Are you saying that this requirement is still in effect?

USMCFLYR

It's sounds like that's what he's saying...

In effect
 

I don't know if the requirement is in effect or not. It is amazing that it was even added in the first place.

Skyhigh

Military
 

USMCFLYR

You are the military guy so you must know best however I remember that it was uncommon for pilots to remain in the military after their first commitment.

The movie An Officer and a Gentleman featured people who wanted to get into the military so that they could get pilot training and promptly leave for the airlines once their commitment was through. And, that is what I remember it being like.

Staying in for 20 years then attempting an airline career is a fairly recent development from my experience. Up until around 1990 a pilot either got on with a legacy airline by 30 years of age or else their dreams were over.

SkyHigh

Historical Minimums
 

In 1996 I remember well that FedEx wanted 1500 hours of total time and 500 of turbine SIC as minimums to apply.

Around the same time Alaska Airlines wanted 1200 total and 750 hours of multi engine piston time in order to apply.

I think that UAL only wanted 500 hours total and a $50 application fee in the mid 1990's.

Does anyone remember some industry minimums that they would like to add?

Skyhigh

[QUOTE]
Where do you get these generalities that you come up with?:eek: Where do you get data that shows that it is "uncommon for pilots to remain in the military after their first commitment."?

I recently watched that piece of work and I don't remember any of the main characters saying that they wanted to get into the military so they could fly jets and promptly leave for the arilines. Which scene was it where people (meaning more than one) stated that path as their objective?
OK- so your only two choices in the military are getting out after your first commitment or staying in for 20 years. No chance for something along the middle of the road eh?

I think you are stretching for a lot of the points that you are trying to make in your recent posts. As usual - you have some good points but then overreach and start making claims that don't have any factual basis but are formed (possibly) from your own experiences and then related as fact.

USMCFLYR

Military
 

[QUOTE=USMCFLYR;543602]I can't say what went through the minds of every military pilot. In my experience the "general" thinking in the 1980's was to get in and then get out right away. Military service was a common path to the airlines and the airlines had a common cut off of 30 years of age until around 1990.

I don't know if military guys got around the age limit However it is logical to think that they wanted an airline career they left before reaching 30.

Skyhigh

Times Change
 

I took this quote from another web site. It was written by a respected airline professional that is now a UPS Captain.

" I had over 1000 turbine, 400 PIC turbine, and a type rating in 1989. That was enough to get me interviews at Continental Airlines, World Airways, and the largest package delivery company in the world (UPS). Luckily, to my very complete surprise, I got the freight job (UPS) in 1990."

Imagine trying to get hired these days with those credentials.

SkyHigh

I have to disagree with you Sky. Having been on AD from 1985 to 1992... there were guys who got out and those that stayed. And lets be clear... that was about the time that the AF and other branches started the up or out stuff. I.e. you either had to be promoted at some point or you were sent packing. And there has NEVER been enough room at the top for everyone who came in at the bottom. My Wing saw plenty of guys get out in the late 80's... but plenty that stayed as well. Plenty of my mid 80s contemporaries made field grade rank and many went on to careers in the airlines as well.

Compression of Service
 

I suppose it all works in managements favor. 30 years ago young pilots were sought after since the company could gain decades of service from one trained employee.

Today it seems that management wishes to limit their exposure to pilots who are in their top tier earning years. Why hire a 25 year old who could potentially work for 40 years when you could increase the hiring minimums and hire highly experienced pilots who were in their late 30s or early 40's? These guys would make it into the upper levels of the pay scales just as they were reaching retirement age.

Better yet, it behooves management to hire retired career military guys in their 40s who already come with a retirement. Why not place roadblocks and add layers to the long list of obstacles that new hires must accomplish. The airlines are not a place to invest yourself anymore and airlines do not wish to invest in their employees either.

By 2020 a common career progression might be to join the military and retire as a pilot after 20 years to then be followed by a decade in the regionals to finally be able to apply to a legacy and enjoy your last 10 to 15 years at your career objective. During the last two or three years prior to 65 the pilot can bask in the glory of finally breaking the 100K mark before becoming soylent green.

Skyhigh