Pros
PTO Policy revisions now allow us to carry over a PTO balance based on a cap rather than losing the balance. Explanation for my ratings: - Career Opportunities: Piedmont typically hires management from outside and does not develop people internally. - Compensation & Benefits Very poor health insurance (we'd be better off on Obama-Care) - Senior Management The general opinion of the C-Level Execs (CEO, etc..) is that they do not care about the employees. Just achieving metrics to justify their bonuses. Employees are a means to achieving this end. - Culture and Values The published culture and values are very nice, but not typically followed. It's more "public relations".
Cons
Health Insurance: Designed to drive employees to using Piedmont. The downside is that Piedmont Physicians do not have practices in all areas where employees live resulting in employees either having to drive many miles to an in-network doctor or force you to go out-of-network. Prescription Insurance Required to use Express-Scripts for recurring prescriptions. If for some reason Express-Scripts does not send you the medication on time and you need to get it provided through a pharmacy, they will require you to pay the copay for a monthly supply and authorize the pharmacy to provide you with a 14 day supply. Advancement Opportunities: Very little chance to advance your career at Piedmont. In many cases management is hired from outside rather than promoting from within the company. If promotions from within the company do occur, it is more often based on the good-ole-boy system (friends, favors, etc...) which results in many people in management with no leadership ability (and with the lack of any internal training, new managers who have never managed before are ill-prepared to tackle this role leaving the employees very disgruntled since the new manager does not know what they are doing). Human Resources HR does not investigate issues and concerns brought about by employees but rather chat with the manager to get their opinion and use that as the conclusion. The lack of any impartiality from HR results in the employee base not trusting HR. Secondly, HR does not evaluate whether new applicants meet the minimum qualifications for the job. If the person was referred by someone high up in the company, they are rubber stamped and fast-tracked into the position. This results in the team having to make up for the lack of an effective team-mate.