RINA reviews about "benefit"

Pay is not great considering living costs in some of the locations we have offices, but depending on your motivation, this could be counteracted by the experience of the staff you have access to and the future possibilities the company's growth plan could produce. With so many changes in structure, procedures can be lengthy due to hierarchy and global strategy - which it could eb argued would be true of many international companies undergoing fundamental change, but with a new CEO in place, hopefully within the next few months we will see things move forward at a more progressive pace. Despite the high turnover of staff, over the past year we have seen a couple of staff who previously left return.

Benefits are average. Language barriers can be difficult.

Culture is not good. Company benefits is little and stingy

Pay was rubbish, no bonuses, hardly any benefits

Local employees have a small chance of reaching the management level Office location is not so strategic, very often to be closed due to Mass Rallies. Grey career path Not clear instruction for special case jobs. Difficult to overseas transfer non-transparent management No one-on-one discussion for employee appraisal. Difficult to have knowledge development. non-competent country director for the last 3 years. less recognition from the management for the local employees. difficult to get salary increments for the last 4 years. For the last 3 years, high employee turnover. mostly pioneers, highly experienced and highly competent employees. Keep incompetent rotten BD managers who are always on the client's side for any technical issues. Commercial interference from the local BD manager is too deep and often for technical issues. A non-profit organization which changes into revenue minded.

Low pay Older employees No company activities Repetitive work

1. Base Salary & overtime pay is less than the rest of classification societies and less than the desired for the responsibilities you undertake. 2. Fleet consists of very old (over 30 years old) passenger vessels resulting in many occasional surveys around the Greek ports 3. Bad management (micromanagement) due to the extreme overload of Jobs resulting in frustration and confusion between the employees. 4. The surveyors numbers and experience are much less than the required level for handling cases as difficult and delicate as the one RINA has - In desperate need for experienced surveyors. 5. Bad work life balance due to long hours (especially outside of working hours) to the point of burnout. 6. HR & Senior Management in general don't how to hire and more importantly how to keep their people

No retention policy, no growth, no help with professional accreditation, no formal training, learn as you go

Relatively low pay, lots of responsibility