Mental Refreshment

[Bogey2]

I have very little sympathy for someone that has zero 121 dx experience that bypasses someone with 121 dx experience to a gig at major. Doing something outside of dx at a major doesn't fill the need to have experience. Period. As far as worrying about retirement, if that or a paycut it is the concern, then maybe they should stay at what their doing. I don't see any sympathy from those that play the bypass game to those working at a lesser place for dx experience.

There should be hard time requirements for dx, just like pilots. It would ensure those looking to move up have the experience to do the job for the level of compensation offered. It would also end majors hiring someone with zero experience simply because they have been there. A major is not nor should be a trianing ground for someone that has zero dx experience.

I suppose the other option would be to give all 121 dx the pay, schedules, work rules, etc. The majors have. No one with experience is getting shortchanged and what airline one dispatches at is more a choice of were one wants to live. But in a real world, how likely would this be to accomplish? Thus, if you want your dx experience to pay off, you have to pay your dx dues.

Sounds like a sense of entitlement. You make it sounds like someone owes you, or doesn't owe someone else a job just because someone may have 2 years at a regional or not.

The level of safety should be viewed through the same eyes. A new guy/girl at a regional or a major should be held to the same standard. It's up to the carrier and check dispatchers to determine if a zero experiences person continues in their job.

 

[MT]

It's a perfectly normal human emotion to be upset about this. Congrats to OP and yet another all internal class at huff daland dusters. However, I do understand and have shared the same frustrations that Delta Echo has.

Any regional dispatcher dreaming of getting to a major airline who sees a major airline all but refuse to hire externally opting instead to let rampers and other non operational personal give them revenue to attend dispatch school at half the cost and preferential hiring, is maddening.

Call it entitlement if you will, however the peons in the regionals getting crapped on by their major partners have indeed paid their dues and deserve a shot just like the internal candidates. United, Southwest, and American have all seen the value of bringing in experienced dispatchers as evidenced by their hiring recently. Mother widget on the other hand has hired damn near close to 95% internally over the past 2 years.

Yes, it's great to promote from within as internal hires bring their experience from various departments across the airline and it helps to have a former mechanic or customer service rep sitting next to you in the heat of battle.

On the flip side, when that dispatching thing gets a little difficult some days it's good to have a bunch of people around you who have experience, be it at the former official airline of Walt Disney World or Bob's airline. Same concept, just a change in the paint job on the side of the tube.

Moral of the story, balance between internal and external experience is good but Mr. Woolman doesn't agree.

I promise you that this will bite them the first time there are a majority of first time dispatchers on the floor (with little experience around to help) and a thunderstorm rolls through the crown jewel of Atlanta. It will be a chaotic diversion event of newsworthy proportions.

As far as Advice on getting hired by the pride of Monroe, Delta Echo; stop dispatching RJs and start throwing bags on 717s in ATL!

 

[No_Se]

lol, you guys are kids. Back in the day, ZERO major airlines hired off the street, it was all internal and usually 5 years+ with the company. When I was with Delta, it was 7 years with the company and usually those with supervisory experience.

 

[Delta Echo]

lol, you guys are kids. Back in the day, ZERO major airlines hired off the street, it was all internal and usually 5 years+ with the company. When I was with Delta, it was 7 years with the company and usually those with supervisory experience.

Yes, and then came the RJ revolution. Airlines turned over half or more of there domestic flying to regionals with far less pay and the lions share of the jobs. As airlines recovered there emerged the career destination and the places that most wouldn't consider a career place.

 

[Delta Echo]

It's a perfectly normal human emotion to be upset about this. Congrats to OP and yet another all internal class at huff daland dusters. However, I do understand and have shared the same frustrations that Delta Echo has.

Any regional dispatcher dreaming of getting to a major airline who sees a major airline all but refuse to hire externally opting instead to let rampers and other non operational personal give them revenue to attend dispatch school at half the cost and preferential hiring, is maddening.

