LMI Employee Reviews about "lmi"

Cons

You don't come to LMI to make partner in 10 years. Expect to keep your same role for a long time. LMI is burdened by bueraracy which gets in the way of good people. Those who are best at the bueraracy excel.

Cons

Access to other programs inside LMI.

Cons

Some of the business units are very guarded with their client base and this can hurt innovation across the company

Cons

There has been a shift in focus over the last 2-3 years away from core consulting services. The administrative/Overhead functions within LMI appear to be driving our transformation and have implemented systems and controls that are reducing efficiency. This is a company of analysts and many have done the math to see that admin positions are increasing faster than our consulting positions or growth rate. Additionally , the cost per admin position is increasing with the new management positions being created. This as well as a new building will put extra pressure on the direct staff to cover these costs.

Cons

Things started going downhill gradually in 2009 when the current CEO took charge. He convinced us there was an immediate need for benefit cuts (elimination of $500 Flexible Spending Account contribution; switch to a cheaper medical insurance provider with staff experiencing severe decline in service quality; removal of holiday on Friday after Thanksgiving even when funding goals were met or exceeded; removal of backup daycare service with Bright Horizons Child Care; re-characterization of sick leave). Two more benefit changes that will be effective January 2015: 1. All employees except management will lose their private offices. This is not a big deal for employees at other companies. However for LMI staff this was a generous offering that made us feel appreciated. 2. In September 2014 a reduction of 5% in retirement contributions was announced. This brings LMI's contribution down from 12% to 7%. That is still quite good compared to industry norms. This needs to be viewed holistically: LMI's base salary was lower compared to our competitors'. However LMI more than made it up with all the generous benefits listed above. When those benefits are also reduced employee satisfaction becomes a problem. It is admirable that employees are still willing to strongly support LMI despite the recently announced benefit cutbacks. There is only one problem: sacrifice is only expected from the rank-and-file. Officer compensation has skyrocketed since the current CEO took charge in 2009. Where is the proof? As a not-for-profit, the IRS requires LMI to submit Form 990 that breaks out major expense categories. One of these categories is officer compensation. All this is public information. Glassdoor doesn't allow links to be provided in reviews. LMI's 990 forms can be viewed at Foundationcenter dot org as PDF documents. The following are the page numbers for each of the FYs: Page 26 for FY09; page 27 for FY10; page 27 for FY11. There was a shocking increase in FY10: officer bonuses went up by over 2,000% (that is not a typo). Compensation decreased slightly in FY11 for them. This is a terrible message from management to the employees. Nobody is advocating socialism but shared sacrifice would be much appreciated. Especially for a not-or-profit, officer compensation seems astronomical. As comparison, MITRE's CEO (admittedly an FFRDC) made over $1 million in FY11. However their funding level was over $1 billion. LMIs funding in FY11 was $207 million and the CEO made $636,000. So while staff have been lulled into believing their bonuses have increased by approximately 3-4% over the years, it has come at the price of heavy benefit cuts and steep increase in executive compensation. How is that for a fair trade?

Cons

When supporting a contract it can be difficult to stay connected with HQ and to broaden career.