Then I think company needs an anonymous suggestion feedback forum, or a big black box in dispatch. Especially given the history of the past, it makes people nervous to speak out now for 'fear' of retribution and that is only unhealthy for the organisation. I believe it's Japanese culture whereby the managers 'get drunk' with employees to hear honest feedback, then wipe the slate clean in the morning (wherever it is, it's smart). Sounds like the new management are trying to be open and maybe forgiving? but perhaps it's hard for the pilots to trust again Cathay? There's a definite need for a corporate culture change regardless.
Trafalgar - there will always be the overconfident or disrespectful SOs (a position normally reserved in other companies for the '1000 hour' FO who thinks he should be a captain until they crash back down to earth with a dodgy landing or a poor decision). Cathay still has a very very steep cockpit gradient (not entirely sure why...see earlier post of being 10 years behind), quite different to the flatter, more relaxed, open western ones, so I believe it also stands out more (and therefore comes across more disrespectful) when people speak out. I believe SOs should however be professional enough not to bring outside woes inside the flight deck. So I guess we'll just have to get used to them.
Equally though, there will always be the captain who thinks he should be revered just because of his position (commands and authority should always be respected but personality respect has to be earned). or the the checkers who are heavy handed because 'that's the way they had to act' or because 'that's what they had to endure' way back in the day.......So I guess we'll just have to get used to them too (but times have moved on).
Great captains and leaders earn respect by inspiring and motivating by their own example. Bad leaders through control and fear. It's all to easy to belittle someone who knows less than you and this is what happens often here.
With regards to my cost saving training ideas on SOs highlighting some wastage - Some SOs come to us with fast military jet time, some with heavy military / commercial jet time, some with corporate jet time with flight decks more modern than what we presently fly. Some have been commanders previously, an experience that some of our senior FOs don't even have. Some have invaluable experience flying in some of the most inhospitable places on the planet. And of course some come with none.
For those who judge those that come with none, it is wise to remember that an acorn is not judged as puny, a small shoot is not judged as weak, or the oak tree is not judged against the forest until it is fully grown. At every step of the way there is the potential for the oak tree to be stronger and bigger than the rest. Our future chief pilot is one of those spikey haired kids after all. I also expect that if the old Cathay guard turned up when they only had 200 hrs then many would need extra sectors or be possibly even be held back too.
...And that's well worth remembering!
In Cathay however, everyone is expected to be an oak tree from day one. Hence they should really be 'trained' and not 'checked' with unrealistic expectations.
Vol 8s, canned scenarios, tick boxing and bullying is not what they need. But it's finally nice to hear things are changing / changed.
To alleviate some worry perhaps SOs should not be on the seniority list until a successful upgrade. Perhaps a meritocracy until that stage. Thus, individuals will be self motivated to be the best. It will keep the egos reigned in and those who don't need all the training can move up earlier saving the company money and training costs whilst helping recruitment needs. This will also serve to continually attract more experienced personnel. Direct entry FOs (if recruited) will have to start at the bottom too and prove their worth which is fair for all, and avoids the problems of the past.
Sims for SOs should indeed be loft scenarios if not given full initial type ratings, and M3/M6's should at the very least put the depress over the various escape routes to make it 1) interesting and 2) useful. Start each sim like the 'T' sims in dispatch to make it as 'real' as possible and line pertinent. JFO training also tends to waste a week going over old ground if procedures aren't known by then, well.....
I do believe trainers should be given the power to put individuals forward earlier in training so yes (Cody blade above) less training for the 'right' SOs to help save costs. Not to mention the usual wastage of positioning and hotels for 'crew up' sims outside of HK. With regards to the QL it just appears there was a need to justify a reduced wage for first officers for 6 mths.
However to risk penalising hard up individuals further when they are already under a lot of stress financially, in my opinion, is simply not right. There are always too many variables in just 'one' check, not least higher than normal nerves when people's families are depending heavily on that rise just to survive, (and possibly pay back some accrued debt). Some get an easy ride While others battle typhoon conditions. I believe there is enough room for informal observations along the way through sims and regular line flights, not least the yearly line check that every other airlines use to determine if someone has slacked off. I'm sure they will even re-sign their contract - a necessity I believe to remove this one from the wording in it, but it will also be a nice time to get rid of that derogatory 'Junior' FO terminology too.
The guys have jumped through the many hoops you've thrown at them and proven themselves worthy through super hard work and diligence (against some awful attitudes to boot - it's not fun being told your 'nothing' to your face, and the others stories I'm told). At least give them their just rewards and more importantly;
Show them you have faith in your own training.
