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18 days ago

Project Manager, Research & Policy

American Psychological Association Washington, DC

Provides independent project management for substantial components of Professional Development department demonstration projects as well as overall… jobsradar.com

10 days ago

Journals Account Manager

American Psychological Association Washington, DC

Mission: To act as liaison between internal and external customers, as well as provide excellent customer service, in an effort to maintain and… jobsradar.com

18 days ago

Aide à domicile – Apply on Glassdoor

APA 49 - LA MEIGNANNE et ses alentours

- URGENT - L'association ADMR recherche des aides à domicile. Vous assurez : - les tâches ménagères - l'aide à la personne : la toilette… APA

30+ days ago

Financial Advisor

APA Raleigh, NC

would include:lt;/stronggt;lt;/pgt; lt;ulgt; lt;ligt;Recruit and maintain client baseslt;/ligt; lt;ligt;Analyze financial information obtained from… APA

30+ days ago

Regional Manager

APA Raleigh, NC

lt;pgt;lt;spangt;Our Financial firm recruits independent financial advisors and assists them in building their businesses. Recruiters/Internal… APA

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APA Chief Executive Officer and Executive Vice President Norman B. Anderson
Norman B. Anderson
26 Ratings
  • Lots of organizational dysfunction

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Business Operations Assistant (Former Employee) in Washington, DC
    Former Employee - Business Operations Assistant (Former Employee) in Washington, DC
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    I worked at APA full-time (More than 8 years)


    I actually left the APA in 2004 (However, the above drop-down menu did not go back far enough). The only "bright spot" was that their IT & technology staff (at that time), were fairly pleasant, cordial, & knowledgeable folks.


    My impression of this organization (having spent 7-8 years working there) was basically... Many of the management staff clearly climbed the "leadership ladder" (over a number of years) because more talented coworkers left the organization. It was clearly NOT because the managers generally possessed keen intellect, great leadership skills, or had any superior managerial aptitude. While I was there, a number of persons (whom I identified as fairly intelligent persons with good work ethic) got tired of the poor management, non-competitive pay, & lack of growth opportunities. Most of those persons LEFT.

    Advice to Management

    I don't provide management advice for free. If they were genuinely interested in really improving their overall management staff, they would hire better qualified department managers & periodically send those folks for executive training.

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