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Initiatives launched to retain and increase RCAF personnel experience levels

Yeah a good friend of mine was medically released from the CAF for UoS. He received his notice just after he returned from a combat sortie in Iraq. Talk about a backwards system....
 
lenaitch said:
Apologies perhaps for taking this thread on a bit of a tangent, but a friend of ours through our daughter has been fighting release due a medical condition. During that time, courses, promotion and posting were all on hold as he worked through the various appeal avenues. Last summer he was told all is good - they are re-drafting the 'universality' guidelines. He got his courses, a promotion and a cross-country posting. Sold his house and had the confidence to start a family. Two days ago, he received his notice of release.

He is otherwise extremely fit, well educated and dedicated (well, perhaps not now) and, in my opinion, an asset to the CAF.

I'm not going to pass judgement on whether the medical condition does or doesn't justify release, but perhaps if the CAF didn't jerk its people around it might get a better reputation as an employer.

End rant.
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That sucks. I know someone in the exact opposite position he works two half days a week with no real hope of getting better and they won't release him. It seems like the medical system will always give you the opposite of what makes sense.
 
cavalryman said:
Same goes for WestJet these days. Ask me how I know. Better yet, don't. I'd rather not relive recent WestJet service
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The sad part is that both AC and WJ have better service than the US airlines.
 
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dapaterson said:
Or cut pay to commercial levels for those under 1500 hours.
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Pilots already are paid less than GSOs for their first six years of service. It shows in the recruiting numbers. So, double-down and further reduce their pay and/or extend the duration that they make less than GSOs? How about lock them in for a decade of service making less than GSOs? That should work to improve things, right?

The CAF is an HR disaster that is so far in the trailing edge of HR/employed best practices that it would almost be laughable if it were so pathetic.

When the CAF’s best and brightest are considering financially punitive and more temporally constrained employment to solve recruiting and retention issues that haven’t been resolved by any other ‘good ideas’ for…many decades…you know things won’t end well for the institution.
 
Good2Golf said:
Pilots already are paid less than GSOs for their first six years of service. It shows in the recruiting numbers. So, double-down and further reduce their pay and/or extend the duration that they make less than GSOs?

The CAF is an HR disaster that is so far in the trailing edge of HR/employed best practices that it would almost be laughable if it were so pathetic.

When the CAF’s best and brightest are considering financially punitive and more temporally constrained employment to solve recruiting and retention issues that haven’t been resolved by any other ‘good ideas’ for…many decades…you know things won’t end well for the institution.
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Pilot recruiting is down as a deliberate choice - the BTL backlog is sufficient to keep the training pipeline full for 5-6 years. No need to bring in more pilots awaiting training.

AC doesn't hire with fewer than 2000 hours fixed wing. So the CAF should structure MSE Op - Air pay in consequence. And, perhaps, break pay down by fleet / qualification, and not "King Air dudes get the same as fighter pilots".
 
dapaterson said:
Pilot recruiting is down as a deliberate choice - the BTL backlog is sufficient to keep the training pipeline full for 5-6 years. No need to bring in more pilots awaiting training.
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Excellent, good thing the HR gurus, such as there are any in the CAF, think that a personnel demographic distribution flatline/bathtub is a good method to average short-term underdevelopment into a future longer-term distributed human capacity deficiency…

dapaterson said:
AC doesn't hire with fewer than 2000 hours fixed wing. So the CAF should structure MSE Op - Air pay in consequence. And, perhaps, break pay down by fleet / qualification, and not "King Air dudes get the same as fighter pilots".
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Your numbers are out of date, many have been taken in at 1500, but no matter, just drop the pay further, and add more categories of even lower pay, but make it random pay lotto as to what they will contractually be paid because that is a good HR principle (sign on the line for a contractually binding period of employment, but we won’t tell you your pay until 5-6 years from now, pending which aircraft we select you to operate). I see your basis of logic as to why the CAF should perhaps only pay Capt pilots the same as Pte(T) and Cpl MSE Ops.
 
Good2Golf said:
Your numbers are out of date, many have been taken in at 1500, but no matter, just drop the pay further, and add more categories of even lower pay, but make it random pay lotto as to what they will contractually be paid because that is a good HR principle (sign on the line for a contractually binding period of employment, but we won’t tell you your pay until 5-6 years from now, pending which aircraft we select you to operate). I see your basis of logic as to why the CAF should perhaps only pay Capt pilots the same as Pte(T) and Cpl MSE Ops.
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AC mainline claims 2000 hours (on their site today); perhaps AC Express is hiring at 1500?


There are options to provide differing allowances or other tools to retain talent in required areas. But compensation is finite. Paying the same amounts to low demand skillsets as to high demand skillsets is a waste of money. Pilot pay should be backend loaded to retain those at risk of leaving, after the significant costs associated with training.
 
dapaterson said:
AC mainline claims 2000 hours (on their site today); perhaps AC Express is hiring at 1500?

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Must be an internal thing.

dapaterson said:
There are options to provide differing allowances or other tools to retain talent in required areas. But compensation is finite. Paying the same amounts to low demand skillsets as to high demand skillsets is a waste of money. Pilot pay should be backend loaded to retain those at risk of leaving, after the significant costs associated with training.
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…as opposed to frontend load pay for general service folks (I believe you would use the term ‘low demand skill sets’) because they….umm…don’t get more skilled as they gain service makes sense to the system. Can hardly wait for MOs, DOs and lawyers also being paid less
In their earlier years. Tracking now how things make sense in CMP.
1726527726352.gif
 
Good2Golf said:
Must be an internal thing.


…as opposed to frontend load pay for general service folks (I believe you would use the term ‘low demand skill sets’) because they….umm…don’t get more skilled as they gain service makes sense to the system. Can hardly wait for MOs, DOs and lawyers also being paid less
In their earlier years. Tracking now how things make sense in CMP.
View attachment 88021
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I have never claimed CAF compensation is properly aligned with a proper incentive structure. This is a discussion on RCAF.
 
dapaterson said:
I have never claimed CAF compensation is properly aligned with a proper incentive structure. This is a discussion on RCAF.
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Which is an element of the CAF and should follow CAF HR D&G, right? Or did CMP just give up and let elements just do what they want?
 
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