Forfeiture Support Associates

  www.forfeituresupport.com
  www.forfeituresupport.com
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Forfeiture Support Associates Reviews

15 Reviews
2.2
15 Reviews
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John Farrell
4 Ratings
  1.  

    High Strung but Offers Decent Options within the Government and Firm

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Forfeiture Support Associates full-time for more than 3 years

    Pros

    Decent pay. Supportive of employees when it suits them and does no interfere with client relationship. Decent job options within the federal government as a contractor and occasionally as a temporary to permanent hire as a federal employee. Good at promoting people inside the firm. Occasionally promotion is based on cliques--get in with the in crowd and mingle with management on and off the clock to rank higher in terms of promotability. Great coworkers--by and large normal decent people.

    Cons

    Carefully establishes a demeaning, disrespectful and negative environment. Culture was one of anxiety, frustration, and high strain. High strung management. Obsessive about the most minute and senseless things, seem to be preoccupied with their own image to the contractor and the the performance or well being of the employees (which does not demand hugs or psychotherapy only creating a positive environment that will encourage elevated performance and commitment). Difficult to find, qualify for and obtain positions that are temp to hire. Despite the money, which is not great, not enough incentives to stay, more incentives to leave. Unfortunately, it's so hard to get beyond the contractor one can't properly focus on or enjoy the work at the federal agency! An unpleasant waste!

    Advice to ManagementAdvice

    Focus on developing a positive environment that encourages employee improvement and high performance and put less focus on management face time with the federal agency. Management should be managing employees not putting on a fashion show for the client or trying to be besties with the employees. Listening to employee concerns and making legitimate efforts to address them so as to avoid the appearance of kowtowing to the client. Sometimes a transfer is called for (i.e. when personalities don't mesh but capacity to do the work is present or when work is not a good fit but employee is capable and reliable) when out right firing is not. But that requires paying attention to the needs and capacities of the employee not just client.

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