If there was ever any doubt about the need for pilots, or the need to try and retain pilots, those doubts have been squarely put to rest.
In August, Piedmont, PSA, and Envoy, all of whom fly under the American Airlines banner, announced significant retention bonuses. All captains are to receive $30,000 immediately, first officers will receive $30,000 when they upgrade, all pilots who stick around for the flow to American will receive $70,000, and there will also be $50,000 biannual bonuses available, with the details to be announced.
This is a blatant admission that the pipeline of pilots is drying up. It might also be an admission of sorts by American Airlines that pilots are not sticking around to get the promised flow to the American mainline. While I don’t have the details about how this program will work, or what the catches are, this indicates that the adage that “money talks” is going to be put to a test.
For example, how long will an upgrading FO have to stay to receive and keep the $30,000 bonus? What if that FO decides to bid back to the right seat for personal reasons? What is the structure of the biannual bonus? And, perhaps most important to so many of the pilots at the three airlines: how long do they have to realistically wait to get a shot at American? If the wait is too long, the problem is not going to be solved, as those pilots who are experienced and marketable will apply to Delta, United, Southwest, et al. If I am in management at American Airlines Group, I would be trying to figure out what to say to get them to stay.
It remains to be seen whether Delta and/or United will feel compelled to do something similar. Make no mistake that while the pilots in question are flying RJs, these bonuses are approved and maybe even initiated by management, since they pay the bills. It is clear that they see a shortage on the horizon.
I recently had a pilot from American on one of my flights, and while this wasn’t yet public knowledge, the overall…