Originally Posted by Shiner

I'm having trouble reading the tea leaves from you lately, eaglefly. There seems to be a lot of contradictions in your crystal ball.

If the flow slows due to letter T pilots returning, it's bad for Envoy. If the flow keeps going and staffing gets tight, it's bad for Envoy. Is there any scenario in which you think the pilots of Envoy will benefit?

Originally Posted by eaglefly

Perhaps that's because I have no crystal ball, unlike some of those with opposite claims about the flow.



IMO (you DO know what the "O" stands for, yes ?), if the flow slows, that's not so good as, well...........the flow slows, correct ? Better for staffing and possibly continuing upgrades, though, but everyone only cares about the flow. If the flow keeps going and staffing gets tight, it results in less captains needed (as upgrading too many with too few F/O's doesn't help total balanced staffing and adds unnecessary costs) and in addition to the potential to slow upgrades, less overall staffing puts pressure to slow the flow and, well..........the flow slows, correct ? The only situation that I think Envoy pilots will benefit from is one where they can get at least 40 pilots into class each and every month to maintain both the upgrade and flow engines while bringing stability to Envoy to maintain its present size to serve its hoped for mission.

No one here, including me is keeping pilots from Envoy's indoc classes despite the hysteria here Envoy management is. Unless and until they change their philosophy toward their pilots will sufficient conviction enough to convince pilots Envoy is an acceptable risk and competitively desirable, both Envoy and its pilots are in jeopardy over the next year or so. Sorry, no metaphors this time, but I'll take 50% credit for an .

Originally Posted by Jersdawg

The bottom line IMO is that the flow needs a track record at the pace they are advertising in order for it to be a successful recruiting tool. AAG is trying to have their cake and eat it too by keeping first year pay at $26/hr. Until the flow is a bonefied 5.5 years as they claim, it's a secondary recruiting tool only, and new hires will follow the money to other regionals who offer $37-40/hr first year pay. AAG needs to pony up if they want their experiment to work correctly, and it's not just ENY having these problems - PDT and PSA are having the same exact issues. It is going to fall apart unless they do something soon.