QUALITY

SAFETY

CULTURE

VALUES

PROMISES

QUALITY MANAGEMENT SYSTEM (QMS)

The AURORA AVIATION GROUP has put in place a Quality Management System (QMS), which is designed to detect, analyze, correct and monitor all issues and opportunities that impact the quality of our services, the quality of our business, of our performance as an employer, and as a member of our communities.


The QMS Process that we use applies equally to all Quality related Findings and Opportunities for Improvement (OPIs).


The QMS Process includes:


INSPECTION / SURVEY

DETECTION

REPORTING

IMMEDIATE CORRECTIVE ACTIONS

INVESTIGATION

ROOT CAUSE ANALYSIS

SHORT TERM CORRECTIVE ACTIONS

LONG TERM CORRECTIVE ACTIONS

FOLLOW-UP MONITORING TO MEASURE THE EFFECTIVENESS OF THE CORRECTIVE ACTIONS.


If the Quality issue is at all unresolved, the Process begins again.

SAFETY MANAGEMENT SYSTEM (SMS)

Our Safety Management System (SMS) is a sub-set of our Quality Management System (QMS), and is designed to specifically detect, analyze, correct and monitor all issues and opportunities that relate the SAFETY of our businesses, including Flight Safety, Workplace Health & Safety and Environmental Safety.


The SMS Process that we use applies equally to all safety related findings, hazards, incidents, accidents and opportunities for improvement.


The SMS Process includes:


INSPECTION

DETECTION

REPORTING

IMMEDIATE CORRECTIVE ACTIONS

INVESTIGATION

ROOT CAUSE ANALYSIS

SHORT TERM CORRECTIVE ACTIONS

LONG TERM CORRECTIVE ACTIONS

FOLLOW-UP MONITORING TO MEASURE THE EFFECTIVENESS OF THE CORRECTIVE ACTIONS.


If the Safety issue is at all unresolved, the Process begins again.

OUR CORPORATE CULTURE

While still a young group of companies, the AURORA AVIATION GROUP is committed to developing an industry-leading corporate culture, which focuses on the HUMANS, which are so essential to our success as a business, as an employer and as a member of our Communities and Society.



THE FIVE PILLARS OF OUR CULTURE:



1. CORE VALUES


We have developed a set of Core Values, presented below, which guide how we treat our Team, Customers, Suppliers, Partners and Regulators, and against which we will measure all Employee Candidates and Team Members.



2. BRAND PROMISES


We have developed a set of Brand Promises, presented below, which guide how we treat our Team, Customers, Suppliers, Partners and Regulators, and against which we will measure all Employee Candidates and Team Members.



3. DEVELOPMENT OF OUR TEAMS & TEAM MEMBERS


We will endeavor to attract, identify and hire Team Members who we believe will fit our corporate culture, and we will continually try to engage those who have the potential to work independently, with minimal supervision, effectively and efficiently, who can drive Corporate and Team Performance, through Individual Performance.


When opportunities and resources allow, we will endeavour to provide those Team Members who have demonstrated untapped capacity with training and development opportunities, so that they may grow themselves and their careers, and can move into leadership positions within our Group, providing support, guidance and mentorship for our Teams.



4. REWARD FOR INDIVIDUAL, TEAM & CORPORATE PERFORMANCE


We will involve our Team Members and Leadership in the establishment of Corporate, Individual and Team Goals, with measurable Key Performance Indicators (KPIs).


We will communicate our plans, goals and performance with our Team Members, where appropriate, so that they can understand why and how they impact our business.


We will measure our Individual, Team and Corporate Performance, against established goals, and where success is achieved, we will share the positive results through programs designed to reward Individual and Team contributions to our success.



5. ALIGNMENT OF INDIVIDUAL & CORPORATE GOALS AND SUCCESS


When resources allow, and corporate goals are met and exceeded, we will put in place programs that provide successful Team Members the opportunity to take part in the ownership of our business.


This may take the form of an Employee Share Ownership Program (ESOP), a Profit Sharing Program (PSP), or some other framework that will create alignment between the interests of Individual Team Members and the Aurora Aviation Group.


On the Individual level, the scale of this opportunity will be directly related to the Individual's performance, the Team's Performance and the Corporate Financial Performance.

OUR CORE VALUES

We have developed a set of Core Values, presented below, which guide how we treat our Team, Customers, Suppliers, Partners and Regulators, and against which we will measure all Employee Candidates and Team Members.


We will do our best to select Employment Candidates who we believe share these Core Values, and we will periodically measure our Team Members, through a "360 Degree Review" process, whereby each Team Member is reviewed by their coworkers, supervisors and direct reports, against this list.


Essentially, these Core Values become "Hiring & Firing" Guidelines.


Employees who we find are not acting or performing in accordance with these Core Values will be encouraged to improve.


