Wow. $2500 referral program and still negative posts because said refered person has to actually work for six months. Paid training. (Single occupancy while there). No training contract. And an agreed uppon split $2500 bonus after training. No... people wont take advantage of that at all if there was no other requirement...

This, after Hub basing is announced and a sign on bonus.

There is NO making some people happy.

 

They'd figure out a way. Billings didn't have it. I wonder why?

 

Oh lil' Mr. Props, lil' Mr Props...we're talking about a company that messes up payroll every month! A company that nickel & dimes their employees on a simple meal voucher! A company that won't even pay for a ground repo! Should I keep on going? And you think that they'll actually pay $2500 per pilot referral? You're so gullible. I really really really really really hope it's true, but lets talk after you refer your first pilot. I'm not wasting my time on this referral garbage.

Drink that fuchsia drink Mr. Props drink it on up, just be careful not to walk around with a fuchsia mustache

 

It is true, though. Why would a company that refuses to pay it's current employees adequately and accurately suddenly decide to fork over such a massive signing bonus and referral program? What a huge slap in the face to the people just trying to be loyal employees and not jumping ship. What's the incentive to stay if a new hire will be making over $6000 more than you?

 

I want retention bonuses. I believe the company is going to try to simply keep upgrades under 3 years and call the left seat the retention bonus. Not ok but that is what I feel will be all we are gonna get.

 

Everyone's all "hub basing" this and "referral bonus" that, and I'm sitting here all like "when's my 441 so I can go back to Ansari's?"

Idea: Retention bonus-- get paid $2500 for me convincing myself to stay here for another 6 months... Seems legit, no?

 

As every Waterskier and his mother knows, there's a very LARGE difference between something "being announced" and something "actually coming to fruition."

I'll believe in these things when I see:

1. The first referral check paid to someone 6-8 months from now.
2. The first new hire to post up a picture of his $6,000 signing bonus.
3. The crashpad bed with my name on it in CLE.

 

It's not going to be enough, and that is not a problem that Silver alone faces. The airlines are simply going to be re-active instead of pro-active. I predict a year from now there are going to be some commuter airlines such as Silver that will have no choice but to park airplanes and/or hold off on any expansion plans because there will not be any crews qualified to fly them.

Whatever feelings you might have about "pilot shortages" and that kind of cool aide, these next few years are going to be the closest thing there is to that reality. It's simply numbers and they don't add up.

 

Ok Todd, clearly you know much more than everyone else here.

 

Also, food for thought: The next class of 10 equals $60,000 in new-hire bonuses.

I wonder what else the Company could do with $60,000...

75 hours/month x $5/hour = $375/month. The Company could give 160 pilots a $5/hour pay raise

For the next 10 pilots they hire, they could finish off the seniority list (another 66 pilots) and have $35,250 left over...

Hmm... I wonder how much those iPads cost? That's 250 very expensive paperweights. Maybe they could use some of that leftover money to find a vendor who can give our iPads the support they need?

The next 10 pilots? Well heck, that's another $60,000. I wonder where Silver is suddenly finding all this money... Maybe it's all that nickel-and-diming they do on our paychecks. I might as well be a bona-fide CPA with the number of audits I've done over the past year

All that said, I'm glad Silver has finally recognized the need to make changes in order to attract pilots and try to retain the ones they have.