Piedmont's reimbursement for time-building

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03-09-2015 | 05:14 AM

#11

742Dash

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From: Retired

Quote:

Originally Posted by billyho

I'm sure it's not too many. But for the few it's a great opportunity.

My bet is that this is an attempt to improve their hiring across the board. So while today there are only a handful of people in the position to take advantage of this program, in a few months there may be many, many more.

And while the pilot puppies might only throw bags for a year, that is probably still longer than their current average retention in places like PHL.

03-09-2015 | 06:00 AM

#12

billyho

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Quote:

Originally Posted by Avroman

Sounds like a $13000 "retention bonus" with more strings than the $20000 already at Endeavor.... Yawn... Which major will pony up seniority numbers with the money first? That's the place that's serious.

Yes that will be the big game changer for sure. And that will be right around the corner for sure.

03-09-2015 | 06:20 AM

#13

Cubdriver

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From: ATP, CFI etc.

They'll do anything other than raise pay across the board for pilots to decent levels. Here is yet another band-aid program to boost the supply of cheap labor another month or two.

03-09-2015 | 06:23 AM

#14

PilotCrusader

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Quote:

Originally Posted by Cubdriver

They'll do anything other than raise pay across the board for pilots to decent levels. Here is yet another band-aid program to boost the supply of cheap labor another month or two, and a seemingly poor one at that.

And all it would take at this point is a small unified effort from ALPA national to fight the beast, but they are the biggest weenies of all. They are also our biggest enemy.

03-09-2015 | 06:35 AM

#15

rickair7777

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From: Engines Turn or People Swim

Quote:

Originally Posted by Avroman

Majors really, really, really don't want to do that.

Couple of good reasons...

If you hire a recent college grad 1500 hours and some CFI time you don't have a lot of history to go on for a guy you're going to be stuck with for 40+ years.

It would turn the current career progression system upside down, since the military guys would no longer fit in well. Ten years after college that mil guy is not going to want to come to work (even at mainline) with a seniority number behind a bunch of folks at the regional affiliate. The current system has both military and regional pilots reaching the mainline hiring gate at about the same point in life.

03-09-2015 | 08:33 AM

#16

Da40Pilot

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So this is not for new hires? Makes absolutely no sense. They assume a ramp agent or an FA has been trying to build 1500 hours on the side?

03-09-2015 | 10:01 AM

#17

Cubdriver

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From: ATP, CFI etc.

Quote:

Originally Posted by rickair7777

I am sure you are accurate about that but in counterpoint, we can see that other industries have methods of dumping people even when they are not bad at the job they were hired to do. There is so much industrial psychology in play these days it makes easy work of this- you did a great job on the real work but failed to meet all your self-improvement goals for the last two quarters (all nonsense items)- you get probation etc.

Quote:

...It would turn the current career progression system upside down, since the military guys would no longer fit in well. Ten years after college that mil guy is not going to want to come to work (even at mainline) with a seniority number behind a bunch of folks at the regional affiliate. The current system has both military and regional pilots reaching the mainline hiring gate at about the same point in life.

I certainly see the historical significance of this, but I wonder what the future holds. If military pilots are a dwindling number the airlines might consider them a minor loss and allow big changes to occur.

03-09-2015 | 10:15 AM

#18

Lvlng4Spd

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From: EMB-145 CA

Quote:

Originally Posted by Da40Pilot

So this is not for new hires? Makes absolutely no sense. They assume a ramp agent or an FA has been trying to build 1500 hours on the side?

It's called layered recruiting. Start with a smaller sample size of folks, like current employees, then keep adding layers. Next might be CFIs...helpful for some of the CFIs in areas that don't see the international crowd or the ones who are over instructing them....I sure was. Three years is not much to ask for in return, and that should include an upgrade the way things are going.

03-09-2015 | 01:10 PM

#19

outaluckagain

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Quote:

Originally Posted by rickair7777

Not sure why they'd go to all this trouble since very few of their non-pilot employees will have 1200 hours. Unless they hope to attract time-builders willing to work as rampers while they time build

There have allways been a few ramp and csr people working at airlines who are in the process of working on degrees and ratings. Never too many though!

I would doubt that they would get that many takers, or people who qualify. Most people who are working towards pilot goals don't stay long....schedules.

03-09-2015 | 06:16 PM

#20

Flightcap

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I emailed the given address asking whether this was available to new hires. This was the reply:

"This program is for current and new hire employees of Piedmont. You could come on board with us say as a gate or ramp agent, and then apply to be a part of the program. All candidates have to be approved by our flight department. I would suggest looking into any career opportunities we may have in your area. Once you get on board with Piedmont you literally could be a part of the program barring approval right away."

Soooooooo....I can be a high-quality, motivated ramp agent who then is a contract-bound pilot for three years! Cool!