Does Medpace offer bonus pay?

- On-site gym - lower management and colleagues can be wonderful depending on your team

Where to begin… I was at Medpace for well over a decade and was let go with a recent sweeping lay off due to non-compliance with the work from home policy. I can completely understand being let go for noncompliance with company policy, but the way they went about things was extremely unprofessional and showed the true importance of the bottom dollar to the company over any employee regardless of their tenure, performance, or dedication to the company. Following COVID (during which the company did major lay offs in 2020 and hired in folks making a fraction of those laid off and expected the more senior employees to work themselves to the bone to keep up - which I did, now regrettably so) they instituted a hybrid work from home schedule in that employees were allowed to work from home 8 days a month, plus an additional 8 days a year that could be used to work from home at any time as well. I fully admit to non-compliance of this policy and my direct supervisor was aware of this and didn’t encourage me to be in the office more due to personal/family situations I had going on at the time - not that I blame them for any of this as they are just a cog in this machine as well. I routinely asked if I was being missed in the office, if anyone was saying that were looking for me and unable to reach me, very much trying to ensure if there were any issues, that I could mitigate them when they arose. I was told no one ever made complaints and during all 10+ years at the company, I received rave performance evaluations and was continually told how much of an asset I was to my team, and even told during almost every performance eval that they didn’t even have guidance or suggestions for me to improve. Skip to the beginning of 2024 and we were told that all employees needed to start coming into the office on Tuesdays for “together Tuesdays” so I made sure to be compliant with that schedule. I have read this elsewhere posted by another employee that during the first quarterly meeting of the year, the president of the company indicated that they wanted to slim the workforce by 1% during 2024. I didn’t listen to the meeting recording, so this is based of another employees remembrance. When bonus and merit info began to be released to upper management in February, there were rumblings of people being worried about a mass exodus after the info was released to all employees as the numbers were shockingly low compared to other years even though revenue was doing well. Prior to the release of the bonus and merit raise info being released to all employees, I was told that as a means to “reward” employees who came to the office more frequently than required, they ran an audit of badge accesses on campus and found that many employees were not compliant with the WFH policy. So instead of using this as a reward system, it was used as a means to slim the workforce, in my opinion. Those that were not compliant with the WFH policy were initially told in early March 2024 that they were not receiving their bonus or merit raise, and they needed to become compliant with the policy, which I did immediately and was still let go around mid-March. It is my understanding that I am among MANY senior, exemplary employees who also were blindsided by this decision. So beware, keep all correspondence documenting any decisions made about anything to do with your employment and ultimately always look out for yourself, because in my opinion, Medpace does not value employees regardless of what they have given of themselves to this company.

Colleagues are in the same hell hole so they get it

Medpace eat up fresh PhD students, chew them up and spit them out. The aCTM pathway is truly horrendous. They put you through a year or two of being a project coordinator, where you are treated horrendously as you are the bottom of the pile. They then put you through a 5 month aCTM ‘training’ programme where you are critiqued on font styles in PowerPoint presentations and shouted at by egotistical senior CTMs when you ask relevant questions that would actually help your learning and development because you are told you are not allowed to ask questions. You are given no direction on when/what you need to do for promotion. Despite what they tell you there is no guarantee you will be promoted and if the trainers don’t like you, you won’t be promoted. If you are promoted to CTM you are given no training apart from a few PowerPoint slides and then left completely unsupported. The culture of bullying from senior members of staff is truly shocking and widespread. The company do nothing to protect you if you are bullied, they gaslight you into thinking that you are the issue and unfortunately don’t take any actions on the individuals who are bullying, allowing them to go on and continue to bully even more members of staff. During monthly meetings, CTMs are subjected to being told how bad they are, belittled and told how good they have it compared to other companies. You are expected to work a lot of unpaid overtime at all hours, travel with no additional pay or time back and then despite hitting your objectives and going above and beyond, you are given a trashy bonus if a bonus at all. With 2 weeks notice, they changed the work from home policy, removing a large amount of work from home days, leaving little time to organise changes to childcare. The company do not allow flexibility on the work from home policy for any reason, including severe weather. If you are thinking about applying for Medpace, I would advise that you don’t and join another company that will not bully you and are committed to training and developing you in a positive environment, celebrating you and your achievements. Medpace sucks the life out of you, don’t make the same mistake as everyone else did.

You work with good teams and good people, some what flexible work hours

Limited work from home opportunities, and essentially bribing managerial staff to not utilize work from home days they are entitled to by offering a bonus. Preventing progression for long standing employees, why do promotions need to be approved personally by the CEO? Not enough parking for all employees, but expecting everyone in on Tuesdays. Not rewarding the staff with decent pay increases, bonuses or any other benefits.

