graduate researcher

research assistant

graduate assistant

teaching assistant

student worker

Arizona State University

Working at ASU Learning Enterprise was, in my experience, an extremely challenging and discouraging work environment.

Middle management appeared largely focused on self-preservation rather than supporting their teams. In my case, I received little to no guidance or mentorship and was expected to take on responsibilities well beyond my role, including work that would normally fall under managerial oversight. Training and onboarding were minimal, and the overall culture felt very “sink or swim,” with many processes poorly defined and constantly changing.

Senior leadership often seemed disconnected from day-to-day operations. Many leaders were rarely present, yet significant resources were spent on initiatives that did not translate into meaningful support, professional development, or sustainable improvements for staff. There was a strong emphasis on mission statements and values, but those values did not consistently align with how staff concerns were handled in practice.

Attempts to raise issues or suggest improvements were frequently met with defensiveness or forced optimism, which discouraged honest feedback. Over time, this created an environment where questioning decisions or expressing concerns felt risky. The culture often felt insular, with strong pressure to publicly affirm the mission while privately struggling with workload, clarity, and morale.

While some colleagues were genuinely kind and hardworking, there was also a noticeable amount of gossip and unprofessional behavior, which made trust difficult. Several capable and motivated employees chose to leave within relatively short timeframes, likely due to burnout and lack of growth opportunities.

The work itself felt driven more by enrollment numbers, pass rates, and optics than by a genuine commitment to education, learning quality, or academic rigor, particularly within Learning Enterprise. Advancement opportunities for non-management staff were limited, and promises of promotions, raises, or professional development were often discussed but not realized during my time there.

The primary positives were competitive pay and solid benefits, which were the main reasons I stayed as long as I did. I am aware that other departments within ASU have much healthier cultures, and colleagues elsewhere have had very different, more positive experiences.

Overall, I would strongly advise prospective employees to research specific departments carefully. Based on my experience, Learning Enterprise was not a supportive or sustainable environment for professional growth.

ASU prides itself on their mission of being measured not by who they exclude but by who they include. This is fine and dandy, so long as those included aren't WASP's with any sort of logical reasoning behind their views, particularly those views which pertain to politics and the world. Like most Universities, ASU is a breeding ground for political Liberalism. The University, and most of its faculty and staff, have the same sort of intolerance for contrary thinkers as their counterparts - far-right extremists - and yet they stand on the flimsy foundation of being inclusive of everyone.

That is just the culture.

The compensation offered at ASU is perhaps too embarrassing to mention. What's more, people come on board (myself included) believing the benefits added will outweigh the low-end levels of gross income. It is quickly learned that they don't. ASU has set in place policies that directly impede one's advancement, particularly if one is hoping to increase their income. If you spend 3 years in a position, expect nothing more than a few hundred dollars' raise each year. If during that time you have been bettering yourself by earning, say, a Master's degree, don't expect a hefty pay increase by seeking out another position upon graduation. ASU caps salary increases from one position to another at 20%. So, if you're been making $35K for 3 years while earning a Master's degree, the absolute most you will earn in your next position at ASU is $42K.

The education benefit is boasted as being free for employees. It's not. The only thing that is free for employees is the tuition (and even that is capped out at 9 credits). Employees are still required to pay taxes on their tuition and all of the associated fees. If you're taking the maximum of 9 credits, be prepared to cough up more than $1000 in fees that make no sense at all, including a $25 fee just being being an employee taking advantage of the tuition reduction "benefit."

If you have college-aged children looking to get a college education, ASU is probably a good fit. It will certainly save your children the burden of racking of considerable amounts of student debt, but it will be at the monetary cost of you as their parent, the emotional cost of you as a minion of ASU, and, if you possess any sort of thinking which doesn't align with the University's extremely Liberal views, it will cost your tongue, as you'll spend your entire career with ASU biting it.

Working at ASU's Department of Metabolic Diseases and Kinesiology Labs was probably the best career I had experienced, as well as the best people to work with. We cross-trained people since all were committed to the work, everything from finding participants, clinical roles according to the scope of practice and working in the laboratory area where the centrifuge and freezer lived.  The IRB also collaborated well with us and maintained a good rapport. 

In my role as the clinical manager/administrator, it was essential for me to ensure the staff and students were up to date on certifications, RCR, and lab/clinical lab skills. Revisions and renewals of protocols were timely with the principle investigators. BSN nurses were being precepted by staff nurses for the research component of their program. 

The funding and primary administrative operations were the responsibility and focus of the upper management administration teams where our primary Investigator was located.   

The interactions with participants and collaborating labs were positive. 

Our primary Doctor and Primary Clinical Research Nurse Manager (me) participated in all studies, even the ones that had only the graduate students, which helped the graduate students admit they felt more secure as we were their backup. We were all there for each other and for science, even if the research procedures/projects went on longer than 8 hours. We believed in and supported the research studies. We were asked by our own upper managers and Researchers to train the Mayo Hospital Research team to do similar research studies and how we were innovative in ensuring IV lines remained patent. 

