Piedmont's reimbursement for time-building
03-09-2015 | 05:14 AM
#11
Gets Weekends Off
Joined: Feb 2008
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From: Retired
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.
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
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Yes that will be the big game changer for sure. And that will be right around the corner for sure.
03-09-2015 | 06:23 AM
#14
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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
Prime Minister/Moderator
Joined: Jan 2006
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From: Engines Turn or People Swim
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 | 10:01 AM
#17
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From: ATP, CFI etc.
...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 | 10:15 AM
#18
Happy at PDT
Joined: Jan 2014
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From: EMB-145 CA
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
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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
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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!
"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!
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