A Word from One of Our Readers Part 1

We recently received a well thought-out letter from one of our co-workers and a reader of the blog. We thought that we should share part one of his/her letter with you all.

Politics, Politics, Politics…

          by IronSublimation

It is my hope that everyone knows how political the promotional process is here at Covenant Aviation Security.  I feel like I can count the number of questionable promotions that have been made on more than the number of fingers I have.

Call me naïve, but in the beginning I was a bright-eyed, motivated individual with hopes for a promotion down the line.  After seeing how the company promotes and what one needs to do to move ahead, it has been progressively difficult for me (and for many others, I imagine) to remain motivated.  

My first chance at promotion, albeit lateral, came when there was an opening to become a Dual Function Officer.  While the requisition stated that one must have been employed at CAS for six months, that “requirement” is merely a “soft” one.  

The timing of the requisition was almost impeccable. I was two weeks away from my six-month mark.  After providing my supervisor with my necessary paperwork, my STSO gave it to terminal manager Russell Mackey. Mackey subsequently denied the request, citing the fact that I have not been with the company for six months.  Feeling dejected and not yet knowing exactly how the company ran and the exceptions that could be made, I understood the reasoning for denial and moved on.  

Later on, I found out that someone from my class was promoted to DFO during the same time that I applied.  This is when I found out that the requirement for promotion was a “soft” one and that even Mackey has overlooked it in the past.  So why would he deny me and approve others?  Is it due to his personal rapport or relationship with others?  I confronted him on this issue some time later. He denied any wrongdoing, saying that he “didn’t know” that he could “overlook the requirement,” which is a lie as his promoting history dictates.  What I find particularly disturbing about this case is the fact that I cannot even trust my own manager.  He knew very well that he could have approved my request, and he knew very well that he has overlooked certain requirements in the past.

Strike two came when there was an opening for the class called “Protrack.”  If you don’t know, Protrack is a program that prepared officers for promotion into higher positions like lead or supervisor.  After initially applying, I made it to the first step of the process, which would be a prepared 5-minute presentation about leadership and what it meant to me.  On the day of my presentation, after much preparation time, I was told that my (and others’) presentation would be postponed indefinitely.  I never heard about it again despite repeated inquiries.  After working hard on the presentation and being left out in the cold, so to speak, I was amazed at how I had to find out through the grapevine that they had scrapped Protrack altogether.  Surely this would show me exactly how the company ran, right?  Well, I forged on, with hope for bigger and better things.

The third strike, which ironically was not the last considering the rules of baseball and the laws of California, came during the promotional process for Behavioral Detection Officers.  This time, the requirement for one to become a BDO was one year.  I found out the hard way that this requirement was actually a “hard” requirement rather than a “soft” one that I have explained previously.  After the interview process, which I thought went extremely well, I was kept in the dark about who did and did not make it.  After I found out whom they selected (through the grapevine), which, at the time, initially included someone from my class (déjà vu, right?), I was told that I was not selected because I have not been with the company for a full year. It was two weeks away from my one-year anniversary.  While the other person from my hiring class was eventually told that he or she would not be able to join due to his or her tenure and that it was a mistake on their part, just the sequence of events was enough to frustrate me even further. Not only did they waste time for the both of us, their vetting of candidates, or lack thereof, was apparently inefficient.

The final strike comes during the process for a promotion to supervisor.  Luckily for me (or not), I was granted an interview where I would be asked questions in front of three terminal managers and one human resources representative.  

During the interview process, I will admit that I wasn’t at my best, however, the look on managements’ faces and body language was discouraging from the moment I walked in there.  After knowing a bit about the way promotions were handled at CAS and observing the body language of the three managers, I already felt that they had an idea for whom they would promote and that the interview process was simply for show.  I knew of others who I felt would be great supervisors and yet, they were snubbed.  

