Originally Posted by PSA help

I really don't think that we are understaffed right now. Our completion factor is 99.7% right now for the month, and we have 25+ pilots in upgrade training (not flying the line) and another 75+ FOs in initial training (not flying the line).

All of those people will be out of training in a few weeks and flying the line. We are consistently losing less in attrition than we are gaining.

The CA side is a little light right now (as is evidence by JRM assignments), I completely agree. The FO side is growing quickly. We are losing about 10 captains a month (a 6 month average) to attrition and flow, and are upgrading 25 per month, so the CA side should catch up quickly.

I am still expecting to see a few upgrade classes of 20+, instead of these classes of 12 or 14, but we will see.

And you know as well as I do, that if the company could make more efficient trips and get us to work more for the same pay, they would do it. If they could make every person on reserve fly the actual guaranteed amount, so they weren't paying them to not fly, they would. Having a pilot fly 3 DH's just to cover 1 leg of flying and then DH 2 more times costs the company money. I guarantee our bean counters hate it and would love to eliminate that, but the only way to do so is to cancel the flight, and they are not willing to do that.

Originally Posted by Stratapilot

Hey all couple questions for the group. I'm prior 121 with an interview in the beginning of April.

What do the pairings look like? Commutable not commutable? How may legs per day are typical? Just perusing flight aware I noticed that most flights out of TYS and CVG sent straight to CLT and they did mostly short hops back and forth.

Also, What are the hotels like? I'm coming from that which shall not be named and the hotels were junk.

Do you have vacation touch?

Oh and whats the health insurance like?

Is the profit sharing worth writing home about?

Any good crashpads in DAY, TYS or CVG that you'd recommend?

I've read the entire thread from top to bottom starting at page 1. I don't think I've seen the above answered.



Thanks all!

Originally Posted by Stratapilot

Anyone?


Filler

Originally Posted by da42pilot

Can someone please explain me how PSA's training goes. . i'm a little confused. It's not AQP, but there's some AQP privileges. . . seems like check rides are split in separate parts?

Thanks for any help!

Originally Posted by PSA help

Hotels are pretty good. Best part of our union is the hotel committee. A few are fair, but none are bad. Some are really good, and places that I would happily go when I am not working.

Originally Posted by PSA help

Hotels are pretty good. Best part of our union is the hotel committee. A few are fair, but none are bad. Some are really good, and places that I would happily go when I am not working.

Originally Posted by Lovemywife

Apparently you've not been to ALB lately!

Originally Posted by PSA help

I am not a commuter,but my friends that are seem to have little trouble commuting. Especially with the SAP. You can drop what is not commutable and pick up commutable trips.

Again, with SAP, you can make your vacation as long as you want (within reason). I tend to get 15-16 days off in a row around my vacations. The company splits the trip so you can keep the beginning or ending portion if you want it, or just drop them in the SAP.

I pay about $60/ pay check for health insurance for just me. Not bad. Includes dental and vision. Disability and life are included free.

There are several crash pads that people use. Many are owned by PSA people. I have seen pics - look decent enough. We also get the commuter hotel allowance of $3000 per year.

Profit sharing covered my health insurance premiums for the year. I used to say that the $800 or so they gave me for ontime departures covered most of my health insurance. Now, the profit sharing covers my health insurance and the ontime $$$ buys my beer for the year.