TenYearsGone

You should really stop posting company material on a public forum.
Why do you have access to that anyway?

TEN

tim123

It was posted an hour before shy did on the latest and greatest.

TenYearsGone

I apologize.

TEN

KhalReblic23

I'm not sure if this is the right place to ask, but maybe you guys have some info since you're in the pool. I got back an email about my app saying there were gaps in my employment info (there weren't, though i left a few days between jobs and at one point i had a week of job hunting). I have closed these small holes and made sure my employment periods start and end the same days. Did anyone have a similar problem? I'm worried that if it was looked at now it's back to the bottom of the stack or eliminated completely...it's not like I can talk to someone to find out exactly what was the problem...

gloopy

I like to try and balance hopeful optimism with historic pessimism enough to end up with realism in a difficult to predict environment such as this.

That said,



anything and everything when it comes down to hiring, even for attrition, and especially growth. Non 717 growth is even better, but I'm still not convinced its going to happen. 10 A330's isn't enough to make a dent (ok it makes a dent but depends on many other things…the future of the ER especially) and could easilly come out in the wash with a slight change in utilization or a tiny reduction in another category. Any additional widebody RFP and we'll really have to mind the deets, otherwise we may end up guessing wrong



I do agree that there will be continued hiring and that the future for now does look quite bright for hiring and advancement. Current pilots are going to finally see some positive movement, and new hires are going to have a stellar career. Most likely.

Far beyond the benefits of seniority list movement, I hope for our sake our company can move beyond the soon to be radically obsolete era of capacity dicipline margin fluffing and into an era of competing and winning, with a combination of excellent products and service as well as flat out brute force where necessary. The former being necessary for prosperity. The latter being necessary for long term survival.

C17flyguy

You guys have any ideas how this 50 per month hiring spree will effect the training pipeline? What is "at or near capacity"? I ask selfishly as I'm currently expecting November-ish if/when I get the cleared to train (Feb Interview).

I've recreated the spreadsheet and I'm guessing the line number 190-200ish guys could be as early as Aug-Sep if they add 10 or so more OTS hires per month.

Am I crazy?

Scoop

Obviously the updated numbers will help the OTS hires greatly. When the flows hit their annual limit they will be shut off with the difference coming from OTS hires.

As far as training capacity this is from my notes from a Base Roadshow:

Training capacity. It was put out that we could sustain 60-70/month minimum for three years with surge capability at slower times. 60x12=720, 70x12=840, so with a few surge months above these numbers 1000/year should not be a problem.


Scoop

badgerned

The spreadsheet lives on page 99 of this forum or at the following location. I am doing my best to keep it up to date. Cheers,
https://dl.dropboxusercontent.com/u/...20Feb%2014.JPG

C17flyguy

Thanks badger, yeah I saw you updated it this morning. Not trying to reinvent the wheel, just looking at what-if's I'm case they up the training pipeline as I imagine they will do as hiring picks up.

Your spreadsheet is an icon on my iphone home screen

RockyBoy

In 2007 they pumped 100 a month through for a few months in a row. I've heard after they get everything up and running smoothly and have all the sim instructors and LCA staffed up they can sustain that amount of training, so 1000 a year should easily be doable if they need to.