International Paper reviews

Though the pay scale is commensurate with other companies, getting a promotion is usually very difficult. Like a lot of large companies where employees make good salaries, there is a lot of jealousy and envy amongst the employees about what each other is making. Who tells them? Instead of looking for very talented help and rewarding them for a job well done, they reward mediocrity with their sliding, bell curve based salary determination scale. If an employee has been doing excellent work for numerous years, they may get an increase in salary of up to 5%. (though it is usually between 0 & 1%, like .47% for example.) On the other hand, if an employee has been borderline at performing their job for most of their career, and they suddenly do their job, they get rewarded with the maximum 5% increase in salary! Where is the incentive for the high performers to keep producing? It's the proverbial story of the horse pulling the cart and the one tied to the back of the cart. The horse pulling the cart gets whipped if they suddenly let up, but the one following behind the cart doing nothing to help pull the cart, just keeps getting fed, watered and groomed!

As a very large company, there is a lot of bureaucracy to weed ones way through. Sometimes it seems that reports are required just for the sake of having the reports themselves. They did not frequently seem to drive the business objectives of the company.