Jamesthunder

I think right now, they've all but stalled out non 121 hiring. A friend of mine I referred was placed into the hiring pool and I questioned the recruitment department on it and they wouldn't give me an update.

The problem is we have a lot of first officers stuck on reserve who are meeting their consolidation hours (100 hours after IOE in a certain time period).

I think until that backfill starts to decrease, it won't happen except for a trickle.

Ijustlikeflying

Just have your captain buddy shoot an email to recruitment with a recommendation. Don’t move your family, you can have Miami here within 3 to 5months and probably keep it your entire time here unless there is another economic recession. Republic is on their way out and if they aren’t it still currently takes almost 2 years to even hold a reserve FO slot in MIA and no career progression gaurenteed.

Hockeyjr1

What’s the issue with the FO’s hitting 100 hours actually mean? Sorry I’m just completely on the outside right now.

Hockeyjr1

Yeah I’ll have him do just that. Thanks for the help. Basically a crap shoot with republic and MIA and if that’s the case I’d rather move to CLT for PSA. I can move if really needed as I don’t have a family of my own, but trying to save money for a house would be easier out of MIA for a bit.

Cyio

Means we are FO heavy. Consolidation just means you have to have flown 100 hours within your first 3 months after ioe.

flysooner9

Until attrition picks up even more and they still want to grown the airline.

Bigpimppilot

Haven’t we hired like 1000 guys in the last 2 years. I don’t have the facts but I’d be willing to bet that in the next few months there will be a ton of guys that will have 1000 hrs 121 time. Yes, after all that fiber passes then attrition could come into play. But what do I know

Fopuddle

UPDATED POST :
Fleet count and 401k contribution

FLEET :
CRJ 700 : 16
Fleet to be progressively removed, at about 1 to 2 per month, starting after summer 2019, through the beginning of 2020.
EMB 140/145 : 110+ Throughout 2018-2019
American has elected not to renew its contracts with ExpressJet and Trans States. Envoy is currently in the process of taking over these 30 aircraft. Transfers to Piedmont are anticipated to continue through the first part of 2019.
EMB 175 : 44
25 aircrafts to be added. 10 in the last quarter of 2018 and 15 starting April 2019. Total of 69 aircrafts by the end of 2019. 15 options.

*numbers are ballpark figures since a fleet count changes frequently.

BASES :
CRJ 700 : ORD
EMB 140/145 : ORD, NYC ( co domicile LGA / JFK), DFW, MIA
EMB 175 : ORD, DFW
No official word on future bases

PAY :
FIrst Officer :
year 1 - 38$, year 2 - 40$, year 3 - 41$, year 4 - 42$, year 8 - 48$
Retention bonus of 2500$ per quarter after first year.
Sign-on bonus of up to 22000$, which requires a 2 year commitment.
Captain :
year 1 - 65$, year 2 - 67$, year 3 - 69$, year 4 - 71$, year 12 - 90$
Sign-on bonus of up to 45000$ for Direct entry captain. This requires at least 950 hours of part 121 experience
Perdiem :
1.90$ per hour on duty
Starts when signing in for the trip. Sign in is 45 minutes prior to departure.
Ends 15 minutes after blocking in from the last flight of the trip.
A four day trip earns 65 to 80 hours of perdiem.
401K :
company match 50% up to 7%
Medical :
Available as a shared cost between the employee and the company
If the employee’ spouse is on the plan but could have insurance elsewhere, there is a 100$ premium per pay period.
Additional bonuses :
Profit sharing is paid during the first quarter of each year. It is based on a portion of the yearly profits of AAG.
Quarterly performance bonuses are paid the following month. It is based on on-time performance and completion factor system wide. Pilots can earn up to 100$ a month.
Guarantee :
Pay is for 100% of awarded line, including OT, reassignments, cancellations, and junior man. It is based on the greater of either scheduled or actual block hours ; on a leg by leg basis.
It excludes negative trip trades, drops or missed assignments ( commute issues )
Paychecks are on the 15th of the month and on the last day of the month. The first check is for half of the monthly guarantee of the month. The second one is for the other half, plus both perdiem and hours above guarantee from the previous month.
Additional benefits :
Pilots assigned NYC as a base will, for three months, be given positive space to and from work between trips or block of reserve days. They will also have unlimited commuter hotels.
Under regular circumstances and for other statuses, pilots are allowed 4 paid commuter hotels per month.

