What did they say?

 

R1 = Round 1 Award. Bid a line, then SAP to your hearts content. Your final line could look nothing like what you were actually awarded.
BU = Build Up line. Leftovers in Open Time after the SAP.
LCR = Long Call Reserve. 12 hour callout.
SCR = Short Call Reserve. 2 hour callout, 1 in TYS. Can be converted to Hot Reserve a few times a month.

According to the latest company email, qualified applicants are up over 500%.

 

Awesome summation...

 

What does this mean? The 2014 guys who upgraded really quick are jaded form another airline are now ready to dig there heels in?

There are 4 groups at PSA:
New to 121
About to upgrade
Just upgraded
About to flow
Which of those should be upset about anything?
Well 5 if you count the lifers.

 

A couple of management pilots and I were in a discussion this weekend and looking at the numbers at PSA.

Right now, a person that was hired 2 years ago has an average attrition rate above them of 12 per month. It is higher at first, and slows down some - but up to this point, someone could expect to move up 275 spots in 2 years.

The attrition at the top is much higher recently. Besides the flow, we are losing a lot of senior captains to Delta and United (and a few others)

If you combine that attrition with the 30ish new airplanes that we are receiving, it is expected that everyone on the seniority list at PSA right now should upgrade in 24 months or less.

 

I've got some very detailed attrition data for the last two years and have been meaning to dive into that some more, but this weekend I had some other things come up. Soon though......

 

Hi everyone ,

One quick question. Can someone tell me what are the conditions on the contract to get the 15K from PSA ? and Should I return it if I fail any part of the trainning, like other airline, or should I return it if I leave before a year ? Things like that ?

Thank you all.

One more question? To upgrade to Captain is about 3 years. Is that correct ?

 

I think the first part of your questions is the best kept secret in the WO. Yes, there is some sort of a contract time. I think it is 2 years, and is prorated after 1 year. During training, I would not consider any bonus money to be your money. Our training pay is pretty good (full pay at 75 hours a month, plus 24 hour per diem, single occupancy hotels paid for, etc..).

2 years goes by very quickly. Plus, if you do leave early, you are likely going to a much better paying job, and can pay it back if they actually try to collect it from you.

Upgrade time for those hired in the next couple of months will likely be 2 years. Captain attrition is pretty high right now, plus the flow. We are still adding more airplanes, which will help that as well.

If we are adding 2 airplanes a month, that means 10 additional captains a month. We are flowing 5 (increasing to 8) a month, which will mean that many more upgrades. Plus outside attrition. We will likely be upgrading 20+ a month.

 

What are the reserve times looking like before a NH can hold a line. And how does the scheduling work. Are there ways to group all your days off together. I hear that the SAP is really good at PSA. Any insight.
Have my interview next week. Hoping to grt on and move to CLT being a NC native.
Think PSA is a the best fit.

 

Once you can hold round one you can sap and build your schedule any way you want within the guidelines of part 117. I usually sap down to 65 hours and 17 days off on a good month. give myself 7-8 day weekends (sapcations). You can get longer stretches off but that's just what I normally do.