Should pilots get operational-type profit-sharing?

[ReverseSensing]

I think pilots should be paid a handsome wage with decent work rules.

The kind of metrics that drive operational-type profit-sharing: baggage, on-time, customer satisfaction, etc. are more appropriate to customer/gate service agents, rampers, flight attendants, etc.

Mechanics and pilots should do their job based on their professional standards and judgement. If we perform to these accepted standards, all the other metrics should be irrelevant to us.

The only concern pilots should have about profitibility is how it effects us as stockholders and at the negotiating table.

Compensate me well, hold be to high standards of professionalism, and keep your profit-sharing. Just my $.02.

 

[Capi_Cafre']

I think pilots should be paid a handsome wage with decent work rules.

The kind of metrics that drive operational-type profit-sharing: baggage, on-time, customer satisfaction, etc. are more appropriate to customer/gate service agents, rampers, flight attendants, etc.

Mechanics and pilots should do their job based on their professional standards and judgement. If we perform to these accepted standards, all the other metrics should be irrelevant to us.

The only concern pilots should have about profitibility is how it effects us as stockholders and at the negotiating table.

Compensate me well, hold be to high standards of professionalism, and keep your profit-sharing. Just my $.02.

Agreed. The "here's a piece of cheese" model works fine to motivate certain employees to give a rip, but that obviously doesn't apply to pilots for whom doing half-a$$ed work simply isn't an option.

That said, I don't think I'm going too far out on a limb when I say that the pilots at any airline are the glue that holds the whole thing together. One of the reasons that incredibly weak upper management survives and thrives in this industry is the fact that every day, in a thousand ways big and small, we're out there putting things right when they start to go off track. When we put on what were referred to in another thread as our "100.00% hats," things start to unravel fairly quickly.

I don't care to be insulted with "incentives" for on-time performance and the like. If the company reaches a certain threshold of profitablity I want a share of the pie commensurate with my contributions to its success. That doesn't change my feelings that my up-front compensation needs to a reflection of the fact that I bring my "A" game each and every day in the conduct of my own duties, not to mention all of the extras I kick in "for free."

Pay up, sucka......