My thoughts

[GlorifiedCabbie]

NJASAP sounded like a good idea at the time. Keep all of the good parts and get rid of Teamsters National. There are enough pilots to make NJASAP self-sustaining. The other fractionals, even when combined, don't have enough members to make their own union feasible.

 

[rigger]

Hey wait, I used to be a Teamster, but my company went out of business

Me to........

but WE SHOWED THEM HUH Yip!!!!!!!

 

[GlorifiedCabbie]

I don't know why you keep revisiting the notion the teamsters are out to put this company under. All the pilots are asking for is a share of the pie. When times were lean, we were led to believe that if we hung in there, we would be rewarded later. There isn't much time left till retirement or possibly loosing one medical. If we all work together I'm sure there can be a positive outcome for all.

 

[AeroBoy]

Rigger, CitationAir is going out of business due to poor management and lack of willingness at Textron to invest more money into the company (not helping was a likely non-compete clause with NetJets in order to sell them $2.3 billion worth of Citation Latitudes and Longitudes, too). Just like the shutdown, the pilot union was the result of management's repeated poor decisions. The union didn't write and sign the loss-making contracts with customers or let operations become inefficient -- management did that all on their own.

 

[GlorifiedCabbie]

What? they couldn't balance the books on the backs of the pilots?

 

[UncleKenn]

Next came an interview with a team of Senior Flight Officers (a jury of their peers, so to speak) as well as the candidate’s immediate supervisor and one member of upper management. First and foremost, the team looked for indications of whether the applicant understood the open and trusting environment we were trying to create: Would the applicant try to perpetuate that environment and was the applicant open and honest? As you may imagine, these reviews were not brief. You don’t assess honesty and openness quickly, Reviews usually included sensitive question, as this was the only way to determine whether the applicant was determined to be guarded in his approach or was truly going to be open. We also wanted to ascertain whether the applicant felt open and trusting enough to criticize the organization. An ability to do so and to “name manes” in the process was seen as an indication of an ability to trust.

Our employees understood that Senior Flight Officer was an exclusive ranking. Since it was difficult to pass the test the first time around, repeat applications were another indication that an employee was serious about being committed-and that we were, in fact, building trust. It became clear that some employees would never become senior Flight Officers. These cases, while disappointing to everyone, also built trust. Over time, false hope becomes its own form of mistrust. Bu letting people know exactly where they stood; we elevated the fair-ness and justice of the system. It is very disheartening to spend years thinking you are working toward a goal only to learn at the last minute it isn’t to be. Not every employee is destined to be a life-lone committed employee. Other employees will be watching, imagining themselves in the shoes of both accepted and rejected applicants. If they see you being fair even with those you must reject, you have gone a long way toward creating trust and commitment among those you wish to retain

 

[GlorifiedCabbie]

Sounds like just another attempt to divide the pilot group.

 

[OHGOON]

Rigger, CitationAir is going out of business due to poor management and lack of willingness at Textron to invest more money into the company (not helping was a likely non-compete clause with NetJets in order to sell them $2.3 billion worth of Citation Latitudes and Longitudes, too). Just like the shutdown, the pilot union was the result of management's repeated poor decisions. The union didn't write and sign the loss-making contracts with customers or let operations become inefficient -- management did that all on their own.

Rigger doesn't want to hear it, no sense in trying to educate him with facts. To him, the threat will always be his fellow pilot trying to better himself.

Lost cause.

 

[OHGOON]

Next came an interview with a team of Senior Flight Officers (a jury of their peers, so to speak) as well as the candidate?s immediate supervisor and one member of upper management. First and foremost, the team looked for indications of whether the applicant understood the open and trusting environment we were trying to create: Would the applicant try to perpetuate that environment and was the applicant open and honest? As you may imagine, these reviews were not brief. You don?t assess honesty and openness quickly, Reviews usually included sensitive question, as this was the only way to determine whether the applicant was determined to be guarded in his approach or was truly going to be open. We also wanted to ascertain whether the applicant felt open and trusting enough to criticize the organization. An ability to do so and to ?name manes? in the process was seen as an indication of an ability to trust.

Our employees understood that Senior Flight Officer was an exclusive ranking. Since it was difficult to pass the test the first time around, repeat applications were another indication that an employee was serious about being committed-and that we were, in fact, building trust. It became clear that some employees would never become senior Flight Officers. These cases, while disappointing to everyone, also built trust. Over time, false hope becomes its own form of mistrust. Bu letting people know exactly where they stood; we elevated the fair-ness and justice of the system. It is very disheartening to spend years thinking you are working toward a goal only to learn at the last minute it isn?t to be. Not every employee is destined to be a life-lone committed employee. Other employees will be watching, imagining themselves in the shoes of both accepted and rejected applicants. If they see you being fair even with those you must reject, you have gone a long way toward creating trust and commitment among those you wish to retain

You forgot to include that relaxing the throat exercises are highly recommended for successful candidates. Once selected does one get issued an official set of kneepads?

