Paley Center For Media reviews about "salary"

Salaries are way below the market for a nonprofit org. The organization lacks vision, strategy, and therefore, prioritization of resources and planning. Everything is done last minute. People work 24/7 because new projects keep popping up out of nowhere and as a result, people are exhausted. Sadly, it operates as an event planning organization given the powerful board of trustees and member companies who are happy to share resources to support the org.

Leadership is totally disconnected from staff; zero transparency; no incentive to improve; no professional growth opportunities; salary and benefits are terrible.

Professional Working at The Paley Center will seem like a job opportunity too good to be true; an advancement to a role of your dreams. A thrilling enticement to leave the hard-earned respect and job security you've enjoyed in favor of a small but mighty role that can have great impact on the organization. In reality, you will be set up to fail. On Day 1, you are the magic bullet to fix all systemic problems that hold the organization back from success. On Day 2, you will be seen as part of the problem. Quickly you'll learn to not innovate but to merely execute the same top-down flawed strategies. This will not only make you question your own instincts on a daily basis, but impede your professional growth and ability to think strategically and creatively. Your sentence at Paley will be wasted time, every day there will make you less prepared for the next job you interview for. Financial Paley pays well, because it must. HR, at the iron directive of senior management, create a shock-and-awe style of recruiting. You may say to yourself that you never thought you'd earn this much money, and you may be right. But at what cost. You will leave dejected and confused with no job lined up. Or you will be summarily dismissed, silenced, and erased for irreconcilable crimes against the matriarchy. Either way, assume that any annualized salary calculation should factor in not 12 months but 18 - 21 months, including the 6-9 months looking for a job that you should've taken in the first place. Mental Never have i ever cried at work. Never have I ever seen kind, talented, dedicated colleagues be verbally executed and fired in a public setting. Never have I ever thrown something across the room in frustration. Never have i ever had recurring nightmares about my CEO. Never have I ever been truly speechless at a person's inhumane narcissism. Never have I ever seen an organization so riddled with turnover that every year is like recreating the wheel with new people and no continuity to the point of sheer ineffectiveness and madness. Social A silver lining will be the strong bonds you form with peers, akin to carpet-bombed soldiers in a foxhole. There will be an espirit de corps that you'll learn to lean into: knowing that C-suite exectives have no downward loyalty and focus only on their own two-faced survival at all costs. The goals will be unattainable, the direction will be contradictary, and the business model will be a dumpster fire, but its about the people you meet along the way. The people, like you, that have looked evil in the face and refused to blink.

New management has basically nullified ithe company's not for profit status. The atmosphere is more like a high-stress factory and there is little to no understanding of how customer relations and/or fundraising really works. I was given no tools to do my job -- but I was expected to show results in three weeks. (Note: CEO is no longer Pat Mitchell.)

No place is perfect and the Paley Center is no different. As a non-profit organization, resources can be limited and salaries may not be as high as the for-profit world. Additionally, while there are so many great things happening in the building, often times different departments will be pulled in other directions. As such, what may be my priority, may not be others, so it is essential to plan accordingly.

- As with many nonprofits, the team is small and wears many hats — which can sometimes slow progress on new initiatives. - Change can take time, especially in a constantly evolving media landscape where priorities shift quickly. - Some projects may be delayed due to competing demands, even when leadership is committed to innovation.

I regret to say that my time at the Paley Center for Media was nothing short of a nightmare. From the moment I stepped foot in the organization, it was clear that this was not a workplace that valued its employees or upheld any sense of ethics. Lack of Diversity and Promotion Discrepancies: One of the most glaring issues at the Paley Center was its complete lack of internal diversity. While the company paraded its commitment to inclusivity externally, it was shocking to witness the homogeneity within its own ranks. Even more distressing was the fact that individuals with diverse backgrounds were often overlooked for promotions, while external candidates were brought in to fill higher positions. This blatant hypocrisy revealed the company's insincerity in fostering a diverse and equitable work environment. Tyrannical CEO: The CEO of the Paley Center for Media displayed a complete disregard for the well-being of the employees. The concept of work-life balance was foreign to this individual, as they pushed their staff to the brink without any consideration for their personal lives. Their understanding of ethics was equally questionable, as decisions were often made solely to benefit the company's bottom line, regardless of the impact on employees or the industry. Complicit CFO: The CFO's involvement in financial perjury was deeply concerning. Instead of upholding financial integrity, they seemed to be actively aiding in dishonest financial practices. This not only put the company's reputation at risk but also placed employees in a precarious position, unaware of the true financial state of the organization. Underpaid and Threatened Staff: The staff at the Paley Center was consistently underpaid and overworked. Threats to job security were used as a means of coercion to extract more work from already exhausted employees. This toxic environment not only led to burnout but also fostered an atmosphere of fear and resentment. CPO's Ineffectiveness: The Chief People Officer's inability to advocate for herself or her team was disheartening. Instead of providing support and leadership, she came across as meek and fragile, unable to stand up to the CEO or address the pressing concerns of her staff. This lack of assertiveness trickled down, further exacerbating the already toxic work environment. HR as Minions: The HR department at the Paley Center seemed to operate as mindless minions, executing the company's demands without question. Instead of upholding employee rights and ensuring a safe work environment, they appeared to function more like soldiers blindly following orders in a war zone. In conclusion, my time at the Paley Center for Media was a nightmare I wouldn't wish upon anyone. The lack of internal diversity, the tyrannical CEO, the complicit CFO, the underpaid and threatened staff, the ineffectual CPO, and the submissive HR department collectively created a hostile work environment. If you value your well-being, ethics, and career advancement, I strongly advise against becoming a part of this deeply flawed organization.