National Government Services Reviews

Cons

Lact of securing new contracts

Cons

Due to constant contractor bidding for work, uncertainty always loomed. Poor review process and management interaction. Although staff on front line is very intelligent, very little positive feedback and absolutely no security (of which constantly reminded).

Cons

Managers not always available (door close approx 80% of the day).

Cons

Goverment contract, pay very low benefits too expensive

Cons

Micromanagement, focus on "hours worked" rather than productivity, allowing experienced associates to retire/leave without the benefit of training new hires,

Cons

Upper tier and executive management. All the cons start there. Directors through VPs are littered with cronyism, prejudice and mediocrity. This blinds them from selecting people based on ability, talent, growth and investment. The old guard is old and aging and clinging dearly to their bloated paychecks and bonuses at the expense of an expedient, well-trained and talented workforce. They take on these contracts with reduced staff to perform the work, instituting mandatory overtime, completely obliterating the work/life balance they love to preach about. The staff is overworked, underpaid and excoriated for their efforts. Upper management is rewarded with large bonuses meted out by the parent company, Anthem, and bonuses from the client for money saved. The staff is excluded through reductions in force before bonus payout time (so they no longer qualify), no backup for earned PTO time, elimination of bonus or reduction in amount rewarded or other arbitrary designations to inflate the performance dollars, but starve the base. But hey, free pizza on your mandatory shift everyone! Several re-organizations have yielded little or no improvement. The workforce is institutionally miserable (i.e. they don't realize how unhappy they really are there until they leave). Internal Anthem transfers don't happen because once you land in the poisoned well of NGS, no one wants you.

Cons

Reductions in staff. Top heavy in management. Poor decisions by senior management, Contract work not stable.

Cons

Team silos and lack of loyalty

Cons

Business development pipeline, which is important to a government contractor, has never been fully developed. In 4 years, there were 5 VP of BD. Proposal solutions not fully thought through to be competitive.

Cons

Upper management doesn't listen to or value associates
Extremely low pay for hourly employees
Can't win any new contracts
High turnover rate
Culture of backstabbing and secrecy
Relies too heavily on contractor support for core business needs (IT mostly)
Health insurance is pretty bad
No advancement opportunities
Poor leaders keep getting promoted
Even though there is a non-retaliation policy, when someone speaks up about something, they are treated poorly afterwards.