The long and short of it is we won't know how many new hires show up each week because they have instructors, requals, and roll overs. A better wag would be to take the monthly totals and compare them to the proposed hiring plan that was published in December. We will see what the end of January looks like. I suspect they will be on or maybe just slightly below glideslope based on the level of activity and word around the training center. There are plenty of warm qualified bodies looking for major airline jobs right now.
There is going to be churn for sure. As we become a second tier job with a lackluster contract, folks will leave here to go other places. I just don't think there is going to be some huge wave of no shows since they are overbooking and have plenty of applicants coming in the door.

There are 98 listed for January split between three classes. Call that an average of 33 approximately per class. How are they meeting their hiring goals? What am I missing? Isn’t CWA the official seniority list?

Thought they needed like 180/month to hit hiring goals.

It's possible that people weren't able to show to the meltdown class. So if they had 66 people available but let's say only 40 could show up because we canceled most of our schedule for a week, they still gave those people their 12/27 seniority date, but those 26 other people might have been put in the 23 "unfilled" spots on the seniority list in the first three classes of January.

Still a violation of our contract, still 23 fewer people than we wanted on property, and still overbooking classes to paint a rosier picture than what's actually happening, but hey, southwest exceptionalism!

And I'm sure the person who works in the silo responsible for scheduling people for class dates is meeting their metric, so even though the real world end result is we're still not filling classes, the senior vp, junior vp, manager, and assistant to the regional manager of that one person department are all getting their bonuses.

2160 for the year would indeed be 180/month.

Leverage, leverage, leverage! Let’s not pi$$ it away. Maybe it gets to the point where they pull a NK or F9 and approach SWAPA about raising pay. Maybe not, but it’s just another little nugget of leverage for us if they can’t attract enough people to meet their stated growth plans.

class rosters are available on SWAlife, and they show new hire, requal or instructor status.

Just an FYI to all of you long timers that are making 400K a year and have been for the last 10 years. All of these new hires are coming from regionals that were paying them 75-80K a year and they have families and mortgages and bills. Think about the fact that they haven't had the ability to build up a "strike fund" so its not so easy for them to stare a strike in the face. I have been hearing " well I have a big strike fund, I'm ready to wait it out for the long haul, you should too. And if you dont it means you weren't smart with your money."

I am 100% a yes vote for the SAV, but a lot of captains and senior FOs are pretty tone deaf when it comes to this stuff with new hires.

I hear what you are saying. Those guys aren't the norm. And honestly, most of those guys are full of *******. You can be pretty sure they will either day trade away their 'strike fund' or lose it in divorce #4. :D

Try to tune those guys out and resist the FUD that will come from the company as this process begins it's endgame.

Didnt AA strike last 14 min and spirit last 2 days?
how much if a fund do we need? Let's not get all worked up over a strike fund for something that if it happens probably happens in over a yr from now and maybe will last an hr