UPGRADE :
Current upgrade pace has changed dramatically in the past year. Envoy went from 6-7 years upgrade to virtually be as soon as a pilot gets on property.
For a zero part 121 experience pilot, he/she will need to reach 950 hours as a first officer to be awarded an upgrade. It takes about a year and a half. Currently, due to a shortage of captains, Once he/she has the hours, he/she will be automatically sent to upgrade class. This will happen through either a vacancy bid or , outside a vacancy bid by a letter of agreement called the "standing vacancy” LOA. The pilot invoking his right using the LOA would volunteer to upgrade, as oppose to being displaced. Pilots currently do not have the option to bypass upgrade and this could force a pilot to upgrade into a status ( base, airplane ), regardless of preference. If a pilot is displaced, he/she is not locked into the status and therefore can bid for other statuses. When he/she can hold that status, he/she will be awarded it. A first officer should plan on having a short amount of time to learn the company policies and how to operate safely and legally in the 121 world. They should ask questions or seek advices from experienced pilots every time they re not sure about something ( DTG, MTX procedures, releases ( bingo fuel, alternates... )
For a pilot with previous experience and hired as a direct entry captain, a captain status will be awarded in new hire class.
Any pilot awarded a captain seat, not in line with seniority, should plan on being on reserve for a few months. Essentially any senior pilot on the list, who finally reaches the 950 hours required to upgrade, will have priority in choosing a status and will automatically go on top of more junior pilots in that status.
The junior captain base is the embraer 140/145 in NYC.
Junior captains per status :
EMB 140/145 MIA : 10/2017
EMB 140/145 LGA :12/2017
EMB 140/145 ORD : 8/2017
EMB 140/145 DFW : 3/2017
EMB 175 ORD: 7/2016
EMB 175 DFW : 4/2015
CRJ 700 ORD : 1/2017

* dates could be slightly off. Direct entry captain not included.

SCHEDULE :
Minimum guarantee is 72 hours ( 3.7 hours per day ) for line holders and 75 hours for reserve holders ( 3.9 hours per day )
Minimum guarantee days off are 11 days.
Currently, a newhire first officer, can expect to be off reserve in just a couple months, regardless of base or airplane, with possibly the exception of the CRJ.
Schedule bidding happens between the 15th and 20th of each month.
Lines can be 1,2,3 or 4 day trips. The cadance mostly doesn’t change throughout the month.
Most trips have two or three days off in between. The EMJ schedules also have CDO lines.
Block of reserve days are mostly 4 to 5 days followed by 2 to 3 days off.
First day of reserve block has a company pre assigned status. Usually a 4 am on call, called reserve availability period. If senior enough, a pilot can proffer and be awarded something else. Reserve proffering takes place between 10am and 2pm central time everyday. The award takes place at 5 pm central time for the following day. Proffering can include 2 hour short call, airport standby or any open trips.
RAPs ( reserve availability period ) are on call duties of 16 hours. Call out is 2 hours.
Airport standby are 8 hours duty period.

FLOWTHROUGH :
The flowthrough agreement provides envoy pilot with a direct path to mainline American Airlines. The transition is seamless. No additional interview required. Essentially, the years spent at Envoy serve as a lengthy selection process.
Currently, as of may 2018, 10 year envoy pilots are flowing. By the end of 2019, pilots flowing will have been on property at Envoy, since 2011. This would put the flow to around 8 years. Based on union projections, a pilot hired in 2017 would flow around 2025. This puts the flow around 8 years for current new pilots. The company has been more optimistic and suggests it will take about 6 years.
The flow rate varies depending on date of hire.
For pilots hired before the 11th of October 2011, Envoy will fill up to 50% of available new hire training slots at AA, but No fewer than 29 pilots can be withheld by envoy.
For pilots hired between the 11th of October 2011 and the 23rd of December 2014, Envoy will fill up to 35% of available new hire training slots at AA, but No fewer than 15 pilots can be withheld by envoy.
For pilots hired after the 23rd of December 2014, envoy will flow pilots to match the lesser of
a) 25% of all AA training slots in that calendar year or
b) five new hire training slots ( increased by one for every 125 pilots above the base number of 480 on the seniority list ) multiplied by the number of calendar months in that calendar year.

