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Old 02-25-2017, 04:02 AM   #1  
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Default Personal Endorsement

Does anyone know exactly how much weight a PE will will have on the likelihood of a candidate getting called for an interview? Does it bring them to the top of the list of applicants somehow?

This is the only verbiage that touched on that subject:

"By limiting the number of PEs that a pilot may exercise, we hope to dramatically increase the significance and quality of a given PE."
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Old 02-25-2017, 04:12 AM   #2  
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My guess would be very significant weight since you get one every decade. Basically, if you are young when you got hired you get the chance of 3 to 4 in a career. Kind of disappointing to me. I prefer the only able to recommend one at a time model but what do I know.
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Old 02-25-2017, 04:35 AM   #3  
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If 4800 PEs brought 4800 applicants to the top of the list then the list would capsize and sink like Guam. They can't tell you what a Persoanl Endorsement does, it could open them up for litigation 25 years from now.
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Old 02-25-2017, 04:47 AM   #4  
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Think for just a minute....

How many hiring systems/iterations have you seen since you were hired here? 747 Sims in LAX, DC-10/A300 sim evals in MEM, SBI added, SBI disappears for a while..then comes back... Bring your guy in for a meet and greet...okay..wait...don't do that anymore. Take a screening test. Oops..the screening test wasn't set up right...please come back (5 months later) and try again. Recommendations are critical. We longer look at recommendations--the computer score is what gets you to the PASS board. We don't hire furloughees. Okay--we will hire furloughees from US Air. Okay--we'll hire furloughees from any other company but they have to resign from their previous employer. We don't do sims now. We have a third party system that makes sure that the process is fair. We want more input from our pilots and need to emphasize their input more.

Blah blah blah.....

There has always been a few common threads to hiring here, but variables change every 18 months. If you don't like the current system--just wait. It will change again.

My advice is if you have a candidate go ahead and fire off your silver bullet. Three years from now the system will be different again. Holding your silver bullet in your pocket just means you it will be wasted when the next hiring plan takes shape and the 1 in 10 year plan is dead. Odds are in five years we'll have a new VP of flight ops, a new CP, a new set of fleet captains, and probably some new faces in legal and HR as well. The only constant around here is change... You can probably bet as leaders move in and out they will each want to put their own stamp on hiring process.
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Old 02-25-2017, 06:48 AM   #5  
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Quote:
Originally Posted by Albief15 View Post
Think for just a minute....

How many hiring systems/iterations have you seen since you were hired here? 747 Sims in LAX, DC-10/A300 sim evals in MEM, SBI added, SBI disappears for a while..then comes back... Bring your guy in for a meet and greet...okay..wait...don't do that anymore. Take a screening test. Oops..the screening test wasn't set up right...please come back (5 months later) and try again. Recommendations are critical. We longer look at recommendations--the computer score is what gets you to the PASS board. We don't hire furloughees. Okay--we will hire furloughees from US Air. Okay--we'll hire furloughees from any other company but they have to resign from their previous employer. We don't do sims now. We have a third party system that makes sure that the process is fair. We want more input from our pilots and need to emphasize their input more.

Blah blah blah.....

There has always been a few common threads to hiring here, but variables change every 18 months. If you don't like the current system--just wait. It will change again.

My advice is if you have a candidate go ahead and fire off your silver bullet. Three years from now the system will be different again. Holding your silver bullet in your pocket just means you it will be wasted when the next hiring plan takes shape and the 1 in 10 year plan is dead. Odds are in five years we'll have a new VP of flight ops, a new CP, a new set of fleet captains, and probably some new faces in legal and HR as well. The only constant around here is change... You can probably bet as leaders move in and out they will each want to put their own stamp on hiring process.
^^^Exactly what I have been thinking about this. I don't work for FedEx (I'm hoping on this new silver bullet), but I've been applying long enough to know this probably won't last.
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Old 02-25-2017, 07:34 AM   #6  
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Dang you Albie making sense again!
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Old 02-25-2017, 09:24 AM   #7  
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Don't you get your silver bullet back if he/she gets hired?
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Old 02-25-2017, 09:30 AM   #8  
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Not according to FCIF. That would be a great addition.
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Old 02-25-2017, 09:48 AM   #9  
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Does the "Primary Sponsor" automatically transfer to this new "Primary endorsement"? Or does the current employee have to address this somehow?
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Old 02-25-2017, 10:46 AM   #10  
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Here are the details...

Quote:
The new process will be referred to as a “Personal Endorsement” or “PE.” As part of this process:

Current FedEx crew members can serve as a PE to support an internal or external pilot candidate once every 10 years. PEs will be tracked and the limits will be applied by Flight Recruitment.
Probationary pilots become eligible to make a PE after completing their probationary year.
A PE will not guarantee an applicant will be invited to undergo the selection steps of the hiring process. Candidates who have a PE must still meet the qualifications and experience requirements which place them in the zone of consideration for hiring.
Although a candidate may have multiple PEs, a FedEx crew member may still only serve as a PE once every 10 years.
The most effective and reliable PEs will be based on a crew member’s first-hand knowledge of a candidate’s aviation skills, work experience, and fit with our FedEx culture.

Previously, a pilot could submit an unlimited number of candidate recommendations for individuals with whom they may or may not have had first-hand experience. The result was that the impact of a recommendation was less than what we would all hope for. By limiting the number of PEs that a pilot may exercise, we hope to dramatically increase the significance and quality of a given PE. With that same goal in mind, we will also only be accepting PEs from pilots who have no discipline on file for the five years prior to the date of the PE.

As part of the transition process, all existing recommendations will be purged from this system as of February 28, 2017, and pilots who wish to enter a PE may do so beginning March 01, 2017, on the PilotCredentials.com website. If you had an existing recommendation for a candidate and you wish to serve as a PE for that same candidate, you will need to complete the process at the site referenced above.

Conversely, if you choose not to serve as a PE for a candidate you previously recommended, you need not do anything and the lack of a PE for that candidate will not be held against him or her. In other words, we will be working with a clean slate as of March 01 2017. If the candidate for whom you serve as PE either fails to successfully complete the selection process or rejects a FedEx job offer, this PE still counts towards the limit.

I sincerely hope and believe that this PE process will provide us with what we all really want with respect to pilot candidates who are interested in our Company – the opportunity to provide a meaningful Personal Endorsement of someone you know first-hand, that you respect, and that you believe would be a great FedEx pilot.

We will also publish a communication on Monday, February 27, on PFC with FAQ’s which should address other questions you may all have regarding this new program.
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