The World Bank Employee Reviews

Very shallow and self serving with questionable integrity

Identifying key skills needed for the business, how to evaluate and leverage skills of onboard talent, how to recruit managers with people management skills, how to develop talent, how to address conflict, how to work toward the organization's best interest rather than internal politics.

Family and then you can

Personnel management here is a game to the Executive team. They play a high stakes game of checkers, moving people around at will with little regard for the career's of their staff

I believe consultants should be given opportunities to enter the staff workforce by means of competition. I believe the whole structure needs to be remade and also for DC staff salaries are very low given the inflation per year.

Salary is below comparators because of attractiveness of work

higher salary increases are given to the leads who do the manger job and not to the people who do the actual work

I work with multiples projects and get paid less than what those in the projects are making and yet their salary is more than mine.

Doing what is good for the organization not only self promotion and self interest

Most co-workers aren't trained in HR or don't stay current on how to implement best practice, or don't care. Most will not question bad behavior in the workplace and will go to lengths to cover up mistakes, often by deflecting blame.

Our team is a group of highly accomplished professionals; we get along pretty well.

Change of management and I wish team members will work with love and passion for the job

The whole staff structure needs to allow upward mobility from consultant up into staff and not be used as indentured servants whereby staff regard consultants like cheap labor and dont respect them.

Improve the hiring and promotion processes to be more objective. HR function should be outsourced to ensure neutrality and fairness

Radical shift/replacement of long-time staff in leadership roles. People don't leave the Bank because of the amazing benefits and pay but then quickly lose their competitive edge and become complacent to preserve the dysfunctional status quo.

Much better HR policies and management of talent.

More and clearer and honest objectives

include external oversight. Most of the appointments and promotions are baked

Keep applicants better informed of where they are in the process; notify them when they're unsuccessful, limit panel size, update interview questions and use more behavior-based approach.

staffs are not motivated, no career path, mostly everyone is managing up which impact the quality of work which mainly left for contractors with no oversight .

Clients complain routinely that we are arrogant, don't listen to their needs, and are extremely bureaucratic.

My immediate supervisor does not work well with some of our bosses.