jetBlue Hiring
03-03-2016, 12:18 PM
#7161
Gets Weekends Off
Joined APC: Oct 2008
Posts: 1,236
Originally Posted by Flyby1206
The problem is accrual rates should be doubled at a minimum. You should be getting 250hrs/yr+ of PTO. Also vacation bidding and distribution is a farce, and needs to be addressed. But that's a new can of worms.
03-03-2016, 01:13 PM
#7162
Gets Weekends Off
Joined APC: Dec 2008
Position: Left,Right, Left, Right,Right,Left, Right, Left
Posts: 3,150
Originally Posted by Flyby1206
The problem is accrual rates should be doubled at a minimum. You should be getting 250hrs/yr+ of PTO. Also vacation bidding and distribution is a farce, and needs to be addressed. But that's a new can of worms.
I'd love to see how many of our guys actually use vacation. I'd be guessing but bet it's 2/3 or less.
yes Helios, it's hard to not work if you don't wanna.
03-03-2016, 02:17 PM
#7163
Gets Weekends Off
Joined APC: Nov 2005
Posts: 2,476
jetBlue Hiring
Originally Posted by Flyby1206
The problem is accrual rates should be doubled at a minimum. You should be getting 250hrs/yr+ of PTO. Also vacation bidding and distribution is a farce, and needs to be addressed. But that's a new can of worms.
This^^^^^^
If accrual rates and bidding are fixed I prefer the PTO system.
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03-03-2016, 02:24 PM
#7164
Gets Weekends Off
Joined APC: Sep 2014
Position: fifi whisperer
Posts: 1,255
Originally Posted by RiddleEagle18
This^^^^^^
If accrual rates and bidding are fixed I prefer the PTO system.
Sent from my iPhone using Tapatalk
If accrual rates and bidding are fixed I prefer the PTO system.
Sent from my iPhone using Tapatalk
03-04-2016, 05:36 AM
#7166
Gets Weekends Off
Joined APC: May 2009
Posts: 312
Once I had a line, I have easily been able to add flying to make more. Since holding a line in November, I have not had less than 100 hours and it really has not been much harder than just watching FLICA for more efficient trips.
Last month I did several RSAs and a VDA and had a significantly bigger number.
Last month I did several RSAs and a VDA and had a significantly bigger number.
03-04-2016, 06:08 AM
#7167
Mil Leave
Joined APC: Dec 2007
Position: CRJ-200 Captain
Posts: 48
[QUOTE=RiddleEagle18;2080065]Man at that rate you will be able to upgrade in about 18 years!
For the record that's 16 upgrades in 6 months total time and that includes projections for busy summer flying. 16 is exactly 1/2 of 1 percent of our seniority list. It is obviously not always like this but it's not "awesome".
Everyone has their own reasons for being here and I respect those reasons but upgrade shouldn't be one of them. I enjoy working here and I live in base(the biggest reason, its a life changer in this business) but if I was a commuter and had multiple offers, or a new hire within the last 1-2 years I would be seriously considering alternatives.
Guys hired 5 years ago vs today will have very different careers at JB. It's even more pronounced the further back you go. It's like an inverse exponential graph due to us being such a young company with such a young pilot group.
15 years ago - phenomenal seniority
10 years ago - pretty damn good outside of the country club bases
5 years ago - quick upgrade but perpetual bottom 80% CA
3 years ago - last of the quick upgrade but looking at years and years of rsv as senior guys upgrade on top of you.
Guys hired 5 years ago needed the list to grow from 2000 pilots to 4000 pilots to make 50%.
Guys hired today need it to grow from 3500 to 7000!!!
Huge difference. Because there is no movement from retirements in the next 10 years. (Only about 100 total)
Sent from my iPhone using Tapatalk[/QUOTE
Very informative info. Discouraging info, but good stuff. As a 15 year Regional guy wanting to get on with JB, I'm hoping for FO migration to the big 3 from the younger pilots. I'm in my early 50's so am hoping this will allow for movement rather than retirements. That and expansion/new shiny planes. Where do you see this fitting in for the new guys who want to come and stay at JB? Thanks for the analysis also.
For the record that's 16 upgrades in 6 months total time and that includes projections for busy summer flying. 16 is exactly 1/2 of 1 percent of our seniority list. It is obviously not always like this but it's not "awesome".
Everyone has their own reasons for being here and I respect those reasons but upgrade shouldn't be one of them. I enjoy working here and I live in base(the biggest reason, its a life changer in this business) but if I was a commuter and had multiple offers, or a new hire within the last 1-2 years I would be seriously considering alternatives.
Guys hired 5 years ago vs today will have very different careers at JB. It's even more pronounced the further back you go. It's like an inverse exponential graph due to us being such a young company with such a young pilot group.
15 years ago - phenomenal seniority
10 years ago - pretty damn good outside of the country club bases
5 years ago - quick upgrade but perpetual bottom 80% CA
3 years ago - last of the quick upgrade but looking at years and years of rsv as senior guys upgrade on top of you.
Guys hired 5 years ago needed the list to grow from 2000 pilots to 4000 pilots to make 50%.