I've heard too many sad stories on this one of people going further back financially.
Now if possible, let's return to the original thread for a few ideas....
17) reduced engine taxi out - savings towards an increase in HKPA
18) better roster control like BA and American Airlines mentioned before.
19) regional lifestyle requests I.e a block of 4 long (dreaded) night turns for example, but with a guaranteed 4 days off after for example. Back to back (dreaded) India flights but with a guaranteed 3 days off. Then those who don't request these types of requests get left with the 'nicer' sectors with the min 2 days off (note single days off abolished). Easy for crewing to roster 'predetermined' block requests - therefore efficient, people get what they want, plus better rest -therefore less sickness, fatigue etc and cost to company.
20) Time to move on from the culture and consciousness of holding 'grudges' of the past both from the pilots and company.
Many hands have been played in the past (and sadly lost) and many lessons learned. We all know that the 'house will always win'. But it is well remembered for the casino that the new players must also 'win a few hands' to keep their continued interest in 'playing the game'.
The 'message' we're waiting for (for you cynics) will be the much anticipated upcoming HKPA rise - hopefully now is the time for our recognition of personal sacrifice for helping the company save money through some very difficult times and therefore helping everyone and the company to be in the best possible position for its future expansion plans.
Thinking of the games people play perhaps more fun would be an annual sports contest between pilots and management? - soccer, rugby, tennis, squash? ,.......legend has it even the Germans and Brits managed a game of soccer on X-mas day in no mans land. Best of 5 for 3 man long haul?
(Perhaps we can arrange a worldwide competition with our competing airlines too?....time we showed them who's best and nice to have a common foe.....CX 3, Emirates 1.....BA 2, CX 1....well there's always next year! What do you reckon Emirates you think you got it to beat us?? (Just don't let our Brits play in the rugby game).
24) reduced yearly working hours in lieu of 3 man crew? I believe virgin Atlantic are only contracted to 750hrs per year in their 3 man operation. Lifestyle is becoming the biggest attraction and pull for pilots these days it's seems. Everything needs balance.
25) overtime not compulsory but optional to work over the 84 marker.
26) announce at the start of the flight there will only be one PA in the cabin for turbulence at night time but individuals will be woken if their belts are not on. I.e. get the cabin crews to check belts visually (and wake individuals if necessary)...it disturbs the passengers with numerous announcements, I know I find it annoying when sleeping and would rather be woken if I've forgot. Other airlines do it this way much nicer for the customers experience then being woken with every PA in 2 languages!
27) produce an awe inspiring advertisement like the BA and virgin ones (see earlier links) to inspire the team....in fact, make it better.
28) 50% and 75% contracts, this may draw those on A scale and B scale housing who wish for a better lifestyle thus reducing the housing bill which can be channeled into an increase in HKPA. Also with more captains on part time, command upgrades will become quicker which in turn adds to an attractive advertisement for joining Cathay against Qatars 2-4 years, Ethiads 3-5 years, Emirates 5-7 years and BAs 7-8 years (short haul) upgrade time against our 12.
29) franchise out some restaurant space in CX City, perhaps a subway, or better still O'brians sandwich shop, pret-a-manger? Those sandwiches I think we'd all agree are hideous. Nando's for the S, Africans perhaps? A nice smoothie bar?Perhaps a company wide vote from our favourites?
30) renegotiate the ACARS package to reduce unnecessary usage. The savings could probably double HKPA on its own.
31) First officers 'trainers' for SOs (after cc). After all, pick any CX pilot and he can regurgitate the 8500 pages of manuals at will (we're checked that way), and other companies have training FOs and there is a lot of outside experience in this rank too, both military and commercial.
32)Introduce an SOP to check Rad alt against Baro ref, the number of times I used to see experienced guys asking for gear down by rote, half tired around 15miles 23R when it flashed in and out '2500' 'gear down'....then dragging it in burning that extra fuel...benefits of observing in the back seat.
RPs:
The first pawn has only just been moved and the latest chess game is now afoot. Whilst in the future we may inevitably end up in 'check mate' (all on HKPA) as all good (company) chess players should know, sometimes the queen must be sacrificed to get that all important win. That queen of course is those old age 'legacy airline' rostering practices to get the (whole) team back on side, inspire the outside pilots so as to meet the recruitment aims and put Cathay firmly back at the top where she belongs.
But who knows perhaps the old guard are right....
In which case for the pilots:
Emirates are now only asking for an ATPL and level 4 on their recruitment website - no other requirements specified.
And for the company:
Disclaimer; The above previous posts do not reflect the beliefs or opinions of the poster nor the wider pilot community. They are for amusement purposes only.