The frustration of long hours, unreliable systems, difficult people, and disconnected executives can sometimes make things unpleasant. However, the satisfaction of completing quality work, helping other people, contributing to improvement, and learning new things makes it worthwhile.

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I like my job and I am very good at it. However, it is extremely challenging to produce good work when faced with failing infrastructure, useless helpdesk, poor communication, poor process compliance, ill considered executive direction. It is a constant effort to get to where good work can start.

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I enjoy doing my job and I am very good at it. I enjoy the people I work with and being able to help other groups solve problems. The very common technical issues that we have and how difficult it is to get these issues addressed is frustrating. Broad lack of process compliance is frustrating.

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Enthusiasm, positive outlook, and broad concern for people.

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My team is dedicated, smart, and hard working.

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Dedication, cooperation, innovation, and value add.

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The leadership team is positive.

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The leadership team is positive.

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The leadership team is enthusiastic.

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Solving problems, helping people, developing better solutions and improvements.

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Culture is inclusive and people work to help one another.

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Local/personal culture is good. Corporate culture is poor and forced.

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Dedication to producing quality products, taking the time to help people, and being professional.

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People helping each other and the people that care about doing a good job.

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Teams and individuals working together to make goals despite uninformed executive decisions making that more difficult.

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Merit raises were insufficient. No COLA. Merit should be separate from COLA. COLA should be automatic annually and actually based on inflation.

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My team is helpful to each other and other groups, works to be useful, makes personal sacrifices to meet our goals and help others meet their goals.

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I am most pleased with my work when it is not inhibited by technical issues or delays (people or systems) and I am able to produce a quality, useful product.

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The SABA system for reviews is not an improvement over TP Road. Raises, ostensibly based on merit, do not keep pace with cost of living and were blanket in any case.

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Less contrived culture, less wasted effort with failed IT/Security/Systems. Better process compliance with better thought out processes. Executives need to actually understanding what they are doing. Things need to work. People need to do things right.

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Annual increases are labeled as "merit" but generally fail to offset inflation. Most years they are flat increases across the department, which has little to do with merit. I would prefer standard cost of living increases separate from and in addition to "merit" increases.

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Resources are unreliable. Security makes changes without considering the impacts. Overall direction is unstable. I start the day with anxiety about what will break, what will be intentionally broken, how difficult it will be to get fixed, and how executive decisions will undermine my work.

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Raises that are not flat across departments and are not manipulated across the group to meet a goal cost. We need to keep up with inflation. If we can't afford to do so, that is an executive failure. People are our asset and our material and we have to pay what it costs to get what we need.

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