Endeavor Air uSSP
07-16-2015, 03:13 PM
#31
Banned
Joined APC: Oct 2014
Position: 6 Train - Panhandler
Posts: 2,001
CA's that get CJOs go ahead of all FO's with CJO's no matter when they interviewed. It was part of the agreement that allowed FO's to interview in the first place. This is why the first FO with a CJO can't estimate a class date due to CA's being added to the list every month.
07-16-2015, 06:50 PM
#33
Property of Scheduling
Joined APC: Sep 2006
Position: Bus driver
Posts: 2,573
Ussp or dgi.. The point is the 5-yr regional plan that all of mgmt has ever talked about. Within 5 years at a regional, the goal is always a 5-yr plan. Get in,get time, upgrade, and leave. As a new hire in 2006, the ceo said the same thing. 9 years, minus a few weeks, it's the same MO. Upgrade, grab the experiences do move on.
The difference was the 2008 collapse that lasted til 2011. Then its BK and mergers as regionals were squezzed. Get your pic time and leave.
Look at previous posts, new hires would get an interview. Now they have it. As the supply/demand matrix truly hits regionals to the point where mainline is impacted, it will change again in the pilots favor. Go where the pay/qol works for you (endeavor as a NH if you want DL) and it will work in your favor. Run the numbers. Endeavor is the feeder to DL and it will remain that way as schedule performance blows everyone out of the water in the toughest markets. You can argue all day long but the plan shows that DL is using endeavor as a feeder to mainline while covering regional flying, and paying to do it as an incentive. No other carrier can put money where their mouth is as DL is "paying to play" in insurance.
Other regionals don't have the backing of a mainline parter to make it work beyond stating "new planes and flow". Guess what, that dies once new hires stop. Basic economics. DL has shown that they do what is needed, at the time, to make the grand plan work. Everyone else tries to entice down the line. Be realistic. Get hired, get 121 experience, move on, and bring your friends.
That's the game in 2015. Love it, hate it, or embrace it.
The difference was the 2008 collapse that lasted til 2011. Then its BK and mergers as regionals were squezzed. Get your pic time and leave.
Look at previous posts, new hires would get an interview. Now they have it. As the supply/demand matrix truly hits regionals to the point where mainline is impacted, it will change again in the pilots favor. Go where the pay/qol works for you (endeavor as a NH if you want DL) and it will work in your favor. Run the numbers. Endeavor is the feeder to DL and it will remain that way as schedule performance blows everyone out of the water in the toughest markets. You can argue all day long but the plan shows that DL is using endeavor as a feeder to mainline while covering regional flying, and paying to do it as an incentive. No other carrier can put money where their mouth is as DL is "paying to play" in insurance.
Other regionals don't have the backing of a mainline parter to make it work beyond stating "new planes and flow". Guess what, that dies once new hires stop. Basic economics. DL has shown that they do what is needed, at the time, to make the grand plan work. Everyone else tries to entice down the line. Be realistic. Get hired, get 121 experience, move on, and bring your friends.
That's the game in 2015. Love it, hate it, or embrace it.
07-16-2015, 06:55 PM
#34
Property of Scheduling
Joined APC: Sep 2006
Position: Bus driver
Posts: 2,573
Basically the 2 year CA part is the difference between SSP and USSP/DGI. Thing is, realistically, new hires are looking at 2-3 years for upgrade from right now. So 4-5 years and they feed DL. Guess what, the other difference is they can still go off the street or interview and/or upgrade to go within 5 years. Always the regional model of 5 years for cost/benefit analysis.
07-16-2015, 07:09 PM
#35
Gets Weekends Off
Joined APC: Aug 2014
Position: CR9 CA, FT Minivan Driver
Posts: 452
Ussp or dgi.. The point is the 5-yr regional plan that all of mgmt has ever talked about. Within 5 years at a regional, the goal is always a 5-yr plan. Get in,get time, upgrade, and leave. As a new hire in 2006, the ceo said the same thing. 9 years, minus a few weeks, it's the same MO. Upgrade, grab the experiences do move on.
The difference was the 2008 collapse that lasted til 2011. Then its BK and mergers as regionals were squezzed. Get your pic time and leave.
Look at previous posts, new hires would get an interview. Now they have it. As the supply/demand matrix truly hits regionals to the point where mainline is impacted, it will change again in the pilots favor. Go where the pay/qol works for you (endeavor as a NH if you want DL) and it will work in your favor. Run the numbers. Endeavor is the feeder to DL and it will remain that way as schedule performance blows everyone out of the water in the toughest markets. You can argue all day long but the plan shows that DL is using endeavor as a feeder to mainline while covering regional flying, and paying to do it as an incentive. No other carrier can put money where their mouth is as DL is "paying to play" in insurance.
