-Average salaries
-Tuition reimbursement caps keep getting smaller
-Raises are tied strictly to yearly job performance process which is frequently rated very low on yearly employee surveys(not only by the lower performing employees). Ratings are distributed on a bell curve so they can only give out so many top tier and second tier ratings, and someone has to be at the bottom and they get no raise. Depending on your department you could be doing a good job and getting all your work done but someone people HAVE to get a poor rating. Rating is based against people in your job classification so upon a promotion you are little fish in big pong and have to go against people with what could be 10+ more years experience. So naturally those people have to fail at first with a poor rating. It's much better to be the big fish in the smaller pond. Level 3 pool is huge and spans engineers with 8-10 years experience and some with 20+. Many never advance past level 3 and retire as level 3.
-Rating is entirely dependent on how much your manager fights for you. If you have a crappy manager you get screwed over.
-Engineers in Moorestown are represented by a union. You still get most of the benefits by being a non-dues paying member. Dues are .6% of your yearly salary. When you want to use your benefits as a union member, expect a fight from them.
The way to make more $ in this company is to move around/transfer business units. I transferred to another unit and got a pay raise. Transferred back to my first unit 4 years later and got another double digit salary bump. Back in my original unit/department and making a LOT more than if I had stayed there those 10 years and gotten small 2-3% raises each year. Many positions pay for job relocation as well.
