Do job fairs really make a difference?
08-16-2017 | 01:39 PM
#61
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Joined: Jul 2007
Posts: 727
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From: It's still a Guppy, just a bit longer.
Mainly attitude problems. Can't find a way to get along with the Capt. Or telling him he's not doing it right....talking to the flight office, a lot....highlighting yourself with management. Their patience with attitude is getting short. Even with pro standards intervention. I hate to stereotype, but millennial attitudes are not helping.
Keep a low profile.
Keep a low profile.
A lot of right seat captain stuff, insubordination, major attitude, and one story so egregious I had to pick my jaw up from the floor.. And the captain chose to cut him slack he didn't deserve.
All new guys.
There are a ton of people, highly qualified, that would do just about anything to work here. United knows that, so to echo the above post, if you're on probation, keep a low profile. And when you're off probation, don't be cocky. If anything, as a favor to your colleagues.
08-16-2017 | 03:03 PM
#62
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Joined: Aug 2013
Posts: 2,159
Likes: 1
I had an FNG as an FO one day. worst experience. He showed 30 minutes past push time. Worst pilot I've ever seen. I had to start the engines. Landing was so bad had to get MX out to check the landing gear in case I needed to write up a hard landing. He acted like no big deal. Haven't seen an overtemp like that during start in 20 years.
The real problem was the nonchalant attitude that he had about his job performance. He thought he was maverick and goose combined into one, and I thought he hadn't finished training yet.
I encouraged him to fly more and do Bunkie less, or call the training dept. to ask for extra sim time.
The real problem was the nonchalant attitude that he had about his job performance. He thought he was maverick and goose combined into one, and I thought he hadn't finished training yet.
I encouraged him to fly more and do Bunkie less, or call the training dept. to ask for extra sim time.
08-16-2017 | 04:19 PM
#64
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Joined: Dec 2005
Posts: 985
Likes: 65
I had an FNG as an FO one day. worst experience. He showed 30 minutes past push time. Worst pilot I've ever seen. I had to start the engines. Landing was so bad had to get MX out to check the landing gear in case I needed to write up a hard landing. He acted like no big deal. Haven't seen an overtemp like that during start in 20 years.
The real problem was the nonchalant attitude that he had about his job performance. He thought he was maverick and goose combined into one, and I thought he hadn't finished training yet.
I encouraged him to fly more and do Bunkie less, or call the training dept. to ask for extra sim time.
The real problem was the nonchalant attitude that he had about his job performance. He thought he was maverick and goose combined into one, and I thought he hadn't finished training yet.
I encouraged him to fly more and do Bunkie less, or call the training dept. to ask for extra sim time.
Do you mind if I tweet you my probationary report Bro?
08-16-2017 | 04:54 PM
#65
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Joined: Oct 2010
Posts: 2,639
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In all seriousness, we have a great pilot group and there are literally thoundands of great applicants out there. We all have a vested interest in keeping it that way for the long term.
For that very tiny percentage of new-hires that make it through the interview and onto the line with issues, those issues need to be corrected quickly while on probation and dealt with or we are stuck with them forever.
I don't want to see new hires terminated indiscriminately, but that one half of one percent that never really "get it" need to go. It's sorta the whole point of probation.
If a guy can't adjust his attitude while on probation it sure ain't gonna get better at year two. So pro stands, and yes eventually the company, needs to be in the loop if it comes to that.
Probationary debriefs and evaluations that are not honest do not help anybody in the long run. Not the new-hire, not the pilot group, and not the company.
And before anybody thinks I'm trying to terrorize the half wingers, for the other 99.5% probation is a non-issue.
For that very tiny percentage of new-hires that make it through the interview and onto the line with issues, those issues need to be corrected quickly while on probation and dealt with or we are stuck with them forever.
I don't want to see new hires terminated indiscriminately, but that one half of one percent that never really "get it" need to go. It's sorta the whole point of probation.
If a guy can't adjust his attitude while on probation it sure ain't gonna get better at year two. So pro stands, and yes eventually the company, needs to be in the loop if it comes to that.
Probationary debriefs and evaluations that are not honest do not help anybody in the long run. Not the new-hire, not the pilot group, and not the company.
And before anybody thinks I'm trying to terrorize the half wingers, for the other 99.5% probation is a non-issue.
Last edited by cadetdrivr; 08-16-2017 at 05:34 PM.
08-16-2017 | 05:12 PM
#66
Line Holder
Joined: Dec 2005
Posts: 985
Likes: 65
In all seriousness, we have a great pilot group and there are literally thoundands of great applicants out there. We all have a vested interest in keeping it that way for the long term.
For that very tiny percentage of new-hires that make it through the interview and onto the line with issues, those issues need to be corrected quickly while on probation and dealt with or we are stuck with them forever.
I don't want to see new hires terminated indiscriminately, but that one half of one percent that never really "get it" need to go. It's sorta the whole point of probation.
If a guy can't adjuct his attitutde while on probation it sure ain't gonna get better at year two. So pro stands, and yes eventually the company, needs to be in the loop if it comes to that.
Probationary debriefs and evaluations that are not honest do not help anybody in the long run. Not the new-hire, not the pilot group, and not the company.
And before anybody thinks I'm trying to terrorize the half wingers, for the other 99.5% probation is a non-issue.
For that very tiny percentage of new-hires that make it through the interview and onto the line with issues, those issues need to be corrected quickly while on probation and dealt with or we are stuck with them forever.
I don't want to see new hires terminated indiscriminately, but that one half of one percent that never really "get it" need to go. It's sorta the whole point of probation.
If a guy can't adjuct his attitutde while on probation it sure ain't gonna get better at year two. So pro stands, and yes eventually the company, needs to be in the loop if it comes to that.
Probationary debriefs and evaluations that are not honest do not help anybody in the long run. Not the new-hire, not the pilot group, and not the company.
And before anybody thinks I'm trying to terrorize the half wingers, for the other 99.5% probation is a non-issue.
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