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Show:  All Results Last 7 Days
23 days ago

Business & Financial Manager AARP Services Inc.

AARP Washington, DC

AARP Services, Inc. Were millions of members strongwith more joining us every day the largest and most powerful grassroots organization around… AARP


16 days ago

Sr. Architect, SharePoint

AARP Washington, DC

Information Technology Solutions (ITS) Were millions of members strongwith more joining us every day the largest and most powerful grassroots… AARP


30+ days ago

Project Manager, Training and Development Information Technology

AARP Washington, DC

Information Technology Solutions (ITS) Were millions of members strongwith more joining us every day the largest and most powerful grassroots… AARP


16 days ago

Account Executive Influent50

AARP Washington, DC

AARP Services, Inc. Were millions of members strongwith more joining us every day the largest and most powerful grassroots organization around… AARP


30+ days ago

SNG-Education and Outreach-Health Program Advisor

AARP Washington, DC

State and National Group Were millions of members strongwith more joining us every day the largest and most powerful grassroots organization around… AARP


30+ days ago

OGC-Director, Fraud Risk Management - Ethics & Compliance Office

AARP Washington, DC

Ethics & Compliance Office Were millions of members strongwith more joining us every day the largest and most powerful grassroots organization… AARP


30+ days ago

ICS - Associate Art Director

AARP Washington, DC

AARP


30+ days ago

LR - VP Technology & Digital Experience

AARP Washington, DC

include: Strategic • Continually analyze and assess the effectiveness and relevance of existing operations and current needs based on the… AARP


30+ days ago

FDN-Communications Advisor - Business Operations

AARP Washington, DC

Foundation Were millions of members strongwith more joining us every day the largest and most powerful grassroots organization around, according to… AARP


30+ days ago

Sr Strategic Policy Advisor - Center to Champion Nursing in America

AARP Washington, DC

Contributes to the achievement of CCNAs Future of Nursing: Campaign for Action strategic priorities by providing high… AARP


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AARP Reviews

158 Reviews
3.1
158 Reviews
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AARP CEO Jo Ann Jenkins
Jo Ann Jenkins
17 Ratings
  • 3 people found this helpful  

    Maybe not everyone, but many have been on edge for 2 or more years

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Vice President in Washington, DC
    Current Employee - Vice President in Washington, DC

    I have been working at AARP full-time (more than 3 years)

    Pros

    AARP, at its core, has a noble mission and truly is a do-gooder.

    Cons

    HR, Board, and Leadership need to communicate to employees. Rumors abound: "The New CEO will announce her team in Oct, no in Nov, no January." Or, "once the new CEO is in place this E-Team member will be fired or demoted, then your whole team will be let go."

    It is difficult to come to work everyday and put on a good face while being bombarded with constant rumors of your and other's demise. We need better communications. Very little comes from the top about "when" org decisions will be made. Niether is there an attempt to quell rumors. In this environment it is nearly impossible to keep your team motivated. The level of anxiety here is chart topping. People just come in, muddle around, gossip, and do nothing to pass the time until their fate is known.

    Also, not allowing VP titles unless someone has 4 or more directs, or Director titles unless there are 2 or more directs, etc. will get AARP crushed in the recruiting and rentention game. If this were a 100,000+ employee organization then this would make sense. There are only 2,300 employees at AARP, making this a ludicrous policy. There aren't enough Directs to go around. So people create roles that aren't needed just so they can have enough people to justify keeping their title. OMG! Can't you see this bad policy is driving bad behavior.

    Furthermore, anyone wishing to advance their title/career would have to wait until someone dies or retires. What ambitious minded person would join/stay with AARP knowing that after after 3 or 4 years of hard work there is no chance of upward movement. What mid career professional wants to be a Manager/Director for 15 or more years unless their agenda is to come here just to retire? The policy promotes the behaviors we should want to avoid. And lastly, it smacks of being designed by 50+ executives who have either been here forever, or who are on their 3rd or 4th career and who want to remain important (i.e. "senior").

    Advice to ManagementAdvice

    Membership is our greatest asset. A goal of "try not to lose a large number of members again this year" says something onerous. But It doesn't have to be this way. There are specialized skill sets and unique business experiences buried deep within the organization. These people are not "right" male with Harvard degrees. They aren't the usual suspects given the choice assignments [look what that has gotten us]. Instead they are of darker hue and extremely talented yet not allowed to shine.

    My advice to the new CEO and COO is to cast a net. Reach out and you will be suprised at what you find. Try it, before the "new" org is finalized.

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

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