There were four people who were selected, and of particular focus are the following three: Matt Davis, Ismael Rodriguez, and Robert Reclus. Do you see any particular issue that might call for an investigation?  Here’s the info:  Matt Davis is married to another supervisor, Melissa Davis.  Ismael Rodriguez used to work for SFPD.  And where did Mindy Pingel work before coming to CAS?  Robert Reclus is the twin brother of former Dual Function Supervisor James Reclus. 

See the connections there?  Oh wait, there’s more…

Recently, a certain officer was promoted to lead.  It’s no secret that this officer is the boyfriend to a certain Floor Supervisor from the mornings. I have also observed this officer in the past having quite a cozy relationship with Shelley Burrell.  Coincidence?  That’s what they will tell you.

And on a side note, can someone please explain to me why that Floor Supervisor was working in the same checkpoint, let alone, same terminal, with her boyfriend?  Conflict of interest much?   

So I presented a problem and here is a solution:  Promote on a meritocratic basis; judge an employee and their potential for leadership not just by an interview but by their history and workmanship on the floor, and finally, enforce anti-fraternization policies upon CAS management.

Stay tuned for part 2 tomorrow.

Another week of silence

Well, the end of the week has come and gone. There is still no announcement of CTX or PAX STSO promotions. There's no word either on if or when PAX Lead interviews starting.

The cynical side of us says they're just biding their time so Barbara Alvarenga can promote her cronies as she did when she was first here. Then again, perhaps they're really having a difficult time choosing the "right" candidates. Or maybe they'll cancel the promotions like they did with the Dual Function STSO promotions in January.

One thing's for certain: no one has received a rejection letter yet. So keep the hope alive!

One last thing

We just got confirmation that the new hire CTX TSOs will in fact be part time. They will be utilized to fill in the gaps as we previously reported. The bad thing about this is that this will not help the full time CTX TSOs in terms of schedule selection, but it will help for the work load.

There will also be opportunities for full time CTX and DFOs to go part time once the part timers have been hired. This coincides with the recent CAS Infos offering people the opportunity to go part time. This is a 180 from not that long ago when no one could change their full time status.

And as Donnie Filbert has been heard saying about DFOs, "we have filled our quota". This confirms it. So much for Filbert being completely behind the DFO program.

Couple news items

We're getting word that the announcement for CTX STSO is happening this week. We guess they were waiting for Gerardo Sanchez to come back from his sabbatical. We haven't heard anything definitive about the PAX STSO promotions yet. Perhaps they're getting ready to announce that as well.

And it seems as though DFOs are in fact DOA. The word around town is that DFOs are officially capped out and that the prospect of hiring CTX TSOs is an ultimate reality.

It seems that Covenant Aviation Security has forced themselves to do this since staffing is at a precarious level in the bag rooms and over time doesn't seem to be covering the gaps. This holds true with the recent announcement that 9000 Specialists are once again allowed to do over time, but only if DFOs or CTX TSOs do not take that over time slot.

Sanchez has also been spotted in bag rooms doing work there instead of in his office in the BSR. Perhaps he's avoiding those folks due to the recent HR investigation?

No word yet on the Checkpoint Lead interviews either. We'll keep you abreast of the situation as we hear more.

Once more with feeling

Two weeks ago we demonstrated that CAS was at it again with their ineptitude and bone-headed decision making by rejecting DFOs for the checkpoint lead position. Prior to that, they made the similar decision with DFOs for the checkpoint supervisor position. Fortunately, they came to their senses and reversed that decision.

Well, they're at it once again. This time it's for our brethren in the BSR (baggage screening room). Without getting into too much detail, they're the guys that decide whether or not a bag that has alarmed the EDS machines if the bag needs to be inspected. At SFO, they're classification is CTX 9000 Specialist. They are, in TSA terms, OSARP (onscreen alarm resolution protocol) certified. It's a position that CAS created in order to maximize their skills. In TSA terms, they're really CTX TSOs. So they are just as qualified as any of their non-OSARP certified CTX TSO counterparts in terms of screening of checked bags.

