We have so many senior managers and above that only have 4-6 years exp. At other companies, 7-9 years exp is manager while 3-5 years exp are analyst or at most senior analyst
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@xub+1vAf85tv if you're the same print("Hello, World!") / VBA / Excel person I really wish we could connect you seem legit and intelligent.
@xub+1vAf85tv, your paragraphs in particular the last two really is poente. Your posts are the most relevant and relatable I have read on here. You mention DDAT a lot (the non racist DDAT posts), and that you're older than most of the systems.
I have to ask are you still with the company? If not can you tell me? If yes you don't have to answer I get the anonymity. It's just intriguing how you mention DDAT a lot. What's so important about DDAT?
You can go by my avatar "pi" rather than the threadIDs.
I was talking about all the manager with 3-5 years exp, senior manager with 5-7 years exp, and LD with 6-10 years exp. I also saw several ED with 7-8 years exp. So strange. So a lot of the titles at CVS are inflated since those peole at different company will be 1-2 level down from cvs title
It's @dpz+1vAf85tv again. Thanks to whoever said I deserve the LD or at least base pay of an LD.
I can't completely blame the LD to whom I out experienced, and skilled. I put the blame of the former CEO who transferred the LD into the LD position after the 2023 layoffs. The LD was a real political su-k up and knew how to manipulate the CEO. He would conduct these secretive meetings and get the scopes on the SMEs and the likes of me. Then would go into meetings with the CEO pretending like he knew something about the team / departments/business/service operations. Funny part is he went through two CEOs and he's still there to play the corporate game. The running joke between colleagues is he's an title seeker. He's tried for COO and made it known he wants a CEO seat.
It's extremely rare to be promoted based on metrit and true KPIs or at least that's what it seems like since 2020 centralization layoffs to me.
I am a woman who was hired by an woman LD, who then that woman LD (8yrs exp at that position) was laid-off 2023, to be replaced by a newly LD male (zero exp in this area).
I quickly had no respect for him and rather than sit by and phone it in, I looked to transfer but there was no where any greener far as I could see. So, rather than be one of these employees that don't give a fu-k because I do, I resigned.
Just biding my time now looking for signs or pockets of teams/leadership that maybe lure me back to the company web. Because I actually in a sick way like this industry and the old company.
@xub+1vAf85tv, are you "hello world" ?
As an Sr Manager, I have over 20 years of experience in what I do. Not all at CVS/Aetna.
I do all thething an LD does. However, I was told multiple times no promotions.
Sr Managers are the most valuable people in the company. They do all the work. The bad leadership let consultants talk them into moving all directors without large teams into the sr management band. That is why so many. Just wanted to eliminate levels for an org chart. That was the beginning of the end for this company.
The salary ranges are too large for each level. If you are an IC compensating for a weak LD, you deserve not only that title but also that base salary.
The company needs tighter salary ranges and different scaling of titles. That LD should move on. Should people with no IT skills be in DDAT? Should people with no sales experience be in sales? No. There are a lot of politics and other non transparent reasons for being stuck in a role with no chance of promotion.
This does not take away from the idea that there are promotions and hiring decisions made into roles based on other factors that aren't ethical. (Nepotism, rumor mongering, hiring your buddy you play golf with etc).
The problem is those practices are part of the reason layoff are happening.
@dpz+1vAf85tv it's similar on the CVS side. The company loves to create an illusion of hard work being rewarded with more money. As an example, grade 109 manager is listed as ~$60k to ~$135k base salary. Realistically you are never going to be more than 10% outside of the midpoint, so $100-110k base. And of course other companies (maybe not in this industry, but other companies in general) will pay $120-135k base for similar title and responsibilities with a heavier bonus.
Yep exactly@dpd+1vAf85tv, that's what Aetna side does at least. Not really sure about the CVS side. I already addressed this in the mip 30% thread.
Also OP of this thread your statement is not true. Aetna's competitors do the same with their titles as well in order to give them a raise. The difference is our competitors start employees out at a higher rate than we do to begin with and their highest rates are above Aetna's by 20k-30k. If you want to get paid the competition rates with Aetna you have two choices quit and come back to a higher title or have a cleaver hiring manager fight tooth and nail to get an upgrade title to give you that competitive rate.
I was one of those Senior Managers Project Manager IC Job code 110 doing a job of LD, Program Manager, Sr Manager Network Management, Sr Analyst, Informatics Manager with no reports but yet somehow I had to lead a bunch of mo--ns and influence them to do their fu--ing job with multiple departments. So, yeah I get edgie when someone disses those ICs who work there butts off.
CVS senior manager pay is manager pay at any other company. CVS manager pay is senior analyst pay at any other company. etc.
Pay grade reasons. They might not even really be a manager, but to get compensation in the correct range, they get the title. Its silly, pay grades should be revised up for most roles/titles, but they wont because then they would have to give some people with that title more money. They will just continue to do what they do and give titles like manager or sr manager to individual contributors that deserve that pay range.