Guys hired today need it to grow from 3500 to 7000!!!
Huge difference. Because there is no movement from retirements in the next 10 years. (Only about 100 total)
Sent from my iPhone using Tapatalk[/QUOTE
Very informative info. Discouraging info, but good stuff. As a 15 year Regional guy wanting to get on with JB, I'm hoping for FO migration to the big 3 from the younger pilots. I'm in my early 50's so am hoping this will allow for movement rather than retirements. That and expansion/new shiny planes. Where do you see this fitting in for the new guys who want to come and stay at JB? Thanks for the analysis also.
03-04-2016, 06:11 AM
#7168
Gets Weekends Off
Joined APC: Jun 2011
Posts: 1,051
[QUOTE=Wolfbayne;2081847]
You'll STILL be junior. The bottom 10-20% is always where our attrition comes from.
I knew I was screwed (seniority wise) when I bumped into a 33 year old captain who has been at JB 8 years....good for him btw.
It's a good place to work, and I highly recommend it if you want to live in Boston.
Originally Posted by RiddleEagle18
Man at that rate you will be able to upgrade in about 18 years!
For the record that's 16 upgrades in 6 months total time and that includes projections for busy summer flying. 16 is exactly 1/2 of 1 percent of our seniority list. It is obviously not always like this but it's not "awesome".
Everyone has their own reasons for being here and I respect those reasons but upgrade shouldn't be one of them. I enjoy working here and I live in base(the biggest reason, its a life changer in this business) but if I was a commuter and had multiple offers, or a new hire within the last 1-2 years I would be seriously considering alternatives.
Guys hired 5 years ago vs today will have very different careers at JB. It's even more pronounced the further back you go. It's like an inverse exponential graph due to us being such a young company with such a young pilot group.
15 years ago - phenomenal seniority
10 years ago - pretty damn good outside of the country club bases
5 years ago - quick upgrade but perpetual bottom 80% CA
3 years ago - last of the quick upgrade but looking at years and years of rsv as senior guys upgrade on top of you.
Guys hired 5 years ago needed the list to grow from 2000 pilots to 4000 pilots to make 50%.
Guys hired today need it to grow from 3500 to 7000!!!
Huge difference. Because there is no movement from retirements in the next 10 years. (Only about 100 total)
Sent from my iPhone using Tapatalk[/QUOTE
Very informative info. Discouraging info, but good stuff. As a 15 year Regional guy wanting to get on with JB, I'm hoping for FO migration to the big 3 from the younger pilots. I'm in my early 50's so am hoping this will allow for movement rather than retirements. That and expansion/new shiny planes. Where do you see this fitting in for the new guys who want to come and stay at JB? Thanks for the analysis also.
For the record that's 16 upgrades in 6 months total time and that includes projections for busy summer flying. 16 is exactly 1/2 of 1 percent of our seniority list. It is obviously not always like this but it's not "awesome".
Everyone has their own reasons for being here and I respect those reasons but upgrade shouldn't be one of them. I enjoy working here and I live in base(the biggest reason, its a life changer in this business) but if I was a commuter and had multiple offers, or a new hire within the last 1-2 years I would be seriously considering alternatives.
Guys hired 5 years ago vs today will have very different careers at JB. It's even more pronounced the further back you go. It's like an inverse exponential graph due to us being such a young company with such a young pilot group.
15 years ago - phenomenal seniority
10 years ago - pretty damn good outside of the country club bases
5 years ago - quick upgrade but perpetual bottom 80% CA
3 years ago - last of the quick upgrade but looking at years and years of rsv as senior guys upgrade on top of you.
Guys hired 5 years ago needed the list to grow from 2000 pilots to 4000 pilots to make 50%.
Guys hired today need it to grow from 3500 to 7000!!!
Huge difference. Because there is no movement from retirements in the next 10 years. (Only about 100 total)
Sent from my iPhone using Tapatalk[/QUOTE
Very informative info. Discouraging info, but good stuff. As a 15 year Regional guy wanting to get on with JB, I'm hoping for FO migration to the big 3 from the younger pilots. I'm in my early 50's so am hoping this will allow for movement rather than retirements. That and expansion/new shiny planes. Where do you see this fitting in for the new guys who want to come and stay at JB? Thanks for the analysis also.
I knew I was screwed (seniority wise) when I bumped into a 33 year old captain who has been at JB 8 years....good for him btw.
It's a good place to work, and I highly recommend it if you want to live in Boston.
03-04-2016, 06:17 AM
#7169
Mil Leave
Joined APC: Dec 2007
Position: CRJ-200 Captain
Posts: 48
Originally Posted by rightside02
To the regional captain that was asking about income .
I am about to go on 4th year pay, I am a Florida commuter with a Crashpad. My situation is a little dif than the recent guys hired , cause I was lucky enough to get on at the begening of what we ll call this hiring wave that has been going on the last three years. Hire month date of April.
2nd year W2 I made 101,000
3rd year W2 I made 141,000
Last year includes a profit sharing check and selling back the PTO that we get each month. I get the days off I need for vacation therefor don't need vacation , would rather sell it for money.
