Please reach us at if you cannot find an answer to your question.
Q: What will be the key responsibilities of the SDM?
A: CATSA has introduced a new national version of the SDM role that will be mandated for the 16 largest airports in Canada. SDMs are not to conduct any administrative responsibilities at checkpoints within these 16 airports, including Break administration, day-of resource reallocation, or any other form of contractor-initiated administration. The scope of work of the SDMs will continue to be actively engaged in supporting the day-to-day operations, compliance and performance management of those directly working within the operating environment under their supervision. This would include all aspects of supervisory management including service excellence, hiring and managing service issues and investigations.
All SDMs will be dedicated exclusively to the SDM role and may not perform shared roles (i.e. SCTR) after April 01, 2024.
The objective of these changes is intended to allow the SDM to primarily focus on delivering effective and efficient screening services through additional active oversight of screening personnel.
New training will be introduced by CATSA for the SDM role throughout the transition period to ensure that all SDMs are brought up to speed on these changes with greater detail and in a timely manner.
We will provide detailed job descriptions in the coming weeks and discuss this with you during the hiring/onboarding process starting in January 2024.
Q: Will Class 2 and 3 SDMs have the same salary as Class 1?
A: Yes, although we understand there are differences between Class 1 and 2/3 Airports (market conditions, cost of living, scope of work and responsibilities of roles), we have benchmarked the role compensation to be consistent across the Pacific region.
While SDMs in larger airports are faced with a greater volume of passengers at PBS and non-passengers at NPS and NPSV, the SDMs in Regional Airports with lower volumes are often required to wear multiple hats and perform a greater variety of job functions.
To further support the Regional SDMs, Paladin has proposed a centralized Operations Centre and a robust Quality Assurance Department that will offer greater levels of support to Regional Airports than previously provided.
Q: Will there be a pay raise for SDMs?
A: Based on information published in the CATSA RFP, Paladin has made a significant investment into recalibrating the management organizational chart starting with the critical position of the SDM:
Yes, Paladin has made a significant investment in the recalibration of the management organizational chart starting with the critical position of the SDM. More specifically, Paladin will be paying a starting salary of $77,500.00 to the SDM position under a probation period or conditional offer period, which is approximately 31.34-41.0% more than the average weighted salary of $55,000-59,000 per annum that is paid to current SDMs according to the CATSA RFP.
The corrected pay grade of the SDM position within the organizational structure will allow for the establishment of proper succession planning and ensure that SDMs are incentivized to meet the new performance obligations and associated KPIs under the CATSA ASSA for the Pacific Region.
Q: Will SDMs be wearing a CATSA uniform?
A: CATSA is working with their third-party contractors to finalize uniform options for the SDM position during the contract transition period. SDMs will be allocated uniforms in the same manner as Screening Officers.
PASS will be able to release more information to SDMs as soon as it becomes available from CATSA.
Q: Who the SDMs will report to? Currently, SDMs report to OMs.
A: We do not foresee a change in this reporting structure.
Specific to the Regional Airports, PASS has proposed adopting the current operating model with the same number of Regional Operations Manager based in the same communities.
Q: Do you know which is going to be the schedule for SDMs? 10 hours per week and once a month 30?
A: Our primary goal is to limit any disruption to current work schedules of all operational roles, including but not limited to the SDMs, OMs and ODs; however, some roles overhead administration and management roles may experience an adjusted schedule due to the operating requirements of CATSA or Paladin’s newly proposed model.
For example, PASS will operate a 24/7 Operations Centre with 8.4 FTE worth of Scheduling roles working 24/7 and not exclusively during business hours (Mon-Fri). We will also be introducing 16.8 FTE of new Break-Relief Coordinators (title of position subject to change) that are heavily focused on Scheduling related duties which are concentrated during peak screening operations, which naturally means there will be several positions working at comparable times to the current Capacity Coordinators of AUS. The exact schedules of these positions will be finalized in accordance with CATSA National Scheduling Framework, and the Targeted Weekly Hours (TWH) Resource Deployment Schedule associated with a preliminary budget released in February of 2024.
