Questionable Ethical Practices at Best - Open Source Analyst DarkStar Intelligence Employee Review

Most of what I want to say has already been said on the 1-star review that came in the same week yours did, so I encourage prospective candidates to read that response first. I will lay out the highlights, as well as some answers to questions and accusations this person made upon resigning, not before. 1) Communication DarkStar leadership, myself included, is extremely high-touch with all programs. All policies and compensation details are available to employees on the Sharepoint Site you were given access to and directed to upon hire. Again, this is unsubstantiated and your conversations with the other members of your echo chamber on Teams (discoverable and substantial, as always) reveal someone who was only interested in admiring perceived problems rather than addressing them. I was your main POC during the contract transition and you know that. The organization can't get more flat and transparent than involving leadership or executive in making sure you have a world-class experience. 2) Contract award due to budget and not merit You have no access to any information about the bid, protest, or contract award. Therefore, you have no insight into why the government selected us over your old employer. This is pure conjecture and nothing more needs to be said about this. 3) Ostracizing employees/Consecutive resignations This does not happen and directly implicates me in accusations of "Ineffective HR." I will not allow that to happen without setting the record straight: the only people that felt ostracized are the ones who parroted these same accusations with very little differentiation, almost as if you rehearsed it with them. That makes sense considering the degree of coordination and malicious intent present in your conversations with them on Teams. Per your request, I've reflected on and evaluated thoroughly the resignations that occurred this summer, and unfortunately the evidence (something I can actually produce when needed) points to you and the others who left at the same time. The misinformation and toxic behavior had 1 source, and it was you. 4) Merit-based increases I am only bringing this up because I know who is leaving this review, and I was not given an opportunity to say this: It is easy to cherry pick data to support accusations of sexist practices and systems. One thing I can assure you is that you are not academically or professionally an expert on DEI, affirmative action (we have 3 AAPs that I wrote, in fact) and HR best practices at DarkStar or anywhere else. I am. I am also a member of a protected group myself, so I am particularly invested in championing fair labor practices and diversity, equity, and inclusion. Our annual performance-based review program is impartially evaluated and supports a dual-track career progression that rewards both people who want to manage others and people that do not. The opportunities for positive assessments and increases are both set by the employee and agreed on with their Program Managers. Merit-based increases feature "bias mitigation" processes and multiple opportunities to share concerns and/or receive feedback on performance on a quarterly basis in the lead up to your annual review. If your annual goals are inherently sexist, it is only because you wrote them that way and your PM signed off on it, which is to say they are not inherently sexist.