I heard the same thing from a friend of mine who is an internal and just has the mins. My problem with this is that don't post the mins as a requirement when you post internal if your criteria is "competitive mins" will only be accepted. I think that is a perfect case for a GFT but that is sometimes a double edged sword was well. Too bad he didn't get his papers in before "O" left the CP job.

Who would be filing that GFT? Would it be the employee that didn't get an interview because he had only the stated minimums, while everyone else had minimum x 5, or would it be everyone else who had 5 times the hours/ratings/etc, etc, after watching someone with only the minimums be granted an interview? Just wondering.

JJ

It would be the FedEx Express employee, the Internal, who met the posted mins but was denied the right to interview while non-employees, Externals, were being interviewed for the same job.

The Internal Hiring policy doesn't say the employee gets an interview only if his resume is better than the non-employee. It says if an employee (Internal) applies for a posted job for which he meets the published qualifications, he will interview before non-employees (External). If the Internal is not given the opportunity to interview, the letter and spirit of the Internal Hiring policy has not been followed.






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Unfortunately the "letter and spirit" of any internal hiring process has been bent and stomped on in the past. Not too long ago it was done by the CP while in a room full of managers, lawyers, and HR reps. So I would say it really helps to be an internal if you can trust FedEx to honor its word, which in this case they have a history of breaking.

Tony,

Thanks for the clarification, and I agree that the company should abide by it's policies and procedures, or failing that, change them so that they reflect what is actually happening in "the real world." In this case it certainly doesn't show an honest approach to hiring internals, but it would at least allow future employees to know what the rules are. That said, one can certainly understand why someone with sounder credentials would be seen as more desirable than someone with lesser ones. However, it would be indeed a difficult decision for an employee to grieve the company's decision to not interview him or her, because in my opinion, after doing so, would almost certainly assure that the employee would not be offered the job, either now or in the future.

JJ

That's what Internal Hiring is all about -- giving preference to the current employee.

The same concept applies to every position in the corporation, not just pilots. If a handler in Tulsa meets the minimum qualifications for a courier job opening posted in Phoenix, he gets the job before they'll start looking for someone off the street. There might be fifty folks sitting on the street in Phoenix who are more qualified, but the Internal Hiring policy favors the guy who already has a FedEx Express Employee number.






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Why would you rather interview someone off the street with an extra 2000 hrs of time over someone that put their time and effort into living the Purple Promise for a year or more, just for the opportunity to interview. We can teach anyone to fly the way we want. It is the individual that makes the difference. Have you read the interview in the latest "inside Air Ops" about the internal that worked all over the company to finally become a line pilot this last year. Share the magazine with any internal that meets the mins and isn't being allowed to interview. Those are the principles and ideals that FS founded and ran this company under. That is the reason you give internals a shot over someone off the street. If the employee does a bad job at throwing packages, or doing whatever than they won't get the rec from the supervisor to get the job. This should absolutely be GFT'd and with the full support of the supervisor and HR department at fedex.

This is what I am saying too. But like I said earlier the GFT can be a double edged sword. In my short time here (6 yrs) the few people I know who filed a GFT have lost and they had pretty strong cases in my opinion. Now will that be held against them in the future if they want to apply?..Who knows but its possible. My point is and I have seen this in other non pilot job openings. The company will post requirements with something "preferred" and I know for a fact that no one will be entertained for an interview unless that "preferred" item is met. So I ask why does it not state "required". Because legal dept says it has to be posted that way...Go figure! Also they make it very difficult to apply internal as well. Make you jump through a whole lot of hoops and if any one thing in that job package you submit has an I that isn't dotted or a T that isn't crossed it is tossed out. I say if you post a job that says 1000 TPIC minimum but you will never interview anyone with that because competitive mins are 3000 TPIC or whatever than don't make an internal guy go through all time and trouble because you are doing him/her a disservice and not a fair thing to do to what is supposed to be your valued employees.

Because the Flight Dept has hired and is paying some desk-bound PhD goofball that thinks that he positively, absolutely has broken the code on who is the "perfect" new hire pilot.

This the guy deciding futures?