MITRE

2.0

Dec 2, 2020

Anonymous employee

Recommend

CEO approval

Business outlook

Pros

Work Life Balance remains a value. Employees care about the mission.

Cons

To understand how MITRE has devolved on a macro level, answer to the following questions: Why would an ethical company try to claim credit for employees’ off-hour pursuits? Why would any employee give away their intellectual property? Why should employees include their personal accomplishments and activities in corporate databases just to receive participation ribbons (ROAR Awards) instead of compensation? When did the corporate values change? Over the last five years or so. One could brand it the new MITRE Way! The latest and greatest idea is to request staff members to provide contacts and ideas for partnerships to management. Guess they are so lacking in original thought; the PDs and officers need to beg for IP to brand as their initiatives and the company’s property. On a micro level, consider the following. It might also be useful to not penalize staff for non-participation in department meetings, especially when no charge codes are provided. The reverse also holds true. Keeping attendance records and providing points for showing up and/or providing snacks. The HR staff might want to determine if these incentives might be considered unfair labor practices (e.g., ad hoc and potentially discriminatory). Stop creating meaningless awards and establishing elementary school student rewards such as achievement badges. Hate to tell you Executive Management – these practices are not inspirational or effective. They are just expensive. Better to invest in real education and training for staff members. Perhaps actual recognition for consistent, strong performance and an actual heartfelt thank you might be added to the mix. You might find that morale and performance would improve.

MITRE Response

Thank you for sharing your feedback. While we appreciate your thoughts, we believe the greater employee experience at MITRE differs appreciably from your perspective. While our corporate values remain the same, we are also guided by our cultural attributes, including speed, risk-taking, adaptability, grace and respect, and collaboration. These are all essential aspects of our culture at MITRE and we exhibit them daily. To continually increase our collective knowledge and foster growth for our employees, we invest substantially in learning options. Whether it is one of thousands of course offerings through MITRE Institute, talks from a government or professional expert, or sharing expertise across the organization, we provide countless ways for our employees to increase their knowledge and impact. Outside of the organization, we offer generous assistance through our educational assistance programs. To attract and retain the finest talent across the nation, we continue to refine and enrich our compensation and incentive programs. We want to ensure that our compensation programs remain leading and innovative. Our people continue to share with us how they appreciate being acknowledged and rewarded, whether individually or as part of a team, for contributions towards the impact we provide to our sponsors and partners and the fulfillment of our mission. Each year we review, modify, and enhance these awards and celebrations, both monetary and non-monetary. We invite you to speak with any member of our leadership team, your manager, or a member of human resources team to share and discuss your suggestions. As you know, MITRE is an organization that works in the public interest. Maintaining the highest ethical and professional standards is a responsibility we take very seriously. For this reason, we have established several methods for our employees to express a concern. If you have encountered behaviors that you believe do not align with our workplace culture or corporate values, we encourage you to utilize one of those methods, which are accessible to all our employees.

Get Your Act Together - Anonymous employee MITRE Employee Review

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