ManTech

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ManTech Reviews

278 Reviews
3.4
278 Reviews
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ManTech Chairman and CEO George J. Pedersen
George J. Pedersen
132 Ratings
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    One of the better companies as far as Contracting World Goes (Horrible Contract)

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Senior Analyst in Herndon, VA
    Current Employee - Senior Analyst in Herndon, VA

    I have been working at ManTech full-time (more than an year)

    Pros

    Company Review:
    At the time of this writing, the company is winning numerous contracts ranging in service to the DoD and other IC elements. As far as companies go, ManTech MCIS is a decent business unit to work for. They've been in the industry for awhile and understand how to survive. They treat their employees well-enough and provide benefits as well as compensation for hard-work. Lot's of opportunities exist within the company if you are patient and network accordingly. Benefit of being an employee for ManTech vice a smaller company is the networking contacts available to you as well as a resource pool of experienced and talented professionals to pull from. Contracts go belly-up all the time and if you're a high-risk high-reward type, go for a smaller company that pays top dollar.

    Contract Review:
    On this contract the people are easy-going (as a matter of fact). Contractor executive management understand they have a difficult customer to work with and generally speaking are considerate towards their contractor personnel. Best team to join on this contract (should you dare) is O&M. Great place to show your value to the company (if that is your goal) and move on to other opportunities after a year or so.

    Compensation / Training:
    Easy to receive bonuses if you're willing to put in the time. Attending training is possible and easily provided as an incentive for good work.

    Cons

    Company Review:
    More of a neutral comment than a con on the company: Know what you are looking for before saddling up with them: pay, relative job security, exceptional management and the like, all vary per contract. If you are looking for a high payout, be prepared to negotiate and justify why you deserve it. If you obtain a high salary then be prepared to meet or exceed expectations or be prepared to find your next job (internally or otherwise). Contracting world is not one you will ever be able to fully put your hands around. The customer (government employees) dictate the pace and often times you will have no control at all and any advice you have to offer will be disregarded, however, YOU will be looked to for providing your high-salary opinion and be expected to solve the mysteries of our world. Yes the company may make money off of you if you are getting paid 55/100. But take solace in the fact that you have a job safety net at your disposal should the customer decide. . . "I don't like that Bob guy today. . . Let's get rid of him.", or budget cuts are nearing. Be content making that 55 an hour and thankful that you have a job and work towards incrementally increasing your salary over time. It's impossible to live up to expectations in contracting world, don't put yourself into that position.

    Contract Review:
    You stay on this contract due to limited options (can't find another job), scared of change, bidding time or are in need of a job. Very nice people work here, but they aren't the most skilled, knowledgeable or talented in any one subject matter (due to reasoning explained in the next paragraph). Most of the analytic workforce (CIRT) within the operations side of the contract work harder on not being held accountable or contributing (also due to reasoning explained in the next paragraph). The incumbents are more focused on surviving the daily grind and looking out for their own friends than supporting the customer and it shows in their productivity (not due to reasoning explained below). I have actually witnessed incumbents torpedo positive progress (on more than one occasion) to maintain the status-quo, primarily for their own benefit (not due to reasoning explained below).

    That being said, the final decider of what happens is the customer and they are extremely difficult. Most (as in 3/4 of the customer) are uninterested in learning the jobs their peers are involved in ("because I hired you to do job x!"), are illogical in their decision making and even less supportive of the work that the contractors (incumbent or otherwise) complete on a daily basis. Use this as a stepping stone contract, DO NOT make it a permanent home.

    Promotion / Benefits / Perks:
    Promotion opportunities are ALWAYS available. Read above to figure out why. People are promoted with little to no experience managing business professionals and have no accountability or oversight. Bonuses are awarded and taxed heavily (as expected) and will not put a smile on your face when realizing that you've spent over 40 hours working (btw you only get paid for 40) and very quickly realize this perk involves too much sacrifice for such an insignificant monetary gain.

    Advice to ManagementAdvice

    Company / Contract Advice to Management:
    None, they are the most realistic individuals I've met and I have nothing but positive experiences with them, even when the conversation heads in another direction. I am always learning from these guys! Executive level leadership is actually more approachable and helpful than the contract team lead / PM leadership.

    If you want to save this contract, schedule more meetings with high-level customer leadership that clearly outlines the direction and see if they agree. If they do, work those changes from the top down and follow-up (consistently).

    In reality, this contract may not be salvageable. Be prepared to accept that. There are too many problem areas to contend with on both contractor / customer side that cannot be addressed. Keep the show up for as long as you can, make sure you have exit strategies in mind for those employees worth retaining. Start planning now on recouping the loss of this contract by obtaining another. Between now and then, consider using this contract as a proving ground for new employees to get their feet wet. This one will more than likely have to be put out to pasture, eventually.

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