 

[GlorifiedCabbie]

"Other employees will be watching, imagining themselves in the shoes of both accepted and rejected applicants." Isn't Flex getting new shoes too? Burgundy or was that too blatant?

 

[KiddDynomite]

You forgot to include that relaxing the throat exercises are highly recommended for successful candidates. Once selected does one get issued an official set of kneepads?

No, you bring your own knee pads and if selected you will be reimbursed after filing an expense report!

 

[ThePilotsFriend]

Flexjet pilots under your few page work agreement, still believe that they can't / haven't / will not change anything?

1) Confirmed, Deanna White is gone replaced with Mike Silvestro as the CEO.
a. All of the management that you have known and trusted are out. Did they not try to sale the fact that your management would remain intact to make you feel safe? Sorry for the inconvenience but we changed our mind about that.

2) Already junior Flight Options pilots are operating your biggest aircraft ahead of you with seniority protected above and beyond yours.

3) Your do not disturb or call agreement GONE.

4) Junior Flight Options pilots headed your way with the promise of Ken Ricci that they will be in the Lear for just six months and will be transitioned into the G as PIC ahead of all FlexPilots. Dedicated Flight Option crews with seniority protected above and beyond yours.

5) EMB-300 now to be marketed with the Flex store front painted in the new OneSky colors operated solely with Flight Options crews and aircraft will remain on Options certificate.

6) The entire company headquarters will be located in the Flight Options facility in Cleveland this is a fact just you wait and see. The only facility that will remain in TX will be possibly a MX base. Im sorry didn't they also lead you to believe that things would remain in TX? Sorry about your luck.

I can keep going but this is plenty for now and for all you non believers please don't take my word for it call Mike Silvestro and ask him, after all he is your new CEO.

Wake Up Flexjet Pilots.

You wander why I left? it was a question of ethics

 

[ThePilotsFriend]

http://youtu.be/jop2I5u2F3U

 

[GlorifiedCabbie]

Flexjet pilots under your few page work agreement, still believe that they can't / haven't / will not change

4) Junior Flight Options pilots headed your way with the promise of Ken Ricci that they will be in the Lear for just six months and will be transitioned into the G as PIC ahead of all FlexPilots. Dedicated Flight Option crews with seniority protected above and beyond yours.


Yesterday was the day the 4 were scheduled to start. Congratulations to JW,TW,SM and GY.

 

[Golden Falcon]

Uncle Kenn belongs in a rubber room, not a cockpit

 

[GlorifiedCabbie]

4) Junior Flight Options pilots headed your way with the promise of Ken Ricci that they will be in the Lear for just six months and will be transitioned into the G as PIC ahead of all FlexPilots. Dedicated Flight Option crews with seniority protected above and beyond yours.

Sounds like the start of a B scale. They upgrade into the new equipment at the FO payscale. Thats a pretty big hit for the guys at the top of the FLEX seniority list, but then again, Uncle always wanted to return to a merit based system.

 

[Bill_Lumbergh]

4) Junior Flight Options pilots headed your way with the promise of Ken Ricci that they will be in the Lear for just six months and will be transitioned into the G as PIC ahead of all FlexPilots. Dedicated Flight Option crews with seniority protected above and beyond yours.

Sounds like the start of a B scale. They upgrade into the new equipment at the FO payscale. Thats a pretty big hit for the guys at the top of the FLEX seniority list, but then again, Uncle always wanted to return to a merit based system.

A fifth stripe will look just fabulous with that purple tie!

 

[doh]

4) Junior Flight Options pilots headed your way with the promise of Ken Ricci that they will be in the Lear for just six months and will be transitioned into the G as PIC ahead of all FlexPilots. Dedicated Flight Option crews with seniority protected above and beyond yours.

Sounds like the start of a B scale. They upgrade into the new equipment at the FO payscale. Thats a pretty big hit for the guys at the top of the FLEX seniority list, but then again, Uncle always wanted to return to a merit based system.

The G positions are interview for your job (again), dedicated crew positions. They pay a basic salary, which you can increase through an undefined bonus system. Be advised, you will lose vacation and days off. Vacation is two (2) weeks and your days off depend on utilization. There will be five pilots per airplane. One "manager", one "assistant manager", and three "captains". If you believe the "manager" is going to fly more than just to stay current, I would like to sell you some land at 60N30W...the three "captains" will be flying 20+ days a month and the bonus they earn will be split by the two "managers". No Thanks.

 

[luckydog]

Dedicated crews are another great idea thought up by those that don't fly for those that do.

When the idea fails, again, because it's a just a bad plan or no credible crews volunteer, they'll think up some new great plan and we'll all just watch and wonder "what were they thinking?".

 

[Praetorian]

Is it true one of your pilots was almost fired for critisizing the new uniform? What's the story on this?