Think before you apply - Rater bei ETS: Mitarbeiterbewertung

2.0
24. Mai 2017
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CEO-Befürwortung
Geschäftsprognose

Pros

As a rater, you're working from home which is good, and you do get decent pay to be at home.

Kontras

- inconsistent with hours. Scoring is based on need so if a lot of people aren't taking your test/ there's a lot of raters for it, you don't get as many hours. You have to request more than you actually want to get what you do want. - scoring leaders are inconsistent too. Their directions don't match, they can be super nice or super rude, and some don't even write proper English sentences (or phrases) then have the guts to tell you that you scored something wrong which is hilarious. - they track your movement. Seriously, you can't just go do laundry or something while you're working. They expect you to sit there and stare at the screen the entire time you're clocked in. You get a 15 min break every 4 hour shift and two 15 min breaks and a half hour break for an 8 hour shift. Other than those breaks, they expect you to be 100% focused on scoring and NOTHING else. Some scoring leaders will literally call you and say "it's been 5 minutes, why haven't you submitted a score" which is ridiculous. - the office is no help. You don't even have someone to contact directly with problems or to use as a reference for this job (and many applications require a contact from every recent position). - they're so focused on numbers and productivity that they don't care that you're a human being.

Mehr Bewertungen zu ETS entdecken

5.0
11. Apr. 2025
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CEO-Befürwortung
Geschäftsprognose

Pros

It was a good experience.

Kontras

Nothing of note that was negative.

1.0
22. Mai 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Support of immediate management and coworkers makes coming to work every day a pleasure.

Kontras

Where to start... First, the employee performance evaluation process and methodology has changed from 1) performance vs your job description to 2) OKRs which were completely unattainable and meaningless at every level to 3) rocks and outcomes which again have very little to do with the day to day jobs of most employees. It seems the burden for goals and objectives and performance management has shifted from management to employees as they try to define a methodology that holds only doers responsible for the company's success. All this since Amit Sevak took over. Management manipulated the questions in a recent employee survey to force responses that made it look like there was improvement year over year. Of course, when you add a new President between the employees and the CEO peoples opinion of senior management is improved. Of course when you shift the focus to immediate management from senior management, the responses will be improved. Try issuing the exact same survey as the prior year and see how much "real" improvement there was in the numbers.

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