I beg to differ. Every Regional airline is facing a staffing crisis. If they really want to solve the problem they need a solution that will entice applicants away from their competitors. I am all for raising pay and increasing the benifits package but I think it is going to take some extra insentive to fill their quotas.

 

I think your issue is a 2-sided sword.....I mean guys/gals want to upgrade quickly 1)For the higher pay rates, and 2) Of course to log the PIC for the majors.

As your original post stated, about stapling Eagle pilots on the bottom of the AA pilots list, I don't think you will continue to keep guys with the current pay being so low. The only way it would work is if AA signed an agreement with AE that "all future AA pilot vacancies will come from AE pilots only". That AA would NOT ever hire off the street again, unless "NO" AE pilot was qualified....

If you were paying the F/O's higher rates of pay, they wouldn't be as apt to leave (or in this case, just flat out not apply). Again with AE's mins so high, it's killing your applicant pool.

Granted most all new-hires at any regional airline are starting at poverty pay levels for year one, and Eagle is in the Top 5-10 for year 1 pay, but then by year 2 other regionals are surpassing Eagle, therefore making a somewhat decent wage (those at reputable regionals...not mesa & trans-states....lol).........so to get the time need to apply at Eagle, it's going to take them 6-8 months at their current 121 regional (or additional flight instructing), then you want them to apply to fly for you, (hence starting over)....where if they stay with their current 121 company, they will be making more money in approx 2-4 months there, than with your company on year 3-pay scale.....with no chance of upgrade in the near future.

As per your post I above which I have quoted; be honest, what does "Eagle" offer to entice guys/gals to come over from their competitors, or just apply off the street, and what does Eagle offer them to stay?

Heck everyone know Mesa sucks but they and a few others are offering sign on bonuses (some up to $5,000) for experienced pilots. (not that Mesa is the idealistic airline to work for).....

But what does "Eagle" offer that others don't? Here's "one" example I found that "Eagle" offers that others don't......An ATR pay rate at year two for 26/hr, where ASA is 34/hr at year two.....that (based on 75hrs/mth) is a $7,200.00 pay difference for year 2.....and keep in mind ASA mins are only 500/50, plus they are in negotiations for higher pay rates!!!!!!

Again IMHO to get applicants, Eagle must do the following to "guarantee" available applicants and longetivty with their pilot group:
1) Reduce their times (specifically total times) to that which is comparable with the current industry standard.
*** Note Skywest hasn't reduced their mins, but the don't have issues 2,3,4 below to deal with like Eagle does.
2) Increase year 2 pay and beyone for F/O's.
3) Have upgrade time come down to a "reasonable" amount of time.
4) Offer a better "non-rev" benefit travel program for employees and family members.
5) Have it mandatory that AA will not hire street F/O's, you must be a current Eagle F/O or Cpt to apply!
**** Added Number 6 (I was thinking outside of the box) *****
6) Offer a Tuition/Flight Training Reimbursment Program, (they pay off __% of your student loans, per each year of service, or those of you who don't have them, then get a flat __% check for longetivity)....something like that!

 

Huh? Did I read that right??? Please tell me you didn't use the phrase "secure future" in the context of an aviation job.... especially an airline.

 

Points 1,2 and 4 seem to be within company control. Enlighten me if I am wrong, but isn't point 3 a beyond company control? Couldn't the upgrade situation at other airlines get worse and Eagle's actually get better?

 

Not if AA guaranteed AE guys jobs as F/O's prior to accepting outside employment applications....

 

When did I ever use the term staple. I said merge and if they merged it would mean one airline as far as pilots are concerned. The only way to work for American would be to start at the bottem and work your way up. We are not interested in reducing our times. We would rather raise the bar instead of lower it. Increase pay I agree with. A merger would lower the upgrade time at Eagle. Offer better non-rev travel benifits doesn't make any sense because they are already good. I can see doing away with paying to travel to work and thats it.

 

Ref Travel Benefits, why should you have to pay to travel on your own airline at all.....??? Most all regionals offer free travel on their own airline, and then some charge on mainline, and some don't.

A merger vs staple either way it's 2 different unions, so it will never happen...

If you don't reduce your time and want to "raise the bar" why does AE have the agreement below? (This is just one example, here is a agreement with AE and FIT, reducing the totals need to 400 TTL/100ME.... http://www.fit.edu/career/2007CareerFair.html

So here's my question for your HR representative; What does a graduate of this program vs a graduate with a 4-year degree from Univeristy of Florida, or Auburn, USC, or Texas Tech, with say 780/100 hours, have over a 400/100 hour guy/gal from FIT? They guy/girl with 400/100 get the job, but the more experienced pilot is not offered a job/interview with AE? Something's wrong here!!!!

 

Careerpilot, you said I could PM with questions. I can not at the moment, so maybe you could help me here and anyone else interested that is lurking on these forums.

How exactly do the non-rev travel benifits work? I do not have any other airline to compare it to. Secondly, (and most importantly) how do I find out about the various details? The AE website doesn't really seem to offer up enough information . It does say they would like an applicant that has done some research on the company, but the best thing I could come up with is a wikipedia article.

 

American Eagle nonrev travel

Minimal fees for five years. After five years domestic coach travel is free.
Stand by list is first come first serve (not senority based). You are able to check in four hours prior.
Unlimted travel benefits for employee, spouse and children.
24 one way passes for employees parents and friends to share.

 

What makes you sure it won't happen. It almost happen in 2001 and in 2003. This is the first time in discusions that it actually makes sense for all parties involved.