We recognize the importance of investing time and resources in developing the knowlege and tools of our people in order to deliver quality consulting services. NERA uses a development model based on a set of competencies, which clarifies expected performance and encourages employee development and career advancement through: apprenticeship, skills-based training, development-based activities, and a formal performance review process.
Apprenticeship Model
NERA provides on-the-job learning for junior staff members to help build new skills and strengthen existing ones. Senior-level staff tailor assignments to ensure a good fit between an individual's skills and the designated project or task. Seniors can also test and expand an individual's skills through stretch assignments, which provide opportunities to demonstrate unproven skills and abilities, offer valuable input into project strategies, or take ownership of a project or task.
The goal is to expand the capabilities of the individual and the firm.
Skills-Based Training
Our people are offered a wide range of skills training. After completing new hire orientation and practice area training designed to prepare one for immediate project responsibilities, staff are invited throughout the year to attend specialized workshops and presentations intended to improve communications, technical, and leadership skills.
Development-Based Activities
On an ongoing basis staff are encouraged to engage in development activities such as:
- Presenting at NERA internal seminars, practice area meetings, and conferences
- Writing peer-reviewed or other professionally reviewed papers providing a position about a concept, a theory, or research
- Delivering presentations at external industry or client conferences
- Contributing to NERA training programs, e.g., presenting at orientation or developing content for a new internal training course
- Serving as an Advisor to more junior staff members
- Assisting with NERA recruiting, e.g., conducting on-campus interviews, helping with in-office interviews and Super Recruiting Days, or serving as a NERA ambassador to one's alma mater
Formal Performance Review Process
Advancement within NERA is based on merit and determined through frequent assessments of individual performance. Staff members are encouraged to actively engage in formal discussions with their senior managers at least once a year to identify strengths and areas for development. The review process encompasses a written performance evaluation, promotion opportunity, and a compensation and performance award review.