Just trying to have a fact based thread about Envoy to help people decide whether or not this is the place for them to come work for.
I am a 8 year captain. I have seen this company and industry drastically change in the past 2 years.
I have no axe to grind. I am not here to sell anything. I am not here to encourage anyone to come here nor am i here to deter anyone from joining our ranks.
My opinion doesnt matter which is why i have no intention on giving it.
Any questions are welcomed.
Anyone who wants to answer any questions asked on this thread should try to keep it fact based.
It offers a lot more help to people than the endless bickering found on a lot of threads.

......... UPDATED POST .........
......Fleet count and 401k.......

Bigpimppilot

Insurance is 50 per pay period. 100 a month

Fopuddle

UPDATED POST :
Fleet count, medical and 401k contribution

FLEET :
CRJ 700 : 16
Fleet to be progressively removed, at about 1 to 2 per month, starting after summer 2019, through the beginning of 2020.
EMB 140/145 : 110+ Throughout 2018-2019
American has elected not to renew its contracts with ExpressJet and Trans States. Envoy is currently in the process of taking over these 30 aircraft. Transfers to Piedmont are anticipated to continue through the first part of 2019.
EMB 175 : 44
25 aircrafts to be added. 10 in the last quarter of 2018 and 15 starting April 2019. Total of 69 aircrafts by the end of 2019. 15 options.

*numbers are ballpark figures since a fleet count changes frequently.

BASES :
CRJ 700 : ORD
EMB 140/145 : ORD, NYC ( co domicile LGA / JFK), DFW, MIA
EMB 175 : ORD, DFW
No official word on future bases

PAY :
FIrst Officer :
year 1 - 38$, year 2 - 40$, year 3 - 41$, year 4 - 42$, year 8 - 48$
Retention bonus of 2500$ per quarter after first year.
Sign-on bonus of up to 22000$, which requires a 2 year commitment.
Captain :
year 1 - 65$, year 2 - 67$, year 3 - 69$, year 4 - 71$, year 12 - 90$
Sign-on bonus of up to 45000$ for Direct entry captain. This requires at least 950 hours of part 121 experience
Perdiem :
1.90$ per hour on duty
Starts when signing in for the trip. Sign in is 45 minutes prior to departure.
Ends 15 minutes after blocking in from the last flight of the trip.
A four day trip earns 65 to 80 hours of perdiem.
401K :
company match 50% up to 7%
Medical :
Available as a shared cost between the employee and the company
If the employee’ spouse is on the plan but could have insurance elsewhere, there is a 50$ premium per pay period. (100$ per month)
Additional bonuses :
Profit sharing is paid during the first quarter of each year. It is based on a portion of the yearly profits of AAG.
Quarterly performance bonuses are paid the following month. It is based on on-time performance and completion factor system wide. Pilots can earn up to 100$ a month.
Guarantee :
Pay is for 100% of awarded line, including OT, reassignments, cancellations, and junior man. It is based on the greater of either scheduled or actual block hours ; on a leg by leg basis.
It excludes negative trip trades, drops or missed assignments ( commute issues )
Paychecks are on the 15th of the month and on the last day of the month. The first check is for half of the monthly guarantee of the month. The second one is for the other half, plus both perdiem and hours above guarantee from the previous month.
Additional benefits :
Pilots assigned NYC as a base will, for three months, be given positive space to and from work between trips or block of reserve days. They will also have unlimited commuter hotels.
Under regular circumstances and for other statuses, pilots are allowed 4 paid commuter hotels per month.

