With regards to some of the questions I have seen pop up on this thread, I offer the following answers, (sorry for the long-winded Email):
Curious if anyone knows if they carry a training bond?
Yes, we do have Performance Agreements (bond) in place for our pilots when AirSprint covers the costs of an initial Type Rating. The CJ series aircraft is a 2 year Pro-Rated $36,000 Performance Agreement and the Legacy 450 is 2 year Pro-Rated $45,000 Performance Agreement. There is no out of pocket expense, loan, or anything of that sorts required. We have the pilot sign a Performance Agreement contract that states if they leave within the two year period stated in the agreement, they are required to pay out the remaining amount. Compared to the actual training costs associated with the courses the Performance Agreement is below the actual cost to AirSprint.
We only require Performance Agreements for initial type ratings, nothing on recurrent courses. The CJ2+ and CJ3+ are a grouped type rating with only a differences course required, therefore there is only one performance agreement for the initial CJ type rating.
How fast would citation captains move over to the legacy given the current flight and planes on order and would those citation captains have to sit right seat first?
We generally hire for CJ Positions and transfer from within to the Legacy. That said, we do expect times when direct entry spot will be available on the Legacy. The Legacy being the new aircraft is currently still being crewed primarily by those pilots formally on the Citation Excel/XLS, although we do have a number of CJ pilots who have also made the transition to the Legacy.
Our internal policy is that an employee with less than 5 years seniority at AirSprint is eligible for transfer from one aircraft type to the another after 4 years on their current aircraft type unless AirSprint has a need to transfer you. Those with 5 years or more of seniority are expected to have been on their current aircraft type for a minimum of 2 years before eligible for transfer unless AirSprint has a requirement. . Transfers to a different aircraft type are based on seniority, an open position, and pilot performance.
We follow these guidelines with the best intentions of being financially responsible while also providing opportunities for our hardworking pilots. Transfers outside of the stated time frames can, have, and will be made from time to time as the company requires, at the discretion of management.
Generally, those who hold a Captain position on the CJ series would transfer across to a Captain position on the Legacy, unless they desired to move for a First Officer position.
Pretty low wages for being tied to YYC.
Our current pay scale is as stated in the Pilot Career Guide and we regularly monitor the industry trends and make adjustments.
I noticed that they remade their nice brochure but kept the old pay scale (which doesn't include the $5000/yr hit you take until you have time on type)
For direct entry jet Captains with no or little jet experience, we do require a 10% pay reduction on the pilot’s salary until 500 hours total jet time, or 250 hours jet PIC are acquired. Once the required time is met the 10% reduction is immediately removed.
For direct entry jet First Officers, we look to see if the pilot meets our internal requirements for what would have been a PC12 (turboprop) Captain. This would be about 2000 hours total time with some turbine and PIC time associated. If the candidate meets this requirement there is NO 10% pay reduction. Based on our minimum requirements and hiring practices it is rare that a First Officer is affected by the 10% pay reduction.
Since AirSprint’s desire is to upgrade internally for our jet Captain positions this 10% pay reduction does not usually come in to play. However, when hiring external Captains that come from a strictly turboprop background, the 10% pay reduction would be in place.
On average over the last year our pilots have flown about 500 hours, so any new Captains usually reach the 250 PIC hours within the first 8-10 months.
Schedule isn't really that great either, with lots of reserve days.
AirSprint uses a Preferential Bidding System (PBS) to build our schedule. The PBS is non-seniority based system where every pilot has equal opportunity to bid and get the schedule they request. The global satisfaction for the system seems to maintain a consistent 90% average score. So about 90% of the time pilots are getting what they ask for.
The bid takes place in a 28 day block in which you are on reserve for 18 days, and off for 10 days. The pilot bids for what days off they would like off by awarding a score (or weight) to that day or stretch of days. This way the system can tell what days are the most important, and what days are less important when awarding your schedule.
Some of the basic rules to the PBS are as follows:
1. A minimum of 5 consecutive days on reserve at a time.
2. A maximum of 8 consecutive days on reserve at a time.
a. You can press a button that will allow a max of 13 days on reserve to be assigned if
desired. Some pilots do this to front or back load the schedule with as many days off in
a row as they can.
3. A minimum of 3 consecutive days off at a time
Looking back over the last 365 days, the average days worked per month is 14 days. A work day is considered to be a Flying Day, Layover Day, Positioning Day, or a Training Day.
I'd say it's more of a stepping stone to airlines or corporate flying.. otherwise they wouldn't have a bond to force people to stay.
Over my 10 years with the company I have seen AirSprint grow in leaps and bounds and always in a forward positive direction. Improvements are being made all the time and the pilots have my dedication and promise to always grow and get better.
Are we a career company for everyone? Not necessarily for everyone, but we do have a good number of pilots that have now surpassed 10 years with the company and some at 15 years. We would certainly love for everyone to stay for a career, but we understand some want to move on to the airlines or pursue other opportunities in aviation. AirSprint is happy to help our pilots achieve their goals in the aviation industry. I am no stranger to writing reference letters, making phone calls, and helping our pilots get to where they want to be.
We simply ask that our pilots work hard in a safe, positive operation, with our Company Values* at heart. I think we have a pretty good operation at AirSprint with a fleet of excellent aircraft and excellent crews. From an operational view, I couldn’t ask for a better group of people to help us achieve our goals and I am proud to be a part of this organization. I am truly just a pilot at heard that loves to fly.
*Safety, Service, People, Integrity, Humility, Community.
If anyone has any questions please feel free to get in touch through this thread or via Email (email@example.com). We will continue to pride ourselves in maintaining transparency and openness.
Cheers! And fly safe everyone,
Director, Flight Operations