Compass pilots can't get hired outside of the flow through. If Compass pilots could they would. Its contractual.

Most tried when Northwest started hiring again. Compass originally was the only way to Northwest, at least that was the thought.

You are wrong.

It was never contractual with NWA, was just their unofficial policy. Delta was planning on hiring CPS/XJ outside the flow, even before the sale put the flow in jeopardy.

Nope...the CRJ-4400 were certified for 44 seats and they had to get recertfied for 50........................makes sence doesn't it:cool:

The flow is a big plus for management as it insures that pilots will apply to the airline to "get a number" with the mainline. It's a big carrot, and management knows it.

They want to keep the flow, to ensure that the cockpits will always be full. Management also knows that because of this, they can pay the lowest pilot wages and still attract pilots.

That is not good.

I used to work for Pan Am Experss, and we had the first flow thru agreement. There were many "lifers" there who never wanted to flow up to Pan Am. Unfortunately, PAE pilots pay was poor compared to other carriers operating the same aircraft. So the lifers suffered financially because of the flow.

Worst part was the flow ended, the airline shut down and everyone was affected.

My point is, the "flow" may not be such a good thing, for the "lifers", or those waiting to flow.

Delta had the same situation. At one point we were going to buy a smaller RJ that seated 37 people. Out of the blue the CRJ-40 was offered. Same as the 50 seater but certified for 40. Emb. sold them to us for the cost of the 37 seat jungle jet. Years later the seats were put back in.

To me, the flow isn't that valuable as a shortcut to mainline. I have confidence in my ability to interview and be hired the good old fashioned way, so from that standpoint being able to flow without interviewing isn't that big of a boon.

The real value of the flow is that it provides a large source of steady attrition, and therefore steady advancement for junior guys. Too often, advancement at regional airlines is based on growth, which is unsustainable in the long term and often comes at the expense of mainline. Steady attrition is a better model for all involved:

-It keeps average longevity low for management, and therefore labor costs remain low. With a flow, the attrition is also fairly predictable and can be planned for in a more cost-effective manner.

-The pilots all have steady, predictable advancement, with the associated incremental increase in paycheck and QOL. The prospect of flowing to mainline provides a "light at the end of the tunnel."

-The lifers can work to improve their contract without having to fight junior pilots who are worried about keeping growth going; low average longevity also means payrates can be above industry average without raising labor costs above industry average.

-Mainline gets pilots who have been flying their passengers around for years already with the knowledge that they are future mainline.

I am for a flow with the provision that it provides a flow-down into the most senior Captain positions with our mainline longevity pay protections. Without this flow-down provision, the "flow" should be terminated.

That sounds like an excuse. If H/R did this kind of action they would have more legal ramifications than what they could imagine....I mean, if they cancelled the flow through and then said ...ooopps, that was your chance...sorry!..no way.

Compass was not the only way to NWA.

No, that was the way it was presented during the early days of CPZ hiring, when NWA still had people on furlough and it wasn't anticipated that they would be hiring for several years yet. I guess some of our senior people bought into it. Me, I learned very early how to tell when CPZ mgmt is lying...whenever their lips are moving! :D