UPGRADE :
Current upgrade pace has changed dramatically in the past year. Envoy went from 6-7 years upgrade to virtually be as soon as a pilot gets on property.
For a zero part 121 experience pilot, he/she will need to reach 950 hours as a first officer to be awarded an upgrade. It takes about a year and a half. Currently, due to a shortage of captains, Once he/she has the hours, he/she will be automatically sent to upgrade class. This will happen through either a vacancy bid or , outside a vacancy bid by a letter of agreement called the "standing vacancy” LOA. The pilot invoking his right using the LOA would volunteer to upgrade, as oppose to being displaced. Pilots currently do not have the option to bypass upgrade and this could force a pilot to upgrade into a status ( base, airplane ), regardless of preference. If a pilot is displaced, he/she is not locked into the status and therefore can bid for other statuses. When he/she can hold that status, he/she will be awarded it. A first officer should plan on having a short amount of time to learn the company policies and how to operate safely and legally in the 121 world. They should ask questions or seek advices from experienced pilots every time they re not sure about something ( DTG, MTX procedures, releases ( bingo fuel, alternates... )
For a pilot with previous experience and hired as a direct entry captain, a captain status will be awarded in new hire class.
Any pilot awarded a captain seat, not in line with seniority, should plan on being on reserve for a few months. Essentially any senior pilot on the list, who finally reaches the 950 hours required to upgrade, will have priority in choosing a status and will automatically go on top of more junior pilots in that status.
The junior captain base is the embraer 140/145 in NYC.
Junior captains per status :
EMB 140/145 MIA : 10/2017
EMB 140/145 LGA :12/2017
EMB 140/145 ORD : 8/2017
EMB 140/145 DFW : 3/2017
EMB 175 ORD: 7/2016
EMB 175 DFW : 4/2015
CRJ 700 ORD : 1/2017

* dates could be slightly off. Direct entry captain not included.

SCHEDULE :
Minimum guarantee is 72 hours ( 3.7 hours per day ) for line holders and 75 hours for reserve holders ( 3.9 hours per day )
Minimum guarantee days off are 11 days.
Currently, a newhire first officer, can expect to be off reserve in just a couple months, regardless of base or airplane, with possibly the exception of the CRJ.
Schedule bidding happens between the 15th and 20th of each month.
Lines can be 1,2,3 or 4 day trips. The cadance mostly doesn’t change throughout the month.
Most trips have two or three days off in between. The EMJ schedules also have CDO lines.
Block of reserve days are mostly 4 to 5 days followed by 2 to 3 days off.
First day of reserve block has a company pre assigned status. Usually a 4 am on call, called reserve availability period. If senior enough, a pilot can proffer and be awarded something else. Reserve proffering takes place between 10am and 2pm central time everyday. The award takes place at 5 pm central time for the following day. Proffering can include 2 hour short call, airport standby or any open trips.
RAPs ( reserve availability period ) are on call duties of 16 hours. Call out is 2 hours.
Airport standby are 8 hours duty period.

FLOWTHROUGH :
The flowthrough agreement provides envoy pilot with a direct path to mainline American Airlines. The transition is seamless. No additional interview required. Essentially, the years spent at Envoy serve as a lengthy selection process.
Currently, as of may 2018, 10 year envoy pilots are flowing. By the end of 2019, pilots flowing will have been on property at Envoy, since 2011. This would put the flow to around 8 years. Based on union projections, a pilot hired in 2017 would flow around 2025. This puts the flow around 8 years for current new pilots. The company has been more optimistic and suggests it will take about 6 years.
The flow rate varies depending on date of hire.
For pilots hired before the 11th of October 2011, Envoy will fill up to 50% of available new hire training slots at AA, but No fewer than 29 pilots can be withheld by envoy.
For pilots hired between the 11th of October 2011 and the 23rd of December 2014, Envoy will fill up to 35% of available new hire training slots at AA, but No fewer than 15 pilots can be withheld by envoy.
For pilots hired after the 23rd of December 2014, envoy will flow pilots to match the lesser of
a) 25% of all AA training slots in that calendar year or
b) five new hire training slots ( increased by one for every 125 pilots above the base number of 480 on the seniority list ) multiplied by the number of calendar months in that calendar year.

Just trying to have a fact based thread about Envoy to help people decide whether or not this is the place for them to come work for.
I am a 8 year captain. I have seen this company and industry drastically change in the past 2 years.
I have no axe to grind. I am not here to sell anything. I am not here to encourage anyone to come here nor am i here to deter anyone from joining our ranks.
My opinion doesnt matter which is why i have no intention on giving it.
Any questions are welcomed.
Anyone who wants to answer any questions asked on this thread should try to keep it fact based.
It offers a lot more help to people than the endless bickering found on a lot of threads.

......... UPDATED POST .........
......Fleet count and 401k.......
..............insurance...............