What's especially interesting is that baggage ATM Gerardo Sanchez (a useless idiot if we've ever met one) spoke to one CTX 9000 Specialist for over an hour and a half berating him for not having applied for the checked baggage supervisor position. The irony of that situation is that someone else from the BSR did in fact apply for the position and received a rejection letter because they didn't meet the classification requirements! Once again, REALLY?! CAS really wants to go down this idiotic road again?!

Why we are surprised about this, puzzles even us. We shouldn't be surprised, yet we are. Well, to all of our BSR brethren, as Bill Clinton used to say, "We feel your pain."

To the DFOs who received da letter!

Even a dog knows the difference between being bumped into and being kicked. Who amongst you thinks that you have been bumped into? How long will you just stand there and take it? Is it asking too much to be treated fairly?

Here we go again!

Shortly after Howard wrote his excellent piece on the upcoming promotions, we got word from a number of DFOs that applied for the checkpoint lead position that they are being denied interviews because of being DFOs. Really? Didn't Covenant already make this mistake and then forced to correct it?!

After Larry Perkins sent the letters to DFOs for the checkpoint supervisor position, he called those DFOs with the company's new position on the matter. This same Larry Perkins has sent out another round of rejection letters to DFOs simply for being misguided and daring (or sometimes forced) to be certified in checkpoint and checked baggage! Is Larry Perkins going to be making another round of mea culpa phone calls?

Sad to say, it does seem as though it is going to be business as usual. When will Covenant learn?

DFOs no longer the bastard step-child?

CORRECTION: Someone correctly reminded me that the last baggage supervisor promotions actually took place in the summer of 2007. There were also two subsequent promotions to supervisor in the BSR, one of which was eventually moved out to the bag room and the other one that happened a year and a half to two years ago. Thanks for the correction!
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For several months now, DFOs have been shut out from promotions that weren't DFO specific promotions. DFOs weren't allowed to apply for checkpoint STSO promotions, trainer, BDO, or recruiting positions.

Many will recall during the Jeff Pugh regime, dual function was the only way to go. In fact, when the dual function program first started, more opportunities was a key selling point as to the reason why you should crossover.

That seemed to change with the Filbert regime. DFOs seemed to become the latest of positions that did not curry favor with management. Baggage folks know about this all too well. They've been experiencing it now for almost four  three years. The last baggage promotion, other than CTX 9000 specialist, happened almost four years ago!

Jump ahead to last month when CAS posted promotions for checkpoint supervisor and lead. Once again it seemed that DFOs would be shut out. In fact, a couple of DFOs applied and were sent rejection letters because they were DFOs.

Well, as of today, that has changed. Those individuals that received those rejection letters were called by Larry Perkins today informing them that the company has changed their position on the promotions and that dual functions will in fact be allowed to apply. CAS will be reposting the promotion for dual functions to apply.

Most likely the company didn't voluntarily change their position, it was likely due to outside pressure from the union. If that's the case, it's a good thing all around.

While we do applaud CAS for ultimately doing the right thing, it's just a sad state of things when they couldn't come to this conclusion beforehand.

So if you're a DFO and did not apply before, we strongly recommend that you do now. What's the worse that can happen?

Jeff Pugh Sighting

Apparently, Jeff Pugh was sighted at SFO on Friday, June 4, even making his way to the BSR. No one seems to know exactly why he was there. The most logical and realistic theory is that he was there to help in the negotiations for the contract with TSA. 


Of course, we here at Security First @ SFO have our own delicious theory. Keep in mind, that there is no factual information to base this on. It's pure conjecture. But wouldn't it be interesting if Pugh left to form his own company to try and take over the contract from Covenant? Who knows! If this were actually the case, it could be good or bad for us.


On another note, according to one DFO (Dual Function Officer, they're not DFS!), the time away was good for him. He apparently has lost a bit of weight and sporting a goat-tee.