From application to interview call was within 48 hours. End of interview to conditional offer was MAYBE 12 hours.

Turns out it was 3 days. Maybe got lost in the ether for a bit.

If you apply on a Friday night over, or over a holiday weekend, you might not hear back till Tuesday or so.

Anyone have data on how full the new hire classes have been in the past 6 months?

I'll take a guess that it has been 60-80 new hires every month. Which has been about the same number of pilots quitting.

I got the call about 2 hours later.

Anyone have the latest interview gouge?

Can you start on Monday?

91.175c Know it and know how to use it

What three things are needed for a thunderstorm to form?

You clear the runway and you do your after landing flow. You are heads down for a few moments and when you look up, green lights are directly beneath the aircraft. What kind of surface are you on?

TMATW.

PM Sent

filler

https://www.aviationinterviews.com has a very reliable gouge for Skywest. Also, know Jepps charts.
I highly recommend the online interview, if they make it available to you.

Know your aircraft electrical system and describe how a particle of air flows through a jet engine.

If you have the required flight time, you have the job.

You could have felonies, multiple DUI's, you could be on federal parole, you have the job.

So, if you had 6 years at another 121 carrier in the past and you are hired at SkyWest, you start at 6 year pay, is that correct?

Yes correct

Correct. However, it is worth noting that Skywest 6 year FO pay is equal to republics year one FO pay. Skywest FO pay tops out in year 8 at $48/hr while republics year 2 pay already beats it at $50/hr.
While comparing Endeavor, it’s worse. When maxed out at Skywest’s year 8 FO pay of $48/hr, you are not even able to obtain the same hourly rate as a 1st year FO at Endeavor at $50/hr.
If you can even believe it, a 7 year FO at Endeavor makes more per hour than a year 1 Skywest CA!
It’s scary that Skywest isn’t keeping up with other regionals. Republic is a direct comparison, apples to apples, and yet Skywest is far behind.
The pay potential and QOL are better at other places (especially with the new reserve debacle).
Also, negotiations of new pay proposals at Skywest are apparently not going well.

If your more then a 2 year FO in this industry right now, somethings wrong.. your focused on the wrong thing... (yes FO pay should go up... but...)

Or you have a family and are not willing to give that up for a commute to an East coast base with 2 days off between each 4-6 day work block?

Also, don’t figure on everything in the industry staying the way it is. Any one of these guys considering Skywest COULD be stuck as an FO for much of their career if any one of a number of unfortunate events take place.

As far as FO pay needing to go up.. all pay needs to go up. I can do the same comparison with the captain scale if you would like.
The point is Skywest is far behind in pay and QOL and they are in no hurry to raise the bar.

As if working for Skywest guaranteed that you wouldn't wind up pulling reserve in LGA .
:(

Naw, if you are going to be assigned to East Coast bases, you need to at least be getting East Coast regional pay. East coast regional flows to a major would be good too.

My schedule is too great to give up.

While we are far behind 2 regionals in pay, I think of it as only 4 months behind ( and counting).

Hope springs eternal in the human breast-

Alexander Pope, circa 1734

"4 months"?:confused::confused::confused:

Republic signed theirs more recently retroactive to the beginning of the year.
9e has had the bonus for years but only put it in their hourly wage at the beginning of the year. We are 4 months behind in the timeline (and counting)

Until that happened the pay package we were negotiating a year ago had hourly pay rates in the top tier, even the ALPA magazine showed that.
I’m ready to get paid more but it will take time IMO.

Only 2 out of what 10 regionals have significantly recently raised real wages.

I cannot see, in any way, SkyWest ever coming close to what Republic or Endeavor pays. Our management refuse to see the value of the pilot, and view themselves as the true asset to this airline.

Because the pilot group has zero negotiating strength and no unified leverage, the situation will never change.

They say "never bring a knife to a gun fight", SAPA has brought dirt clods to a nuclear war (management).

We're doomed!

Maybe.
But OO is also profiting more than ever before thought possible for a regional. While that doesn’t necessitate higher pay it is the first and very necessary step toward it.

Skywest: FO 37, 39, 41, Ca 63, 66, 69

Horizon: FO 40, 46, 47, Ca 70, 72, 74

Compass : FO 41, 42, 45, Ca 73, 76, 78

Endeavor FO 50, 56, 60, Ca 84, 86, 88

Envoy. FO 38, 40, 41, Ca 65, 67, 69

Republic FO. 45, 50, 51. Ca. 77, 79, 81

And these don't count retention bonuses

You’ve got Endeavor a bit low. More than 2/3rds of our pilots are on the 900 pay scale which is about $3 more an hour.

