A purser program is probably a good idea, but will likely be poorly received by a F/A group that has simply done whatever they want for years, and from a management team that has zero credibility with it's employees and customers.
You want consistent service? Have clear and unwavering standards, enforce them and hold those who don't accountable. You want world class service? Train everyone and train constantly. Professionalism? Set a professional tone for the company. Employees who treat customers as an asset and not an annoyance? Do the same for your employees.
US's rotten reputation has nothing to do with outdated divisions... the problem runs much much deeper.
I would like to see a "Purser Program" introduced on ITD and a return of the ITD division, but seriously both are very unlikely.
With regards to the Purser Program, it is going to be met with resistance from the "Cartel" and the Union. The cartel can't retire because concessions, the BK judge stripping retirement, the new economy we live in, basically nothing from nothing leaves just that : nothing.
The goal now is to keep a job to supplement Social Security and whats left of 401Ks, work as long as possible can (although as little) until physically no longer able to do so or prevented by age (as with the pilots is the goal). You know - the "new" US Airways retirement plan.
For the company to implement such a program (like DAL and NWA have) where you interview for the position, selected by panel of your peers, that's a great idea IN THEORY. The reality is: US Airways management's utter lack of credibility with it's employees (well sane ones) they no longer have faith that TEMPE could turn on a light switch, much less implement a Purser program with the necessary qualifiers and requirements. Previous failed experiments speak volumes regarding "policy and procedure" matters (i.e. focus groups, coaches, catering pack out, HHD deployment). There is not one aircraft that is being catered the same way with consistency. The likelihood that the only people that the company is going to attract and hire are the same supervisor-management wannabe buffoons" that can only recite "procedure" as they are written without deviating in lieu of actually using their brain. The problem being experienced out on the line on a day to day basis were most likely created by other like minded individuals reinventing the wheel at CHQ. Want an example? Ever seen all the gate "managers" running from gate to gate from airplane to airplane in the morning in PHL? Ever flown through PHX? I thought so.
I never much liked working for, or with a suck up, but they do one redeeming characteristic: predictability.
If given the choice - It would be great have a PURSER position based on job performance and capability, if the company could implement this correctly without trouncing on seniority on work rules, it would be great service to the airline and passengers.
But alas US Airways is not known for the successful "implementation" of anything...so it looks like the Cartel is safe for now.
Also the union probably would not be on board because it has to protect seniority, which is the essence of "cartel" (good number of union leadership in the cartel). It eliminates their gravy train - so don't expect for any of them to go along with this ....unless the company promises the union that SOME F/As would never have to fly a line trip again. That's called a BUY OUT. Then It might fly.
Again very unlikely. US Airways is not known for their "buyouts" either.
With regard to the ITD Division, that probably won't come back either. It was far better from a rest and service continuity stand point, but now the only way F/A can pay their bills is to fly as much as possible. 80 hours doesn't cut it anymore - more like 115-120 just to keep your head above water. God forbid your on reserve - the poor reserves are actually eligible for food stamps. Besides, the company doesn't want well rested and professional F/As and Pilots, if they did, n work rules and pay would reflect that fact - not this separate ops BS getting ready to go into it's 5th year. Tempe just wants CHEAP labor desperate to work for an airline, that can be intimidated and controlled. Well except of course during a FAA or NTSB hearing then of course - it's SAFETY and EMPLOYEES FIRST.
US Airways is not know for it's sincerity or credibility.
The only way the F/As are able fly 120-150 a month and commute, is to fly T/O or Island trips back to back, then a red-eye trip to get home (and back to work) all while doubling up to maximize time. The days of the ITD 4 - 5 - and 6 trip option are no more....now it's the 8-9 and 10 trip fly till you drop option (depending on your seniority or juniority). There is no way anyone could have done that on the Wet lease or ITD Division. The pilots can't even make up for their pay loss by flying more hours like the F/As- their hours are limited by the FAA.
US Airways is not known for it's pay rates or work rules - unless you are looking for a metric to improve upon
Would love to see both of these things happen - but the devil IS in the details and (I doubt) neither will go any further than just talk.
Were are good at THAT at US Airways....just look at our track record.
US Airways IS KNOWN for it's track record.