From Career to a Job - Regulatory Specialist CAE Employee Review

The way the manager "manages" success for the technical department. The only importance the management sees is the low numbers and not why the numbers are low. There is no "goals" for the department Department manager leaves his job duties to his group leaders which leads to conflict and confusion in direction Technical manager only knows about 11% of his department staff. Department manager has an "open door policy", but you have to arrange a meeting to request an audience. There is an unclear direction for the department They use an anonymous system to communicate with staff but it isnt used due to confrontation or being reprimanded. HR (outside perspective) is slow in their process of working There seems to be favoritism within the engineering department The technical department is short staffed in technicians. In the technical department training is poor due to low staff and high demands on work priorities to the technicians. Technician duties are high and have minimal time to make to pass on experience knowledge or OJT to the new hires The reason technicians leave are due to there technical manager way of leading the team, the pay is does not match the workload carried by the people working the impossible There is poor communication for goals towards the pilot instructors Dont value the loyal or hard working team members from the pilot instructors, engineers, and technicians No actual CAE training foe the technicians to improve in job efficiency Training is only available if CAE buys CAE simulators with training from CAE Montreal. Our technicians leave to southwest or American for growth in advancement and better career life The management want the technicians to have a culture change and avoid telling the new hires everything listed on here