I hate to keep beating this issue up but I just looked at the last upgrade award, the latest hiring update and the seniority list. The most junior pilot in next month's upgrade class was hired 11/13. So that's a 26 month upgrade and he was in the 3rd class after no hiring for basically 5 years.
His seniority # is around 620 so with another 80 upgrades for the year you're looking at #700 who was hired in April of 2014 as the most possible junior captain.
We hired 160 in 2014 and another 170 in 2015. Simple math tells you those guys will not upgrade in 2 years.
Having said that. We have grown 50% over the last 2 years. From 630 to about 950 pilots. The Neos will start showing up later this year and I'd imagine 100 upgrades a year for the foreseeable future so it's a good time to come to Frontier. Just don't expect to be a captain in 3 years.

What are typical schedules like? 4 on 3 off? How many days off a month?

Day 1: Turn followed by Redye(East coast) Day 2: Reverse Redeye (West coast) Day 3: Redeye Midwest(STL,CLE,CVG) Day: 4 Return to DEN
Please come join the Frontier Team. We would love to have you!

They vary, but for February the average line credit is 77-78 hours depending on base, average 15-17 days off. Mix between 1, 2, 3, 4 and 5 day (except MCO so far). Normal short call (2 hour) reserve but also medium and long call (10 and 12 hour). Line bidding so once you hold a line you can swap/drop etc pretty easily.

Depends on the base, but average is around 15-16 days off a month for line-holders. Ranges from 12 on reserve up to about 21 for some lines.

1-5 day trip mix, depends on the base also. There's quite a fair amount of 5 day trips. Blocks of days off aren't really spread too evenly all the time. Some lines have it set up like 1 off, 4 on 3 off, 5 on 2 off, 4 on 11 off...

Sometimes what Bolo said is true. You're likely to have a redeye or two somewhere during the month, and could be a whole trip's worth. But there are certainly better trips and you can go all month without a redeye.

Thanks! How long to hold a line in MCO or Den? I realize its probably fluid right now.

2 months for our class in MCO, DEN maybe 10 or so

I was just in recurrent and the higher ups said ORD to stay current size, 85ish CAs 85ish FOs (only due to no gate availability) They would love more! They want MCO at 150 each seat (currently 85ish also), and Den to stay current size (275-300) each seat with possible small growth in DEN next year. My money would be on DEN being the fastest line for everyone hired in 2016, because that's were 95% of our upgrades will be from, and at worst they want to keep DEN at its current staffing levels. Also since DEN is the biggest base, it has the biggest open time pot. With mid level seniority, you can pretty much just build your own schedule.

Even as a new guy on reserve, I've been able to dictate my own schedule to a large extent. The aggressive reserve bid is icing on the cake to go hit the beach a few days a month. So being in Denver, even at the bottom of the barrel, ain't too bad.

I wonder where the recent articles about Frontier "hiring 500 flight attendants in Chicago" fits in to this. I would love to see CHI grow; the 42 new routes announced included a number of additional Chicago ones. Hopefully using the L concourse gates more as common use will aid in our growth there.

I saw several flights in ATL. Glad to see we're getting some competitive fares.

A lot of the hiring of flight attendants is because 70% of new hire FAs quit within their first year.

Holy Turnover, Batman!! Is that a verified number, or a WAG?

I knew the FA turnover was high, but not that high. Any visibility on if it's movement to other airlines (for presumably better paying and/or better work rules), or "this job isn't for me!," or something else altogether?

I asked this question once before about pilot turnover, and, if that 70% is accurate, I'd say it's even more applicable here: at what point does it become cheaper for the company to pay more / establish better work rules / "make it a better place to work" than to deal with high turnover?? I just don't get it.... :confused:

Someone asked Mr. Baffle himself about the flight attendant turnover in my recurrent ground school last summer. He acknowled a very high turnover rate (thinking he said 50%, but can't remember for sure) within the first year.

He acknowledged that this is a problem, but insisted that the solution was better screening of applicants and specifically said that more pay and better work rules was NOT in the cards for a solution.

