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What's the salary range for a director at the Gilead Sciences foundation? There is a position perfect for me, but I don't want to throw my hat in the ring if starting salary isn't $180-190k. Also, any thoughts on the stability of their philanthropic commitment? There's talk of a recession; I don't want to go private to be cute a few months later.
I’m new here. Can I please get some likes 😩
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Finding a good office environment is really hard. On the 50 years I have worked, I counts only 5 places of work that was a great environment. That's really bad. Your current office environment is "the normal" unfortunately. My advice: be pleasant and polite. Don't give anyone ammo to use against you. Go in do your work, smile and go home. Haters gonna hate. Drama queens gonna drama. If anything: pop popcorn while watching the drama. Just a suggestion!
I've never really had that experience, but what I have experienced is that they always have the statistics on your performance and they ask for your input on it and then just give you the same pay increase as you got last year and I guess that's what you begin to think your performance is worth, the same but a little bit more. On top of that you get to see your performance as compared to your fellow colleagues and you see you are highly out performing then 2 or 3 to one. Yet you never receive a high pay increase and you never get asked about becoming a manager and what that entails. I find that to be truly a disservice to the employee they manage. The answer is not a moral problem, just a management style that doesn't really serve the employee(s) they manage. The saying a job well done just gets you more and more work, but no real advancement. Putty, I would say in Management performance and Leadership. Excuses like we really can't give out more and we have a limited number of Excellent ratings is the lie, or lack of desire to advocate on behalf of the employees they Manage, therefore this is the moral problem. As a Manager (leader) you do have a ethical and moral obligation to advocate for your employees doing well or exceptionally well as well as develop employees to be better and you do that with finess and care in your approach and it will be different for all Managers, but needs to be done as well as rewarding for a job well done!
To answer your question whether there is testing for managers …as long as “disabled vet” which can range from physical to mental …and can balance a checkbook but not really … and know how to bully…bam you have a manager.
Sad, if that is from personal experience! I'm in Canada, FYI - you are prob in the US. I know we have programs for vets too but I've worked with very few (and the one I did work with I have a ton of respect for). This is just flat out disrespect for my profession and unbelievably poor, I would actually say non-existent, people management skills.
I have met calculating and focused types, but I have found that they are also funny and interesting, sometimes even shy. I have made my point clear that numbers tell truth and lies, depending on how you gather them, so relative to your gathering and aim. People and job cutting can be an easy and misleading calculation on savings, but the losses have a ripple effect on the whole economic well being of an economy and there are governmental mitigations, but will not necessarily be used by a devastated employee, without counsel and advising, in both a layoff and quiting scenarios. I like calculators with heart the most, but calculators without one, but it's then the user's requirement to know the difference and make a conscious decision. The quiter needs support directly from employer and government agencies right from the first step.