director of regulatory affairs

regulatory affairs specialist

instructor

director

outreach specialist

NADA

There is little or no use of key operating metrics.
There is no formal structure for reviewing the state of
the business on a regular basis, identifying problems and opportunities and assigning resources to take appropriate action.
Weak Decision Processes-
Often totally dominated by the President or COO.
The rest of the management team is not expected
to be part of “the brain” but simply extra sets of
hands. Decisions are not necessarily based on facts or
data and are often revisited and re-discussed.
Key Staff Poorly Developed-
Delegation is basically impossible because the management
team hasn't been truly given authority and
responsibility. They are fearful of acting decisively,
concerned that they will be second-guessed.
Weak Human Resource Processes-
There is often no organization chart or clear definition
of authority and responsibilities. Job descriptions
are either nonexistent or grossly out of date. There is
no results-focused evaluation process. Wage and salary
administration is not based on results achieved or
added value provided but rather on longevity or likability.
Low Mutual Expectations-
Expectations are universally low, often with the explanation
“We are not a Fortune 500 company. We can't
demand that level of performance of our people.”
I strongly believe a couple of things:
• High expectations don't guarantee high performance,
but they do enhance the chances of it.
• Low expectations guarantee low performance.
The adage “A rising tide raises all boats” is not
true. It does not raise “leaky” boats. Troubled companies
are not caused by economic climate, government
policy, etc. They are caused by a general lack of attention
to management basics. In good times troubled
companies might be able to stay afloat. In tough
times, they quickly get into serious trouble.
Well-run companies do okay in tough times and
thrive in good times because they are driving their
desired results.

Bad management practices are hardly questioned because most bad managers are shrewd, astute and politically savvy, able to make staff look uncooperative, subversive and incompetent!  

What Is Bad Management?

Bad management practice involves treating staff poorly.  Bad managers are selfish, uncaring and untrustworthy.  They can be intrusive, controlling and picky, take credit for the work of others and are critical. They revisit past transgressions, denigrate intelligent employees, play favorites, have unreal expectations or none at all, do not communicate their expectations or goals clearly, contradict themselves, gossip and isolate their victim, etc.

What is the best part of working at the company?
The people and the work is great if you love the auto industry.

What is the most stressful part about working at the company?
They no longer allow WFH so the work/life balance part is tricky.

What is the work environment and culture like at the company?
It has a family like feel.  Management generally listens to employee concerns and the work is meaningful.  They're a stickler for exact times when it comes to work hours though.

What is a typical day like for you at the company?
Most days are pretty uneventful, but productive.

A typical day began with working on projects upon arrival. I learned much about the auto industry and did extensive research on the subject matter for my instructional design projects. Overall the culture was friendly, but sometimes challenging. The hardest part of the job was with those who contributed to contentious team meetings. The most enjoyable part of the job was working with the subject matter experts and instructors when building courses for their classes. They are true professionals!

NADA is a high profile and leading trade association. It has high standards. And it holds employees accountable. NADA fostered a learning environment that encouraged risk-taking, creativity and  professional advancement. It's forward-thinking and collaborative approach to problem solving sets a high bar for other associations.

•	Responsible for initiating and preparing documentation for modified plan provisions requested by plan sponsors with a total of 5 per month.
•	Respond to customer's request for correspondence and coordinated with the dealer representatives.
•	Prepare bi-weekly reports.
•	Ensured Control Group plans are in compliance with the Government Regulations before modifications of plan provisions.

Culture at NADA has changed drastically over the past 3 years. Upper management has created a special "clique" by bringing in former coworkers (where they all worked together at a different company). HR is biased and not helpful in containing/diffusing/managing conflict and/or situations. Not all employees are held to the same standard--it's more of a popularity contest, which is just sad.

Great company to work for.
Company really cares about its employees. 
As always there is the red tape and company policies but all in all the company does what it can to make the employee happy.
The best part of working for this company was the great friendships you make that should last beyond this job.

...HR doesn't do much about leadership. I didn't have a good experience with my manager at the time and she got away with A LOT! Without the departmental drama, NADA can be a good place to work. Great benefits and other perks. If you're in the right department, there is recognition and appreciation. If you're in the right department, you can make a lot of genuine friends.

I promoted from secretary to executive secretary in 9 months.  I supported several departments and attended executive meetings.  Management was professional. Co-workers were team players. No hard parts to the job. Most enjoyable was the opportunity to promote and learn more about the organization.

Top Job Titles	Average Salary
Director of regulatory affairs 5 salaries reported	$232,000 per year
Regulatory affairs specialist 3 salaries reported	$255,000 per year
Instructor 1 salary reported	$132,500 per year
Director 2 salaries reported	$195,000 per year
Outreach specialist 4 salaries reported	$67,875 per year

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