A Few Ideas......
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Had dinner yesterday with an American Airlines pilot friend of mine. It is truly dire just how archaic and repressive our RP's are by comparison...and i'm talking about the present ones, never mind what this misguided company has in store for the future. If you can leave...leave. Wish I was 15 years younger... 
(oh, and during dinner, he logged onto his company website, dropped two trips off his August schedule and then picked up two better trips, giving himself an extra 4 G days in a row in the bargain...all without speaking to a single soul).
(oh, and during dinner, he logged onto his company website, dropped two trips off his August schedule and then picked up two better trips, giving himself an extra 4 G days in a row in the bargain...all without speaking to a single soul).
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Reverend Green. The naivety of you and your ilk is staggering. About 10 minutes research before joining would have saved you all this angst. Not that you shouldn't have joined, a free type rating, a few years getting drunk round Asia ... who wouldn't ?
But .....
Things will get worse and if you hang around a bit longer, they will get worse still.
That is it my friend in a nutshell. Enjoy the single life living in a shoebox while it lasts and then pull the handle.
But .....
Things will get worse and if you hang around a bit longer, they will get worse still.
That is it my friend in a nutshell. Enjoy the single life living in a shoebox while it lasts and then pull the handle.
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CURTAIN ROD
Quote:
'Get real: Work = money = funding your life and the things that matter and the things you like and want. There is nothing to "love" at all about this work. That's why it is called "work."'
This pretty much sums the arrogance and air of superiority you've demonstrated throughout your multitude of posts here over recent months....you just cannot fathom that anyone could possibly have a different point of view to your own, and that despite very trying industrial relations, just some might still actually enjoy the job of being an Airline Pilot
Quote:
'Get real: Work = money = funding your life and the things that matter and the things you like and want. There is nothing to "love" at all about this work. That's why it is called "work."'
This pretty much sums the arrogance and air of superiority you've demonstrated throughout your multitude of posts here over recent months....you just cannot fathom that anyone could possibly have a different point of view to your own, and that despite very trying industrial relations, just some might still actually enjoy the job of being an Airline Pilot
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Airline piloting disappeared with the advent of being able to do nothing unless a checklist tells you to do it and nothing except what the checklist and a book tell you to do.
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On the bright side at least he didn't actually go upstairs and bring his career at CX to an abrupt end. At least he was smart enough to post on an anonymous forum.
CX and the word suggestion rarely go together well. We have CHirP forms for when things get ugly, do you have any idea how rarely they get (confidentiality) submitted?
Keep your head down, avoid the crazies on your fleet, bank your pay, enjoy your time off. Easy.
It isn't going to change, so it's what you make it.
CX and the word suggestion rarely go together well. We have CHirP forms for when things get ugly, do you have any idea how rarely they get (confidentiality) submitted?
Keep your head down, avoid the crazies on your fleet, bank your pay, enjoy your time off. Easy.
It isn't going to change, so it's what you make it.
Last edited by Anotherday; 24th Jul 2015 at 00:24.
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Couldn't agree more
I agree with every single word you said, Reverend Green.
But this is the CX culture, we are not allowed to express ourself and point out our own thoughts, even if for the better. Sometimes I think it's the pilot body that don't want progress, stuck with their old ways of doing things, reluctant to change, let's not just blame the 3rd floor. Progress isn't just payrises and basing slots.
It's a lost battle, and reading what most people wrote on this thread reinforces my views.
Good luck.
But this is the CX culture, we are not allowed to express ourself and point out our own thoughts, even if for the better. Sometimes I think it's the pilot body that don't want progress, stuck with their old ways of doing things, reluctant to change, let's not just blame the 3rd floor. Progress isn't just payrises and basing slots.
It's a lost battle, and reading what most people wrote on this thread reinforces my views.
Good luck.
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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.
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.
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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).
Go and read "The 49ers" and then direct your comments to those whose families were left with nothing after being fired for "no reason".
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Not saying that. I'm saying why do a 'line check' 6 months after being qualified still with not much line experience - no other airline does this that I know of, it's normally at yearly intervals. Plus if they fail i.e. Told they are not at first officer standard, then what happens...the next day they continue to fly as wait for it 'first officers' but on reduced pay for another 6 months whilst doing the exact same job. I would rather see people jump straight into FO salary after being 'checked out' as a 'first officer' rather than on a reduced salary for their probationary period but I doubt that will happen. I'm not sure our captains are on a reduced salary for 6 mths? Perhaps they are.
With regard to the past I'm agreeing that the corporate culture is in desperate need of change to eradicate those problems - perhaps with more transparent policies? The commuters issues highlighted this very problem recently with people being treated in a variety of different ways.
With regard to the past I'm agreeing that the corporate culture is in desperate need of change to eradicate those problems - perhaps with more transparent policies? The commuters issues highlighted this very problem recently with people being treated in a variety of different ways.
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It also seems that many hide behind this 'saving face' excuse. There's no room for 'saving face' in this industry as that's what costs lives in the flight deck and what hinders progression in management. Hence why an open wide 'cultural changing', rewarding feedback systems are critical to circumnavigate the 'saving face' of taking the subordinates ideas and utilising, and implementing them for a better organisation.
