Pros
Management changes. Business has a more solid footing and clear direction. Take employee feedback seriously regarding some items. Seem to be trying very hard to develop a compensation system that benefits all parties. The current plan is tiered and employees across the board have the chance to receive compensation bonuses - if things work out. Personal experience is that mid-level management always has an open door and is an active advocate for personnel. Annual goals/review process to help employee development. IT teams, although separate, are not isolated and work together well to the benefit of all. This is an organization that truly believes in its mission and that employees directly impact that mission - or at least they say it quite often.
Cons
Management changes. Culture is changing. Quickly losing what made it a unique place to work and new upper management seems very willing to make changes "just because" despite employee feedback and attrition. Latest compensation system very susceptible to bad management decisions. In light of current circumstances, this bonus plan is not likely to be very fruitful for employees this year. Not all mid-level managers in IT seem to be willing to push back on upper management for their personnel. Annual goals/review process is largely a waste of time due to arbitrary values for scoring and tenuous links to real-world items with even the best of efforts. Not much room for positional growth either. Some IT teams get more recognition than others simply because of the nature of what they do. This never bothered me but it did bother some people so I am mentioning it here. Although praise and attention is given to operational employees in meetings, physicians are really the focus of the organization (as they probably should be to a degree) and are clearly given preference in light of compensation impact on finances.
