Republic Questions
12-04-2014, 04:14 PM
#2021
Gets Weekends Off
Joined APC: Apr 2014
Posts: 338
Originally Posted by flyingreasemnky
Right now, RAH is seeing the same amount of attrition from the top as TSA is. So they are only losing 20/month with 2400 pilots and TSA is losing ~20/month. The larger pilot group will generally always lose a smaller percentage of pilots compared to a smaller one. Also, usually the larger the pilot group the larger the percentage of lifers.
12-04-2014, 05:50 PM
#2022
Gets Weekends Off
Joined APC: Aug 2006
Posts: 511
Originally Posted by GoHomeLeg
Again, not saying you're wrong. But why will larger pilot groups lose smaller percentages of pilots and have a larger percentage of lifers? Total numbers would make sense but percentage does not (to me at least). I have never heard this claim before or seen evidence first hand.
Obviously, this is based on anecdotal evidence as there is no way to prove this without a complete survey of all pilots at every carrier. You can't even count on those results as pilots would likely lie to prevent deterring pilots from going to their carrier.
Which carrier are you at? I'm guessing not RAH or it would be pretty obvious after talking to most CAs on the YX or S5 certs. I have talked to many guys that just upgraded at RAH that have already decided they are not going anywhere else even with more than 20 years left.
Right now, certain carriers are seeing higher attrition from the top (like Endeavor or AWAC) due to the uncertainty and less chance of feeling safe. Guys who once considered their carriers a career stop are feeling the pressure to move on. I know RAH is seeing ~20 pilots a month leaving from the CA list. I have heard of rates around 30-50 at other airlines. What is the attrition rate at your carrier?
When a legacy hires a class of 50, they don't hire more guys from the larger carriers. Usually, you will see a couple of guys from each carrier and background (unless a flow exists). So when TSA or Commutair have one guy leave that is a much higher percentage of their pilot group even if two or three of the guys are from RAH. They don't hire 20 guys from RAH and 1 guy from TSA because its a bigger airline. They try to diversify their new hire classes.
Last edited by flyingreasemnky; 12-04-2014 at 06:01 PM.
12-05-2014, 11:12 AM
#2023
Gets Weekends Off
Joined APC: Sep 2006
Posts: 926
Originally Posted by GoHomeLeg
Again, not saying you're wrong. But why will larger pilot groups lose smaller percentages of pilots and have a larger percentage of lifers? Total numbers would make sense but percentage does not (to me at least). I have never heard this claim before or seen evidence first hand.
It's simple: The completely un-commutable outstation schedules require that pilots live in base. Boy meets girl, upgrades, buys house, has kids, accumulates debt and other obligations and becomes a part of the community during the 10+ years that they slugged it out at a regional because 9-11 and the age 65 rule change marooned them there for far longer than planned. In other words, life happened.
I've been told numerous times by these types that they "could never take a pay cut to commute to reserve. I couldn't do that to my family....and my wife likes her job/makes more money then me/lacks career mobility/has family nearby/doesn't want to move."
If one doubts me, I cite as strong evidence the glacial pace of upward movement among the Captain lists in the outstations.
Other regionals with hub basing at least leave open the possibility that one could move on to a major and not change base cities...not so much at RJET. PLUS, pilots based in hubs rub elbows far more often with mainline pilots, leaving open the possibility of meeting, socializing and making contacts that turn into references.
Now, I have nothing against the "lifer" types and they have every right to do as they please. Their existence does, however, increase upgrade times and lower QOL for a longer period of time once one does upgrade. It is simply reality at RJET and another of many reasons to reconsider a choice to target them as an employer.
I can also tell you that I carefully track the changes in the RJET pilot seniority list. The attrition is usually around 30-40/month with captains almost always making up only half of that list. That alone should raise red flags for the prospective applicant.
12-05-2014, 05:06 PM
#2024
Gets Weekends Off
Joined APC: Jul 2013
Position: NBCNEWB
Posts: 209
Originally Posted by sqwkvfr
RJET has a large number of "lifers" because of their outstation basing structure.
It's simple: The completely un-commutable outstation schedules require that pilots live in base. Boy meets girl, upgrades, buys house, has kids, accumulates debt and other obligations and becomes a part of the community during the 10+ years that they slugged it out at a regional because 9-11 and the age 65 rule change marooned them there for far longer than planned. In other words, life happened.
I've been told numerous times by these types that they "could never take a pay cut to commute to reserve. I couldn't do that to my family....and my wife likes her job/makes more money then me/lacks career mobility/has family nearby/doesn't want to move."
If one doubts me, I cite as strong evidence the glacial pace of upward movement among the Captain lists in the outstations.
Other regionals with hub basing at least leave open the possibility that one could move on to a major and not change base cities...not so much at RJET. PLUS, pilots based in hubs rub elbows far more often with mainline pilots, leaving open the possibility of meeting, socializing and making contacts that turn into references.
