Boeing Aviator

From a United pilot perspective this post really does makes a lot of sense to me. The Hogan personality test unfortunately does disqualify some really outstanding candidates. I'm ex CAL and really wish we had the same type of hiring process we had at CAL here at United. At CAL the process was pretty much a pilot controlled process with very little or no input from HR. Internal pilot referrals actually meant something and carried a lot of weight, today not so much. At United HR unfortunately has a big say, seems to have been historically this way at United over the years.

That being said I have throughly enjoyed flying with all our new hires they are all great pilots to fly with and all do a great job. But it's still very frustrating to know so many outstanding candidates don't make it past the Hogan personality test.

Im told we currently have 12,000 or so qualified applicants on file at United, but that's the same pool of qualified pilots every other legacy and many majors have on file as well. I know it doesn't seem like this today but unless we see a catastrophic 9/11 type of event or major economic crisis we are looking at an unprecedented massive true pilot shortage over the next twenty years.

Over 250,000 new jobs to be created in China over the next twenty years with little or no infatsructure at present. The ME3 are growing and starting to lose alot of pilots to the US legacies. Massive pilot retirements at all the legacies. This tied with significantly less pilots entering the industry for obvious reasons are the ingredients for a true pilot shortage.

With current hiring projections at United for 800-1000 pilots a year the next five to eight years and similar hiring at the other legacies. The pilot pool at all the legacies are going to run dry in a couple of years. This should significantly change the way we hire pilots. Hopefully this will lead to all the currently qualified pilots who want jobs at legacies with real opportunities.

Add to this pattern bargaining combined with a true supply and demand pilot problem, hopefully this yields significant increases in pilot compensation and working conditions throughout the entire industry.

In case you are not aware we have a TA at United for a two year contract extension that includes:

16.4% pay rate increase over current rates
DAL me too clause for any rate increase negotiated in next two years
No changes in profit sharing
No changes in Scope
No concessions

This TA will be voted on by our MEC next week and if ratified will move on to membership ratification.

Also of note our profit sharing in Feb should be (depending on fourth quarter results) three to five times higher then last year and far closer too or the same as DAL received last year. Estimates are from 11 to 16 percent of 2015 regular earnings.

Anyway that's my two cents. Good luck to all and Happy Holidays to all. It's nice to see the industry finally moving back in the right direction after the last 10 to 15 years.

BillyBaroo

No apologies necessary. Like all other forums, without face to face its difficult to put into context what the sender is trying to relay as a message. I knew someone would come back with what you did--and hence my retort.

SUX4U

Funny you say that, I commute on AA every week. Every time I'm in the jumpseat all I hear is how lucky I am to be at UA.

FlyingOkra

The reality of the situation. Coming to Spirit is a significant pay cut. I left a regional after 9 years to come to Spirit, made $29,850 year 1, and $79,400 year 2 (Individual results may vary). While I'm likely to upgrade within the next year or so, the days of the Quick Upgrade are likely over. Any substantial pay increase (new Contract) is an unknown variable. So plan accordingly. Don't come to Spirit if you can't afford the major economic impact that it may have on you and your family over the next few years.

The schedules are good, the hotels are nice, and the guys that you fly with are great. The atmosphere is likely going to be unpleasant as Contract negotiations intensify. Only you can decide what is best for you and your's, but I'd run the numbers on being an FO for the next 5 years or so at current Contract rates when making your choice.

iceman49

It may have been said already, if they offer you the job...take it. There was something Spirit had too offer that you decided to apply, if something else comes up and you want to jump, go for it, there is no loyalty in this business from the employer. Remember it's a job only, not a lifestyle.

Dr Pepper

This is a good post. The only thing I will add on schedules is you better be ok with redeyes. I am not talking redeyes like the legacies do where its one leg at the end of your trip. Im talking depart DEN at 1900, fly to LAX sit for 2 hours, and then fly to BWI-PHL or DTW get 12 hrs rest and finish in base at 2300. We also do a bunch of redeye turns out of FLL and IAH that make cargo guys cringe.

todhog2

I flew cargo for 25+ years and the red eyes out of FLL are cake, especially the ones going south.

Silver02ex

I hope you're not just looking at the pay rates and that's it. Most guys at Spirit can get 100+ credit a month without trying very hard. I credited 145 the month after I finished OE, on reserve and a commuting, while still getting 15 days off. This is not always the case. It's not the legacy here, but I'm very happy where I'm at, and I see a bright future here. It's just my opinion that, if you go into the interview with the attitude "should I go there?" Or "convince me that I shouldgo there" you will not get an offer. I think S.F does a great job of picking the people who truly want to be here. I don't mean this in a bad way, I'm just letting you know that, this place would be a great fit if you truly want to be here.

Czech Airman

Really????

Czech Airman

Really???? I'm a copilot that carries NO people and make one and a half times that. What does how many pax you carry have to do with anything?