Lockheed Martin reviews about "training"

Starting salaries tend to the low side, salary growth tends to be slow. (Salary process has become fairly transparent.) Training budget always tiny. (Beginning to do more in employee training with innovative approaches.)

IS&GS doesn't provide much career development. In the past 6 years I have requested, but not been granted any training... "because the customer will not pay for training". With the exception of compliance training, the company doesn't have an organized training plan for the employees. I know a senior level person who had to pay for their own way to an I.T. conference which benefited our client. During the past government layoff, we were forced to take vacation and were told we couldn't look for work else where in LM. Working for a big company like LM, I would have expected a little more support, but we got a 4 day notice to "take vacation".

Pay is average at best, and based on an extremely rigid structure. Compensating truly exceptional employees is very difficult Job functions are extremely narrow in focus Inter-organization cooperation can be extremely difficult and frustrating Performance review system is abysmal Merit raises barely keep up with inflation for most employees, even those with good ratings

Disclaimer: All comments are about the IS&GS Business Unit, not LM as a whole. Cons- • In the past several years, IS&GS has implemented the “Age of Affordability”. This has had a very negative effect on the workforce resulting in low morale and disengagement. • Due to the Age of Affordability, pressure has been placed on the workforce in the areas of pay freezes and benefit reductions. For instance, tuition reimbursement has been reduced. • IS&GS has zero training budget. • IS&GS is too slow to react. Both in IT technologies and in market forces. • There is a huge disconnect due to geography. Senior Management within IS&GS is very biased to the East Coast and doesn’t know the market/economy or workforce needs outside this location. For instance, the East Coast does not support the 9/80 schedule. • L-codes (functional managers) are the face of the company. They are counted on to foster engagement, but lack of resources and authority prevents them from focusing on this. • No mid-career growth plan. • Divestiture in pension plan. • IS&GS is over-leveraged to Government Contracting. A more diverse portfolio would counteract big swings in workload.

No training budget... Ever. You are a number. Layoffs come around and if you are not the managements favorite or you work at a satellite location you have a good chance of being unemployed.

Opportunities for useful training are non-existent; if you don't want to become a technical dinosaur, be prepared to get training on your own time and on your on dime. Raises are slim, and layoffs are getting more and more frequent. Work is cyclical due to defense spending. Meanwhile, the company is reporting record profits.