Questionable long-term viability - due to scale, cannot compete with large financial services institutions. Cannot depend forever on forgiveness of physician clients who increasingly are allocating a larger percentage of wallet to other providers. CMA could monetize their investment in MD, partner with a larger financial services provider, and increase the level of service, product availability, and innovation for their members.

Has become more and more political - executives and senior managers vying for the last word with the President to get their agenda supported, only to have decisions changed in a heart-beat. What was a strong culture and set of values has crumbled, and in their absence, the fate of the organization is left in the hands of management whims. (Score for values and corporate culture the mean of what it once was (5/5) and where it is now (2/5) and headed south.

Poor work ethic compared to private enterprise a drag on productivity, especially in head office environment. The other side of this is that work-life balance and workloads are quite good compared to the private sector.

Below median cash compensation, no equity compensation, far above median benefits.

As an employer, has a good record of recruiting within the Ottawa market, is competitive nationally for financial services professionals, but has great difficulty attracting staff into the Ottawa market - unless the candidate already has some affinity to Ottawa, e.g., home town, school.

Why you should join: relaxed environment, not too much stress as long as you can tolerate frequent changes in direction and strategy and musical chairs in senior management, very good employee benefits, good recognition programs, some very nice people as colleagues, vestiges of an enviable culture and set of values, you want to relocate back to the Ottawa area.

Why you should do your due diligence: Questions about long-term future of the company as an independent entity, limited resources (capital and operating expenses) to meet competitive challenges and client needs and wants, low appetite for innovation, tactical vs. strategic approach to management, very average base salaries, very low variable compensation, and no equity compensation (especially compared to other financial svcs companies), mediocre caliber and low credibility of many remaining senior managers, declining employee engagement and retention.

Posted on 7 July 2011 by Rater #2 | Flag as inappropriate

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