breakaway2000
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Dude...a valid hardship is the equivalent of a golden ticket with this process. A hardship should be option 1.
3rd Quarter 2017
- Thread starter MJ
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CaptainObvious
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If you can get it approved. Personal knowledge shows it's not near as easy as it used to be.
My problem with a hardship is I need to get to AUS. I can't take Houston, Dallas, San Antonio. My mom lives right outside Austin, and I will be her primary caregiver if I make the move. Is there a way to narrow down facility in hardship application? I'm currently reading over slate book section right now.
Thanks, and I hear ya. I want stability for my kids (I didn't have it growing up), so selling house and moving locally and then moving again is not really an option for me. There was just a sup bid, but I'm not ready to just control for 8 hours a pay period yet. I still got some juice left in the tank!
I could be wrong but doesn't a hardship require you work within 50 miles of the person being cared for?
CaptainObvious
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You can select specific facilities that meet your needs. They'll try and place you there if it works for them, or offer alternatives. Again assuming it gets approved
Mike Kilo
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Just start the paperwork for the hardship. No reason to delay it. That would be the only sure way to get there if approved and while doing that explore all options as stated above.
As far as swaps go, the agency needs to put a leash on people. If you accept a swap and get release dates, your job is now at another facility. Take it or don't, but you no longer work at your previous facility. The agency wastes too much time and money dealing with this shit for people to back out, not to mention the person you are affecting by backing out. Move or resign. Only exception I would allow is for "hardship" reasons that could allow you to back out and stay at your current location. Just my two cents.
As far as swaps go, the agency needs to put a leash on people. If you accept a swap and get release dates, your job is now at another facility. Take it or don't, but you no longer work at your previous facility. The agency wastes too much time and money dealing with this shit for people to back out, not to mention the person you are affecting by backing out. Move or resign. Only exception I would allow is for "hardship" reasons that could allow you to back out and stay at your current location. Just my two cents.
Dontbotherme
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If you honestly think a level 5 tower controller has any reason to be picked up at a level 12 tracon, you're delusional. No tower only controller (minus ATL) has ever certified here. Less than 24% of transfers, from level 8s and lower with radar experience, have certified since 2010. Someone going from POU to A80 is a waste of our time!
breakaway2000
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AUS (and facilities like it) are the dream hardships. No other FAA facility within 50 miles. Your hardship is AUS and AUS only. For comparable purposes, let's say your Mom lived in Orlando, you could be sent to ORL, SFB, MCO, or F11.
Mike Kilo
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On top of this, this makes a joke out of people at higher level facilities trying to go there. NATCA and the FAA are both saying F your experience and time in the FAA.
On a similar note, and I think there was talk of doing this. Anyone who turns down an ERR needs to lose their ERR rights for a couple years. I've heard of people doing it because the simply had forgotten they had applied or had only done it as a pipe dream and never had seriously considered leaving.
Dontbotherme
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If POU really wants A80, they should bid for somewhere like CHS, SAV, RDU, BNA, BHM, etc. gain some actual experience (especially radar) and not go from a tower only to a large tracon. Hell, they might even have to move twice to get to a large tracon, but they're going to be a much, much better controller for it and their chance of certifying will go up tremendously!
CaptainObvious
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Tell that to natca. They're forcing people into one or zero career moves. I personally would have no problem going to 8-10 to season before a 12, but since I can't leave my facility even the one time, it doesn't matter. I'll continue to watch new hires go to the 8-10s I have ERRs in for.
rugbydog11
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I firmly believe this also. But if 12 towers are so much easier than Radars, why do they make the same amount of money. There should be a better pay scale for a tougher and harder job. I think y'all n90s and a80s should be making way more than ATL or ORD.
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I like your way of thinking. Probably because it makes sense.
The current system encourages people to immediately try for A80 because even if they wash out it's likely they'll get to go to one of the facilities you mentioned via the NEST, at which point they can gradually work their way up as you suggest.
So is there any truth to the priority list being ran again specifically for the NCEPT? The selections don't make much sense from my facility. A co worker was picked up to a facility lower on the list than lots of his others, and my one and only facility only picked up from low levels. Could that mean they re ran the priority list that led to these kinds of picks?
If they didn't then this process makes no sense.
If they didn't then this process makes no sense.
Dontbotherme
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Currently, NATCA is a bunch of sellouts touting the agency's banners. When Paul literally tells us in May 2015,"... you guys can't complain until you've worked 10 plus years of overtime like New York..." and is met with many, many people having worked more years than that here at A80 with "Go F#ck Yourself Paul!" You have a bunch of really pissed off people, but thus far, no one is willing to rattle the union boat. Maybe people are tired of six day workweeks, maybe they've come to realize nothing will every change, etc. The NCEPT is a colossal failure. In fact, I mentioned it at that meeting and the response I received back contained like 9 profanities and "...we are trying to help facilitate moves..." F#ck them! Seeing how they aren't doing anything to help anyone here, I have zero idea why people are still paying union dues.
Dontbotherme
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I think the pay at the busiest day 10 facilities is too close to the rest of the facilities and it discourages (when you're able to even move) people from moving. Set the base pay at say $150K and give priority one year releases to staff the most understaffed buildings.
Dontbotherme
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You're right, the only thing the current process does is GETS SOMEONE OUT OF THEIR CURRENT FACILITY! It does literally nothing to vet people and help them with career progression while screwing over the middlemen. It's embarrassing that the union helped build this shit.
