No new info as of yet, nearly 2 days since the last MEC email, atleast on the Colgan side. Hopefully we get something next week.

 

I'm not sure why Pinnacle is against date of hire, if someone wanted to be scared of date of hire it should be Colgan. Supposedly there are more super senior Mesaba guys than Pinnacle, I'd be curious how many more. If we're talking about moving from the top 5% of the list to the top 7% I'm pretty sure I don't care. Of course I'm junior and in all methods I'll end up junior. Just seems to me like a bunch of us spend our time worrying about the senior guys. Must be rough to go from 20th to 28th.

 

In Pinnacles method Colgan's #1 went down to like 1800 or something silly.

 

DOH at XJ helps their senior crowd. At 9E DOH would hurt the senior crowd. All of Colgan is hosed with DOH.

 

No their not. I've seen the chart myself. Other than a bunch-up for the Jan-June 2010 hires, they are pretty evenly spaced across the list in DOH. The bunch-up occurs because they were the only ones hiring at the time.

The inverse happens at XJ in DOH due to the BK. There is a large gap in 05-07 with no XJ hires, but a large amount of 9E and 9L. There is a small bunch-up representing 98-99 hires, and I assume this is what you mean by "helps their senior crowd", but remember, these are also the flow individuals.

9Es list was evenly spread throughout.

I would have considered it fair, especially considering XJ took the least gain from the JCBA, which 9E and 9L gained considerably and therefore gained in their "career expectations."

 

XJ Email last night... No news to report. Expect not to here anything till Tuesday due to the holiday weekend.

 

I have been wondering this entire time why everyone jumped on Pinnacle's proposal as horribly one sided, while saying Mesaba's was fair. DOH would screw Colgan. Sure, it is more fair than "category and class" (which I find ridiculous and I work at Pinnacle), but it still isn't fair. cptmurf says he has seen the lists and that DOH wouldn't hurt Colgan that much. I'll go out on a limb and bet that it certainly would. This would be impossible information to get, but these are the questions that would prove my point:

Where would Colgan's top ten end up under DOH vs. "category and classs"???

How many Colgan people were brought aboard in 2009 and 2010 when Mesaba and Pinnacle weren't hiring??? (DOH would effectively "staple" these pilots to the bottom)

Did Mesaba treat there furloughs as active pilots when doing there list??? If so, Pinnacle's proposal would actually have the Junior end of Colgan guys about 100 numbers HIGHER on the list than Mesaba's proposal.

And for the record, I'm not defending the "category and class" argument here. I think it was crap. But I also think the merger committee did exactly what they were tasked with doing, PRPTECT PINNACLE PILOTS. Each committee protected their pilots. Pinnacle's may have been the most unfair, but NONE of these proposals were good to the other groups.

 

Well on the 9L list I have, which admittedly is outdated and not the "certified"list, there there over 140 pilots on their list prior to 2006. XJ has about 470 and 9E has about 650. Percentage wise that works out to be about 30% of 9Ls list, 45% of XJs, and 51% of 9Es. Again these are approximate, and based off non-certified lists. There are at least 20 hired before 2000 on 9Ls list, so that would be senior to over 90% of those on the 9E list.

 

As a tangent. I was in a discussion yesterday with my FO and "career expectation" popped up. Now I consider career expectation as, how much compensation, aircraft/base, and QOL to expect over my career working solely at my current employer till retirement. Their definition was, how quick of an upgrade to get the PIC time to leave their current employer.

So my question is this... In defining "career expectation", do you assume you are staying at your current employer till retirement, or a shorter term "How quick can I get out" mentality?

I am truly asking to get a feel from the entire profession. So what say you?

 

My "career expectation" was, and still is, how quick can I upgrade and get on to my next company. I came to Pinnacle in the Spring of 2008 thinking I needed 100 hours to upgrade. I had the total time as I was furloughed. After I came here, the economy tanked and 3 years later, I am no where near an upgrade. "Career expectations" change daily in the business.