WellPoint – Virginia Beach, VA
The Actuarial Analyst will primarily support business operations related to normalized medical trend reporting across the Enterprise. The associate… CareerBuilder
WellPoint – Des Moines, IA
Anthem, Inc. is the nation's leading health benefits company serving the needs of approximately 28 million medical members nationwide. Your Talent… CareerBuilder
Wellpoint Incorporated – Reno, NV
/Your Talent. Our Vision./At Anthem, Inc., its a powerful combination, and the foundation upon which were creating greater care for our members… jobsradar.com
I worked at WellPoint full-time (More than 8 years)
Good salary and generally good annual bonus/incentive pay and other benefits. Flexible working conditions, including liberal work-at-home policies in many areas of the business.
Company allows and perpetuates completely incompetent middle managers to advance up the corporate ladder. I'm not just talking about run-of-the-mill bad management. No, I mean actively hostile persons with absolutely no managerial or people skills. If you're lucky and land a job with a decent manager, you'll OK here. But if you get shuffled around from one role to another (as many people are) and you get stuck with a manager who - for whatever reason - is the current golden child of upper management, watch out. I watched the following cycle repeat over and over during my time there: Various "problem managers" blamed their employees for their own incompetence, often ending up with the termination of their employees in order to protect (at least temporarily) their own hides. Eventually, their own incompetence catches up with them and they're terminated, but not before numerous blameless employees have had their lives upended by losing their jobs. Nobody wins in a situation like that. The employee loses his or her job, with little or no recourse. The manager loses his or her job, too, and has had the additional burden of having a large corporation support and then rescind its support of the manager's competence. The remaining employees are subject to changes in management and restructuring on a regular basis - every 6 months or so. And upper management loses out as much as anyone, because productivity stinks when this modus operandi is the norm.
Advice to Management
Pay attention to what individual contributors have to say. Make it mandatory for all employees to have skip-level meetings with their manager's manager. That won't solve all the problems, but it'll provide quicker insight into the real personalities of their middle managers.