Call it entitlement if you will, however the peons in the regionals getting crapped on by their major partners have indeed paid their dues and deserve a shot just like the internal candidates. United, Southwest, and American have all seen the value of bringing in experienced dispatchers as evidenced by their hiring recently. Mother widget on the other hand has hired damn near close to 95% internally over the past 2 years.

Yes, it's great to promote from within as internal hires bring their experience from various departments across the airline and it helps to have a former mechanic or customer service rep sitting next to you in the heat of battle.

On the flip side, when that dispatching thing gets a little difficult some days it's good to have a bunch of people around you who have experience, be it at the former official airline of Walt Disney World or Bob's airline. Same concept, just a change in the paint job on the side of the tube.

Moral of the story, balance between internal and external experience is good but Mr. Woolman doesn't agree.

I promise you that this will bite them the first time there are a majority of first time dispatchers on the floor (with little experience around to help) and a thunderstorm rolls through the crown jewel of Atlanta. It will be a chaotic diversion event of newsworthy proportions.

As far as Advice on getting hired by the pride of Monroe, Delta Echo; stop dispatching RJs and start throwing bags on 717s in ATL!

First, I've moved on beyond the RJ pasture but am not content. I do well $ wise, but not with the weak quality of life. As such I would like to move up and benefit in both arenas for the skills I provide and which many on this board do.

You are 100% correct on those putting in their time in dx deserving a fair shot at the top echelon.

Most of your other points have merit too. However, if a major wants experience in dx, why do they not require it of everyone? Even that would better equip internals with what they bring.

 

[Delta Echo]

Sounds like a sense of entitlement. You make it sounds like someone owes you, or doesn't owe someone else a job just because someone may have 2 years at a regional or not.

The level of safety should be viewed through the same eyes. A new guy/girl at a regional or a major should be held to the same standard. It's up to the carrier and check dispatchers to determine if a zero experiences person continues in their job.

Entitlement? I beg to differ. I'm not saying hire me, not that Guy. What I stated was a belief that top echelon dx positions need to be filled with those that have experience in dx. I didn't say not hire what we could call internals, but that they should get some experience first. I did not say that would preclude them from getting hired into dx at the major, in fact it would probably help them.

 

[Bogey2]

Entitlement? I beg to differ. I'm not saying hire me, not that Guy. What I stated was a belief that top echelon dx positions need to be filled with those that have experience in dx. I didn't say not hire what we could call internals, but that they should get some experience first. I did not say that would preclude them from getting hired into dx at the major, in fact it would probably help them.

Well to quote the guy who hires at AA, " I would rather hire someone with no experience who is not going to be a 20 year problem then to hire someone with 10 years experience who is an problem.

Having 2 years experience at a regional doesn't mean you are going to be a good dispatcher. Experience doesn't mean you will be the better long term employee. And it doesn't matter if its internal or external.

 

[womanpilot73]

Well to quote the guy who hires at AA, " I would rather hire someone with no experience who is not going to be a 20 year problem then to hire someone with 10 years experience who is an problem.

I've heard this time and time again from hiring managers that I've met along the way.

 

[747Dispatcher]

true

i mean what exactly does most of us know that this guy wont be coming across sooner or later ??

 

[manniax]

I personally feel that a mix of internal and external hires is the best way to go myself. There are good internal candidates and good external ones. The fact that someone has not been a problem in their current position is not a guarantee they will fly through dispatch training with no issues, but then again, someone who has worked hard for the company, made contacts in the SOC, has a background that indicates they would do well as a dispatcher, and who interviews well shouldn't be denied a chance to "move up" just because they don't have actual experience dispatching. Obviously there is some benefit into hiring externally for dispatch, or else Delta, Southwest, etc. wouldn't have started doing it...but they still hire internally as well. I don't think there it should be 100% external with experience, but I don't think it should be 100% internal either. Fortunately though I do not work in HR and I never plan to, so I will never have to decide which "mix" of candidates is best to interview myself.