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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]In most cases, and clearly understanding some exceptions exist, getting above level 5 at MITRE says more about one's skills at office politics than it says about one's scientific or engineering skills. 
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I fully agree, but to play devils advocate -- at the higher levels you need to worry more about alignment, is the right work being done, how to bring in new work,  etc. which rely more on soft skills/politics than on hard engineering skills. [/quote]

And how do you know these things if you are not technical and can't understand the language of your sponsors or engineers? On the public sector side there is a long history of nontechnical DMs, TDs, and even VPs and, well, here we are. [/quote]

Many, not all, or the sponsors I've worked with weren't super technical. They knew they had a problem, or there's a better way, and came to us to solve that. If the L6/L7 is dealing with low level engineering problems, they shouldn't be an L6/L7.

There's a difference from having technical depth and understanding potential solutions to having "engineering skills".

I was on the public sector side too.[/quote]

How much L6/L7 makes at RAND or MITRE?[/quote]

Mitre has about 30 different engineering families. Midpoint of L6/L7 is roughly 225-275k, but the max of an L7 is over 330k.[/quote]

I’ve only seen L7s over 300k. Haven’t seen a 6 remotely close. [/quote]

Go look again at the (published internally) pay charts. Many job categories - not all job categories - are in that range.
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There is almost no connection between the pay bands and what people actually make. Very common for people to make below the band for their position of right at the bottom. The pay bands are based on market analysis, and MITRE can’t keep up with the market. [/quote]

Huh? This is dead wrong. The pay bands are not based on market analysis. It's literally what people get paid. But you're right about one thing -- Mitre can't keep up with the market.

HR won't let you pay below the range or above the range. Additionally, when hiring, HR has 'preferences' where in the pay range the candidate starts. [/quote]

It isn’t dead wrong. You’d be surprised how many people make below the band for their job family. HR technically does not allow this, but MITRE HR would score a 900 on the SAT even if they put all of their brains together. They miss or don’t enforce this. If you ever get your hands on salary data you will see a multitude of people below the band for each position. [/quote]

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