Q: Will there be some enhanced benefits in terms of .... hotel discounts, personal time use of parking discounts at airport, travel perks.
A: Paladin does have numerous employee perks we offer to all employees. We are excited to learn about any current perks you may have during the hiring / onboarding process.
Q: Pension plans is competitive?
A: Paladin offers a competitive total compensation package, and we are excited to discuss this with each of you during the hiring / onboarding process.
Q: May I ask if you have any information regarding seniority of roles?
A: There will not be employment continuity for management / admin staff between AUS and PASS.
Q: Will there be a union for management?
A: Our current management team is not unionized.
Q: Will there be changes to SDM/SCTR's monthly dry cleaning?
A: CATSA will be releasing more information on the uniforms they intend to make available for the SDM, SCTR and Facilitators. As more information becomes available, we will be sure to share this with you; however, our intent is to maintain existing programs wherever possible.
Q: Are we likely to see changes in employee health benefits?
A: We will be conducting a benefits comparison and will share this with management / admin staff in the coming weeks. While there may be slight differences associated with moving benefits plans over to Canada Life, our intent is to have benefits plan equal to or improved from what is currently in place.
Q: Will the SCTR’s be unionized?
A: PASS will honour the Collective Agreements in place across the Pacific Region, including the specification that the SCTRs are currently non-unionized positions.
Q: Except for the people/management teams who mostly works at checkpoints, do we still having our current office to work after April 1st, especially for YVR? And also will we have any changes for remote work after the date?
A: The Vancouver International Airport Authority (VAA) will not be extending the current office leases of AUS to PASS as they have competing operational priorities. Consequently, we are in the process of designing new office spaces on both sides of the PSL to have them operational for April 01, 2024.
Across the rest of the Pacific Region, our intent is to maintain all other office spaces currently used by AUS through lease assignment rights.
With respect to current schedules and hybrid work arrangements, we will do our best to honour existing schedules and work styles as long as these align with the operational and contractual requirements stipulated by the CATSA ASSA.
Q: One more question regarding to the current devices (mobiles, laptops, pcs, ext.) I believe we might going to return all back to Allied on or before March 31st, will we have all new devices installed/ready to use on the date of April 1st?
A: All existing devices should remain in place until March 31, 2024. PASS will provide new communication and computer devices by April 01, 2024. Specific devices will vary depending on operational / role requirements.
Q: Greg mentioned about hearing about ideas and feedback. What would be the email/platform for this?
A: Please email info@paladinairportsecurity.com for any ideas or feedback.
Please also be prepared to bring your ideas and feedback to the interview process in January, which we intend to facilitate as a two-way discussion.
Q: During the transition period, will there be an opportunity for the PASS team to be involved in some of the CATSA Regional meetings to assist in laying the groundwork?
A: PASS has been engaged with CATSA and AUS throughout the month of December, and we remain committed to working with all parties over the transition period to ensure operational continuity of screening services delivery.
While we sincerely hope that many of the members of the current CATSA Regional Management Team of AUS apply to PASS and successfully transition to PASS after meeting our internal hiring standards, PASS will introduce a variety of existing subject matter experts within our Transition Project Team to different aspects of CATSA operations prior to April 1st, 2024, on a temporary basis.
All such participation will be cleared with CATSA and AUS well in advance of any external members of PASS attending these critical operational meetings.
Q: What is your opinion on taking on a unionized environment and support staff?
A: Much of our current business is unionized. We have been in contact with the unions across the region for many months and look forward to a strong and positive working relationship.
Q: As you continue to work with the alignment and the model, please if you could share the timeline of the final model and the structure that would give info on the roles available, as this would provide further insight before the interview
A: PASS plans to finalize our organizational charts with CATSA throughout the months of December and January; however, please do use the current org chart of AUS to identify any roles you may be interested in the vast majority of the roles are very comparable.
