Fair wage scale for regionals?
06-06-2013 | 03:27 PM
#11
Always Junior/Commuting
Joined: May 2013
Posts: 65
Likes: 0
From: USAF IP / A300 FO
JamesNoBrakes - exactly the point I (poorly I might add) was trying to make. When you try to tie the pay to the responsibility, in our case the number of people we fly, it still doesn't pay us what our training and skills deserve. The problem is, how do we put a number on it? I think $40k is a reasonable place to start, but how do we justify it? What is the basis / reference for our argument? Should the cost of our training be tied to a certain salary so that we recoup those costs within X number of years? I don't know what the right answer is and I don't think many people do. I do think it should be nowhere near as close to the poverty line as it is though.
Now, where's the number to that trucking company?
Now, where's the number to that trucking company?
06-06-2013 | 03:29 PM
#12
Gets Weekends Off
Joined: Oct 2005
Posts: 1,186
Likes: 0
From: RJ Captain
flat-rate pay with merit-based promotions and incentive bonuses
example:
76 seat jet
All Captains $90,000
All First Officers $50,000
No seniority. No unions. Upgrades will be actual promotions based on merit, knowledge, peer recommendations, and advanced performance tracking. Pay raises or bonuses in each seat dependent upon specific airline performance metrics being met. Cost of living raises to match national average every year.
The present system in place at most any airline is archaic. There is no merit to seniority-based upgrades. There is no incentive to motivate the juvenile and unprofessional to do a good job; moreover, they have endless job protection regardless of their actions and they receive raises annually for no reason.
A new system like the one I have suggested would elevate the people that actually perform well.
example:
76 seat jet
All Captains $90,000
All First Officers $50,000
No seniority. No unions. Upgrades will be actual promotions based on merit, knowledge, peer recommendations, and advanced performance tracking. Pay raises or bonuses in each seat dependent upon specific airline performance metrics being met. Cost of living raises to match national average every year.
The present system in place at most any airline is archaic. There is no merit to seniority-based upgrades. There is no incentive to motivate the juvenile and unprofessional to do a good job; moreover, they have endless job protection regardless of their actions and they receive raises annually for no reason.
A new system like the one I have suggested would elevate the people that actually perform well.
06-06-2013 | 03:32 PM
#13
Day puke
Joined: Feb 2006
Posts: 3,865
Likes: 0
From: Out.
flat-rate pay with merit-based promotions and incentive bonuses
example:
76 seat jet
All Captains $90,000
All First Officers $50,000
No seniority. No unions. Upgrades will be actual promotions based on merit, knowledge, peer recommendations, and advanced performance tracking. Pay raises or bonuses in each seat dependent upon specific airline performance metrics being met. Cost of living raises to match national average every year.
The present system in place at most any airline is archaic. There is no merit to seniority-based upgrades. There is no incentive to motivate the juvenile and unprofessional to do a good job; moreover, they have endless job protection regardless of their actions and they receive raises annually for no reason.
A new system like the one I have suggested would elevate the people that actually perform well.
example:
76 seat jet
All Captains $90,000
All First Officers $50,000
No seniority. No unions. Upgrades will be actual promotions based on merit, knowledge, peer recommendations, and advanced performance tracking. Pay raises or bonuses in each seat dependent upon specific airline performance metrics being met. Cost of living raises to match national average every year.
The present system in place at most any airline is archaic. There is no merit to seniority-based upgrades. There is no incentive to motivate the juvenile and unprofessional to do a good job; moreover, they have endless job protection regardless of their actions and they receive raises annually for no reason.
A new system like the one I have suggested would elevate the people that actually perform well.
06-06-2013 | 03:32 PM
#14
Thread Starter
Gets Weekends Off
Joined: Jan 2011
Posts: 211
Likes: 0
Should we really care how many people we fly? The job is harder on an RJ doing 5 legs a day 50 people at a time. I can fly 250 people in a day and that's 250 airline tickets sold. Not saying I should get paid the same as a 777 Captain but the scale is nowhere near fair and the per-passenger scale should not apply.
06-06-2013 | 03:36 PM
#17
Gets Weekends Off
Joined: Jun 2008
Posts: 426
Likes: 0
Nope to all of that. Anything else you're afraid of that you'd like to throw in? Being part of a profession could be scary and unfair! Better stick with $19/hr and wishful thinking of a pilot shortage to promote my career instead.
06-06-2013 | 03:38 PM
#18
Gets Weekends Off
Joined: Jun 2008
Posts: 426
Likes: 0
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