spring. It is very likely that either the MSP, or DTW base will close going into next summer.

Compounding the problem, is the constant Delta shift of flying. It's one thing to force a guy who makes $200K around the country, however, it's immoral to ask a guy who makes $20K, to do so constantly.

Redbird611

[QUOTE=Mesabah;1698409]Delta needs to keep 9E going till the end of 2015, when the rate reset happens, after that they can shut us down. /QUOTE]


No, they don't need to do that. They just want to. They could instead pay a fair wage to 9E and pay their other contractors the market rate for their services.

Dunkin

I will direct this at you as you seem to be the most informed on the EtD. I don't think pay is as much of an issue as we would like to believe because other companies are having no problems filling classes. They have similar first and second year pay but they offer better career progression through quick upgrades and/or pref interviews at majors. The etd program, under its current form, does not address this issue if one must hold captain for 2 years to flow. That current time is never due to losing more pilots per month than they are able to hire. I think it is safe to say that Endeavor will be around in 2015 for the rate reset but Delta wants them around for another decade due to the cost advantage. They will need to allocate more aircraft to 9E to lower upgrade times and/or improve the flow rules in the program to attract candidates. Opening up some better bases (ATL for ex) might help as well, MSP/DTW/NYC are not great for large population commuters (Florida, Texas, Cali, Georgia). Plus the interview is ridiculous for a regional.

Nantonaku

It is surprising that those numbers were so low. With the SSP numbers set to go up, more displacements and forced NY commuting I can see this place losing 800 next year. There might not be a single 200 left by next summer. What do they do then when they can't staff the 900's? Delta is running out of cards to play.

Bartok

They will not do anything until attrition reaches their "magic" number.

Why else would they have a complete hiring engine going but not really hiring anyone?

All part of the plan.

What's the plan? I have no clue.