As we finalize the org charts and corresponding job descriptions in January, we will share updates with all parties.
Q: Are there any plans for earlier transition for employees that are available for work before April 1st?
A: If your employment was planned to end prior to April 01, 2024, when we meet with you during the hiring / onboarding process, please flag this for us so we can discuss what this may look like pre/post April 01, 2024.
Please note that all such early transitions will be closely coordinated with AUS to ensure that they do not pose any operational challenges for CATSA prior to April 01, 2024.
Q: How and when will the change in roles and duties occur on April 1st considering operations need to continue with minimal disruption from March 31st?
A: While we are still working on the exact details of these changes, we will be working with CATSA and AUS to ensure continuity of screening services while providing visibility and training into new requirements that come into effect April 01.
For some new positions proposed by Paladin, such as the Compliance Officers, they may be introduced to the service delivery model starting on April 01, 2024, and adjusted over the first several months of the CATSA ASSA.
Similarly, some new positions created by CATSA, such as the customer-focused bilingual Facilitators, will be hired over the first six months of the CATSA ASSA and start to be launched in the Fall of 2024 as associated training and standard operating procedures are finalized by CATSA.
Q: For the interviews, are they going to be group interviews or one to one?
A: Interviews will be conducted for each employee separately. In some instances, PASS may have a a Human Resources representative accompanied by a subject matter expert (i.e. Operations SME for SDM, OMS and Directors; Finance SME for Payroll and Billing, etc.).
Q: Will current employees have priority or have a different hiring timeline from external applicants?
A: Yes, we are prioritizing current employees of AUS and will complete all incumbent management / admin employee frontloaded throughout the month of January. As we complete the interviews of incumbent staff and note any additional openings, we will start to post roles internally amongst existing Paladin staff before finally looking externally amongst the general public starting in February.
Our goal is to retain as many incumbent employees as possible, who can meet the internal hiring standards of PASS.
Q: Where can we find the new jobs posting?
A: New job postings can be found on our website (paladinairportsecurity.com); however, there is no need to apply to these postings as an incumbent. Simply identify the roles you are interested in when responding to our direct hiring / onboarding communication planned to be released in the first week of January. After you submit this form with your personal information and preferred availability, you will be contacted to attend an interview with PASS.
Q: What is the training that we will have? Screening procedures? For one we have a Screening Officer background, we will need to do everything again to have the certification again?
A: CATSA holds the current employee training records, all of which will continue post transition. For any new training required by overhead administration / management staff, such as the new SDM training to be introduced by CATSA, PASS will inform you of any new training required and the timelines upon completing the hiring process with PASS.
Q: How long is the time of our probation?
A: While some critical operational roles (SDM, OMs, and ODs) will be subject to a 6-month probation period or conditional offer to be commensurate with new training requirements that correspond to new operational performance objectives and significant total compensation increases, the majority of non-operational or administrative positions will be subject to a standard 3-month probationary period.
Q: What about the Temporary contract worker? Do we get a chance to get an interview?
A: Yes, we look forward to receiving your applications to interview with PASS.
Q: When will we be able to see the different job postings for break coordinators, SDM's and OC on indeed and on Paladins Website?
A: We are prioritizing the hiring of existing overhead administration / management staff throughout the month of January and we ask that you identify any other positions you may be interested in pursuing during that hiring / onboarding process. This will enable us to have open and honest conversations that enable us to match your goals, aspirations against your current skillset and experience levels to ensure we find you the most suitable opportunity within PASS.
Q: Can you apply for more than one role?
A: Yes, simply share this information with us during your hiring / onboarding process.
Q: Will upper management be offered to stay on board if they want to?
