CGI reviews

-Company cares more about their clients than their employees, probably a result of their constant efforts to enter and dominate the business space. -As a result, the company tries to get as much work done for their clients with the least number of resources in order to be more marketable, impacting the work-life balance of employees. -Non-employee contractors have better work-life balance than employees because the company is reluctant to pay them overtime, so instead loads extra work on employees. Employees do not get overtime pay; you are expected to put up to 8 extra hours a week in free, and anything above that accrues in a vacation bank capped at 40 hours only if you work more than 8 extra hours for two consecutive pay-period weeks. Unfortunately, if your project is busy enough for you to be working enough overtime to accrue hours, you will not be able to use any of the hours to take time off, so you will eventually cap out and not be able to accrue anymore. It's a ridiculously flawed system. -Their career management framework is not adequately enforced or monitored, leading to limitations on upward mobility and recognitions and job satisfaction. Depending on your senior management, you could get promoted a year out of college or be waiting 5 years with no career options in sight, with HR not effectively tracking the process. There is no clear communication on what an employee needs to do to move up in the organization. Member expectations are often ambiguous, which allows management to squeeze the lifeblood out of you if you are a dedicated, driven worker but still give you an average performance rating at the end of the year. -The company has very few official titles, so monetary promotions are very sparse. Everyone starts out with the title of 'Consultant', and to get to the next title you have to be in a management role. The titles after that represent tremendous leaps in responsibility. If you need frequent validation and recognition for your contributions via titles and promotions, this is not the company for you. -Minimal training options are available to employees, and there is no real connection made between the learning modules available and your career advancement options in the company. It is quite disconnected. -Performance reviews are not utilized the way they should be. Managers seem to do them because they have to, not because they are meant to serve a purpose. As a result they are often done too late to factor into salary review finalization by HR, who don't even care to check if the performance reviews were completed before proceeding, and this is after you may have had to chase after your manager for weeks to have your review done. -Salaries are below average for the DC metro area, but good medical and dental plans partially make up for it.

Many aspects are average at best: compensation, growth opportunities, benefits. Communication and collaboration between teams can be greatly improved.