The problems here are in general created by under-manning. If we had enough bums on seats, everyone would get the leave they are 'entitled' to, the work rate would reduce which would in turn reduce the number of hours that each pilot has to fly and make a 1000hr limit an irrelevance.
We now have an interesting dichotomy (had to get the dictionary out for that one) whereby guys are telling people not to come, in the hope of an improvement, which just increases the pressure on those already here.
So what is really needed? Is the package really that bad? Answer probably no, if you were working at the rate that I did when I joined. It sucks if you have no time for yourself or your family. It is competetive but seems not to be attractive enough to get the bums on seats.
The EK Managers seem to subscribe to the 'just in time' school of management which is designed to keep costs to a minimum. Sadly their knee jerk reactions of turning off the tap tactically rather than strategically have put us behind the drag curve with the 380 and numerous 777s turning up and no way to make it up.
So what are the options?
1. Pay more, attract more pilots, problem solved - Management do not appear to want to do this as it would affect our bottom line. As it happens the cost of BA and Altheon doing our training has made these costs appear insignificant. Catch 22.
2. Reduce entry requirements. Problem is the safety risk goes through the roof particularly in an expanding airline when you don't have enough guys to train them properly. Catch 22.
3. Increase the work rate for those left. Our short haul experienced managers evidently favour this route. I for one will not fly if fatigued and I cannot see how the proposed changes can avoid this happening. Just look at BA in Delhi and imagine that happening all over our network as guys drop like flies. Catch 22.
4. Offer other incentives. Commuting Roster - no cost to company but need the bods to cover the rest of the flying. Catch 22.
5. Basings - If Etihad are anything to go by they'll do the basings but not pay the cash. Catch 22.
The real snag though is that eventually the expansion has to slow and guys that are joining now don't want to get trapped with crappy conditions, in the desert with a massive seniority list on top. So what would I do?
1. Make the conditions attractive. Bin the factoring and 1000hr rules and make a statement about the targeted crewing levels so that joiners and those already here know where they stand w.r.t work rate etc. Have a date in place for those targets to be met.
2. Increase the package for new joiners with the expectation that they may spend more time as an F/O.
3. Immediately introduce a commuting rostering bid and introduce basings offering an incentive to retain experienced guys that are now starting to leave in droves.
4. When manning has recovered and we can bear the training burden reduce the hours requirement for new joiners.
At the moment everyone knows there is a problem but no one is standing up and making a statement. Perhaps they hope they will be gone before it all goes horribly wrong. I am planning to stay, will some one with 'manager' written on their door please start managing.
1. Stop screwing the guys that are already here because not only will they leave but people will not join to replace them.
2. Communicate! Tell us you have a plan. At the moment it is like watching headless chickens, with a bucket of water, trying to put out an oil fire.
Off to work. This used to be a great place to work, it still could be but time is running out. It has to be a multi-layered solution, popping sticking plaster on will not work in the long run. Getting it right, even if it involves improving T&Cs, will save money in the long run. Please stop the rot now or you will have no legacy, no job and no airline that you could be proud of! If you are thinking of joining please do, just make sure it is right for you, it will certainly help me.
Ghost
Last edited by Ghostflyer; 21st April 2007 at 07:28.