A: While PASS has and will maintain hiring standards, all exisiting AUS management will be invited to participate in the interview process and are encouraged to do so. However, this does not guarantee a position with PASS from April 1, 2024.
Q: Will part-time positions be available?
A: We do have several part-time positions within our organization structure, including within our administrative and coordinator levels within our operations department. During the hiring / onboarding process, please be sure to inform us of availability limitations you may have on a short or long-term basis, as well as your interest in pursuing any part-time positions as they become available, and we will talk to you about the most suitable opportunities within our organizational structure.
Q: Could you touch on the pay ranges for the other positions mentioned? As well as perhaps make mention of SMT and if they will continue forward with Paladin?
A: Paladin’s starting salaries for administration / overhead management staff starting at $55,000-60,000.00 per annum. Specialized roles such as the Facilitator, SCTRs and entry-level management roles of the SDM all pay within the range of $75,000 - $80,000 per annum (after a wage increase of up to $2,500.00 commensurate with completing a six-month probation period or meeting the requirements of a conditional offer.). Management positions with an increased level of responsibility will pay proportionately and fall into the range of $80,000 to $100,000.00 per annum depending on a combination of factors, including but not limited to the specific scope of work, experience, education and other applicable skill sets necessary to be successful in the specific role.
Overall, we are confident that we offer a competitive total compensation package for all roles within the contract and the early intelligence we are obtaining indicates our compensation is higher than what is currently offered.
Reflective of our company’s CARE culture and our eagerness to comply with overarching pay equity regulations coming into effect in 2024, we are motivated to transparently discuss pay bands and compensation levels during the hiring / onboarding process with all interested applicants.
Q: Could you speak a little about the break relief coordinators' pay?
A: The Break Relief Coordinators (BRC) will report into our centralized Operations Centre via the Field Manager positions. The Field Managers will report directly into the Operations Centre Manager(s) and indirectly to the Operations Managers at the checkpoints to ensure that Operations Managers are receiving adequate resources to meet Wait-Time Service Levels of (95/15) and that Screening Personnel are receiving breaks in accordance with the applicable Collective Agreeement.
The BRC compensation is comparable to a Portfolio Resource Coordinator within our Operations Centre and both are benchmarked against their job functions and reporting structure.
Q: What will the salary range look like for the future scheduling team?
A: PASS plans to pay scheduling centric roles such as the Portfolio Resource Coordinators (PRC)_ within our Operations Centre and our Break-Relief Coordinators (BRC) at Vancouver (YVR), Kelowna (YLW), and Victoria (YYJ) in the range of $55,000-65,000 per annum.
Q: Could you talk a little about the salary for the payroll department?
A: We have benchmarked our payroll / billing department compensation against industry comparable positions and feel the compensation will be equal to or improved from what is currently in place.
Q: Will Break Coordinators have adjusted salaries based on the checkpoints they are taking control over or will break coordinators have bidding sessions, or even rotations of each CP, if so how will you manage this?
A: In general, Break Relief Coordinators will be paid at a consistent pay grade across all checkpoints.
While larger checkpoints with a greater volume of Screening Personnel will have a dedicated BRC, other areas of the screening operations (NPS, NPS-V and HBS) will be supported by shared BRCs to balance out the workload. Further to this point, our model include upwards of five (5) BRCs during the morning and afternoon shifts, there are only two (2) required after regular business hours at Vancouver (YVR) to support the entire operation as screening operations decrease, for example. The exact schedules of the BRC will be scheduled similar to how the SDMs are allocated to cover screening operations in accordance with the Targeted Weekly Hours (TWH) Resource Deployment Schedule.
Deployment and day-to-day supervision of BRCs will be managed by the Field Managers based on operational requirements and we anticipate BRC’s will be exposed to all checkpoints over time to facilitate a greater level of business continuity.
Q: With RSDMs having the additional administrative responsibilities (scheduling, etc) as well as oversight, will this be reflected and compensated accordingly?
