Reserve time and rules for new hire FO
03-08-2019, 05:38 PM
#21
Gets Weekends Off
Joined APC: Jan 2019
Posts: 310
Originally Posted by AANG
Can't predict the future, but there are a couple of things to keep in mind.
It's the June/July 2018 new hires that are hitting the line now, in March of 2019.
There are something like 125 first officers in training. If we don't get additional airplanes, we'll be very healthily staffed by mid/late 2019, which means a larger reserve pool, and more time spent on reserves before holding a line.
Assuming things stay the same, anyone hired today is stuck behind a relatively large group of brand new FOs. What's true today for reserve FOs (hired in Summer 2018), is very likely to not be true when today's new hires hit the line.
Unless things change (we see more airplanes and growth, again), anyone hired today has a real possibility of being stuck at very low seniority for quite some time. They'll be at the worst place you can be, the tail-end of a big hiring wave, at an airline that's no longer growing.
It's the June/July 2018 new hires that are hitting the line now, in March of 2019.
There are something like 125 first officers in training. If we don't get additional airplanes, we'll be very healthily staffed by mid/late 2019, which means a larger reserve pool, and more time spent on reserves before holding a line.
Assuming things stay the same, anyone hired today is stuck behind a relatively large group of brand new FOs. What's true today for reserve FOs (hired in Summer 2018), is very likely to not be true when today's new hires hit the line.
Unless things change (we see more airplanes and growth, again), anyone hired today has a real possibility of being stuck at very low seniority for quite some time. They'll be at the worst place you can be, the tail-end of a big hiring wave, at an airline that's no longer growing.
Of those 125 FOs, half or more will leave right around the time they finish flying their first year on the line (aka the 24 month mark when they’ve got 700-1000hrs on the jet and their new hire training bonus repayment goes to zero). The company has been having an increasingly diffult time finding pilots since the most recent TA was announced and subsequently got voted down. Currently they struggle to fill single digit class sizes while experiencing double digit losses. The company has been shrinking the last several months and unless things change soon flow will be dropping back down to 5/month, adding years to a pilots flow timeline.
Without enough New Hires coming in and getting through training to let FOs upgrade to Captain to replace flows and have a surplus to leave the line to become instructors to clear the backlog of FOs in training there is no danger of Piedmont arriving at healthy staffing levels.
It’s going to be a rough ride for a while.
03-08-2019, 05:46 PM
#22
Gets Weekends Off
Joined APC: Jan 2019
Position: E145 CA
Posts: 120
Originally Posted by Phoenix21
The training department has been “almost caught up” since the jet came to Piedmont... they’ve been intentionally understaffed because management doesn’t like releasing pilots from the line (and risking canceling flights) unless they absolutely have to, and management tries to limit personnel cost and the number of people who get paid the extra hours of mmg as instructors... theres been virtually zero headway in getting caught up over the years.
Of those 125 FOs, half or more will leave right around the time they finish flying their first year on the line (aka the 24 month mark when they’ve got 700-1000hrs on the jet and their new hire training bonus repayment goes to zero). The company has been having an increasingly diffult time finding pilots since the most recent TA was announced and subsequently got voted down. Currently they struggle to fill single digit class sizes while experiencing double digit losses. The company has been shrinking the last several months and unless things change soon flow will be dropping back down to 5/month, adding years to a pilots flow timeline.
Without enough New Hires coming in and getting through training to let FOs upgrade to Captain to replace flows and have a surplus to leave the line to become instructors to clear the backlog of FOs in training there is no danger of Piedmont arriving at healthy staffing levels.
It’s going to be a rough ride for a while.
Of those 125 FOs, half or more will leave right around the time they finish flying their first year on the line (aka the 24 month mark when they’ve got 700-1000hrs on the jet and their new hire training bonus repayment goes to zero). The company has been having an increasingly diffult time finding pilots since the most recent TA was announced and subsequently got voted down. Currently they struggle to fill single digit class sizes while experiencing double digit losses. The company has been shrinking the last several months and unless things change soon flow will be dropping back down to 5/month, adding years to a pilots flow timeline.
Without enough New Hires coming in and getting through training to let FOs upgrade to Captain to replace flows and have a surplus to leave the line to become instructors to clear the backlog of FOs in training there is no danger of Piedmont arriving at healthy staffing levels.
It’s going to be a rough ride for a while.
I 'member.
03-08-2019, 06:58 PM
#23
Gets Weekends Off
Joined APC: Oct 2018
Posts: 564
Originally Posted by OversoldCommute
Remember when we all thought we were gonna get to 7 flows a month?
I 'member.
I 'member.
03-13-2019, 09:40 AM
#29
Gets Weekends Off
Joined APC: Jan 2019
Posts: 310
Originally Posted by OpMidClimax
We all thought we would be at 4 flows per month in 2015.... it wasn't until the fo new pay rates, 39 bucks, did people start to fill classes again...
03-13-2019, 10:53 AM
#30
Banned
Joined APC: Feb 2016
Posts: 761
Originally Posted by 60av8tor
But triple is ok..?? I never understood this line of thinking.
We've never had anything greater than triple offered (in my time here, at least. Have never heard of quadruple being advertised). That is the bar. Staffing hasn't changed, yet people are working for less than the standard. They're hurting themselves and the rest of us.
That's not to say I won't entertain the idea that working any overtime helps the company and puts a bandaid on an issue that they created and is their problem. There is much truth to that. I don't work on days off. But I will say, if you have to work extra, why are you doing it for cheap? There is zero logic to that.
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