The company is profiting off our backs, I couldn't give a damn how much they make!

There is no amount of profit they could make, they would still screw their employees!

Thanks for the economics advice, Chip!

I appreciate you putting the pay rates together. It looks like we are about a 10 spot behind some and 20 from where we *should be*(100/hour CA is the min i'd like to see in the near term) and we are maybe about the same as the WOs.
I don't argue the amount we trail, only that 9e rates will take time. Not to be obtuse but this actually helps solidify my view point, meaning when did compass move 10 spot ahead of us in pay? That pay change had to be with in the last 4 months. These are recent changes and hopefully these negotiations will boost us 20 and not 10.

SkyW announced 1 Quarter profits this afternoon and net income came to about 20 million more this quarter than last. Like I said before the money is here now. The tricky part is (loose bad prognosticating example-only math alert) if we divvy up 80 million for the year among 4,500 pilots we are simply looking at a 20 spot situation which then leaves nothing to attract mechanics or dispatchers. A.K.A. low probability. A variable there though is that the top 25% of our pilot group would not really benefit from matching 9e because they are already matched.

I believe it was actually September, about the same time they tacked on their all comers $17,500 new hire bonus. And of course, most of these other regionals also have new hire and/or retention bonuses. Even regionals like Mesa who has similar sucky pay rates to Skywest is at least putting out bonuses to get people in the door and promising them quick upgrades and/or retention pay. Skywest seems to just be falling farther and farther behind.

Nothing will change until new hires stop showing up. Tell your UND CFI friends to do some research before committing to this place just because OO flies a shiny E175 to their campus and get starry eyed.

As the only non-union carrier (major carrier, +$1bil rev) remaining. A premium was on OO for better QOL and Pay etc.


I think you guys will get your pay & QOL. Ignore & latch out against those who are negotiation against you in public. You all achieve gains, if not mainline carriers should expect SkyWest pilot Group to vote in ALPA. They don’t want that.

Your group is the whipsaw for the entire FFD industry. They don’t want you to unionize.

Let's not leave out our friends at Mesa

Mesa : FO 36, 38, 38 CA 62, 64, 65

Things could be worse.

The above scales don't include retention bonuses and things like that, but the OO scales don't include pilot profit sharing, soft landings (for those with previous 121 time), or the type rating bonus. I'm not trying to come to the "rescue" of the company, but if we are going to talk about total compensation, it needs to be across the board, not total comp for the other carriers and flat scales for OO. I have only been here a few years, but all in all my life has been pretty decent here compared to my last carrier. Do I wish I made more, sure, who doesn't? As I said before, things could be worse.

I agree with what you have said, but.......

I've been here many years, and things are getting worse. It never ceases to amaze me at the efforts management makes to "CHIP AWAY" at employee compensation and QOL in maximizing profit. It's like a drug to them, and when management has their compensation packages tied to corporate profits it's no wonder because it's an easy target. Victim: Pilots.

An example is the announcement to stop CRJ flying at the SEA domicile. The company is not calling it a closure, they are calling it a reduction. They have told all the CRJ crews they have to bid around the system to find a position. If they can't hold SEA as a 175 pilot, well they get to move or commute, but there will be NO relocation pay. Nice!

Death by a thousand cuts!

Let's not leave out our friends at Mesa:

$50,000 bonus with $22,500 paid out at the completion of IOE and $20,000 paid at the end of year three if a pilot has not upgraded to captain. Additional $2,500 sign on bonus for CL-65 rated pilots who choose the CRJ. $5,000 additional for pilots who are type rated on the CRJ, E175 or E145 and have a minimum of 500 hours of part 121 flying in type.

Seriously, it costs your junior people virtually nothing to jump ship for bonuses, even at Mesa. So what if they lose nine months seniority, if they go to a place they can upgrade to Captain and get that TPIC sooner? They are going to lose that seniority when they go to a major anyway.

Caution with that 50k number, their upgrade is blow three years and that second payment isn’t valid if you bypass upgrade or upgrade.

So you regard upgrading to captain - with a $27K raise in pay - as a negative?

I suppose you feel their flow program really sucks too.

And yeah, if you are a lifer I could see you turning down that upgrade until you could hold it in your base, but if you are just looking for 1000 TPIC?

I remember the days when it wasn't even close that you had to defend SkyWest over Mesa.

So many of the policies of the company seem so chintzy. It ought to embarrass the management and employees alike. Examples:


Double occupancy while in training

$37.23/hr with 65hr guarantee in Training

On CRJ fleet, all soft time (vacation, sick, deadhead, min day credit, training, etc) are paid at CBR (CRJ Base Rate, aka. CRJ 200).

Every $ counts .... and people are still coming.