I keep my credit high , 95 or so. And I always try to swap into trips that pay better. I don't pick up a more days than what I am awarded much , rather swap out unefficient trips for better paying ones. I have to hawk flica in order to get these trip other wise the ninjas always get them. I don't do what we call RSA's or VDA's cause I don't live in base. (Basically signing your self up for flying at a high pay rate, kinda like throwing your self on reserve for a day or two . Plus I like to think that picking up extra time like that could be another new hire on property .
I do live in a Florida Blue city so the commute helps when being really flexible for trips that pop up in open time to make the credit effective.
I agree with what many said on here . Get rid of the PTO system and pay us like most of the industry , our system
Is designed to not want to call
In sick cause you ll loose too much money.
Hopes this gives you an idea of what to expect , really depends how much you wana work. Pay needs to be improved badly , but far from the bottom. People are great and red eyes are the devil.
Good luck
I am about to go on 4th year pay, I am a Florida commuter with a Crashpad. My situation is a little dif than the recent guys hired , cause I was lucky enough to get on at the begening of what we ll call this hiring wave that has been going on the last three years. Hire month date of April.
2nd year W2 I made 101,000
3rd year W2 I made 141,000
Last year includes a profit sharing check and selling back the PTO that we get each month. I get the days off I need for vacation therefor don't need vacation , would rather sell it for money.
I keep my credit high , 95 or so. And I always try to swap into trips that pay better. I don't pick up a more days than what I am awarded much , rather swap out unefficient trips for better paying ones. I have to hawk flica in order to get these trip other wise the ninjas always get them. I don't do what we call RSA's or VDA's cause I don't live in base. (Basically signing your self up for flying at a high pay rate, kinda like throwing your self on reserve for a day or two . Plus I like to think that picking up extra time like that could be another new hire on property .
I do live in a Florida Blue city so the commute helps when being really flexible for trips that pop up in open time to make the credit effective.
I agree with what many said on here . Get rid of the PTO system and pay us like most of the industry , our system
Is designed to not want to call
In sick cause you ll loose too much money.
Hopes this gives you an idea of what to expect , really depends how much you wana work. Pay needs to be improved badly , but far from the bottom. People are great and red eyes are the devil.
Good luck
Great info. Thanks. Just what I was looking for. I'll be at WIA and hopefully Vets in Blue, so hope to shake something out pretty soon.
03-04-2016, 06:46 AM
#7170
Line Holder
Joined APC: Feb 2016
Posts: 35
Originally Posted by rightside02
To the regional captain that was asking about income .
I am about to go on 4th year pay, I am a Florida commuter with a Crashpad. My situation is a little dif than the recent guys hired , cause I was lucky enough to get on at the begening of what we ll call this hiring wave that has been going on the last three years. Hire month date of April.
2nd year W2 I made 101,000
3rd year W2 I made 141,000
Last year includes a profit sharing check and selling back the PTO that we get each month. I get the days off I need for vacation therefor don't need vacation , would rather sell it for money.
I keep my credit high , 95 or so. And I always try to swap into trips that pay better. I don't pick up a more days than what I am awarded much , rather swap out unefficient trips for better paying ones. I have to hawk flica in order to get these trip other wise the ninjas always get them. I don't do what we call RSA's or VDA's cause I don't live in base. (Basically signing your self up for flying at a high pay rate, kinda like throwing your self on reserve for a day or two . Plus I like to think that picking up extra time like that could be another new hire on property .
I do live in a Florida Blue city so the commute helps when being really flexible for trips that pop up in open time to make the credit effective.
I agree with what many said on here . Get rid of the PTO system and pay us like most of the industry , our system
Is designed to not want to call
In sick cause you ll loose too much money.
Hopes this gives you an idea of what to expect , really depends how much you wana work. Pay needs to be improved badly , but far from the bottom. People are great and red eyes are the devil.
Good luck
I am about to go on 4th year pay, I am a Florida commuter with a Crashpad. My situation is a little dif than the recent guys hired , cause I was lucky enough to get on at the begening of what we ll call this hiring wave that has been going on the last three years. Hire month date of April.
2nd year W2 I made 101,000
3rd year W2 I made 141,000
Last year includes a profit sharing check and selling back the PTO that we get each month. I get the days off I need for vacation therefor don't need vacation , would rather sell it for money.
I keep my credit high , 95 or so. And I always try to swap into trips that pay better. I don't pick up a more days than what I am awarded much , rather swap out unefficient trips for better paying ones. I have to hawk flica in order to get these trip other wise the ninjas always get them. I don't do what we call RSA's or VDA's cause I don't live in base. (Basically signing your self up for flying at a high pay rate, kinda like throwing your self on reserve for a day or two . Plus I like to think that picking up extra time like that could be another new hire on property .
I do live in a Florida Blue city so the commute helps when being really flexible for trips that pop up in open time to make the credit effective.
I agree with what many said on here . Get rid of the PTO system and pay us like most of the industry , our system
Is designed to not want to call
In sick cause you ll loose too much money.
Hopes this gives you an idea of what to expect , really depends how much you wana work. Pay needs to be improved badly , but far from the bottom. People are great and red eyes are the devil.
Good luck
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