Other regionals don't have the backing of a mainline parter to make it work beyond stating "new planes and flow". Guess what, that dies once new hires stop. Basic economics. DL has shown that they do what is needed, at the time, to make the grand plan work. Everyone else tries to entice down the line. Be realistic. Get hired, get 121 experience, move on, and bring your friends.
That's the game in 2015. Love it, hate it, or embrace it.
The difference was the 2008 collapse that lasted til 2011. Then its BK and mergers as regionals were squezzed. Get your pic time and leave.
Look at previous posts, new hires would get an interview. Now they have it. As the supply/demand matrix truly hits regionals to the point where mainline is impacted, it will change again in the pilots favor. Go where the pay/qol works for you (endeavor as a NH if you want DL) and it will work in your favor. Run the numbers. Endeavor is the feeder to DL and it will remain that way as schedule performance blows everyone out of the water in the toughest markets. You can argue all day long but the plan shows that DL is using endeavor as a feeder to mainline while covering regional flying, and paying to do it as an incentive. No other carrier can put money where their mouth is as DL is "paying to play" in insurance.
Other regionals don't have the backing of a mainline parter to make it work beyond stating "new planes and flow". Guess what, that dies once new hires stop. Basic economics. DL has shown that they do what is needed, at the time, to make the grand plan work. Everyone else tries to entice down the line. Be realistic. Get hired, get 121 experience, move on, and bring your friends.
That's the game in 2015. Love it, hate it, or embrace it.
07-16-2015, 07:09 PM
#36
Gets Weekends Off
Joined APC: Jul 2008
Posts: 787
07-16-2015, 07:16 PM
#37
Gets Weekends Off
Joined APC: Aug 2014
Position: CR9 CA, FT Minivan Driver
Posts: 452
My buddy on the recruitment team said he knew it was in the works and on the union's desk weeks ago, well before the TA vote closed. Congrats to those who got rolled in, and those about to roll in.
07-17-2015, 06:58 AM
#38
Gets Weekends Off
Joined APC: Apr 2012
Position: Delta chihuahua Capt.
Posts: 462
Company memo just announced a guaranteed interview for all new hires called DGI (Delta guaranteed interview).
Delta Air Lines (“Delta”) and Endeavor Air, Inc. (“Endeavor”) have jointly agreed to institute the Delta Guaranteed Interview (“DGI”) program through which Delta will offer guaranteed interviews for pilot employment to Endeavor seniority list pilots subject to the following terms:
1. Eligible Pilots. In order to be eligible for a DGI, a pilot must:
a. Be on the Endeavor pilot system seniority list with a date of hire of July 16, 2015, or later; and
b. Request in writing to participate in the DGI program in accordance with the process and procedure established by Delta and Endeavor. A pilot who meets the eligibility requirements in paragraph 2 may bypass the opportunity to interview and still retain the right to submit a request to participate in the DGI program at any time up to 90 calendar days from the date that Delta or Endeavor either jointly or individually exercise the right of program termination contained in paragraph 5.
c. Subject to all pre-requisites and limitations contained herein, interviews for eligible pilots will be provided in seniority order
Delta Air Lines (“Delta”) and Endeavor Air, Inc. (“Endeavor”) have jointly agreed to institute the Delta Guaranteed Interview (“DGI”) program through which Delta will offer guaranteed interviews for pilot employment to Endeavor seniority list pilots subject to the following terms:
1. Eligible Pilots. In order to be eligible for a DGI, a pilot must:
a. Be on the Endeavor pilot system seniority list with a date of hire of July 16, 2015, or later; and
b. Request in writing to participate in the DGI program in accordance with the process and procedure established by Delta and Endeavor. A pilot who meets the eligibility requirements in paragraph 2 may bypass the opportunity to interview and still retain the right to submit a request to participate in the DGI program at any time up to 90 calendar days from the date that Delta or Endeavor either jointly or individually exercise the right of program termination contained in paragraph 5.
c. Subject to all pre-requisites and limitations contained herein, interviews for eligible pilots will be provided in seniority order
07-17-2015, 07:15 AM
#40
Gets Weekends Off
Joined APC: Apr 2012
Position: Delta chihuahua Capt.
Posts: 462
Incorrect! All captains who receive CJOs will move to Delta before any First officer regardless of when a captain receives his CJO. There has never been any "lies" from ALPA about this, only misinterpretation from pilots. LOA 60 read it for yourself.
