Pretty much all the 16 year folks at all three WO's are gone. Now if they're any showing up in the future classes it might because they have bypassed it more then a few times.
Look for the flow times to really start coming down by the end of this summer. Piedmont should be flowing pilots well into those with 10 years or less by end of this year.

 

Well.. true if also flying somewhere else to get hours. How many are we talking about here that are specifically looking for that part time route?

Probably a decent strategy but I will say I know a couple guard types that are now sim instructors at AA. Can't get an interview yet.. They refuse to go regional and need hours. So you're going to have to do some sort of flying somewhere. If you can work that angle of getting some military on your resume and not have the long full time commitment then I could see that helping.

 

PSA's flow for April will have 2004 hires flowing. By August, it should be up to 2006 hires flowing and 2008 hires by this time next year. These estimates are based on current rates of flow, and not with the increased flow as the total number of captains on property increases.

So, right now, we are at 11 years on property to a flow at PSA.

 

Close.
2005 hires in the March Class.
And 2005 hires for April.

 

I also just looked at my pay since I started flying the line at PSA. I divided the total credit hours by the total block hours. The equation totaled 1.61.

That means for every hour that I flew, they paid me 1.61 times my normal hourly rate. This includes extra money that I made flying SDO, junior man pay, training pay, cancellation pay, or Deadhead pay.

So, lets say that my company pays $5 less per hour than another company, but that other company does not pay cancellation pay or a pilot at the other company spends a year on reserve (so they can not collect extra trip rigs), then I will still make significantly more than a pilot at the other airline.

Simple hourly pay rates do not matter. At all. You can not compare companies based on hourly pay rates.

Graphs like the one you posted are misleading and are useless.

 

That will be close to Piedmont. By the end of these year mostly all 2007 hires will be gone.

 

You all keep comparing the longevity of the current flow throughs.

I'm not sure if you're doing it on purpose, but using that perspective gives an inaccurate assessment for how long it will be for a new hire to flow through.

After all...new hires only care about how quickly gramps gets out of their way.

 

I'm not sure that someone that has been at an airline 10 years really qualifies to be called "gramps".

My statement was just facts based on what is currently happening and what has happened in the past. People were hired in 2005 and are now flowing to AA. That is all.

Personally, I think that the flow is a falsehood and I will never flow. But I can say that I am still benefiting from it. Every month, 5 people move on. I move up the list every month. There are captain openings every month because of it. In addition, the people in the leadership roles (CP, Training, Ops, etc.) are moving on as well, leaving room for other people to take those roles.

 

What is PDT's flow rate? 1 per ever 125 pilots on property?

What is PSA flow rate? 8 per month??

 

Imagine How much more you would make if you stopped helping them for a few months and forced them to fix critical pay.

SAP 75,No open time, No Junior man