Declining in every area - Network Administrator Waters Employee Review

The cons are many and varied across the company. To start, Waters as a company is changing hands from the inside. It is being re-staffed continuously, with American employees being let go every year and replaced with cheaper contractors from India. Waters constantly flaunts this with their "GCC" center. This is being enabled by the executives, especially the CEO who has close business ties to InfoSys (the contrator) in India. These contractors aren't actual Waters employees (yet) but operationally they replace them each year. These contractors also leave the majority of the four and five star reviews on this page, and are characterized by being generic and with one sentence in each category (ex "good company!"). This review spamming is not taken seriously by Waters HR and due to that, all low effort highly rated reviews should be assumed to be written by non-Waters employees for purposes unknown. A second major issue is compensation. At Waters for the average non-manager/executive employee, compensation each year is determined by performance. Performance is determined via a 1 to 5 star rating, which is built on a bell curve. It was explained to me by a Senior Manager that the curve only allows for single digit numbers of 5 and 4 star ratings. Meaning that only a couple hand picked people can achieve any rating above a "Proficient" (3 stars). This artificially created bell curve system rewards a chosen few each year, and leaves everyone else at a bare minimum rating. This is not speculation, this is a fact expressly broken down to me from my uppers. Due to this system, many high performing people are not able to get meaningful raises or promotions. Last but not least is the Waters demand for more work from each employee without properly supporting that work. Previously, projects were owned by a few people who were experts in that work. Now, due to layoffs, attrition, and subpar contractors, the work is given to whoever is left to do it. This is highly problematic and often leads to rushed work, broken code, and overall negative performance of our programs.