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We hope to see you applying soon! And to accelerate our innovation, our contingent workforce supports us through a variety of roles, from sales to manufacturing and beyond; they help towards our mission to help improve and save lives. Ready to contribute your expertise to something bigger? This is because they "don't have the time. This all adds up to having to rely heavily on feedback from other people at year-end review because they really don't know anything about you.
Speaking of year-end reviews, the calibrations meeting that management runs each year can result in other managers -- who know even less about you than your actual manager -- knocking down your rating. You won't even know if this happens, because the offenders don't even have to answer to you for it. You'll never even know if this happens. This is outrageous. Managers extol the importance of collaboration, but then pit us all against each other in year-end review. It really is in your best interests to not help your colleagues.
Thankfully this doesn't occur. Unlike other companies in the business, there are no job descriptions for each level. This allows managers to promote or not promote whomever they want. If you try to gain insight into the process, you will never get a straight answer. The process is shady at best. You'd think they would be more forthcoming given that there are countless employers in the area that are happy to give you a promotion if Merck won't.
It is great that managers want us to publish and present at external meetings, but they've taken it too far. The amount of credit you can get for what is essentially writing up or presenting work that is mostly done by other people is absurd. There is more emphasis put on this than actually impacting projects. You get rewarded more for visibility than the actual quality of our work.
Perhaps the most damning criticism of the department is the plummeting lack of emphasis placed on organic chemistry. Merck organic synthesis used to be the pride of the industry. Personally, I've had interactions with Directors who clearly have let their organic chemistry proficiency take a nose dive, which is disgraceful given that they manage mostly lab workers.
Many people over the years have found far more success in terms of promotions and pay going elsewhere. I have wondered myself how much money I've left on the table by not leaving years ago. My salary at my current employer is on par with the equivalent of one level higher at Merck. I've often been asked why I left the grand Merck. I always give a soft answer, but here's the truth: The reputation has stopped matching up to the reality. That Merck sheen wears off quickly if you aren't being fairly paid, titled, and are being treated as an afterthought by your boss.
Management doesn't seem to realize this. They think everybody wants to be a Merck Director or better some day, when the reality is that few actually do.
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