The company has adopted a matrix to evaluate employees by position at the company. This sounded like a great idea but has proven the opposite. If you are overachieving, the company will either point to the one area you don’t have experience in to prevent you from getting a raise or promotion (even if you’ve never gotten an opportunity to work on that skill I.e. Aquisition experience). Each division within the company acts as its own company and can either be great or extremely tribal and detrimental to your career. For example, Clark will place you as a new hire in a division within the company. If you don’t like that type of work, you can request to be transferred elsewhere. However, in doing so, you risk alienating yourself from that group and possibly squandering promotional opportunities. i.e. If you are informed you will be invited to PM Boot camp (a pre-requisite to the project manager promotion) and request to be transferred, you could have the invite rescinded, putting you behind a year in your development (PM Bootcamp happens once per year). I have felt at times instead of answering the tough questions about compensation, promotions, and opportunities, managers will plead ignorance and leave employees to elevate issues in their own to senior level management.
