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Old 04-07-2023, 04:29 AM
  #21  
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There are more captains than late last year, but the gap isn't closing like they hoped. Captain upgrades are still a problem, but the reality is, they don't really have a way to keep FOs either. With the FO pay essentially stuck in the $90s, there is no real incentive for FOs to hang around to upgrade....especially when FOs who would be motivated to get the time and upgrade aren't flying. They're losing more FOs than captains to the ULCCs and Legacies and the new contract definitely did not address that. I think they need a retention plan for all pilots...if they offered a sizable retention check tied to a 3 year commitment or something like that, they may be able to curb some of the attrition until the Major's hiring frenzy is done.
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Old 04-07-2023, 04:49 AM
  #22  
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Originally Posted by Russs View Post
There are more captains than late last year, but the gap isn't closing like they hoped. Captain upgrades are still a problem, but the reality is, they don't really have a way to keep FOs either. With the FO pay essentially stuck in the $90s, there is no real incentive for FOs to hang around to upgrade....especially when FOs who would be motivated to get the time and upgrade aren't flying. They're losing more FOs than captains to the ULCCs and Legacies and the new contract definitely did not address that. I think they need a retention plan for all pilots...if they offered a sizable retention check tied to a 3 year commitment or something like that, they may be able to curb some of the attrition until the Major's hiring frenzy is done.
I agree with most of this, but....it would still be difficult to do the retention bonus effectively. I know for myself, if I was looking to leave, I'd take the bonus and put it in an investment vehicle of some kind. If Delta / United / AA called, I'd jump and pay it back. How much would that retention bonus really have to be to be an effective deterrent to a career at the big three? It might help with the middle stop, ULCCs but it's not going to stop anyone from going to the big 3. FOs could make that up in year 2.

I don't pay attention to where folks are going all that closely, but, it seems to me that last bunch I've seen saying Adios on face space where on their way to a major.
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Old 04-07-2023, 05:58 AM
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Originally Posted by Web265 View Post
I agree with most of this, but....it would still be difficult to do the retention bonus effectively. I know for myself, if I was looking to leave, I'd take the bonus and put it in an investment vehicle of some kind. If Delta / United / AA called, I'd jump and pay it back. How much would that retention bonus really have to be to be an effective deterrent to a career at the big three? It might help with the middle stop, ULCCs but it's not going to stop anyone from going to the big 3. FOs could make that up in year 2.

I don't pay attention to where folks are going all that closely, but, it seems to me that last bunch I've seen saying Adios on face space where on their way to a major.


No doubt there is no stopping attrition. I have to believe it would certainly help though. There would be a portion of those retained pilots that would not invest the bonus and then have it stashed away if they leave and need to pay back. Also, I think right now a large portion of FOs leaving are going to ULCCs. I look at the seniority numbers and most of the lost numbers are pilots behind me. I have not been here all that long. So that tells me they are taking the first offer available which at this stage is likely ULCC. There is no perfect or complete solution to the problem, but aside from waiting it out and being ok with pilot turnover until the hiring wave stops (which they may be perfectly content with), some incentive would definitely help IMO.
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Old 04-07-2023, 10:49 AM
  #24  
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They should look at more than just money for retention. Better commuter policies, for example. 2 free hotel rooms per month, along with 2 positive space tickets to commute per month perhaps. Tie it to years of service and make sure the best perks are given to those Captains that have been around the longest. Obviously more money could pay for that too, but regionals are going to have to get creative and stuff like that sounds real nice to a wannabe commuter. Personally, I thought I'd hang around Republic longer but I'd like to move closer to family and that's making the majors look more attractive to me. Living where you want is worth more than money to a lot of people.
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Old 04-07-2023, 12:55 PM
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Originally Posted by FlyinCat View Post
They should look at more than just money for retention. Better commuter policies, for example. 2 free hotel rooms per month, along with 2 positive space tickets to commute per month perhaps. Tie it to years of service and make sure the best perks are given to those Captains that have been around the longest. Obviously more money could pay for that too, but regionals are going to have to get creative and stuff like that sounds real nice to a wannabe commuter. Personally, I thought I'd hang around Republic longer but I'd like to move closer to family and that's making the majors look more attractive to me. Living where you want is worth more than money to a lot of people.
2?

How about ANYTIME they have you uncommutable is the correct answer, and with a soft money override for coming in on your day off, or staying into your days off for their crappy schedule building, and if it is an off day commute, positive space commute also. Don't sell yourself short. It's cheaper for them to give you the seat, than to give you the hotel.

Make the job a decent one, and more would consider it a career. Plenty of guys were forced to stay at regionals their entire career due to the lost decade and the recession, most would kill for the pay and work rules being snuffed at by newbies today. Not a dig, just a fact. I'm glad it changed, wish it happened sooner, and more is yet to be done.
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Old 04-07-2023, 06:08 PM
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Money isn’t everything. Sure it’s something and the first pillar you have to compete on. But the money rpa can offer is pocket change if you’re comparing short and long term. Career progression is just as if not more important. Face it in todays world if you have 1000 turbine and close to 2500hrs you’re highly competitive for a legacy. That’s obtainable in a year at a lcc. Rpa can’t offer the flight hours to help fos get competitive. I took a sizeable pay cut initially to go to an lcc. Even with a second 3 month training period I already have 300 more hrs than my colleagues still at rpa. Some people don’t mind sitting around getting paid not to work. Some people rpa is their end goal because it can provide a comfortable life style with good qol. But a majority have goals of going to a legacy and if rpa can’t offer flight hours that’s going to delay someone by years which turns into hundreds of thousands in lost income
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Old 04-08-2023, 05:55 AM
  #27  
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Originally Posted by FlyinCat View Post
Living where you want is worth more than money to a lot of people.
Absolutely, I tend to overlook this too often because I live in driving distance to 3 bases. spoiled.

Originally Posted by Justabusdriver1 View Post
Face it in today's world if you have 1000 turbine and close to 2500hrs you’re highly competitive for a legacy.
Maybe I should update my airline apps. LOL
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