Lockheed Martin reviews about "training"

Benefits on the decline from education to healthcare. While there is still alright tuition re-reimbursement program you could be in school forever with the cap per year. When you finish, you owe 12 months. Medical coverage, as with most place is gone up in cost, raises were minimal for 2012 merit. New rating system is horrible and was poorly implemented. No one knew it was coming and no substantial training to prepare. Put in your 20 years and maybe you will be promoted to a lead. Management never seems to have any real working experience for what they are in charge of. More opportunity for lateral transition than up the ranks. Most opportunities for other positions have already been written for a specific individual.

Office furniture stuck in the 1960s, no sinks in the break area.

- Low Salaries - Always worries of lay-offs due to sequestration

Decisions and processes takes a while to get made and done Pay can be average/below average No telecommuting/limited to very few people

- Promotions are based on Seniority and not on performance - Corporate HR representatives do not respond to emails or requests for information. - Although they promise the opportunity to fast track your career based on performance, HR will not allow promotions in level in less than three years, just in salary, no matter how high your performance reviews. - High performing employees work in roles two to three levels above their pay grade at 60+ hrs/week with no paid overtime, while Team Leads with poor performance records are allotted high salaries. - HR is a nightmare - poor performing employees work the system and can submit an erroneous Ethics complaints to keep their jobs, while HR follows by unleashing harassing investigations into baseless accusations that have nothing to do with job performance. - Corporate Policies are oftentimes subjective and HR can rule that violations occurred without providing any evidence. There is no opportunity to confront your accuser. - Although they have a training "Learner's Desktop" they do not provide training into how to use their different payroll titles (i.e. when to use paid time off, or when to use personal illness, how to request permission to work remotely, etc), and they do not provide easily accessible training regarding business travel. - In order to reward high performers, Program Management and FP&A Directors have to award monetary "Service Recognition Awards" that do not require HR approval. - HR is so concerned with not upsetting poor performers that they will reduce even in-line promotion amounts for the specific purpose of not moving high performers into the next salary tier. - HR strives to reward and retain the status quo. - Team Leads pass on the difficult work to Level 1 and Level 2 employees and do not know how to manage the most basic aspects of ERP systems. Favoritism is shown based on tenure and change and process improvement is met with immense resistance.

It is hard for employees that do not work on a day-to-day in a Lockheed Martin facility to take full advantage of all the benefits that are available.

In my 5 years with Lockheed Martin, among my scores of engineering colleagues I saw just one engineer promoted, and that was at a more junior level. Merit increases are an embarrassment, less than the inflation rate. A broken corporate-wide training tool was deployed which fails to give credit for completed training, then the burden was placed on employees to prove they completed their training. Not only was an apology not made, this disaster was never even acknowledged, a typical corporate behavior.

Business structure for hiring and laying off is antiquated and incredibly arbitrary, many dead weight engineers in senior posts that you have to work around, endless compliance training and HR methods, no support for HR initiatives that are beneficial, good old boy network still in existence but dying out slowly