There are newer employer reviews for Rensselaer Polytechnic Institute

 

Glad that I still have a job

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Anonymous Employee in Troy, NY
Current Employee - Anonymous Employee in Troy, NY

I have been working at Rensselaer Polytechnic Institute full-time (more than 5 years)

Pros

Benefits are okay. Okay time off. The nice people are really nice.

Cons

The layoffs of 2008-some were unsubstantiated. Puzzling way of doing some things.

Recommends
No opinion of CEO

106 Other Employee Reviews for Rensselaer Polytechnic Institute (View Most Recent)

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  1.  

    disappointing

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Postdoctoral Research Associate in Troy, NY
    Current Employee - Postdoctoral Research Associate in Troy, NY

    I have been working at Rensselaer Polytechnic Institute

    Pros

    It is good for undergrad or graduate study.

    Cons

    No high quality research or well known esearchers

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

    Great place to get an education; bad place to work

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Administrative Specialist in Troy, NY
    Former Employee - Administrative Specialist in Troy, NY

    I worked at Rensselaer Polytechnic Institute

    Pros

    Best reason to work at Rensselaer is the retirement benefit. You contribute 1% of salary; employer contributes 8%; vested after 3 years.

    Cons

    Rensselaer treats staff as second-class citizens. Of course students are deemed as important, as it should be at a university. Faculty are routinely heralded by senior administration, though, unless they are "constellation" research faculty that bring in big money via grants, faculty opinions and needs are largely ignored. Staff is underpaid, under-appreciated, and under-resourced. The human resource department provides some professional development and training opportunities for staff that are often well-done and well-received. However, the general feeling, and my personal experience, is that HR is there ONLY to protect the Institute. There is no one, no department, no advocate, to protect or stand up for the staff. When disputes arise between a staff member and a his/her supervisor, involvement with HR will always end with a negative result for the staff member. In addition, promotions have become nearly impossible to achieve. Deans and vice presidents have lost the power to promote their own staff. HR controls promotions under the guise of reviewing/writing properly worded Position Management Tools, a process that is painfully slow and detailed. Annual pay raises for staff members are usually between 2 and 3 percent. In recent years this not only lags behind a cost of living raise, but with the poor salaries that staff members are paid, it doesn't even keep up with the additional cost of putting gas in your car. Also pay raises are merit-based, so you are not guaranteed the 2-3%; if your performance is not at the top of the range, you will get a smaller percentage. It is not unheard of to get less than 1%.

    Advice to ManagementAdvice

    When the job market begins to turn, Rensselaer will find many staff members leaving because they will be able to find other jobs - better paying jobs at employers with better organizational cultures. Rensselaer needs to develop a culture that cultivates and manages a staff of workers who are well-educated and respected as professionals; who are paid well, treated well, and rewarded for the important work they do. The Rensselaer staff are the glue that hold the Institute together. They are the oil that keeps the machine running. Rensselaer would fall apart without them.

    Doesn't Recommend
    Disapproves of CEO
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