Pros
The RCSA training team itself is strong, offering valuable insights and keeping the department current on required program advancements at a rapid pace. Departmental meetings provide excellent technical exposure to opportunities for improvement. - Unfortunately, outside of the procedural review, this will be the only visible training received.
Cons
Management Stability and Expertise: A recent change in senior leadership has led to a significant and concerning loss of institutional knowledge and program maturity. Decision-making now appears to be heavily influenced by hierarchical structure rather than direct subject matter expertise in effective risk management and compliance testing. Communication Breakdown: The current leadership style lacks effective two-way feedback mechanisms. Communication is often authoritative, leading to an environment where analyst recommendations and critical findings are not adequately solicited or considered, resulting in a perceived stifling of professional input and a decline in employee value. Workload and Compensation Inconsistency: There is a pattern of setting unrealistic expectations for deadlines, which necessitates excessive working hours. Furthermore, management has demonstrated inconsistent adherence to compensation policies, specifically regarding honoring overtime pay after hours were explicitly requested and completed to meet deadlines. Talent Retention: There has been high turnover and demotion of knowledgeable, high-value leaders, indicating a strategy that prioritizes cost reduction over the long-term strategic stability and progression of the organization's risk function. - Current structure and the lack of training programs require top talent to be fully knowledgeable to perform the role.