Fulltime Ag. pilots get paid a fairly piss weak retainer plus a percentage of what the aeroplane that they are flying, makes. This tops up their wages to something a little more reasonable. In a half descent year this extra 'commission' is worth alot more to the pilot than the retainer. Obviously this wouldnt be ideal to a charter/scenic operation but it does have some merit. If the employees are getting a % of what the plane makes, it is in everyones best interest to keep the aircraft working at its most efficient. It doesn't benefit anyone, pilot or operator, if the aircraft is in the hangar for unscheduled maintenance because it went through the end fence overloaded, or it's weather bound at a remote airstrip due to poor decision making or poor planning by the pilot. The problem with this system, especially with a bigger operation, 4 or more planes, is that some of the pilots may cut corners to increase the productivity of the aircraft and therefore their wages. Some companies have rectified this by 'pooling' all the pilots commissions together and then splitting it up equally amongst the pilots. This is done at the end of the month, so at the end of each month the pilots get a 'bonus', its size depending on how busy the company was for the month.
E.g.
if lets say, 2% of the companies turnover went into a pool, and at the end of the month that pool of money was spread evenly to the pilots, I think you would find that the productivity of your aircraft would go up, but not at the cost of safety, as it is in everyones interest to keep the planes going. I think you would find that your line pilots would police each other, as what one pilot does directly reflects in his/her fellow pilots wages.
This system often also applies to the loader driver/mixer in the Ag. industry, but could also work for your ground staff, ops managers, baggage handlers etc....everyone having the same goal as management has to be benificial to all....
