Georgetown University reviews

I’m working to contract (quietly quit) because GU pays lip service to cura personalis. All the money saved by teleworking is being used for capital improvements instead of given back to the employee. Attrition is high, but every time someone quits, management gives the work to existing employees. Paying more is one way to curb the anger and frustration about longer hours, but since that will never happen, management can deal with time-sensitive work piling up. I will furiously work for 40 hours and seek opportunities to work smarter not harder, but I will not give a minute more of my time. Going above and beyond doesn’t result in a raise or a promotion anyways so there’s not a lot to lose. There is a lack of accountability which, if enforced, would save GU millions, but that is too political. Rethinking revenue streams and dependencies would have been a good thing for the (expensive/useless) consulting group brought in four or five years ago, and it would have been perfectly timed for the pandemic. Ending bullying would be great too unless it comes with extra pay, then bully away…

There is a strict pay scale, so if you have not negotiated with compensation ranges in mind before accepting a final offer, you are likely to remain at that level of pay and title for years beyond your overqualification.