Based on my personal experience, I believe the safety of our operation and the quality of our product are suffering as a result of the high turnover rate. Management won't care and won't lift a finger to fix the problem until it costs them more to lose them than to keep them. We're nowhere near that point, so don't expect a solution anytime soon.

I have never seen or witness any sort of company or industry turn anything around without offering better working conditions/more money. Many US employers should take lessons from overseas businesses in how to treat your most value assets, employees!

Does anyone know what the chance of an interview might be with only 1000 ME instead of the stated 1500 ME? All the other boxes checked but that one.

Don't waste your time until the box is checked out! They will not budge from the minimums.

Does frontier pay for housing during training? If someone could breakdown pay during training that would be great thank you.

Frontier does not pay for hotel during training. Pay is the minimum guarantee, roughly $36 times 75 hour per month. There are pilot crash pads around, don't know the cost. The CP office may help. I am sure others on line here can give suggestions. Good luck.

Frontier does not pay for housing during training. They really should, but don't. It's basically a throwback to the days when Frontier was a Denver only airline and everyone was from Denver so no one cared about housing.

There are crashpads very near the GO that can be had for cheap. Just search for DEN crashpads. I think there are a few in the apartments near the Parking Spot off of Tower rd.

Pay starts on day one at $37.57 and 75 hours guarantee. About $2700/ month

Good God $2700 a month. Why would anyone go there for those wages? Plus you have to fork over for your own housing in training. Can we say the Mesa, or great Lakes of the LCC!

We are truly our own worst enemies by accepting jobs like this. Enjoy your food stamps.

Well, we are about to begin negotiations for a much needed new contract. We are running two years upgrades and there is a ton of growth coming giving you lots of seniority. That's probably why people are coming here.

Once frontier has an new contract, it'll be a great place to work

You sound mad

Man.....A 2 year captain at Frontier makes 112 an hour or about 5700.00 a month after taxes

Is anyone getting called with no internals and no job fairs?

I don't work for F9 (but I hope to), but does everybody understand that F9 is currently operating on a bankruptcy contract that is amendable starting this year?
It wasn't to long ago that starting pay at AA was actually two dollars less than what F9's is now.
Frontier is laying the base for a solid future. I believe good things are to come.

Well at that rate, after taxes it would take you two years to pay off the training contract.:eek:

You do understand what a training contract is right? You don't have to pay it... Unless you leave

You will find out like those of us at Spirit that amendable does not mean it will amend. Set a clock for about 2-3 years after amendable for a new contract

Yes, I got it..... it's not quite "pay for training" as took place in the 90's, but give them a bit, there still rediscovering the past.

You do understand that as long as the stack of resume's is more than a dozen deep, and pilots are willing to sign said training contracts, then the impetus to change F9's $2700/month/new hire training contract is really not there for mgmt. Especially if your model is to be an ULCC which means your #1 focus as a manager is COST.

Absolutely understand.

Just as regionals won't change their pay while people keep showing up at their door.

I get it. Don't worry.

Last thing I'd say is.... F9 is not a regional.

No doubt looking back to the 80's/90's that ALPA/unions giving up the RJ to subcontractors was a big mistake, but as a profession, we must try and make sure it doesn't spread like a cancerous ulcer in both equipment size and prevalence.

Please keep fighting the good fight for just compensation as a professional pilot!

PilotLife has it right. Wiz, if you haven't cared enough to do some cursory level research about Frontier's history, your opinion is meaningless. I get what you're trying to say, none of us are happy about the pay, but comparing us to MESA/GL without knowing what's really going on over here isn't cool. Perhaps you didn't mean it the way it sounded. Hope Delta works out for you.

A career is a long time. A contract that is amendable in 2 months is not.

Don't pick an airline based on today's contract. Pick an airline based on its business model. If you believe in the ULCC, frontier looks to have a bright future. A new contract will make frontier a very competitive place to work

Exactly! Perfectly said.

Exactly Aero! Hey anyone pick up their 321 model yet? Was curious if they're pretty cool? decent quality?

You realize it's payroll deductible if you accept one!

I kid

They're in the cpo. They are small, but pretty cool. I caught my seven year old girl swishing it through the air making jet sounds.

What have I done?

Lol! Thanks Arty.