-Yale is very cheap (3-5% for M&P, 2.25-2.5% for C&T w/ limited steps that are about an additional 2% for C&T) with annual raises and works their reviews so "exceeds standards" is also rated with "meets standards." This is coming from an "exceptional" employee.
-Annual raises are negated by cost of benefits (8-10% of income for M&P, C&T is almost free for health with costs early in employment and limited follow up, Yale pays for eye and dental) and parking is expensive (2-3% of income for all staff).
- Union staff are collective bargaining so all are treated the same with raises and discipline is strongly enforced with union staff in large departments.
-Bias toward admin staff with higher salary in administrative positions and PhD education preferred in research.
-Underpays PhD and graduate level education significantly if you are not faculty, especially entry level.
-Union environment causes significant strain - I have worked both sides and M&Ps are treated far better than C&Ts.
-Regimented departments really hinder collaboration in research with multiple organizations, especially outside the university.
-"Forced" overtime for M&P, post-doc, post graduate, and entry level faculty research staff without compensation and Yale looks the other way and seems to encourage this process to save money. With "forced" its a "hey, you don't mind coming in and doing this?" last second requests that younger people especially will say yes to without realizing the impact of burnout.
- Yale will put most research jobs in a "22" category to save money. This places most experienced research staff as entry level even though they perform in a position 1 - 3 levels above that. Remember to aggressively negotiate your starting salary because of this.
