NCCER Reviews

Low pay, no work from home even though most of the jobs could be done remote. Many employees leaving because of these reasons, really high turnover (they removed the staff page to hide this) The CEO is overly involved in day to day operations and belittles junior employees. For a company of this size there is no reason for the CEO to be so involved in interviewing and salaries if employees. He has a very dated view on how a company should be ran and refuses to keep up with the times. Pay is well below market and the CEO is adamantly against working from home, because he won’t be able to keep an eye on you, he even installed new short cubicles to be able to see what everyone is up to. If you do not agree with what he says or provide any pushback, he takes it personally. As a non-profit the executive teams salaries and bonuses are public information, they give themselves bonuses larger than most of the employees salaries and employees only get a 3% yearly raise and $250 for Christmas. God forbid you ask for a raise (CEO will bring you in to his office and gaslight you into believing you don’t deserve it, regardless of your work performance). The good talent that is at the company is being under utilized and leaves very quickly to better opportunities. There’s is 0 investment in retaining talent. If you are in one of the few non-niche roles or not a director or above, you have a million better options out there, and will see a substantial pay raise (way more than 3-5%) get out while you can. All the employees with marketable skills leave in a few months of joining

I worked at NCCER for a considerable time, and unfortunately, my experience was quite disheartening for several reasons: 1. Micromanagement and Distrust: Employees are confined to cubicles and regularly monitored by management, creating a demoralizing and stressful environment. 2. Discriminatory and Unfriendly to Neurodivergent Individuals: The environment is full of distractions with no way to minimize them, making it very difficult for neurodivergent employees to focus and be productive. The company’s stringent requirements and lack of ADA compliance make it a hostile workplace for those needing accommodations. 3. Problematic Leadership: The president is solely focused on the bottom line, often contradicting himself in meetings, which has become a running joke. This lack of clear direction fosters confusion and frustration. 4. Constant Panic and Pivot: Instead of addressing serious issues in communication, support, IT infrastructure, and leadership, the company frequently changes priorities abruptly after harshly critical Executive Leadership Team (ELT) meetings, impacting productivity and product quality. 5. Disregard for Health Conditions: Despite initially accommodating my serious health condition with a hybrid work arrangement, the company quickly changed its stance, eliminating remote work options for most employees except a few favored by the president. 6. High Turnover Rate: The turnover rate is alarmingly high. The company releases products without adequate support and relies heavily on expensive contracted development firms, leading to rushed and often flawed products due to unrealistic deadlines set by leadership. NCCER was challenging due to the toxic work environment, poor leadership, and chaotic management practices. Significant improvements are needed to create a healthier and more inclusive workplace.