Do you want to work for a health insurer with below par standards and benefits for the non-management population? - Senior Financial Analyst Aetna Employee Review

In the five years in this position the highest merit increase received has been 1% with a overall scorecard rating of 4 out of 5. The gap between management and the non-management population in salary continues to grow. A person should never be appointed to a managerial position if his or her vision focuses on people's weaknesses rather than on their strengths. The aetna's middle layer managers tend to focus on what people cannot do, but never sees anything they can do, that will undermine the spirit of the organization and the senior management's initiatives and objectives that's a huge downside for this organization.