Attrition
11-12-2022, 10:10 AM
#2431
Line Holder
Joined APC: Apr 2022
Posts: 37
Anyone want to guess what the next union email will sound like. Will it finally be the one where we reach an AIP or will it be the same as the previous, “work in progress yet not progress has been made” 
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Sent from my iPhone using Tapatalk
11-12-2022, 12:30 PM
#2432
Gets Weekends Off
Joined APC: Aug 2007
Posts: 1,023
Whole year vs monthly it’s still growth. They still hired twice as many people that left comparatively. They also didn’t hire and pay for training and a type on all 800 people for half of them to leave as soon as they got a type like the post suggested. There’s no way to know for sure the exact number but the majority of people leaving have a couple years of service and have at least generated revenue for the company that paid for the type. Year over year the seniority list is larger.
I’m not wrong. I wanted to point out the monthly growth was pretty high at 3x and you want me to be wrong and say it’s 2x because you want me to have been talking about yearly numbers. Both were mentioned and I could have been talking about either. Just drop it.
I’m not wrong. I wanted to point out the monthly growth was pretty high at 3x and you want me to be wrong and say it’s 2x because you want me to have been talking about yearly numbers. Both were mentioned and I could have been talking about either. Just drop it.
For every FO that leaves, a new one must be trained, regardless of how long they’ve been on the seniority list (unless maybe they leave before their type ride).
11-12-2022, 12:31 PM
#2433
Line holder
Joined APC: Nov 2013
Position: On the bus,seat 0A
Posts: 3,330
Whole year vs monthly it’s still growth. They still hired twice as many people that left comparatively. They also didn’t hire and pay for training and a type on all 800 people for half of them to leave as soon as they got a type like the post suggested. There’s no way to know for sure the exact number but the majority of people leaving have a couple years of service and have at least generated revenue for the company that paid for the type. Year over year the seniority list is larger.
I’m not wrong. I wanted to point out the monthly growth was pretty high at 3x and you want me to be wrong and say it’s 2x because you want me to have been talking about yearly numbers. Both were mentioned and I could have been talking about either. Just drop it.
I’m not wrong. I wanted to point out the monthly growth was pretty high at 3x and you want me to be wrong and say it’s 2x because you want me to have been talking about yearly numbers. Both were mentioned and I could have been talking about either. Just drop it.
11-12-2022, 12:42 PM
#2434
Gets Weekends Off
Joined APC: Oct 2015
Posts: 432
If you make $20 and spend $10, then you’re spending half of the money you make—it doesn’t matter if the actual bills you spend sat around for a few years first.
For every FO that leaves, a new one must be trained, regardless of how long they’ve been on the seniority list (unless maybe they leave before their type ride).
For every FO that leaves, a new one must be trained, regardless of how long they’ve been on the seniority list (unless maybe they leave before their type ride).
11-12-2022, 12:47 PM
#2435
Perennial Reserve
Joined APC: Jan 2018
Posts: 12,117
The new guy is also on first year pay and has longevity that is reset compared to the guy who left and who would have been on each higher part of the pay scale earlier. I don’t think they really care about turnover, so long as metal moves. There are training costs, but there are also wage savings built in to the attrition equation that partially/fully compensate for the costs.
11-12-2022, 01:25 PM
#2436
Gets Weekends Off
Joined APC: Jul 2021
Posts: 1,035
The new guy is also on first year pay and has longevity that is reset compared to the guy who left and who would have been on each higher part of the pay scale earlier. I don’t think they really care about turnover, so long as metal moves. There are training costs, but there are also wage savings built in to the attrition equation that partially/fully compensate for the costs.
11-12-2022, 01:25 PM
#2437
That/It/Thang
Joined APC: Aug 2020
Posts: 2,916
The new guy is also on first year pay and has longevity that is reset compared to the guy who left and who would have been on each higher part of the pay scale earlier. I don’t think they really care about turnover, so long as metal moves. There are training costs, but there are also wage savings built in to the attrition equation that partially/fully compensate for the costs.
Its taking 3+ months for a newhire to get through IOE these days with the training backlog
Metal is moving at about 80% of what it needs to move.
Planes are coming to be parked because ^see above
They care.
Dont be a dumb dumb like ExCargo and think Management does care about trying to get this fixed. Luckily we dont give management a blank check to fix first year and training pay on its own. No free rides for management.
But please, dont go full ExCargo...nobody ever goes full ExCargo
11-12-2022, 04:28 PM
#2438
Perennial Reserve
Joined APC: Jan 2018
Posts: 12,117
It takes 2 weeks for a pilot to quit.
Its taking 3+ months for a newhire to get through IOE these days with the training backlog
Metal is moving at about 80% of what it needs to move.
Planes are coming to be parked because ^see above
They care.
Dont be a dumb dumb like ExCargo and think Management does care about trying to get this fixed. Luckily we dont give management a blank check to fix first year and training pay on its own. No free rides for management.
But please, dont go full ExCargo...nobody ever goes full ExCargo
Its taking 3+ months for a newhire to get through IOE these days with the training backlog
Metal is moving at about 80% of what it needs to move.
Planes are coming to be parked because ^see above
They care.
Dont be a dumb dumb like ExCargo and think Management does care about trying to get this fixed. Luckily we dont give management a blank check to fix first year and training pay on its own. No free rides for management.
But please, dont go full ExCargo...nobody ever goes full ExCargo
Management will reduce hiring requirements as much as they need to keep people coming in the door.
You can call me all the names you want but it won’t change reality.
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