LSU Program Manager reviews

Pay raises depend on state legislature, so you can go years without receiving one and when you do, it doesn't even match the inflation rates that have been raising the cost of living everywhere. My immediate boss regularly has to fight our department's HR person to get our small team the maximum allowed raises. While my team is supportive, the HR person in our department can be a nightmare (see above) and we can't report her behavior because she has connections in the overall HR department and retaliation is feared. Paying to park at your place of employment is ridiculous, especially when you're not guaranteed a spot unless you wait years on a waitlist before paying $500+ for very limited parking. Campus environment changes with each president; the previous interim president was great and very transparent with the community. I had high hopes for the new president, but unfortunately he likes to hear himself talk (literally has a podcast) and have his ego built up. The employee tuition remission program should fully cover tuition AND fees and not be limited to employees only pursuing a degree path or courses related to their job. I feel it would be very beneficial to employee mental health to have enrichment courses covered (dance, art, languages, creative writing, etc.) as part of our benefits package. LSU needs to do some major DEIA work with its faculty and staff recruitment efforts and overall culture. The majority of POC you see working are in the Facility Services Department, NOT leadership and tenured faculty positions.

LSU could improve tuition benefits for employees.