Premium pay for flying the line
01-23-2019, 03:39 PM
#3
Gets Weekends Off
Joined APC: Jun 2017
Posts: 1,117
Which is less than the current 125% above 65 hours which is going away soon. The advertisement just so happens to leave that part out. Not to mention almost everyone else offers 150% and 200%. There’s a few that even offer 300% but ill admit thats a small minority.
Just because we will start to offer 125% above 75 doesnt mean we’re the only airline that offers premium. Research the other places.
Just because we will start to offer 125% above 75 doesnt mean we’re the only airline that offers premium. Research the other places.
Last edited by Thedude86; 01-23-2019 at 03:51 PM.
01-23-2019, 04:49 PM
#4
Gets Weekends Off
Joined APC: Jan 2018
Posts: 174
Which is less than the current 125% above 65 hours which is going away soon. The advertisement just so happens to leave that part out. Not to mention almost everyone else offers 150% and 200%. There’s a few that even offer 300% but ill admit thats a small minority.
Just because we will start to offer 125% above 75 doesnt mean we’re the only airline that offers premium. Research the other places.
Just because we will start to offer 125% above 75 doesnt mean we’re the only airline that offers premium. Research the other places.
Pretty much every other airline has some form of better soft pay... trip / duty rigs, better minimum day pay, and better day off / premium pay.
To those saying, so what? Doesn’t sound like a big difference... Don’t kid yourself, those small differences add up to thousands if not tens of thousands each year.
01-23-2019, 05:19 PM
#5
Gets Weekends Off
Joined APC: Jun 2017
Posts: 1,117
100%...
Pretty much every other airline has some form of better soft pay... trip / duty rigs, better minimum day pay, and better day off / premium pay.
To those saying, so what? Doesn’t sound like a big difference... Don’t kid yourself, those small differences add up to thousands if not tens of thousands each year.
Pretty much every other airline has some form of better soft pay... trip / duty rigs, better minimum day pay, and better day off / premium pay.
To those saying, so what? Doesn’t sound like a big difference... Don’t kid yourself, those small differences add up to thousands if not tens of thousands each year.
Things to look for is the ability to pick up soft pay. Soft pay is basically extra pay thats not really related to your actual flying. Understanding the difference between “block hours” and “credit hours” is very important.
“Block hours” basically means the amount of hours that you are operating the airplane. Pretty much what goes into your logbook.
“Credit hours” means the amount of hours that youre getting paid for.
I would say all 3 of the American Wholly Owneds have horrible soft pay rules. So for example, at an American WO if you block 75 hours in a month you will most likely credit about the same 75 hours or maybe 77-78 tops. Where at most other places you will credit around 80-100 hours for that same 75 block hours of work. So even if pay rates were equal... obviously 90 hours will pay more than 75 hours. Throw in the much higher pay rates at the other places and the total compensation becomes much larger than the just the pay rates you see on APC.
01-23-2019, 07:04 PM
#7
Gets Weekends Off
Joined APC: Jun 2017
Posts: 1,117
Nothing. As long as classes are full and they’re forcing upgrades there’s absolutely no incentive for the company to do anything. We’re also so fat on pilots right now we could probably get by for 4-6 months even if classes completely dried up to zero new hires.
That leads me to another topic thats probably worth its own thread. From the math I’ve done a new hire at PSA today will be on reserve almost 2 years.
The people getting the Round 1 lines now have been with the company between 9 to 14 months depending on base, and this number has been increasing every month. The issue is we’ve hired a lot more pilots than whats required for the amount of airplanes we’ve been acquiring. Right now we have around 450 total round 1 lines for each seat. Of course we also have round 2 lines but that number is very small and might only change the numbers by 1-2 months.
So here’s the math... 450 total lines to be spread out among the 900 first officers we have at the company currently. So simple math says you need to move up 450 spots to have the seniority to hold a line. I always email the seniority list to myself every month when it comes out. Now when you first get hired you might move up 30 spots a month, but eventually it slows to about 20, and then 15, and so on and so on. I went back to the seniority list last January and also January 2016 and did some rough calculations based on these trends and it took about 2 years for the most junior pilots to move up 450 spots.
Ill be generous and say attrition will probably pick up and we will still grow by just a few more airplanes, but even with all of that factored in my math is showing a new hire today will be on reserve 16-22 months. 16 for the junior outstations and about 22 months or more for CLT and I feel these numbers are being generous. If you’re a fellow PSA pilot you can go to BSL and go to the data section and see that for the past year time on reserve has been increasing every month.
That leads me to another topic thats probably worth its own thread. From the math I’ve done a new hire at PSA today will be on reserve almost 2 years.
The people getting the Round 1 lines now have been with the company between 9 to 14 months depending on base, and this number has been increasing every month. The issue is we’ve hired a lot more pilots than whats required for the amount of airplanes we’ve been acquiring. Right now we have around 450 total round 1 lines for each seat. Of course we also have round 2 lines but that number is very small and might only change the numbers by 1-2 months.