The use of the Department of Metabolic Diseases and Kinesiology Labs was becoming well-known at ASU. The ASU nursing department began having us lead their research projects at the clinic, as well. 

According to our research upper management teams, the funding, even though our volume of studies was high, the funding was not enough to keep the Clinical Research Unit for ASU's Department of Metabolic Diseases and Kinesiology Labs open. The employees of ASU's Department of Metabolic Diseases and Kinesiology Labs were all laid off and the students were spread out under other departments at ASU.

I loved working here and learned so much from my immediate supervisor as well as from the Director of Marketing. Through this position I: 
•	Developed all promotional materials (brochure, fliers, newsletters and online materials) used in events, including both on and off campus recruiting forums, mailings and online communications;
o	Contributed to messaging and content synergy through research, writing, event coverage, strategic promotion and multimedia project management
•	Designed and implemented comprehensive communications plans for single events and major programs including defining goals, identifying target audiences and creating and implementing action plans and timelines
•	Coordinated review and approval of press materials for production and media release
•	Wrote, created and produced more than 100 communication pieces for print/ web/ magazine publications (including INNOVATIONS magazine) for CHS against strategic media targets 
•	Analyzed, developed and executed multiple on-campus academic and arts programs for CLAS and CHS to address student needs including creative showcases, study skills, under-age drinking and retention rates;
•	Developed College-specific career development and business sponsor opportunities for College of Liberal Arts & Sciences for new students, especially athletes and first generation students; 
•	Conceived, develop and served as an Arizona State University representative at several regional events, including “Dream It. Do It. Expo.” on behalf of ASU Foundation, the ASU administration, boosters and alumni;
o	Created and hosted over 50 solicitation presentations to key new enrollment and donor groups including under-represented students (first generation students, military students and Native Americans), corporations and ASU boosters
•	Authored “ASU Granted Continued Funding…” which was subsequently picked up by ASU News Now/ was a top headline on website for four days/ was retweeted 198 times and featured by Arizona Republic 


I would not have the widespread and broad marketing foundation that I have and am grateful I had this opportunity.

A typical day of work at ASU is unbearably inconsistent due to the immaturity, toxicity, disorganization and poor leadership. 
While at ASU I learned that ASU does not care about employees, and they are very short staffed because people are leaving for better work environments. 
I also learned that ASU does not have the capacity to support divisions outside of their main campus. 
Management at ASU is inconsistent and under supported. 
Managers are not informed of HR laws or best practices, they know nothing about internal policies and procedures and cannot rely on HR to assist them because HR takes weeks or months to respond to urgent issues because they say they are under staffed. They also chronically lose requests/tickets for assistance. You have to call and email ten plus times to get HR to acknowledge you. This went on for years while I was there. It’s not a new problem. 
The workplace culture at ASU is cut throat, toxic and chaotic. There is no leadership to guide people, it’s sink or swim. 
 Professors are given positions just because of their titles, not their skills in leadership and then they are not monitored or supported and are never held accountable for what is sometimes extremely hostile and toxic behavior. They get away with everything. 
The hardest part of the job was the disorganization and confusion and  lack of clear policies and procedures. This increased everyone’s stress and led to lots of burnout and toxicity. I witnessed many people leave because their requests for accommodations were dismissed by management and then literally never responded to by HR. ASU does not adequately explain benefits or resources at all, and there is no on boarding process and no one to go to for questions or support. They  are short staffed because they don’t support their staff. There are also no resources, not enough desks, no hot water, burnout light bulbs, no printers, no paper, not general office supplies, no consistent cleaning, no stable internet, and on and one. It’s just portly managed from top to bottom. 

What is the best part of working at the company?
Being a student worker gave me the flexibility to attend my courses, make time for studying and extracurriculars, and balance this job. We would get incentives and get to go to events for working there that other students did not, and we were offered various opportunities because of the workplace. It was easy to make friends with other students on the team, and the professional staff are very warm and welcoming individuals. Working outreach in the office during the spring semester is always a great option, as we can connect with coworkers and the leadership team and bond as individuals. You can also work remotely over the summer, which allowed me to make money while being in my home state for the school break. 

What is the most stressful part about working at the company?
The professional staff generally lack communication, especially at events, so it can be frustrating to get different instructions for the same thing or not know at all. At times during the year, there are no hours offered, but at other times it is incredibly busy. While your main job is outreach and student support, events often include manual labor. There are weekly trainings in the spring, which are good at the beginning of the semester but become repetitive and feel like a waste of time towards the end. 

What is the work environment and culture like at the company?
Every student employee is kind and welcoming, and it is very easy to make friends on the team. The professional staff are the same and are always helpful regarding the job and other endeavors. 

What is a typical day like for you at the company?
For events, we typically meet in the office, then help set up on campus, or arrive on campus and set up, spend time welcoming and speaking with students and families, and then take down. For outreach, you will spend your shift in the office, completing tasks on your computer and working with other students.

