CPP
 

A question for the people that have the CPP program- how is it working out? We just got it over at AWAC and the details haven't come out yet. My question is: how many people are actually headed to United via the CPP? How many of the pilot group have failed the interview? Would you stick around if you're the bottom FO for the CPP for a solid 135 gig that would make you a captain and 30K raise? Are there any "gotchas" with the program? How are people getting selected to interview (meaning is it in senority order provided you meet the CPP quals? Will all the captains then FO's?) I'm wildly interested to hear if this just a sham or is it a solid program? What are people's thoughts on the program? And how is the actual interview-one day process- or just like an off the street hires?

Thanks!

2/3 of the folks I know who have CPP at other airlines (Expressjet and Commutair) have failed the Hogan the first time around, and must wait 12 months to take it again... the one that passed the Hogan and the United Interview has to wait until he's got 3k tt with the company and 1000 PIC time (I believe... could be 3k total or 1000 pic but not sure). I don't actually know anyone whose made it to united yet. Or know anyone who knows anyone...

If you're looking to make the jump for a pay raise, Piedmont has a quick captain upgrade on the 145 (as soon as training is completed if you're qualified) and is looking at hiring Direct Entry Captains for the Dash-8 this summer.

Having worked at both XJT and currently C5, what I have seen is a little less than half of the people pass the Hogan. Of those that pass, a little less than half pass the interview or at least I think that is what the XJT union posted to us at one point.

XJT is just now getting the Hogan and interview out to the FO's and those that pass will be in a pool for a very long time waiting for a class date. They still have 20 year CA's waiting for a UA class date. XJT gets to fill 25% of the future classes at UA.

C5 gives the Hogan to new hires and the interview is conducted after IOE for those that pass the Hogan. C5 has a small pilot group (350 pilots) and we are moving into the UA class a lot faster even though we do not fill up as much of a percentage as XJT. We had a pilot with only a couple of years already head over to UA.

Pure speculation, but, Air whisky I think will be more along the lines of XJT with a more senior pilot group that will bog down the system and new hires will be years away from seeing a class date at UA.

Trying to get into UA will be a lot harder off the street as the percentage continues to shrink for off the street hiring. UA now has agreements with XJT, CommutAir, Air Whiskey and some Lufthansa flight school that I can never remember the name of.

Sorry for the question but what is hogan? And what is a rough timeframe from commutair to united?

The Hogan is a personality test. Any pilot interested in working for United must pass this test before they can interview for a job.

It sounds like you have a lot more research to do before you worry about any kind of time frame..

How many CPP graduates are there from ExpressJet and CommutAir this year? Are they as expected?
What was the time frame until they graduated onto UAL?
How many didn't have degrees?

Please don't get mad. I'm just looking for facts. Thank you.

I think XJT has had about 80 or 90 go over this year so far. Don't put any stock in the CPP, it actually stands for "Can't Possibly Pass". Aim for a WO airline, and get a better shot at real career progression.

There's been quite a few teething pains that C5 and XJT have hopefully gotten resolved. A lot of the initial results came from miscommunication. Realize United HR was told to make this program work from higher ups. They didn't create a lot of the terms and processes so quite a few pilots got caught up.

The program is kinda feast or famine. If you pass, you can expect to move kinda quickly because the pass rate isn't as high as people want. If you don't pass, you may have some seniority movement, that's about it. Also, after you pass, there are terms you must follow while still employed at your regional. This includes sick calls, checkrides, etc.

Which WO do you recommend? I've been reading about Envoy.

Piedmont or envoy are to the two best for career progression at the moment but worst QOL. Psa has best QOL but worst flow language. Fastest flow as of today is Piedmont.

So basically u have to eat out of one hand and ***t in the other.

This. (filler)

"Graduates" is a funny term;

1) XJT, as mentioned, had about 100 go over for year 2017.
2) "As expected?" What's that mean?
3) The first interviews were last May/June IIRC, they didn't go till Jan this year. The pass rate last summer was abysmal. They turned down some GREAT PEOPLE.

Summer 2000 hires went over early this summer. When classes resume in the fall, it will be the fall 2000 XJT pilots all the way to Spring 2001 XJT hires.

4) Sorry, can't answer on how many didn't have degrees, but there were some that didn't. Seems as if UAL makes this one up as they go along. They tell people different things about it and what constitutes "equivalent experience" or whatever.

I've read your inquiries about XJT and the CPP. For the junior guys on property, well, we'll see how it works out. Anybody NOT on property? Don't bank on it working.

Here's the thing, those 21 ERJ's that Commutair is supposed to get? Where will they come from? If it's XJT, well......

^^^^^TRUTH. Problem is, a certain HR person didn't like being told what to do. Hence the abysmal rate last summer. Hopefully, that's been fixed.

That depends on the particular CPP carrier. A Spring 2005 XJT hire sits just under the 100 mark in the XJT CPP pool. Going on the 25%, that's roughly 400 new hire spots needed before they go. XJT had Summer 2007 hires interview recently, they sit around 150-180 in the CPP pool. It'll be roughly 600-750 more OTS new hire slots before those pilots go over. Keep this in mind, UALALPA said 1200 new hires for 2018, the company just said 4-500 between newhires and the last of the recalls. So do the math. Of course, they'll change that number of new hires needed for 2018 next week....

So, that Spring 2005 hire, going on what they KNOW NOW, won't go till probably summer next year at the soonest. That Summer 2007 hire probably Early 2019, AT THE SOONEST. Again, going on what they know now.

Here's the thing, there's been no real definitive answer on how the second attempts will be dealt with. Rumors are all over. If the round 2 pilots are "accepted" this time, going on the ORIGINAL CPP language, they push down the pilots I listed above, which pushes back their projected class dates, etc.

CPP
 

Last I heard from management is that 85 have gone over to UAL via the CPP. The first ones went over in November 2016, if I remember correctly.

Now that I think back, you're correct on the Nov 2016.

Was it BEFORE the announcement of the additional 2 classes that it was "roughly 100 will have gone to UAL via the CPP be year end 2017"?

Can't remember.

How does the UAL CPP program work for the folks who come through Airline Training Center Arizona (Lufthansa)? Is a legacy carrier REALLY hiring newly-minted ATP’s who have only flight instructed?? Sounds like a phenomenal opportunity for those selected, if so, but not sure if CA’s/other FO’s will be sharing the correct training gouge during indoc/IOE...

I'm also very interested in hearing from someone who is currently going through this program. I understand that this program is fairly new and those currently going through it are most likely still in the instructing stage of the program. Regardless, it would still be awesome to hear about the process and eventually the outcome, or perhaps it's the case that with the program being so small those currently participating in it would wish to remain anonymous which is, of course, understandable as well. :cool: