MITRE reviews

The mean salaries for the professional ranks (AC ranks) are at best average. The spread of annual salary increases is extremely narrow, i.e. little difference between a bottom performer and a top performer of the same professional rank. There is little monetary incentive to do an outstanding job. Promotions are largely based on 'who you know' as opposed to competence. The management style is very 'old boys club' and rather stodgy. There can be the appearance of conflict of interest in the relationships between upper management and retired Gov. officials as well as between Gov. sponsors and relatives (e.g. spouses) who work at MITRE. The technical supervisory ranks (AC-5 and above) are not given the time nor charge codes to properly manage their staff. They must charge full time to a contract while simultaneously managing staff.

MITRE is not a good fit for career-focused employees. Promotion rates are slower at MITRE than at for-profit companies. Pay for performance is nonexistent: salary increases are very small (1.5% salary increase is budgeted for 2012).