Good benefits, good people - Head of Performance MTR Elizabeth line Employee Review

Amongst the highest pay in the industry, free travel on tfl services.

When I was there the head of training appeared to me to be cold and unapproachable, and you definitely got the feeling that there would be retaliation if you made him look bad. When I was there they had more trainees than they could handle, so in every group of trainees they trained half of them straight away And half a put where there wasn't the opportunity to be trained straight away. There was no consultation with the trainees about where they would like to be trained. I found myself sitting in a mess room waiting to be trained whilst people who had joined the company months after me to work at my depot were trained before me. These people given advancement before me, qualified and received significant pay rises months before I did. Let's just say that in my group the people who are trained first were very much more likely to be able-bodied heterosexual white and British born.

Since joining MTREL in October 2021, I've witnessed the continued growth of the business across all areas - underpinned by the commitment to providing an excellent service to our customers and a rewarding workplace for our colleagues. From my perspective, some of the highlights of a career with MTREL are: - Excellent benefits, including travel perks - Challenging but rewarding career with the chance to make a tangible difference - Ability to diversify your skills and apply your experience across multiple business areas - "One team, one dream" mindset with shared goals across the business - Opportunity to work with thought-leaders and subject matter experts in all departments - All colleagues have a voice, with the opportunity to share opinions and thoughts through various channels, surveys etc... - Be part of London's newest railway!

As with any business, there are certain areas which can be worked on and continued efforts are made to listen to colleagues opinions on important change. Some areas to consider: - Culture of working outside of core hours (not mandated by the company but we all do it!) - Rapid growth has left some processes needing formalising and updating - Lots of new names to learn