A: While CATSA is creating a new national standard for the SDM position, we believe that the SDM position will not be significantly impacted outside of Kelowna (YLW), Vancouver (YVR), and Victoria (YYJ).
By aligning the new SDM total compensation level at an annual salary of $80,000.00 per annum after completing a six-month probation period, we have given the Regional SDMs a larger increase than SDMs at YVR to reflect the increased burden of administrative duties on these roles:
Our model has SDM roles benchmarked consistently across the region which takes into consideration cost of living, market condition and duties and responsibilities. While cost of living may be less in smaller communities when compared with Vancouver, Kelowna or Victoria, we think that compensation must remain proportionate to reflect the importance of talent acquisition and retention in smaller labour markets, as well as the need to remain competitive with high-paying positions within natural resources projects (i.e. Foresty, Mining, Oil & Gas, etc.).
Q: Since PASS is in two regions.....What will be the possibility of mobility between Prairies region/Pacific region? Either in one role or moving to another province?
A: If you are interested in transferring within the Pacific Region or to the Prairies Region, please share this with us during your hiring / onboarding process and we will be sure to share that with our Prairies transition team.
Q: Will PASS be ISO 9001 certified?
A: Our organization is already certified in: ISO 9001 (Quality), ISO 14001 (Environment), ISO 27001 (Information Security) and ISO 45001 (OH&S).
Q: Is Paladin Technologies also a part of Paladin Group of Companies?
A: Paladin Technologies is owned by Bosch as of September of 2023.
Q: Will our work schedules, current pay cut-offs and pay days remain the same after the transition?
A: Our intent is to cause as little disruption to your schedules and pay as possible. We will be reviewing the current payroll cycle in the coming weeks and sharing more information on this topic as we approach transition of April 01, 2024. In regard to schedules, we are eager to learn more about your current schedules and hours of work and hope to minimize changes in this area. If a change does occur, it will be due to operational requirements and discussed with you well in advance.
Q: Will there be any positions that involve travel or remote work available for us to apply to?
A: Yes, some roles, such as the new Compliance Officer positions, do require travel to the Regional Airports on a quarterly basis; however, the plan is for this travel burden to be shared by a team of upwards of eight (8) Compliance Officers, which also ensures that the Regional Airports are interacting with a variety of management representatives and not the same person during each visit.
We are aware that some administrative / management roles currently work remotely and will do our best to accommodate this within the operational requirements.
Q: Will admin functions be centralized at YVR for all airports or will there be admin roles based out of the regional airports?
A: While many of our roles are centralized out of Operations Centre, we have accounted for adequate regional support within our org structure, including adopting the current management methodology of AUS to have 7 Regional Operations Managers.
On top of this, PASS will introduce additional administrator/coordinator level positions to Victoria and Kelowna to enable CATSA’s new national standardization of the SDM role.
Further, our robust Performance & Quality Assurance Department will assist our Regional Managers with both remote and in-person auditing functions on a periodic basis throughout the year.
Q: In terms of hierarchy, what will the structure look like?
A: We have proposed a robust management / administration model which exceeds the current headcount in place. As some of our titles / roles differ slightly from the existing structure, we are currently going through an org chart alignment exercise to finalize our org structure ahead of the interview / hiring phase planned in January. We are happy to share more details at that time and will be publishing a final org chart once we complete the management / admin hiring by the second half of January.
Q: Will there be Operational and Regional Managers and what will those roles look like?
A: Yes, we do have operational and regional managers within our org structure that we believe is materially the same as the current incumbent management model; however, there may be minor differences between our naming conventions, scope of work, and structure from what is currently in place.
Q: How many hours/days of the week will the shifts/schedule be?
A: We will do our best to honour existing schedules in an effort to minimize any disruption to CATSA operations and your personal lives. We are working on this currently as we continue with the transition planning and will be able to convey more details at a later date.
