Mission: The Metropolitan Washington Airports Authority is a public body politic and corporate, created with the consent of the Congress of the United States by the District of Columbia Regional Airports Authority Act of 1985, as amended, and Ch. 598, Virginia Acts of Assembly of ...
I have been working at Metropolitan Washington Airports Authority full-time (More than 3 years)
The Airports Authority has made great strides in recent years to overcome legacy governance, management and financial challenges. The organisation offers a strong employee benefit package, which includes retirement contribution matches, a pension plan and competitive health / dental coverage. The Airports Authority is also the first place I've been able to achieve and maintain a reasonable work/life balance. Most importantly, the organisation is full of great people who care passionately about their jobs, fellow employees and passengers--they just get overruled, overshadowed and driven into silence (or out of the company) by complacent management and tenured (yet incompetent) staff.
The organisation does a great job of maintaining the status quo, but doesn't know where it is going. Values and organisational priorities are rarely communicated beyond management, creating a hierarchal culture that suppresses new ideas, stifles growth and drives away high-value employees. Management plays favourites and shows it's bias in reviews, distribution of work and growth opportunities. It operates on a system that rewards complacency and a "yes-man" attitude while driving out those invested in making meaningful contributions. The culture is surprisingly conservative, and makes it difficult to bring your full self to work. Management preaches an open door policy, but fosters the opposite--they make themselves unavailable, rarely interact with non-management and fail to solicit input from those below them. Moreover, management often deflects responsibility, doesn't trust employees to perform their work and does a poor job advocating for their reports.
Advice to Management
Recognise that there are systemic cultural issues that are affecting the organisation's long-term success and ability to retain talent--particularly young talent. An attractive (traditional) benefits package isn't enough to develop the workforce needed to move the organisation forward. A strong, open company culture, flexible work policies, supportive management, a willingness to innovate and opportunities for growth should be prioritised. Stop paying lip-service to corporate values and buzz words. Management needs to make demonstrable efforts to align themselves, improve transparency and communication (beyond the management level) and empower all employees to use their voice (and feel like it is being heard).
I applied online. The process took 2+ months. I interviewed at Metropolitan Washington Airports Authority (Washington, DC (US)).
Applied through MWAA website, received offer for interview about a month later. Interviewed with department head, who asked from a list of prepared questions. Comfortable experience. Questions were pretty straight forward.
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