The Amazing Kreskin

[ultrarunner]

I don't care about your question.

we ARE the frac industry. When we move so will all the others.

Now go away and bother people on the majors board. Where you are rooting against the NWA mechanics.

OK, so, who are you wanted to be compared with, or benchmarked against, for your compenstation package?

And, NO, I wasn't rooting against the NWA wrenches...they gambled and lost. I called it like it was. No one cared (except them), they walked, they got replaced. That pretty much sums that up.

And I am sure you're smart enough to realize it can happen to you.

 

[gunfyter]

If it happens it happens.

 

[ultrarunner]

Supply and demand, and expectations.

"...Do ya feel lucky..."


Good luck

 

[gunfyter]

No. Not lucky.

I feel confidant and prepared. and that I am am fighting for what is right.

 

[steel]

Any compenstation specialist/salary benchmark company would look at all the Fracs to determine the salary that is supported by that industry.

It's unreasonable to think that a frac postion should be benchmarked against a non frac company.

You benchmark against your own industry. That's the whole point of it.

So, back to my original question:

How do the salaries at NJ benchmark against the Frac industry?

Please don't take this the wrong way? But...what is a compenstation specialist?

And as to your question, which NJ company were you wondering about? EJM, NJI (soon to be NJA), or NJA?

 

[ultrarunner]

Please don't take this the wrong way? But...what is a compenstation specialist?

Opps..typing too fast....."compensation specialist" All big company's have them. It's typically part of the HR dept. The do the benchmarking. Typically using larger company's to gather the data.

[/QUOTE]
And as to your question, which NJ company were you wondering about? EJM, NJI (soon to be NJA), or NJA?

NJA

 

[steel]

Opps..typing too fast....."compensation specialist" All big company's have them. It's typically part of the HR dept. The do the benchmarking. Typically using larger company's to gather the data.

And as to your question, which NJ company were you wondering about? EJM, NJI (soon to be NJA), or NJA?

NJA[/QUOTE]





Thanks, I should have known that.



As to where the benchmark should be set, I think it is hard to do initially, which is what we are doing. This is going to be the benchmark when we get this done. That’s why we are being watched closely by all of the other frac companies, including the other companies within the NJ umbrella. I like to counter you by asking how you benchmark a salary system on something that hasn’t been in place very long. We encounter increased workload, increased RONs, etc, as compared to the corporate industry. Conversely, we use airline type reserve schedules and airline type rest rules. Bottom line, this is a new industry. This is going to be the benchmark when this is complete. Moisture and shamtulli know this, and they don’t want to be the losers. Their egos could shut this place down. I just hope their egos and union busting firms are set aside soon, so our customers will enjoy the upcoming holiday season.

 

[ultrarunner]

As to where the benchmark should be set, I think it is hard to do initially, which is what we are doing. This is going to be the benchmark when we get this done.

Ok, I can buy that. To set the standard is a lofty goal. I am just looking at it from the standpoint of 'hard data'. That's what a benchmark survey is.

You can throw out all kinds of numbers, and hope for the best, but you have to have the data to back it up.

In some parts of your company, you're leading the pack. For example, a 12 year NJ BBJ CPT is banking about 17 grand a month...their counter part at American Airlines is getting only 10K a month. WOW. FO are 7700 and 6900, NJ to AA respectively.

Now, that's only a single example. The 73 is tougher, as you are limited in the types of company's that you can benchmark against, as it's typically limited to airlines.

An interesting assingment to be sure. I am just curious as to the type of data and benchmark compensation data the NJ pilot group is using to support it's salary demands.

Everyone typically gets hung up on aircraft type...where in many cases, INDUSTRY type would be a better comparision.

 

[WGFP48]

A formula has been devised by the E Board and IBT for strike pay. How livable is life on strike pay? Well, for many it would provide a pay raise over what they make now by working. The time limit is unlimited for strike pay as well

Well lets do a little hypothetical math here and see??
A liveable wage thats more than they make now...lets just assume $3000 per month and with 2000 pilots thats $6 Mil per month...the union is not in a position to pay this kind of money to keep the pilots "walking the line" . You need to be telling the membership how much money they will be getting...so they can make the "right decision" of whether they will cross or walk.....it took ALPA 6 months at Eastern to realize that they did the wrong thing and tell its members to go back to work...no way the IBT can last 6 weeks on strike....LET IT HAPPEN!!! Break this union now.

 

[gunfyter]

Go ahead, Make my day.