1.) Stop the ridiculous and cynical claim that extending retirement age from 55 to 65 has no impact on time to command
2.) Introduce more F/O pay scales to reflect realistic time in the RHS, plus the eventual transfer from F/O pay to CMD pay has to be somewhat parallel, e.g. level 7 or 8.
3.) Be honest to candidates in the interview. Anybody who joins now will not get near the LHS within the next 20 years, fact.
4.) The upgrade process has to be like in any other reputable airline. Non- transparent "star -chamber" decisions are outragously unfair and have only one goal : management by fear and preserving the power of some old boys with laughable training( and ironically flying!) skills
5.) If you have failure rates above industry standard and at the same time candidates with thousands of hours plus quite often with previous command time, you have to make conclusions about the " training" system. Blaming F/O's with 15 yrs- plus experience is ludicrous.( Granted, there are fantastic guys in the training department as well, and, dare I say, the trend is somewhat positive lately.)