Aetna Program Manager reviews

Base compensation competitive, but they are not clear on communicating targets to achieve bonus. Even when the bonus payouts are calculated, it's a secretive process with much fluctuation. Directors or managers are rushed to put in dollar amounts, but these ultimately get adjusted by the most senior leadership. For 2012 bonuses, employees were told that the decreased bonus distribution (ranged from 25% to 50% of what we were to get) was tied to Aetna stock price. Then when Aetna achieved the market stock price, employees were told that there was an "internal" number/goal and we "fell short of that." This logic not was communicated when we set individual or team targets at the beginning of the year. So, even now at the end of the first quarter employees are not clear on what it will take to earn a bonus in 2013. However, it's very clear the company found 5 billion dollars to acquire another company and the CEO and his top tier received full bonuses. This has deeply impacted morale at the company.

Good training resources available if you are self motivated to make use of all that is available. Better than average benefit package; includes both 401(k) AND a pension plan. Good place to learn about the healthcare industry.