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Editors at SAIC give their company a 2.1 out of 5.0, while the average rating for SAIC is 3.9, making them 60% less happy than every other employee at SAIC and 55% less happy than every other Editor on CareerBliss - the happiest Editors work for CBS Broadcasting.

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Editor
in Washington, DC

"Shiny on the surface, but a lot of warts underneath."

What do you like about working at SAIC?

"the office is close to my home, so there is very little commute time, starting salary was competitive, and my division gives new employees 3 weeks of leave/sick time a year."

Do you have any tips for others interviewing with this company?

"Be aware that if you are unable to maintain direct coverage, you will be laid off. There is no access to work on overhead charges for those who are supposed to be billing directly."

What don't you like about working at SAIC?

"SAIC ditched real health insurance for a Health Savings Account and charges the employee a hefty premium for a program that covers nothing but an annual physical without a huge out of pocket deductible. No matter how well an employee is rated on their performance agreement, the raises are horrible (under 3% in my division). SAIC does not cover employees when there is a slowdown in work, the company either lays off the employee or makes them casual. SAIC is in the process of splitting into two companies and are hiring upper level management for each company on an average of one a week. Unfortunately, they seem to be laying off lower level employees at about the same rate and getting actual work done is becoming difficult. As part of this split, SAIC is forcing (non-executive) employees into cubicles so they can collaborate with their co-workers. Unfortunately, employees in the same building are seldom part of the same business unit or division and their work has no relationship to any of the other employees so any possible collaboration would be useless. SAIC talks a good game, but does not fulfill their hype."

What suggestions do you have for management?

"Reduce the number of levels of management, we are far too top heavy. If cuts are needed to make the company profitable, spread it out over all levels of the company instead of just the lower levels of staffing. Reinstate the employee forum so employees have access to a way to interact with management when issues arise. Start treating your employees like an asset instead of a hindrance to stock profitability."

Person You Work For 4 / 5 People You Work With 3 / 5 Work Setting 3 / 5
Support You Get 2 / 5 Rewards You Receive 1 / 5 Growth Opportunities 1 / 5
Company Culture 1 / 5 Way You Work 2 / 5
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