Upper management is failing to provide the tools needed for CMC to improve.
Internally, CMC works well but there is no accountability for other teams whose input and documentation are critical to investigations. Instead of improving interdepartmental communication as proposed, upper mgmt continues to focus on productivity metrics of investigators. Working overtime is often needed to hit metrics but the role is salaried so additional hours are not paid.
Return to office was dictated by upper mgmt despite being deeply unpopular. "Company culture" was the only reasoning cited despite the fact that CMC is only designated a few desks so the department is never all on campus together. A rotation system was established and now people are driving to the middle of nowhere campus to see the same group they work closest with.
Upper Management's control of CMC's budget causes issues with hiring, raises, and promotions. Pay raises fail to approach local cost-of- living increases. Leads are forced to jump through hoops to advocate for their team members when requesting promotions. Even filling positions after attrition is dependent on executives to review the need and benevolently approve the job posting. In the meantime, employees shoulder the burden while trying to maintain metrics short staffed. A hiring freeze recently affected backfilling open positions as well. The cause was ostensibly economic. Employees company-wide were asked to do more with less, though it's unlikely the economic concerns which led to the freeze will impact executive bonuses.
