Lockheed Martin

www.lockheedmartin.com
There are newer employer reviews for Lockheed Martin

 

A great place to work and grow

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Financial Analyst in Fort Worth, TX
Current Employee - Financial Analyst in Fort Worth, TX

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

Pros

Off-Fridays every other week
Get to look at the F-35 on the factory line

Cons

Sometimes job can get a little boring
Job advancements is based on time there
a lot of old poepl

Advice to ManagementAdvice

None

Recommends
Neutral Outlook
Approves of CEO

2604 Other Employee Reviews for Lockheed Martin (View Most Recent)

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  1.  

    Corporate HR is a nightmare

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

    I worked at Lockheed Martin full-time (more than 3 years)

    Pros

    - Amazing Program Management
    - High potential to excel and be given rewarding opportunities
    - Opportunity for travel
    - Fabulous FP&A Management
    - Opportunity to perform roles two to three levels above pay grade
    - Top tier ERP systems and opportunities for training
    - Great working relationships with Corporate and FP&A
    - Valuable experience that proves useful when transferring employment
    - Program and FP&A Management will reward high performers with monetary "Service Recognition Awards" that do not require HR approval.

    Cons

    - Promotions are based on Seniority and not on performance
    - Corporate HR representatives do not respond to emails or requests for information.
    - Although they promise the opportunity to fast track your career based on performance, HR will not allow promotions in level in less than three years, just in salary, no matter how high your performance reviews.
    - High performing employees work in roles two to three levels above their pay grade at 60+ hrs/week with no paid overtime, while Team Leads with poor performance records are allotted high salaries.
    - HR is a nightmare - poor performing employees work the system and can submit an erroneous Ethics complaints to keep their jobs, while HR follows by unleashing harassing investigations into baseless accusations that have nothing to do with job performance.
    - Corporate Policies are oftentimes subjective and HR can rule that violations occurred without providing any evidence. There is no opportunity to confront your accuser.
    - Although they have a training "Learner's Desktop" they do not provide training into how to use their different payroll titles (i.e. when to use paid time off, or when to use personal illness, how to request permission to work remotely, etc), and they do not provide easily accessible training regarding business travel.
    - In order to reward high performers, Program Management and FP&A Directors have to award monetary "Service Recognition Awards" that do not require HR approval.
    - HR is so concerned with not upsetting poor performers that they will reduce even in-line promotion amounts for the specific purpose of not moving high performers into the next salary tier.
    - HR strives to reward and retain the status quo.
    - Team Leads pass on the difficult work to Level 1 and Level 2 employees and do not know how to manage the most basic aspects of ERP systems. Favoritism is shown based on tenure and change and process improvement is met with immense resistance.

    Advice to ManagementAdvice

    Compensate based on Performance. Do not leave salary and performance decisions up to one HR BP that does not even take the time to meet employees. Do not cater to low performers just because they have maintained the status quo for decades. Do not allow HR to veto the wishes of Program Management and Business Operations Directors.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
  2. 1 person found this helpful  

    Great place to begin

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Software Engineer in Colorado Springs, CO
    Current Employee - Software Engineer in Colorado Springs, CO

    I have been working at Lockheed Martin full-time (more than 5 years)

    Pros

    Lockheed Martin had a very good program called ELDP which was great for obtaining breadth and learning a lot of new technologies and domains. Additionally, being in ELDP, Lockheed will pay for your full grad degree, up to a pretty high maximum.
    Lockheed has a lot of very engaging government contracting programs, it may take a few years of maneuvering, but you could find a very interesting and enjoyable job at Lockheed.

    Additionally, Lockheed takes care of a lot of there people. Especially if you have the right set of managers, you could easily stay at Lockheed your entire career.

    Cons

    The pay for performance structure seems to be slightly broken, and during uncertain times it is very difficult to get a promotion, even if you exceed all of the requirements. Additionally, a large portion of the developers in the company are being moved to a services pay ledger which will pretty much freeze any pay increases that you were expecting in the next 5 years.

    ELDP has been significantly modified, so it is not nearly as attractive as it was before. For example, when I started my master's degree Lockheed agreed that they would pay for the full degree as long as I worked for them at least a year after the degree. 1 year into my masters degree they changed this requirement to 2 years. Additionally, when I first started at Lockheed their health insurance was quite affordable, in my 5 years it has gone up over 400%. My yearly pay raises barely make up for these increases.

    Advice to ManagementAdvice

    It won't be long before a lot of employees realize that if they want their next promotion and their next pay increase, they have to leave the company. Additionally, the 2 year requirement to pay a degree is unreasonable, especially for employees that were already working on their degrees when this policy changed.

    Recommends
    Neutral Outlook
    Approves of CEO
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