IвЂ™m positive my experience isnвЂ™t an isolated one. I refuse to settle for any form of disrespect or maltreatment, particularly from individuals whose only credibility resides in their job title as opposed to demonstrated excellence and leadership. I hardly think that a statement from one the accuser constitutes a fair and thorough investigation.ДЇortunately for me, I know my worth and I am very well aware of the value I bring to a team. Additionally, I have been reprimanded for fabricated, unsubstantiated claims regarding my performance and behavior. I did not receive fair pay for the work I was held accountable for, even after requests for reevaluation of the job title and description against what was actually required out of the position. I was the only one hired from outside of HCAD to fill this position.Д«enefits do not transfer to other state agencies (not the case with other state or county agencies).Дue to ambiguous policies and procedures and the inconsistent application and enforcement of both, I was deprived of fair and equitable treatment. These dynamics are not conducive to innovation and productivity. However, I quickly realized that inflated egos, office politics and administrative incompetence would prove to be bigger obstacles. Originally, I believed the biggest challenge at HCAD would stem from a lack of systems. Respect isnвЂ™t given, it should be earned, and you have NONE.Paid on time. While automation might solve some issues in a larger division, there is no substitute for one-on-one relationships in the smallest division at HCAD. To address all of this, they created more management positions! To the shadow-rulers on the 7th floor: Stop promoting people with little experience or qualification to be managers, and overpaying them as a reward for playing the game. The pay for the job you are required to perform is no where near worth it. The ones who play the game are rewarded, regardless of talent or work ethic. All they can do is throw money at certain people that don't cause them trouble by asking questions, or demanding changes to systems that don't work. Thus, they don't understand the day-to-day issues affecting the staff, and seem to think the solution to everything is to вЂњmass appraisalizeвЂќ all procedures in lieu of the individualized analysis required for expert testimony. They don't support the staff, while they вЂњmanageвЂќ from their desks in the smallest department at HCAD.

They promote their friends regardless of qualifications. Management in the review appraisal division is terrible, underqualified, and inattentive to employee concerns. HCAD acts like it's a unique plan, but it's the exact same plan that every CAD, County, or government district in Texas offers its employees. Retirement plan, assuming you can endure for 8 long years among the egos in charge of you. The turnover rates and lack of employee engagement and satisfaction are further evidence of HCADвЂ™s inability to attract, develop and retain talent.

Harris cad