A lack of transparency with how promotions are awarded. Feels as if many promotions are given based off of nepotism and company image and less of merit based promotions. You have no say in your first project as a new hire so if you are put into a bad position, you feel like you are digging your way out of a hole to catch your coworkers. Upper management is hit and miss at times when it comes to going to bat for you. Whether it be that they are more involved in other projects and don’t have the time to talk to you or they generally could care less about how you’re doing in the company and more about the bottom line. As it pertains to the different business groups at Clark, there needs to be more fluidity between groups. Clark assigns you to certain business groups not solely based on your interest but also your ability to get to work. For example, if you tell Clark you have a vehicle as opposed to those who don’t, you will be out on projects that can be very far from the DC area and will require you to drive. That was never disclosed but it is self evident since being here, with no stipend offered to those who drive over an hour to work everyday. You may ask why you live so far from your project you may ask, to which Clark purposely doesn’t tell you where you will be working until 2 weeks prior to orientation because they want you to live where you want to live and don’t want to dictate that based off of your project location. That remains true even if you are living in Virginia and have to commute to Baltimore.
