NAVFAC reviews

As in most large agencies, things fall through the cracks easily and senior management is not able to pay attention to small details. During my time at NAVFAC, I have gone several weeks without a permanent desk due to lack of space, have had a promotion processed a month later than it should have been because no one was paying attention, and found out a coworker was making significantly more than me simply because HR was sloppy and entered information incorrectly into the computer. Other coworkers have experienced similar problems. While these issues are small on their own, they do add up and can make employees feel as if they are not valued. Other daily frustrations include highly outdated techology and software and an overall difficult process to obtain the resources needed to perform one's job. I waited almost 6 months to have needed (and otherwise widely-used) software installed on my computer simply because it was not on the IT provider's "approved" list. Finally, as others have mentioned, there is definitely a resistance to change or doing something that hasn't been done before. Even when senior management is on board with something, they are often shut down by their supervisors. This seems to be a problem DoD-wide.

High level of cronyism. Clubbish and cliquish atmosphere, like being in an invitation-only exclusive sorority - fraternity. Originality is discouraged. Diversity is discouraged. Talent is overlooked and ignored if employee not in the "club". Anyone perceived as "different" will be ostracized and labeled as an outsider. Unequal communication -- insiders are provided with valuable information and outsiders who are not in the "club" are excluded. Gossiping and backstabbing is not only rampant but encouraged by the highest manager(s). There are multiple husband-wife teams throughout NAVFAC -- i.e. one can get a job, even a promotion, there if one's spouse works there. There are parent-offspring teams: i.e Parents secure jobs for their sons or daughters. Military managers seem to have no idea of the vast civilian cronyism occurring. Military higher management evidently ignores the staff cronyism, "laissez-faire", perhaps because they are only temporary visitors and the cronyism does not affect them. Matrix-style management makes it tough to pinpoint ownership of management and related managerial decisions.