Georgetown University - Excellent place to work/learn, not stressful and though the pay is not great you get a lot of incentives in academia. | Glassdoor
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There are newer employer reviews for Georgetown University

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"Excellent place to work/learn, not stressful and though the pay is not great you get a lot of incentives in academia."

Star Star Star Star Star
  • Work/Life Balance
  • Culture & Values
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Research Technician II in Washington, DC
Current Employee - Research Technician II in Washington, DC
Recommends
Neutral Outlook
Approves of CEO

I have been working at Georgetown University full-time (Less than a year)

Pros

Excellent work environment.
Pursuing degrees part-time is an option. (120 credit hours per year)

Cons

Pay on the lower side

Other Employee Reviews for Georgetown University

  1. "Generally positive experience"

    Star Star Star Star Star
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    Pros

    Good benefits and an encouraging work environment. The university often tries to recruit from within, leading to a possibility for advancement.

    Cons

    Can sometimes be stingy with pay increases. After a few years of working in the same position, no raise offered, even after request.

    Advice to Management

    Try to keep on talent by rewarding loyalty (i.e., years of service).


  2. Helpful (6)

    "No room for advancement; failure to live up to stated value of organization"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Project Manager in Washington, DC
    Current Employee - Project Manager in Washington, DC
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I have been working at Georgetown University full-time (More than 8 years)

    Pros

    - Working with students often means working with highly intelligent, very idealistic young people who will appreciate it when you trust them with real responsibility
    - Tuition assistance

    Cons

    Based on my experience as an administrator and middle manager at Georgetown for eight years:

    - There is little or no opportunity for advancement within each department or the University as a whole, even for employees who have earned excellent performance reviews, have used their tuition benefits to increase their education, etc.

    - There is a consistent preference, across departments, to fill higher-level positions with outside talent, rather than through promoting talented people from within the University. Over time this becomes a major disincentive for employees either (1) to remain at the University long term or (2) to work at their maximum level of ability. It also often results in management that does not understand the special problems inherent in dealing with students, student employees, parents, academic departments, etc. It also results in departments with ZERO institutional memory; so that, for example, policies that failed in the past will be introduced by the leadership, who are unaware that those policies have already been attempted--and then rescinded when they proved overcostly or counterproductive.

    - In many departments, the managerial strategy seems to be one of divide-and-rule: A handful of people at the top are paid exceptionally well (to ensure their loyalty) while everyone below is paid wages far below what they would make for the same work, even at other colleges and not-for-profits.

    - A pervasive feature of Georgetown's professional culture -- quietly conceded by many staff -- is a cynical disregard for the University's own stated values. I once had an very-very-upper-level administrator inform me that my job was to get as much work out of my student employees as possible for as little money as possible. When I objected that this approach was not consistent with the Catholic values that Georgetown espoused, the response was laughter, and a stern command to "tow the company line." (Until that moment, I thought only villainous cartoon bosses like Mr. Burns gave orders like "tow the company line.")

    Advice to Management

    - Develop a more consistent system of internal promotion. This would not be some radical novelty that no other university has ever attempted: At NYU, for example, when a new position opens up, their HR requires that they promote a current employee into the position, rather than any outside applicant, unless it is shown that no qualified internal applicant is available. This policy increases employee satisfaction, since ambitious junior-level employees can realistically hope for promotion if they remain with the University long-term.

    2. Fess up to your values. if Georgetown is now merely a business, where the bottom line is maximizing revenues rather than supporting certain educational and spiritual principles, please have the courage to admit this. Too many staff, current and former, have sought careers at Georgetown thinking it would allow them to live out their values in their workplace, only to turn away disillusioned by the experience.


There are newer employer reviews for Georgetown University
There are newer employer reviews for Georgetown University

See Most Recent

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