Comprehensive Compliance Solutions

    NATA Compliance Services Blog

    4 Ways to Prepare Your Operation for Employee Turnover

    Posted by Bailey Wong on Wed, March 21, 2018

    Every business experiences employee turnover, some more than others. Aviation businesses especially, are struggling to retain its pilots, technicians, service personnel, etc. The National Business Aviation Association (NBAA) provided great insight from a recent survey they conducted regarding workforce retention. Whether it is from employees transitioning to major airlines, retirement or the lack of qualified talent, they all impact the success of an operation. Implementing processes to mitigate the negative impacts of employee turnover will help operations stay flying. 

    1) Develop a calendar of required events

    According to The Huffington Post and other similar publications, turnover is expensive! But probably not more expensive than receiving fines for not following required processes and procedures implemented by the TSA, FAA and DOT. Maintaining a calendar of important events helps with planning and task-management. If this is an online calendar, notifications can be set up as an additional reminder. Items to post on your calendar may include, but not limited to, the following:

    • Training schedules (e.g. Recurrent Supervisory Training, Recurrent Security Training, etc.)
    • Random drug and alcohol test selection generation
    • Random drug and alcohol test submission deadline
    • Any annual required audits.

    2) Cross-train

    Knowledge is power. But when a single employee has all the knowledge and expertise for specific programs and department operations, your company may find itself between a rock and a hard place. Failing to prepare for employee turnover can disrupt your daily routine and lead to:

    • Rushed hiring decisions that may, or may not, work out long term
    • Poorly trained replacements
    • Delayed operations and decreased revenue
    • Inaccurate information distributed to other employees, clients, vendors or government agencies
    • Dissatisfied to loss of clientele
    • Poor morale 
    Reduce the risk and share information by training additional employees in those areas. Doing so will mitigate many headaches in the future. 
     

    3) Assign back-ups for important functions

    In conjunction with cross-training employees, make sure you have delegated individuals to back up someone else’s job function. Even if you think you will never need one, it is impossible to predict the future. Consider the following scenario:

    You have an employee, who has been with you for the past 15 years. That employee is the only person acting as drug program manager and has your drug program running like clockwork. Suddenly, that person informs you they are moving to another state at the end of the month and will no longer be working at the company.

    You now have less than three weeks to try to find someone who has experience in running a drug program for an aviation company. What if you cannot find someone? You will have to scramble to train a new employee or a current employee, and then hope they can absorb that knowledge by the time your current drug program manager leaves. Do you really want that kind of stress? Imagine how much smoother the loss of the employee in the above scenario will go if there is already an individual backing up the tasks and duties associated with being a drug program manager. 
     

    4) Use Your Resources

    There is a reason companies have developed Standard Operating Procedures (SOPs), training manuals, frequently asked questions (FAQs), step-by-step help documents and lists of need-to-know contacts. Keeping these documents current will make it easier for someone new to pick up where the last person left off. Other resources to keep in mind are Third Party Administrators (TPAs) and Associations that specialize in those areas of need. Often, there is little to no cost associated with informational content like, webinars, blogs/articles, infographics and social media posts.

    Do you have other methods in place to mitigate the effects of employee turnover? Leave a comment. We’d love to hear your thoughts!

    Tags: Airport, Fixed Base Operator, Aircraft Operator, Operation, Anti-Drug & Alcohol Program Management, Blog, Maintenance Operator, Anti-Drug & Alcohol Program Manager

    Subscribe via Email

    Client Testimonials

    "I have to say that using NATA is the the best decision I have made in starting and running our 135 Dept. Early on Emily and the entire group never got tired of my endless questions! *Not that they showed anyway;-). We use them for EVERYTHING, starting at PRIA, Drug Program, Records Storage, all the way thru Audit Prep and just answering all my questions. I seriously could not do this without them. Even when my rep Emily is busy, I can rely on Claudia, or Dan for immediate help. The service we receive is well worth what we pay and then some!!"

    Shellie Foster

    - Charter Director

    Clemens Aviation LLC
    I got a gold star from the TSA inspector who inspected our flight school last year, but that's because my company paid me ground time to research AFSP and make a new AFSP student checklist. Even so, I had one (of 3) AFSP applicants rejected initially due to some of the errors you talk about in the blog. I just wanted to shoot you an email and say thanks for making the effort to clarify the process for all of us. I get the impression that there are a lot of the CFIs out there in the small flight schools who haven't got a clue about the AFSP process. So go ahead and feel good about yourself for helping all us lost boys stay in business and out of the trouble.

    Patrick

    - The CFI