I enjoy my line manager and immediate co-workers.

Lack of transparency: Lack of communication and transparency in timelines for promotions, transfers and expectations (from upper management). Although my direct line manager tells me what she can, upper management is not sharing enough details with her and the timing of promotions/transfers/merit, etc. are continually pushed out without warrant. There is also no 'you can improve on this' before you can be promoted, etc. It is very much who upper management simply likes. Compensation/benefits: This week the company cold turkey took away merit and bonus from those who used extra work from home time. This was not communicated in any sense over the last year and WFH time has generally been at manager and employee discretion (unless there were performance issues). It would have been understandable if employees were informed of this mid-year, however we were not and were instead blind-sided with news that we do not qualify for merit/bonus. This affected not only entry/lower-level employees, but also director level employees and above. Let's also talk about pay and merit in general. Medpace pays significantly below the industry standards. HR will tell you otherwise, but that is the truth. Merit and bonus are also not applicable if you take the 12 weeks you are LEGALLY allowed to take for maternity leave. Maternity care and rights: Do not become a mother at this company. You will not get paid during your maternity leave (outside of FMLA, which is 60% for either 4 or 6 weeks depending on the type of delivery). You can only use the amount of PTO you have accrued (although if you were not on medical leave, you could use ALL of your PTO right away and if you left, you'd just have to pay it back later if not accrued). You will also lose PTO during this time, so when you do come back it is prorated based to only the time you truly worked that year. In addition to this, pumping in the office is nearly impossible. People book the designated rooms for calls, naps, and other unnecessary things. HR will not address this issue and will simply tell you that they cannot help. Despite the fact that Medpace is legally required to provide ample time/space/allocations for a mother who requires to pump breast milk while at work. They do not care. Work from home/remote work: Industry standard is that most of these roles are fully remote or mainly work from home. Initially after COVID, Medpace was improving their WFH policy, however they have suddenly taken this perk away by adding mandatory in-office 'Together Tuesdays' which require you to take sick time/PTO if you cannot physically be in office no matter the reason (i.e. sick child, dr. appt that requires you to flex time, inclement weather, you are sick enough to not come in but not sick enough to take PTO). This has resulted in unnecessary use of valuable PTO/sick time and we are only in March so far. As of this week, they also revoked all merit and bonus for anyone who used too much WFH time. This was determined based on badge swipes. It has nothing at all to do with employee productivity, performance, etc. Discrimination: I think it is clear from the above that this company does not value females with children. As soon as I became a mother, my value and sense of appreciation in my role has severely diminished. Kids get sick, coming in office everyday (when it previously wasn't a requirement) is challenging sometimes. This company does not care. The fact that you are ineligible for a bonus simply for taking maternity leave should be illegal.

WONDERFUL people in HR Very kind hiring managers in ClinOps Young staff, which is nice to have people of similar walks of life as you when you’re also entry level Nice PTO package Fair compensation Good professional growth for those starting out entry level Interesting industry and impactful research being done

Loved the company for years before that turned on a dime in the past 6 months. If retention is not a factor they care to consider, then it makes sense why they aren’t treating people well. The company and industry is not as stable as it has been in previous years and that’s trickling down to bonuses and merit increases but leadership says they’re small this year because of “lower inflation”. HR has an insiders view of what goes on and employees are been tracked, watched and heavily scrutinized to the point where they are actively looking for you to violate the wfh policy on a monthly basis… trust me. I personally was affected when I was incorrectly punished for “violating the WFH policy” by them taking away my annual WFH days when they pulled my employee badge swipes. Was approached about overuse of WFH, proved that I was in office but had to use a guest badge for an extended period of time (which was why my employee badge swipe data was pulling incorrectly). It was acknowledged by leadership that their data was incorrect and I was in fact in office, BUT they were not going to be giving me the days back that they removed from my WFH bank because “it’d be unfair to others to go back and reconsider the punishment for one person but not others”. To me, what seemed unfair and unethical was continuing a punishment for a trusted and loyal employee that was proven to have followed the policy exactly as they were supposed to. Then subsequently I was not given a promotion even though I was consistently a top ranked, if not the top ranked employee in my role. There has been weird “security and safety” excuses for enforcing the requirement of a badge swipe to exit a building. Doesn’t make sense and did not come off as honest HR’s hands are often tied with a lot of things because decisions are ultimately made by executives, including the recent RTO policy change.

