US Navy reviews

This review is for the Government Management Team at the Cyber Security Department at the U.S. Navy Base at Patuxent River, MD, not the Employer Management Team. I can’t make this up, although sometimes I had wished that I could just wake up from a bad dream. The employee turnover rate at Patuxent River, MD was/is above 70%--7 out of 10 contractor personnel assigned to the Cyber Security Department will either resign or be fired within one year. I will explain the reason for this below. 1. There is no formal training program for new employees. Like any new employee, you will need to learn how to properly perform your job. Cyber Security is a vast field. There is a tremendous amount of information that you will need to learn to adequately perform your job. You won’t acquire this information from any formal training program, because it does not exist at this location. The only way you will learn how to perform your job is by asking questions of coworkers, learning it from reading regulations, or reviewing documentation on-hand. This way of learning information is extremely inefficient and ineffective. Coworkers have their job to perform, their time to answer questions will be limited. Regulations are very broad in scope and will not be sufficient to cover all the intricate details and processes that each organization develops. There is some documentation on hand, but it is not always easily discovered, but if you happen to find documentation covering a process you are trying to perform, processes change so quickly in this field, so any documentation that is on hand is usually outdated because it is not continuously updated. 2. Most new contractor employees become so frustrated with the lack of formal training, that they will begin searching for a new job soon after arriving at this location. If somehow you manage to get work accomplished despite receiving no formal training, the Government Management Team will want to retain you. However, do not expect the Government Management Team to provide a good review of your work performance to prospective employers that call down for a reference, because they will not. The Government Management Team is unethical and will provide a poor performance appraisal to any prospective recruiters that call them for a reference. The Government Management Team knows that if they provide an honest objective report on your work performance, that you will likely get hired by the prospective employer, and this will leave the Government Management Team with another vacant position again. If the Government Management Team was honest with prospective employers and provided honest objective reviews of an employee’s performance, the staff at this location would quickly dwindle to nothing. 3. If you learn about the unethical methods the Government Management Team uses to retain its employees by providing poor performance appraisals to prospective recruiters/employers as a way to retain employees, but you decide to resign anyway because you simply refuse to work under these conditions, the Government Management Team will continue to give you poor performance appraisals to any employer you submit an application with in the future. For the above reasons, I strongly urge anyone considering the Cyber Security Department, Patuxent River, MD location to decline any offer of employment (at this location only) with this employer. Cyber Security is in high demand in the Washington, DC Metro. Continue your job search, you will find another location that understands the importance of ongoing formal training of its employees and does not resort to unethical hiring practices to retain its employers. Note: My use of the phrase “Government Management Team” is used instead of “Employer”, to distinguish the Government Management Team from the members of the Contractor Employer Management Team. The Government Management Team is usually the person/organization contacted for a review of an employee's work performance.

Deployments, duty days, pay to work ratio