N90

I really appreciate the information being shared here. I have a question of my own if you dont mind. If an individual is selected to train at N90 and with the success rate being on the low end, do you have any tips or suggestions that can increase the AG's chance of successfully becoming certified?

bam91 said:

I really appreciate the information being shared here. I have a question of my own if you dont mind. If an individual is selected to train at N90 and with the success rate being on the low end, do you have any tips or suggestions that can increase the AG's chance of successfully becoming certified?

Know your book work and maps backwards and forwards. I tell my trainees that I'm not here to teach you the book. I can teach you how to apply it, but knowing it is on you. If you have a question about something, ask it. Be humble and generally just not a dick or an idiot. Everyone will go to bat for a trainee they like, not so much for one they don't.

DankVectorz said:

Know your book work and maps backwards and forwards. I tell my trainees that I'm not here to teach you the book. I can teach you how to apply it, but knowing it is on you. If you have a question about something, ask it. Be humble and generally just not a dick or an idiot. Everyone will go to bat for a trainee they like, not so much for one they don't.

This is spot on!

I'll add having a good work ethic to that list. If you really want this, it will show by how hard you work for it. This is specially important the less experience you have, as you have the odds more stacked against you. A talented and very experienced controller that's transferring can afford to be a bit more lax. One thing in common to pretty much all the OTS low or no experience hires that made CPC was an excellent work ethic. Those that read their SOP's/LOA's/.65, monitor CPC's on their breaks, or every chance they get tend to do better. Also the instructors are more likely to go the extra mile for you.

We want you to succeed, so help us help you!

With the staffing like it is I’m assuming it’s hard to get out once you certify?

Foxtrot Romeo said:

With the staffing like it is I’m assuming it’s hard to get out once you certify?

Impossible right now until roughly 200 people certify or the err MOU goes away

DankVectorz said:

Impossible right now until roughly 200 people certify or the err MOU goes away

Yea that’s what I figured. Hard to leave where I’m at right now but ultimately I want to end up in Atlanta but don’t want to have to wait forever to get there.

DankVectorz said:

Impossible right now until roughly 200 people certify or the err MOU goes away

Anyone there apply for the Academy Instructor jobs? Outside of the ATO so they'd be able to get a release, with return rights back to the region, 27k move both ways, and save pay.

Stinger said:

Anyone there apply for the Academy Instructor jobs? Outside of the ATO so they'd be able to get a release, with return rights back to the region, 27k move both ways, and save pay.

I hate Long Island, but I'm not about to leave it for Oklahoma.

DankVectorz said:

I hate Long Island, but I'm not about to leave it for Oklahoma.

You wouldn't have to return to N90 once your contract in OKC is up though.

We heard at the academy that they may be switching to learning 2 scopes at a time (book work to lab to floor then certify), then back to lab for 2 more etc etc,
Anyr Truth on that?

inthrewtheoutdor said:

We heard at the academy that they may be switching to learning 2 scopes at a time (book work to lab to floor then certify), then back to lab for 2 more etc etc,
Anyr Truth on that?

Haven't heard anything about it but no idea

N90-EWR said:

1-The biggest hurdle is getting assigned a classroom date. Once you're done with the initial time on data, the classroom, and the lab, typically you'll get somewhere around 2 to 3 hours OJT a day, but that's assuming you're rotating with your trainers. Somewhere between 12 to 18 months from the time you hit the floor is about average for most successful trainees. The more experienced, and sharper trainees have made it in less than a year, though not the norm. (This is for the EWR area, though I believe it is not far off on the other areas).

2-My typical paycheck is about 6k take home, but I don't work all the overtime available, and don't get Sunday pay. I'm at the salary cap. For reference, our biggest overtime whore in the EWR area is also at the salary cap, gets Sunday pay, works 10 hour days pretty much every day, 6 days a week, and he consistently nets over 9k with the highest paycheck I've seen at 9.7k take home. He came from MIA and even though that's also a level 12 he said he's almost doubling his take home pay here.

18k+ take home every month(!), so unless my math is wrong your OT Whore is making $340,000+/year pre tax? Tempting!

futurepilot4u said:

18k+ take home every month(!), so unless my math is wrong your OT Whore is making $340,000+/year pre tax? Tempting!

He's at the cap though. I'm a 2 year cpc so it's more like $9-10k take home each month.

futurepilot4u said:

18k+ take home every month(!), so unless my math is wrong your OT Whore is making $340,000+/year pre tax? Tempting!

You guys get paid 3 times a month? What's your pay schedule?

F5awp said:

You guys get paid 3 times a month? What's your pay schedule?

No, they get paid twice a month. But a year is 18 months in New York.

Muckstic said:

No, they get paid twice a month. But a year is 18 months in New York.

Haha yeah I read that wrong, but that maths is definitely screwy somewhere.

F5awp said:

Haha yeah I read that wrong, but that maths is definitely screwy somewhere.

Don't worry, his math is wrong.
26 pay periods* 9k net per pay period = $234,000

breakaway2000 said:

Don't worry, his math is wrong.
26 pay periods* 9k net per pay period = $234,000

He said pre-tax.

Muckstic said:

No, they get paid twice a month. But a year is 18 months in New York.

We get paid bi weekly, so sometimes it is 3 times a month. This July and I think August as well will be 3 check months

I love back of the envelope math....

Remember Controller incentive pay is 10% of salary or now with the enhanced MOU, 25% (total) as a CPC.

So the guy at the cap is getting CIP off the 147,676 rate where as a fresh minted CPC is getting it at 109,389 rate. So one guy gets 1051$ a pay period just in CIP and the other guy is getting about $1420 a pay period.

Then Figure the new CPC gets 144,536 or roughly 69.26$ an hour vs the guy capped out at 189,600 or 90.85 an hour

So all things considered in an example of each person just working a straight day schedule or 8 hours a days with one being OT, you’d get

NEW CPC
Normal 80*69.26=5,540
OT 16*69.26*1.5=1662
CIP=1051
Total for one pay period with 16hours overtime and no diffs= 8,253

Veteran Capped CPC
Normal 80*90.85=7,268
OT 16*90.85*1.5=2,180
CIP=1420
Total for one pay period with 16hours overtime and no diffs=10,868

Now the Veterean CPC needs boat money, so he works 6 10’s for 2 weeks, all swing shifts 1pm-11pm, and Sundays, and what the hell, a holiday too.

Normal 80*90.85=7,268
OT 40*90.85*1.5=5,451
CIP=1420
Sundays 16*90.85*.25=363
Night diff 60*90.85*.1= 545
Holiday 8*90.85= 726

Total for one pay period.... 15,773

This is all quick and dirty math, but if you want to make some more money, you can see why N90 is the place to go....