Q: Would the new QA role require certifications such as Lean Six Sigma?
A: Paladin currently has numerous Lean Six Sigma trained employees on staff within our corporate office located in Burnaby, British Columbia. We believe it is important to ensure our team has the training, support and tools to be able to do their best. Our Senior leadership team will prioritize investing in our people and have personal development plans in place that allow staff to grow personally and professionally.
We plan to provide Lean Agile training and ISO Internal Auditor training to the following roles within our organizational structure:
Vice President, Aviation (Pacific Region Role)
Q: Will the Scheduling Department be in the Operations Center? Currently these are two different departments
A: Yes, Paladin’s Operations Centre will serve as the heart of our Scheduling Division, and several other intrinsic operational roles, including the Field Managers will have seating within the Operations Centre available to utilize when they are not working in the floor at or between checkpoints.
Q: Will break relief coordinators be responsible for running a checkpoint? That being said, are they also responsible for opening and closing lines align with break management? However, which position will best corelate with the current operations managers?
A: No, the Operations Managers will serve as the most senior management resource assigned to a checkpoint. The Break Relief Coordinators will report into our Field Managers and work closely with the Operations Managers and SDMs to reconcile the Time and Attendance System (TAS) against our scheduling software in real-time. The BRC will support the investigations of discrepancies between the two systems and provide information required by the SDM and Operations Managers to carry out policy enforcement with respect to PASS's Attendance Management Program (AMP). In addition to pre-scheduling, administering, and tracking break durations, the BRC will also coordinate same-day and next-day overtime in the scheduling software in accordance with the applicable collective agreements. Where additional resources are required to facilitate breaks or meet Wait-Time Service Levels, the BRC will work closely with the Field Managers and the Portfolio Resource Coordinators within the Operations Centre to reallocated additional Screening Personnel to their checkpoint.
Q: Can you speak to some rumors that have been going around about Point Leads/Lead Screeners returning (a certified screener acting as a lead for a checkpoint)
A: All checkpoints at YVR will be led by an Operations Manager.
At regional airports without a prescribed SDM, the Lead Screener / Point Lead will continue to run the checkpoint and report any administrative or management concerns to their applicable Regional Operations Manager. The Lead Screeners / Point Leads will some be designated as a Base Administrator, which is an extension of management that is also certified to provide screening services.
Q: Will the scheduling for the smaller airports be centralized? Currently, I am in a RSDM role (regional service delivery and we also do scheduled and payroll.
A: We are looking forward to learning about your current responsibilities; however, we have accounted for primary scheduling and payroll functions to be centralized out of our Operations Centre within Vancouver (YVR), as well as some secondary centralization out of Kelowna (YLW) and Victoria (YYJ) to further support their own Class 2 airports in addition to regional airports.
Q: Will there be a new Department taking care of Attendance Management?
A: The Operations Centre which oversees centralized Scheduling functions for the entire region will technically include the Break-Relief Coordinator (BRC) position located within the checkpoints, who will be primarily concentrated on reconciling the TAS with our scheduling software. When an Attendance Management issue is detected, they will work closely with the SDM and Operations Manager (or Regional SDM and Regional Operations Manager) to provide them with supporting information and coordinate assistance from our Employee Care (Labour Relations) Division within our People & Culture Department where required.
Q: Is there going to be some kind of differentiation between regular hour and graveyard hour roles/ positions?
A: PASS has not planned to offer any shift differentials to our overhead management and administrative positions within our organizational structure.
Q: Does the regional manager position at the current class 2 airports still exist in the new model?
A: Yes, PASS has maintained the current Regional Management positions within the Class 2 Airports across the Pacific Region.
Q: Will the regional airports see different roles introduced other than SDM's?
A: Yes, PASS will be providing additional administrative management support to support the coordination of breaks and scheduling related activities at Kelowna (YLW) and Victoria (YYJ) in addition to the support that will be increased through our centralized Operations Centre out of Vancouver (YVR).
