The conversation is about captain retention bonuses. The profit sharing is sometime in the spring but I can't remember when exactly

 

They need to get these bonuses a little more competitive. I understand the flow counts for something, so no need to exactly match 9E, but it doesn't count for that much. CA retention bonus only 7500 and only this year right? Leaving them out as the FOs get something for 2 years, and it's way below 9E CA bonus package. The flow counts for some, but not that much. Needs to be at least 10k/yr for 2 years, just like the FO bonus. Really, they need to do 10k for both seats for as long as the pilot is there and let the flow count for the other 10k. Right now, you'll still make significantly more at 9E and get an interview that you have no business failing, seeing as how you got 2-3 years to prep for it.

 

DGI is not what you think it is. The CJO rate is like 20% at best. Plus its two years to upgrade and then another two years to be even eligible and then you have to wait your turn the way I understood it during my interview. Plus have you even looked at the Delta interview profile? Anyone could fail it by not picking the correct box on their Hogan style testing. The DGI doesn't save you from that.

I chose PSA over EDV (former 121/CRJ with CJOs from both) for a number of reasons (39/hr vs. 25/hr on base pay and nothing confirmed after 2018 for an extension of their retention bonus are examples) but the biggest I feel is actual growth vs. simple shifting of flying from a base I wanted to ****ty NYC. The extra money for the CRJ type was a nice plus. And just to be clear, I didn't come here for the flow..... it means almost nothing to me just like the DGI meant nothing to me at EDV.

My two cents.

 

Are either of these programs(flow, dgi) what we think they are? With all the talk about the landscape looking much different in the next few years will anybody even be at any of these regionals long enough for these programs to even mean anything if most everybody is pulled off the street by then? Might as well get shown the money in the meantime if that's the case.

 

It is simply a marketing ploy, IMO. It is for the times we live in now when everyone is already on level playing grounds for pay (e.g. they don't have anything more to offer except a piece of paper with words like "flow" and "interview" on them). I was told I'd flow to AA in 7 years during my interview and was like that is cool, gave it a thought for two seconds and then moved on. Same when I was given the DGI packet after my CJO at EDV.

TBH I look at it like this; if I stay in the industry for a typical 30 year career, I have other airlines that are higher on the list. If I just lurk at PSA until my number comes up, I might give it some thought (i.e. nice to have in the back pocket) but my goal is to be somewhere else long before the flow (7 years) or the DGI (4-5 years), had I picked EDV and that is what people should really be thinking about.

 

Oops, you're right.

It has been pointed out multiple times though that the "Profit Sharing" on the 401k site isn't exactly profit sharing, but rather company contribution. That's all I got.

 

This is spot on

 

Anyone have an idea how many in class today?

 

Not surprised at all that the company ****ed up paying the CA bonus. Or in this cast not paying it on time. Supposed to be paid today, and they claim that they could not get it done in time. The usual bull**** at PSA.

 

I was told 21 by someone in Dayton, a few of them were dispatchers.

I hope the 3 classes they are running this month makes up for it.

21 is kind of low...