glenb
10th Nov 2018, 01:51
Lets assume that the vast majority of people in CASA are capable and well intentioned. Lets also assume that we expect that same ratio, of well intentioned people within CASA, as we do of our military and police force. If we take emotion out of it, CASA has probably achieved that. Many will choke, many will argue, but its at least its probably in the" range". Everyone of them has to work in the same difficult Regulatory environment that we do, and as angry as we are, the truth is They didn't write it! : So how do you fix it, fix it quickly, and save millions.
Im going to put my name to it. I want no part in it. But I am going to own it. I call it the "Glen Buckley Flip" It will never happen obviously, but I reckon it would work.
Get all CASA operational staff (i.e. excluding administrative staff) to print off their job description, and tuck it away in their top pocket
Get everyone of them in a big convention centre, have a few drinks and create a bit of an "atmosphere"
Have a "share the vision" speech and tell them you have a plan for everyone of them that is well intentioned. Nobody will have their pay or conditions changed for three years.
For clarity. The FOIs, FTEs, Safety Advisors, Regional Managers and above will all remain on unchanged pay and conditions for three years if they elect to stay with CASA, other than promotion on merit during that time. Explain to them that the three year project will require them to produce "clear and concise" rules and regulations. If at the end of the three years, they have not achieved that; then the Project has FAILED.
Put the most senior 50% on one side of the convention centre, lined up against the 50% on the other side. Announce that you have a $5,000,0000 one off allocation from the Government to ensure a smooth implementation of change management in the Organisation.
Ask them all to make eye contact with their counterpart on the other side of the room, and smile at each other. Walk across and spend two minutes chatting to each other. Chat warmly and build a relationship. Realise that you are all on the same side, and you are all going to work together going forward in the genuine interest of aviation safety.
Get the band to play a drum roll in the background.
Get them all to pull the job description out of their top pocket and swap with their counterpart. Put the bottom 50% at the top and the top 50% at the bottom. Remind them that no-ones pay is changed.
Remind them they have three years to fix this, and their is no more money available. Call on them to step up and make it work. I bet the bottom 50% would actually take the challenge on , and be enough in touch with reality, that we might just get things done.
And at the end of the three years, see how it went. I reckon the 50% at the coal face put in the top positions, is all it needs!!!!!!!!
Im going to put my name to it. I want no part in it. But I am going to own it. I call it the "Glen Buckley Flip" It will never happen obviously, but I reckon it would work.
Get all CASA operational staff (i.e. excluding administrative staff) to print off their job description, and tuck it away in their top pocket
Get everyone of them in a big convention centre, have a few drinks and create a bit of an "atmosphere"
Have a "share the vision" speech and tell them you have a plan for everyone of them that is well intentioned. Nobody will have their pay or conditions changed for three years.
For clarity. The FOIs, FTEs, Safety Advisors, Regional Managers and above will all remain on unchanged pay and conditions for three years if they elect to stay with CASA, other than promotion on merit during that time. Explain to them that the three year project will require them to produce "clear and concise" rules and regulations. If at the end of the three years, they have not achieved that; then the Project has FAILED.
Put the most senior 50% on one side of the convention centre, lined up against the 50% on the other side. Announce that you have a $5,000,0000 one off allocation from the Government to ensure a smooth implementation of change management in the Organisation.
Ask them all to make eye contact with their counterpart on the other side of the room, and smile at each other. Walk across and spend two minutes chatting to each other. Chat warmly and build a relationship. Realise that you are all on the same side, and you are all going to work together going forward in the genuine interest of aviation safety.
Get the band to play a drum roll in the background.
Get them all to pull the job description out of their top pocket and swap with their counterpart. Put the bottom 50% at the top and the top 50% at the bottom. Remind them that no-ones pay is changed.
Remind them they have three years to fix this, and their is no more money available. Call on them to step up and make it work. I bet the bottom 50% would actually take the challenge on , and be enough in touch with reality, that we might just get things done.
And at the end of the three years, see how it went. I reckon the 50% at the coal face put in the top positions, is all it needs!!!!!!!!