Regional FO Compensation Summary
03-11-2016 | 06:44 PM
#31
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As long as the demand at the regional level remains strong with limited supply, most regional airlines will start offering a package similar to Endeavor. Since the contractual hourly rate is low, the retention or signing bonuses will be used to sweeten the pot. I think the 50K offer for 1st year pay is a good start. I don't think you can make 50K your first year at any other regional (yet). If you don't mind being gone for a while AMCI flying may offer that as well and the benefit of home basing.
03-11-2016 | 07:09 PM
#32
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From: ERJ CA
Regional FO Compensation Summary
Also, if you need health insurance for your family, plan on it consuming your ENTIRE paycheck while on first-year pay. It happened to one of my classmates, I saw his pay statements.
03-11-2016 | 07:17 PM
#33
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From: EMB 145 CPT
If everyone flies fast, you get less than scheduled block, regardless of how slow you fly. Everyone has to fly slow to increase the historical average in order to get better than scheduled block.
At xjt if you fly fast you still get scheduled block. If you fly slow you get paid YOUR actual block, independent of what everyone else flies. That's "true block or better" vs "SGU block or better".
At xjt if you fly fast you still get scheduled block. If you fly slow you get paid YOUR actual block, independent of what everyone else flies. That's "true block or better" vs "SGU block or better".
I think it's more of making their schedules more efficient than it otherwise would be with non-historical credit. Seems like historical block is almost always lower than scheduled block time and therefore they can cram more into a day, trip, line, month, year. It's a way of forcing them into productivity without having to always compensate them for those minutes they would otherwise get with scheduled block times.
03-11-2016 | 07:20 PM
#34
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Joined: Dec 2007
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From: EMB 145 CPT
Some might find this helpful.
This is APC pay rates and bonuses pulled into one place for convenience. For hourly rates, if there were different rates for different A/C Types, a blended rate was used to keep it simple. Same thing for bonuses.
Every contract is different so this graph is only a starting point. Educate yourself on the different work rules and contracts which can affect your pay and QOL.
Some considerations:
Cancellation pay, DH pay, per diem, schedule flexibility, schedule quality, time on reserve, reserve schedules, time to upgrade, hotel quality, insurance and other benefits, commuter QOL issues, How many commuter hotels are offered (if any), Is a training contract required, etc.
Be aware that recruiters are selling a quick upgrade at many regionals, when the quick upgrade is possibly over. Upgrades can only happen if they can hire enough FOs to fill the right seat behind you. And I think we all see the writing on the wall, that that is becoming more difficult for every regional by the day. So just make sure that if you do get stuck in the right seat for a while, that your bank account can withstand that.
This is APC pay rates and bonuses pulled into one place for convenience. For hourly rates, if there were different rates for different A/C Types, a blended rate was used to keep it simple. Same thing for bonuses.
Every contract is different so this graph is only a starting point. Educate yourself on the different work rules and contracts which can affect your pay and QOL.
Some considerations:
Cancellation pay, DH pay, per diem, schedule flexibility, schedule quality, time on reserve, reserve schedules, time to upgrade, hotel quality, insurance and other benefits, commuter QOL issues, How many commuter hotels are offered (if any), Is a training contract required, etc.
Be aware that recruiters are selling a quick upgrade at many regionals, when the quick upgrade is possibly over. Upgrades can only happen if they can hire enough FOs to fill the right seat behind you. And I think we all see the writing on the wall, that that is becoming more difficult for every regional by the day. So just make sure that if you do get stuck in the right seat for a while, that your bank account can withstand that.
Maybe you can add 401k matching and company contributions.
03-11-2016 | 08:12 PM
#35
Line Holder
Joined: Oct 2013
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The latter is not true. People in my July 2014 class who had zero 121 time are just now starting to upgrade.
Also, if you need health insurance for your family, plan on it consuming your ENTIRE paycheck while on first-year pay. It happened to one of my classmates, I saw his pay statements.
Also, if you need health insurance for your family, plan on it consuming your ENTIRE paycheck while on first-year pay. It happened to one of my classmates, I saw his pay statements.
03-12-2016 | 02:42 AM
#36
Gets Weekends Off
Joined: Oct 2006
Posts: 389
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This is completely wrong. You cant just look at first year pay. Mesa has captains upgrading in four months with 121 time, twelve months with none. Which means they go to 61.44 (1st year captain) or 63.32 (2nd year captain). As well as some other regionals have the same thing going for them. Which looking at the earlier that is before compass even gets out of their 1/2 guarantee pay in training. If anything Endeavor is just trying to buy people in hopes no one realizes whats going on there. Pay isnt the reason to go to any airline. If you want to go to a major get the PIC time. If you want to be a captain at a regional and retire, make sure the regionals structure can actually support a long term growth plan. Too many regionals are publicly saying they are parking planes. Look at the 10k's! That means less pilots at those regionals will be needed; they are only hiring for a training bubble, which will burst, or attrition which should also make you wonder.
03-12-2016 | 10:05 AM
#38
Banned
Joined: Dec 2014
Posts: 718
Likes: 9
Some might find this helpful.
This is APC pay rates and bonuses pulled into one place for convenience. For hourly rates, if there were different rates for different A/C Types, a blended rate was used to keep it simple. Same thing for bonuses.
Every contract is different so this graph is only a starting point. Educate yourself on the different work rules and contracts which can affect your pay and QOL.
Some considerations:
Cancellation pay, DH pay, per diem, schedule flexibility, schedule quality, time on reserve, reserve schedules, time to upgrade, hotel quality, insurance and other benefits, commuter QOL issues, How many commuter hotels are offered (if any), Is a training contract required, etc.
Be aware that recruiters are selling a quick upgrade at many regionals, when the quick upgrade is possibly over. Upgrades can only happen if they can hire enough FOs to fill the right seat behind you. And I think we all see the writing on the wall, that that is becoming more difficult for every regional by the day. So just make sure that if you do get stuck in the right seat for a while, that your bank account can withstand that.
This is APC pay rates and bonuses pulled into one place for convenience. For hourly rates, if there were different rates for different A/C Types, a blended rate was used to keep it simple. Same thing for bonuses.
Every contract is different so this graph is only a starting point. Educate yourself on the different work rules and contracts which can affect your pay and QOL.
Some considerations:
Cancellation pay, DH pay, per diem, schedule flexibility, schedule quality, time on reserve, reserve schedules, time to upgrade, hotel quality, insurance and other benefits, commuter QOL issues, How many commuter hotels are offered (if any), Is a training contract required, etc.
Be aware that recruiters are selling a quick upgrade at many regionals, when the quick upgrade is possibly over. Upgrades can only happen if they can hire enough FOs to fill the right seat behind you. And I think we all see the writing on the wall, that that is becoming more difficult for every regional by the day. So just make sure that if you do get stuck in the right seat for a while, that your bank account can withstand that.
03-13-2016 | 06:57 AM
#40
Thread Starter
Gets Weekends Off
Joined: Apr 2014
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Thanks for you feedback.
Again, Mesa numbers are correct. Here, I will do the math for you again:
Year 1 22 X 75 X 12 months = $19.8 + $2.5 bonus = $22.3K
Year 2 29 X 75 X 12 months = $26.1K
Year 3. 32 X 75 X 12 months = $28.8K
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