QFLINK drops minimums
SK111,
I'm not too sure of the website for QantasLink it's difficult to find. QantasLink do not employ DEC and probably will not have to in the forseen future. If you decided to apply you would be employed as a first officer, at the moment time to command is at about 6 years. Pay starts at around $55K to $120K(Q400 CC 10years++++)
Best wishes
I'm not too sure of the website for QantasLink it's difficult to find. QantasLink do not employ DEC and probably will not have to in the forseen future. If you decided to apply you would be employed as a first officer, at the moment time to command is at about 6 years. Pay starts at around $55K to $120K(Q400 CC 10years++++)
Best wishes
Overnight allowances (~$85 per night) are only taxed at 15%, base salary for 1st year FO (~50K) taxed at about 22~23%(but depends alot on personal financial circumstances). Kids get you a bit more back in the Family tax rebate (depends on total family income). 6 weeks annual leave. QF staff travel after 6 months service. Current EBA has 3% increment per year.
Also telephone (landline) allowance of $27 pm and internet connection allowance $215 pa
A litre of unleaded petrol at the moment ~$1.29 NSW ~$1.20 QLD
Milk $1.00 ~ $1.60 per litre
New Small Car $15k ~ $25k
Housing Sydney 2 brm apartment ~300k and up (dodgy areas maybe a bit less)
Brissy ~200K and up
Cairns ~180K and up
Might be a bit out with the housing as I only casually glance at the real estate pages. Others may correct me.
Also telephone (landline) allowance of $27 pm and internet connection allowance $215 pa
A litre of unleaded petrol at the moment ~$1.29 NSW ~$1.20 QLD
Milk $1.00 ~ $1.60 per litre
New Small Car $15k ~ $25k
Housing Sydney 2 brm apartment ~300k and up (dodgy areas maybe a bit less)
Brissy ~200K and up
Cairns ~180K and up
Might be a bit out with the housing as I only casually glance at the real estate pages. Others may correct me.
Kingswood, your prediction/s are just starting to become a reality and will surely increase, watch this space.
Good on them, if it was me I would get a Q400 endorsement thrown in as well and then go to Asia after a few months flying the line. One guy did and I cant blame him. After all I would want a return on my $10K investment, wouldn't you?
As we approach another EBA negotiation this 'new generation'(self funded) will soon realise how much the company values them and you can rest assured that by this time next year 9 out of 10 will be actively seeking employment elsewhere.
Good on them, if it was me I would get a Q400 endorsement thrown in as well and then go to Asia after a few months flying the line. One guy did and I cant blame him. After all I would want a return on my $10K investment, wouldn't you?
As we approach another EBA negotiation this 'new generation'(self funded) will soon realise how much the company values them and you can rest assured that by this time next year 9 out of 10 will be actively seeking employment elsewhere.
Last edited by hoss; 26th May 2007 at 23:44.
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Kingswood what a load of BS
"If a new hire jumps ship from their current GA employer on 250hrs multi to join Qlink, there is a fair chance that they have just reneged on an agreement to serve out a minimum 12 mths with that employer."
Im offended by comments like that, most GA operators pay you absolute crap, you can just survive on the income, and forget about making a dent of the massive loan most of us all have for our training.
GA operators need to learn that if they want to keep pilots they need to treat them with respect and pay them well, (bonding will not work)
I would happily stay on if i was given a pay rise or incentive to stay. In every other industry people get pay rises each year, (that does not include if you step up onto a twin or so on). Most of the remote places i have lived or worked i get paid less than every one in the town (including some on gov handouts)
And do you think for one minute the operator give 2 sh*ts about you when they lose that contract, nope your outta here/ or back on casual.
My point is loyalty is earned, treat people right and we will stay
struggler
"If a new hire jumps ship from their current GA employer on 250hrs multi to join Qlink, there is a fair chance that they have just reneged on an agreement to serve out a minimum 12 mths with that employer."
Im offended by comments like that, most GA operators pay you absolute crap, you can just survive on the income, and forget about making a dent of the massive loan most of us all have for our training.
GA operators need to learn that if they want to keep pilots they need to treat them with respect and pay them well, (bonding will not work)
I would happily stay on if i was given a pay rise or incentive to stay. In every other industry people get pay rises each year, (that does not include if you step up onto a twin or so on). Most of the remote places i have lived or worked i get paid less than every one in the town (including some on gov handouts)
And do you think for one minute the operator give 2 sh*ts about you when they lose that contract, nope your outta here/ or back on casual.
My point is loyalty is earned, treat people right and we will stay
struggler
Clearly QantasLink dont treat their new recruits right therefore they will not stay.
Loyalty is a rare word, almost rude and mostly used in a past tense.
Loyalty is a rare word, almost rude and mostly used in a past tense.
Last edited by hoss; 27th May 2007 at 09:35.
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Struggler,
Relax. Being offended will not serve you in any environment.
If you knew of the conditions on offer prior to employment, then why did you agree to 12 months service? The question from the interview panel will surely be: "Struggler, why did you not serve out your full agreed term with ... ?". I assume they will be interested in your answer, in order to determine your likely behaviour as one of their employees.
The question I posted above simply relates the Qlink response to the answers they receive from 250 hr applicants in the interview.
