gloopy

Probably, but its still not relevant. There's no carrot or stick in any of this when viewed by the company IMO. Its not like they're going to grow MSP as a way to beg for relief from all the junior 88A's in ATL.

The only reason there even is an 88 base in MSP is because the plane is a great fit there. Perfect range and costs to go anywhere CONUS. That frees up some of the other resources (bus, 73, etc) to go elsewhere to better capture their capabilities. Much of the MSP 88 base positions would still be there just spread to other fleets regardless.

That said when the fleet gets to a certain size it won't make sense, as the flying can easily be covered by overnighting crews there from other bases or just flying through.

Luckily for all of us, marketing runs the show, and since they have absolute power and a strong drive to optimize every single departure, we do things that wouldn't otherwise be rational and that drives the need for WAY more categories (and therefore pilot positions) than we'd otherwise have, because every category needs reserves and generates its own credit etc.

Gunfighter

One of the numerous publications put out prior to the AE indicated the long term plan was consolidation of the MadDog in ATL as they draw the fleet down. I would interpret that as ATL M90 being the lone survivor.

As to the Junior nature of the M88A position, I wonder if the company has figured how much more it costs in wages for 2nd year Captains?

For example M88A Yr2 + 7ERB Yr10 = 415.79 combined hourly rate vs M88A Yr10 + 7ERB Yr2 = 381.39 combined hourly rate. If the company could get the 10 year ER FO to bid Captain and keep the 2nd year pilot in the right seat of the 7ER, they would actually reduce labor cost. I know there is a little more to the math than simply computing the hourly rate, like the additional paid vacation for a 10yr captain, but the point is still valid. The company could pay more for the left seat in an effort to entice senior pilots to bid for it and SAVE money in the process.

notEnuf

You have to look at that in the aggregate. They are already benefiting system wide by the entire workforce becoming more junior.

MoonShot

I bet if MSPM88A had given as many awards over the last 7-8 AEs, you'd see a similar juniority in the bidders.

Gunfighter

Exactly. It's the same reason LAX 777 B went as junior as it did. It's the same reason NYC 330B went junior it the beginning. Lots of vacancies enable junior pilots to jump in. Once the category size stabilizes, look for it to become more senior as those on the sidelines jump in. NYC 7ER A is a perfect example. The plug has been the plug for 3 years, even after this latest bid. Once a "reserve cushion" has been established, expect any small AEs to be filled at 80% or better seniority. If you are looking at only contingent vacancies, the top half is more likely.

vilcas

Keep in mind the retirements are getting ready to hit hard. Also not everyone is going until 65. Things will be moving differently in the next 10 years than they did in the last 10. So what has been the case before might not be relevant.

MSP7ERB

I'm a 2010 hire just north of 10,000 seniority #. MSP 88A finally went junior to me. As good as that $243 pay rate looked I couldn't pull the trigger. I've gotten spoiled on the 7ER and starting to get ok seniority on it. I don't need anymore boats or cars. MD88, no thanks.

BobZ

boats? cars?....unless you are already independently wealthy...better you think of 16% and the PS fill to potentially reach the 401 ceiling.

once that triggers its a net $281/hr.

Not to mention LTD calculations....should you have an unexpected and unwelcome loss of medical. It happens. when you LEAST expect it.

btw....should you be fortunate to access any premium pay, its $486/hr.....and $563/hr once over the 401 limit.

...not to mention a golden ticket MD to go wherever your heart desires, when the airframe sunsets in about 24-36 months.

Chakerik

Once you hit the 401k limit it becomes a pay bump of 16 percent on the hourly rate?

TED74

Semantics, but kind of. The 16% you were receiving into retirement (pre-tax) instead comes to you as ordinary income.