sharktooth
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You are being snarky, right?
Flight Cuts
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BuffaloJoe
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Mesa happens to file Bankruptcy, can US opt out?
Um, im not sure I understand what you mean?
Didn't US HIRE a bunch of shift managers recently (last year or so) at most stations. Wasn't that cited as one of the "fixes" for short-handedness at ATOs systemwide? More oversight in the operation, or something like that?
IMO, there is a lot of dead wood out there. A lot of folks in the Sand Castle run from meeting to meeting and conference call to conference call in harried fashion, but never seem to get much done. Same thing happened in CCY, and happens all over corporate America, so that really isn't a Castle-specific criticism. Slow down a little, quit trying to "look busy" and accomplish something instead of trying to out-gun the next guy on how many meetings you can put on your weekly list of what you did that you have to turn into your manager on Friday.
All of that said, and this won't be popular, there is a lot of dead wood on the front line. That should be pruned too, but it's protected by union contracts, seniority and the like. Too bad job cuts in those ranks can't be done based on job performance like it is done in management ranks.
I know that I survived several rounds of job cuts in my old department, and for years I was the most junior person there. That's because I busted my butt and did a better job taking care of my customers and had higher productivity than people who were senior to me. We were on the management pay scale (albeit at the bottom making peanuts). Job cuts were based on quantitative and qualitative performance and were permanent with no recall rights whatsoever.
Throw seniority out the window and put that in place in airports, maintenance, inflight, res and flight and see how that shakes things up!
IMO, there is a lot of dead wood out there. A lot of folks in the Sand Castle run from meeting to meeting and conference call to conference call in harried fashion, but never seem to get much done. Same thing happened in CCY, and happens all over corporate America, so that really isn't a Castle-specific criticism. Slow down a little, quit trying to "look busy" and accomplish something instead of trying to out-gun the next guy on how many meetings you can put on your weekly list of what you did that you have to turn into your manager on Friday.
All of that said, and this won't be popular, there is a lot of dead wood on the front line. That should be pruned too, but it's protected by union contracts, seniority and the like. Too bad job cuts in those ranks can't be done based on job performance like it is done in management ranks.
I know that I survived several rounds of job cuts in my old department, and for years I was the most junior person there. That's because I busted my butt and did a better job taking care of my customers and had higher productivity than people who were senior to me. We were on the management pay scale (albeit at the bottom making peanuts). Job cuts were based on quantitative and qualitative performance and were permanent with no recall rights whatsoever.
Throw seniority out the window and put that in place in airports, maintenance, inflight, res and flight and see how that shakes things up!
nycbusdriver
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Glucose Intolerant
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Man, there is so much inexperience and ignorance throughout the system it's amazing.
Your right, we need to get rid of these people. But first we need to get rid of the routes that aren't working. If we can't make money.....ADIOS. If we can BIENVENIDOS then add another one.
Now you suggested that we should get rid of DOH seniority, abandon collective bargaining agreements across the board, abandon work rules and anything else that refers to the dreaded "S" (seniority) word and go on a merit based system.
Abandon employee experience, their jobs, (this is no longer a career because we TEMPE has said so), then we can hire some more new hires that don't know anything about an airline much less how to spell it. An airline to them is: "that's how they got to CUN on Spring break. :unsure: "My sorority/fraternity wanted to drive but GAS was way too expensive" :blink:
Yeah, that's who I want to filling the voids from all the "dead wood" that you feel needs to be eliminated.
That doesn't work. What an example? Look no further than TEMPE and their "doctrine of cheap". A giant group of micro managed unexperienced labor with an astronomical turnover rate.
Yeah what the heck, lets do away with all the CBA 's and fire all the labor groups that doesn't "goose step" to the policies and procedure DuJour as dictated from TEMPE. Then we replace them all with under paid inexperienced new hires that we "can control" (another word for micro manage) until we have to replace them in five weeks when they finally wise up and quit.
You know what WILL fix things? When people start holding the Management (don't have any LEADERSHIP) responsible for this train wreck THEY CREATED. Make them responsible for THEIR actions and quit trying to blame every other EMPLOYEE group and somehow insinuate that SENIORITY and UNIONS has something to do with it. Then ACTUALLY change or evolve the business model. Visionaries and Leadership can do that.
Management can't....and they keep proving it.
This is the same old BS "Divide and conquer" taken right out of Jerry Glass's playbook. When we are all unemployed in Sixteen MONTHS due to the abysmal management decisions that keep emanating from the "Wunderkind", you know from the typical textbook stuff: GREED - ARROGANCE - IGNORANCE.
We can all sit back and have that warm fuzzy feeling knowing it was all due to UNION CONTRACTS and OIL PRICES.
Or was it?
We will stick with that reason - thanks "for busting your butt and doing a better job than people senior to you". :blink:
Travelpro72
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And another fantastic post yet again from Glucose. WHO the hell ARE you. I thinks we's LUVS ya. 
Is there a way to oust the management we have?
Is there a way to oust the management we have?I knew I'd get flamed by some for what I said about merit and job performance being the criteria for job cuts if the route cuts being discussed in this thread cause those to occur.
To clarify my point since some people seem to automatically think that I'm implying that we keep all the junior (and allegedly automatically ineffective) people and get rid of all the highly paid senior people, that's not what I'm suggesting.
What I'm saying is that - regardless of where one falls on the seniority tree - one's job performance should be the basis for whether one gets to keep ones job if route cuts end up causing layoffs. If #1 in seniority does a good job, fine. He or she should stay. But if #1 is slack or doesn't do a good job, he or she shouldn't get to keep his job solely on the basis that he or she has the most seniority. That should be applicable regardless if one is management or labor, IMO.
Let the flaming continue, or you may simply ignore me. Matters not.
To clarify my point since some people seem to automatically think that I'm implying that we keep all the junior (and allegedly automatically ineffective) people and get rid of all the highly paid senior people, that's not what I'm suggesting.
What I'm saying is that - regardless of where one falls on the seniority tree - one's job performance should be the basis for whether one gets to keep ones job if route cuts end up causing layoffs. If #1 in seniority does a good job, fine. He or she should stay. But if #1 is slack or doesn't do a good job, he or she shouldn't get to keep his job solely on the basis that he or she has the most seniority. That should be applicable regardless if one is management or labor, IMO.
Let the flaming continue, or you may simply ignore me. Matters not.
aredeeyou22
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Oh, please. Gimme a break. LOL. Then we'll have to watch all the kiss ups and goodie goodies pathetically sucking up to the people who make the decisions. They'll be narking on each other, lol, setting each other up, and the flight attendant of the year/month will *STILL* be someone who steals or who is a cleptomaniac (as in years/months past... :mf_boff: )
The remedy is to have accountability for the FA's and other groups. Make sure they are in uniform compliance, doing their job, or they simply go home. I couldnt care less if we have mgmt types riding the flights and critiquing us; I do my job and do it well.
Give it a rest; your "merit" plan ain't gonna happen...
nycbusdriver
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If the merit plan really worked, Tempe would be just another Arizona ghost town.
WHO/WHOM decides
Now that’s the kicker
This was tried and tested at American West with the Passenger Service Agents which resulted in failure
We're describing the exact same thing, just in different words.
I will take your advice, however, and give it a rest.
nycbusdriver
Veteran
That's okay, because a lot less people can afford to see Mickey this year even if airfares didn't go up. Mom and Dad have to run the family cars around and that is sucking up any Mickey money that might have been available anyway. When finances get tough, first thing to go is the vacation by air. Second thing to go is airlines that depend too heavily on discretionary leisure passengers. (Who could that be?)