If, at the end of the day, a Team Member cannot live up to our Core Values, we will free that person up to pursue employment with other organizations, so that they may find a place to work that better fits their values.


While this may sound harsh, we have found that unless we remove those who cannot or will-not act or perform in accordance with our Core Values, we will have difficulty retaining and attracting those who do share our Values.



THE AURORA CORE VALUES:


1. Honesty


The quality or fact of being honest, truthful, sincere, and without lying, deceit or fraud.



2. Respect


To show regard or consideration for each other; to treat each other in a way that demonstrates a sense of worth, esteem or honour of the other.



3. Fairness


To treat each other in a way that is free from bias, dishonesty or injustice.



4. Intelligence


To place value in each person’s capacity for learning, reasoning and understanding; to value one’s education, experience, development & growth.



5. Transparency


The quality or state of being open, frank and candid; to remove barriers so that information may be made available, visible and obvious, where doing so does not create any undue hardship to any Person, or to the Company.



6. Teamwork


To work together in a way that is cooperative and coordinated, so that as a group, we are working together, in the interests of a common cause, namely, the realization of the goals of the Company.



7. Accountability


The state of being accountable, responsible or answerable; subject to the obligation to report, explain and justify one’s decisions, actions or results, or lack thereof.


OUR BRAND PROMISES

We have developed a set of Brand Promises, presented below, which guide how we treat our Team, Customers, Suppliers, Partners and Regulators, and against which we will measure all Employee Candidates and Team Members.


We will do our best to select Employment Candidates who we believe can live up to these Brand Promises, and we will periodically measure our Team Members, through a "360 Degree Review" process, whereby each Team Member is reviewed by their coworkers, supervisors and direct reports, against this list.


Essentially, these Brand Promises become "Hiring & Firing" Guidelines.


Employees who we find are not acting or performing in accordance with these Brand Promises will be encouraged to improve.


If, at the end of the day, a Team Member cannot live up to our Brand Promises, we will free that person up to pursue employment with other organizations, so that they may find a place to work that better fits them.


While this may sound harsh, we have found that unless we remove those who cannot or will-not act or perform in accordance with our Brand Promises, we will have difficulty retaining and attracting those who do share our commitment.



THE AURORA BRAND PROMISES:


1. Competence


The quality of being competent; having suitable or sufficient skill, knowledge, experience, training, etc., to be properly qualified for a specific purpose; to meet the minimum requirements.



2. Compliance


The act of conforming, cooperating, being responsive to, and being obedient to: applicable laws, regulations, standards, rules, policies and procedures, whether imposed by Government, our Customers, or developed internally by our Company.



3. Dependability / Reliability


To be consistently capable of being depended upon, trustworthy, reliable. To do what you say you are going to do.



4. Efficiency


The state of being efficient, or able to accomplish a goal or mission with the least waste of time and effort (and therefore, cost); often the result of being competent in the mission to be performed.



5. Effectiveness


To consistently be able to accomplish the purpose or mission, producing the intended result; to be consistently prepared and available for service; to produce a deep, striking, vivid impression of being able to produce results.



6. Quality


To be able to provide our services in a way that demonstrates quality, superiority or excellence. To operate and maintain our assets (aircraft, facilities, vehicles, accommodations, tools & equipment) in a way that provides evidence of our intent to maximize the benefits and experiences of our Customers and Employees.


7. Safety


The state of being safe; freedom from the occurrence of risk of injury, danger or loss. Use of our Safety Management System to identify, measure, reduce, avoid and mitigate risks, through the use of standards, policies, procedures, personnel, equipment and training, to provide our Customers, Employees, and the public at large, with the highest degree of safety.



8. Transparency


The quality or state of being open, frank and candid; to remove barriers so that information may be made available, visible and obvious, where doing so does not create a hardship to any person, or to the Company.



9. Commitment to Service


The promise and pledge to being of service to our Customers, and to each other; to being helpful and useful in the pursuit of the goals of each task or mission. One example is to act with a “sense of urgency”, so that no time is unnecessarily wasted in responding to Customer needs or requests, or to those of our colleagues



10. Professionalism


To be professional in our character, spirit and methods; to act in a manner that is appropriate to our profession; to act in a professional manner, as opposed to acting in a way that is unprofessional, or amateurish.

Contact Information


Mail us at:

6200 Tronson Road

Vernon, BC, Canada, V1H 1N5


Call us at:

1-236-600-9500

Covid-19 Protocols

Please note that COVID-19 Protocols are in effect at all Aurora Aviation locations.


A self-declaration must be completed on arrival.


Masks must be worn at all times.


Visitors must sign in on arrival.


Our Covid-19 Protocols are driven by Transport Canada requirements.


These protocols will be updated as required, with changes to the Federally mandated requirements.


If you have any questions or concerns about our Covid-19 Protocols, please let us know.

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