What are they going to do with those of us not included in the SSP or the new version? Those of us hired after January 1, 2015 and before August 1, 2015?

We have nothing. I asked the union and they said my only option is to get hired off the street.

Any ideas on what they will do for us?

 

I ran into a FO the other day in MSP who told me he's in his 8th year. Also read on here about an 11-year FO. As a recent CJO recipient, this stuff is pretty disappointing. Are these indicative of the upgrade time a new FO hire should expect at Endeavor now? If not, then what is?

 

The 11 year fo is by choice. 8 not by choice. It should drop quickly as they bring more 200's online and movement to Delta. At the current hiring rate/ attrition rate, three years is a good guess but anything can happen in three years.

 

Spoke with a few 5 year FOs who said they are close to upgrade supposedly. Seems like once we get through the 08 hires it will come down, but I'll defer to someone who can see seniority. Will be easier to gauge one Bloch comes down.

Out of curiosity, where would a late 08 XJ hire be (-200)? Had a friend who left 9E a few years back and is wondering where he'd be as far as upgrade goes.

 

He'd be a few months away from -900 captain.

 

My only GUESS is that after this SSP is complete, the union will do something with managements to make this place a first-choice regional by making a singular career progression program. #PipeDream

 

He's considered coming back, does one keep their seniority number typically?

 

Did he quit or take a LOA?

 

I'd pump the brakes on that a bit, I'm a 2007 hire and haven't had the chance to upgrade. That being said, upgrade times are dropping and three years should is realistic if not sooner. Any perspective new hires feel free to PM me and I'll do my best to give you an honest no bull crap answer on anything Endeavor related.

 

I thought RE wrote about this in the last one or two flight ops updates...I think the short answer is the company is working on it, you are not forgotten. I believe there was something in place for you, but the union shot it down because the time frame to move on to Delta was felt to be too long.

The upgrade time is dropping..keep in mind that the there was little to no hiring for most of '08 though the end of '10. Many of the FOs hired in '08 and after have bailed (cleared out that part of the senioroty list.). So you'll see guys with a fair bit of time on property upgrading only a little bit before a guy who is fairly new. This is sort of like reserve time. It's dropping. Fast. I was on reserve four years and most of it not in base of choice. People are now holding lines in base of choice within a couple months off IOE. And for gods sake I wish people would quit complaining they don't get to hold a sweet schedule on the 900 right off the bat. The 200 is just fine. End rant.

This. Chasing upgrade and prognosticating about upgrade can be a fools errand. Evaluate the whole company. I do believe Endeavor has its stuff in order, and have felt that way since shortly after Delta bought PinnDeavor. Now they've laid some serious money on the table by regional pilot standards, and I think more people are seeing the new light because of this. Maintenance is better, dispatch is better, the training department is better, crew pay issues get addressed quickly, and Delta has a great product to be associated with. Before you say I'm drinking kool aid, I'm not claiming this is a legacy airline job, and management doesn't claim that either.


I believe the deal still stands you come back at your former longevity in terms of pay/401k match, and vacation. You take a seniority number of a new hire though. Which I think is a great deal. Where else in the industry can you do that? Offering longevity PLUS seniority back after someone straight up quit? That's messed up. Just my opinion.