33) cash rewards for the best ideas to improve the company and showing that employees ideas are not only valid but most importantly 'actioned' upon.
It appears that pilots have been continuously 'punished' for the last 15 years, so only those with the power to change it - can. The first step is showing us that things are turning around for the better and not worse.
34) accept that the pilots are actually the companies friends, and friends in need.....
33) cash rewards for the best ideas to improve the company and showing that employees ideas are not only valid but most importantly 'actioned' upon.
It appears that pilots have been continuously 'punished' for the last 15 years, so only those with the power to change it - can. The first step is showing us that things are turning around for the better and not worse.
34) accept that the pilots are actually the companies friends, and friends in need.....
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It also seems that many hide behind this 'saving face' excuse. There's no room for 'saving face' in this industry as that's what costs lives in the flight deck and what hinders progression in management. Hence why an open wide 'cultural changing', rewarding feedback systems are critical to circumnavigate the 'saving face' of taking the subordinates ideas and utilising, and implementing them for a better organisation.
33) cash rewards for the best ideas to improve the company and showing that employees ideas are not only valid but most importantly 'actioned' upon.
It appears that pilots have been continuously 'punished' for the last 15 years, so only those with the power to change it - can. The first step is showing us that things are turning around for the better and not worse.
34) accept that the pilots are actually the companies friends, and friends in need.....
33) cash rewards for the best ideas to improve the company and showing that employees ideas are not only valid but most importantly 'actioned' upon.
It appears that pilots have been continuously 'punished' for the last 15 years, so only those with the power to change it - can. The first step is showing us that things are turning around for the better and not worse.
34) accept that the pilots are actually the companies friends, and friends in need.....
Perhaps writing a letter to AT?
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Reverend;
You remind me of my 8 year old daughter.
"Why don't they just end all wars in the world?"
"why do countries spend money on weapons when people are hungry?"
"can I have a pony? "
The issues you're raising are merely symptoms of much more complex issues which you need to address first. Start with some basic politics and work your way into theories of management. I'll bet a case of whatever you're drinking that your views on those issues vastly differ from those who sign your paycheck.
At the end of the day it's their money and their trainset. If you don't like it, leave like many have done before you. That's the only card you've been dealt; play it as you see fit. This is neither the place or time for a revolution, I can promise you that.
You remind me of my 8 year old daughter.
"Why don't they just end all wars in the world?"
"why do countries spend money on weapons when people are hungry?"
"can I have a pony? "
The issues you're raising are merely symptoms of much more complex issues which you need to address first. Start with some basic politics and work your way into theories of management. I'll bet a case of whatever you're drinking that your views on those issues vastly differ from those who sign your paycheck.
At the end of the day it's their money and their trainset. If you don't like it, leave like many have done before you. That's the only card you've been dealt; play it as you see fit. This is neither the place or time for a revolution, I can promise you that.
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We have some incredibly bright pilots at CX when not overwhelmed by outrage and other emotions. Unfortunately, the average pilot is not so bright, especially when it comes to industrial matters. As a pilot group, we ought to be exploiting the nexus between economics and safety. That's where we do our job and derive our value.
For example, who thinks that KLM pilot from the 777 video is overpaid? Truth is, we make hundreds of tiny decisions/actions every day which ensure that same level of safety. The vast majority of those decisions/actions are less dramatic and invisible to all but those in the cockpit, but they are very real nonetheless.
For example, who thinks that KLM pilot from the 777 video is overpaid? Truth is, we make hundreds of tiny decisions/actions every day which ensure that same level of safety. The vast majority of those decisions/actions are less dramatic and invisible to all but those in the cockpit, but they are very real nonetheless.
Also what of the ones in HK coming to work with the unnecessary distractions on their mind of worrying about debt / cost of living etc. every time I fly with an SO thats all I hear.
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Yup, that sounds about right. Which makes them accepting the package on offer even more inexplicable/unforgivable...
It can only be the big shiny jet syndrome that attracts them. That will wear off pretty damn quickly when you're sat in your broom cupboard wanking.
It can only be the big shiny jet syndrome that attracts them. That will wear off pretty damn quickly when you're sat in your broom cupboard wanking.
Join Date: Dec 1999
Location: Planet Earth
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Everyone needs a foot into the industry. If you lot think accepting this job is so terrible, please post the alternatives which people have considering the experience levels they have.
A scalers said all the same things when you guys accepted B scale to come here for your shiny jet and how you are all hypocritically moaning about the same thing.
Granted, CX is not the airline it used to be and things are going downhill very fast but I would love to hear of the alternatives the new joiners have.
A scalers said all the same things when you guys accepted B scale to come here for your shiny jet and how you are all hypocritically moaning about the same thing.
Granted, CX is not the airline it used to be and things are going downhill very fast but I would love to hear of the alternatives the new joiners have.
Join Date: Nov 2011
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Emirates by the looks of it, all you need now is an ATPL. Can see a few of our S/O's leaving for this.
http://www.pprune.org/middle-east/565226-lowered-requirements-emirates.html
http://www.pprune.org/middle-east/565226-lowered-requirements-emirates.html
Join Date: Jul 2010
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Perhaps the HKAOA needs to provide real and accurate info to those who are considering a career with CX. In other words, to have a website up where it explains the reality of the situation.