So here’s the math... 450 total lines to be spread out among the 900 first officers we have at the company currently. So simple math says you need to move up 450 spots to have the seniority to hold a line. I always email the seniority list to myself every month when it comes out. Now when you first get hired you might move up 30 spots a month, but eventually it slows to about 20, and then 15, and so on and so on. I went back to the seniority list last January and also January 2016 and did some rough calculations based on these trends and it took about 2 years for the most junior pilots to move up 450 spots.
Ill be generous and say attrition will probably pick up and we will still grow by just a few more airplanes, but even with all of that factored in my math is showing a new hire today will be on reserve 16-22 months. 16 for the junior outstations and about 22 months or more for CLT and I feel these numbers are being generous. If you’re a fellow PSA pilot you can go to BSL and go to the data section and see that for the past year time on reserve has been increasing every month.
01-24-2019, 05:13 AM
#8
Gets Weekends Off
Joined APC: Jan 2014
Posts: 1,328
Nothing. As long as classes are full and they’re forcing upgrades there’s absolutely no incentive for the company to do anything. We’re also so fat on pilots right now we could probably get by for 4-6 months even if classes completely dried up to zero new hires.
That leads me to another topic thats probably worth its own thread. From the math I’ve done a new hire at PSA today will be on reserve almost 2 years.
The people getting the Round 1 lines now have been with the company between 9 to 14 months depending on base, and this number has been increasing every month. The issue is we’ve hired a lot more pilots than whats required for the amount of airplanes we’ve been acquiring. Right now we have around 450 total round 1 lines for each seat. Of course we also have round 2 lines but that number is very small and might only change the numbers by 1-2 months.
So here’s the math... 450 total lines to be spread out among the 900 first officers we have at the company currently. So simple math says you need to move up 450 spots to have the seniority to hold a line. I always email the seniority list to myself every month when it comes out. Now when you first get hired you might move up 30 spots a month, but eventually it slows to about 20, and then 15, and so on and so on. I went back to the seniority list last January and also January 2016 and did some rough calculations based on these trends and it took about 2 years for the most junior pilots to move up 450 spots.
Ill be generous and say attrition will probably pick up and we will still grow by just a few more airplanes, but even with all of that factored in my math is showing a new hire today will be on reserve 16-22 months. 16 for the junior outstations and about 22 months or more for CLT and I feel these numbers are being generous. If you’re a fellow PSA pilot you can go to BSL and go to the data section and see that for the past year time on reserve has been increasing every month.
That leads me to another topic thats probably worth its own thread. From the math I’ve done a new hire at PSA today will be on reserve almost 2 years.
The people getting the Round 1 lines now have been with the company between 9 to 14 months depending on base, and this number has been increasing every month. The issue is we’ve hired a lot more pilots than whats required for the amount of airplanes we’ve been acquiring. Right now we have around 450 total round 1 lines for each seat. Of course we also have round 2 lines but that number is very small and might only change the numbers by 1-2 months.
So here’s the math... 450 total lines to be spread out among the 900 first officers we have at the company currently. So simple math says you need to move up 450 spots to have the seniority to hold a line. I always email the seniority list to myself every month when it comes out. Now when you first get hired you might move up 30 spots a month, but eventually it slows to about 20, and then 15, and so on and so on. I went back to the seniority list last January and also January 2016 and did some rough calculations based on these trends and it took about 2 years for the most junior pilots to move up 450 spots.
Ill be generous and say attrition will probably pick up and we will still grow by just a few more airplanes, but even with all of that factored in my math is showing a new hire today will be on reserve 16-22 months. 16 for the junior outstations and about 22 months or more for CLT and I feel these numbers are being generous. If you’re a fellow PSA pilot you can go to BSL and go to the data section and see that for the past year time on reserve has been increasing every month.
While I agree 100% with that. The company did say they are accelerating the transfers. While that's only 15ish airplanes we should see increased flying with that and those times should drop accordingly, but as with all growth that will reverse course again.
01-24-2019, 07:09 AM
#9
Gets Weekends Off
Joined APC: Jun 2017
Posts: 1,117
True, but I tried to factor that in. We’ve been adding airplanes for the last few years and reserve time has still increased. If we stopped taking airplanes I would guess reserve would get to 2 years even for the junior outstation bases.
01-24-2019, 03:06 PM
#10
Gets Weekends Off
Joined APC: Apr 2015
Posts: 2,524
But we have only taking plane a month at this rate so far. They are coming aboard at a steady rate, plus right now, flying is low with only 120 planes active with the remainder being spares and maintenance until about April when the Active number increase for summer flying. Then with the accelerated transfer of the 700, flying will increase. It’s just going to take patience.
I think the PHL Base will see it’s share of growth towards the summer through the end of the year when the new 900s come aboard too.
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