- Western Institutional Review Board, Inc.18.Aug 2017
Focus on profit (to the detriment of the workforce) and expectation to place business needs over personal or familial needs. Cronyism/nepotism reflected in promotion, firing and re-hiring practices. Production staff filled with many great people and coworkers care for each other, but some bullying permitted and not curtailed ("that's just their personality").
Support from management
Unrealistic goals that were not always clearly defined or explained. Management styles differed to the point that not all managers followed the same rules or held staff to the same standards.
Most production staff very friendly or at least willing to work toward common goals. However interdepartmental rifts were often ignored instead of addressed resulting in added pressure on staff and management.
Freedom to work independently
Micromanagement frequent yet inconsistent. Autonomy not clearly given or defined but sometimes expected without guidance or clear goals.
Lack of transparency in decisions. Inconsistent policies or policy adherence. Businesses leaders frequently made promises that were not kept or made threats to job security. Realities of job and culture were clearly not understood by decision makers outside of local office.
Most managers wete women but most upper management and board members were men.
Attitude towards older colleagues
Some negativity regarding older colleagues based around learning speed or difficulties with technology
There is almost no room for upward movement. All that is offered is ability to learn more complicated functions to achieve minimal pay increases and risk being removed from the work you enjoy doing based on business needs. Training often cancelled due to business needs. Leadership positions cut during reduction in force. Managers rarely moved out of management roles.
Overall compensation for your work
Benefits aren't terrible but salaries were stagnant at times. Also became complicated when new hires received higher pay than seasoned staff for same jobs. It was equaled out over last few years.
Office / Work Environment
Building LEED silver but poor air control and ventilation; poor sound control (lunch area noise carried over to customer service and production areas and disrupted training); poorly designed training and meeting rooms resulted in overheating and distractions; focus on fashion over function with keyboard trays discouraged unless hidden from sight when not in use for sake of professionalism.
Recycling was in place but poor signage meant frequent mixing of trash in recycling bins.
Mixed messages from management on understanding of work-life balance. Often heard inappropriate comments minimizing importance of family or misrepresenting workforce.
WIRB still respected in research community.
Repeated reductions in force. Formula used t9 decide who to cut not provided and reasoning not always entirely clear. Frequent restructuring and moving staff around. Business undergoing huge shift as WCG grows and RIFs possible as comoany has growing pains.
Some areas have cubicles placed tightly together or around large poles. Otherwise ok.
Few injuries or issues but staff frequently sick due to various factors.
Constant changes to regulations and push to repeatedly reorganize business structure to show we were addressing concerns made the work very difficult. Conflicting duties and priorities made completing all assigned work at levels expected difficult. Little help or coaching given with any consistency. Leadership and management often unavailable due to constant meetings.
Inclusive / Diverse
They met regulatory requirements for diversity
The following benefits were offered to me
- CompanyWestern Institutional Review Board, Inc.
- Are you a Current or Former Employee?Former job since 2017