Pros: benefits are great, co-workers are usually great
Cons: if you're not "in" forget about advancing, regardless of your qualifications. mid-management has little to no clue, or is directed by those who have little to no clue.
DISCLAIMER: My perceptions below are simply my observations and opinions which have accumulated during my tenure at said company, and have neither been proven legally nor are meant in any way to affect one's perception or opinions of doing business with said company.
I love my co-workers - you simply could not ask for a better group of people – more... by and large- and my jobs that I have held here have been satisfying. They have a cafeteria and a work out gym on site. Benefits are awesome~ health insurance, 401k, stock investing. They have an over the top charity drive for United Way every year and you can donate pre-tax out of your paycheck. It is a young at heart culture, and workers of ALL ages, cultures, races and lifestyles are represented.
Citi encourages volunteer times for workers to give back to the community and gives workers one 8-hour day to do so per year. There are opportunities for some people to carve out their own niche if they like you. They are very family-friendly, which is nice to see. Dress is business casual and opportunities for "dress down" passes to be earned by workers. There are yearly raises with pay scale caps. Tuition reimbursement is offered.
Citi offers "skip level meetings" with the boss ABOVE your boss, for things such as status meetings on issues and processes. Most people ARE trying to make things better.
The bad & ugly:
(Apply disclaimer here, please.)
MY PERCEPTIONS and EXPERIENCE as employee: Employed currently, LESS THAN 10 years/MORE THAN 2 years:
Management makes it nearly impossible to do things in an efficient manner for the general worker. Mid-management is basically ineffective and nepotism is in full force.
It used to take me 15 mins a day to input my daily time worked into their time keeping system; it now takes me 1 hour at minimum. Seriously. After keeping track of my time via Excel to the MINUTE (you have to separate productive and non-productive times), AND entering THAT into their time keeping system additionally, they change the system and now log productive times by when one logs into a certain program (that we use all day.) Mind you we have to log OUT of said program every time we leave the desk (ie., bathroom, meetings, breaks, lunch.) The longer you're logged into this program, the more it counts against you for your efficiency at the end of the month on your scorecard. It is NOT a good indicator of one's efficiency since there are SO MANY other steps to our process that have to be effected. If that confused you, add on top of that so many changes coming down the pike that we cannot keep track of them all. Workers simply do not have TIME to read all of the updates and emails regarding specific processes: unproductive time counts against our scorecards.
So let me further explain: Unproductive time counts against us, AND if we stay logged in as "productive" all day, the larger amount of logged productive time counts against our final scores.
What was relatively frustrating at start has become an overwhelming amount of blatant ignorance, as mid-to low management tries to decide how to keep themselves relevant at the expense of efficiency of the regular worker and cost to the shareholders, clients and/or customers, and become one of the reasons I am seeking other employment. Six Sigma would have a FIELD DAY with this place - and would likely walk out.
Policy tells workers that if we have a problem, contact HR and the managers claim "open door policy", however, I have never seen a positive outcome for any worker who has had a legitimate issue. At the very LEAST, you're "unofficially blackballed*" (*not proven but perception and experience says otherwise) and at the most you might be fired. They do not like to fire, per se, and will most likely put a worker on a "disciplinary plan".
Citi's handbook and vision statement says it is "a meritocracy" (meaning, every person is judged based on his or her merit.) Last month, my team got 2/3 of our scorecard (that's 67% of one's scorecard) as "across the board" scores, meaning, they were not individually-earned scores, they were team scores. That is NOT a meritocracy. But that is okay because next month the criteria for scorecards will change yet AGAIN, just as it has each month of the last four months. Reviews happen monthly.
Thoughts to pass along additionally: Having a college education does not get you farther up the ladder if you're not "in". Masters degrees are paid same as Bachelor's - It's a job scale pay. If your job is (example) level 10, you're not paid more because you have a MA degree and co-worker in your level does not. It's the same pay for the whole level.
If you were in a war and you kept changing the game plan, your soldiers would have no confidence and you would never accomplish the objective.
Buy some Tums and Mylanta before embarking upon employment here.
Don't eat the pizza.
Learn to like construction paper. – less