The Regional Airports will also benefit from increased travel budgets for Senior Management and members of Performance & Quality Assurance Department, who will be scheduled to make more frequent visitations to Regional Airports.
Q: If SDM's are limited to their duties and are embedded within the lines at the checkpoint to help operations, how will you manage the amount of SDM's present for that day with CATSA's checkpoint postures. For example will each checkpoint have at least 2 SDM's or will SDM's constantly be moved around based on the posture to maintain smooth operations?
A: The number of SDM resources will be dictated by CATSA and the operational components mentioned will be similar to what is currently in place.
Q: Are all these changes with roles and responsibilities going to happen all across the pacific region?
A: There will be a significant amount of consistency from what is currently in place; however, it is natural for some short-term and long-term changes to occur as a new service provider takes over on April 01, 2024. The goal is that these changes improve the effectiveness and efficiency of screening services for CATSA, as well as improve the culture and create an excitement amongst the management / admin team that allows us to motivate the screening personnel.
Some changes such as the imposition of the new nationally standardized SDM role will only impact Class 1/2 Airports on April 1st; whereas other changes such as the increased ratio of SCTRs will increase over the first six months and the Factilitator role will not likely be launched until the Fall of 2024.
Q: Can you explain "continuation of employment as mentioned in your letter to us all from Dec 8th Does this mean no changes in position, salary, benefits and vacation time etc...?
A: The goal of the letter on December 8th was to provide overhead administration and management staff with our plan to host virtual information sessions where the prospect of continued employment would be discussed in greater detail.
For those staff interested in pursuing employment with PASS, it would technically be a new and separate offer of employment; however, we believe that our competitive total compensation packages and comparable benefits make the prospect of seeking employment with PASS a very positive opportunity for all incumbent staff who can meet the internal hiring standards of PASS. We are also committed to trying to maintain the current schedules of staff that can successfully pass our interview and hiring process.
Q: How would Paladin be able to accommodate for employees who have already planned vacation next year?
A: As part of our interview / hiring process, please let us know any pre-planned vacation you have as far in advance as possible. We will do whatever we can to honour your existing vacation time.
Q: Currently, we are using Excel sheets for our trackers, what would happen to these trackers once Paladin takes over?
A: More specific details can be shared as we approach the transition; however, our general commitment is to leverage Microsoft PowerBI and eventually automate many aspects of the management model to become more efficient.
Q: Will Class 2 and 3 use the new Time and Attendance System - live time shift trades, etc, or will some duties remain local at the smaller bases?
A: The new TAS system deployment is a CATSA initiative that will be deployed across the entire country. PASS will implement an open-ticket registration system for Screening Personnel to submit shift trades via our Employee Resource Centre. Once received by the 24/7 Operations Centre, we will validate that the shift trade is legitimate before adjusting the scheduling software.
Although we are confident that we will be able to perform some of this support remotely and during non-operational hours at the smaller bases, the regional airports will still be involved to some level moving forward.
Q: Does Paladin have a system for shift giveaways/trades for the screeners?
A: While we look forward to learning more about the current process in place, we do have a robust Employee Resource Planning (ERP) software in place that will support this process in the same manner that we have used this software to support other contracts in excess of 1,000,000 hours per year.
Q: If the company will be using a different scheduling system than what AUS is using now, how soon can the schedulers transition and be trained?
A: PASS will be using WinTEAM as our scheduling software for CATSA. For any new policies, procedures and best practices that we plan to implement as part of our Transition Plan, we will provide OTJ training for employees on Paladin’s systems and technology as we progress with the transition plan. If we cannot provide this training during regular business hours, we will coordinate the most convenient method of training to occur immediately before or after a normal day of work, including weekends if necessary. PASS will also cross-train additional resources to support the first few days of operation to enable staff to complete their required training in the first few days following contract commencement if absolutely necessary.
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