1.) The health insurance is effectively the bare minimum required by law. It is catastrophic insurance. If you are a healthy person that has a few issues per year (flu vaccine typically focuses on one of the multiple strains each year), be prepared to wonder why you pay your high premiums, as you have to pay for 100% of your doctor's visits and prescriptions until the deductible is met. Recommend using the HSA benefit.
2.) The pay is not competitive from a market standpoint. This is able to be verified via Glassdoor or other sites like Salary.com. I have personal insight that client's of Pomeroy offer starting assembly technicians (hired straight out of high school) a higher wage than Pomeroy hires in service technicians (which require professional certifications).
3.) No education reimbursement or upfront payment. Need your A+ certification, foot the bill!
4.) Additional training is often times few and far between, limited in scope, and not always geared towards your growth.
5.) Even if you are provided with an opportunity for training, your workload tends to be so off-balanced that you will either suffer after the training is over while you catch up, or you will have to use your personal time to participate in the training. The idea of "work/life balance" is a pipe dream.
6.) Vacation is fairly generous, but honestly almost becomes a punishment due to unbalanced workload. Personal experience is often that a few days become "work-ation" days.
7.) Hourly employees tend to receive a workload that cannot fit in 40 hours, yet are told that no overtime is permitted. This tends to breed a culture of involuntary volunteerism, meaning the work somehow gets done, yet the time card says 40 hours.
8.) Relocation assistance is only offered to either director level or higher...if you are working towards moving into leadership from a lower level, you are presented with an opportunity that you are most likely going to be unable to afford to take.
9.) Cost of living changes is very inaccurate.
10.) Lack of additional performance incentives (i.e. bonuses, etc.).
11.) Performance evaluations are extremely subjective, instead of based on quantitative and qualitative performance.
