Salaries of long-time non-management employees (with a track record!) are not in step with current market conditions. Consequently, salary compression can be significant after 5+ years in the same position. It can be disheartening to see new hires with less experience and same or less education come in and make more money than a tenured, experienced and successful employee.
Middle management is not doing such a great job at grooming and advancing low-level non-management employees. There seems to be a reluctance to promote employees into a management position. This could be due in part to Humana's organizational structure which has more levels of management than non-management. Non-management consists of only three levels (not counting interns): specialists (hourly), analysts (salaried) and consultants (salaried). Management has the following levels: front-line leader, project manager, manager (1st level), manager (2nd level), director (1st level), director (2nd level), segment VP, VP, Senior VP.
Humana's performance review process is inadequate! Employees must first review themselves before managers prepare their appraisals. Around performance time, managers have to fight hard to get a good slice of the 'salary-increase-pie'. If your manager doesn't know how to fight, you loose!