Not asked to work more than 40 hours

Severely overworked during those 40 hours, promotions seem to be based on seniority rather than merit, communication between upper level management and employees is almost non-existent, bonuses are awarded to employees the cycle after they’ve worked there for a year (cycle is in March), employer doesn’t match 401k until a year after employment (not fully vested until 3 years of employment), no work from home in this role, work from home for other positions is actively being rolled back

Flexible environment and friendly colleagues. Great for entry-level

Bonus can be as low as 2%, no progression as company only focuses on progression of CTMs, upper management is not honest. They try to low-ball so make sure you negotiate. Also they expanded quickly and now the company is not doing too well so they are trying to make employees miserable so they leave but implementing silly rules

Good bonus and better pay than other CROs

WFH policy is ever changing with a view to potentially have all employees go back to fully office based

A good place to get experience

The CEO only cares about shareholders and his own bottom line. If you spend more than a month at this company it’s apparent. He brags about a future where AI can replace all of his employees. He just single handedly pushed through a return to office policy giving employees less than 2 weeks notice until the policy takes effect. If you want to return to office, fine, but you can at least give employees more than 14 days notice. Not to mention the WFH policy was a selling point for many people during interviews. The CEO literally manually approves every single hire. The environment is beyond controlling. The whole business model seems to be finding ways to get tenured employees to quit and replace them with new hires making 40k a year. They recently fired hundreds of employees citing violation of the WFH policy. In most cases, the managers allowed employees to WFH extra days when needed, but these employees were fired with absolutely no warning or PIPs. Also - some of the data that was used to justify the layoffs (badge swipes) was inaccurate. If you want to have a child, good luck. No maternity/ paternity leave AND you will lose eligibility for bonus and merit if you take short term disability to take care of your newborn. Here’s a little cherry on top. This place feels justified in laying off employees with questionable attendance data, gives employees less than 2 weeks notice of RTO policy, but requires a 30 day resignation notice ? If you do resign, and they think you violated the non compete agreement, they will track you down, and send you and your new employer a letter demanding your resignation. If you work here, you are nothing but a number. Whatever HR person reads this and responds, you know that this is all true. If it’s not, then prove me wrong with facts and data. Sooner or later the CEO will drive this company to the ground, all the good employees will leave, and I will sit back and drink my tea as I watch the stock price plummet.

- On-site gym - lower management and colleagues can be wonderful depending on your team

Where to begin… I was at Medpace for well over a decade and was let go with a recent sweeping lay off due to non-compliance with the work from home policy. I can completely understand being let go for noncompliance with company policy, but the way they went about things was extremely unprofessional and showed the true importance of the bottom dollar to the company over any employee regardless of their tenure, performance, or dedication to the company. Following COVID (during which the company did major lay offs in 2020 and hired in folks making a fraction of those laid off and expected the more senior employees to work themselves to the bone to keep up - which I did, now regrettably so) they instituted a hybrid work from home schedule in that employees were allowed to work from home 8 days a month, plus an additional 8 days a year that could be used to work from home at any time as well. I fully admit to non-compliance of this policy and my direct supervisor was aware of this and didn’t encourage me to be in the office more due to personal/family situations I had going on at the time - not that I blame them for any of this as they are just a cog in this machine as well. I routinely asked if I was being missed in the office, if anyone was saying that were looking for me and unable to reach me, very much trying to ensure if there were any issues, that I could mitigate them when they arose. I was told no one ever made complaints and during all 10+ years at the company, I received rave performance evaluations and was continually told how much of an asset I was to my team, and even told during almost every performance eval that they didn’t even have guidance or suggestions for me to improve. Skip to the beginning of 2024 and we were told that all employees needed to start coming into the office on Tuesdays for “together Tuesdays” so I made sure to be compliant with that schedule. I have read this elsewhere posted by another employee that during the first quarterly meeting of the year, the president of the company indicated that they wanted to slim the workforce by 1% during 2024. I didn’t listen to the meeting recording, so this is based of another employees remembrance. When bonus and merit info began to be released to upper management in February, there were rumblings of people being worried about a mass exodus after the info was released to all employees as the numbers were shockingly low compared to other years even though revenue was doing well. Prior to the release of the bonus and merit raise info being released to all employees, I was told that as a means to “reward” employees who came to the office more frequently than required, they ran an audit of badge accesses on campus and found that many employees were not compliant with the WFH policy. So instead of using this as a reward system, it was used as a means to slim the workforce, in my opinion. Those that were not compliant with the WFH policy were initially told in early March 2024 that they were not receiving their bonus or merit raise, and they needed to become compliant with the policy, which I did immediately and was still let go around mid-March. It is my understanding that I am among MANY senior, exemplary employees who also were blindsided by this decision. So beware, keep all correspondence documenting any decisions made about anything to do with your employment and ultimately always look out for yourself, because in my opinion, Medpace does not value employees regardless of what they have given of themselves to this company.