ManTech Reviews

Pros

The people that work there seem to have a wealth of knownledge when it comes to their specialty and are willing to cross train you in order for you to be a more well rounded employee. The company promotes training, education advancement and offers a tuition assistance package for anyone that wishes to use it. The employees at the non-management level work well together and generally go above and beyond to ensure mission accomplishment.

Cons

Some members of the Management team take an active interest in their employees while most of them do not. The lack of communication from upper management to the employee regarding your work performance or matters of concern is pretty much nonexistent. When low graded performance evaluations are questioned by employee's some managers are unable to produce documentation to support their remarks. Some of the management lack a moral compass when it comes to ensuring that the company turns a profit at the expense of the employees and are not dismissed from their duties when such information is brought to light and results in a program wide evaluation and overhual of all personnel's pay. There have been only a handfull of HR reps that have demonstrated a working knowledge of their roles and responsibilities and have effectlivey assisted employees reslove their issue at hand. However, they were quickly replaced with individuals that demonstrated a complete lack of knowledge for their job title and had to consistently seek guidance from higher management when they held a senior level management position. Promotion and growth within the company plays more on the who you know rather than the job performance it's self.

Advice to Senior Management

Senior management needs to take a more active interest in the employees that are at the bottom of the food chain and utilize knowledge that they bring to the table. Senior Management should also consider revising the guide lines of retaining ill equipt managers that produce a large turn over rate within their department due to lack of respect, knowledge, experience or very little couth. The success of any business relys on the experience, knowledge, confidence and determination of it's employee's and it's leaders. Undertaking an active interest in the employee's from the bottom up will help to ensure the success and future retention of different government contracts. The leaders and management team are only as good as their worst employee.

Pros

Pay is better than industry standard. This company seems intent on keeping good, hard working talent people and they do everything they can to make a great working environment. For once, Management isn't completely incompetent and the company is moving in a great direction.

Cons

It seems as though you need very high level clearances and many years of experience (10+ yrs) to get into the company. It may not be for entry level people

Advice to Senior Management

ManTech is a great company for which to work. It is probably the best company for which I've ever worked. Keep going, as you're going in the right direction. Just be careful not to get too "acquisition-happy" unless you're sure it will add to the company's value. Well done!

Pros

The employee benefits are EXCEPTIONAL!
The corporate staff overall are very helpful, namely the HR staff and the Mobility/Resource team.
Annual raises (2-4 percent), which is better than nothing at all.

Cons

It's hard to switch job functions and/or job fields.
It's challenging to leave the contract you are on for another contract without a good justification such as the contract is ending. Even if the new position offers career enhancement and better utilization your skills/education.
They favor experience over education, which can be a disadvantage for young people who have advanced degrees but aren't old enough to have 10+ years of experience.

Advice to Senior Management

My advice to management would be to place a higher degree of value on one's level of education in lieu of experience. I would advise management to help and support their employees transition into new job fields in which they may not have the on the job experience, but have the education to support such transition. Finally, I would like to see some of the courses offered through ManTech University be more comparable to those offered through Defense Acquisition University.

Pros

Ex-military is almost an automatic hire. Decent pay, but for how long. Your career here is only as long as the contract

Cons

Career is only as long as the contract. Employee is usually not told the length of the contract at hire and is not kept informed of contract negotiations. Company may just drop you without any notice if contract offers are not met with favorable actions.

Pay is not as great as competitiors. Almost 60k a year difference between MT and competition for certain projects.

Advice to Senior Management

Please keep employees informed. Please realize that employees are the lifeblood of the company. We are not stupid, we realize everyone is here for profit, but it costs next to nothing to send a mass e-mail to different projects regarding status of contracts and possible stays of employment.

Pros

Competitive compensation. Great leadership where the rubber meets the road. Positive attitude toward employees going over to the Government side.

Cons

You can be limited by the specific terms of the contract with the Government.
In some respects you are working for two masters, the company and the Government.

Advice to Senior Management

Continue to listen to your site supervisors! Continue to keep employees in the loop. Continue to being in good contracts.

