Promotions: Non-existent for most employees as there is no written formal path to promotion. It is entirely upon your leadership to submit a request and verify that your market can absorb the increase of your new salary (2-5%), If this is not possible you will sit at the same level for several years.
Salary: Barter high when you come on board because salary increases are extremely sparse at the lower employee level, most receive between 0-2% a year. Discussions to increase salary according to increased client work, obtaining an advanced degree or certification will not result in any increase, sadly.
Bonuses: These only occur at the Senior Associate level and higher, so if you spend nights and weekends working on proposals and doing business development, you only helped pad their compensation packet for the year. You will receive nothing for your time other than a thank you E-mail.
Survey: Results are dismal in several areas primarily with salary, compensation, bonuses, and the like. Senior leadership has touted transparency and fixes, but to date hasn't even briefed the results other than a snippet of the results that were massaged in order to shape the message.
Career assessment: Career assessment has no linkage to yearly salary adjustment, it is merely a paper drill to make someone feel like they are helping. Most career managers within the company are the same level as the people they are managing, which makes it a little difficult to recommend ho to succeed from the same hole. Most career managers are just time card monitors who check to see if you have done your time daily. Sad excuse for career progression, definitely not a Google or Amazon type of work environment.
Transparency: Near zero, once in awhile the CEO sends out an E-mail to state where he has been and what he has been up to, very little material on who he saw and what they were doing. Very little leadership engagement with employees, most have never seen there leadership at all. Like an episode of Undercover Boss in reverse, most couldn't tell you who their leadership were at the 3rd level above them, since they have never received an E-mail from them nor seen them. Surveys come out once a year, but they are pre-populated with weighted answers that phrase questions such as, do you like X or love X, do you think you leadership has done a fantastic job or great job. Very poor survey approach with no ability to capture what is wrong with the company. No ability to either capture the issues nor to effect change on them if captured. Left hand of the firm has no clue what the right hand is doing. Nor regard for anyone at the associate and below level, if the CEO wanted to know what was going on within the firm he would grab individuals from remote sites, client sites and little no name sites with 10 people and ask them how he could help, but nope, its picture time, let me go to the big locations and get some golfing in. No anonymity to report issues as evidenced by the numerous posts on this site.
