National Fish and Wildlife Foundation
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30+ days ago

Manager Fisheries Conservation

National Fish and Wildlife Foundation Washington, DC

Working out of the Foundation's Washington, D.C. office, the Manager Fisheries Conservation will be a key member of the Marine and Coastal… Glassdoor

19 days ago

Grants and Compliance Analyst ( Federal Funds)

National Fish and Wildlife Foundation Washington, DC

This position will support the Foundation's conservation award-making activities by managing the fiscal review process, for Foundation grant… Glassdoor

National Fish and Wildlife Foundation Reviews

3 Reviews
3 Reviews

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Jeff Trandahl
3 Ratings
  1. 2 people found this helpful  

    Foundation focuses too much on pretend employee morale; not enough on career development/growth

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Anonymous Employee  in  Washington, DC
    Former Employee - Anonymous Employee in Washington, DC

    I worked at National Fish and Wildlife Foundation


    -Great benefits package (generous vacation offered)
    -Great (if mostly absent) Executive Director
    -HR makes an attempt to promote employee morale (monthly staff gatherings)
    -Stylish office
    -Nice to know you're working for a great cause


    -Very little opportunity for career growth
    -HR shows an appalling lack of confidence in current employees' abilities and capabilities (new positions are often posted externally without giving current employees the benefit of seeing if they have newly acquired skills/education that would make them eligible for the position).
    -"Promotions" are often just employees moving to another entry-level position. No "real" growth/promotion potential.
    -Head of HR more concerned with protecting the organization rather than addressing employee concerns. Very insincere and disingenuous. Does not create a welcoming attitude that invites one to confide/trust organization with career/personal concerns.
    -Organization often more concerned with redecorating the office rather than focusing on developing a career development plan for employees. Organization is more "style than substance" in this regard.
    -Performance reviews are for show. No real development plan results from these reviews.
    -Senior Management can be a bit arrogant, distant and "out of touch" with grunt workers.
    -Monthly get-togethers usually result in segregated grouping (seniors, entry-levels, departments), so the point of the exercise is futile.

    Advice to ManagementAdvice

    -Focus more on employee career development.
    -Stick to the actions mentioned in performance reviews.
    -Employ an HR person that actually cares about the employees, rather than just the interests of the org/Senior Management.
    -Entrust employee to do things that are beyond their current title. Show confidence in their ability to "learn on the job".

    Doesn't Recommend
    Approves of CEO