There are newer employer reviews for Academy for Educational Development
There are newer employer reviews for Academy for Educational Development

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Be prepared for an absolutely ridiculous low-ball salary offer

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

I worked at Academy for Educational Development

No opinion of CEO
No opinion of CEO

Pros

Tons of trainings and professional development opportunities are offered, if you can make them work into your work schedule. Some supervisors are more helpful than others in facilitating this

Cons

Salaries are significantly lower than competitors, mandatory 9 hour days impede work life balance. Benefits were just OK. My particular supervisor was TERRIBLE and their HR processes weren't at all prepared to deal with grievances about a supervisor, only about subordinates

Advice to Management

360 review process might help to identify managers like mine who have no business being in supervisory positions. Exit interviews might also be a useful tool

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  1. Helpful (1)

    I now know what its like to live as a serf in the days of old....

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

    I have been working at Academy for Educational Development

    Approves of CEO
    Approves of CEO

    Pros

    If you are in a good position, you can pursue your own projects and funding. Lots of talented people at AED. Physical work environment good. The Mission is good, but it seems to be only words

    Cons

    The competitive environment between centers inhibits collaboration and lowers the quality of work we are able to do. Senior management are only interested in new business development or when there are problems. There seems to be little or no concern for the quality of our work. Positive performance is not recognized. But when there are problems, you can be attacked. Management is top-down with little focus on a person's humanity. There are no mechanisms to communicate up the chain. There is a culture of self-censorship that seems to arise from a fear of reprisal Promotions are handled first from a political perspective. Senior management states that technical excellence is AED's most valued asset. However, all promotions and recognition are provide for people in management positions with little or no technical capacity. Some teams are really dysfunctional. Performance assessment process is a joke and purely an administrative task. The disparity between the lowest salaries and the highest are embarrassing for a non-profit. If someone needs to be paid over $300K for the privilege to make a positive difference in the world than something is really wrong and they should go to the private sector. We cannot be dedicated to our mission if we have to paid so much.

    Advice to Management

    Open and use your ears. Create a 360 degree assessment process. Destroy the culture of self-censorship Create policies that will punish internal competition and rewards collaboration Live the mission. Focus more on excellent work and less on business development Reduce the salary disparity and lower the top salaries to no more than $300K


  2. Helpful (1)

    A dream job turned disaster

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

    I worked at Academy for Educational Development

    Doesn't Recommend
    Disapproves of CEO
    Doesn't Recommend
    Disapproves of CEO

    Pros

    Benefits are OK, and the educational development benefit is useful; it pays for conference attendance or professional memberships.

    Cons

    Overall chaos and disorganization prevailed at AED even prior to their being banned from receiving further USAID funding. After that, even worse conditions developed. Payment of reimbursements and postal allowances (for working in a dangerous foreign environment) were delayed or denied for no apparent reason. Communication between management and employees became adversarial and fraught with mistrust. Promises had been made by middle managers in conflict with AED policy and resulted in employee disenchantment. Employees' adverse reactions to being lied to were not validated. A bait & switch approach to salary information was used to attract employees to positions as contractors, then they were switched to regular employees at greatly reduced salaries. Employees were expected to develop educational programs without access to libraries or textbooks. Orders for materials were delayed by months due to bureaucratic inaction. Employees in a country known for terrorist activity were housed in unsafe conditions and transported without safety precautions as recommended by their own emergency insurance plan.

    Advice to Management

    Hire managers who do not see their relationship to employees as an adversarial one. Get better contract writers; contract terms were unclear and unreasonable because the contract was written by someone without experience on the ground in the host country and without an educational background. Make sure that communication with employees is honest and is conducted on a professional level by all employees. Do not place managers in a position for which they are not qualified. Take better care of overseas staff members.


There are newer employer reviews for Academy for Educational Development
There are newer employer reviews for Academy for Educational Development

See Most Recent

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