There is something about ASU that you need to know, especially if you intend to work in higher education for most of your career: The departments have what is called a "no-poaching" rule. This means that if you, a staff member, want to leave your current position, the two supervisors (current and potentially new supervisor) have a discussion about you potentially transitioning positions at the university. Essentially, the "new" boss calls your "old" boss and tells them, behind your back, that you have applied for a job with their department and they are going to make you an offer. This is a requirement at ASU and every department is expected to do this. It's a poor company culture and an awful lesson to learn as an employee. They justify this practice by saying that it promotes goodwill between departments; perhaps, but at the sake of the employee and their reputation. Imagine how awkward that conversation would be if your boss found out from someone, other than you, that you wanted to resign from your current position. In my opinion, it is very poor practice. The employee should be able to give notice at their discretion and it shouldn't be a discussion between managers as if they have any control over the decision of the employee. For this reason, I will not be working at this institution for the remainder of my career; It goes against my values and has made me noncommittal to this university. I am a committed higher education professional and have worked in the field for 8 years. I just relocated to AZ for this job and I regret it immensely. 
Also, the Arizona Board of Regents does not recognize domestic partners so they cannot be on your insurance. This is a corporation disguised as Education. The Board controls the Benefits at ASU, NAU and UofA. UofA has put something in place to address this but ASU and NAU will not/has not.

I was first a graduate teaching assistant, then a faculty associate (read: adjunct), then a full-time instructor. At no time was I treated as an actual teacher or valuable member of the academic community. Instead, I (and my cohort of non TT faculty) are glorified customer service representatives catering to students’ whims while teaching them intro-level classes that they couldn’t care less about. 

Any student issues/complaints, including those that are patently ridiculous (aka why  didn’t  I pass my class even though I didn’t turn anything in?) are automatically treated as if it were the instructor’s fault, and the students were well aware of this, so used the system to get their instructors in trouble if they didn’t like what was taking place in their class. 

There’s also absolutely no job security. Lecturers and Instructors are on year-long contracts, while FAs are on semester-long contracts. I, for example, was let go because my “teaching was not up to the university’s standards” despite having received a merit + on the previous faculty annual review and having taught at ASU for eleven years during which I always had positive evaluations. 

The pay for all non-TT faculty (at least the faculty in College of Liberal Arts and Sciences (Tempe)  and College of Integrative Arts and Sciences (Polytechnic) is abysmal. We started at $32,000 a year, then finally had a raise to $45,000 last year after much whining from the admin about their budgetary needs. Oh, and once we did get that pay, they took away our merit raises.

I would imagine that each lab is different. I can only speak to my own group and others we work closely with. Within our group, there are students who should absolutely not be in the graduate program and are being shepherded through on the backs of those in the lab. Not mentoring mind you, but literally having the work done by others. If you have shown yourself to be high-functioning, you will be tasked with everything under the sun to keep the group afloat. If you are not, then you will be given no responsibilities, and can literally do whatever you want until the PI realizes you've been there for too long and then the PI will provide data generated by others so you can get your PhD. There is also a total lack of accountability. There is no equity in group research and the PI will not confront/enforce anything. There are continued excuses for those with poor behavior including questionable conversations and aggressive actions. Most of the research is smoke and mirrors with after-the-fact experimental designs/hypotheses, but in many cases it is rather a discussion of work that could be done, which is never executed. If you are someone who works hard and wants to be a part of a productive working group, this is not the place for you. I suggest you do your due diligence with your potential PI. My current PI has no time or desire to discuss scientific work or new ideas. There is no mentorship or training. Management is aware of the issue but can do nothing because of tenure. 

I worked at Arizona State University West Campus Police Department as a Police Aide.   ASU West Campus Police was an excellent Police Department with exceptional Police Officers and Police Aide.  ASU West Police Department was a branch of Arizona State University Police Department and was to eventually become a Police Department apart from the main campus in Tempe, Arizona.  In the early eighties it was decided that a new Police Department would be created to meet the police requirement of Arizona State University West Campus.  The reason for a new department was to meet the needs of students who attended the school, keep in mind that ASU was located in the west Phoenix area far from the main campus in Tempe, Arizona.  The average student at ASU West was close to thirty years old married with children and already working full time in a field.  ASU West Campus had no freshman or sophomores and did not have live in dorms like at main campus.  Our police department was gear towards more public relations and a calmer form of police interaction.  In the late nineties it was decided to merge ASU West Campus Police back into ASU Campus Police Department by the New University President.  ASU West ceased to exist and was absorbed by the main campus.  All the Officers at ASU West Campus retired or moved onto other positions in the University system.  I went into the anthropology Department and became a museum specialist until I retired from the University.

Top Job Titles	Average Salary
Graduate researcher 7 salaries reported	$32,857 per year
Research assistant 10 salaries reported	$19.80 per hour
Graduate assistant 12 salaries reported	$21.75 per hour
Teaching assistant 7 salaries reported	$18.71 per hour
Student worker 6 salaries reported	$16.33 per hour

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