Now, I have nothing against the "lifer" types and they have every right to do as they please. Their existence does, however, increase upgrade times and lower QOL for a longer period of time once one does upgrade. It is simply reality at RJET and another of many reasons to reconsider a choice to target them as an employer.
I can also tell you that I carefully track the changes in the RJET pilot seniority list. The attrition is usually around 30-40/month with captains almost always making up only half of that list. That alone should raise red flags for the prospective applicant.
It's simple: The completely un-commutable outstation schedules require that pilots live in base. Boy meets girl, upgrades, buys house, has kids, accumulates debt and other obligations and becomes a part of the community during the 10+ years that they slugged it out at a regional because 9-11 and the age 65 rule change marooned them there for far longer than planned. In other words, life happened.
I've been told numerous times by these types that they "could never take a pay cut to commute to reserve. I couldn't do that to my family....and my wife likes her job/makes more money then me/lacks career mobility/has family nearby/doesn't want to move."
If one doubts me, I cite as strong evidence the glacial pace of upward movement among the Captain lists in the outstations.
Other regionals with hub basing at least leave open the possibility that one could move on to a major and not change base cities...not so much at RJET. PLUS, pilots based in hubs rub elbows far more often with mainline pilots, leaving open the possibility of meeting, socializing and making contacts that turn into references.
Now, I have nothing against the "lifer" types and they have every right to do as they please. Their existence does, however, increase upgrade times and lower QOL for a longer period of time once one does upgrade. It is simply reality at RJET and another of many reasons to reconsider a choice to target them as an employer.
I can also tell you that I carefully track the changes in the RJET pilot seniority list. The attrition is usually around 30-40/month with captains almost always making up only half of that list. That alone should raise red flags for the prospective applicant.
12-08-2014, 12:58 PM
#2025
Gets Weekends Off
Joined APC: Nov 2006
Posts: 516
Originally Posted by sqwkvfr
RJET has a large number of "lifers" because of their outstation basing structure.
It's simple: The completely un-commutable outstation schedules require that pilots live in base. Boy meets girl, upgrades, buys house, has kids, accumulates debt and other obligations and becomes a part of the community during the 10+ years that they slugged it out at a regional because 9-11 and the age 65 rule change marooned them there for far longer than planned. In other words, life happened.
I've been told numerous times by these types that they "could never take a pay cut to commute to reserve. I couldn't do that to my family....and my wife likes her job/makes more money then me/lacks career mobility/has family nearby/doesn't want to move."
If one doubts me, I cite as strong evidence the glacial pace of upward movement among the Captain lists in the outstations.
Other regionals with hub basing at least leave open the possibility that one could move on to a major and not change base cities...not so much at RJET. PLUS, pilots based in hubs rub elbows far more often with mainline pilots, leaving open the possibility of meeting, socializing and making contacts that turn into references.
Now, I have nothing against the "lifer" types and they have every right to do as they please. Their existence does, however, increase upgrade times and lower QOL for a longer period of time once one does upgrade. It is simply reality at RJET and another of many reasons to reconsider a choice to target them as an employer.
I can also tell you that I carefully track the changes in the RJET pilot seniority list. The attrition is usually around 30-40/month with captains almost always making up only half of that list. That alone should raise red flags for the prospective applicant.
It's simple: The completely un-commutable outstation schedules require that pilots live in base. Boy meets girl, upgrades, buys house, has kids, accumulates debt and other obligations and becomes a part of the community during the 10+ years that they slugged it out at a regional because 9-11 and the age 65 rule change marooned them there for far longer than planned. In other words, life happened.
I've been told numerous times by these types that they "could never take a pay cut to commute to reserve. I couldn't do that to my family....and my wife likes her job/makes more money then me/lacks career mobility/has family nearby/doesn't want to move."
If one doubts me, I cite as strong evidence the glacial pace of upward movement among the Captain lists in the outstations.
Other regionals with hub basing at least leave open the possibility that one could move on to a major and not change base cities...not so much at RJET. PLUS, pilots based in hubs rub elbows far more often with mainline pilots, leaving open the possibility of meeting, socializing and making contacts that turn into references.
Now, I have nothing against the "lifer" types and they have every right to do as they please. Their existence does, however, increase upgrade times and lower QOL for a longer period of time once one does upgrade. It is simply reality at RJET and another of many reasons to reconsider a choice to target them as an employer.
I can also tell you that I carefully track the changes in the RJET pilot seniority list. The attrition is usually around 30-40/month with captains almost always making up only half of that list. That alone should raise red flags for the prospective applicant.
Thread
Thread Starter
Forum
Replies
Last Post
Frisky Pilot
Regional
0
06-23-2005 02:50 PM