Pros

Given freedom to complete work without micromanagement
Will retain top performers (match pay with other offers)
Received lots of training with no cost to self
Promoted quickly/frequently

Cons

Still some "attaboy" network going on
Politics still has a role as under-qualified personnel were hired for important positions
Pay is lower than most other companies

Advice to Senior Management

Pay your people better; remove politics from all hiring processes; listen to your employees' suggestions as they might work for you.

Pros

Some divisions within ManTech provide excellent opportunities for enterprising, intelligent, and hard working individuals. Although bonuses and rewards may be on the "smaller" side, employee promotion within is encouraged, and *SOME* mid-level management are employee focused. Regarding quality of work - some management is mission oriented; ensuring that the right personnel are selected for key positions and high visibility.

Cons

ManTech (on a whole) is a corporate "meat grinder", solely focused on the bottom line! The whole "our greatest asset is our employees" mantra is a crock of fecal matter. Although *SOME* mid / upper level management do care about personnel, many of their peers display less than ethical behavior when making decisions on behalf of the US Government and US Government funds. ManTech also has a dubious reputation within the industry as an employee mill; speak to anyone in contracting, and at sometime they have either worked for or subbed to ManTech... interestingly enough, none of the aforementioned people seem to work there any more. Coincidence? I think not!

Advice to Senior Management

Like several other posts, ManTech needs to do a 360 clean house; there and literally hundreds of redundant project managers (many of which cannot even obtain a PMP!) who do nothing more than take up space, and validate a chargeable billet to the government... Come on guys, most of these folks have been riding the gravy train way too long. Take a look around, cut the fat, and get the "oxygen thieves" out of valuable billets. Replace poor performing personnel with quality mid management and leaders - start thinking quality over quantity.

Pros

Good benefits, fair pay.
Opportunities to grow within the company.
Many smart, helpful and generous peers.
Strong mission.

Cons

Extremely poor communication between management and employees.
Lack of proper training and people skills for management.
Shoddy and unhelpful HR Department.
"People First" saying that is furthest from the truth.

Advice to Senior Management

Offer extensive training for any and all management. Your managers are only as good as your employees. Rethink being so secretive and not sharing pertinent information to your employees and proactively try to raise morale.

Pros

If you are a revenue generating employee, you get paid fairly well. I feel sorry for all the support people though. However, money means nothing if you don't have any job satisfaction.

Cons

No relocation assistance. I tried to get approved for education assistance, HR would never supply me with the right forms. HR is completely useless and I have to do everything myself such as my travel and pay. I don't know who I report to, except the boss on my program contract, who is not a Mantech employee. I plan to leave within the next six months, even though my pay is very good. It's no longer worth it.

Advice to Senior Management

There is no excuse for HR's lack of support. Mantech has many people in place who their prime job role is to support you with travel, pay or benefits, and they aren't doing their jobs. You can't say there isn't enough HR, there is plenty, they just really.. really need to be evaluated for their work performance. Having a Mantech employee fill out a survey of how helpful they were is a good idea.

Pros

Many people in the company are former military, or from the communities that the company services. The company is very focused on the customers missions and requirements, and is willing to explore avenues of achiving customer mission, such as extensive use of small subcontractors.

Cons

Mantech suffers wounds inflicted by its own immature businuess practices. It has been unable to manage budget projections for years, resulting in cutbacks in each april when we relize that the company will not meet projections. This has resulted in the canabilization of non revenue generating positions, such as HR and IT support staff, placing a burdon on revenue generating position to pick up the duties of the laid off workers, but not providing overhead time in which those duties may be fufilled. This leads to neglect of internal systems and processes (accounts payable, payroll, recruitment, BD) which have begun to erode and break down.

Advice to Senior Management

Authority over budgets and businuess decicions need to be decenterilized and lower management empowered within bounds. Requiring the authroization of a president in order to approve the particulars of a relocation package for a prospective employee (as opposed to total cost of compensation) is a bit on the excessive side of micromanagement.