MITRE

  www.mitre.org
  www.mitre.org
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3 people found this helpful  

MITRE is a great place to work.

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

I have been working at MITRE

Pros

Work Life Balance
401K match
Top notch employees
Skilled employees in position

Cons

Promotions are rare. Raises are small compare to public companies.

Advice to ManagementAdvice

If you recruit and employee top talent reward them as such.

Recommends
Approves of CEO

452 Other Employee Reviews for MITRE (View Most Recent)

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  1. 2 people found this helpful  

    Still learning MITRE, but good experience so far

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Information Systems Engineer, Lead in McLean, VA
    Current Employee - Information Systems Engineer, Lead in McLean, VA

    I have been working at MITRE

    Pros

    --Great work-life balance (they really mean stick to 40 hrs or close to it)
    --Great benefits--25 days combined PTO that you can roll over and cash out within certain constraints; health etc; great retirement matching
    --Collegial/collaborative culture
    --Strong commitment to professional development (I'm learning how that works)
    --Strong commitment to the public mission--they really want to help government work better

    Cons

    --Like any place, there can be a mix of calibre of professional (and some surprising promotions, as a result)
    --Not exactly a con but a complexity: MITRE in fact is a corporation that hosts multiple FFRDCs (federally-funded research and development centers), and the different centers appear to have different personalities. At least in the center I'm in, there's a "matrix" thing going on with folks in mission groups who are dedicated to understanding a client and client mission very well, and other folks in practice groups who bring specialized practitioner expertise to client engagements. My center is still working on how the mission and practice groups work together.

    Advice to ManagementAdvice

    Be sure to recognize those who truly distinguish themselves through their performance. Keep building the calibre of new hires.

    Recommends
    Approves of CEO
  2. 14 people found this helpful  

    Disappointing

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Lead Communications Engineer in McLean, VA
    Former Employee - Lead Communications Engineer in McLean, VA

    I worked at MITRE

    Pros

    Opportunity to support the Gov. in an unbiased fashion.
    Benefits.
    Ability to easily transfer between internal organizations.
    Wide breadth and depth of corporate knowledge that is relatively easy to access.

    Cons

    The mean salaries for the professional ranks (AC ranks) are at best average.
    The spread of annual salary increases is extremely narrow, i.e. little difference between a bottom performer and a top performer of the same professional rank. There is little monetary incentive to do an outstanding job.
    Promotions are largely based on 'who you know' as opposed to competence.
    The management style is very 'old boys club' and rather stodgy.
    There can be the appearance of conflict of interest in the relationships between upper management and retired Gov. officials as well as between Gov. sponsors and relatives (e.g. spouses) who work at MITRE.
    The technical supervisory ranks (AC-5 and above) are not given the time nor charge codes to properly manage their staff. They must charge full time to a contract while simultaneously managing staff.

    Advice to ManagementAdvice

    First, clean out the dead wood from the AC ranks. How can MITRE consider itself a good custodian of the Government's money when it keeps non and very poor performers on the payroll for years and years?
    Second, be ruthlessly scrupulous about cleaning up all apparent conflicts of interest due to the hiring of retired Gov. officials who can bring programs into MITRE and the employment of spouses of current Gov. sponsors in the organizations which support that sponsor.
    Third, give your AC-5s and AC-6s in management positions the proper non-direct charge codes, with sufficient funding, to allow them to properly manage their staff. They should not have to take the time out of their hide.

    Disapproves of CEO
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