If the applicants answer is along the lines of "I knew it was a rubbish job, but I agreed to 12 months just to get it, knowing full well I would take off at the first quality opportunity... Thank God you dropped your minimums... now I can get out of here!", (or if it can be determined that this is the case simply by calling the company in question)
Then an observer could reasonable ask: Why are Qlink are not troubled by that sort of behaviour in an applicant?
Are they not simply deferring todays problem until 6-12 months from now? Is there not a better way to solve the shortage of applicants for our positions? Perhaps paying more money to retain the people we already have that have helped established the strong business we have today? How are things improved by having people fork over 10k for the endo, and then shoot off after 6-9 mths? Do the new applicants really want that?
You will note that I am not making a value judgement here. I am not saying that your choices are not valid. I am simply observing that previous behaviour can be a good indication of future behaviour. We've all been there in GA and know what you are going through. We have all made our choices.
My question is simply, how does this make life better for Qlink? In days gone by, not serving out agreed terms with previous employers would have completely snookered you in the interview... Has that minimum standard also been dropped?
Relax. Being offended will not serve you in any environment.
If you knew of the conditions on offer prior to employment, then why did you agree to 12 months service? The question from the interview panel will surely be: "Struggler, why did you not serve out your full agreed term with ... ?". I assume they will be interested in your answer, in order to determine your likely behaviour as one of their employees.
The question I posted above simply relates the Qlink response to the answers they receive from 250 hr applicants in the interview.
If the applicants answer is along the lines of "I knew it was a rubbish job, but I agreed to 12 months just to get it, knowing full well I would take off at the first quality opportunity... Thank God you dropped your minimums... now I can get out of here!", (or if it can be determined that this is the case simply by calling the company in question)
Then an observer could reasonable ask: Why are Qlink are not troubled by that sort of behaviour in an applicant?
Are they not simply deferring todays problem until 6-12 months from now? Is there not a better way to solve the shortage of applicants for our positions? Perhaps paying more money to retain the people we already have that have helped established the strong business we have today? How are things improved by having people fork over 10k for the endo, and then shoot off after 6-9 mths? Do the new applicants really want that?
You will note that I am not making a value judgement here. I am not saying that your choices are not valid. I am simply observing that previous behaviour can be a good indication of future behaviour. We've all been there in GA and know what you are going through. We have all made our choices.
My question is simply, how does this make life better for Qlink? In days gone by, not serving out agreed terms with previous employers would have completely snookered you in the interview... Has that minimum standard also been dropped?
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QF link Have changed the culture to regional aviation for ever, with having
to pay for your endorsement. Newbies coming through the system will think its the norm to pay for your endorsement as you further your career(not that VB,JS etc Have done any thing different just that QFLINK is further down the food chain).
This will affect Loyalty right throught the whole industry which will not benefit either party.
Regards The Dog
to pay for your endorsement. Newbies coming through the system will think its the norm to pay for your endorsement as you further your career(not that VB,JS etc Have done any thing different just that QFLINK is further down the food chain).
This will affect Loyalty right throught the whole industry which will not benefit either party.
Regards The Dog
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Kingswood,
I understand what you are trying to highlight, there are a small percentage of drivers out there who have and will continue to walk all over operators and other pilots on there way to the top. The rest of us try and do the decent thing by both the company and others we work with.
What i would like to say is that how many times have promises been made by employers that just never eventuate and finally people get fed up and just leave , only to get guilted by the "i gave you so much and now you are leaving"
Lets just agree that this is a two way street if you look after us we will stay.
I cant see that any operator that imposes upfront bonds/self funded TR/Endos can expect any loyalty. " l mean the give give use 5k upfront incase you leave in 12 months type bonds" By doing this people feel that they have the right to go on to green pastures as why not, we payed for our own TR.
Again i think crew shortages could be reduced by increasing salaries, 50K for a FO is what a 1st year grad from Engineering/IT/Business would make in a capital city. I would assume that most FO's would have at least 3 or 4 years of experiance in the industry.
my 2cents
I understand what you are trying to highlight, there are a small percentage of drivers out there who have and will continue to walk all over operators and other pilots on there way to the top. The rest of us try and do the decent thing by both the company and others we work with.
What i would like to say is that how many times have promises been made by employers that just never eventuate and finally people get fed up and just leave , only to get guilted by the "i gave you so much and now you are leaving"
Lets just agree that this is a two way street if you look after us we will stay.
I cant see that any operator that imposes upfront bonds/self funded TR/Endos can expect any loyalty. " l mean the give give use 5k upfront incase you leave in 12 months type bonds" By doing this people feel that they have the right to go on to green pastures as why not, we payed for our own TR.
Again i think crew shortages could be reduced by increasing salaries, 50K for a FO is what a 1st year grad from Engineering/IT/Business would make in a capital city. I would assume that most FO's would have at least 3 or 4 years of experiance in the industry.
my 2cents
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hi guys
Had a interview last week and got offered a spot on the next Dash ground school at the end of this month, just a quickie, does anyone know how long till a command with the current flow of crew through the company?
Had a interview last week and got offered a spot on the next Dash ground school at the end of this month, just a quickie, does anyone know how long till a command with the current flow of crew through the company?
