It sounds like they need to figure out how to merge the two lists to give junior captains some time not fully on call. Maybe allow senior first officers to be standby captains one week out of the month to ease them into the role.
The senior first officers are noting QoL issues as the major reason they are not choosing to be junior captains. If a 40% increase in salary isn’t enough to get people to make the jump, maybe the solution is to change the quality of life for junior captains.
It might also be cheaper for the airline to make the cutoff more flexible in a way that is acceptable to the pilots’ union.
That clearly didn’t work. A 40 percent increase is plenty, but it seems people don’t want their jobs to dictate their personal lives. Which is fair, I guess.
They need to change the expectations tha t come with the junior captain’s seat. Or force senior captains to be a bit more lenient, too.
The alternative is having no captains anymore, soon.
Obviously a 40% increase was not plenty, or this wouldn’t be a problem. For example, I wouldn’t take a 40% pay increase to be constantly on call. A 200% increase, yes I would do that. So there is a number for me, I’m just not sure exactly what it is.
There will always be people who refuse at any price, but you don’t need to convince everyone. You just need enough captains to keep scheduled flights from being cancelled. There’s a number that gets you there, and the only thin we know for sure is that it’s more than 40%.
Fwiw I’m not disagreeing with your first point. Reducing the demand on captains could also help.
It is a regulated position, but it sounds like the issue is that United can’t get first officer pilots who are otherwise qualified to be captain to get that certification.
I doubt there is a rule stating that a qualified captain can’t fly as a first officer.
And the answer to your first paragraph is to give them the good schedule of first officer for three weeks of the month and the bad schedule of captain for one week. Pilots may be willing to tolerate a crappy schedule for part of their month instead of the whole month.
And the qualifications of being a captain flow from the experience of being a first officer on an aircraft. In order to be a captain on a flight, you need to qualify to be a first officer. So, it isn’t like United has to pay for maintaining two separate certifications, just the more onerous one. And you make the dual flight role optional. You let pilots decide if they want to fly in a captain role at captain pay all the time or if they are willing to sacrifice pay for seniority on a schedule for a majority of the month. Let the union vote on it as an option.
What needs to be done to keep a captain qualified as a first officer? What is the legal difference between the two that requires two different qualifications?
And I understand that the union would want to protect captains from being demoted on flights, which is why the airline and the union would need to negotiate on this program. However, you still have an absolute shortage of qualified captains and this can be a way to address it. Why not at least try?
It sounds like they need to figure out how to merge the two lists to give junior captains some time not fully on call. Maybe allow senior first officers to be standby captains one week out of the month to ease them into the role.
Or just increase pay. Supply and demand.
The senior first officers are noting QoL issues as the major reason they are not choosing to be junior captains. If a 40% increase in salary isn’t enough to get people to make the jump, maybe the solution is to change the quality of life for junior captains.
It might also be cheaper for the airline to make the cutoff more flexible in a way that is acceptable to the pilots’ union.
That clearly didn’t work. A 40 percent increase is plenty, but it seems people don’t want their jobs to dictate their personal lives. Which is fair, I guess.
They need to change the expectations tha t come with the junior captain’s seat. Or force senior captains to be a bit more lenient, too.
The alternative is having no captains anymore, soon.
Obviously a 40% increase was not plenty, or this wouldn’t be a problem. For example, I wouldn’t take a 40% pay increase to be constantly on call. A 200% increase, yes I would do that. So there is a number for me, I’m just not sure exactly what it is.
There will always be people who refuse at any price, but you don’t need to convince everyone. You just need enough captains to keep scheduled flights from being cancelled. There’s a number that gets you there, and the only thin we know for sure is that it’s more than 40%.
Fwiw I’m not disagreeing with your first point. Reducing the demand on captains could also help.
If we’re going to live in a supply and demand economy that works it needs to apply to both labor and goods. I’m all here for this.
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It is a regulated position, but it sounds like the issue is that United can’t get first officer pilots who are otherwise qualified to be captain to get that certification.
I doubt there is a rule stating that a qualified captain can’t fly as a first officer.
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And the answer to your first paragraph is to give them the good schedule of first officer for three weeks of the month and the bad schedule of captain for one week. Pilots may be willing to tolerate a crappy schedule for part of their month instead of the whole month.
And the qualifications of being a captain flow from the experience of being a first officer on an aircraft. In order to be a captain on a flight, you need to qualify to be a first officer. So, it isn’t like United has to pay for maintaining two separate certifications, just the more onerous one. And you make the dual flight role optional. You let pilots decide if they want to fly in a captain role at captain pay all the time or if they are willing to sacrifice pay for seniority on a schedule for a majority of the month. Let the union vote on it as an option.
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What needs to be done to keep a captain qualified as a first officer? What is the legal difference between the two that requires two different qualifications?
And I understand that the union would want to protect captains from being demoted on flights, which is why the airline and the union would need to negotiate on this program. However, you still have an absolute shortage of qualified captains and this can be a way to address it. Why not at least try?