The Cigna Group reviews

The "rewards-for-performance" compensation system can result in some pretty measly merit and promotion raises. Every position has a market value that is openly discussed with employees. However, performance vs. market value never seems to line up the way one would think it should. Ratings during the annual review must be given on a bell curve, so there will always have to be someone with a "needs improvement" rating, regardless of whether anyone on the team actually deserves that rating.

Promotion philosophy is mediocre at best; already seen a number of very talented, well-qualified people pursue and be offered positions of greater responsibility within the organization only to find that the company's compensation structure seems to cap would-be salary increases at 5-8% regardless of current salary.. many end up refusing rather than taking new position with % salary increase not commensurate with % increase of responsibilities. Some have left the company due to frustration. Lesson: not being cheated when negotiating entry salary with company will at least offer a higher base from which future promotion increases will be calculated. Also, the health benefits offered take some getting used to - Health Reimbursement Account and Health Savings Account is it. Premiums coming out of the paycheck are a little cheaper, but the potential to pay much, much more out of pocket is definitely there. Dealing with administrative tasks related to paperwork (filing claims, etc.) while following up with Customer Service over the phone is another hidden cost..